Case Study of Personality Theories Essay Example for Free

Case Study of Personality Theories Essay Abdul Hnnan a 12 year old boy, who has been presented with language, academic and behavior difficulties. Hnnan had a traumatic delivery and suffered from hypoxia. Hnnan’s early motor and language milestones were grossly delayed. He sat and crawled at 2.6 years of age and walked after 3 years. His language was delayed and he spoke his first words at 4.6 years to 5 years and in sentences after 5 years. His speech was unclear and could be understood by his parents at age 6 years. However, even now outsiders understood 75% of what he said. His gross motor skills and fine motor skills were poor. He started climbing stairs at 4 to 5 years and started pedaling at 5 years. He still could not pedal a bicycle, tie his shoelaces and button his shirt. Hnnan was a placid baby who did not respond, had no eye contact and had a squint. He slept for long hours and had to be force-fed. He was hyperactive, destructive and aggressive after 3 years. He banged his head. He disliked visitors and could get very distressed. He hated any object in the house being displaced and insisted on having everything in order. He was very difficult to manage. He liked to spin around and jump. At the age of 4 to 5 years, he started noticing other children and started taking interest in them. He became less hyperactive, less aggressive and was more amenable to instructions. However, presently he was still restless and jumped a lot. He could still spin around for hours. He liked being on his own but also could be talkative, over friendly and odd. He repeatedly asked the same questions and was naive. For example, during the interview he repeatedly asked â€Å"Can a cow hurt or not? What if I play with it, will it hurt me or not?† He had writing problems because of his hand tremors. He was always restless and distractible and could not sit for more than a few minutes. His memory was very good but his understanding was weak. His mother has to sit with him for hours to teach him language and concepts. He has difficulty with understanding complex or abstract concepts. He did not have problems in social interaction but had difficulties in social communication and imaginative and flexible thinking. Difficulties with self control is presenting as restlessness, inability to follow adult agenda and paying attention to other people, to what they might be saying, thinking or feeling. SOCIAL HISTORY Abdul Hnnan was born in Lahore, Pakistan by Pakistani parents. He was the first child in the family. His mother, Wajiha, had a positive family history. One of her cousins was mentally retarded. Hnnan was born at term. His mother had high blood pressure. The labour was prolonged, 11 hours and a caesarean was suggested but refused. He was born limp and blue. He had hypoxia. He was in NICU for 5 days. His birth weight was 2.54 kilos. He cried well after 15 days of life. Hnnan’s early motor and language milestones were grossly delayed. He started noticing children at 4 or 5 years and started taking interest in them. Hnnan’s younger sister, Amen, 3 years of age was very sociable and talkative. Hnnan’s father was more patient and his mother more irritable. Hnnan was very difficult till age 6 years and was aggressive, non-compliant and unreasonably demanding. As he grew older he became more co-operative and could be rationalized with. Whenever his mother asked him to do something he ignored 5 to 6 times. After that he started to argue. His mother used reprimands, bribes, threats and force to make him do things. Hnnan did not go to school. The family moved to Saudi Arabia when he was 7 years old. His parents took him to a Neuro-Developmental Pediatrician when he was 9 years old. His mother reported that he did not like to play with toys. All he did was jump on a bed or spin around. He was very restless and distracted and had a short attention span. He could be very stubborn and insisted on doing things his way. He was generally cheerful and friendly. He repeatedly asked the same questions and insisted that his parents answer them in the same way or he answered them himself. He watched the same cartoons repeatedly. He constantly jumped or spun around. He used to grab things from strangers. He ignored a child crying till age 5 years but after that he gradually became more empathetic. Hnnan avoided staying in crowds as he knew that he was different from others and that’s why people were laughing at him. After that his condition got better. Following difficulties may become apparent in early childhood: Problems performing subtle movements, such as tying shoelaces, doing up buttons and zip, using cutlery, handwriting. Many will have difficulties getting dressed. They have problems carrying out playground movements, such as jumping, playing hopscotch, catching a ball, kicking a ball, hopping and skipping. They have a higher tendency to bump into things, to fall over and to drop things. Some find it hard to go up and down stairs. Some have problems with using scissors, coloring, drawing, playing jigsaw games.

