Tragic Hero in The Crucible Essay examples -- The Crucible Arthur Mill

Tragic Hero in The Crucible What is a tragic hero? The most well known definition of a tragic hero comes from the great philosopher, Aristotle. When depicting a tragic hero, Aristotle states "The change in the hero's fortunes be not from misery to happiness, but on the contrary, from happiness to misery, and the cause of it must not lie in any wickedness but in some great error on his part.† In addition, he explains the four essential qualities that a tragic hero should possess, which are goodness, appropriateness, lifelike, and consistency. All of these necessities help to classify the character of John Proctor as the tragic hero of the play. Not only does he unfortunately fall to desolation, but also his character captures the sympathy and pity from the audience or readers. A tragic hero is also known to be someone who brings about their own death, through a flaw within their character or through their actions. Proctor's downfall in the play is initiated by a human error, which to a great extent qualifies him to be the tragic hero. Is John Proctor a tragic hero? In this essay I will be exploring his character, personality, and relationship towards others. The Crucible, written by Arthur Miller, depicts the story of the Salem witch-hunt and the chaos it caused. One of the main characters is John Proctor. Proctor is put through many life-changing decisions. In many cases, a decision he made in one situation led to another problem. Miller sets ‘The Crucible’ in a Puritan community in Salem, Massachusetts, in the spring of 1692. The Puritans were a group of religious separatists who sought to worship God in uncomplicated and basic ways. They built their own houses, made their own furniture, and did... ...himself harshly. Before Abigail came and ruined his peace, he was always sure of himself. After Abigail, he was sure that nothing he would ever do would be pure and honest again. Proctor’s â€Å"tragic hero† status was illustrated by his efforts to save his wife from being put to death, his attempt to prove the children are making fraudulent claims, and his unwillingness to confess to practicing witchcraft when accused. Personally I believe all humans are created with flaws, which control our emotions and often twist our lives. We are put into predications because we are having a hard time of controlling them; therefore we just let them flow. John Proctor’s flaws were his faith, the belief of his own dignity, and his pride, that eventually put in to death. He is a tragic hero that dies of his own flaw, which brought up our sympathy and our fear of death.

Good to Great Book Review Essay -- Good Great Business Management Essa

Good to Great Book Review To transform a good company to great company is all manages’ dream, but only few of them make it. To find out the core factors which lead to a good company became a great company is very difficult, because in different era, different industry companies face different opportunities and threats. To begin the research for the Good-to-Great study, Jim Collins and his research team searched for companies that: performed at or below the general stock market for at least fifteen years; then at a transition point began to pull away from the competition, and sustained returns of at least 3 times the general market for the next fifteen years. He started with a list of 1,435 companies and found eleven that met his criteria. These eleven companies produced, on average, a return of 6.9 times the general stock market during the 15 years following the transition points. Collins chose a 15-year span to avoid "one-hit wonders" and lucky breaks. In the book, Collins highlights some important fa ctors which are the result of the research. They are level 5 leadership, fist who †¦ then what, confront the brutal facts, the hedgehog concept, culture of discipline, and technology accelerators, (Collins, 2001, p.12). According to Wheelen & Hunger, strategic management â€Å"is that set of managerial decisions and actions that determines the long-run performance of a corporation. It includes environmental scanning (both external and internal), strategy formulation (strategic or long-range planning), strategy implementation, and evaluation and control† (2004, p2). All eleven good to great companies are benefit from strategic management and gain long term strategic advantage then lead to outperforming compared companies. The first factor is level 5 leadership. A leader is the soul of the company. Base on the research, every good-to-great company had level 5 leaders during the pivotal transition years. In the book, level 5 leaders embody a paradoxical blend of personal humility and professional will (Collins, 2001, p.13). Darwin E. Smith is an example of lever 5 leasers. Smith transforms Kimberly-Clark into the leading paper-based consumer products company in the world within twenty years. Generated cumulative stocks return 4.1 times the general market, furthermore beating its direct rivals Procter & Gamble and Scott Paper. Level 5 leaderships’ ambition i... ...gy not likes leader, concept, and culture; it is an accelerator for the company. Good-to-great companies used technology as an accelerator of momentum, not a creator of it. None of the good-to-great company began their transformations with pioneering technology, yet they all became pioneers in the application of technology once they grasped how it fit with their three circles and after they hit breakthrough (Collins, 2001, p.162). Before become a pioneer in the application of the technology, we have to do the external and internal scanning to see is it the technology fit our long term strategic and hedgehog concept. Generally speaking, Good-to-Great are base on six major factors: leadership, staffing, information, concept, culture and technology. All these factors drive the companies good to great. Without a doubt, this is a must read for anyone in business, running a business or starting a business. Reference Collins, J. (2001). Don’t Good to Great – Why Some Companies Make the Leap†¦and Others. New York: HarperCollins Publishers Inc. Wheelen T.L., & Hunger J.D. (2004). Strategic Management and Business Policy (9thed.). Upper Saddle River: Pearson Education, Inc.

