Positive and negative impacts of social networking sites Essay Example for Free

Positive and negative impacts of social networking sites Essay THE POSITIVE PART Social networking Web sites are helping businesses advertise, thus social networking Web sites are benefiting businesses economically. Social networking Web sites are helping education by allowing teachers and coaches to post club meeting times, school projects, and even homework on these sites. Social networking Web sites are enabling advancements in science and medicine. Job hunting Stay in touch with friends Positive causes/awareness THE NEGATIVE PART The very nature of such sites encourages users to provide a certain amount of personal information. But when deciding how much information to reveal, people may not exercise the same amount of caution on a Website as they would when meeting someone in person. This happens because: the Internet provides a sense of anonymity; the lack of physical interaction provides a false sense of security they tailor the information for their friends to read, forgetting that others may see it. Sharing too much information on social networking sites can be problematic in two ways: firstly, it can reveal something about you that you’d rather your current or future employer or school administrator not know, and second, it can put your personal safety at risk. Another potential downside of social networking sites is that they allow others to know a person’s contact information, interests, habits, and whereabouts. Consequences of sharing this information can range from the relatively harmless but annoying—such as an increase in spam—to the potentially deadly—such as stalking. Another great issue of concern with social networking web sites is that of child safety. Read more:  Positive and Negative Effects of Social Media Essay Research has shown that almost three out of every four teenagers who use social networking web sites are at risk due to their lack of using online safety. (Joly, Karine, 2007) A lot of the web sites do have an age requirement but it is easily bypassed by the  lying about of one’s age. Even if they don’t lie about their age the average age requirement is around fifteen years old. Predators may target children, teens, and other unsuspecting persons online—sometimes posing to be someone else—and then slowlyâ€Å"groom† them, forming relationships with them and then eventually convincing them to meet in person In Touch with The World Family living abroad can be kept abreast of the latest happenings in your world as quickly as those living next door. Friends who you haven’t seen since school, and who have since moved away, are able to keep in touch. Social networking sites have made the world a smaller place. Conclusions As with most things in life there are positive and negative sides to social networking, both of which we have now explored. Ultimate belief is that when done in moderation, with checks and balances on how younger people in particular are using them, and with a firm grasp being kept on reality at all time, social networking sites are neither evil or a Godsend. They’re somewhere in between. Social networking isn’t for everyone, but it’s now such a massive part of all our lives, whether we embrace or reject the notion, that it can no longer be ignored. Privacy  Social networking sites encourage people to be more public about their personal lives. Because intimate details of our lives can be posted so easily, users are prone to bypass the filters they might normally employ when talking about their private lives. Whats more, the things they post remain available indefinitely. While at one moment a photo of friends doing shots at a party may seem harmless, the image may appear less attractive in the context of an employer doing a background check. While most sites allow their users to control who sees the things theyve posted, such limitations are often forgotten, can be difficult to control or dont work as well as advertised. Decreased Productivity While many businesses use social networking sites to find and communicate with clients, the sites can also prove a great distraction to employees who  may show more interest in what their friends are posting than in their work tasks. Wired.com posted two studies which demonstrated damage to productivity caused by social networking: Nucleus Research reported that Face book shaves 1.5% off office productivity while Morse claimed that British companies lost 2.2 billion a year to the social phenomenon. New technology products have become available that allow social networks to be blocked, but their effectiveness remains spotty. A False Sense of Connection According to Cornell Universitys Steven Strogatz, social media sites can make it more difficult for us to distinguish between the meaningful relationships we foster in the real world, and the numerous casual relationships formed through social media. By focusing so much of our time and psychic energy on these less meaningful relationships, our most important connections, he fears, will weaken. social networking has become a major part of society. Even big businesses and celebrities are jumping on the social networking bandwagon. Many people wake up each day and check social websites first thing in the morning instead of reaching for a newspaper. According to Mashable.com, as of June 2010, American Internet users spend more than 22 percent of their online time using a social networking site. Since people are spending such a large amount of time surfing social networks, it is important to point out some of the positive and negative effects that social networking can have on a society. Helping Small Businesses Social networking can help small businesses in a big way. Traditional mediums such as print magazine ads and radio commercials can cost thousands of dollars that some small businesses just dont have in a down economy. Social networking allows small business owners to connect with prospects and clients for free, costing nothing but time and energy. Marketers at small companies can post coupons to Facebook groups or run promotions on Twitter. In addition to generating revenue this way, companies also can get positive and negative feedback directly from consumers. Addictive A negative aspect of social networking is that it can be addictive. Spending  too much time on social networking sites can cause people to lose focus on tasks at work or around the house. Social networking needs to be used in moderation. If someone is spending so much time on social networks that they are not sleeping enough hours per night or are ignoring friends and family that want to spend time with them in person, social networking can be a serious problem. Sharing Too Much Another drawback to social networking is that some users are simply sharing too much information. People can lose their jobs or a friendship over leaking information on social networks. Even if a user of a social site has her privacy settings on the highest level, their information can still be passed on by someone on their friends list. It doesnt take much for an angry follower to copy and paste a status or download a picture if they are looking for revenge.

