Biology Prefixes and Suffixes tel- or telo-

Do Video Games Contribute to Violence Among the Youth - Free Essay Example

Sample details Pages: 3 Words: 973 Downloads: 1 Date added: 2019/08/02 Category Society Essay Level High school Tags: Youth Violence Essay Did you like this example? There are quite a few contributing factors that are considered when looking at childhood aggression. The main factors surround media violence. Violent media depicts intentional attempts by individuals to inflict harm on others. Don’t waste time! Our writers will create an original "Do Video Games Contribute to Violence Among the Youth" essay for you Create order An individual can be a nonhuman cartoon character, a real person, or anything in between (EFFECTS ON VIOLENT VIDEO GAMES). Forms of violent media are video games. Violence in games has been an ongoing social issue in our time. Grand Theft Auto, Call of Duty, and other well-known games have been negatively impacting the youth. Studies have supported the effects being left on children and adolescents who interact with these games. It can change mind functioning which can lead to reckless behavior and contribute to aggression. American Psychological Association argues that video games cannot cause behavior problems and that there is insufficient evidence supporting the link that extends to criminal violence or delinquency (APA CITE).With supported evidence, it will be shown that video games does contribute to violence among the youth. As video games become more popular, society spends more time engaging in these games. Grand Theft Auto grants players the ability to kill, solicit, and steal. In the games, players are reward to carry out these actions. In Call of Duty, players are rewarded for killing others. These players also acquire extensive knowledge on guns and ammunition. Iowa State Universitys study on rewarding such behaviors believe that people who play video games that reward violence show higher levels of aggressive behavior and aggressive cognition. Reward game violence might also yield more positive attitudes toward and beliefs about using aggression to resolve real-world conflicts (REWARDING ARTICLE). Playing games in excess can encourage kids and teens to act out in a violent and aggressive manner. In games where the only objective is killing, they can be trained to handle situations aggressively. It alters their cognitive thinking and if done long enough, becomes embedded into their subconcious. Repeatedly playing these games also aid in their desensitization to real life situations, as well. A study defined video games as a reduction of emotion-related physiological reactivity to real violence (DESENSITIZATION ARTICLE). Games like those stated previously contain blood, explosives, screaming, and corpses. This type of exposure can cause this desensitization. This study helped support that video games desensitize its players which makes them more likely to commit a violent act. Playing too much might convince the audience that violence is enjoyable. Kids and teens could view this type of violence as a form of entertainment which can be displayed in their daily lives. Karen Sternheimers research study after the Columbine shooting was administered to see if school shooters were playing a game called Doom excessively. Her results showed that the students that carried out the fatal shooting were habitual players of violent video games (KAREN S. ARTICLE). This study helped strengthen the link between the video games and the desensitization to real-world issues that we carry over into our daily lives. The video game, Doom, was licensed by the United States military to have their own versions called Marine Doom and Americas Army as a recruitment tool to train soldiers (Reagan). The game is a first-person shooter that consists of a team of four soldiers that have to carry out a rescue mission and destroy enemies. This game is still used in our present day in some a reas to help soldiers train. Habitual playing of these games for an adolescent or child would have a negative outcome which is shown in Sternheimers study.   Playing in abundance can negatively affect social behaviors in three ways. First, children lack empathy. They are unable to comprehend and understand another persons feelings. Second, they lack the ability to interact. Video games can be viewed as protection from the outside world. It reduces their opportunities to go out and interact. With video games being highly addicting, it makes it difficult to practice developing good interpersonal skills. In these games where your importance is defined by ranking or leaderboard placement, it becomes hard to apply that to your real life which is why children sometimes struggle. Lastly, they struggle with dealing with conflict. Due to the fact that aggressive and violent behaviors are rewarded in video games, kids might find themselves exhibiting that behavior as their first form of conflict management. The study by effect on behavior_ shows us that childrens cognitive thinking is altered which causes them to lack in these areas. Children also suffer with health issues from excessive play. Sleep deprivation and addiction are common issues among kids that play video games. Psychology Today refers to this as wired and tired. Two main factors for the sleep deprivation when playing are unnatural brightness of the screen and electromagnetic radiation (EMR). The intense brightness disturbs circadian rhythms and also does damage to the eyes. The level of EMR in the electronic devices disrupt the bodys melatonin release (Dunckley, Wired and tired). Addiction is a common result of habitual play with children. Time and effort is constantly invested in these games which cause these kids to become addicted. Aggressive behavior, poor social skills, and many others are negative results of excessive video gaming. These games reward kids for carrying out violent acts which cause kids to be more aggressive in their lives. It also desensitizes children and increases their chances of creating violent acts. With these games as forms of entertainment, kids view violence as enjoyable. Such views pose as a problem when it is carried over into the real world. Video games have been viewed as a contributing factor to school shootings. It also contributes to social and health issues among the youth. Kids are not able to develop interpersonal relationships due to addiction to these games and lack of time with others in real-life. Evidence supports that video games do contribute to violence among the youth.

