Astronomy And Space Science Your Bones In Space Essays

Astronomy And Space Science: Your Bones in Space SIG Hypogravitational Osteoporosis: A review of literature. By Lambert Titus Parker. May 19 1987. (GEnie Spaceport) Osteoporosis: a condition characterized by an absolute decrease in the amount of bone present to a level below which it is capable of maintaining the structural integrity of the skeleton. To state the obvious, Human beings have evolved under Earth's gravity "1G". Our musculoskeleton system have developed to help us navigate in this gravitational field, endowed with ability to adapt as needed under various stress, strains and available energy requirement. The system consists of Bone a highly specialized and dynamic supporting tissue which provides the vertebrates its rigid infrastructure. It consists of specialized connective tissue cells called osteocytes and a matrix consisting of organic fibers held together by an organic cement which gives bone its tenacity, elasticity and its resilience. It also has an inorganic component located in the cement between the fibers consisting of calcium phosphate [85%]; Calcium carbonate [10%] ; others [5%] which give it the hardness and rigidity. Other than providing the rigid infrastructure, it protects vital organs like the brain], serves as a complex lever system, acts as a storage area for calcium which is vital for human metabolism, houses the bone marrow within its mid cavity and to top it all it is capable of changing its architecture and mass in response to outside and inner stress. It is this dynamic remodeling of bone which is of primary interest in microgravity. To feel the impact of this dynamicity it should be noted that a bone remodeling unit [a coupled phenomena of bone reabsorption and bone formation]is initiated and another finished about every ten seconds in a healthy adult. This dynamic system responds to mechanical stress or lack of it by increasing the bone mass/density or decreasing it as per the demand on the system. -eg; a person dealing with increased mechanical stress will respond with increased mass / density of the bone and a person who leads a sedentary life will have decreased mass/density of bone but the right amount to support his structure against the mechanical stresses she/she exists in. Hormones also play a major role as seen in postmenopausal females osteoporosis (lack of estrogens) in which the rate of bone reformation is usually normal with the rate of bone re-absorption increased. In Skeletal system whose mass represent a dynamic homeostasis in 1g weight-bearing, when placed in microgravity for any extended period of time requiring practically no weight bearing, the regulatory system of bone/calcium reacts by decreasing its mass. After all, why carry all that extra mass and use all that energy to maintain what is not needed? Logically the greatest loss -demineralization- occurs in the weight bearing bones of the leg [Os Calcis] and spine. Bone loss has been estimated by calcium-balance studies and excretion studies. An increased urinary excretion of calcium, hydroxyproline & phosphorus has been noted in the first 8 to 10 days of microgravity suggestive of increased bone re- absorption. Rapid increase of urinary calcium has been noted after takeoff with a plateau reached by day 30. In contrast, there was a steady increase off mean fecal calcium throughout the stay in microgravity and was not reduced until day 20 of return to 1 G while urinary calcium content usually returned to preflight level by day 10 of return to 1G. There is also significant evidence derived primarily from rodent studies that seem to suggest decreased bone formation as a factor in hypogravitational osteoporosis. Boy Frame,M.D a member of NASA's LifeScience Advisory Committee [LSAC] postulated that "the initial pathologic event after the astronauts enter zero gravity occurs in the bone itself, and that changes in mineral homeostasis and the calcitropic hormones are secondary to this. It appears that zero gravity in some ways stimulate bone re- absorption, possibly through altered bioelectrical fields or altered distribution of tension and pressure on bone cells themselves. It is possible that gravitational and muscular strains on the skeletal system cause friction between bone crystals which creates bioelectrical fields. This bioelectrical effect in some way may stimulate bone cells and affect bone remodeling." In the early missions, X-ray densitometry was used to measure the weight-bearing bones

