Tadao Ando

Tadao Ando GA Architecture 12 VOL. 2 1988-1993 This book talks about Tadao Ando’s projects in a chronological order, the publication mainly works with photographs and overview drawings, but they have a lack of detail drawings and some landscape sketches.His designs have this very specific style that is unique in a different sense than his western colleagues, his raw usage of concrete in the 90is a very clear architectural language that was only beginning to develop with other practices. He has a dialogue between everything that surrounded his projects, he liked the idea of having open spaces for people to gather around to chat, talk or even better exchange opinions or ideas like the plazas in the ancient Greeks.His way of dialogue is not easy to understand cause of the variety he always includes with opposites or â€Å"extremes† such as light/shadow, East/West or the colors given by the nature these can only be felted or seen for the human but he had other ways of dialo gue that would be nature with people, architecture with nature, people with architecture, people with people and it could also be with himself like a way of conscience.This architect never cared about the size of his projects they could be a 4Ãâ€"4 house or a huge museum in a far away forest, the only thing he cared about was to synchronize the harmony for every living thing or object (in this case his architectures) inside or outside the structure to live together in peace and for the humanity to enjoy the spaces given to them. One of my favorite works in this book is the Miyashita House in Kobe, Hyogo.This house has three stories all of them organized with different purposes, a studio and master room are in the lower ground, middle section has the dining room where it has a beautiful well-made spiral staircase leading up to a bedroom and continues up to an astronomical observatory, I think this idea is amazing having a house like this to enjoy yourself the wonders of the sky.This structure is rectangular with a semi triangle on its side, it has lots of opened space and huge windows for the sunlight to light up inside, all the walls are made of reinforced concrete masonry and this architecture is surrounded by nature with an incredible view overlooking West Kobe and the Inland sea of Japan.

Self Help Literature By Sandra K Dolby - 2345 Words

The aim of this research is to explore selected self-help literature, mostly aimed towards the young male demographic, and how they approach and they effect ideas around masculinity. Over the past ten to fifteen years self-help movements, programs and more notably books have become increasingly popular. Although this research isn’t aimed exclusively to compare and contrast women’s and men’s self-help literature, the comparisons that may arise throughout this essay may have the capacity to be illuminating. This project will examine just how self-help literature, mostly targeted towards men, effect ideas around masculinity and why this matters and is relevant. Firstly, to maintain continuity, accuracy, and the integrity of my findings we must first outline what defines literature as â€Å"self-help†. Sandra K Dolby writes self-help texts are texts â€Å"offering advice and reflection on topics as diverse as how to achieve physiological well-being, how to be effective yet serene in the workplace, why the laws of physics are part of God’s plan, how to get along with your mate or with nasty bosses, how to reduce stress and eat and exercise for optimal health, how to save the plane, why to save the planet.†(2005) another quote explains â€Å"Self-help literature is an extremely popular genre which can be found in abundance at any bookstore in Western society. Figures indicate that Americans spent $563 million on self-help books in 2000 (Paul, 2001, p. 60).† Also â€Å"many people use self-help

Two Methods for Supercooling Water

You can cool water below its stated freezing point and then crystallize it into ice on command. This is known as supercooling. Here are step-by-step instructions for supercooling water at home. Method #1 The simplest way to supercool water is to chill it in the freezer. Place an unopened bottle of distilled or purified water (e.g., created by reverse osmosis) in the freezer. Mineral water or tap water will not supercool very well because they contain impurities that can lower the freezing point of the water or else serve as nucleation sites for crystallization.Allow the bottle of water to chill, undisturbed, for about 2-1/2 hours. The exact time needed to supercool the water varies depending on the temperature of your freezer. One way to tell your water is supercooled is to put a bottle of tap water (impure water) into the freezer at the same time as the bottle of pure water. When the tap water freezes, the pure water will be supercooled. If the pure water also freezes, you either waited too long, somehow disturbed the container, or else the water was insufficiently pure.Carefully remove the supercooled water from the freezer.You can initiate crystallization into ice in several different ways. Two of the most entertaining ways to cause the water to freeze are to shake the bottle or to open the bottle and pour the water onto a piece of ice. In the latter case, the water stream will often freeze backward from the ice cube back into the bottle. Method #2 If you dont have a couple of hours, there is a quicker way to supercool water. Pour about 2 tablespoons of distilled or purified water into a very clean glass.Place the glass in a bowl of ice such that the level of the ice is higher than the level of water in the glass. Avoid spilling any ice into the glass of water.Sprinkle a couple of tablespoons of salt onto the ice. Do not get any of the salt in the glass of water.Allow about 15 minutes for the water to cool below freezing. Alternatively, you can insert a thermometer into the glass of water. When the temperature of the water is below freezing, the water has been supercooled.You can make the water freeze by pouring it over a piece of ice or by dropping a small piece of ice into the glass.

