Factors That Affect The Treatment Of Tina Depression

The purpose of this paper is to examine important misconceptions of psychopathology which could impact the treatment of Tina depression. Discuss her symptoms of depression, intake interview, and why the counselor’s own perception of psychopathology is extremely important in the diagnostic process (GCU, 2015). Make sure her family member knows about medications, treatments, referrals, and any other special instructions (Wolters, 1999). MISCONCEPTIONS OF PSYCHOPATHOLOGY We had a subject named Tina a 17-year-old Navajo female that is brought into a therapist’s office for signs of depression; her family has included that she is more quiet than normal she is frequently observed crying and chatting to herself. GCU (2015),†¦show more content†¦ANALYZING ONE’S OWN BELIEFS 2 Negative symptoms may cause Tina to neglect herself physically it is likely that the inactivity that marks this symptom cluster contributes to the poor physical health and decreased her life expectancy. Evidence for optimal treatments is scarce. The significant developments in pharmacological and psychosocial treatments for positive symptoms achieved in the past decade have not yet been matched by progress in negative symptom treatment (Buchanan 2007), there are indications that researchers are focusing him or her attention on treatments for the negative symptom cluster (Hilary, el al, 2013). DEPRESSIVE DISORDERS The clinical picture for depression can be complicated because of the subjectivity that is possible in reporting depressive symptoms. Reported symptoms are clear and depressed mood is the only sign note, the diagnosis of a depressive disorder seems most appropriate (Dziegielewski, 2014). Careful attention should be given to properly assess any recurrent thoughts of suicide. One rule to remember is that Tina is more likely to harm herself not in the throes of a depressive episode but rather when the feelings of depressive episode begin to lift. The return to energy gives the client the initiative to act on thoughts and feelings expressed. There is suicidal ideation, watching for the return to energy be

The Role of Fate in Romeo and Juliet - 2091 Words

Most of Shakespeares plays are conceived around a foundation in either tragedy or comedy, this polarity of themes allowing him to experiment with the full range of human emotions. Typically, an integral part of a Shakespearean tragedy is love, which is frustrated by a breakdown in order, or the character of the hero, due to some human limitation. The play Romeo and Juliet has all these typical characteristics. However, the resultant conclusion of events for the characters in this tragedy is adversely affected by the hands of fate, and not solely the product of human limitations. Fate in fact has a decisive role in the events of the play; it is a series of rapid coincidental events, which lead to the final tragedy. Romeo and Juliet are†¦show more content†¦Participants in the action, some of them in parts that are minor and seem insignificant, contribute one by one the indispensable stitches which make the pattern, and contribute them not knowing; that is to say, they act when they do not know the truth of the situation in which they act, this truth being known, however, to us who are spectators. (The Brevity of Friar Laurence, 850) The idea that Fortune dictates the course of mankind dates back to ancient times. Those writers of the medieval world incorporated the goddess Fortune into Christianity and made her Gods servant, responsible for adding challenges to our lives so that we would see the importance of giving up our tumultuous earthly lives to God. The most influential treatise on the theme of Fate was The Consolation of Philosophy, written by the scholar Boethius (A.D. 475-525). Written while he awaited execution, it is a dialogue between himself and his guide Philosophy, who e xplores with him the true nature of happiness and fate, and leads him to hope and enlightenment. Here is an excerpt from Book IV: |To human acts alone denied | |Thy fit control as Lord of all. | |Why else doesShow MoreRelatedThe Role of Fate in Romeo and Juliet2082 Words   |  9 PagesThe play Romeo and Juliet has all these typical characteristics. However, the resultant conclusion of events for the characters in this tragedy is adversely affected by the hands of fate, and not solely the product of human limitations. Fate in fact has a decisive role in the events of the play; it is a series of rapid coincidental events, which lead to the final tragedy. Romeo and Juliet are described during the prologue as a pair of star-crossed loversà ¢Ã¢â€š ¬Ã‚  The play Romeo and Juliet was oneRead MoreThe Role of Fate in Romeo and Juliet Essay507 Words   |  3 PagesIn the book Romeo Juliet by William Shakespeare, fate plays a large role in moving the plot along. It does this by bringing people together. Fate also plays a role