Smart Phones Use Versus Face With Face Interaction

Smart Phone use versus Face-to-Face Interaction Justin Trapani Adelphi University Abstract: My proposed research study seeks to examine the rationale of smartphone usage in social contexts. Smartphone usage is a very prevalent occurrence in our present day. We live in a society that is overly consumed by technology and inevitably we have become dependent on it. This led us to wonder whether the use of smart-phones is a pathogenic method of conforming to social norms or simply an adventitious occurrence. If an individual pulls out their smart-phone in the presence of another person, typically, the other individual will pull out their smart-phone, (whether to check emails, check texts, play games, etc.) however, is this because they lack the interpersonal communication skills to keep the flow of conversation? Our study focuses on uncovering the following factor: do individuals use their smartphones as an escape from face-to-face interaction? The purpose of this research study would be to determine if smart-phones have an impact on face-to-face communication/interaction. Addit ionally, I am interested to see if having a small number of people in the room (5), or a room with a large number of people in the room (15) plays a role in smart-phone usage versus face-to-face interactions. Introduction: There may have been a time when owning a smartphone was uncommon. In contemporary society, it is uncommon to not own one. Although smartphones have allowedShow MoreRelatedGender Differences And Communication Technology877 Words   |  4 PagesGender Differences and Communication Technology Use Among Emerging Adults in the Initiation of Dating Relationships. Marriage Family Review 50.3 (2014): 269-84. Print. The authors study shows how technology has impacted the way young adults engage each other at the start of a relationship. They analyzed how dating has changed from previous generations with the emergence of communication technologies. Their findings show that males and females prefer to use different technologies when starting to developRead MoreThe Article Etiquette : Reintroducing Real- Life And A Smartphone Obsessed Society `` By Ian Brown1116 Words   |  5 Pagesthe Globe and Mail has developed a number of valid arguments on how technology negatively influences society. In particular, he focuses how smart phones have negatively affected individuals’ day-to-day lives. He develops his thoughtful and well-structured arguments through the usage cause and effect, compare and contrast and lastly, examples. Ian Brown uses cause and effect in his article; this helped prove his point. 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Essay on Increasing Salaries in Sports Throughtout the Ages

One must question if the increasing salaries in sports may have caused players to forget the reasons they began playing in the first place. What happened to the days of playing the game because it was your childhood dream to play at Wrigley Field or Yankee Stadium? The times have changed and so has the entire sports industry. The game has changed from being played on the court or field to being played behind closed office doors or out on the golf course, but are the players all to blame? From the view point of the fan, the actions and wages of professional athletes, teams, and their owners can be disgruntling to say the least. It is hard for a sports fan to comprehend why the rewards for players are so great even if the achievement is low†¦show more content†¦Sadly, it seems that these outlandish acts garner more attention than the athletic ability of the person, the excitement of living through the day to day focus and scrutiny being more interesting than the game itself. The amount of money sports team throw at their players make the younger generation believe part of the game is all about money. I have seen strikes and lockouts in just about every major sport, most notably Major League Baseball (MLB), the National Football League (NFL), and the National Basketball Association (NBA). They all argue over the same basic thing: money. Look back to the days of Michael Jordan, Lou Gehrig, and Walter Payton. These players played the game because of their true love for the game. They did not jump from team to team every year in order to receive higher pay. With coaches and players consistently asking for higher pay and more perks, it makes one question their motive. Is the love of the sport no longer enough? Are they not already making more money than they are worth? This leads to wondering of how you measure a player’s value in cents and dollars. Yes, athletes are paid for their ability to perform but they must also take into account when accepting the high paid positions that they bear a responsibility to their fans to be an upstanding citizen and live/conduct themselves accordingly. The higher paid athletes are able to buy and live an incredibly lavish lifestyle. This makes all things accessible to them which can be a

