Suicide Among Young Rural Women - 2226 Words

Suicide is a universal phenomenon that has deep and extensive implications for the overall wellbeing of a community. Not only is suicide a tragic personal and societal loss, but suicide rates can also serve as an index of underlying societal problems, such as sources of oppression and lack of social support. Exhibiting several interesting suicide trends, China is a country that provides ample opportunity for investigating the problem of suicide and its causes. There are observed Western patterns of urban, male, and mentally ill populations being at greater risk for suicide—trends that are challenged by the reversed patterns of suicide in China, where â€Å"youth, female gender, and rural residence are a potentially lethal combination†.1 The†¦show more content†¦For example, in Western societies, suicide is 3 times more prevalent in urban than in rural areas2, 3-5 times more prevalent in males than in females when measured through completion rates (though attemp t rates are higher among females)3, and 9 times more often associated with mental illness than not.1 The explanations for these trends draw on psychological and sociological theories: it has been hypothesized that men are more likely than women to use lethal means of attempting suicide, and that the economic hardship, unemployment, and social disintegration that afflict city life make suicide a greater problem in urban than in rural areas.4 In China, however, the trends regarding gender, urban status, and mental health are surprisingly reversed: rural suicides outnumber urban suicides by a 3:1 ratio, female suicides outnumber male suicides by a 3:1 ratio, and as few as 40% of suicides are accompanied by mental illness.5 The Western perspective is accustomed to viewing suicide as intrinsically linked to mental health conditions such as depression, and thus often examines suicide by considering individual psychological factors. However, the unique patterns of suicide seen in China require an examination of suicide not only from a mental health perspective, but also from an anthropological perspective that is sensitive to social stressors, not just

Sample of Career Research Paper

Sample of Career Research Paper Career Research Is†¦ Career is the result of a conscious attitude and behavior in the professional field that is related to official and professional growth. Every person develops his or her own career in accordance with the peculiarities of organizational reality and with his or her own goals and wishes. Career in any organization depends on the employee’s desire to realize the professional qualities as well as on the company’s interest to advance its employees. The organizations, whose leaders understand the importance of managing the business career of their employees, make a serious step towards their own prosperity. Career management makes it possible to â€Å"grow† a great specialist or leader within the organization. There are several fundamental trajectories of career growth within the profession or organization that lead to different types of careers. Professional career is the growth of knowledge and skills. It can be developed through the enhancing of specialization in a chosen professional path or through mastering other areas of human experience which is related to the expansion of work areas. Intra-organizational career is linked to the trajectory of employee in organization. It can be vertical career (position growth); horizontal career (promotion within the organization); centripetal career (promotion to the core of the organization and deep integration into decision-making processes within the organization).

