Anorexia And Bulimia Are The Most Common Eating Disorders

Anorexia and bulimia are the most common eating disorders. People with anorexia disorder suffer from a tendency to skip meals, follow unhealthy diets, have abnormal eating habits and are obsessed about weight. Whereas people with bulimia disorder indulge in binge eating or overeating and then resort to purging what they have eaten by vomiting or using laxatives. Both can be considered as a kind of mental illness that takes a toll on the mental health and self-esteem of people. While these two eating disorders are similar in some ways, they are also vastly different. Similarities and differences The underlying common cause of both anorexia and bulimia is low self-esteem. Since society, today, emphasizes the necessity of having a perfect body people with these disorders begin to perceive themselves as being imperfect and make drastic changes in their eating habits. Apart from this there are some more common causes such as depression and emotional, physical, verbal or sexual abuse. Since people suffering from these two disorders have low self-esteem and are obsessed with weight gain they are always worried about maintaining a â€Å"perfect body†. However the steps taken to achieve the â€Å"perfect body’ are different. Anorexics make conscious effort and resort to restricted diets or even starvation to achieve the perfect body. Whereas bulimics consume large quantities of food to satiate their feelings and then out of shame, guilt and fear of gaining weight resort toShow MoreRelatedEating Disorders : Anorexia Nervosa And Bulimi a Nervosa1303 Words   |  6 Pagesto achieve. Most girls’ will try all different kinds of diets and exercise compulsively. The obsession over girls’ appearances and weight has lead to an increasing number of cases of eating disorders. According to a National Institute of Mental Health article (Eating Disorders, 2016), an eating disorder is an illness that causes physical disturbance to your everyday diet. A person who is stressed or concerned about their body weight is a sign that he or she might have an eating disorder. Out of allRead MoreHow Eating Disorders Affect Health772 Words   |  3 PagesEating Disorders are conditions in which involves irregular eating habits, either insufficient or excessive food, that affects inimical the body’s image and mental health (Wikipedia). It affects men and women of all ages, but it has a greater impact among adolescences and young adults. In the United States, 24 million Americans are battling eating disorders, in whic h 1 million are males and 23 million are females. An individual who portraits this condition may have an irrational self-image thoughtRead MoreA Brief Note On Anorexia Nervosa And Bulimia Nervosa1280 Words   |  6 PagesAnorexia Nervosa and Bulimia Nervosa Eating disorders are classified as mental disorders and can lead to life threatening damage. It is important to manage eating disorders to prevent health effects. There are many different possibilities for patients with disorders. Common treatments for eating disorders can consists of counselor or therapists. Early detection is important to limit future oral health effects. A dental hygienist has an advantage to see the inside of the mouth for possible traumaRead MoreBulimia Nervosa and Anorexia Nervosa Essay997 Words   |  4 PagesEating disorders are extremely harmful and rising in prevalence. . The two most common eating disorders are Anorexia Nervosa and Bulimia Nervosa. In this essay, I will compare and contrast these two disorders. This essay will also assess the symptoms, causes, health affects and the most prevalent characteristics of people diagnosed with these two eating disorders. â€Å"Anorexia Nervosa is characterized by self-starvation to avoid obesity. People with this disorder believe they are overweight, evenRead MoreEating Disorders And Their Effects On Victims Of Them1281 Words   |  6 Pagesthoughts someone suffering an eating disorder hear every second of a day. In this essay, I will explain eating disorders and their effects on victims of them. Eating disorders are major health risks, and can be life-threatening. Eating disorders are defined as abnormal eating habits and extreme worry about one’s body image. They are mental illnesses that exist in both males and females, but are most commonly seen in females between the ages of 12-25. Eating disorders are not only about losing weightRead MoreEating Disorders883 Words   |  4 PagesEating Disorders INTRODUCTION Attention Getter Do you like what you see when you look in the mirror? Imagine looking in the mirror and you see something other than what is truly there. That is a nightmare that many women suffering with eating disorders live with everyday. No matter how pretty or slim they are, all they can see is ugly and obese in that mirror. Thesis Statement Eating disorders affect millions of people every year, and can even result in death. I will explain what a eatingRead MoreEating Disorders And Eating Disorder1410 Words   |  6 Pagesâ€Å"An eating disorder is about anxiety and control and healing from trauma and food and weight are just the tools of destruction† (Floyd, Mimms, Yelding, 2008). An eating disorder is defined as a severe disturbance in eating behavior. An eating disorder, as defined by our text book for class, is psychological disturbances that lead to certain physiological changes and serious health complications. The three most common and most