The Affect of National Culture on Human Resources Essay -- Human Resour

INTRODUCTION In today’s business environment, the complexity of international business has increased and international competition has been highlighted as an essential element for multinational firms (MNCs). Thus, in order to gain competitive advantage, various resources are utilized, such as financial capital, technology location or human resource (HR). Moreover, HR could be seemed as one of the most important resource which has also become a focus of attention of senior managers in MNCs. As suggested by MacMillan(1984), MNCs can gain competitive advantage through use of HR practice, such as training, compensation, socialization, selection, performance appraisal and career development, as long as other firms are unable to duplicate their efforts easily and quickly. However, while HR practices and policies are performing across countries, culture would be a key point. Culture can be defined not only at the national, but also at the group, organizational, and even international level. All t hese cultures have certain effects on the choice and efficiency of HR policies and practices. Between national and other types of culture, therefore, need to be divided clearly because national culture makes a unique contribution to understanding HR policies and practices. Therefore, there is no doubt that national culture is a key factor on HR practices or polices, as a functional activity in international business. In this paper, the role and effects of national culture in HR will be discussed firstly. And then the potential problems that MCNs may have if they do not consider national culture as a key factor in HRM success. In the final stage, the solution of those problems will be presented in this paper. THE ROLE OF NATIONAL CULTURE IN HU... ...aeger, A. M. (1986) ‘Organization development and national culture: Where's the fit? , ‘ in Academy of Management Review, Vol. 11, Iss. 1, pp. 178-190. Hill, C.W.L. (2005) International Business: Competing in the Global Marketplace (5th ed.), New York: Mc Graw-Hill/Irwin Hofstede, G. (1993) ‘Cultural constrains in management theories,’ in Academy of Management Executive, Vol. 7, Iss. 1, pp. 81-93. MacMillan, I. C. (1984) ‘Gaining competitive advantage through human resource management practice,’ in Human Resource Management, Vol. 23, Iss. 1, pp. 241-255. Punnett, B. J. & Ricks, D. A. (1992) International business, Boston: PWSKent. Schuler, R. S. & Jackson S. E. (1994) ‘Convergence or divergence: Human resource practices and policies for competitive advantage worldwide,’ in International Journal of Human Resource Management, Vol. 5, Iss. 2, pp. 267-99. The Affect of National Culture on Human Resources Essay -- Human Resour INTRODUCTION In today’s business environment, the complexity of international business has increased and international competition has been highlighted as an essential element for multinational firms (MNCs). Thus, in order to gain competitive advantage, various resources are utilized, such as financial capital, technology location or human resource (HR). Moreover, HR could be seemed as one of the most important resource which has also become a focus of attention of senior managers in MNCs. As suggested by MacMillan(1984), MNCs can gain competitive advantage through use of HR practice, such as training, compensation, socialization, selection, performance appraisal and career development, as long as other firms are unable to duplicate their efforts easily and quickly. However, while HR practices and policies are performing across countries, culture would be a key point. Culture can be defined not only at the national, but also at the group, organizational, and even international level. All t hese cultures have certain effects on the choice and efficiency of HR policies and practices. Between national and other types of culture, therefore, need to be divided clearly because national culture makes a unique contribution to understanding HR policies and