The Perils Of Indifference By Elie Wiesel Essay - 2038 Words

Elie Wiesel’s speech â€Å"The Perils of Indifference† is a mind opening and emotional speech that prompts the audience to change the indifference that plagues America and many people in this time and age. He expresses to the audience that indifference is the reason appalling and horrifying events, such as the Holocaust, occur and why no one takes immediate actions to help the victims. To get his point across, Wiesel uses his own history and experiences so that the audience can visualize the Holocaust through the eyes of a survivor and to project the feelings of hopelessness and defeat that the victims felt when no one came to end the injustice. In this critique, Elie Wiesel’s rhetorical speech of indifference will show its effectiveness through testimony, emotion, and rhetorical questions; this speech accomplished its goal and without a doubt persuaded most of the audience to call out for change in indifference. The Holocaust is widely known as one of the most h orrendous and disturbing events in history that the world has seen; over six million lives were lost, in fact the total number of deceased during the Holocaust has never been determined. The footage of concentration camps and gas chambers left the world in utter shock, but photos and retellings of the events cannot compare to being a victim of the Holocaust and living through the horror that the rest of the world regarded in the safety of their homes. Elie Wiesel recognized the indifference that theShow MoreRelatedThe Perils Of Indifference By Elie Wiesel939 Words   |  4 PagesThe Perils of Indifference What is it that separates us from animals? Is it our intelligence? Our anatomy? Or is there something more, deep inside each of us that distinguishes humanity from brute nature? To speaker Elie Wiesel, caring for others is what makes humans exhibit humanity. On April 12, 1999, Elie Wiesel delivered his speech called â€Å"The Perils of Indifference† before President Clinton and the entirety of Congress. Wiesel’s speech focuses on the atrocities that had occurred in the pastRead MoreThe Perils Of Indifference By Elie Wiesel1306 Words   |  6 PagesA wise Ethiopian ruler, Haile Selassie, once said â€Å"throughout history, it has been the inaction of those who could have acted; the indifference of those who should have known better; the silence of the voice of justice when it mattered most; that has made it possible for evil to triumph†. Throughout millennia, despite many differences in language, cultural, and social structures, humans all developed the same cha racteristics in their approach in tragedies happening around the world. When respondingRead MoreThe Perils Of Indifference By Elie Wiesel963 Words   |  4 PagesII, Elie Wiesel shared his story with America among the President and First-lady, Hillary Clinton, to inspire the world to act upon social and political injustices. In his speech â€Å"The Perils of Indifference†, Wiesel opened up about his past and how it made him realize how important it is to stand up against crimes against humanity. He also discussed the state of the American people and compared their involvement in foreign intervention back to the lack of intervention in World War II. Wiesel motivatedRead MoreThe Perils Of Indifference By Elie Wiesel1093 Words   |  5 PagesHuman rights activist, Holocaust survivor, Nobel Peace Prize-Winner, and writer Elie Wiesel in his influential speech, â€Å"The Perils of Indifference,† emphasizes that indifference is an inhumane quality that affects the success a nd failure of the millennium. Wiesel develops his message by recalling his experiences in the Holocaust and how it cast a â€Å"dark shadow over humanity.† This event caused the pain and suffrage of many victims and filled him with â€Å"gratitude† towards the â€Å"American people† forRead MoreRhetoric And The Perils Of Indifference By Elie Wiesel1069 Words   |  5 PagesObserved in The Perils of Indifference Elie Wiesel, distinguished author and Holocaust survivor, spoke of his experience at the Millennium event in 1999. This event was hosted by President Clinton where Wiesel spoke about his experience in the Holocaust to commemorate the closing Millennium. Aside from this great honor, Elie Wiesel worked at Boston University for some time and acquired many medals of recognition such as The United States Congressional Medal as well as starting The Elie Wiesel FoundationRead MoreDiction In The Perils Of Indifference By Elie Wiesel889 Words   |  4 Pages â€Å"The Perils of Indifference† by Elie Wiesel, explains the true and utter horror of indifference. There is a clear emphasis on the morality exhibited in the act as well as the disappointment in the US government’s ability to respond to such a horrible act. It is obvious that Wiesel establishes tones of morality, condescendingness, and caution through diction, imagery, as well as syntax used in the speech. Although Wies el describes how indifference has a massive effect on the victims even though byRead MoreThe Speech, Perils Of Indifference, By Elie Wiesel1869 Words   |  8 PagesIn the speech, â€Å"Perils of Indifference,† Elie Wiesel, the author of Night, conveys his message that indifference entices inhumanity as a lack of acknowledgement to a person’s suffering is advantageous to an assailant and â€Å"elicits no response† (3). Therefore, the individual with a sense of indifference is a determining factor in others’ distress because without their involvement, the victim will never be assisted. Sentiments of anger and hatred possess the ability to endorse positive conclusions;Read MoreCritical Speech In The Perils Of Indifference By Elie Wiesel755 Words   |  4 Pages Writer Elie Wiesel in is Critical speech â€Å"The Perils of Indifference,† sheds lights on to world we live in today has evolved into a society of indifference That stripes us form are sense of human characteristics to help others in need of assistance. He supports his claim by illustrating the affect the U.S indifferences had towards the jews led to the death of countless amount of jews perishing during the holocaust seen in paragraph 2 and 18. In addition; In paragraph 8 of â€Å"The Perils of IndifferenceRead MoreWiesel s Experience Of Injustice During The Holocaust984 Words   |  4 PagesAmong the few hundred survivors was Elie Wiesel. Wiesel was only fifteen years old when him and his family were deported to a concentration camp. His mother, father and younger sister were all killed within the camp, but Wiesel and his two older sisters were able to survive. After his traumatizing experience, Wiesel stood up for others who were being oppressed. Elie Wiesel fought inj ustices world-wide through his actions and inspiring messages. Soon after Elie Wiesel was awarded the Nobel Peace PrizeRead MoreElie Wiesels Perils of Indifference698 Words   |  3 PagesD.C., Elie Wiesel gave a speech during the Millennium Lecture Series that took place in the East Room of the White House. The speech was given in front of Mr. Bill and Mrs. Hillary Clinton, Ambassador Richard Holbrooke, and other officials. Elie Wiesel is an author most noted for his novel Night, a Nobel Peace Prize recipient, and political activist. In the speech he spoke on his view of indifference and explained how it was negatively affecting humanity and the nation as a whole. The Perils of Indifference

Counseling Youth in Times of Crisis Free Essays

Counseling Youth in Times of Crisis â€Å"Teenagers can be like elephants. If youVe spent any time around them, this thought has probably crossed your mind, but hopefully wasn’t said out loud. † We sometimes think teenagers aren’t able to go far in life, or be anything but a problem. We will write a custom essay sample on Counseling Youth in Times of Crisis or any similar topic only for you Order Now Living a carefree life not worried about anything or one around them. Some adults have no idea of all the struggles teenagers have to deal with. Just like adults they deal with stress, death, peer pressure, and lots more. It is sometimes hard to see past the shield these youth have put up around them. They will test you until they trust you, ut only once they trust you will the real test come. Youth struggle with crisis Just like everyone else, and need a counselor or caregiver to help them through it. Eating Disorder â€Å"Eight million people in the United States suffer from an eating disorder, the most common of which is bulimia nervosa. Eighty six percent of suffers report the onset of the disorder before the age of twenty; only half report being cured. Six percent of serious cases die of the disorder. † This is very serious and should never be taken lightly. It is getting harder and harder to be a youth in our culture. They have to deal ith constant scrutiny of their peers and coaches; often comparing themselves to the airbrushed, photo shopped models in todays’ magazines. They try to be perfect while knowing they never can be. Some feel extremely guilty about what they are doing but the stress and guilt only leads to them doing it more. Here are some characteristics that are hints of Anorexia Nervosa: Looks not Just lean, but abnormally thin Extreme attraction/avoidance language and behavior regarding food Obsessive weighing Baggy clothes to hide shape Now here are some characteristics that are hints of Bulimia Nervosa: Abnormally requent trips to the bathroom abnormal fixation on exercise, no matter what Cuts and calluses on knuckles and backs of hands Car or closet smells of vomit When dealing with this in teenagers the first thing you need to do is make sure they are going to get proper treatment and counseling for their disorder. They need help and telling you was probably very hard, so don’t make them get other help by themselves and also help them inform their parents. Suicide If you are going to work with youth there is a chance that you will work with someone that has attempted suicide, contemplated suicide or had a friend commit uicide. â€Å"Suicide is the 3rd leading cause of death for 15- to 24-year-old Americans. An average ot one person dies by suicide every 16. 2 minutes. † A very good triend ot mine from high school committed suicide; although no one knows why he did it the last thing posted on his Facebook wall by a friend was the comment mfou’re gay’. His friend who posted this goes to the school counselor once a week now; he blames himself for his friend’s death; thinking it was Just an innocent Joke. Some of the signs that may alert a parent, teacher, youth leader, pastor or friend to a possible uicide attempt include: Previous suicide attempts Threats of suicide Talking about death Preparation of death (cleaning out locker, giving away possessions, etc. ) Depression Sudden change in behavior (acting out, violent behavior etc. Moodiness Withdrawal Somatic complaints (sleeplessness, sleeping all the time) Fatigue Increased risk-taking Drafting a suicide note We need to watch for these signs when dealing with youth and remember it is better to be safe in checking on a youth’s life, than sorry if they take their life. If you ask a teenager about an issue like this, I think, they are more likely to be thankful than to hink you upset. And if they are upset about you asking those questions about their feelings and life t he chances are they are trying to hide something from you or their parents. When someone comes to us about suicide it is vital that we listen to them and not throw the bible in their face. â€Å"Be nonjudgmental. Statements such as mfou can’t be thinking of suicide, it is against the teaching of your church† or â€Å"l had a similar problem when I was your age and I didn’t consider suicide† are totally inappropriate during a crisis situation. † We as caregivers should never make the are receiver feel unworthy of your time or lower their self-esteem. There are a few different reasons that youth attempt suicide: for attention, depression, loss, manipulation, and lots more. In saying that my sister has attempted suicide three times; she has done it for attention and she has also threatened suicide for the purpose of manipulation. But we should always remember that while the person attempting suicide may be your first concern the family and friends are suffering Just as much if not more. One of the times she was threating to commit suicide she grabbed a kitchen knife and tried to run to her room. Her boyfriend saw her grab it and was attempting to take it from her when my then 9 year old brother walked into the house. He could not see the knife and didn’t