in a couple people’s deaths, including the main characters, Romeo and Juliet. The bringing of people together by fate played a huge role in moving along Romeo and Juliet’s plot. A great example of this is how Romeo’s â€Å"true love† Rosaline has vowed to remain chaste her whole life. This makes Romeo more open to dating someone else.Read MoreRole of Fate in Romeo and Juliet by William Shakespeare623 Words   |  2 PagesRole of Fate in Romeo and Juliet â€Å"Who would think that fate and destiny would play a big role in Shakespeares Romeo and Juliet? Fate is the belief that an individuals life is being decided for them and there is nothing they can do to change it. Based on Dictionary.com definition, fate is something that unavoidably befalls a person. However, in this play, Romeo and Juliet, fate is a reality. It seems like a constant happening and is always creating trouble especially between the Capulets andRead MoreEssay about Fates Role in Shakespeares Romeo and Juliet604 Words   |  3 Pages Fate’s Role in â€Å"Romeo and Juliet† In William Shakespeare’s play, â€Å"The Tragedy of Romeo and Juliet†, fate plays one of the largest roles in the plot. In order to understand how fate plays a role it is important to examine how the story begins, when Romeo meets Juliet, and when Romeo fights Tybalt after Tybalt kills Mercutio. nbsp;nbsp;nbsp;nbsp;nbsp;One reason why fate plays a big role is that the play begins by hinting that Romeo and Juliet will be affected by fate. The chorus begins the playRead More The Role of Fate in William Shakespeares The Tragedy of Romeo and Juliet2378 Words   |  10 PagesThe Role of Fate in William Shakespeares Romeo and Juliet Romeo and Juliet, the first romantic tragedy was based on a poem translated from the French Novella (1595). Romeo Montague, who is in love with Rosaline, goes to a party in an attempt to take his mind off her. At this party he meets Juliet Capulet and immediately falls in love with her. Later he finds out that she is a Capulet, the rival family of the Montagues. He decides that he loves her in spite ofRead MoreSome May Argue That It Is Not In The Stars To Hold Our1182 Words   |  5 Pagesconnection with fate and destiny. furthermore, The plot of Romeo and Juliet and midsummer night dream was both leads by the idea of fate. Because The characters in both plays display signs of destiny being a factor in how things turned out either bad or good at the end of each play.The belief of fate destiny played a big role in both plays because the era the plays were written in belief fortune was common, the genre of drama it meant to determine the fate of the ending, and fate help guides Romeo JulietRead MoreThe Role of Fate in Shakespeares Romeo and Juiliet807 Words   |  3 PagesFate. Who would have guessed that this four letter, one-syllable word would play such a big role in Shakespeares Romeo and Juliet? Many people believed that it was free choices that led to the tragic ending of Shakespeares Romeo and Juliet, but it was really fate. When looking up fate using dictionary.com, it says that fate’s something that unavoidably befalls a person; fortune, but in Romeo and Juliet, fate is reality. Perhaps the biggest and most overlooked example of fate was in the PrologueRead MoreAre Humans Consciously Making All Of Their Own Decisions,1312 Words   |  6 Pageshumans consciously making all of their own decisions, or is there a deciding factor? In the play Romeo and Juliet, written by William Shakespeare, there are two feuding families, the Montagues, and the Capulets. The children of the two families fall in love and the play is the based on their story. Tragic events happen throughout the play based on the previous actions. In the play Romeo and Juliet, fate is the cause of all the tragic events as seen through the attitude of the characters, the fightRead MoreRomeo and Juliet Fate Essay1103 Words   |  5 Pages‘Shakespeare intends the audience to see that the tragedy of Romeo and Juliet was destined to happenâ €™ In the play, Romeo and Juliet written by William Shakespeare, is about two â€Å"star crossed† lovers who are destined to end in a tragic accident. Fate is the path that leads to the future and cannot be altered no matter the outcome. Set in Shakespearean time, fate was believed to be in control of people’s lives. The fact that Romeo and Juliet would never live a peaceful life, none of the tragedies wouldRead MoreThe Demise Of Romeo And Juliet993 Words   |  4 PagesThe demise of Romeo and Juliet began when fate brought the two love struck children together. At the beginning of the play, William Shakespeare writes a line showing the readers and audiences how Romeo and Juliet’s demise was by fate. In the prologue, while giving a background about the play he states, â€Å"From forth the fatal loins of these two foes/ A pair of star-crossed lovers take their life† (Shakespeare Prologue.5-6). Shakespeare is saying that Romeo and Juliet are born in two separa te families