easily identifiable forms of eating disorders include anorexia nervosaRead MoreEating Disorders And Its Impact On Society1646 Words   |  7 Pages Eating Disorders and Its Impact on Society Brett White Tallahassee Community College Psychology 1101 Michelle Peruche November 06, 2015 Abstract Eating disorders are very common in today’s society and can cause death if an intervention isn’t performed. While working in the hospital and being part of the wrestling team in high school I’ve witness several people with this disorder. Anorexia and bulimia are the most prevalent and generally are accompanied by another psychological disorderRead MoreBeauty Only Skin Deep: The Reality of Anorexia and Bulimia 1574 Words   |  7 PagesThere are many forms of eating disorders in the world; however, the two most common disorders are Anorexia Nervosa and Bulimia Nervosa. Anorexia and Bulimia are found mostly in teens and young adult women (Amjad). Anorexia Nervosa is an eating disorder in which a person will starve them self in order to loose weight. (Amjad) Bulimia Nervosa is another common form of an eating disorder. In this case a person will go through periods of binge eating and then self-induce themselves to purge or vomitRead MoreEating Disorders in Teenage rs Essay511 Words   |  3 PagesEating Disorders in Teenagers Eating disorders are a growing problem in teenagers of today. According to an Association of Anorexia Nervosa and Associated Disorders (ANAD) study, eighty-six percent of eating disorder victims report their problem before the age of twenty. The two main types of eating disorders are anorexia nervosa and bulimia nervosa. Anorexia nervosa is an eating disorder that usually strikes women. There are about seven million women who have anorexia, and many of them

Project Management Methodology For The Uk - 2793 Words

Prince 2 is a widely recognised project management methodology in the UK. For this task you are required to provide an overview of Prince 2, critically evaluate this methodology and identify the types of project it is best suited to. It is essential that you appropriately reference your work using APA referencing. In the absence of appropriate referencing marks cannot be allocated for this task. What is a project? A project is a temporary endeavour designed to produce a unique product, service or result with a defined beginning and end (usually time-constrained, and often constrained by funding or deliverables), undertaken to meet unique goals and objectives, typically to bring about beneficial change or added value (Lewis R. Ireland†¦show more content†¦Ã¢â‚¬ ¢ Who developed it? It was originally developed by the CCTA, which is part of the Office of Government Commerce, which in part is the UK Government. †¢ The methodology can be described as a process based approach to project management; which is built up of key elements such as inputs, outputs and objectives of which are clearly identified through the project †¢ PRINCE2 is considered very effective in its ability for monitoring progress as it adopts a stage by stage approach, which we will come to expand on in the later parts of this presentation. †¢ By adopting PRINCE2, the entire project is driven by the requirements of the business. This means that the project managers are encouraged to include suppliers and customers to make the process inclusive †¢ So is it just intended for IT projects? No. The original version of PRINCE was intended for IT, but the scope expanded, and the PRINCE2 methodology is now intended for all types of projects. A PRINCE2 Project Sets out to solve a business need Has a defined, unique set of products Has the nesesary resources Has a limited time scale Sets up an organisational structure with defined responsibilities http://www.slideshare.net/moniefeied/prince2-methodology?related=3 PRINCE2 philosophy Emphasises on the following: †¢ Extensive planning throughout †¢ A means of controlling the projects schedules, cost and overall quality †¢ A model that consists of processes to start, control and

Management Diversity Policy †Avail Free Assignment Sample

Question: Critically evaluate why more organisations are adopting a managing diversity policy rather than one based on equal opportunities and comment on whether this shift primarily rhetorical or one of substance. Answer: Introduction: The diversity is referred to as acceptance and respect. Diversity denotes that situation where one considers that individuals are unique, and they identify the differences in each other. The diversity can be measured in terms of race, ethnicity, gender, socioeconomic status, physical abilities, age, political beliefs and ideologies and sexual orientation. It is necessary for every organization to explore these differences in a positive and fostering environment (Schwabenland and Tomlinson, 2008). Diversity is a set of practices that engages and appreciates the interconnection among the humanity, cultures, and natural environment (Chebel d'Appollonia and Reich, 2010). Workplace diversity is regarded as the myriad differences between the members of the organization. This might seem to be simple, but the diversity covers race, ethnicity, age, personality, behavior, organizational functions, education, cultural backgrounds and other ideologies. The perception of diversity within the work place does not only address the individuals perspective but also respect and consider the perspective of others within the organization. The