Work with Diverse People for Frontiers - myassignmenthelp.com

Question: Discuss about theWork with Diverse People for Frontiers in Psychology. Answer: In the first scenario Danielle is the practice manager of a large dental practice in the city. As she is the only female staff in the management level the CEO often calls her as the office mum. The CEO also expects her to get coffee for the monthly meetings and organize birthdays in office. I am certain the CEO would not have given such names to male employees and therefore these are clear signs of sexism and that Danielle is not being overly sensitive. Now there are a lot of ways to deal with workplace harassment. However, she has to keep in mind the fact that she cannot be overtly rude to the CEO or his other colleagues. Firstly, she has to learn to say no. It is inappropriate that only she is asked to make coffee arrangements in monthly meetings every time, but if she tells them she cannot do it any more by citing a few reasons like she has personal engagements, the office staff cannot force her to do it. This is often termed as the bad barista move [1]. Secondly, what she can do is to pretend she has not quite got the joke and ask the CEO to repeat. Repeating something sexist like calling a woman office mum usually makes the person realize that he has been committing a mistake and he might not repeat it again. Lastly, she can turn the tables on the CEO by asking with a sense of humour if he would refer to a male colleague as an office dad[2]. She might just even pop the question what the CEO would have done if she was a guy. These questions will be non threatening but Danielles point that she is being treated unfairly will stand. Scenario 2 In the second scenario an employee constantly jokes on men being bipolar, going postal or going off their meds, I as the team leader know that another employee who is sitting within earshot of these comments is on medication for depression. Heres how I can help the latter: Firstly, the person cracking the joke can be interrupted early. Something like, Hey! Lets not talk about this, can work wonders. The person cracking the joke might get the tone and change the topic. This is the most common way to stop a person from making bigotry comments[3]. If that does not stop him from doing it, maybe I would have to take the option of going up the management ladder and complaining. I might find a few people who think alike in upper management and ask them to help maintain the calm in office environment. Usually when these matters reach the upper management levels they are looked into with seriousness[4]. Another way can be to band together with likeminded colleagues and team members and ask the person to change his or her tone or behaviour. Generally, if this can be done without humiliating the person, then it will work out just fine. Scenario 3 In Scenario three I find myself in a lunchroom of an office where a colleague makes derogatory statements about Aboriginal and Torres Strait Islander people. Hearing the same another colleague who belongs to the community becomes upset and leaves the room. This usually can create a huge impact in work[5]. People not working together and having differences at work place can spell doom for productivity. The colleague who left the room is clearly upset with the comments and is very unlikely to work with 100 per cent efficiency for a day or two[6]. Customers to who are of the same origin might get affected by the comments which can reduce sales. However, the comments might not have broken any laws as the person was expressing his opinion, but then again there are certain restrictions in expressing ones views. The issues affecting the situation here are racism and biasness. The non-indigenous people should know how the Aborigines have struggled to make it this far in life. Almost half of the people of the community are still without jobs, whereas in comparison only 24.4 percent of non-indigenous people were unemployed. They are the underprivileged sections of the society who need our support. The support can be shown by going to the colleague and speaking about the issue. I can try and motivate him by saying he is as big a part in the office as the others. I can ask the one who made the statement to go and apologize to him. This will give him confidence and he can give in his full efforts again. Bibliography: "At Work." Teaching Tolerance. N.p., 2017. Web. 18 Aug. 2017. Cunningham, Joan, and Yin C. Paradies. "Patterns and correlates of self-reported racial discrimination among Australian Aboriginal and Torres Strait Islander adults, 200809: analysis of national survey data."International journal for equity in health12.1 (2013): 47. Prochzkov, Elika. Aboriginals under the White Supremacy. Diss. Masarykova univerzita, Filozofick fakulta, 2016. Rutherford-Morrison, Lara. "8 Ways You Can Shut Down Sexism In The Workplace." Bustle.com. N.p., 2017. Web. 18 Aug. 2017. Stamarski, Cailin S., and Leanne S. Son Hing. "Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers sexism."Frontiers in psychology6 (2015). Trenerry, Brigid, and Yin Paradies. "Organizational assessment: an overlooked approach to managing diversity and addressing racism in the workplace."Journal of Diversity Management (Online)7.1 (2012): 11.

Reflective learning free essay sample

Title: Using your reflective learning journal provide a critical analysis of 2,500 words, which summarises the following aspects of your on-going personal and professional development. a. Teaching role and contexts within the Lifelong learning sector. b. Own teaching role and context within the Lifelong learning sector. c. Impact of own beliefs, assumptions and behaviours on learners and others. d. Impact of own professional, personal and interpersonal skills, including literacy, numeracy and ICT skills on learners and others. Continuing professional development combined subject specialism, teaching and learning and policy and local context. Continuing personal development combined functional skills (communication skills, numeracy skills, IT skills and interpersonal skills) A professional development cycle supports for continuing professional development (CPD). The professional development cycle have 6 stages. Stage1. Reflect on my role, subject specialism and priorities. Stage2. Analyse my professional goals and needs using my reflections, reviews and appraisals. Stage3. Using this analysis to create a professional development plan for the coming year. We will write a custom essay sample on Reflective learning or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Stage4. Carry out my planned activities and log outcome and reflections on progress. Stage5. Create a professional development record from the evidence in my log. Stage6. Reflect on the impact of what you have achieved in my professional development record. A critical analysis of teaching role and context with the lifelong learning sector from my reflective learning journal Research undertaken by Lifelong Learning UK indicates that all teachers undertake the same activities in relation to the teaching cycle: * Initial assessment Finding out the needs of the organization and the learners and preparing a scheme of work. From the initial assessment, Learners’ expectation some time does not match the organization educational plan.