Relationship Between Leadership and Achievement Career

Question: Discuss about the Relationship Between Leadership and Achievement Career. Answer: Introduction There is no doubt that the workers of today have to continuously try to manage change that exists both in the environment and also in them. Workers have to do this due to the recent rapid quick changes that are now being witnessed in technology, organizations and also the society as a whole(Bateman Crant, 1993). According to many experts, these rapid changes that are being felt almost everywhere in the world like the personality traits especially those that are thought to reflect some willingness that make individuals to change is actually what is driving both the competitive advantage for different organizations and also the success of people in different workplaces(Beaman, Duflo, Pande, Topalova, 2012). It is widely believed that personality is what actually influences the work life success of many people today. Various reasons have been given to argue out such thinking. Particularly two reasons have been given to justify the statement which is; Careers are thought to be the outcome of developmental propensities that amass overtime. The working life is usually full of fragile circumstances where personality usually comes in handy especially for playing an overriding role in comportment selection. Many contemporary career ideas are normally individual instead of institution or organization driven. Because of this reason, it makes the individual qualities to be linked to the self-direction factors in the success of any person in his or her career. It is important to note that up to now, there has not been publication or literature review concerning the personality traits of people(Brown Donnell, 2011). Most of the literature review on the personality traits does not actually fit a profile that can make an individual to succeed in the ever changing society of the proactive personality. There has been an evolution regarding of how the careers of women are measured today around the world. The women have now started selecting careers that were traditionally thought to be a reserve for men like engineering and management. Many countries around the world have been increasingly joining the labor force(Brown, Peus, Weisweiler, Frey, 2013). The women have now stepped into different leadership roles proving to many that they can also succeed where men have been. Initially, most careers that women chose were dichotomously studied by various scholars around the world. They were studied as either having a career or homemaking orientation. The trend has now changed on how the women choose their career. The career choices of women are now studied by examining them in terms of family orientation versus degree of career, nontraditional versus traditional, nonprestigious versus prestigious and also in terms of occupational selection(Creed, Buys, Tilbury, Crawford, 2013). Career a spirations can be defined as a persons career related choices or goals. Aspirations are very important when it comes to the process of career selection. Our aspirations play a major role in determining the training and educational decisions that we make in life. Aspirations are very strongly linked to the future achievements and occupational selection of an individual(Fuller Marler, 2009). Most of the time the career goals that we put in place are the ones that drive our striving behavior and the processes of our motivation. Our career goals help us to achieve many things in our life. There are multiple levels that are usually considered in our career aspirations. Career goals help people to reflect on a particular work area for instance; an individual may have an aspiration to work in the healthcare sector or to be even more specific an individual may desire to work specifically as a medical practitioner. Career aspirations can also be considered along other dimensional multiples like; traditionality, lifestyle, the level of prestige, and finally the needed training(Brown, Peus, Weisweiler, Frey, 2013). Career aspirations can also be taken as leadership aspirations due to their ability to reflect on the level of responsibility and authority that is most of the time desired in any career. When we take a look at the career aspirations from a goal positioning perception, we notice that many people experience, behave, and interpret differently when it comes to achievement conditions. It depends on whether people adopt performance-prove learning or avoid-orientation. According to research, people endowed with a higher learning orientation will most probably want to set very challenging and difficult goals that they want to achieve(Gray Brien, 2007). Such individuals do this because they believe that it is the best way of how they can properly develop their capital and competencies. People with a higher learning orientation