human resources professionals work towards ensuring that the employees work effectively by dealing the issues related to communication, adaptability and change within the organization. Diversity management is the process of maintaining positive work environment so that the similarities and the differences between the employees are valued (Chen, 2011). This would drive all employees towards their maximum potentiality so that they can contribute to the organization by yielding the maximum profits by achieving the strategic goals and objectives. Distinction between the individuals and groups: The important difference between the managing diversity and the equal opportunities is the driving force of implementation. The equal opportunities deal in the externally initiated and are instigated by the legislation and society ethnic like the fairness, justice and parity within the group and human rights. On the other hand, the diversity management is driven by the external forces but is initiated by the needs of the business. It is required that the organization emphasize on the effectiveness of the employees by utilization of the skills and knowledge. If these skills are not recognized, then there is workplace discrimination and is costly to deal with (das Neves and Mel, 2013). Thus, it is important that the employees are fully recognized and that the employees with diversified background must be engaged by the organization. This would represent equal opportunities within the organization that is necessary for the improvement of the effectiveness of the business as well as enha nce the competitive edge. Another important difference between the managing diversity and equal opportunities is the objective of the tow approach. The objective of the equal opportunity is to rectify the imbalance, injustice and mistake that must be in compliance with the social justice and human rights. On the other hand, the managing diversity aims to treat the employees as individuals and to address the unique needs, and this will need a different type of assistance for organizational success. The essential difference between the managing diversity and the equal opportunities is that the managing diversity policy considers the facets of business and economics of the organization. On the other hand, the equal opportunities deal in the society oriented case where everyone is treated equally (Desivilya and Raz, 2015). The equal opportunity principle was unwillingly imposed on the employer to which they fought hard against the legislation. Equal opportunity is described as the traditional case where fair, just and group parity is ensured and which the employers do not implement. Managing diversity, according to Torrington is initiated by the managers as it is their duty to ensure full re-organization and utilization of their skills. Some of the activities that are undertaken by the organization to manage workplace diversity are implementing multicultural workshop, core shop to train the small group of advisory, rewarding managers on their performance and initiating development programs. In this way, it can be said that all employee acquire the same level of opportunity for improvement and recognition. But equal opportunities are commenced by the HR or personal managers. This approach does not focus on each and every member of the organization, but the benefits are experienced by only the disadvantaged groups of the organization. Thus, it can be concluded that managing diversity alters the philosophies of the company an d, on the other hand, the equal opportunities change the systems and the practices of the organization (The competitive advantage of embracing diversity, 2005). It had been anticipated that the labor market would be flooded with women workforce and ethnic minorities, and this would lead to the increase of the overall age of the workforce. The changes in the demographic patterns would imply that there must be an expansion of the labor pool so that the ethnic minorities and the women workforce, as well as the disadvantaged groups, are incorporated into the workforce. This requires the organizations to be prepared for the demographic changes. The diversity in the workforce does not highlight discrimination rather the skills of the different employees are used as a competitive advantage and the untapped market could be targeted in this way (Bjerregaard and Lauring, 2013). According to Egan and Bendick (2003) the characteristics of the workforce must include average old population, to be dominated by the women workforce, employees engaging in part-time works and to contract within 30 years. These changes within the organization led to the adoptio n of the managing diversity policy as a necessity. Reasons for the adoption of the Managing Diversity Policies: There are three main reasons on which the adoption of the workforce diversity policies depends on. They are: Ethical- Most of the companies supports the notion that it is important to provide opportunities to the members of the socially disadvantaged groups so that they can competitive with everyone within the society. Regulatory- It is evident from the perspective of small companies as they establish the diversity targets that would be in compliance with anti-discrimination targets. This would lead to the alteration in the mix of the employees within the organizations . Economic- The companies invests in the commencement of the diversity policies as they perceive the