Dehydration Effect On Human Tissue :: essays research papers

The human body consists of massive amounts of different tissues and oranges, all doing different things. It’s inevitable that these tissues need a large amount of energy to maintain health and to stay productive. When the body encounters a famine, it reacts to the lack of food by many different starvation endorse tactics. When the body enters into a lack of water, there is very little it can do but stop the production of urine and sweat.   Ã‚  Ã‚  Ã‚  Ã‚  The human body consists a mass of eighty percent water plus or minus five percent. Water is in many forms of nature. There are three forms of water as the forms of water, ice and heated vapor in the air. Water also known as H2 O acts as a major component in plasma, liver function, and the aid of the lymphatic system of the human body.   Ã‚  Ã‚  Ã‚  Ã‚  When the body does not eat, many things go into affect to help you stay alive during a famine. They are: your hormones; blood sugar decreases to make you tired while conserving energy and your metabolism process decreases to make your retain fat from the food you do eat. It will take about three weeks to die from starvation when not consuming food. The average person should consume around 1800 calories a day.   Ã‚  Ã‚  Ã‚  Ã‚  When the human body goes with out water the whole system will start to shutdown. Without water the liver will stop filtering blood and cause kidney’s to fail. Also cell activities will stop because the water acts as a transition stage for nutrients going in and out of the cell. After the water is gone, cells can not survive for more then three days.   Ã‚  Ã‚  Ã‚  Ã‚  The cell during a lack of water goes in to a state of â€Å"suspended animation† which is when all cell processes slow down. The mitochondria slow down and reduce the production of energy forming materials. In plant cells the chloroplast stops responding to light and the energy of the cell then slows down and goes dominant. Dehydration Effect On Human Tissue :: essays research papers The human body consists of massive amounts of different tissues and oranges, all doing different things. It’s inevitable that these tissues need a large amount of energy to maintain health and to stay productive. When the body encounters a famine, it reacts to the lack of food by many different starvation endorse tactics. When the body enters into a lack of water, there is very little it can do but stop the production of urine and sweat.   Ã‚  Ã‚  Ã‚  Ã‚  The human body consists a mass of eighty percent water plus or minus five percent. Water is in many forms of nature. There are three forms of water as the forms of water, ice and heated vapor in the air. Water also known as H2 O acts as a major component in plasma, liver function, and the aid of the lymphatic system of the human body.   Ã‚  Ã‚  Ã‚  Ã‚  When the body does not eat, many things go into affect to help you stay alive during a famine. They are: your hormones; blood sugar decreases to make you tired while conserving energy and your metabolism process decreases to make your retain fat from the food you do eat. It will take about three weeks to die from starvation when not consuming food. The average person should consume around 1800 calories a day.   Ã‚  Ã‚  Ã‚  Ã‚  When the human body goes with out water the whole system will start to shutdown. Without water the liver will stop filtering blood and cause kidney’s to fail. Also cell activities will stop because the water acts as a transition stage for nutrients going in and out of the cell. After the water is gone, cells can not survive for more then three days.   Ã‚  Ã‚  Ã‚  Ã‚  The cell during a lack of water goes in to a state of â€Å"suspended animation† which is when all cell processes slow down. The mitochondria slow down and reduce the production of energy forming materials. In plant cells the chloroplast stops responding to light and the energy of the cell then slows down and goes dominant.

Organizational Behavior: Personality and Values Essay

In today’s modern society, personality and values play a critical role in the stability of an organization. Today, diversity is the key to the success of most organizations. However, diversity goes beyond merely race, religion, color, national origin, gender, age, and disability. The diversity of personality and the appreciation of the variety of talents and skills of our co-workers will go far in helping us make our lives less stressful. The human resource department and hiring managers need to consider personality and values when they hire new employees. It is also important that they understand and appreciate the different personality and values of their current employees. Personality and Values In today’s competitive market it has become extremely important to hire the right people to help execute the mission and vision of a company. The employee helps bring the slogan on the wall into existence; therefore, it is important that employees display the right personality and values the company would like to show the world. Gordon Allport produced the definition of personality we most frequently use nearly 70 years ago. Allport said personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment (Robbins & Judge, 2013, p. 133). However, the definition has been tweaked over the years. For the purpose of this paper, personality is defined as the sum total of ways in which an individual reacts and interacts with others. The most important reason managers need to know how to measure personality is that research has shown personality tests are useful in hiring decisions and help managers for ecast who is best for a job (Robbins & Judge, 2013, p. 133). Values are another area where companies need to ensure the employees and managers are on the same page. When values are divided, problems with the organization closely follow. Values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state existence. They contain a judgmental element in that they carry an individual’s ideas as to what is right, good, or desirable. Values have both content and intensity attributes. The content attribute says a mode of conduct or end-state of existence is important. The intensity attribute specifies how important it is. When we ran an individual’s values in terms of their intensity, we obtain that person’s value system (Robbins & Judge, 2013, p. 144). When a company considers the personality of their employees and the value system of the owners and shareholders the company had now developed a company personality. Personality Traits Corporations often use personality assessments to understand how the people that belong in their organization interact. Two popular frame works for indentifying and classifying traits are the Myers-Briggs Type Indicator and the Big Five Model. According to Robins and Judge, the Myers-Briggs Type Indicator is the most widely used personality assessment instrument in the world. It is a 100-question personality test that asks people how they usually feel or act in particular situations. Respondents are classified as extraverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P). These terms are defined as follows: * Extraverted (E) versus Introverted (I). Extraverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy. * Sensing (S) versus Intuitive (N). Sensing types are practical and prefer routine and order. They focus on details. Intuitive rely on unconscious processes and look at the à ¢â‚¬Å"big picture.† * Thinking (T) versus Feeling (F). Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions. * Judging (J) versus perceiving (P). Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous (Robbins & Judge, 2011, p. 56) These classifications together describe 16 personality types, indentifying every person by one trait from each of the four parts. The Myers-Briggs Type Indicator has been widely used by organizations including Apple Computer, AT&T, Citigroup, GE, 3M Co., many hospitals and educational institutions, and even the U.S. Armed Forces (Robbins & Judge, 2011, p. 135). The Myers-Briggs Personality Indicator may lack strong supporting evidence, but an impressive body of research supports the thesis of the Big Five Model – that five basic dimensions underlie all others and encompass most of the significant variation in human personality. Moreover, test scores of these traits do a very good job of predicting how people behave in a variety of real-life situations (Robbins & Judge, 2011, p. 136). The following are the Big Five factors: * Extraversion. The extraversion dimension captures our comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timed and quiet. * Agreeableness. The agreeableness dimension refers to an individual’s propensity to defer to others. Highly agreeable people are cooperative, warm, and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic. * Conscientiousness. The conscientiousness dimension is a measure of reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable. * Emotional stability. The emotional stability dimension – often labeled by its converse, neuroticism – taps a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure. * Openness to experience. The openness to experience dimension addresses range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the category are conventional and find comfort in the familiar (Robbins & Judge, 2011, p. 136). Generational Values Values within a person are oftentimes shaped by what generation and life events they may have experienced during their formative years. Researchers have integrated several recent analyses of work values into four groups that attempt to capture the unique vales of different cohorts or generations in the United States workforce (Robbins & Judge, 2011, p. 145). There are some limitations to this theory because a person born in one generation can have the characteristic of another generation. Just because you are born on a certain date, does not automatically make you have the same values as everyone in your own generation. Despite these limitations, values do change over generations, and we can gain some useful insights from analyzing values this way. Boomers (Baby Boomers) are a large cohort born after World War II when United States veterans returned to their families and times were good. Boomers entered the workforce from the mid-1960’s through the mid-1980’s. They brought with them a large measure of the â€Å"hippy ethic† and distrust of authority. But they placed a great deal of emphasis on achievement and material success. Pragmatists who believe ends justify means; they work hard and want to enjoy the fruits of their labors. Boomers see the organizations that employ them merely as vehicles for their careers. In terms of seniority, baby boomers make up the bulk of the employees in most large corporations, so it is imperative that co-workers understand the values of the person sitting or standing next to them. Terminal values such as a sense of accomplishments and social recognition rank high with them (Robbins & Judge, 2011, p. 146). The lives of Xers (Generation Xers) have been shaped by globalization, two-career parents, MTV, AIDS, and computers. Xers value flexibility, life options, and the achievement of job satisfaction. Family and relationships are very important. Xers are skeptical, particularly of authority. They also enjoy team-oriented work. In search of balance in their lives, Xers are less willing to make personal sacrifices for the sake of their employer than previous generations were. Generation Xers rate high on true friendship, happiness, and pleasure. The most recent entrants to the workforce, the millennials (also called Netters, Nexters, Generation Yers, and Generation Nexters) grew up during prosperous times. They have high expectations and seek meaning in their work. Millennial have life goals more oriented toward becoming rich (81 percent) and famous (51 percent) than do Generation Xers (62 percent) and 29 percent, respectively, but they also see themselves as socially responsible (Robbins & Judge, 2011, p. 146). They are more ethnically and racially diverse than older adults. They’re less religious, less likely to have served in the military, and are on track to become the most educated generation in American history. They embrace multiple modes of self-expression. Three-quarters have created a profile on a social networking site. One-in-five have posted a video of themselves online. Nearly four-in-ten have a tattoo (and for most who do, one is not enough: about half of those with tattoos have two to five and 18% have six or more). Nearly one-in-four have a piercing in some place other than an earlobe- about six times the share of older adults who’ve done this. But their look-at-me tendencies are not without limits. Most Millennials have placed privacy boundaries on their social media profiles and 70% say their tattoos are hidden beneath clothing (Millennial, 2010). Policy on Ethics Often times the value system of a company can clearly be seen with the company’s ethical code. Chrysler actually posts a code of ethics brochure on their website to ensure all employees and customers know their value system. According to the website, Chrysler expects all of its employees to contribute to a cooperative working environment in which the dignity of each individual is respected. The conduct of management personnel should set an example to promote positive employee morale and the open exchange of ideas. Chrysler is committed to high ethical standards in business transactions. Chrysler does not tolerate unethical or corrupt practices by its employees or its business partners. Chrysler strictly forbids engaging in or tolerating bribery or any other form of corruption. High standards require hard work, courage and often present difficult choices. At times, choosing the proper course of action means foregoing business or personal opportunities. The â€Å"integrity code,† while not all-inclusive, reflects the basic standards of ethical behavior expected of Chrysler employees and should be read in conjunction with the company policies, guidelines, and standards of conduct that also apply to Chrysler employees (â€Å"Integrity Code,† 2009). Ineffective company ethics policies can also be a detriment to the company’s public image, stature in the business community, and ultimately to their profitability. Many people assume that running a successful business often entails a systematic approach, however the personality and values of employees of a company plays a crucial role in its success as well. It is can be detrimental when executive decisions are not made and could result in them being extremely costly. For example, according to Academy of Management executives â€Å"clean up costs are sometimes difficult to attribute to any particular ethics failure. Consisting of such things as attorney and audit fees , investigative costs†¦medical actions†¦Ã¢â‚¬  The Enron scandal being the root example of a company destroyed due to simply unethical individuals. Not implementing ethics in any company will always fail in some way whether a small loss to an incomprehensible one (Schermerhorn & Dienhart, 2004). That is why it is imperative to ensure a code of ethics as part of the system. The dynamics of decision making for any individual who is often faced with issues regarding â€Å"ethics† becomes far more complex than it sounds. Every company, in one way or another, are faced with difficulties of employees making decisions that sometime seem ethical or not. Not everyone can make such decisions. The downfall of those who lack the ability to make ethical decisions can be costly. A company’s inability to reinforce â€Å"ethics† in their business can quickly become detrimental. One only has to look at Enron, Arthur Anderson, and Worldcom to understand the catastrophic effects of having ineffective ethical policies and values (Thomas, Schermerhorn & Dienhart, 2004). Company Values In regards to company values and ethics, Chick-fil-A has been in the news because of the words of their owner in regards to â€Å"Christian values.† His comments have caused the business world to examine the role of a business owner’s personal values and company values. At issue was the CEO’s opinion of same sex marriage. The controversy came to a boil after an interview with the fast food restaurant chain’s president and COO Dan Cathy appeared in The Baptist Press on July 16 and he weighed in with his views on family. â€Å"We are very much supportive of the family — the biblical definition of the family unit,† Cathy said. â€Å"We are a family-owned business, a family-led business, and we are married to our first wives. We give God thanks for that.