Definition and Examples of a Climax in Rhetoric

Definition and Examples of a Climax in Rhetoric In rhetoric, climax means  mounting by degrees through words or sentences of increasing weight and in parallel construction (see auxesis), with an emphasis on the high point or culmination of an experience or series of events. Also known as  anabasis, ascensus, and the marching figure. A particularly forceful type of rhetorical climax is achieved through anadiplosis  and gradatio, sentence constructions in which the last word(s) of one  clause  becomes the first of the next. Examples Out of its vivid disorder comes order; from its rank smell rises the good aroma of courage and daring; out of its preliminary shabbiness comes the final splendor. And buried in the familiar boasts of its advance agents lies the modesty of most of its people. (E. B. White, The Ring of Time)It may, perhaps, be fairly questioned, whether any other portion of the population of the earth could have endured the privations, sufferings and horrors of slavery, without having become more degraded in the scale of humanity than the slaves of African descent. Nothing has been left undone to cripple their intellects, darken their minds, debase their moral stature, obliterate all traces of their relationship to mankind; and yet how wonderfully they have sustained the mighty load of a most frightful bondage, under which they have been groaning for centuries! (Frederick Douglass, Narrative of the Life of Frederick Douglass, An American Slave, 1845)My brother need not be idealized, or enlarged in deat h beyond what he was in life; to be remembered simply as a good and decent man, who saw wrong and tried to right it, saw suffering and tried to heal it, saw war and tried to stop it.Those of us who loved him and who take him to his rest today, pray that what he was to us and what he wished for others will some day come to pass for all the world. (Edward M. Kennedy, Tribute to Senator Robert F. Kennedy, June 8, 1968) This is the Court of Chancery; which has its decaying houses and its blighted lands in every shire; which has its worn-out lunatic in every madhouse, and its dead in every churchyard; which has its ruined suitor, with his slipshod heels and threadbare dress, borrowing and begging through the round of every mans acquaintance; which gives to monied might, the means abundantly of wearying out the right; which so exhausts finances, patience, courage, hope; so overthrows the brain and breaks the heart; that there is not an honourable man among its practitioners who would not givewho does not often givethe warning, Suffer any wrong that can be done you, rather than come here! (Charles Dickens, Bleak House, 1852)There are those who are asking the devotees of civil rights, When will you be satisfied? We can never be satisfied as long as the Negro is the victim of the unspeakable horrors of police brutality. We can never be satisfied as long as our bodies, heavy with the fatigue of travel, ca nnot gain lodging in the motels of the highways and the hotels of the cities. We cannot be satisfied as long as the Negros basic mobility is from a smaller ghetto to a larger one. We can never be satisfied as long as our children are stripped of their self-hood and robbed of their dignity by a sign stating For Whites Only. We cannot be satisfied as long as a Negro in Mississippi cannot vote and a Negro in New York believes he has nothing for which to vote. No, no, we are not satisfied, and we will not be satisfied until justice rolls down like waters, and righteousness like a mighty stream. (Martin Luther King, Jr., I Have a Dream. August 28, 1963) When we send our young men and women into harm’s way, we have a solemn obligation not to fudge the numbers or shade the truth about why they’re going, to care for their families while they’re gone, to tend to the soldiers upon their return, and to never ever go to war without enough troops to win the war, secure the peace, and earn the respect of the world. (Barack Obama, The Audacity of Hope, 2004 Democratic National Convention Keynote Address) The Lighter Side of a Rhetorical Climax There are only three things I really care about, [Arthur Merivale] added, with the air of one who is half in jest.They are?Cricket- and a career- and- and you! ...[Muriel] picked another plum and continued chaffing him.Its really nice to know for certain that you approve of me. Still you are dreadfully, painfully honest. Just think where I come in the scale of your affections! First the bat, then the bar, and then- poor me!She laughed brightly at his discomfiture.But the scale was crescendo, he pleaded. You was a rhetorical climax.(Cecil Headlam, The Marriage of Mr. Merivale. Knickerbocker Press, 1901)

Florida Legislative Policy Research Paper Example | Topics and Well Written Essays - 1750 words