look at their capability as a character that is flexible to them which enables them to have a higher learning orientation. These capabilities can best be developed and fostered by setting difficult challenges. Most of the people that have a higher learning orientation accept as true that results are dependent on the amount of effort that one puts in what he or she does. Many of these individuals usually occupy themselves with matters like goal striving and planning(Jones, Paretti, Hein, Knott, 2010). By involving themselves with such activities, these individuals increase their chances of achieving their set goals. Most of these individuals usually look at obstacles, poor performance, and setbacks as an opportunity to develop even more because they believe that they are more flexible to overcome all the challenges that are mentioned above(Jogulu, 2010). They interpret these challenges as a feedback to the efforts being applied in trying to achieve their set goals. Personality Many experts around the world describe personality as self-regulatory strategies and dispositions that are directly categorized under the support of the social-cognitive approach. Various experts have tried to explain the existence of the unique patterns of personal behaviors and thoughts(Jones, Paretti, Hein, Knott, 2010). The experts have managed to do this by carrying out wider multiplicity of individual research. The experts have based their wide research on both the social-cognitive and dispositional traits of people. The big five-factor models of personality have now become the most popular personality concept. The five-factor models of the personality concepts encompass; the dimensions of openness to experience, agreeableness, extraversion, conscientiousness, neuroticism, and emotional stability(Vandewalle, 1997). However, among the above mentioned personality traits, only two of them have been linked to the motivation to learn. The two traits include; neuroticism and conscientiousness. Research has proved that neuroticism is usually negatively associated to an individuals motivation to learn while on the other hand conscientiousness is positively associated to an individuals motivation. Research has proved to us that individuals who are proactive have the ability to directly affect their situations, create change, and influence the environment that they live in. Most proactive individuals usually direct much of their efforts towards gaining some performance outcome(Jones, Paretti, Hein, Knott, 2010). Scholars have been working tirelessly in trying to figure out some particular behaviors that different people use especially when it comes to increasing their performance. For about twenty years now, the scholars are still yet to figure out the behaviors. A good demonstration of the character traits of the proactive individuals is how they approach their careers and jobs differently from the other individuals who are not proactive. Most of the proactive individuals always have a tendency to take full control of their careers and jobs. According to research, there is always a greater probability of proactive individuals to involve themselves in different career management matters like; finding organizational information, obtaining career support and sponsorship, job seeking, persisting in the face of challenging careers and at the same time trying to conduct a career planning(Joo Park, 2010). Many proactive individuals will probably choose to pursue and identify any opportunities that come their way. They use such opportunities for self-improvement of their careers. Such opportunities are used by these individuals to further improve their skills and also acquire more education that they require to have to help them in future(Rodd, 2012). Proactive individuals perform better when it comes to looking for the latest information hence enabling them to identify very many opportunities to enhance their skills and education. They do not wait for opportunities and information to find them instead they go out of their way to make sure that they have the information that they need. According to prior research, it has been strongly proven that any learning goal orientation always results into some positive benefits both in the workplace and classrooms. Learning goal orientation helps many individuals to improve their performance whether in the classroom or even at work(Kouzes Posner, 2011). Teams can also apply the learning goal orientation to gain maximum achievements. Most of the positive work-associated results have always been linked to proactive personalities. Proactive personality is usually described as the probability of an individual undertaking a personal sacrifice to get a certain job done well. The main objective of the proactive personality is to capture a developmental tendency that aims at changing or enacting an individuals environment(Rigoti, Schyns, Mohr, 2008). There are