know what was going on; he only knew that his sister looked like she was being beaten up by her boyfriend. Naturally the first thing he did was try to get her boyfriend off of her. This led to the boyfriend yelling at my brother, â€Å"Go away! She is trying to kill herself. † When my brother heard this he ran to his room in tears. It was his snapping point after losing two of his grandparents and his Dad moving away. Now he is taking three medications and ees a counselor once a week. He has been diagnosed with depression, bipolar, and schizophrenic tendencies. He has never tried to attempt suicide but we a constantly watching for signs and praying for his health. I believe that he will never attempt suicide because we saw the signs as soon as they started to appear. But I believe that way too many times the siblings ot the suicide attempter are overlooked and not given the help that they may need. Always remember that suicide affects everyone around that person. Death I have never met someone who hasn’t dealt with death in some way; whether that s a friend, a parent, a grandparent, a significant other, a sibling, or they themselves are dying. The five stages of grief are: Denial, Anger, Bargaining, Depression, and Acceptance. These steps may come in order, they may Jump around, or experience more than one at a time. There is no correct way to grieve it is a process that is different for everyone involved. Some youth may begin to act out when dealing with grief because; they don’t know what else to do. For some students this may be their first experience with death. When dealing with death we must explain to the youth ho is dealing with it that grief is a process. â€Å"Listen. When a teenager is grieving, this isn’t the time to view the conversation as a teachable moment. You don’t need to correct his perceptions or theology, nor do you need to give advice. You need to quietly and attentively listen to him. † When a teenager losses a parent or parents, make sure they don’t Just Jump into their new adult responsibilities before they are ready. Help them to realize the changes that have to be made in their daily life with the death of this person. Let them see what has to be changed and what kind of help they need to do that. Always make sure to be available to youth after a death. Be the one to text or call them they won’t always take the initiative to ask for help. Some common mistakes youth workers make when helping a teenager deal with grief are: Being overbearing, looking for teachable moments, hiding their own grief, etc. We want to help but we need to still be aware that the youth has a whole lot to deal with and needs some space to process everything. One of the worse things you can do is try to teach a grieving youth theology; they have enough to worry about and don’t need to have your opinions shoved at them too. How to cite Counseling Youth in Times of Crisis, Essays

Role of Power free essay sample

The research questions are also designed to aid in continuously updating CCL program content and providing knowledge that is compelling to our participant groups. The purpose of this research is to understand how leaders use power, to learn about the situations in which power is exerted and to describe how individuals and organizations can improve their leadership through the effective use of power. The major findings of this research included: 1. Most leaders surveyed (94 percent) rated themselves as being moderately to extremely powerful at work. There is a notable correlation between leaders’ level in the organization and how powerful they believe themselves to be at work. 2. 28 percent of the leaders surveyed agree that power is misused by top leaders in their organization. 3. 59 percent of the leaders surveyed agree that their organization empowers people at all levels. 4. 41 percent of the leaders surveyed indicate that they would feel more powerful at work if they had more formal authority. We will write a custom essay sample on Role of Power or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 5. The top three most frequently leveraged sources of power are: the power of expertise, the power of information and the power of relationships. The power of punishment, or the ability to sanction individuals for failure to conform to standards or expectations, is the least-leveraged source of power. 6. The three sources of power leaders believe will be most important to leverage in the next five years are the power of relationships, the power of information, and the power to reward others. The power of relationships is most often used to promote one’s own personal agenda. 8. Leaders suggest that the power of relationships can be better leveraged by identifying desired relationships, investing in those relationships, and repairing damaged relationships. Center for Creative Leadership, CCLÂ ®, and its logo are registered trademarks owned by the Center for Creative Leadership. Â © 2008 Center for Creative Leadership. All rights reserved. The concepts of power and leadership have been and will continue to be interconnected. While an individual may exert power without being a leader, an individual cannot be a leader without having power. For this study, the I2A team defined power simply as ‘the potential to influence others. This definition helps demystify power and puts into perspective the importance of using power in order to be an effective leader. In organizational settings, leaders must exert power to achieve individual, team, and organizational goals. Leaders must be able to influence their followers to achieve greater performance; their superiors and peers to make important decisions; and stakeholders to ensure the vitality of the organization. The first asked participants to complete a short survey on computer kiosks during their weeklong participation in a CCL program. These data were returned to them by the end of their program week. The second method was an Internet survey that participants volunteered to take part in approximately two weeks following their CCL experience. This survey was more indepth and allowed the I2A research team to better understand the high-level trends that emerged from the in-class survey. In-Class Survey The initial survey on leadership power focused on high-level