Getting Learical: Gods, Elements and Amusing (or Heartrending) Self-Con

When Lear is metaphorically stripped of his manhood in Act Two, Scene Four of the play that bears his name, the audience is left to ponder over the quantifiable loss of power which accompanies the man who has been duped out of his kingdom by his daughters. Surely Shakespeare’s use of a specific number of men serves to provide a concrete example of the sad old man’s dwindling power. The scene is almost always staged to portray a pathetic Lear, betrayed by his daughters, bereft of a kingdom and ripped from his one-hundred soldiers – his last possession and sole-signifier of his time as king. However, in a legitimate examination of the text, one can find evidence for a sympathetic reading of the daughters who rip the kingdom from their father and steal away his train. Goneril and Regan stand in the unenviable position of removing freedoms from their father. These freedoms, specifically the rowdy entourage of soldiers, represent a very real danger to Goneril and Rega n. Faced with the possibility of death at the hands of an army commanded by a madman, Goneril and Regan, who so often are maligned, both in performance and in interpretation of the text, act logically and avoid a disastrous situation. Lear, who must audiences align themselves with, in contrast, speaks in contradictories, superlatives and curses, further reinforcing the argument Goneril and Regan put forth for taking away Lear’s army. Before introducing my argument in the text, I wish to acknowledge the varying validities of other stagings or readings of the text. That is, I believe there is significant textual evidence for staging Goneril and Regan in a villainous role. I simply wish to argue that the text supports additional readings. The Goneril and Regan as villains ... ... Lear’s fall from grace. Yet, one must always remember that Lear, and not his daughters, initiated the ceremony of succession. Goneril and Regan exercised no coup. Lear’s loss of manpower is all the more pathetic because Lear is the author of it. Lear set up the fallacious test. Goneril and Regan simply manipulated the test for their own gain. In spite of their dubious motives, the sister’s approached the entourage question in an entirely reasonable manner. It was in fact, â€Å"in good time† (2.4.249) that Lear gave all to his daughters. The play ends tragically. That point cannot be disputed, but one cannot escape the fact that Lear, with extreme hubris, commanded the heavens and the elements to blind his daughters. What kind of tragedy might have transpired had Lear commanded an entire army, capable of hearing and attending to every word, upon his daughters instead?

Clinical Interview Questions

Learning is usually a challenge for most, what learning technique and approach works the best for you? 2. There are many different roles in life, usually there is a more dominant position people fit best in. Your strongest strengths would get you farther if you were more of a soldier or a leader? 3. When life becomes stressful and negative events unfold, is there anything that usually helps the situation? Such as eating something, thinking of good thoughts, or talking to someone special? 4.For our daily life, are generally satisfied with how your life is today? 5. Is there a lack of people in your life? Is there anyone particular? 6. How would you describe your family and friend relationships with how you grew up and how you were raised? How would you describe them currently? 7. If you were to look at yourself and the life you have lived so far, would you say you are and have been at least 50% positive about life and the choices you have made? 8. Do you feel there is anyone who contr olled your life at any point in time? Do you blame anyone for any event?Do you have any regrets about the choices you have made? 9. Regardless of how much time people have been alive for, people still remember things about their life. What would you say is the best memory you have framed in your mind? What is the worst memory that you would like to forget? 10. Some people accept memories because the override the old with the new. Other people accept memories because they talk about them comfortably. 11. If you could change a characteristic, an ability, an achieved long-term goal, and a lifestyle feature about your life dealing with one of each what would they be?

