My Own Progression through the Psychosexual Stages of...

Before I get started I just want to note that this paper made me realize how far I have developed from my childhood and even the beginning of high school. With that said I’m going to describe my own progression through the psychosexual stages of development. The first stage is the oral stage, which begins when you’re born to 18 months. This has to do with the infants’ pleasure centers on the mouth. Things such as chewing, sucking, and biting are the sources of pleasure that reduce tension in the infant. Since I wasn’t able to remember this part of my life I asked my parents how I was during this age. According to my parents I wasn’t difficult when it came to weaning from breastfeeding to a bottle. I believe the reason behind this is when†¦show more content†¦I remember that I was afraid of getting up at night when I was younger, so maybe that had something to do with it. It’s really embarrassing to say it, but I’m being honest. After that one incident I never was afraid to get up and go to the bathroom. I was so embarrassed that I never wanted it to happen again. The third stage is the phallic stage. This stage begins from age three to six. Freud’s third stage comes from the Latin word phallus, which means â€Å"penis.† This stage deals with overcoming the Oedipus complex by identifying with the same-sex parent. The Oedipus complex is the boy’s intense desire to replace his father and enjoy the affections of his mother. This stage took me some time to remember when I overcame the Oedipus complex. With some thought I finally got it. First off I will start out by saying this. When I was younger I remember being a mama’s boy for a little because my dad was trying to make me tough; not that he didn’t love me but he was stern like a father should be to his son. At a young age you don’t really understand this so you take it the wrong way. There was a time when I wanted to be tougher than my dad but I guess I was just trying to impress my mom. Once, I got older things changed and I wanted to be just like my father. When that change happened and I was interested in being like my dad that’s when I overcame the Oedipus complex . The next stage is the latency stage. The latency stage is the fourth stage of the psychosexual stages.Show MoreRelatedResearch Reaction Paper2561 Words   |  11 PagesResearch Reaction Psychosocial Development Based on Age of First Birth PS315 Theories of Personality Summary Topic area: Teenage pregnancy is one of the most common problems that are growing worldwide. This condition is most predominant in developed countries like the U.S. There are a number of factors responsible for teenage pregnancy. For example, higher rates of poverty, lower education levels, etc. This research reaction paper examines the psychological status; social relationships;Read MoreErik Erikson s Psychosocial Theory Essay1641 Words   |  7 Pagesthat we go through 8 developmental stages in life. Erikson states that these stages are necessary in the progression and development of human growth from infancy into adulthood. Each developmental stage presents a crisis that must be resolved during that stage for a healthy development. Erik Erikson’s psychosocial theory outlines that we develop in psychosocial stages instead of psychosexual ones. I agree with Erikson because one might not get through the entire crisis within the stages which causesRead MoreSigmund Freud Essay2676 Wor ds   |  11 PagesSeventeenth-Century Demonological Neurosis during 1922 and The Ego and the Id in 1923. In cooperation with Josef Breuer in 1895, and at the age of 39, Sigmund Freud publishes Studien à ¼ber Hysterie and for the first time he succeeds in analysing one of his own dreams. The Psychopathology of Everyday Life, which explored everyday errors in speech, which he believed, were of in 1896, Sigmund Freud applies the term psychoanalysis for the first time and he started with his self-analysis. In 1901 SigmundRead MoreEriksons Psychosocial Development Theory10839 Words   |  44 Pageserik eriksons psychosocial crisis life cycle model - the eight stages of human development Eriksons model of psychosocial development is a very significant, highly regarded and meaningful concept. Life is a serious of lessons and challenges which help us to grow. Eriksons wonderful theory helps to tell us why. The theory is helpful for child development, and adults too. For the lite version, heres a quick diagram and summary. Extra details follow the initial overview. For more informationRead MoreThe Basics Of Personality Theory2545 Words   |  11 Pagesmake up the basics of personality theory. The six major ideas that make up the basics of personality theory are, nature versus nurture, the unconscious, view of self, development, motivation, and maturation. These six ideas can also be categorized into two separate categories which include foundations of personality and progression of personality. Each one of these ideas can will be explained in detail as well as be connected with biblical principles in one way or another. The biblical connectionRead MoreEssay on Sigmund Freud1725 Words   |  7 Pagespsychoanalysis. He is known mostly for the theories of the unconscious mind and the mechanism of repression, Also for creating the clinical method of psychoanalysis for investigating the mind and treating psychopathology, mental illness and abnormal behavior, through dialogue between the patient with the illness and a psychoanalyst. Freud also sai d that the sexual drives were the primary motivation and force of human life. He interpreted dreams as sources of insight into unconscious desires. He was an early neurologicalRead MoreThe Role Of Leisure Development For A Person During All Stages Of The Human Lifespan3441 Words   |  14 PagesCritically discuss the role of leisure in human development using one stage in the human lifespan. Intro Leisure plays a vital and important part in the human development of a person during all stages of the human lifespan. The key concepts that help define and form an understanding