The Effect of Conflict Towards Performance Free Essays

string(256) " Management Models Blake and Mouton \(1964\) were among the first to present a conceptual scheme for classifying the modes \(styles\) for handling interpersonal conflicts into five types: forcing, withdrawing, smoothing, compromising, and problem solving\." INTRODUCTION Businesses nowadays are operating in a turbulent environment where organisations are searching for measures that will allow them to improve their performance and competitiveness (Dodd, 2003). Conflict is generally regarded as disagreement regarding interests or ideas (Esquivel and Kleiner, 1997). In addition organisational conflict is regarded as the discord that occurs when the goals, interests or values of different individuals or groups are incompatible with those of individuals or groups block or frustrate each others in an attempt to achieve their objectives. We will write a custom essay sample on The Effect of Conflict Towards Performance or any similar topic only for you Order Now Conflict are inevitable part of organisational life since the goals of different stakeholders such as managers and staff are often incompatible (Jones  et al. , 2000). Besides that,  Loomis and Loomis (1965)  argue that Conflict is an ever-present process in human relations. That is why various organisations have changed their approaches to enable them to manage their organisations effectively to avoid conflicts at all costs. Conflict is a fact of life in any organisations as longer as people compete for jobs, resources, power, recognition and security. In addition, dealing with conflicts is a great challenge to management (Adomi and Anie, 2005). Conflicts commonly arise when employees interact in organisations and compete for scarce resources. Employees in various organisations are organized into manageable groups in order to achieve common goal, therefore, the probability of conflicts to arise is very high. Nowadays, most serious conflicts make headlines in the newspapers, which might affect the public image of the company. Conflicts have both negative and positive outcomes to the individual employees and the organization at large. There is no one source of conflicts which occurs in organisations at all levels of management (Barker  et al. , 1987). In social life, conflicts do occur but they are managed by family members, friends and relatives. The same case applies to organisations, when conflicts arise; it needs to be resolved by management for the sake of the organisational growth, survival and enhance performance. However, conflicts are rarely resolved easily, to a certain extend most conflicts are managed, as individuals work out differences (Barker  et al. , 1987). Conflict can occur within groups (intra-group conflict) or among groups (inter-group conflict). Therefore, the main aim of this study is to examine the effects of organizational conflicts towards organizational performance. It specifically tries to examine in detail, the causes, types, effects and recommend various strategies on how to resolve organizational conflicts to enhance organizational performance. WHAT IS ORGANIZATIONAL CONFLICT? ‘A condition between or among workers whose jobs are interdependent, who feel angry, who perceive the other(s) as being at fault, and who act in ways that cause a business problem. (Dana, D. 2001) Interdependency – each party needs something from the other and are vulnerable if they don’t get it Feeling Angry – people are emotionally upset – anger is not always visible – some people will hide their anger with a veneer of politeness – however, Dana suggests that the emotion we all know as anger is alway s present when there is a conflict. Blaming Each Other – each party sees the other as being at fault often moving from the immediate workplace issue into personal issues Causing a Business Problem – How is the conflict impacting on job performance? if it is not then it does not fall within the definition of workplace conflict. This definition includes emotions, thoughts and behaviors – psychologists consider these three the only dimensions of human experience. So conflict is rooted in all parts of our human experience. Factors of conflict in organization 1. Managerial Expectations – it is job of an employee to meet the expectations of his manager, but if those expectations is misunderstood, conflict can arise. 2. Breakdown in Communication If a department requires information from another department in order to its job, and the second department does not respond to the request this is will lead to conflict to arise. 3. Misunderstanding the information Int ernal conflict can sometimes arise as the result of a simple misunderstanding. One person may misunderstand information, and that can trigger a series of conflict. 