Career Transition Free Essays

Career Transition In this paper, I will research career transition and how it has impacted the workforce and management. I will present from three research articles that I feel are important in understanding how career transition affects adults who are transitioning from one career to another. As an HRM, one of the biggest parts of our job will be to recruit new talent. We will write a custom essay sample on Career Transition or any similar topic only for you Order Now Traditional careers are falling to the wayside and emerging is a type of employee who has been around the block once or twice. I am going to focus on first the way careers are changing, then I am going to look at the military and how they prepare their retirees, many of whom are still in their 30’s, for retirement, and finally, I will look at career transition and what role HR plays. Gone are the days of staying with one company until you are eligible for the pension and a gold watch. The average person born in the later years of the baby boom held 10. 8 jobs from age 18 to age 42, according to the Bureau of Labor Statistics of the U. S. Department of Labor (Number of Jobs Held, Labor Market Activity, and Earnings Growth Among the Youngest Baby Boomers: Results From a Longitudinal Survey Summary , 2008). Career transition is no longer looked at as something to avoid putting on your resume. It seems like everyone it doing. So how can a person make the transition smooth and successful? Career transition often requires employing new tools, skills and/or a switch in perception. In her article, Beyond the Career Mystique: â€Å"Time in,† â€Å"Time out,† and â€Å"Second Acts†, Phyllis Moen. states that Americans confront a major mismatch between outdated career and retirement regimes and the exigencies of (1) family responsibilities, and (2) the risks and uncertainties associated with a competitive, global, and information-based economy. Unlike privileged workers in the 1950s, members of America’s 21st-century workforce find it increasingly rare to have either a full-time homemaker or a secure, â€Å"lifetime† job. This mismatch challenges both scholars and policy makers to revisit, research, and rewrite the disparate scripts constituting the rules of the career game. The mid-20th-century bargain of trading a lifetime of paid work for a lifetime of income security-never a reality except for a group of middle-class office workers and unionized production workers in the post war economic boom of the 1950s-is probably gone forever. (Moen) Her points regarding the changing career climate are spot on. Many of he lifetime jobs are ones that have no real advancement potential. A GS (Government Service) job will allow for increases in pay due to step promotion and COLA increases, but in order to advance into a higher GS position a person would have to make significant gains in their education and/or work experience. Both of these might require leaving the current job for a time period. In some cases, the GS jobs have no advancement potential even with additional education, a person would have to quit t heir current job and reapply for a new position. Even more evidence that points to employers changing the career game is an article published by the Bureau of Labor Statistics that states that employ ¬ers are replacing defined-benefit retirement plans with defined-contribution retirement plans, allowing employers to shift more responsibility for retire ¬ment income to the employee. (U. S. Bureau of Labor Statistics, 2010) So what are the consequences of this alteration of the career landscape? The median age of workers are increasing. The prime age group, composed of 25- to 54-year-olds, is projected to increase by 1. million and make up 63. 5 percent of the total labor force in the target year. The youth labor force, composed of 16- to 24-year-olds, is expected to decline from the 2008 level, but will remain over 21 million in 2018. The military is one area that has a great deal of experience with career change. Not only do the military members change jobs frequently, most retire after only 20 years of service. This puts someo ne who may only be 38 in the position finding new employment at a relatively young age. A study examined the concerns of retiring Marine Corps noncommissioned officers (NCOs) as they experience the adult career transition of retirement from military service and transition to the civilian workplace. Analysis of focus group transcripts reveal a range of concerns related to the transition factors cited in Schlossberg’s Transition Theory as the 4 S’s: situation, self, support, strategy. The study provided insight on the issues and challenges Marine Corps noncommissioned officers (NCOs), and all Military Personnel face upon retirement based on the following articulated themes: cultural, community, social and psychological concerns. The paper suggested that programming be offered to facilitate transition and should also address psychological and social concerns which may improve the quality and outcomes of transition to a new role in civilian life. (Johnston, Fletcher, Ginn, Stein) Many of these jobs are in the skilled labor fields which are light on EAP’s to assist once the transition has occurred. Next to the military, education is another area that see its fair share of transition. A quick Google search on career transition will bring up a plethora of sites offering advice on starting a second career in teaching. The main areas that see an influx are secondary high school education teachers and entry-level college instructors. Why are these areas so appealing? One paper seeks to reviews the current theory in areas relevant to industry-to-academia career transitions, and to outline a theory that targets this category of employee directly. They sought to outline the first step toward a limited theory explaining the special