trends and was completed by 260 participants attending a leadership development program at CCL’s Colorado Springs, CO USA campus. The typical participant was a male (73 percent), between the ages of 36 and 50 years old (68 percent), representing upper-middle management or the executive level (64 percent). Post-Program Survey Approximately two weeks following the CCL program, 45 participants who volunteered received an Internet survey that posed qualitative questions about power and leadership. She also serves in a lead faculty role on custom client engagements. When she is not in the classroom, she conducts research on a variety of topics including power, the stress of leadership, and team effectiveness. Vidula holds a doctorate in Communication from the University of Texas at Austin. Michael Campbell is a Senior Research Analyst at the Center for Creative Leadership. Michael’s work focuses on understanding the behaviors and challenges of senior executive leaders including such topics as selection, sustaining tenure, and talent sustainability. He currently manages CCL’s assessment database which contains leadership data on over 40,000 individual leaders. Judith Steed is a Research Associate and Executive Coach at the Center for Creative Leadership. Judith seeks to identify and measure the sustainable business impact of executive development programs. She leverages both research and evaluation to better understand and strengthen program designs in service of improved personal and organizational leadership. She is particularly interested in the connection between personal transformation and professional productivity. Kyle Meddings is a senior at the University of Colorado at Colorado Springs studying Management and Organizational Behavior and Human Resource Management as well as Leadership Studies. He is also a fourth year scholar in the Chancellor’s Leadership Class. Kyle has been serving as an intern at the Center for Creative Leadership working with the Ideas2Action project team.

Stress related to workplace conditions

Introduction Stress in the workplace may be defined as a situation in which an individual has to strain to cope with workplace conditions. Michie (2002) describes work related stress as a situation in which an individual’s â€Å"psychological and physical resources are not sufficient to cope with the demands of the environment and the task being handled† (67). Psychological factors have a strain on a person’s mind or emotions. Physical factors are those related to the ability of the body to function correctly in the work environment.Advertising We will write a custom essay sample on Stress related to workplace conditions specifically for you for only $16.05 $11/page Learn More Unpredictability and uncertainty of work situations are recognized as the main causes of stress in the workplace. Time limits that an individual considers inadequate may also be a cause of stress. There are individuals who will have a tendency to be frequently stressed because of their limited ability to withstand difficult situations. There are some work situations that will also increase the possibility of experiencing stress. Ergonomics involves designing space for the most efficient and comfortable use (Katsigris Thomas 139). In a restaurant business, there is increased need to move speedily and repetitively. It requires enough space and reduction of barriers to movement. However, space is costly and quick service shops tend to reduce the cost by choosing small-sized spaces. Some of the quick service shops are also associated with work overload. There is a need to reduce the pace of service and reduce work overload. Causes of workplace stress The causes of stress in the workplace that are related to work include poor physical environment, excess work assignment, inadequate time for completion of tasks, physical danger among others (Michie 68). An individual’s role in organization is another cause of stress in the workplace. It may be caused by uncertainty about the role that an individual plays in an organization. Michie (68) describes such a situation as role ambiguity. The type of work that an individual covers is not clearly defined or varies everyday. Role conflict is another cause categorized under role in organizations (MacDonald 19). It involves two or more employees playing the same role that ought to be exclusively covered by one person. The multiple individuals may not share the same opinion on how work should be done (Daft Marcic 358). Responsibility for people under your team or organization may also be another source of stress. This is the case where a team leader or manager has to take responsibility for the mistakes committed by someone else. MacDonald (20) argues that the management style used by an organization may be a source of workplace stress. Michie argues that â€Å"managers who are critical, unsupportive, or bullying may be a source of workplace stress† (69). Unpaid overti me is also a cause of stress. Internal and external reorganization may be a cause of stress when individuals are given different roles or new environment (Michie 68). Reorganization may take many forms such as mergers or downsizing.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Another group of work-related stress comes from career development issues. They may include lack of job promotion opportunities. Michie (68) describes under promotion and over promotion as possible causes of stress in the workplace. Over promotion may be a cause in that the individual may lack expertise to carry out his/her new duties. Under promotion may be the situation where an individual feels he/she is qualified to fill a higher rank. Under promotion may be a cause lack of enough work which is also related to stress. Individuals who lack job security may be stressed depending on their well-being. Those who have other s ources of income may be less concerned about being laid off. When organization appears to undermine an individual’s ambition it may also result in stress. Relationships in the workplace are another source of work-related stress. Poor relationship with the supervisor, other employees, or customers may be a cause of stress (MacDonald 20). Environmental factors such as poor amenities, noise or other forms of pollution