of leisure include: Experiences, self-expression, personality, commitment, need, identity, and constraint and motivation choices. These factors express that leisure helps an individual to develop their identity andRead MoreLife Span Development Reflective Paper5968 Words   |  24 PagesLife Span Development Reflective Paper Introduction Brenda Watson Leadership Coaching September 19, 2010 This has been a very fascinating journey from prenatal, birth to old age. The goal of this paper is to show how my knowledge and understanding of life span development has increased, as well as demonstrate how this knowledge and understanding will apply to and can be used within my area of specialization, Leadership Coaching. As a Social Worker, I have had the opportunity to work withRead MoreDefinition of Adolescent Development14194 Words   |  57 PagesDefinition of Adolescent development: The development of children ages 12 through 19 years old is expected to include predictable physical and mental milestones. Introduction Derived from the Latin verb adolescere (to grow into maturity), adolescence is the period of transition from childhood to adulthood. Adolescent is a distinct and dynamic phase of development in the life of an individual. It is a period of transition from childhood to adulthood and is characterized by spurts of physical, mentalRead MoreDefinition of Adolescent Development14200 Words   |  57 PagesDefinition of Adolescent development: The development of children ages 12 through 19 years old is expected to include predictable physical and mental milestones. Introduction Derived from the Latin verb adolescere (to grow into maturity), adolescence is the period of transition from childhood to adulthood. Adolescent is a distinct and dynamic phase of development in the life of an individual. It is a period of transition from childhood to adulthood and is characterized by spurts of physical

Leisure Activities - 1499 Words

Research Report Leisure activities Abstract Leisure activities play a significant role in daily life of overseas students who have heavy burden of study. The purpose of this study was dissect the attitude of international students for leisure activities and examined the reason why they changed their leisure activities after coming to Australia. A questionnaire was designed collectively and distributed to fifty students from the UWS College. The findings indicated that majority of international students chose to do indoor activities instead of outdoor activities after coming to Australia. In addition, students spent less time doing leisure activities in Australia compared to their home country. Future studies should include a wide sample†¦show more content†¦Results 50 international students took part in this survey about leisure activities, which included 20 males and 30 females. The majority of respondents came from Asian countries (98%). The age of the sample was mainly between 21 to 25 years by 60%. Fig1: Types of leisure-time activities [pic]Figure 1 compares the types of leisure activities in Australia and in home country. Overall, 22% students did some sport in leisure time and 32% students had some entertainment activities in Australia. It was similar to students who live in home country. On the other hand, there is an eightfold decrease in the number of students who chose to meet with friends between home country and Australia. 42% students chose to stay at home in Australia while only 6% students elected that in home country. Fig2: The factors which make students to change their leisure activities Figure 2 illustrates that the reason of students changed their leisure activities. More than 75% international students changed their leisure activities caused â€Å"Time† (27%) â€Å"Money† (23%) and â€Å"Study† (25%). In contrast, â€Å"Do not have friends to do leisure activities with† was represented by 3% for students. Fig3: The purpose of leisure activities [pic]Figure 3 highlights the percentage of purpose which students do leisure activitiesShow MoreRelatedThe Impact Of Leisure Activities On Leisure Pursuits1709 Words   |  7 PagesINTRODUCTION Leisure is an important aspect of individuals’ daily lives that enhances life satisfaction, enriches mental and physical development, and improves relationships with family, friends, or significant others (Brightbill, 1961). In addition, Robert Stebbins (1992) created the concept of serious leisure to help explain how people dedicate their time and efforts towards their leisure and to explain the characteristics that reflect these participants’ seriousness in their leisure pursuits. ARead MoreBenefits Of Recreational Leisure Activities1191 Words   |  5 Pagesdo an activity, which benefits one’s body, soul and mind (Harnik, 2016). 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Employee Turnover in Egypt free essay sample

The measures for analysis are the factors affecting this phenomenon (company image, the pay satisfaction, nature of work, nature of peer group, peer self-comparison, internal career/growth opportunity, outside career opportunity, the degree of match between what was expected and what was achieved in the present job) and its impact on the performance of organizations. It was found that Labor Turnover affects negatively the performance of organizations and the most important factors affecting turnover are; internal career/growth opportunity, the pay satisfaction, outside career opportunity and the degree of match between what was expected and what was achieved in the present job. Introduction Labor turnover is a term that is widely used by many human resource practitioners. The term â€Å"turnover† is defined by Price (1977) as: â€Å"The ratio of the employees of organization who left in a particular period of time with the average number of employees in that organization during the same period of time†. According to Currivan (1999), â€Å"Turnover is a behavior which describes the process of leaving or replacing employees in an organization†. to the comment given by Becker (1999) that the most common cause of employees leaving their jobs is inability of the employees to match their skills against the skills demanded by the job. According to Kevin et al (2004), although there is no standard framework for understanding employee’s turnover Processes as whole, a wide range of factors have been found useful in interpreting employee turnover. Turnover has considerable impact on an organization performance as it should be properly addressed and measured. In a survey conducted by Chartered Institute of Personnel and Development (CIPD) in 2005, different responses towards turnover were revealed as follows: 52 % of the respondents felt that labor turnover had a minor negative effect on organizational performance. 