Florida Legislative Policy - Research Paper Example Another argument against allowing nurses contends that Nurses are not well trained enough to dispense controlled substances. Nurses are deemed well trained enough to prescribe all other kinds of medicine. If nurses are well qualified enough to handle all other kinds of medication, it seems unreasonable to assume that nurses cannot prescribe controlled substance based drugs. If nurses around the nation can prescribe controlled substance based drugs without a hiccup then so can nurses registered in Florida because they are just as well trained. Ironically the bill to allow nurses to prescribe controlled substance based drugs has not been able to make it through the legislature for the last decade and a half despite attempts to the contrary. Some institutions in Florida are already taking a giant stride and are supporting the nurses’ cause such as Lee Memorial Health System. ... If nurses around the nation can prescribe controlled substance based drugs without a hiccup then so can nurses registered in Florida because they are just as well trained. Ironically the bill to allow nurses to prescribe controlled substance based drugs has not been able to make it through the legislature for the last decade and a half despite attempts to the contrary. (Aertker, 2011) Some institutions in Florida are already taking a giant stride and are supporting the nurses’ cause such as Lee Memorial Health System. Such a restrictive policy for nurses affects the medical care profession significantly. The need to have a certified physician at hand at all times to get a controlled substance prescription is both wasteful and tends to stretch already scant resources. Moreover, the need to consult a physician every single time lowers the morale of nurses. There has been talk of reduced enrolment in the nursing profession due to this restriction. Florida is already deficient in nursing staff and this status quo is not favourable at all. Nursing practitioners are commonly the only health care professionals who are taking care of patients in rural areas in Florida. Other areas that are deficient in physicians are also looked after by nurse practitioners. People without insurance also frequently visit free clinics that are staffed more or less exclusively by nurses. Susan Lynch a nurse working at clinics in Deland and Sanford relates that when she is seeing patients, often patients looking for common medicine such as cough syrup with codeine or refills for ADD (Attention Deficit Disorder) medicine are faced with two choices: visiting a hospital

Competition in Energy Drinks, Sports Drinks and Vitamin-Enhanced Case Study

Competition in Energy Drinks, Sports Drinks and Vitamin-Enhanced Beverages - Case Study Example The commercial attributes of the substitute drinks segment of the industry are different from other groups of drinks. Substitute beverages competed based on differentiation from ancient drinks like carbonated drinks or fruit drinks. In addition, the market began with reduced competition, which later led to abrupt transformation as various new product lines joined and profit margins seriously suffered from reduction of prices. The entire beverage industry face reduced profit margin emanating from increased competition and inability to differentiate their products. The buyers’ negotiation ability and advantage was a significant competitive force. Emerging brands with reduced market shares were highly vulnerable to purchasers’ advantage as storage space was limited whereas top brands had substantial shelf space. Supplier’s advantage and negotiation power represented the weakest force of competition. Several substitute beverage ingredients sellers had to struggle to market their brands. New ingredient suppliers had a relative advantage in bargaining with producers of energy drinks than popular ingredient suppliers. The competition between substitute beverage sellers was the strongest force. Rivalry between key brands centers mainly on the brand reputation, attractive taste, appealing packaging, sales advertisement and promotion, and attaining better shelf space access and reinforcing distribution abilities. Competitive forces that have a substantial impact on attractiveness of industry include substitute beverage brand, reduced switching cots on consumers’ part, aggressiveness and activeness of suppliers’ efforts and a strong focus on endorsements, promotion of sales and advertisements. Â  Beverage market is rapidly changing. The preferences for alternative products are increasing while the preference for traditional drinks decreasing. The driving factors for substitute drink industry involve