many ways of how individuals influence the very environments that they live in. Some of these ways include; Cognitive restructuring: it is a process where individuals appraise, perceive, and construe their environment. Evocation; this is a process where reactions are evoked unintentionally from other people hence altering the environment. Selection; it is a process which occurs as a consequence of people choosing certain situations that they want to participate in. Manipulation; it is a process that consists of an individuals efforts that aim to alter, change, shape, or exploit his or her interpersonal environment. Conclusion It is important to know that the process of proactive can also occur at other levels like organizations and groups. Organizations should encourage proactiveness to have the best team that is capable of scaling the success in the various departments that exist in the organization. By embracing and encouraging a proactive team, organizations will be able to effectively manage all the important interface units that exist in the organization. Effective teams in organizations should always try to engage in activities that aim to proactively influence the outside teams with which they are interdependent. Organizations should come up with prospectors that will enable them to emphasize change, innovation, and also search the environment for new opportunities. It is important for businesses, individual marketers to come up with great strategies that aim at managing the environment in a proactive manner. References Brown, S ODonnell, E 2011, Proactive personality and goal orientation: a model of directed effort, Journal of Organisational Culture, Communication and Conflict, vol. 5, no. 1, pp. 103-119. Creed, P, Buys, N, Tilbury, C Crawford, M 2013, The relationship between goal orientation and career striving in young adolescents, Journal of Applied Social Psychology, vol. 43, no. 7, pp. 1480-1490. Fuller, B Marler, LE 2009, Change driven by nature: a meta-analytic review of the proactive personality literature, Journal of Vocational Behavior, vol. 75, no. 3, pp. 329-345. Bateman, S Crant, JM 1993, The proactive component of organizational behaviour: a measure and correlates, Journal of Organizational Behavior, vol. 14, no. 2, pp. 103-118. Gray, MP OBrien, KM 2007, Advancing the assessment of womens career choices: the Career Aspiration Scale, Journal of Career Assessment, vol. 15, no. 3, pp. 317-337. Rigotti, T, Schyns, B Mohr, G 2008, A short version of the Occupational Self-Efficacy Scale: structural and construct validity across five countries, Journal of Career Assessment, vol. 16, no. 2, pp. 238-255. Vandewalle, D 1997, Development and validation of a work domain goal orientation instrument, Educational and Psychological Measurement, vol. 57, no. 6, pp. 995-1015. Beaman, L., Duflo, E., Pande, R. and Topalova, P., 2012. Female leadership raises aspirations and educational attainment for girls: A policy experiment in India.science,335(6068), pp.582-586. Jones, B.D., Paretti, M.C., Hein, S.F. and Knott, T.W., 2010. An analysis of motivation constructs with first?year engineering students: Relationships among expectancies, values, achievement, and career plans.Journal of Engineering Education,99(4), pp.319-336. Kouzes, J.M. and Posner, B.Z., 2011.Credibility: How leaders gain and lose it, why people demand it(Vol. 244). John Wiley Sons. Jogulu, U.D., 2010. Culturally-linked leadership styles.Leadership Organization Development Journal,31(8), pp.705-719. Rodd, J., 2012.Leadership in early childhood. McGraw-Hill Education (UK). Braun, S., Peus, C., Weisweiler, S. and Frey, D., 2013. Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), pp.270-283. Joo, B.K. and Park, S., 2010. Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback.Leadership Organization Development Journal,31(6), pp.482-500. Relationship Between Leadership and Achievement Career Question: Discuss about the Examine the Relationship Between Leadership and Achievement Career Aspirations. Answer: Introduction The significance of inspiring individuals to long for leadership, achievement as well as advanced education should never be overlooked in the culture that has never usually backed females in powerful roles. The young men and women will be likely to build their respective ships to reach beyond the expectation of the traditional society as well as make salient contribution to the society (Brown and O'Donnell 2011). The main purpose of the research is to examine the relationship between leadership and achievement career aspirations. It is hypothesized that there is a positive relationship between the above variables. Hypotheses There is a positive relationship between leadership and career achievement aspirations Men have a higher career aspirations than women Both men and women have career aspirations to allow them become leaders Methods Participants The available data for the