act to yield economic benefits that will aim to surpass the costs of the implementation of such policies. Benefits of Managing Diversity Policies: Companies are taking decisions to invest in the diversity policies so that this would create better business prospects and strengthen the competitiveness of the company by enhancing human and organizational capital (Dickie and Soldan, 2008). The companies are making decisions to invest in the workforce diversity mainly because of the changes in the product markets as it is necessary to understand the needs of the customers and keep a check on the competitors, labour market as it is important to ensure that the values, quality and the availability of the current and the future employees are sustained, capital markets as to build the confidence of the investors which would drive business growth, government influence as to analyze the effect of the public policy through the regulations, legislations and pressures under political framework and the social values as it is important pay heed to the expectations of the citizens on the behavior of the organization (Aldashev and Carletti, 2009 ). So some of the benefits that the companies derives on the implementation of the managing diversity policies are as follows: Product and Service Innovation- Diversity ensures that new ideas are generated n geometric progression that enhances creativity and innovation. The diversified workforce can stimulate the less obvious alternatives for a particular business practices. In this way, the new ideas generate product innovation and thus, the needs and the expectations of the customers are satisfied. Improved Teamwork- Teamwork is the crucial factor for the organizational operations. The interactions within the diverse workforce generate new ideas that improve the morale and motivation of the organization. Enhanced reputation- The companies with diversified workforce implies that the customers, clients, and the investors have enhanced image, reputation and patronage about the companies as compared to the companies who do not engage in workforce diversity. This gives the companies to target the diversified groups that reduce the crunch in the talent and positively impact the business expansion. Effective and efficient workforce- The act of the organization to value the employees equally, to treat them fairly and to provide them dignity leads to the satisfaction of the employees. This gives them the motivation to work better and thus improving their productivity. As the workplace stress, frustration and low morale have been reduced, the absenteeism and the attrition rates also got reduced.So it can be said that not all companies implement diversity policies to meet the mere legal obligations but also to reap the business benefits in terms of better recruitment and higher retention rates among the talented and diversified workforce. Business Expansion- With the advent of globalization heterogeneous teams is built for problem solving and to promote creative solutions which can expand the business on a worldwide basis. Thus, the workforce diversity leads to business expansion . Challenges of Managing Diversity: Fairness- The challenges are related to the difference in the division of workforce as compared to the better workforce. In this regard, it is the responsibility of the management to assess the degree of adoption of HR programs in the diversification of the employees . Resistance to Change- The traditional corporate culture is resistant to change. This change causes hindrance to the engagement of the women and backward communities of the workforce within the corporate setting . Interpersonal conflict- the workforce diversity can also lead to open conflict and confusion if there are mistrust and lack of respect among the members of the diversified group. This implies that with higher diversification within the organization, the higher is the risk of conflicts . Retention- the job satisfaction level for the women and the backward class of employees are lower than that of the majorities of the organization. Thus, it is difficult for the retention of these sections of the workforce. Costs of the Managing Diversity Policies: The workforce diversity and the equitable treatment of the employees are a result of the change in the organizational cultures. Diversity is not free of cost, so there are different kinds of costs related to the implementation of the diversity policies. Costs of Legal Compliance- It is costly for the organization to implement the managing diversity policies as the potential costs are incurred for the maintenance of HR record keeping systems, training of the employees, communication of new HR policies which deals with harassment, training, and recruitment . Cash Costs- This type of cost is incurred for the recruitment of specialist units for the better implementation of the diversity policies, for the training purposes, additional facilities that are required to support the diversity policies, for the improvement of the working conditions, advancement in the communication by building commitments and awareness, implementation of new employment policies and for the monitoring and reporting of the progress of the process of workforce diversity. Opportunity Costs- This requires that the top authorities pay heed to the diversity policies and in the process of workforce diversity which diverts them from the actual goal of the organization . The loss in