needs and motivations of industry-to-academia career transitions. Throughout this paper, the hybrid academic institution, consisting of a traditional core and a nontraditional periphery, received special emphasis. While the research did not conclusively define the reasons behind the transition, consider the following concepts: (1) proteanism, or the protean approach to career transitions; (2) transition types; and (3) human values. (Bandow, Minsky, Steven) All of which are indicative not only in instances of industry-to-academia career transitions, but in most all other areas as well. Even for the most experienced and well-educated person, transition does require some finesse. Here are a few tips that can help make the change less traumatic. It is important to take a serious look at the many possibilities and outcomes before you jump into a new career or field. Consider these 10 tips as you make a transition from your present career to your next: 1. Have a clear plan. The smartest move that you can make is to carefully map out an effective career-change strategy. This should include a detailed action plan that takes into consideration finances, research, education, and training. Keep in mind that a successful career change can take several months or longer to accomplish, so patience is key. . Wait for the right time. The best time to consider a new career is when you are safely ensconced in your existing position. It is understood that a steady paycheck can relieve a lot of pressure. There are many ways to take steps toward your new career path; you can volunteer or offer yourself as a freelancer or consultant. This can help you to â€Å"test the waters† in your desired new field. 3. Be sure of your reasons. Just because you’re unhappy in your current job isn’t a strong enough reason to make a total career break. Carefully analyze whether it is your actual career you dislike or whether your employer, supervisor, or office situation is the problem. 4. Do your research. Be sure to examine all possibilities before attempting a career jump. Talk to people in your network; read career and job profiles; meet with a career management professional. The more information with which you arm yourself beforehand, the more successful you will be. 5. Decide what is important. This is the best time for thoughtful self-reflection. Ask yourself what it is you really want to do with the rest of your life. Take an honest inventory of your likes and dislikes, and evaluate your skills, values, and personal interests. Many people who are looking to change careers do so to find a balance between their personal and professional lives, to accomplish the right mix of meaning and money. You may want to consider consulting a career coach and/or taking a career assessment test. 6. Examine your qualifications. Do you have the necessary experience and education to be considered a qualified candidate in your desired career field? If not, you need to find a way to bridge the credentials gap. This might mean making your goal more long-term while you go back to school or receive additional training. 7. Learn about the industry. Get a feel for the field that interests you. Read industry journals, attend conferences, and talk to people in the profession about what they do. Learn whether your target industry has growth potential. Trade magazines, organizations, and entrepreneurs have created a slew of Web sites that offer searchable databases where job openings in many specific industries are listed. Start looking at these sites on a regular basis. 8. Develop your network. Begin nurturing professional friendships early and tend them regularly. Professional organizations and job industry trade associations are a good place to start. Many of them hold networking events and job fairs. 9. Update your job search skills. It is especially important to polish up your job-hunting skills and techniques before you get out there and start networking. Make sure you are using your time and resources as effectively as possible. 10. Pay your dues. Do not expect to begin at the same level of seniority in your new career that you held in your old one. It will take time to move up the ranks, but if you find a new career that you absolutely love, it will be worth it. (Ten Tips on Making a Successful Career Change) In conclusion, with the continued changing landscape of today’s business world, career change is here to stay. People are having to work further into what used to be the retirement years and some are deciding to live to work instead of work to live. Whatever the reason the challenges of a career transition can be frustrating and rewarding at the same time. The most important thing is to be true to you and to not be afraid of new horizons. Works Cited Bandow, D. , Minsky, B. D. , Steven, R. (n. d. ). Reinventing The Future: Investigating Career Transitions From Industry To Academia. Cote, M. B. (2004). Service quality and attrition: an examination of a pediatric obesity program. International Journal for Quality in Health Care , 16 (2), 165-173. Johnston, S. , Fletcher, E. , Ginn, G. , Stein, D. (n. d. ). Adult Car eer Transition: Exploring the Concerns of Military Retirees. Moen, P. (n. d. ). Beyond the Career Mystique: â€Å"Time in,† â€Å"Time out,† and â€Å"Second Acts†. Number of Jobs Held, Labor Market Activity, and Earnings Growth Among the Youngest Baby Boomers: Results From a Longitudinal Survey Summary . (2008, June ). Retrieved 07 2010, from U. S. Bureau of Labor Statistics : http://www. bls. gov/news. release/nlsoy. nr0. htm Ten Tips on Making a Successful Career Change. (n. d. ). Retrieved July 2010, from All Business: http://www. allbusiness. com/human-resources/careers-changing-jobs/1618-1. html U. S. Bureau of Labor Statistics. (2010, March). Record unemployment among older workers. Issues In Labor Statistics , pp. 1-3. How to cite Career Transition, Papers