4. Lack of accountability Organization conflict might arise from frustration. One source of frustration is a lack of accountability. If something has gone wrong, and no one is willing to take responsibility for the problem, this lack of accountability can start to permeate throughout the entire company until the issue is resolved. Factors of conflict in employee 1. Differing values Some employees have strong beliefs, which they are not willing to compromise. These beliefs can conflict with coworkers’, creating conflict. 2. Opposing interest When an employee decides to pursue her own career goal, without regard for the organizational goal and its well- being, it result in strife among coworkers. 3. Personality Conflicts One employee may have a reserved a personality while another may be more outgoing and forward. Problem arises when the two do not understand or respect each others’ inner nature. 4. Personal problems If the employee has problems outside the workplace, such as marital or parental issues, she may take them to work with her. Positive And Negative Effects Of Conflict It is often assumed that all conflict is bad for the organisation, however if managed effectively, conflict can bring benefits: Potential Positive Effects * Better ideas produced * People forced to search for new approaches Long standing problems brought to the surface and resolved * Clarification of individual views * Stimulation of interest and creativity * A chance for people to test their capacities Potential Negative Effects * Some people feel defeated and demeaned * The distance between people increased * A climate of mistrust and suspicion developed * Individuals and groups concentrate on their own narrow inter ests * Resistance developed rather than teamwork * An increase in employee turnover Models Of Conflict Management There have been many styles of conflict management behavior that have been researched in the past century. One of the earliest,  Mary Parker Follett  (1926/1940) found that conflict was managed by individuals in three main ways: domination,  compromise, and integration. She also found other ways of handling conflict that were employed by organizations, such as  avoidance  and suppression. Early Conflict Management Models Blake and Mouton (1964) were among the first to present a conceptual scheme for classifying the modes (styles) for handling interpersonal conflicts into five types: forcing, withdrawing, smoothing, compromising, and problem solving. You read "The Effect of Conflict Towards Performance" in category "Papers" In the 1970’s and 1980’s, researchers began using the intentions of the parties involved to classify the styles of conflict management that they would include in their models. Both Thomas (1976) and Pruitt (1983) put forth a model based on the concerns of the parties involved in the conflict. The combination of the parties concern for their own interests (i. e. assertiveness) and their concern for the interests of those across the table (i. e. cooperativeness) would yield a particular conflict management style. Pruitt called these styles yielding (low assertiveness/high cooperativeness), problem solving (high assertiveness/high cooperativeness), inaction (low assertiveness/low cooperativeness), and contending (high assertiveness/low cooperativeness). Pruitt argues that problem-solving is the preferred method when seeking mutually beneficial options. Khun and Poole’s Model Khun and Poole (2000) established a similar system of group conflict management. In their system, they split Kozan’s confrontational model into two sub models: distributive and integrative. Distributive – Here conflict is approached as a distribution of a fixed amount of positive outcomes or resources, where one side will end up winning and the other losing, even if they do win some concessions. * Integrative – Groups utilizing the integrative model see conflict as a chance to integrate the needs and concerns of both groups and make the best outcome possible. This model has a heavier emphasis on compromise than the distributive model. Khun and Poole found that the integrative model resulted in consistently better task related outcomes than those using the distributive model. DeChurch and Marks’s Meta-Taxonomy Model DeChurch and Marks (2001) examined the literature available on conflict management at the time and established what they claimed was a â€Å"meta-taxonomy† that encompasses all other models. They argued that all other styles have inherent in them into two dimensions – activeness (â€Å"the extent to which conflict behaviors make a responsive and direct rather than inert and indirect impression†) and agreeableness (â€Å"the extent to which conflict behaviors make a pleasant and relaxed rather than unpleasant and strainful impression†). High activeness is characterized by openly discussing differences of opinion while fully going after their own interest. High agreeableness is characterized by attempting to satisfy all parties involved In the study they conducted to validate