Research Report came from 230 participants who were students studying Organisational Behaviour from the Parramatta campus of the Western Sydney University. There were 125 males (54.3%) and 105 females (45.7%). The data was collected during the tutorial session in week 3 of the semester. Materials The available data for the Research Report came from 230 participants who were students studying Organisational Behaviour from the Parramatta campus of the Western Sydney University. There were 125 males (54.3%) and 105 females (45.7%). The data was collected during the tutorial session in week 3 of the semester. To give the indication of where the scores stand, the total was divided by the number of items in each scale. Therefore, the means represent where they would fit in the Likert scale used. For example, the scale to measure Proactive Personality had a 7-point Likert scale. Therefore, the means of 4.57-4.65 indicates that both males and females scored slightly above the mid-point of 4. Procedure Students completed a number of questionnaires and information about these questionnaires can be found in the Mandatory Scales (readings) in your learning guide. The results collected from the students were measured using a quantitative data analysis software program (SPSS). Two tables were created from the data collected. These tables are a Mean and Standard Deviation Table and a Correlations table. The mean age of the participants was 21.08 (DS=3.61). Result The results for the study have been shown in the two tables below. Table 1 shows the means and standard deviations (an indication of how far the scores deviated from the mean/average) for male and female participants. Table 2 gives you the correlations between the variables. There were no significant differences between males and females on some of the measures. The statistics that were used here were t-tests. Variable Male Female Mean SD Mean SD Sign. Career Aspiration 2.97 .67 2.90 .75 ns Proactive Personality 4.57 1.00 4.65 .87 ns Occupational Self-Efficacy 4.61 .68 4.55 1.00 ns Learning Goal 4.39 .79 4.27 .79 ns Performance Goal 4.22 1.16 4.20 1.06 ns Avoidance Goal 2.94 1.11 3.13 1.13 ns Table 1. Means, Standard Deviation of Subscales Measure 1 2 3 4 5 6 7 1 Age 1.00 2 Career Aspiration -.03 1.00 3 Proactive Personality .10 .46*** 1.00 4 Occupational Self-Efficacy .08 .32*** .37*** 1.00 5 Learning Goal Orientation .18** .26*** .34*** .42*** 1.00 6 Performance Goal Orientation -.13 .17** .05 .05 .14* 1.00 7 Avoidance Goal Orientation -.15* -.13 -.19** -.28*** -.34*** .25*** 1.00 Table 2. Correlations among Subscales of the K-CASR and Achievement Motivation, Career Orientation, and Goal Engagement Discussion The hypotheses for the study were supported. The outcome of the study suggest that this measure consists of the elements of assessing achievement, leadership as well as education aspirations (Watts et al. 2015). Both internal consistency alongside test-retest reliability estimates backed the reliability of the measure as well as relationships as per the hypothesized direction with career-associated variables backed the convergent validity of the instrument when utilized with these young men and women (Bulmer 2013). The study given significant contribution to the literature through the provision of a model that can be used in translating the measure to additional cultures. Despite being extremely intensive procedure, it resulted in the psychometrically solid measure which can be utilized with a lot confidence with Australian graduate men and women. The study further adds to the available literature through the replications of 3-factor solutions discovered in sample of the American graduate as well as undergraduate. The career aspirations were better represented as a 3-dimensional construct compared to a single construct in both American and Australian culture. Such a factorial invariance could serve as support for the Australian men and women interpreting the construct in an alike fashion. Nevertheless, subject an approach effect linked to negatively worded items arose in the sample. The subjects seemed to respond differently to the above items with an exception of underlying constructs when contrasted to respondents. The method effects linked to negatively worded variables have been discovered in the self-report survey in the psychology. Given that most of the negatively worded variables in the measure had limited ranges, the university males and female students in Sydney could have dodged recommending explicit non-positive pronouncement relating to their aspirations (Rigotti, Schyn and Mohr 2008). This revelation remained consistent with the study on the Korean version of the Brief Fear of Negative Evaluation Scale whereby the function of negatively as well as positively worded translated variables need to be investigated in the forthcoming studies. The convergent validity of the measure was backed by the