21 % stated that there was no effect. 17 % stated that a serious negative effect. And 9 % that there was a positive effect. Past researches concluded that employee turnover has very negative effect on the operating performance of an organization with the help of theoretical and empirical analysis and this is due to interruption of daily organizational routines (Dalton and Todor 1979, Bluedorn 1982). On the other hand, many other researchers found that organization gets benefit due to fresh blood and innovative thinking and also increases the motivational level of employees that bring to a new job (Abelson and Baysinger 1984, Mowday et al. 1982). Fahad Abdali. (2011), Most turnover research has been carried out in the United States and is predominantly quantitative theory testing using cross-sectional designs. It is dominated by studies in the psychological tradition that place turnover as a dependent variable and explore its antecedents in private sector contexts. There is much less work on turnover as an independent variable and hence its relationship to organizational performance and there is relatively little research on turnover in the Gulf region where there are big social, cultural and labour market differences in relation to the West. STEPHEN SWAILES SALEH AL FAHDI. (2010)) The reason that why, this research topic was selected because in our environment most of the workers are not satisfied with their jobs and most of them are quiet their jobs when they find relatively better job than that one. The reason is not that they are not competent but there are few factors the effect the commitment and satisfaction of the employee towards their j ob, some are employee workload, work stress, salary, job satisfaction, and work to family conflict. Muhammad Naeem Tariq. (2013) Problem identification The reason that why, this research topic was selected because in our country many of workers are not satisfied with their current job and there was observed high rate for Labor Turnover especially in private sector where this study takes place. Research objectives †¢ Identifying the relation between labor turnover and organization performance in the Egyptian private sector. †¢ Finding solutions for labor turnover problem. Literature review Muhammad Naeem Tariq. (2013), suggested that job satisfaction and affective commitment as the basic variables with turnover intentions. He further argues that no support was found in the results for continuance dedication as a variable with turnover intentions. The results also concluded that significant positive correlations were found for the distal variables workload, work stress, employee salary, job satisfaction, and work to family conflict. Also suggested that the first, quitting is a salient, major life event, and people remember the details surrounding such events relatively easily. Second, quitting tends to be associated with affective arousal, be it negative or positive; such events are more easily remembered than those with little accompanying affective arousal. Moreover, people often remember such events better after a long rather than a short period of time. Also, time since quitting was unrelated to decision type; lessening the chance that memory decay had an effect on the findings. They further analyze that it is fair to say that lecturers will put in their best when the work environment is conducive; when there are good welfare packages like good houses, adequate health and medical insurance, training and development opportunities and other relevant fringe benefits. In the absence of these, it can only be expected that frustration and eventually quits will result. Given their role in society, there is a strong case to pay special attention to university academics while not constituting them into a special class. However, it is important to further explore opportunities to provide more incentives to enable lecturers maximize their role in the development process. In doing this, we have also shown that economic incentives on their own do not provide sufficient motivation for university teachers. Another possibility is that the relationships discovered could be partially due to employee schemata or implicit theories of turnover. However, if such schemata reflect reality or are widely held by employees, they may not threaten the validity of our findings. Also defines that the top management change or employee turnover is to be any change in the set of individuals holding the title of chief executive officer (CEO), president or chairman of the board. His major hypothesis is that the probability of a top management change is inversely related to performance of an organization. Using a random sample of listed firms, He tested the hypothesis with a prediction procedure to exploit information on firms that do not experience a management change. At last he found that change in top management inversely related to the efficiency of the organization. And reported that the rate at which staff change jobs has posed a serious problem for employers in the private and public sectors. Since, staff employee turnover generally breaks the stability, consistency and continuity of work, makes long-term planning more difficult, it leads to shortages of staff which in turn can raise the workloads of other employees, and raises the costs of recruiting and training staff. They further analyze that