may also cause stress. Organization structure and climate may also be a cause of work-related stress (Michie 68). In this category, stress arises when the senior staff has a tendency of making decisions without consultation. Stress may arise by setting too many restrictions on employee behavior. Workplace stress may also be generated from the situation where an organization is facing financial difficulties (Michie 68). Financial difficulty may result in changes in organizational behavior to reduce costs that may be difficult for employees to adopt. Human reaction t o workplace stress Human reaction to sudden causes of alarm such as a verbal confrontation with the manager may result in many physiological responses. These may include increased breathing, heart rate, or widely opened eyes. When the causes of the sudden alarm are things that the employee can escape from such as fire, the employee muscles respond (Michie 67). Sometimes when the cause of stress is repeated from time to time, the employees may take an adaptive response. For example, if the verbal confrontations from a manager or supervisor are common, employees may soon describe it as the nature of their superiors which should not be taken seriously. Michie (67) argues that adaptation is a form of human reaction to stress that gradually tends to reduce the impact of a repetitive strenuous situation. When employees fail to adapt to the causes of workplace stress, it may develop into a third stage known as exhaustion (Michie 67). In this case, health complications and bad personal habi ts may replace the good character of an employee.Advertising We will write a custom essay sample on Stress related to workplace conditions specifically for you for only $16.05 $11/page Learn More Different people have different levels of vulnerability to stress depending on their lack of resources. Michie (69) identifies lack of material resources such as lack of an alternative source of income may increase risk of experiencing stress. Michie (69) argues that psychological factors such as low self esteem may also increase vulnerability to stress. There are instances when work-related stress is transferred at home in the case of work overload. Women are recognized as likely to experience stress at work that merges with pressures at home (Michie 70). Hellriegel Slocum (199) discuss that having many roles to play may cause stress. For example, roles at home, church, or managing a sports team as well as the work may be a cause of pressure to an individual. Work-related stress may develop into complicated health problems if experienced for a long period such as diastolic blood pressure and mental illness. Some of the symptoms that may develop as a result of work-related stress include â€Å", escapist drinking, smoking, depressive mood, job dissatisfaction among others† (Michie 68). Some individuals may react to work-related stress by a change in attitude towards work. This may be followed by poor work performance and bad conduct. Absenteeism and lateness are also associated with work-related stress. Other effects of stress include memory loss and lack of concentration at the workplace. MacDonald argues that â€Å"lack of attention to detail may lead to increased mistakes† (21). Some individuals may show indecision or delay in making decisions. Individuals may also report physical aches and pains that may lack explanation. Individuals may show all these symptoms related to stress but it is likely that they may deny being stressed. MacDonald (21) argues that an individual may deny work-related stress because of the possibility of being perceived as incompetent. Others may be embarrassed to be seen as unable to work under pressure. Some employees may also be unable to recognize that they are actually stressed. Dealing with workplace stress Stress can be managed at the individual level and the organizational level. At the individual level, stress may be effectively reduced by training employees to deal with stress. The training program includes topics on awareness. Workers are taught to recognize the beginning of stress.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is necessary because an early discovery of stress makes it easier to treat. Training is also carried out on skills of relaxation, and a lifestyle that reduces the effect of stress. There is training to boost self confidence and motivation. It is a way of reducing risk of experiencing stress associated with lack of psychological factors (Michie 70). Individuals are taught how to analyze a situation that causes stress and how to minimize the impact of the source. At the organizational level increased support to employees may be seen as an effective way of reducing stress. Engaging groups in making decisions may reduce work-related stress. Teaching the staff communication skills and expressions of empathy may also reduce stress (Michie 71). Organizations should ensure that individuals are given roles on positions they are qualified. Individuals should have the necessary skills to complete a task. Organizations should also ensure that employees have the necessary equipment and mate rials to carry out the job. Organizational culture is recognized for creating stability and predictability within an organization. Organizational culture may include the beliefs, values and behavior associated with an organization that may be attributed to its success. Organizational culture determines â€Å"how we act, think, and behave as well as providing a structure that makes work predictable and stable† (Peterson Wilson 18). Organizational culture may reduce the impact of difficult situations by making them predictable. Organizations may have structures to help individuals under workplace stress. James Arroba (16) argue that supportive structure may not be enough unless it is integrated as part of the organization. It should be an on-going process. Before dealing with stress, the management needs to identify the context of stress. It involves carrying out assessment to identify causes of stress. It also involves evaluation to look at the effectiveness of the remedial action used. Benefits of workforce wellness Workforce wellness concerns the health and financial well-being of employees. Organizations ought to encourage employees