comparatively firm correlations among the subscales as well as achievement motivation, career orientations as well as career goal engagement. Men and women with high aspirations remained more probably to have motivation to master a given task as well as outperform their respective colleagues. This remained consistent with the initial studies indicating that men and women with high career aspirations showed a high confidence in their respective academic tasks. With respect to career orientations, the university students with high career aspirations tended to give much priority to their careers over the family. Further, men and women with high career aspirations remained probably to engage in activities that enable them pursue their respective careers as well as to have positive perceptions relating to their ability to accomplish their respective goals. The explorations of the variables that enhance the success of men and women in Sydney in their careers could advance study in vocational psychology, provided that initial studies relating to men and women career development profoundly emphasized on blockades as well as challenges in their respective career choices. The university students in this study exhibited moderate aspirations in leadership, achievement as well as education, despite the varied university majors, geographical locations in Australia, as well as varsity rankings. Provided the several cultural blockades for the females career accomplishment in Australia, it stood distinguished that several young women aspired to achieve in their respective careers. It would become stimulating to track trend of womens career aspirations over their respective life phases to comprehend the drop in employment among the Australian women once they have a family. Provided the paucity of the women leaders in Australian society, forthcoming study should emphasize on how the young females develop leadership aspirations as well as how such aspirations could be encouraged (Gregor and OBrien 2016). Various limitations have been distinguished in the study. Theories on contemporary career outline the significance of sociocultural variables in career development of the women (Hoobler, Lemmon. and Wayne 2014). The sample used in this current study entailed university women registered in the past with moderate career aspirations. Thus, generalizations of these findings is impossible to other Australian women and men such as those married, with kids, in diverse age-cohorts, or with restricted privileged backgrounds. As a result of a great proportion of the sample majored in traditional fields for females, the generalizing these findings to the university women in non-traditional sectors like science and engineering (Fuller and Marler 2009). Females in non-traditional sectors could have additional challenges in respective career development such as lack of role models; upcoming study is essential to examine underlying variables structure as well as validity of evidence of the measure with diverse cohorts of Australian men and women along with university females in non-traditional sectors (VandeWalle 1997). K-CASR can be utilized in the future to develop a detailed model to explicate the career development of Australian women and men. Especially, longitudinal research is essential to examine how the men and womens career aspirations alter over time as well as correlated with diverse career outcomes like promotion, wages, termination, and job satisfaction (Huffman et al. 2014). This kind of a study is necessary to understand how career aspirations impact the career choices which men and women make when faced with conflict between family and work (Creed et al. 2013). A married employed mommy for example, who has high career aspirations could wish to continue with her work rather than compromising her goals for becoming a future leader in her expertise (Gray and O'Brien 2007). Conversely, where a curvilinear correlation exists between career aspiration and positive career outcomes, females with extraordinary high career aspirations could be extremely depressed when respective career aspirations cannot completely accomplished because of career barricades or family responsibility (Brown and Segrist 2016). Conclusion The result of the study confirms that career counsellors have the best opportunity to enhance the young men and womens career explorations via psychoeducational interventions as well as counselling (Bateman and Crant 1993). Career counsellors particularly can assess the career aspirations of the academically talented and gifted young men and women as well as explore the perceived external as well as internal barriers to accomplish leadership and recognition. The three dimensions of the career aspirations could be utilized in developing short term as well as long term plans to allow clients to accomplish their respective goals. Nevertheless, utilizing these results in career counselling