it is fair to say that lecturers will put in their best when the work environment is conducive; when there are good welfare packages like good houses, adequate health and medical insurance, training and development opportunities and other relevant fringe benefits. In the absence of these, it can only be expected that frustration and eventually quits will result. Given their role in society, there is a strong case to pay special attention to university academics while not constituting them into a special class. However, it is important to further explore opportunities to provide more incentives to enable lecturers maximize their role in the development process. In doing this, we have also shown that economic incentives on their own do not provide sufficient motivation for university teachers. Boondarig Ronra (2008), defines job satisfaction as â€Å"a collection of feelings that an individual holds towards his or her job. † In summary, job satisfaction is a collection of positive feelings or an emotional state that a person perceives based on a variety of aspects of the work itself or work environment. Job satisfaction is correlated to life satisfaction which means that people who satisfied with life will tend to be satisfied with the job and people who are satisfied with their job will tend to be satisfied with their life. Ellen S. Kehoe. (2009) , People are important component of any organization. Successful organizations strive to maintain a low level of employee turnover because of its associated organizational impacts and costs. Thomas Korankye. (2012), that it cost twice the employer to get a new employee than to retain an existing employee. Most of these costs can be attributed to mistakes, errors and poor service the newly recruited employee will provide to customers whilst learning on the job. Ellen S. Kehoe. (2009) ,All organizations need to focus on attracting potential employees who will become productive members of the organization. Thomas Korankye. (2012), employees are seen as major contributors to organizations competitive advantage and as such for the competitive advantage to be maintained, labour turnover should be discouraged by management. Whilst their literature points to the fact that labour turnover can have a negative impact on organization’s performance, it is not everyone who will abide by that idea and as such part of the literature will examine what causes employee turnover and the impact it has on organizations. The banking industry in any economy is considered as crucial and as such poor performance of the industry can have a diverse effect on the economy as a whole. Organization with strong communication systems enjoyed lower turnover of staff. This is based on the idea that employees feel comfortable to stay longer in positions where they are involved in some level of the decision-making process. That is employees should fully understand about issues that affect their working atmosphere. Apart from non-involvement in decision making. Boondarig Ronra (2008), the way of measuring employee turnover is to measure the number of leavers in a particular period as a percentage of the number of total employees during the same period. The organization will usually calculate employee turnover rate on a quarterly or annual basis. Turnover rate is sometimes called the separation rate, and it is revealed as below: (Number of leavers\ Average no. working) x 100 = Separation rate This formula will present a percentage rate of employee turnover for the organization, and can also be used for a comparative relation over the time. This method too can be used as the indicator to compare particular organization to the industry’s average turnover rate. This is known as benchmarking. Fahad Abdali. (2011),Employee turnover may be classified into five categories a) Functional Vs Dysfunctional Turnover: Functional turnover can be defined as â€Å"A turnover in which poor performers leave† while Dysfunctional turnover can be defined as â€Å"A turnover in which good performers leave† b) Avoidable Vs. Unavoidable Turnover: A turnover that happens in avoidable circumstances is called ‘Avoidable Turnover’, where as â€Å"A turnover that happens in unavoidable circumstances is called ‘Unavoidable Turnover’ c) Voluntary v/s Involuntary Turnover: Voluntary turnover can be defined as â€Å"The turnover in which employee has own choice to quit or instances of turnover initiated at the choice of employees† where involuntary turnover can be defined as â€Å"The turnover in which employees have no choice in their termination e. g. sickness, death, moving abroad or employer’s initiated termination†. d) Internal Vs External Turnover: Turnover can be classified as ‘internal turnover’ or ‘external turnover’. Internal turnover happens when employees send-off their current position and getting a new position within the same organization. It is related with the internal recruitment where organizations filling the vacant position by their employee or recruiting within the organization. e) Skilled Vs Unskilled Turnover Untrained, uneducated and unskilled positions often face high turnover rate. Without the organization or business incurring any loss of performance, employees can generally be replaced. On the other hand skilled and educated positions may create a risk to the organization while leaving. Therefore turnover for skilled and educated professionals incur replacement costs as well as competitive disadvantage of the business. Research Hypotheses Main Hypothesis: H0: The labor turnover positively affects the performance of the organization. H1: The labor turnover negatively affects the performance of the organization. Other hypotheses: H1: pay satisfaction influence labor turnover intentions negatively. H2: internal career/growth opportunity provided by organization influence labor turnover negatively. H3: outside career opportunity influence labor turnover intentions negatively. H4: The degree of match between what was expected and what was achieved in the present job positively influence labor turnover intentions.