Sliding Mode Control

Question: Describe about the Control Philosophy and Controller Design? Answer: Introduction The parameter system theory has gained a certain amount of maturity in the past two decades. In the year 1960, the Russian scientists Butkovskii and Lerner have reproduced the root of this very field back to papers. Basically Distributed parameter systems are designed by differential equation. In terms of flexible link robots, the so called distributed nature of mass and rigidity is reflected by the partial differential equations (Wightman, 1972). There are few specific techniques such as eigenfunction expansion, apace quantization, space and time quantization and transfer function approximations which are used to convert the partial differential equations into specific difference equations (DeSaÃÅ' , 2001). In case of a multi-link robot, the equations of motion are non-linear and in general are not specifically known. Therefore, to control a robot can be achievable if each of the controllers joint is robust. Thus, for the control system of a sliding-mode controller is full of di sturbance. To achieve a control law a sliding-mode controller has to be arranged according to Lyapunov function. Additionally, to control the non-linear system in a proper order the sliding-mode technique may also be taken under consideration. The technique to control a multi-linked robot is discussed in the later part of this report. Control Philosophy Control philosophy is a part in which the assumption of the robots has to be clarified. In case of the motion related to a multi linked and flexible arm robot, is probably has consisted of two vital parts. The first said part is the gross motion or the average motion of the robot which is specifically the motion of the rigid body of the robot (Gagliardi, 2009). The second part is the disturbance related to the average motion of the multi-linked robot such as the vibration of the flexible arm of the robot. At the same time the motion is controlled by a controller. In the after step will be to accelerate the linked robot. To explain the control philosophy the sliding-mode and shaped-input controllers are taken into consideration. Controller Design The motion related equations of any kind of robot are linear in respect to the potential control, which is, the major system can be easily represented in the underneath given form x= f (x) + B (x) u, Controller- Sliding Mode Basically to be precise the particular motion of the major system that is controlled by a major mode controller can be evaluated potentially in two particular phrases (Potvin, 1985). The first basically includes the major forcing of the potentially important trajectory of the state, typically at any subsequent condition to a surface that is already pre-defined. Secondly to be brief it particularly involves sliding potentially from the identified surface to the subsequent state space or gap origin (Balasubramanian, Sivakumaran and Radhakrishnan, 2008). The major design of the needful controller is basically folded in two halves; basically both are for different purposes that are the subsequent selection of the desired surface eventually to produce the dynamics that are desired and the major selection of a law control which eventually forces the surface that is selected to be the major global attraction. Shaped Input Control Basically the next prolific step in the process of designing majorly involve the modification of the command input to the desired system in such a way that the system response must not contain any sort of harmonic thing or content (Arthur, 1982). Basically to systematically produce the periodic response that is needed to any of the major command input, the impulse way or sequence is adjusted with the input command, and this basic modification of the input prolifically produces the response that is desired or needed. To be very specific this controller can be prolifically used to control certain parts like the hand of the robot which is subjected to the motion of point to point. Basically the two inputs that are impulse shaped prolifically cancels the vibrations only in the instance if the frequency which is natural and damping of the desired system are exactly be known (Bartelt, 2007). The frequencies that are natural of the link that are multi-flexible basically are the major functi ons of the link positions, basically implying that the frequencies that are natural prolifically change with the position of the link. Results of Experiment Basically the needful test-bed for the control-strategy is actually a flexible link. To be very precise it is actually a two-flexible-link mechanism (Lees, 1993). Every needful link is much less flexible when prolifically compared to the other link and it is potentially elongated and driven on a directly basis by a motor termed as servo and it is different from the other second link which prolifically employs a major gear train basically which helps the prolific use of the motor which is smaller in size. The necessary system which is sensory authorized mainly contains two small cameras, whose work is to detect the major deflection of the links from the tip from their rigid, tough body positions (Applied technology and instrumentation for process control, 2004). The other CCD cameras which are also very important with other motor shafts prolifically detect the major deflection through the major infra-red light emitting diodes which are basically mounted at the uppermost tip of the lin ks. Prolifically a single link was used of the experiment basically to make understand and evaluate the controllers that are proposed. At the initial stage the major system was prolifically controlled using the most simple feedback controller termed as PD which actually damps out the major vibration and which can be positively proved and explained o be virtually stable via the work energy rate principle (Instrumentation fundamentals for process control, 2002). The outcome or the feedback was potentially chosen to bring out or produce the response that is under damped. Conclusion In the above mentioned report, few generalized concepts such as the sliding-mode and shaped-input techniques have been suggested to control the flexible or rigid multi-linked robots (Chopey, 1996). The design process which is described here is two-fold; which has showed the specific design to control a rigid body as well as the design to control a flexible multi-linked robot. The controller is designed for the rigid body motion that requires producing proper dynamics. Mainly, at the point when the controller of the rigid part is designed, the required system equation can be assigned with the rigid body to the operating point (Johnson, 1982). This is a suggested control strategy on an experimental basis to be executed to run a flexible or rigid multi-linked robot. References Applied technology and instrumentation for process control. (2004).Choice Reviews Online, 42(01), pp.42-0324-42-0324. Arthur, R. (1982).Application of on-line analytical instrumentation to process control. Ann Arbor, Mich.: Ann Arbor Science Publishers. Balasubramanian, G., Sivakumaran, N. and Radhakrishnan, T. (2008). Adaptive Control of Neutralization Process using Neural Networks.Instrumentation Science Technology, 36(2), pp.146-160. Bartelt, T. (2007).Instrumentation and process control. Clifton Park, NY: Thomson Delmar Learning. Chopey, N. (1996).Instrumentation and process control. New York: McGraw-Hill. DeSaÃÅ' , D. (2001).Instrumentation fundamentals for process control. New York: Taylor Francis. Gagliardi, J. (2009). The Calibration Process: Inspection, Measuring, and Test Equipment Control.Biomedical Instrumentation Technology, 43(3), pp.225-227. Instrumentation fundamentals for process control. (2002).Choice Reviews Online, 39(10), pp.39-5830-39-5830. Johnson, C. (1982).Process control instrumentation technology. New York: Wiley. Lees, F. (1993). Reliability in instrumentation and control.Journal of Process Control, 3(2), p.135. Potvin, J. (1985).Applied process control instrumentation. Reston, Va.: Reston Pub. Co. Wightman, E. (1972).Instrumentation in process control. London: Butterworths.