this division, activeness did not have a significant effect on the effectiveness of  conflict resolution, but the  agreeableness  of the conflict management style, whatever it was, did in fact have a positive impact on how groups felt about the way the conflict was managed, regardless of the outcome. CONFLICT CONTROL STRATEGY| POSSIBLE ACTIONS| EXAMPLES| Avoidance| Avoid situations where conflict occurs; reduce triggering events; cooling off periods| Reduce contact between the parties; set up system for dealing with conflict subjects; adjourn meetings| Alteration| Change the form or place of the conflict| Agree not to argue in front of others, or to criticise each other without making a positive suggestion; meet before conflict situations to resolve problems| Feedback| Help parties to understand how others are affected| Other people are upset; team s losing resources or cooperation from others; loss of dignity| Help With Consequences| Provide support, more rest, more thinking time| Neutral person to listen to stressed people; time off; more social events; encourage getting away from the office at lunch time; discourage overwork| Suggestions To Overcome Conflict Management. There are many ways to overcome this problem. Here are some suggestions and tips to manage and cope with the conflict managem ent towards organization. * Build a certain and good communication. * As we know communication is a process of interact between one person to another. Communication is a tool to convey a message. A good communication can avoid misunderstanding and uncertain information and can directly solve any problem wisely. All person in any organization must know how to build a good communication and know how to react with any problem to a void conflict. If there is something that they might in argue or disagree they have to sit together and come out with a best solution that everyone satisfied. * Don’t ignore conflict. * Conflict in organization can lead a positive outcomes too. Each person in any organization must take a fairly solution and never avoid and ignore the conflict. It is very essential because it can avoid the problem become twice and become bigger and bigger. Conflict might happen in any organization because each person have a different opinion, goals, value and belief. So, everyone must support and help each other to cope the conflict in order to achieve a common goal in the organization. * Have an own conflict management skills. * Skills such us know how negotiate and know how to minimized anger can help and enhance the effectiveness of good working environment. This will make everyone in the organization can achieve a joyful in a workplace. The way everyone carry themselves in the work place can avoid a conflict and misunderstanding between each other. Everyone in any organization must have their own conflict management skills so that every single problem can be solve and minimized easily. Four ways towards organizational performance 1. PM focuses on results, rather than behaviors and activities A common misconception among supervisors is that behaviors and activities are the same as results. Thus, an employee may appear extremely busy, but not be contributing at all toward the goals of the organization. An example is the employee who manually reviews completion of every form and procedure, rather than supporting automation of the review. The supervisor may conclude the employee is very committed to the organization and works very hard, thus, deserving a very high performance rating. 2. Aligns organizational activities and processes to the goals of the organization PM identifies organizational goals, results needed to achieve those goals, measures of effectiveness or efficiency (outcomes) toward the goals, and means (drivers) to achieve the goals. This chain of measurements is examined to ensure alignment with overall results of the organization. 3. Cultivates a system-wide, long-term view of the organization. Richard A. Swanson, in  Performance Improvement Theory and Practice  (Advances in Developing Human Resources, 1, 1999), explains an effective performance improvement process must follow a systems-based approach while looking at outcomes and drivers. Otherwise, the effort produces a flawed picture. For example, laying off people will likely produce short-term profits. However, the organization may eventually experience reduced productivity, resulting in long-term profit loss. 4. Produces meaningful measurements These measurements have a wide variety of useful applications. They are useful in benchmarking, or setting standards for comparison with best practices in other organizations. They provide consistent basis for comparison during internal change efforts. They indicate results during improvement efforts, such as employee training, management development, quality programs, etc. They help ensure equitable and fair treatment to employees based on performance. 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Sms Based E-Notice Board for College Essay Sample free essay sample