† Proponents of same-sex marriage spread Cathy’s comments, eventually creating a firestorm of criticism on social media, including assertions that his comments and position were bigo ted and hateful (Brumfield, 2012). Internships Corporations often demonstrate their values to customers by the way they treat their employees and the opportunities that are available for citizens to become a part of the company. One way to quickly rise in a company is to connect to their intern program. Chick-fil-A boasts about their internship program on their website. According to their corporate website, the purpose of the Chick-fil-A Internship Program is to provide a high-caliber group of students an opportunity to enhance their educational experience and improve their career preparation. A key objective of the intern experience is to help students and recent graduates understand and appreciate the importance of building and maintaining strong work relationships in accomplishing results. We have designed the program to involve students in real work projects while also allowing them time to experience many aspects of the Chick-fil-A corporate culture. The cultural experience includes significant executive exposure and numerou s development opportunities (â€Å"Internship,† n.d.). The Chrysler Corporation also has an intern program that is called the Chrysler Leadership Development program. The Chrysler Leadership Development (CLD) Program is a highly selective two-year program that develops leaders by incorporating intensive on-the-job learning opportunities with supplemental development and interaction with our global business leaders. You’ll have the guidance and support of Chrysler leadership throughout your experience and opportunities to build on your talents through high-impact assignments. The program will provide you an accelerated opportunity to learn our business, executive mentor support, and an investment to grow your leadership abilities (â€Å"Leadership Development Program,† n.d.). As with most intern programs, the potential employee must meet minimum requirements. To be considered for the Program, you must meet the following requirements: * MBA/Master’s degree with a minimum 3.2 GPA * 2-6 years of professional business experience * Demonstrated leadership experience (â€Å"Leadership Development Program,† n.d.). According to Chic-fil-A’s website, the organization values diversity. What is diversity? According to the Civil Rights office of the Department of Interior, the term â€Å"diversity† is used broadly to refer to many demographic variables, including, but not limited to, race, religion, color, gender, national origin, disability, sexual orientation, age, education, geographic origin, and skill characteristics. America’s diversity has given this country its unique strength, resilience and richness (â€Å"Diversity,† 2012). Diversity management makes everyone more aware of and sensitive to the needs and differences of others. Diversity is much more likely to be successful when we see it as everyone’s business than if we believe it helps only certain groups of employees. One method of enhancing workforce diversity is to target recruiting messages to specific demographic groups underrepresented in the work force. This means placing advertisement in publications geared toward specific demographic groups; recruiting at colleges, universities, and other institutions with significant numbers of underrepresented minorities; and forming partnerships with association like the Society for Women Engineers or the Graduate Minority Business Association (Robbins & Judge, 2011, p. 56). Values and Ethics Organizational Development is an emerging profession, and its practitioners tend to describe themselves as professionals. However, individuals working in the field may vary greatly in respect to their degree of professionalism. By professionalism, we refer to the internalization of a value system that is a part of the concept of the profession. Whether a person can be deemed a professional is determined by the degree to which he or she has internalized certain values pertinent to the profession. Although there is some disagreement, four areas appear to be important. * Expertise. The professional requires some expertise. This includes specialized knowledge and skills that can be obtained only through training (usually through academic study and experience). * Autonomy. The professional claims autonomy. Professionals reserve the right to decide how their function is to be performed and to be free from restrictions. * Commitment. Professionals feel a commitment to the discipline. They a re more likely to identify with members of their profession in other organizations that with their own organization. * Code of ethics. Finally there is a responsibility to society for the maintenance of professional standards of work. They adhere to professional self-discipline and a code of ethics (Brown, 2011, p. 71). The values and ethics of prospective employees and the alignment of the values and ethics advocated by the company are important consideration when it comes to hiring practice considerations. If a company’s hiring practices are ineffective, it can have detrimental effects to its bottom-line. According to a survey conducted by online payroll company SurePayroll, it found three out of four surveyed business owners admitted to hiring at least one employee they later wished they never had, and many indicated that the mistake resulted in a significant financial loss of more than $10,000 per bad hire, according to 12 percent of respondents (Eddy, 2009). Most companies react to hiring situations as emergencies; that might explain why so many do it so poorly. One Survey of fifty CEOs of global companies along with a pool of executive search consultants who rated about 500 firms found the hiring practices for many of those companies are disturbingly vague. Part of the findings, according to the respondents, indicated to a heavily reliance on subjective personal preferences or on largely unquestioned organizational traditions, often based on false assumptions (Fernà ¡ndez-Arà ¡oz, Groysberg & Nohria, 2009) It is therefore imperative to avoid making bad hiring decisions. As such, your hiring practices should have procedures that need to be followed to ensure the candidates being considered for employment are good matches. Procedures should contain effective methods for screening candidates during the pre-employment phase. Some of these methods should include background checks or skills testing (Eddy, 2009). In order to avoid ineffective hiring practices companies should consider seven steps within their hiring practices to cover the full recruitment spectrum to include: anticipating the need for new hires, specifying the job, developing a pool of candidates, assessing the candidates, closing the deal, integrating the newcomer, and revi ewing the effectiveness of the hiring process (â€Å"Harvard Business, 2009). Continuous training and educational should be a part of everyone’s personal value system as well as remaining as ethical as possible. The best way to stay smart when facing ethical dilemmas is to remain current in your ethical training. In regards to ethics training a team of management researchers recommended the following actions for improving on-the-job ethics. * Behave ethically yourself. Managers are potential role models whose habits and actual behavior send clear signals about the importance of ethical conduct. Ethical behavior is a top-to-bottom proposition. * Screen potential employees. Surprisingly, employers are generally lax when it comes to checking references, credentials, transcripts, and other information on applicant resumes. More diligent action in this area can screen out those given to fraud and misrepresentation. Integrity testing is fairly valid but is no panacea. * Develop a meaningful code of ethics. * Provide ethics training. Employees can be trained to identify and deal with ethical issues during orientation and through seminar, video, and internet training sessions. * Reinforce ethical behavior. Behavior that is reinforced tends to be repeated, whereas behavior that is not reinforced tends to disappear. Ethical conduct too often is ignored or even punished while unethical behavior is rewarded. * Create positions, units, and other structural mechanisms to deal with ethics. Ethics needs to be an everyday affair, not a one-time announcement of a new ethical code that gets filed away and forgotten. â€Å"A growing number of large companies in the United States have chief ethics officers who report directly to the CEO, thus making ethical conduct and accountability priority issues. * Create a climate in which whistle-blowing becomes unnecessary. Whistle-blowing occurs when an employee reports a perceive unethical and/or illegal activity to a third party such as government agencies, news media, or public interest groups (Kreitner & Kinicki, 2008). On May 15, 2002, President Bush signed into law the Notification and Federal Employee Anti-Discrimination and Retaliation (No FEAR) Act