need to be empirically evaluated for the assessment of the efficacy of such clinical interventions (Bacha 2014). References Bacha, E., 2014. The relationship between transformational leadership, task performance and job characteristics. Journal of Management Development, 33(4), pp.410-420. Bateman, T.S. and Crant, J.M., 1993. The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior, 14(2), pp.103-118. Brown, D.L. and Segrist, D., 2016. African American career aspirations: Examining the relative influence of internalized racism. Journal of Career Development, 43(2), pp.177-189. Brown, S. and O'Donnell, E., 2011. Proactive personality and goal orientation: A model of directed effort. Journal of Organizational Culture, Communication and Conflict, 15(1), p.103. Bulmer, J., 2013. Leadership aspirations of registered nurses: who wants to follow us?. Journal of Nursing Administration, 43(3), pp.130-134. Creed, P., Buys, N., Tilbury, C. and Crawford, M., 2013. The relationship between goal orientation and career striving in young adolescents. Journal of Applied Social Psychology, 43(7), pp.1480-1490. Fuller, B. and Marler, L.E., 2009. Change driven by nature: A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), pp.329-345. Gray, M.P. and O'Brien, K.M., 2007. Advancing the assessment of women's career choices: The Career Aspiration Scale. Journal of Career Assessment, 15(3), pp.317-337. Gregor, M.A. and OBrien, K.M., 2016. Understanding career aspirations among young women: Improving instrumentation. Journal of Career Assessment, 24(3), pp.559-572. Hoobler, J.M., Lemmon, G. and Wayne, S.J., 2014. Womens managerial aspirations an organizational development perspective. Journal of Management, 40(3), pp.703-730. Huffman, J.B., Hipp, K.A., Pankake, A.M. and Moller, G., 2014. Professional learning communities: Leadership, purposeful decision making, and job-embedded staff development. Jsl Vol 11-N5, 11, p.448. Rigotti, T., Schyns, B. and Mohr, G., 2008. A short version of the occupational self-efficacy scale: Structural and construct validity across five countries. Journal of Career Assessment, 16(2), pp.238-255. VandeWalle, D., 1997. Development and validation of a work domain goal orientation instrument. Educational and Psychological Measurement, 57(6), pp.995-1015. Watts, L.L., Frame, M.C., Moffett, R.G., Van Hein, J.L. and Hein, M., 2015. The relationship between gender, perceived career barriers, and occupational aspirations. Journal of Applied Social Psychology, 45(1), pp.10-22.

Volpone A monologue from the play by Ben Jonson Essay Example For Students

Volpone A monologue from the play by Ben Jonson Essay A monologue from the play by Ben Jonson NOTE: This monologue is reprinted from Volpone (1605). VOLPONE: Why droops my Celia? Thou hast, in place of a base husband, found A worthy lover; use thy fortune well, With secrecy and pleasure. See, behold What thou art queen of, not in expectation As I feed othersbut possessed and crowned. See, here, a rope of pearl, and each more orient Than that the brave Egyptian queen caroused Dissolve and drink em. See, a carbuncle, May put out both the eyes of our Saint Mark; A diamond would have bought Lollia Paulina, When she came in like starlight, hid with jewels That were the spoils of provincestake these And wear, and lose em; yet remains an earring To purchase them again, and this whole state. A gem but worth a private patrimony, Is nothing; we will eat such at a meal. The heads of parrots, tongue of nightingales, The brains of peacocks, and of estriches, Shall be our food; and, could we get the phoenix, Though nature lost her kind, she were our dish. If thou hast wisdom, hear me, Celia. Thy baths shall be the juice of gillyflowers, Spirit of roses, and of violets, The milk of unicorns, and panthers breath Gathered in bags, and mixed with Cretan wines. Our drink shall be prepared gold and amber, Which we will take until my roof whirl round With the vertigo; and my dwarf shall dance, My eunuch sing, my fool make up the antic. Whilst we, in changed shapes, act Ovids tales, Thou like Europa now, and I like Jove, Then I like Mars, and thou like Erycine; So of the rest, till we have quite run through, And wearied all the fables of the gods. Then will I have thee in more modern forms, Attired like some sprightly dame of France, Brave Tuscan lady, or proud Spanish beauty; Sometimes unto the Persian Sophys wife, Or the Grand Signiors mistress; and for change, To one of our most artful courtesans, Or some quick Negro, or cold Russian. And I will meet thee in as many shapes; Where we may so transfuse our wandring souls Out at our lips, and score up sums of pleasures, That the curious shall not know How to tell them as they flow; And the envious, when they find What their number is, be pined. We will write a custom essay on Volpone A monologue from the play by Ben Jonson specifically for you for only $16.38 $13.9/page Order now