Nazism And World War II Essays (2352 words) - Adolf Hitler

Nazism and World War II The National Socialist German Workers' Party almost died one morning in 1919. It numbered only a few dozen grumblers' it had no organization and no political ideas. But many among the middle class admired the Nazis' muscular opposition to the Social Democrats. And the Nazis themes of patriotism and militarism drew highly emotional responses from people who could not forget Germany's prewar imperial grandeur. In the national elections of September 1930, the Nazis garnered nearly 6.5 million votes and became second only to the Social Democrats as the most popular party in Germany. In Northeim, where in 1928 Nazi candidates had received 123 votes, they now polled 1,742, a respectable 28 percent of the total. The nationwide success drew even faster... in just three years, party membership would rise from about 100,000 to almost a million, and the number of local branches would increase tenfold. The new members included working-class people, farmers, and middle-class professionals. They were both better educated and younger then the Old Fighters, who had been the backbone of the party during its first decade. The Nazis now presented themselves as the party of the young, the strong, and the pure, in opposition to an establishment populated by the elderly, the weak, and the dissolute. Hitler was born in a small town in Austria in 1889. As a young boy, he showed little ambition. After dropping out of high school, he moved to Vienna to study art, but he was denied the chance to join Vienna academy of fine arts. When WWI broke out, Hitler joined Kaiser Wilhelmer's army as a Corporal. He was not a person of great importance. He was a creature of a Germany created by WWI, and his behavior was shaped by that war and its consequences. He had emerged from Austria with many prejudices, including a powerful prejudice against Jews. Again, he was a product of his times... for many Austrians and Germans were prejudiced against the Jews. In Hitler's case the prejudice had become maniacal it was a dominant force in his private and political personalities. Anti-Semitism was not a policy for Adolf Hitler--it was religion. And in the Germany of the 1920s, stunned by defeat, and the ravages of the Versailles treaty, it was not hard for a leader to convince millions that one element of the nation's society was responsible for most of the evils heaped upon it. The fact is that Hitler's anti-Semitism was self-inflicted obstacle to his political success. The Jews, like other Germans, were shocked by the discovery that the war had not been fought to a standstill, as they were led to believe in November 1918, but that Germany had , in fact, been defeated and was to be treated as a vanquished country. Had Hitler not embarked on his policy of disestablishing the Jews as Germans, and later of exterminating them in Europe, he could have counted on their loyalty. There is no reason to believe anything else. On the evening of November 8, 1923, Wyuke Vavaruab State Cinnussuiber Gustav Rutter von Kahr was making a political speech in Munich's sprawling B?rgerbr?ukeller, some 600 Nazis and right-wing sympathizers surrounded the beer hall. Hitler burst into the building and leaped onto a table, brandishing a revolver and firing a shot into the ceiling. ?The National Revolution,? he cried, ?has begun!? At that point, informed that fighting had broken out in another part of the city, Hitler rushed to that scene. His prisoners were allowed to leave, and they talked about organizing defenses against the Nazi coup. Hitler was of course furious. And he was far from finished. At about 11 o'clock on the morning of November 9--the anniversary of the founding of the German Republic in 1919--3,000 Hitler partisans again gathered outside the B?rgerbr?ukeller. To this day, no one knows who fired the first shot. But a shot rang out, and it was followed by fusillades from both sides. Hermann G?ring fell wounded in the thigh and both legs. Hitler flattened himself against the pavement; he was unhurt. General Ludenorff continued to march stolidly toward the police line, which parted to let him pass through (he was later arrested, tried and acquitted). Behind