to increase federal agency accountability for acts of discrimination or reprisal against employees. The No FEAR Act became effective on October 1, 2003. This act requires that federal agencies post on their public web sites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies (State, n.d.). Project Team Project teams have two universal measures; to satisfy the customer, and to deliver on time, on budget and within specification. The rationale for using teams is simple: high performing teams save money and satisfy customers. Unfortunately, there is the other side of the coin: poor performing teams cost money and disappoint customers. In many cases, individuals are assigned to a cross functional team and attempt to jump right into work without first attempting to address the relationship of team members and the behavioral disposition of the individuals. If the behavioral aspects of the team are not understood, then the team can become mired in conflict and lose momentum which results in lost time and effectiveness. Behaviors that can affect productivity include: the inability to work together towards a common goal, fear of sharing ideas, fear of negative feedback, self interest driving actions, expectation that the team leader will solve all of the problems and assume all of the respo nsibility, confusion between individual tasks and relationships with other people, and lack of appropriate acknowledgement for accomplishments (Henkin, 2012). The other consideration in deciding to form teams is what size team should be put together. When it comes to the workplace, teamwork is increasingly widespread. Research indicates there is not a fixed or optimal number to have on a team. Professor Wittenberg, Director of the Wharton Graduate Leadership Program, notes that team size is â€Å"not necessarily an issue people think about immediately, but it is important.† According to Wittenberg, research on the optimal team numbers is not conclusive. In the work world, Professor Wittenberg suggests that it has been â€Å"reinforced that five or six is the right number (on a team) but it really depends on the task† (Knowledge@Wharton, 2006). The other dynamic that needs to be addressed relates to teams is how they resolve conflicts. Conflict management is a very important part of team dynamics. Choosing the right members for a group can help prevent some of these issues. One strategy involves designating a project manager, a strong individual that can competently take charge. The project manager must be experienced and understand how to deal with both the interpersonal as well as behavioural aspects of the teams. They must also understand the normative stages of development most all teams go though as they come together. The project manager must allow the team to communicate effectively, create rapport, resolve conflict, lead team members, and motivate the whole team (Gountanis, n.d.). Team Development Team development is an iterative process. This is readily understood when looking at the ‘forming-storming-norming-performing’ model for team development that has become a standard team development model introduced by Bruce Tuckman. The theory is based on the premise that each team goes through a distinct iterative process. The first phase is described as the forming phase where the team first comes together with energy, expectation, and limited knowledge of assigned task. The next phase is the storming phase where individuals start jockeying for position and recognition. The team internally struggles with why and how decisions made will affect the individual members. The next phase is the norming phase where stability starts to emerge and goals are established with plans and associated defined roles/responsibilities. The last phase is the performing phase where the plans are implemented, outputs are generated, and work gets done. Every team goes through these phases. (Tuckman, 1965). Therefore, it is natural to expect conflicts to arise between team members; however, management as well as the project manager must be cognizant there can be both constructive conflict and destructive conflict. Constructive conflicts exists when people change and grow personally from the conflict, the conflict results in a solution to a problem, it increases involvement of everyone affected by the conflict, and it builds cohesiveness among the members of the team. Destructive conflicts exist when no decision is reached and problem still exists, it diverts energy away from more value-add activities, it destroys the morale of the team members and it polarizes or divides the team (Cappozzoli, 1995). Diversity within the team is another consideration with respect to group dynamics. Professor Klein from the Wharton School of Management and Professor Lim from Nanyang Business School, Nanyang Technological University, Singapore as part of their research looked at the value of diversity and found that there was conflicting theory. Some research suggests diversity represented by gender, race, and age leads to conflict and affects behavioral integration among team members. The general assumption is that people tend to associate better with people who are similar to themselves which suggest too much diversity is bad for cohesion. Other research suggests diversity helps creates more ideas, more perspectives and more creativity for better solutions. In their research, Klein and Lim found a distinct value in having some similarity between team members which enhances coordination and effectiveness in performing tasks that are complex, unpredictable, urgent, and/or novel (Klein & Lim, 2006). It is possible that a balancing of both theories within a team construct might be beneficial in forming a high performance team. Conclusion Employees’ performance and satisfaction are likely to be higher if their values fit well with the organization. The person who places great importance on imagination, independence, and freedom is likely to be poorly matched with an organization that seeks conformity from its employees (Robbins & Judge, 2013, p. 154). Chick-fil-A’s senior leaders are very vocal about the fact their company is owned and operated on Christian values. In fact, their policy and procedure of closing on Sunday so their employees can enjoy time off with their family and perhaps even attend church is rare in the quick service restaurant business. Chrysler is also very serious about their company values and has placed a code of ethics manual on their website to remind internal employees and external customers about their value systems. One of the roles of managers is to both exhibit and vocalize company values. This works well when your personal values are similar to the company and other senior leaders. The higher an individual rises within an organization, the more important it is that your personality and value system aligned with your company. Both the hiring process of the employees and the ethical standards of behavior for those employees are a critical dynamic supporting the mission objectives of the company. When a company fails to implement effective hiring and ethical policies, the implications can be costly in a variety of quantifiable ways. Finding the right mix of individual employees is a difficult task in terms of attracting and retaining people who are the best fit to the company. The success of the company relies on both the individual as well as those members who become part of teams. The composition of those members to a particular team must be carefully considered by management. The size, makeup, diversity, selection of the team lead, and objective of the team are all important considerations to ensure success. Management must recognize there is some inherent inefficiency in putting teams together as they go through an iterative process of maturity but they must be convinced the benefits of the outcomes out weigh the delays by putting together that particular team. Recommendations The profitability and long term survivability of companies are keys to their success. One of the most important assets to any business entity is human capital resources or personnel. As with any asset, management and leadership hire personnel with the belief they will contribute to the company in a positive manner and demonstrate a return of investment from the standpoint that the hiring and training process requires an investment of both time and money. Therefore, it is imperative that companies seek out, attract, and retain individuals whose personality and values match that of the company. In addition, they must be able to work well within teams