Leadership as a Human Quality - Free Essay Example

Sample details Pages: 6 Words: 1934 Downloads: 5 Date added: 2019/10/10 Did you like this example? Introduction Leadership can be defined as the process of achieving a set goal through the use of human direction in achieving this (Prentice, 1961). A successful leader is the one who considers both the managerial members together with the minor stakeholders in achieving the goals set by the institution. Employees mainly prefer a democratic leadership whereby they are allowed to express themselves to the managerial team and can be effectively listened to (Prentice, 1961).). Don’t waste time! Our writers will create an original "Leadership as a Human Quality" essay for you Create order Leadership is well explained by theories which includes leader-member exchange theory of leadership, transactional leadership, transformational leadership, charismatic leadership including many others. Each of this theories applies its own managerial principles which are totally different from others. Leadership plays an important role in the pursuit of achieving the set goals that are set by the organization. Both the managerial team and the junior workers plays an important role in the process of leading the organization to achieving the set goals. It is described as one of the most multifaceted and complex phenomena which has been applied by the psychological as well as organizational research (Burns, 1978). Leadership can be examined in terms of set of styles of leadership that are being employed in the leadership process, presumed cognitive processes as well as the terms of enduring traits. In present world, employees have become much educated and more skilled than before. There is need for involving them in decision making process since they have the required knowledge, both managerial and also technical and thus their involvement in decision making is much important and can much influence achieving of the set goals. The process of involving employees in the sharing of duties and also making decisions concerning the organization can be used as a motivation process in today’s world. This makes the employees feel being part of the management team and thus they commit all their skills to the organization which makes it to achieve its set objects. Leader-member exchange theory of leadership This is the most appropriate leadership theory in our present world as both the leaders and the workers are involved in the decision making concerning the organization. The relationship between the managers and the employees is a key factor that influences the success of the organization (Bass, 1990). The managers are referred to as the leaders while the employees are the followers. As we know, employees have different levels of capabilities as well as commitment to the duties that are being assigned to them. Leaders always will tend to have a good and close relationship with employees who seems to be committed to their duties and to those that are delivering exactly what is expected of them without having to be forced or closely supervised as they undertake their duties (Higgs, 2003). Depending on the commitment of the employees to the organization, leaders can classify their followers into two categories that includes the in-group followers and the out-group followers (Graen Cashman, 1975). The in-group members are mainly those employees that are loyal, trustworthy, committed to their duties and those that are well skilled with high capability of handling the duties that are assigned to them (Fiedler, 1964). Leaders will always tend to be close to such employees. The manager trust much the members of this group (King, 1990). Managers always have high attention to this group of employees, they even offer opportunities for additional training, they always providing challenging but interesting duties to them, and the managers always create a lot of time with this group (Fiedler, 1964). Modern means of management are computerized to reduce manpower cost and also to increase efficient. Managers will like to have employees who are personal driven and those who need li ttle attention in order to carry out their duties. Managers will tend to avoid employees who are incompetent, low capacity to carry out their duties, those who are lazy, those who are very sensitive to work closing hours and those who cannot sacrifice their resources for the sake of the organization. The out-group members are mainly made up of the followers who betrays the trust of the manager to them or those that have already proved that they are lacking motivation or they are incompetent (Bass, 1990). The group work assigned to these employees is less challenging and high restricted as compared to that which is assigned to the in-group members (Lewin et al., 1939). They tend to have limited access to the managers and also the chances for advancement are also limited. This group also needs keen monitoring as they undertake their duties since they are not motivated enough to be self-driven. The presence management system does not favor this group of employees as they need keen monitoring as they undertake their duties. The outgroup members may start to dislike and distrust their employees as they may not be in peace with them due to their unpleasing behaviors of handling duties. The members of this group may be forced to change department or even organization because once the leaders know that you are incompetent in the way that you handle your duties, it may be hard for one to prove it wrong to the employer. Leaders need to classify the employees in this two groups before they start working with them so as to make the management activities easier. Role making process is process that is functionally dependent on both the employees and employers. Leaders and followers have to agree on how the leadership process would be done so as to make sure that a good and conducive management process exist between the employer and the employee (King, 1990). Any role making process can be used in the process of describing the development of both relationship norms as well as interlocked behavior between