Prescription Drug Abuse in Teenagers Essay Example for Free

Prescription Drug Abuse in Teenagers Essay Although prescription drugs are not harmful if used correctly, prescription drug abuse is high in teenagers. Most parents would never think their teenagers are helping themselves to prescription medicine sitting on ones counter. The truth is, prescription drug abuse in teenagers has become very common nowadays. The drugs are easily accessible at home, or cheap to buy at school. They are highly addictive and can even cause death. Putting one’s prescriptions in a safe place may save a childs life. Prescription drug addiction usually starts with experimentation. Teenagers may be trying prescription drugs because their friends are doing it or it may just be out of curiosity. Some teenagers will turn to prescription drugs to forget their problems. As the addiction progresses, it becomes harder and harder to stop using the prescription drugs (Smith, 2010). Experimentation rarely leads to a good outcome. If one’s child starts with a simple experiment of prescription drug use, odds are it will ultimately end with addiction. Smith (2010), states â€Å"Addiction is a complex disorder characterized by compulsive drug use. People who are addicted feel an overwhelming, uncontrollable need for drugs† (Drug abuse and addiction, para. 1). When one has repeated drug use it will permanently alter the brain. The long-lasting effect on the brain changes ones ability to think, use good judgment, control ones behavior, or feel normal without the drug. It is the drug cravings and compulsions to use that make the addiction so powerful. These cravings and compulsions to use are partly cause by the changes the drugs make to one’s brain (Smith, 2010). The average prescription drug abuser will start between the ages of 12 and 17. Every day about 2,500 teenagers in this age group abuse a prescription drug for the first time (Havens, 2009). â€Å"The number of high school students who are abusing prescription pain relievers such as oxycodone (OxyCotin), a potent and highly addictive opiate, or sedative is on the rise† (Freedman, (2006), para. 3). Stimulants are the most common used, next is opiates, followed by tranquilizers, and then sedatives (Parenting Teens, 2005). The pain relievers such as Vicoden or OxyCotin are used to achieve a high, whereas the sedatives such as Xanax and Valium are used to relax or calm. These drugs can lead to dependence and addiction. Stimulants such as Adderall, Ritalin, Dexedrine, or Provigil decrease ones appetite but increases ones alertness and attention. These are dangerous because they can cause addiction, seizures, or heart attacks. Stimulants are often used to lose weight of for studying. Steroids are used to built ones bodies or promote athletic performance. The dangers involved in consuming steroids are mental and physical health effects as well as serious sexual effects (Havens, 2009). Findings from a 2005 survey conducted by the National Survey on Drug Use and Health â€Å"indicates that approximately 21% of the U. S. population age 12 and older report using any type of prescription drug nonmedically in their lifetime, 16% report us of opiate-type pain killers, 8% report tranquilizer use, 8% report stimulant use, and 2% report sedative use† (Ford, 2008, para. 10). The study also found that substance abuse can cause users to offend the law as well as impair good judgment. However, it has been found that the violations of the law are followed by the abuse of prescription drugs, or other illegal substances. Therefore if one’s teenager is addicted to prescription drugs, legal difficulties will probably follow. The researchers believe substance abuse is a definite road to a delinquent lifestyle (Ford, 2008). Reported prescription drug abuse by high school seniors in 2005 Parenting Teens (2005). According to Freedman (2006), an 18-year-old who lives in San Francisco believes as long as the prescription medication is taken properly, it is much safer than any street drug. According to the findings of the Partnership for a Drug-Free America study, forty percent said prescription were much safer than illegal drugs; while 31 percent said that there was nothing wrong with using prescription drugs once in a while† (â€Å"Prescription-Drug Use by Teens,† (2006), para. 1). Teenagers think that because a medication has a prescription for an individual, it makes it safe for everyone. Several factors are involved in prescribing certain medications such as medical conditions, age, other prescriptions on may be taking and the diagnosis of the individual. Most teenagers do not consider these factors when helping themselves to medications prescribed to someone else. Prescription drugs are easy for a teenager to acquire either from their doctors or from their own medicine cabinets. Most parents are not aware of the risks involved in leaving a bottle of prescription medication lying on the counter for everyone to have access. It will start with taking one or two at a time and then the teenager ultimately proceeds to steeling the entire bottle, buying the prescription medications