to further the objectives of the company. It is also important that the company’s continue to communicate and reinforce their values to the workforce. That message must come from the top down. Senior leadership must convey that message at stockholder meetings, all hands meetings, town hall meetings, and via electronic means. While i t is imperative that message be communicated, it must be supported and reinforced at all levels of management. In addition, the compensation and reward system must recognize behavior and performance consistent with that message. The other important consideration is that leadership and management must be conveying the right message, with the right behaviors, and enveloped by a sense of ethical behavior. One only has to look at Enron, Worldcom, and Arthur Anderson to recognize the catastrophic and costly effects of engaging in behavior as individuals, groups, or management that is conflict with stated values. The recent Chick-Fil-a statements made by Mr. S.T. Cathy where personal views were replaced by those of the corporation started a media firestorm and backlash from many interest groups. The result was negative press for the company and eventually the announcement by the corporation of a customer appreciation day that cost the company tens of millions of dollars in an attempt to counteract the negative events. References Academy of Management Executive, Volume 18, No. 2, (2004), Strategic leadership of ethical behavior in business, Schermerhorn, Thomas, and Dienhart, John, retrieved from http://home.sandiego.edu/~pavett/docs/msgl_503/leader_ethic_behave.pdf Brockmann, Erich. (1996, May). Removing the paradox of conflict from group decisions. Brown, D. R. (2011). An Experiential Approach to Organization Development (8th ed.). Upper Saddle River, NJ: Prentice Hall. Brumfield, B. (2012). Retrieved from http://articles.cnn.com/2012-08-01/us/us_us-chick-fil-a-controversy_1_civil-unions-marriage-glaad Cappozzoli, Thomas K. (1995, Dec). Resolving conflict within teams. Journal for Quality and Participation. v18n7, p. 28-30 Eddy, Nathan (June 25, 2009). Businesses Losing Money on Bad Hiring Practices Retrieved from http://www.eweek.com/c/a/Midmarket/Businesses-Losing-Money-on-Bad-Hiring-Practices-Survey-Finds-482198/ Gountanis, Chris (n.d.). Team Dynamics – Conflict Resolution Strategies. [ONLINE (htt p:// www.chrisgountanis.com/written-works/50-team-dynamics-conflict-resolution-strategies.html) [Last Accessed 24 September 2012]. Harvard Business Review (May 2009), The Definitive Guide to Recruiting in Good Times and Bad, Fernà ¡ndez-Arà ¡oz, Claudio; Groysberg, Boris; and Nohria, Notin, retrieved from http://hbr.org/2009/05/the-definitive-guide-to-recruiting-in-good-times-and-bad Henkin, Sid (2012). The Behavioral Side of Project Team Effectiveness, [ONLINE (http:// www.prismls.com/PDF_docs/Behavior.side.of.team.effectiveness.pdf)) [Last

Matilda: Want and Book Essay

The story is about parents, Mr. and Mrs. Wormwoods who do not think there is anything special about their children, Michael and Matilda. Matilda’s brother is just like another normal boy, but Matilda is different. Even she is just four years and three months, she had a mind like a grown-ups. Poor her, her parents are not realizing that their daughter is really special and less attention to her, but they think she is freak. When she was three, she teaches herself to read and wants to read more, even though her parents just want to watch TV. On weekdays her parents leave her alone for a while, even though she is just a little, so she up and goes to the library on her own. The librarian, Mrs. Phelps, helps her pick out books. First, Matilda reads all the kids’ books. Then she asks Mrs. Phelps to pick out something else for her. From there Mrs. Phelps realizes that Matilda is special. So while the librarian treats Matilda like she is normal, she gives her highly advanced books to read. Matilda reads her first Dickens book Great Expectations and she asks for more of Dickens’ books. Along the way, Mrs. Phelps realizes that Matilda’s parents are just the worst, but she doesn’t really do anything to interfere in Matilda’s family life. After Matilda has read several books, Mrs. Phelps gets her a library card. That means she does not have to visits to the library oftentimes, but she can borrow the books for two weeks. She takes the books home, makes herself cozy, warm drinks, and reads every afternoon in peace. Books make her imagination. After I read this, I imagine if Matilda does exist in this world. Why? Because there are just rarely children do things like Matilda does, and so the adults. Moreover the technology becomes more sophisticated nowadays, make the dependence on technology. For example, â€Å"Daddy,† she said, â€Å"do you think you could buy me a book? † â€Å"A book? † he said. â€Å"What d’you want a flaming book for? † â€Å"To read, Daddy. † â€Å"What’s wrong with the telly, for heaven’s sake? We’ve got a lovely telly with a twelve-inch screen and now you come asking for a book! You’re getting spoiled, my girl! † (Page 12) The dialog is when Matilda wants to buy a book but her father refuses and tells her to watch television. This is one of an example in our daily life, people prefer to watch than read (not all parents do such a thing like that to their children). I wish I were like Matilda when I was five. She is really good at reading and teaches herself to do complicated problems in her head, as well as how to read. In fact, Matilda is the smartest character I have ever met, and that makes me like her. That is why I want to discuss her character. Yes, she is special. She is just a four years old but she is so genius. Even she get less attention from her parents, with her open minded, she can solve her problem â€Å"to read books† by going to the library by herself near her house. As we know that a child who still under seven years old still being accompany by their parents, but for me Matilda is amazing and tough for a child in her age. At the library, she reads several books which chosen by the librarian, Mrs. Phelps. Thanks to Mrs. Phelps, she the only one who understand and realizes how genius Matilda is. She helps Matilda find the books and sharing the books. What makes me feel surprise, Matilda wants to read a grown-ups book. I cannot imagine how smart she is. â€Å"What sort of a book would you like to read next? † she asked. Matilda said,† I would like a really good one that grown-ups read. A famous one. I don’t know any names. † (Page 15) I highly recommend reading this book. The author wants to express that it is important to read the book. Read the book knows no age. The book is more expansive because of details, while other from the book is just a glimpse. Therefore, we need to follow Matilda as what the author wants to tell to the readers. Last, especially for parents. Children need attention, whatever the conditions. Children are just like a flower that we should give it attention by providing fertilizer and water to make it continue to grow. This book gives a lot of messages that we can take on in daily life.

Kingdom of Life Essay

The Kingdom of Monera is the smallest in size in the biological world but are the most in terms of numbers. They can be found almost everywhere on earth. Monerans are the only kingdom of the prokaryotic type, organisms that lack a nucleus. The most common of this kind is the bacteria, which most people know are harmful for it causes illnesses and some degrees of food poisoning. The division of a single bacterium into two similar daughter cells constitutes the bacterial growth. This process is called binary fission which in turn promotes its population to grow exponentially. Bacteria are said to be the first inhabitants of Earth. Protozoa, fungus-like protists and the algae are the major categories under the kingdom of Protista. Members are categorized as colonial, unicellular or multi-cellular. Organisms under this kingdom are all eukaryotic, meaning they all have a true nucleus. Most undergo mitosis for their growth while some by meiosis and fertilization for their reproduction process. All organisms live in a water-based environment. Network forming which is called mycelia is the common process in which members of the kingdom of fungi grow. Fungi cause diseases in plant like smuts and rusts, while severe damage are from stem root and leaf rots. Most common in humans are athlete’s foot and ringworm among others. Animal diseases are very hard to treat because of its genetic and chemical similarity to fungi. Harmful as they may seem, some fungi members play significant roles in the ecological system. Some plants can’t grow without fungi. Breakthroughs in medicine are synthesized from fungi while others are used for food. The environment can not take form without plants. Humans can’t live without them. That is how important the kingdom of plantae is to our planet and to our lives. Said to lived 360 million years ago, plants vary in sizes, from very small kind to tall huge trees. Plants reproduce asexually and grow with the help of external factors. They are the only living organisms that are able to produce their own food through photosynthesis. Members of the kingdom Animalia are all heterotrophs. Animals, for their sustenance and survival, depends on other organisms around them. All organisms of the kingdom are eukaryotic and multicellular. Animals reproduce sexually through their special cells which when united form the zygotes that later grow into a new individual. The first recorded phyla of this kingdom was a marine specie some 542 million years ago. References: Windows Team, (1998, December 17). Windows to the Universe.    