productivity- the engagement of new diverse employees implies that the organization face certain short-term fall in the productivity as they are inexperienced and requires training to achieve expected productivity. Conclusion: There has been an increase in the investment in the workforce diversity across different types of companies. The traditional equal opportunities are concerned with treating the society equally. On the contrary, the diversity aims to identify the individual needs within an organization. The workforce diversity means that the women and the minority workforce are given the same opportunities to engage in the corporate setting. The paper highlighted the reason behind the adoption of managing diversity policies. The advantage and the costs of the adoption of the diversity policies are discussed in this paper. Thus, it can be said that more and more organizations are adopting the diversity policies to improve the work environment, engage in product innovation and overall growth within the organizations. Thus, the equal opportunities are superior to the workforce diversity that is beneficial for every organization. References Aldashev, G. and Carletti, T. (2009). Benefits of diversity, communication costs, and public opinion dynamics.Complexity, 15(2), pp.54-63. Bjerregaard, T. and Lauring, J. (2013). Managing contradictions of corporate social responsibility: the sustainability of diversity in a frontrunner firm.Bus Ethics Eur Rev, 22(2), pp.131-142. Budescu, D. and Budescu, M. (2012). How to measure diversity when you must.Psychological Methods, 17(2), pp.215-227. Chebel d'Appollonia, A. and Reich, S. (2010).Managing ethnic diversity after 9/11. New Brunswick, N.J.: Rutgers University Press. Chen, S. (2011).Diversity management. New York: Nova Science Publishers. das Neves, J. and Mel, D. (2013). Managing Ethically Cultural Diversity: Learning from Thomas Aquinas.J Bus Ethics, 116(4), pp.769-780. Desivilya, H. and Raz, M. (2015). Managing diversity and social divisions in nurses work teams.EuroMed Journal of Business, 10(2), pp.264-278. DEVELOPING CULTURAL DIVERSITY ADVANTAGE: THE IMPACT OF DIVERSITY MANAGEMENT STRUCTURES. (2005).Academy of Management Proceedings, 2005(1), pp.H1-H6. Dickie, C. and Soldan, Z. (2008).Diversity management. Prahran, Vic.: Tilde University Press. Divinagracia, M. and Divinagracia, L. (2012). Students Attitudinal Constraints towards Workplace Diversity Managing Innovation in International Business Education.Procedia - Social and Behavioral Sciences, 40, pp.77-85. Kinyanjui, S. (2013). Innovative Strategies for Managing Workforce Diversity in Kenyan Leading Corporations in Present Global Scenario.IJBM, 8(15). Kirton, G. and Greene, A. (2010).The dynamics of managing diversity. Burlington: Elsevier. Patrick, H. and Kumar, V. (2012). Managing Workplace Diversity: Issues and Challenges.SAGE Open, 2(2). Rao, A. (2012). Managing diversity: Impact of religion in the Indian workplace.Journal of World Business, 47(2), pp.232-239. Schwabenland, C. and Tomlinson, F. (2008). Managing diversity or diversifying management?.Critical perspectives on international business, 4(2/3), pp.320-333. The competitive advantage of embracing diversity. (2005).Leader to Leader, 2005(36), pp.60-61.

Seven Samurai Essay Example For Students

Seven Samurai Essay Allison MaisDecember 5, 2000Film/Video Reportâ€Å"Seven Samurai†Humanities 3, Fall 2000Kurosawa creates a masterpiece with the Seven Samurai. This film was created in 1954, it is a Japanese film and it has English subtitles. The Seven Samurai is a story about a small farming village in 16th century Japan that is under constant threat from traveling groups of outlaw bandits. The elders that live in the village decide to hire a defense force to protect them from these outlaws. They enlist a variety of samurai for hire and samurai are willing to work for their food. The mission of the seven samurai is to protect the village against almost impossible odds. These people who live in the village need the samurai, but they also fear the samurai. What is really interesting about this film is the difference between the simple farming people and the more experienced samurai. The samurai have lived a life of violence and confrontation and the farming people have lived a very simplistic lifestyle. The farmers and the samurai must now depend on one another to survive which forces them to have relationships that would not normally take place.This film had spectacular performances from the actors, especially Takashi Shimura, who plays Kanbei. Kanbei is a seasoned samurai and he was first chosen by the elders of the village. Toshiro Mifune’s plays Kikuchiyo who is an abrasive samurai who bridges the gap between the warriors and the people who live in the village. Page 2 Kurosawa’s final battle scene is climatic. Kurosawa helps the audience to understand the battle. This film was completely filmed in black and white and the sets, costumes, acting and cinematography all created in this battle scene to show us how a battle scene should be portrayed. The cinematography was grand and the plot was solid and well-established. The characters in this film were well developed and interesting to watch. The acting in this movie was really believable, infact the acting in this film was spectacular. I viewed this movie as a great work of art because it depicted the harshness, the cruelty and the ignorance and weakness of man. BibliographynoneFilms and Cinema