practices. Therefore, there is no doubt that national culture is a key factor on HR practices or polices, as a functional activity in international business. In this paper, the role and effects of national culture in HR will be discussed firstly. And then the potential problems that MCNs may have if they do not consider national culture as a key factor in HRM success. In the final stage, the solution of those problems will be presented in this paper. THE ROLE OF NATIONAL CULTURE IN HU... ...aeger, A. M. (1986) ‘Organization development and national culture: Where's the fit? , ‘ in Academy of Management Review, Vol. 11, Iss. 1, pp. 178-190. Hill, C.W.L. (2005) International Business: Competing in the Global Marketplace (5th ed.), New York: Mc Graw-Hill/Irwin Hofstede, G. (1993) ‘Cultural constrains in management theories,’ in Academy of Management Executive, Vol. 7, Iss. 1, pp. 81-93. MacMillan, I. C. (1984) ‘Gaining competitive advantage through human resource management practice,’ in Human Resource Management, Vol. 23, Iss. 1, pp. 241-255. Punnett, B. J. & Ricks, D. A. (1992) International business, Boston: PWSKent. Schuler, R. S. & Jackson S. E. (1994) ‘Convergence or divergence: Human resource practices and policies for competitive advantage worldwide,’ in International Journal of Human Resource Management, Vol. 5, Iss. 2, pp. 267-99. The Affect of National Culture on Human Resources Essay -- Human Resour INTRODUCTION In today’s business environment, the complexity of international business has increased and international competition has been highlighted as an essential element for multinational firms (MNCs). Thus, in order to gain competitive advantage, various resources are utilized, such as financial capital, technology location or human resource (HR). Moreover, HR could be seemed as one of the most important resource which has also become a focus of attention of senior managers in MNCs. As suggested by MacMillan(1984), MNCs can gain competitive advantage through use of HR practice, such as training, compensation, socialization, selection, performance appraisal and career development, as long as other firms are unable to duplicate their efforts easily and quickly. However, while HR practices and policies are performing across countries, culture would be a key point. Culture can be defined not only at the national, but also at the group, organizational, and even international level. All t hese cultures have certain effects on the choice and efficiency of HR policies and practices. Between national and other types of culture, therefore, need to be divided clearly because national culture makes a unique contribution to understanding HR policies and practices. Therefore, there is no doubt that national culture is a key factor on HR practices or polices, as a functional activity in international business. In this paper, the role and effects of national culture in HR will be discussed firstly. And then the potential problems that MCNs may have if they do not consider national culture as a key factor in HRM success. In the final stage, the solution of those problems will be presented in this paper. THE ROLE OF NATIONAL CULTURE IN HU... ...aeger, A. M. (1986) ‘Organization development and national culture: Where's the fit? , ‘ in Academy of Management Review, Vol. 11, Iss. 1, pp. 178-190. Hill, C.W.L. (2005) International Business: Competing in the Global Marketplace (5th ed.), New York: Mc Graw-Hill/Irwin Hofstede, G. (1993) ‘Cultural constrains in management theories,’ in Academy of Management Executive, Vol. 7, Iss. 1, pp. 81-93. MacMillan, I. C. (1984) ‘Gaining competitive advantage through human resource management practice,’ in Human Resource Management, Vol. 23, Iss. 1, pp. 241-255. Punnett, B. J. & Ricks, D. A. (1992) International business, Boston: PWSKent. Schuler, R. S. & Jackson S. E. (1994) ‘Convergence or divergence: Human resource practices and policies for competitive advantage worldwide,’ in International Journal of Human Resource Management, Vol. 5, Iss. 2, pp. 267-99.