to choose lifestyles that promote better health, financial well-being and physical fitness. Increased employee wellness is associated with reduced cost of insurance. When employees adopt habits that improve their health, the organization is likely to benefit from reduced insurance cost. Companies may reduce the number of employees as a result of increased premium. A study by Price Waterhouse Coopers in 2009 indicated that about 20% of large organizations in the U.S. were likely to reduce the number of employees because of increased insurance costs (Healey Zimmerman, Jr. 140). Reduced insurance costs are beneficial to individuals as well as organizations. Organizations may benefit from reduced risk of chronic disease on their workers as a result of conducting wellness programs. Individual wellness improves when organizat ions encourage healthy habits such as correct diet, physical fitness, and controlled smoking and alcohol use (Healey Zimmerman, Jr. 141). Practicing healthy habits results in reduced rate of chronic disease development as individuals grow older. The benefits may be reduced absenteeism and long productive lives for workers. Healthy employees are considered to be more productive. An organization is more likely to increase profits when it manages the wellness of employees. Workplace wellness is also associated with employee loyalty and motivation (Healey Zimmerman, Jr. 145). As a result of this, employers may find it easier to recruit and retain employees. Other benefits of workforce wellness at the individual level include reduced vulnerability to workplace stress, high self-esteem, and improved self-image (â€Å"Benefits of Worksite Wellness Programs† par. 5). The benefits at the individual level may also benefit the organization through increased productivity. Restaurant er gonomics Ergonomics involves the design of the workplace in such a way that it increases safety and efficient use of energy. It is concerned with designing the working space â€Å"with safety, comfort, and productivity in mind† (Katsigris Thomas 139). Working in a restaurant involves a lot of repetitive movement. As a result of the speed required to reach demands, workers are likely to experience strain from quick movement. Strain may also be caused by static postures. Injury may come from bumps, burns or cuts (â€Å"Restaurant Ergonomics† 1). Ergonomics is carried out on a hypothetical small-sized cafà © known as ‘Smallings’ located in the U.S. on a busy street. Because of its small-sized space and location on a busy street, ‘Smallings’ is likely to be overcrowded if it is not well designed. Space is costly and available space has to be used optimally. To increase capacity, ‘Smallings’ has designed a table-format that is attach ed to the walls. It uses elongated tables that are attached at the corners leaving space only for the outside door and entrance into the kitchen. To avoid boredom of facing walls, the cafe has used transparent glass walls by a big percentage. Its location at the corner of the building allows two sides to be transparent. The waitress was complaining of work overload during busy hours. The manager added another waitress but also made changes to seats-arrangement. The manager has decided to add an additional elongated table at the center which may be used on opposite sides by different people. When there was only one waitress, she was required to move speedily to cope with the demand. The space at the center allowed for swift movement. The floor was designed for aesthetic value and ease in cleaning but it could be slippery when wet. For sanitation standards, a person cleaning should not serve food. The manager decided that the person cleaning utensils could also be cleaning the tables and wiping the floor in case of spills. Ergonomics of ‘Smallings’ The additional table has reduced space of movement and it is likely to cause injury as a result of repeated bumping onto sides of the table as the waitress tries to maintain the same speed. It may also increase work strain from being unable to keep up with reduced speed and the number of orders given by customers. As a result of reduced space, it is difficult to notice spills on the floor such that it makes it necessary for the waitresses to report wet floors the person who is supposed to clean. The manager did not solve the problem of increased workload because he added another waitress but also increased work. The waitresses are most likely to have a strain coping with work demands. With more customers placing their orders at the same time it could result in frustration both for the employees and customers. The sitting arrangement is manageable with additional manpower. The sitting arrangement has no pr oblems because the cafà © serves customers who are in a rush to work and have no need for comfort. Using rough floors demands more effort in cleaning. However, smooth floors increase the risk of falling when wet and may require immediate cleaning in case of spills. The person cleaning will also have additional work load. He needs to concentrate more to notice dirt on the floor. The manager has set background music as a way of reducing the impact of noise in the streets. The employees as well as customers find it effective in reducing the impact of street noise. Noise from the table in the kitchen may be reduced by sound-reducing materials placed on the underside of tables. Separation of dishwashing and drop-off points from other areas (â€Å"Dining Services Ergonomics Design Guidelines† 2). In the Foodservice industry, sanitation is a process of cleaning and disinfecting surfaces after they have been used. Disinfecting surfaces may be carried out at a convenient time to ensu re that they do not contaminate food because most disinfectants are poisonous. In the U.S., restaurants are expected to maintain high sanitation standards. The National Sanitation Foundation International (NSFI) sets sanitation standards such as prevention of rodent access to stored food, and use of non-corrosive materials on surfaces that come into contact with food (Katsigris Thomas 154). A restaurant also needs to have an effective waste management department that aims to reduce waste. Conclusion and recommendations The manager needs to hire two additional employees to reduce the