Retrieved, September 27, 2008 from, http://www.windows.ucar.edu/tour/link=/life/monera.html Carter, Stein J., (2004, November 3). SC Links.    Retrieved, September 27, 2008 from, http://biology.clc.uc.edu/courses/bio106/protista.htm   

Pabasa Sa Nutrition Essay

Nutrition is recognized as a basic human right, vital to the survival, growth and development of children according to the United Nations Children’s Fund (UNICEF). And proper nutrition is a key to having a happy, healthy life, but despite this pronouncement, millions of people around the world suffer from malnutrition and continues to claim millions of lives, with more than 5.5 million children under-five years of age dying annually. (Devpulse, 2008). There were 925 million malnourished people in the world in 2010, an increase of 80 million since 1990, despite the fact that the world already produces enough food to feed everyone (6 billion people) and could feed the double (12 billion people). Protein-energy malnutrition (PEM) and micronutrient deficiencies remain the leading nutritional problems in the Philippines which rank eighth in countries who have five million or more undernourished people. There were 15.2 million undernourished people in 2001–2003, according to the Food and Agriculture Organization. This represents the number of people consuming less than the minimum amount of food energy (measured in kilocalories per capita per day) necessary for the average person to stay in good health while performing light physical activity. From 2005 to 2008, there was a significant increase in the proportion of underweight children aged 0-5 from 24.6 percent to 26.2 percent, according to the National Nutrition Survey (NNS). A very high prevalence of underweight preschoolers was noted in Regions IV-B, V, VI, VIII, and IX, where data on the proportion of underweight-for-age children registered at greater than or equal to 30 percent. The status of micronutrient malnutrition is likewise an important concern in the country. According to WHO (2009) the vitamin A status of the country is considered severe subclinical deficiency affecting children 6 months – 5 years (8.2%) and pregnant women (7.1%). Iron deficiency anemia is the most alarming of the micronutrient deficiencies affecting a considerable proportion of infants (56.6%), pregnant women (50.7%), lactating women (45.7%) and male older persons (49.1%). Malnutrition in the Philippines is caused by a host of interrelated factors – health, physical, social, e conomic and others. Food supply and how it is distributed and consumed by the populace have consequent impact on nutritional status. While some reports indicate that there is enough food to feed the country, many Filipinos continue to go hungry and become malnourished due to inadequate intake of food and nutrients. Children are mostly affected not only because of the lack of food. Their lives are also placed at risk by poor feeding and care practices, poor health conditions of pregnant and breastfeeding women, lack of access to health services, and unsanitary conditions. According to 2011 National Nutrition Results, only 52 per cent are breastfed within one hour of delivery; 47 per cent of children 0-6 months are exclusively; 45 per cent of children 6-23 months are breastfed, and fed with adequate and safe nutritious complementary food. Due to the lack of nourishing food and nutrition education, hunger and malnutrition are still dominant in this country. (Food and Agriculture Organization 2011). In fact , these problems have been linked with high rates of poverty and an increasing population growth. Adequate intake of micronutrients is essential for preventing common micronutrient disorders, such as vitamin A and iron deficiencies. According to Aphane et al. (2003), most countries have to improve the micronutrient status of the population by changing practices at the household level and by protecting the nutritional benefits of traditional practices that are eroding because of factors such as urbanisation and modernisation. In addition, according to The Micronutrient Initiative improving and diversifying the food that is eaten by the poor is therefore the most fundamental (though still not comprehensive) approach towards controlling vitamin and mineral deficiency. Unfortunately, it is also the approach that is most dependent on rising incomes. When income increases, people often reduce breastfeeding, stop gathering wild foods and eat fewer green leafy vegetables due to ignorance or poor knowledge of nutrition. Nutrition education and counseling are one of the government’s strategies to combat malnutrition especially in children. The education and counseling practices teach the correct feeding procedures and improving personal knowledge of pediatric areas to improve health care in the Philippines. One of the DOH program to answer malnutrition is through Pabasa sa Nutrition. It is an innovative approach in strengthening the implementation of the five(5) Impact Programs (Home, School and Community Food Production, Micronutrient  Supplementation, Food Fortification, Nutrition Education and Food Assistance) of the Philippine Plan of Action for Nutrition (PPAN). Through Pabasa, mothers are grouped into 10-12 per class informally discussing health and nutrition using behaviorally designed materials developed by the Nutrition Center of the Philippines (NCP). Pabasa is designed to empower women in reducing their family’s vulnerability to malnutrition through the adoption of proper nutrition practices and healthy lifestyles. The NCP provides training and materials for local government units and NGOs that plan to implement Pabasa. Guldan et al (2000) states, nutrition education has shown a significant benefit in increasing nutritional knowledge and improving infant feeding practices amongst mothers who receive nutrition education compared to mothers who do not receive nutrition education. (Ladzani et al. (2000) reported that a nutrition education programme had significantly improved breastfeeding and infant feeding practices in rural areas amongst local women who had been trained. It was also shown that teaching mothers about complementary feeding improved the mother’s knowledge and the children’s diets (Ilett & Freeman, 2004). In addition, Guldan et al. (2000) indicated that children of mothers who received nutrition education had lower rates of anaemia and were significantly heavier and taller than the control group. STATEMENT OF THE PROBLEM The purpose of this study is to assess and determine the effectiveness of Pabasa sa Nutrisyon on the knowledge, attitudes and practices as acquired by the mothers of selected barangays in Hindang, Leyte. Specifically, this study sought answers to the following: 1. Describe the profile of the respondents. a. Age b. No. of children c. Religion d. Highest Educational Attainment e. Estimated Monthly Family Income 2. Identify the level of knowledge through the pretest and post test scores of the respondents on the Pabasa sa Nutrisyon 3. Determine the attitude and practices through actual observation with the use of structured checklist. 