each of their members (Graen Cashman, 1975). The early stage interactions between the leaders and followers can determine the likely nature of the emergent leadership structure. Majority of the employees will be members of outgroup and the only selected members will belong to in-group. Some subordinate managers may even belong to the outgroup members according to the level in which they commit themselves to the managerial duties of the organization. Generally, outgroup members receive lower performance ratings and face many problems with their supervisors as compared to the members of the in-group (Graen Cashman, 1975). In-group members majorly have strong ties with their employers as compared to those that exist between the employers and outgroup. Ideas given by the members of in-group to the leaders are more valued than those given to the employers by the members of out-group as they are seen to be incompetent and of low knowledge and capability. Leaders will prefer in-group employees to out-group employees so as to reduce the increased managerial task that the outgroup members may demand from the managers. This theory explains well how the present world can be well placed with this leadership theory. Research supporting leader-member exchange theory In the process of describing this theory, two important assumptions are made. The first assumption is that some interlocked behaviors has to be shaped and this started early back in the history of this theory (Higgs, 2003). The second assumption was that some relationship between leader and follower has to be developed carefully over an extended period of time (Higgs, 2003). The two participants have to gain mutual trust between one another. The study that was carried out in the approval of this theory involved sixty managers who were undergoing complete reorganization (King, 1990). Almost 90 percent of the reporting relationships had at least one new member as almost 50 percent of the managers were in new positions and one third of the managers were in new organization (Lewin et al., 1939). The theory of leader-member exchange was studied for a period of more than one month. The results that were obtained from this formed a consistency network of reliable relationships (King, 1990). Routine is done by leaders by developing an in-group exchange with only selected few members and also out-group with the rest of the group members. The in-group members receive more unit involvement activities and also greater positional resources from the employers as compared to the one received by the out group members (Burns, 1978). It was then observed that leaders of managerial units responded with manners which in one way or another served to differentiate their unit during times when faced with the task of new working relationships with the majority of the members that they lead (Burns, 1978). Leaders attempted to form special interaction groups with some of the subordinate managers and this transcended the formal employment contract. How race, gender and power can influence the effectiveness of leader-member theory Race plays a major impact on the effectiveness of the leadership. In many cases especially a white man, white people are considered more special than the black people and thus this is a form of discrimination. Race leads to the creation of respect between the leaders and followers and this plays an important role in how the relationship between the leader and the followers is created (Higgs, 2003). The fact that people of different races may not know each other well will mean that respect between the two individuals will exist. This then leads to the achievement of the set goals since both the leader and the follower will play his or her role effectively with due respect. However, in cases where there is racial discrimination between the leader and employees, a good relationship is likely not to develop and thus the effectiveness of leader-member exchange theory may be reduced (Fiedler, 1964). Leader-member exchange theory relies much on the relationship of the leader and follower an d thus for the effectiveness of this theory, a good relationship between the leader and follower is very important. Leadership power is very important in the process of making this theory to be effective. In this theory, the leaders need to effectively use their powers well since the theory encourages a good relationship between the leader and follower, some of the followers, especially members of in-group may decide to use that close relationship with the leader for their personal gains (French Raven, 1959). This will make leadership effective and thus there is need for the leaders of keep their level of interaction with the employees with a gap so as to make sure that effective leadership is maintained. Too much good relationship between the leaders and the followers may lead to lack of respect between the two stakeholders and this may lower the effectiveness of this theory (Bass, 1985). Gender plays also an important role in making this theory effective. Men are good in employing this leadership theory. Gender plays an important part of leadership. There should be no sexual discrimination in the place of work as this will make the theory less effective. This theory, when properly employed can lead to the organization achieving all of its set goals in an easier way.   The relationship between the leader and the follower is much important and needs to be well maintained. Conclusion Leadership plays an important role in the pursuit of the organization to achieve its set objectives. A good relationship between the managers and the junior staff is very important as this will make the employees to be committed to their duties so as to achieve the success of the company. The process of involving employees in the decision making makes them feel to be valued and part of the organization which then makes them to commit themselves to the organization activities thus achieving the goals of the company. Leader-member exchange theory is a reliable leadership theory that can lead the company to achieving great in its management and also set goals.