Superstition and Daily Life Dealings

What does the word superstition mean to you? We really find it difficult to define it. According to one simple definition, feelings or believes involving fear of some unseen forces is called superstition. For example, if a person believes that by wearing some kind of charm he will be protected from evil spirits and bad luck and without wearing It he will be under the influence of some unseen forces and also he will have bad luck.This kind of feelings or believes which involve fear of unseen forces, which can't be proved, is called superstition and those people ho have such kind of believes are known as superstitious people. This kind of people believes in signs and numbers of good luck and bad luck and their whole live are greatly affected by these signs and numbers. How did Superstitions Begin? It is almost impossible to say that when people started believing in signs and numbers because there are many things all of us believe in that can't be proved.At certain times In man's histor y, and even today, everyone believed In certain things that now we regard as superstitions. At that time science was not as much developed as today, so those things and events which wondered and righted people at that time. They started believing In them and became superstitious. For instance, when they went under the trees at night time, they felt uncomfortable breathing.As they didn't know any authentic reason behind this fact so they started beveling that to go under trees at night time Invites the anger of Ghost which makes their breathing uncomfortable in order to harm them. But, today we all know that trees absorb oxygen at night time and the deficiency of oxygen under trees at night makes our breathing uncomfortable Instead of Ghost. Similarly they believed that the shadow or reflection of a person is a part of soul. So, to break those things on which this shadow appeared was regarded as to harm the soul. So they considered it unlucky to break a mirror.Today If someone consid ers it unlucky to break mirror or believes that to go under the trees at night invites the anger of Ghost, we will definitely call him superstitious because today we no longer believe in these kind of â€Å"foolish† reasons which long time ago people believed. So superstition is actually a belief or practice that people cling to after new knowledge or facts have appeared to disprove them. That's why it is impossible to say hen superstitions began. Some Familiar Superstitions: We can find superstitious people almost in every society, every country and In every religion although less in numbers than past.In past people TLD know about sun, stars, moon, and comets etc. So they made up explanations about their motion and followed certain practices to protect themselves from the influence of their motion on life. This is very common even today and become a commercial under the name of â€Å"Horoscope†. If a black cat crosses the way of a person, then that is considered as un lucky for that person. Another superstition which is very common in Europe and America Is â€Å"Friday The 13th†. When a Friday guests are expected.Some people wear stone made rings and believe that when bad luck is ahead , these stones change their color or they break down. Some people wear amulet and believe that this will protect from evil spirits. Some believe that if owls live in a house then that house will be ruined. Many people have their lucky numbers and they believe in them. There are many other superstitions which seem to be Joyful and Joke for us but they change the entire lives of those who believe in them. How to avoid Superstition? Superstitious people live their lives under the influence of unseen forces and fear.They cannot live a normal life. They are extra-careful in their daily life dealings. To keep yourselves away from these kind of feelings and believe Just believe in God Almighty, Who decided the fortune of man before man's birth. So nothing can influ ence your lives. Superstitions are strictly denied in Islam. In any trouble, pay attentions towards Allah Almighty and seek His help. Find the genuine and scientific reasons behind the facts (instead of believing their influence or power as superstitious people do) and enjoy the life.

Evaluate How Future Changes in Economic, Political, Legal...

Evaluate how future changes in economic, political, legal and social factors may impact on the strategy of a chosen organisation Changes in a number of different factors can affect the way in which the business is run in the future and this could mean that the business has to look into different ways of tackling problems, which would mean they have to forecast what they believe the future is going to be like. Tesco as an organisation is constantly expanding because of the amount of people who need to use the supermarket and need to have easy access, in order to keep this going the business has to forecast changes that will happen in the future so this way they can look at what sort of implication the future could have on the business and†¦show more content†¦Political amp; Legal Changes There are a number of political amp; legal changes that could occur in the business and some of these could potentially mean the increase or decrease in the custom that the business receives, and it also shows that the business that the two changes are linked and how to tackle the potential changes that are made. A political change would be the change in the government who are running the country, for Tesco this doesn’t have a big impact however the changes in the government could later have an impact because it would mean the business would have to look at the new government legislations and make sure the company applies to each one. Due to political change it would/could lead to legal changes as well, for example a recent change is the ‘challenge25’ law that has been put in place by the current government and this would relate to tesco as they have to look at the current ‘Under 21?’ law and then look into how they could implicate the changes in the business as they might not have anticipated this change which would mean they have to think of how to implicate and change it in all of their stores and this would then mean the business having to look at the potential for the business to think of a strategy which would communicate this to all of the employees and all of the stores. AShow MoreRelated2014 15 Assignment4484 Words   |  18 Pagespurpose of 2 contrasting organisations A1 / T2 p.10 – p.12 P3 Describe how two businesses are organised A2 p.13 – p.16 P4 Explain how their style of organisation helps them fulfil their purpose A2 p.17 – p.24 P5 Describe the influence of two contrasting economic environments on business activities within a selected organisation A3 p.25 – p.36 P6 Describe how political, legal and social factors are impacting upon the business activities of the selected organisation and their stakeholders A4Read MoreBtec Level 3 Diploma Unit 1: the Business Environment2118 Words   |  9 Pages | |The purpose of this assignment is to: | |Allow you to demonstrate your understanding of a range of business organisations and the factors which impact the operations of these businesses in| |the contemporary world. | |Scenario: Read MoreA Future Strategy For Merlin Entertainments Plc3394 Words   |  14 Pagesand organisational audit will be produced to evaluate key factors and abilities that may enhance or affect Merlin Entertainments PLC. After which, the importance of stakeholder analysis will be clarified and an analysis of different strategies involving substantive growth, limited growth or retrenchment will be completed. A future strategy for Merlin Entertainments PLC will be carefully chosen and the roles and responsibilities for applying the strategy will be carried, together with an evaluationRead MoreBusiness Level 3 Unit 1.43260 Words   |  14 Pagesimpacted by external factors, many of which are out of their control. These factors include social factors; examples are demographics (population), changes in household families, education, religions, attitudes to work, attitudes to male and female roles and ethics. There are also political and legal factors which includes legislation, company law, political stability and so on. All these factors have serious impacts on all businesses. Political factors My chosen organisation will be WaitroseRead MoreStrategic Management and Leadership25577 Words   |  103 PagesDiploma in Strategic Management and Leadership Course Manual 2011 / 2012 Contents How to use this Manual About the London Academy for Higher Education About the Extended Diploma in Strategic Management and Leadership Course Module Brief Entrance Requirements Core Units Unit 1: Developing Strategic Management and Leadership Skills Unit 2: Professional Development for Strategic Managers Unit 3: Strategic Change Management Specialist Units Unit 7: Strategic Marketing Management Unit 9: Managing CorporateRead MoreHealth Care Management13705 Words   |  55 PagesSustainable Business Strategy (QCF) ATHE Level 7 Certificate in Developing Organisational Vision and Strategic Direction (QCF) ATHE Level 7 Certificate in Manage Continuous Organisation Improvement (QCF) ATHE Level 7 Certificate in Research for Senior Managers (QCF) ATHE Level 7 Certificate in Healthcare Management (QCF) ATHE Level 7 Diploma in Healthcare Management (QCF)  © ATHE Ltd 2011 Level 7 Healthcare Management, Nov 2011 v1 About ATHE We are an Ofqual regulated awarding organisation that specialisesRead MoreHuman Resource Management Notes Essay example3968 Words   |  16 Pagesdevelopment, performance management, reward and motivation, redundancy ‘Hard’ – ‘military’ model – management as commander – dictates strategy, then HRM follows – quantitative emphasis on the numbers ‘Soft’ – HR managers may have influence on strategy Conscience of the firm or a strategic partner Issues of HRM Often the benefits of HRM oversold Employers may not be able to deliver on the promise of HRM - often the quest for ‘success’ (profits and survival) can necessitate cutting employee’sRead MoreATHE Level 6 Management Specification2 Essay12420 Words   |  50 PagesManagement, Nov 2011 v2  © ATHE Ltd 2011 About ATHE We are an Ofqual regulated awarding organisation that specialises in management qualifications. Our QCF qualifications are designed in such a way that the course delivery can be as flexible and learner driven as the centre chooses, allowing centres to target learners with different profiles. We are a small and dedicated awarding organisation that is committed to the highest standards of service and support for centres Read MoreGlobal Strategy and Leadership7994 Words   |  32 PagesMODULE 1 AN INTRODUCTION TO STRATEGY LEADERSHIP 1.7 – 1.14 What are the ways strategies can be developed? Approaches to understanding strategy: ⠝â€" Rational - based on a model in which the conception and execution of strategy are treated as discrete, sequential activities. Chandler (1962) defined strategies as a straightforward process made up of two chronological activities. The following steps are typical of the method employed in this approach: 1. The establishmentRead Morestrategic management for KPJ Penang8073 Words   |  33 PagesConcern for public image Concern for employees Future or present time Talks about the future Talks about the present To whom it is developed? Employees of the company Employees, customers, suppliers, distributors, partners and communities Which one is created first? Developed first Developed only when vision is available How often does it change? Rarely changes because most of objectives takes years to achieve Product-oriented missions change every time when a company decides to venture into