4. Draw out implications from the study. Null Hypothesis: There is no significant difference between the pre-test and post-test scores of the respondents on the knowledge, attitudes and practices on the Pabasa sa Nutrisyon. SIGNIFICANCE OF THE STUDY Results of this study would be beneficial to the following institutions and entities, to the mothers so that they will be guided and be informed on the importance of good nutrition for the family, the Barangay Health Worker that they will be guided in collecting data for the nutritional status of their clients thus they will promote conducting Pabasa sa Nutrisyon to guide mothers, The RHU staff and nurses that will be more aware on the proper program to delivered to their clientele, to the Department of Health that the said institution will not only help but endorse and provide funds on the implementation of Pabasa sa Nutrisyon, To NGO’s that it will give them insights of ensuring better nutrition to Filipinos, thus decreasing the rate of malnutrition in our country, and lastly to the future researchers that findings of this study will serve as their baseline to further improve result. To the Department of Health .This study can help the said institution to successfully continue the implementation of the Pabasa sa Nutrisyon. To other Private Agencies. This study will provide them an insight of ensuring better nutrition to Filipinos, thus decreasing the rate of malnutrition in our country. Barangay Health Center. Barangay Health Workers will be guided on the nutritional status of every individual . Through this, they will be able to help conducting Pabasa sa Nutrisyon that will promote good nutrition. To Rhu Staff and Nurses. This study would help the rhu staff and nurses to be responsible in conducting Pabasa sa Nutrisyon. Mothers. This study would also be beneficial to the parents that in a way help them in providing proper guidance and knowledge to their family. Future Researchers. The findings of this study could further serve  as a baseline data for further research. SCOPE AND LIMITATION This study aims to know and focused only on the effectiveness on Pabasa sa Nutrisyon on the knowledge, attitudes and practices acquired by mothers of selected barangays in Hindang Leyte. The participants on Pabasa sa Nutrisyon are mothers residing in selected barangays in Hindang, Leyte, namely, Brgy. Doos del Sur, Brgy.San Vicente, Brgy. Tabok and Brgy. Bontoc. This study also included the demographic profile of the mothers as the intervening variable such as: age, no. of children, religion, highest educational attainment, and estimated monthly income. Moreover, the dependent variable of the study is the knowledge, attitude and practices of mothers. The researchers conducted the study on September 2014 to October 2014. Furthermore this study is limited only to those mothers who participated the Pabasa sa Nutrisyon. The researchers have chosen the following barangays because of the accessibility of each of the researcher to the different barangays. THEORETICAL FRAMEWORK Energy and Instinct from Psychoanalytic theory of Sigmund Freud viewed each human being as a machine that consumes food, water and oxygen and converts these into energy, which is then expended in both physical and mental work. He proposed that instinctive physiological needs are based within the id. Bodily needs lead to conscious desires and to the behavior necessary to satisfy the need. When the need is satisfied, the organism comes to rest until another need arises. There are individual differences in the means adopted to satisfy each need. Virginia Henderson on her theory of 14 Basic Human Needs viewed health as a quality of life and is very basic for a person to function fully. As a vital need, health requires independence and interdependence. Since health is a multifactor phenomenon, it is influenced by both internal and external factors which play independent and interdependent roles achieving health. She also gave emphasis in prioritizing health promotion as more important care of the sick. Sister Callista Roy’s theory of Adaptation viewed humans as biopsychosocial beings constantly interacting with a changing environment and who cope with their  environment through biophysical adaptive system. This theory focuses on the ability of individual, families, groups, communities, or societies to adapt to change. The degree of internal or external environmental change and the person’s ability to cope with that change is likely to determine the person’s health status. She also proposes that being an open system; the individual is vulnerable to inputs and stimuli from both self and the environment CONCEPTUAL FRAMEWORK Schematic diagram showing the relationship of the variables in the study. The respondent’s demographic profile namely, age, no. of children, religion,highest educational attainment and estimated monthly income are theorized to affect the pre-test scores of the respondents. In our study, the researchers seek to determine the relationship between the pre-test and post-test scores of the respondents after conducting Pabasa sa Nutrisyon. DEFINITION OF TERMS In order to facilitate better understanding of the study, the following terms are defined conceptually and operationally. Pabasa sa Nutrisyon – the mothers are grouped into 10-12 per class informally discussing health and nutrition. Knowledge-a familiarity, awareness or understanding of something. Attitude- is an expression of favor or disfavor toward a person, place, and thing. Practices-the actual application or use of an idea. Mothers- who undergone Pabasa sa Nutrisyon METHODOLOGY This chapter discusses the researcher design, the research locale, the selection of respondents, sample size, data gathering instrument, general procedures and statistical tools that were used. RESEARCH LOCALE This study was conducted in Hindang, Leyte. It is a fifth class Municipality in the province of Leyte. In the north, it boarders with the town of  Inopacan Leyte while it boarders with the town of Hilongos in the south. According to the 2014 projected population, it has 20,868 people with 4184 households. Among 20 barangays of Hindang, Brgy. Pob. 1, Doos del Sur, San Vicente, Tabok and Bontoc were the selected barangays for the study. The researchers selected these areas for accessibility and convenience of the study. These areas are the hometown and were the researchers worked. SELECTION OF RESPONDENT AND SAMPLE SIZE The respondents of the study included all mothers who participated the Pabasa sa Nutrisyon in Four Baragays of Hindang Leyte. The respondents were chosen according to their availability at that time and in the place where the gathering of data was conducted. RESEARCH DESIGN The researchers utilized one group pretest-posttest study which is basic experimental research design. The group administered a pretest with the use of questionnaire composed of multiple choices, true or false and Self-structured questions. Same questionnaire is given for posttest. An analysis of the variables quantitatively was done which served as basis for the interpretation, implications and recommendations that were formulated. RESEARCH PROCEDURE Permission was sought from the barangay chairman of the different barangays. The data were collected by the researchers themselves from September 2014 to October 2014. The respondents were instructed to sign the consent form before answering the questionnaires. They were requested to individually accomplish the pretest questionnaires by writing their chosen answer in the sheet. Another set of questionnaires for the post test were given after three days. Accomplished questionnaires were retrieved by the researchers. RESEARCH INSTRUMENT The questionnaire is composed of three (3) major parts. Part I, elicit data on the profile of the mothers in terms of age, no. of children, religion, highest educational attainment and estimated monthly family income. Part II elicits data from the Pabasa sa Nutrisyon questions to determine the knowledge of the participants. Part III elicits data from the  self-structured questionnaire to determine the attitude and practices of the mothers. A table was made and the respondents were asked to fill in their answers by putting a check mark. Statistical Treatment of Data The data gathered from the questionnaire were analyzed according to their corresponding quantitative equivalents. The responses were also categorized according to the nature of the specified questions asked. The profiles of respondents were analyzed using frequency tally and percentages. The following formula in determining percent was used: P= f/n x 100% where: P – Percent f – frequency n – number of respondents To test for the significant difference on the pre-test and post-test scores of the respondents on the Pabasa sa Nutrisyon. The machine formula follows: (Walpole, 1982: Introduction to Statistics) t=(X Ì…_1-X Ì…_2)/√(S_p (1/n_1 +1/n_2 ) ) All computations and analysis were tested using 5% level of significance.