The chief purpose of this undertaking will be to plan a SMS driven automatic show board which can replace the presently used programmable electronic show. It is proposed to plan receiving system semen show board which can be programmed from an authorized Mobile phone. The message to be displayed is sent through a SMS from an authorised sender. The microcontroller receives the SMS. validates the directing Mobile Identification Number ( MIN ) and displays the coveted information. Started off as an instantaneous News show unit. we have improved upon it and tried to take advantage of the calculating capablenesss of microcontroller. Looking into current tendency of information transportation in the campus. it is seen that of import notice take clip to be displayed in the notice boards. This latency is non expected in most of the instances and must be avoided. It is proposed to implement this undertaking at the institute degree. It is proposed to put show boards in major entree points. We will write a custom essay sample on Sms Based E-Notice Board for College Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The electronics shows which are presently used are programmable shows which need to be reprogrammed each clip. This makes it inefficient for immediate information transportation. and therefore the show board loses its importance. The GSM based show board can be used as an add-on to these show boards and do it genuinely wireless. The show board plans itself with the aid of the incoming SMS with proper proof. Such a system proves to be helpful for immediate information transportation. The system required for the intent is nil but a Microcontroller based SMS box. The chief constituents of the kit include microcontroller. GSM modem. These constituents are integrated with the show board and therefore integrate the radio characteristics. The GSM modem receives the SMS. The AT bids are serially transferred to the modem through Rx-Tx connexion. In return the modem transmits the stored message through the COM port. The microcontroller validates the SMS and so expose the message in the LCD show board. Assorted clip division multiplexing techniques have been suggested to do the show boards functionally efficient. The microcontroller used in this instance is AT89s52. Motorola C168 is used as the GSM modem. In the paradigm theoretical account. LCD show is used for simulation intent. While execution this can be replaced by really display boards. The information will be displayed merely after come ining alone base on balls key. In add-on to that reference matching is done and informations can be receive merely by the dedicated receiving system. and this information is displayed on LCD. The chief focal point of the thesis is on exposing information to a dedicated LCD by the any portion of universe utilizing GSM web. which facilitate to command any message board globally from any location. Hardware USED 1. 89S52 Microcontroller2. Max 232 IC.3. Voltage regulator 7805.4. Diode IN40075. GSM Modem.6. Some other constituents to bring forth interrupt. Software USED 1. Keil u-Vision 3. 0 Keil Software is used provide you with package development tools for 8051 based microcontrollers. With the Keil tools. you can bring forth embedded applications for virtually every 8051 derived function. The supported microcontrollers are listed in the  µ-vision. 2 PRO51 Programmer Software Theory OF OPERATION In this undertaking we interfaced 8051 microcontroller with sim-com 300 modem to decrypt the standard message and make the needed action. The protocol used for the communicating between the two is AT bid. The microcontroller pulls the SMS received by phone. decodes it. recognizes the Mobile no. and so switches on the relays attached to its port to command the contraptions. After successful operation. accountant sends back the recognition to the user’s Mobile through SMS. AN Introduction TO 8051 MICROCONTROLLER: When we have to larn about a new computing machine we have to familiarise about the machine capableness we are utilizing. and we can make it by analyzing the internal hardware design ( devices architecture ) . and besides to cognize about the size. figure and the size of the registries. A microcontroller is a individual bit that contains the processor ( the CPU ) . non-volatile memory for the plan ( ROM or flash ) . volatile memory for input and end product ( RAM ) . a clock and an I/O control unit. Besides called a â€Å"computer on a bit. † one million millions of microcontroller units ( MCUs ) are embedded each twelvemonth in a myriad of merchandises from playthings to contraptions to cars. For illustration. a individual vehicle can utilize 70 or more microcontrollers. The undermentioned image describes a general block diagram of microcontroller.