need to hurry. Workers can avoid workplace strain if they hire enough employees or redesign work allocation. Those in the kitchen can make early preparations so as to shift to serving customers if necessary. It may also reduce injury as a result of bumping into objects. One of the newly hired employees may exclusively work for cleaning purposes and the others may reduce the workload of the waitresses. T here is a need to design patterns of movement to allow balanced use of space between the waitresses to avoid crossovers in the circulation path. The flow of food, people and materials should â€Å"follow a logical sequence† (â€Å"Dining Services Ergonomics Design Guidelines† 1). The waitresses will move easily if there is a predictable pattern of movement during busy hours. It will result in less waiting time for customers and increased speed for employees. Easing cleaning requires smooth surfaces that prevent sticking of dirt. Utensils and crockery need to have smooth surfaces. Smooth surfaces are easy to wash as they reduce the need for scrubbing. A smooth floor may be easy to clean but it increases chances of slipping. Quarry tiles may be used for the floor and ceramic tiles for the walls to reduce effort needed to clean them. Floors need to be maintained with dryness and cleaning of food spills immediately after they spill. The surfaces on which employees work on should be adjustable to match the varying needs of employees with different heights. The height of surfaces to work on should range between 28-44 inches (â€Å"Dining Services Ergonomics Design Guidelines† 2). Giving an employee a working surface that matches his/her height increases comfort and productivity. Employees can work for long hours without feeling strained. The counter area should be designed in such a way that an attendant can use less effort to reach the waitress or customer. A radius of about 21 to 25 inches for the right-hand movement and a radius of about 13 to 17 inches for the left hand movement may be necessary (see appendix 1). There are cold and hot seasons among other conditions. Unfavorable temperature and humidity can increase the â€Å"risk of musculoskeletal injuries† (â€Å"Dining Services Ergonomics Design Guidelines† 2). It is recommended that businesses in the food service industry use HV AC systems in the dishwashing areas to regul ate moisture levels and temperature. Noise may be reduced by separation of noisy kitchen tasks from the other areas. Walls can be carpeted to reduce penetration of noise to the other areas. Conveyers may be used to move dishes from one point to another in the kitchen area. There should be shifts from tasks that require more standing to those that require less. Employees working in areas with less movement may use stools to reduce fatigue (â€Å"Restaurant Ergonomics† 1). Furniture with light weight is recommended for restaurants to allow ease of movement when cleaning (â€Å"Dining Services Ergonomics Design Guidelines† 3). In ‘Smallings’ case, there is the use of heavy furniture to avoid movement of furniture during service. Moving furniture may be an inconvenience to the customer. The furniture should have curved edges and vertices to reduce the impact of bumping. Employees working at the kitchen should use sharp knives to reduce effort needed to cut foo d. They should use cutting boards to avoid cut injuries. Employees should use both hands when lifting large or heavy objects such as a tray or a jug. Because of the speed required to work in a cafà ©, frequently used items should be reachable to the waitresses or other users. Proper lighting is required for the safety and comfort of employees. The quick service dining space should have a recommended lighting that ranges between 40-50 foot candles. The ware washing area should have a lighting that ranges between 70-100 foot candles (â€Å"Dining Services Ergonomics Design Guidelines† 3). Proper lighting ensures that eyes do not strain after staying in an area for long hours. Different areas in a restaurant have different lighting recommendations (see appendix 2). There is need of an adequate space for easy movement and less strain due to the swiftness of passing through barriers. A coffee shop with 100 seats may be required to have a dining room size of 1225 square feet and k itchen size of 850 square feet (see appendix 3). Cafes are quick service shops and may try to utilize less space to increase profitability. Appendices Appendix 1: Creating space that allows free movement of hands at the counter (â€Å"Restaurant Ergonomics† 1). Appendix 2: Recommended lighting for different areas and dining spaces (â€Å"Dining Services Ergonomics Design Guidelines† 3). Appendix 3: The recommended size of dining spaces (â€Å"Dining Services Ergonomics Design Guidelines† 9). Works Cited Benefits of Worksite Wellness Programs 2013. Web. Daft, Richard, Dorothy Marcic. Understanding Management. Mason, OH: South- Western Cengage Learning, 2011. Print. Dining Services Ergonomics Design Guidelines 2012. Web. https://ucanr.edu/sites/ucehs/files/145309.pdf. Healey, Bernard Robert Zimmerman, Jr. The New World of Health Promotion: New Program development, Implementation, and Evaluation. Sudbury: Jones and Barlett Publishers, 2010. Print. Hellriegel, Don, John Slocum. Organizational behavior. Mason, OH: South-Western Cengage Learning, 2009. Print. James, Kim, Tanya Arroba. Energizing the Workplace: a Strategic Response to Stress. Hampshire: Gower Publishing. Print. Katsigris, Costas, Chris Thomas. Design and Equipment for Restaurants and Foodservice: a Management view. Hoboken, NJ: John Wiley Sons, 2009. Print. MacDonald, Lynda. Wellness at Work: Protecting and Promoting Employee Health and Wellbeing. London: Chartered Institute of Personnel and Development, 2005. Print. Michie, Susan. â€Å"Causes and Management of Stress at Work.† Occupational Environmental Medicine Journal. 59.1 (2002): 67-72. Web. Peterson, Michael, John Wilson. â€Å"The Culture-Work-Health Model and Work Stress.† Am J Health Behav. 26.1 (2002): 16-24. Web. Restaurant Ergonomics 2010. Web. https://ehs.ucr.edu/safety/recipes/Restaurant%20Ergonomics.pdf. This essay on Stress related to workplace conditions was written and submitted by user Demi Byrd to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.