at school from classmates or even lying to their doctors to obtain their own prescriptions. The increasing popularity of nonmedical prescription drug use is based on the putative advantages of prescription drugs over â€Å"street† drugs: the drugs are easier to obtain, there is less likelihood of arrest, use is more socially accepted, and there is a perception the prescription drugs are safer† (Ford, (2008), para. 10). Prevention is the best tool concerning teenagers and prescription drug abuse. Havens, (2009), â€Å"Most teenagers say parents are not discussing the dangers of prescription drugs with them† (6 Steps to Prevent Prescription Drug Abuse in Teens, para. ). It is the parent’s responsibility to monitor closely the prescription medication in the home and purchase a lock box if necessary to keep one’s teenager safe. One needs to educate one’s teenagers in the dangers of prescription medication and the factors that go into prescribing those medications to each individual. Take it as far as asking the family physician to speak with one’s teenager if necessary. Sometimes they listen to strangers better than their own parents. Take the time to ensure there are no or out-of-date medications in the home. If these medications are no longer needed, dispose of them properly by flushing those (Havens, 2009). Parents are not always aware of how dangerous their own medication can be to their teenagers. MSNBC (2010). Parents also need to educate themselves in the signs associated with prescription drug abuse. Some of the thing one needs to watch for with their teenager behavior is neglecting responsibilities, getting into legal trouble, and even problems with the relationships with one’s friends. If ones teenager is starting to fall on school grades, not do chores at home, or even skipping school a pattern of neglecting responsibilities in beginning to develop. Behavior to watch for in relationships with friends would be losing longtime friends, and sometimes fist fighting with them. One may also be fighting more than usual with one’s siblings or ones boss at the job. The signs of legal trouble can be anywhere from simple disorderly conduct to any type of major crime. If ones teenager suddenly becomes involved with the law, something is wrong (Smith, 2010). The most noticeable physical signs of a prescription drug addiction is if ones pupils are bigger or smaller than normal, ones eyes are bloodshot, grooming habit deteriorate, unusual odor on breath or clothing, slurred speech, bad coordination, and tremors (Smith, 2010). Psychological warnings one can detect are (Smith, 2010), â€Å"Unexplained change in personality or attitude, sudden mood swings, irritability, or anger outbursts, periods of unusual hyperactivity, agitation, or giddiness, lack of motivation; appears lethargic or â€Å"spaced out†, appears fearful, anxious, or paranoid, with no reason† (Drug abuse and addiction, para. 9). Warning signs that tend to show more in teenagers are when one starts being secretive about their friends, one has a new interest in one’s clothing styles, and ones teenager is suddenly in need or more privacy then usual. If one has money, valuables, or prescription medication missing, one may need to consider the possibility of one’s teenager developing a prescription drug addiction. Other common signs are depression, withdrawing from the family, using incense to hide the smell, or eye drops to cover the dilated or bloodshot (Smith, 2010). Drug rehabilitation can be a costly, but necessary, adventure. According to ChooseHelp, (2010), â€Å"the professional staff involvement at any comprehensive and quality rehab facility disallows bargain treatment, and you need to be prepared to spend a significant amount of money to get a quality and effective treatment program (The Cost of Drug Rehab, para. 3). † Considering all cost involved in housing, feeding, drug therapies, and professional involvement, prices can range from a few thousand dollars a month all the way up to $30,000 per month (ChooseHelp, 2010). Several insurance companies will absorb most of the financial burden. One needs to contact one’s private insurance company and receive all details pertaining to this type of treatment. If one contacts one’s local State Drug and Alcohol Rehabilitation Council, there are programs available to those that cannot pay nor have any insurance. One needs to take into consideration the seriousness of this addiction. When it involves a prescription drug addiction, one cannot let the cost be a factor in the determination of the treatment. According to ChooseHelp (2010), â€Å"family programs can help to heal a family harmed by the destruction and heartache of abuse; and bring back a healthier dynamic to the family as a whole (Families Need to be a Part of the Process, para. 3). † One needs to decide how much family involvement will be in the rehab process. Family involvement is extremely important not only for the family but for the addict as well. When family member are learning about the addiction from trained professionals as well as other families facing the same situation, families are taught what is most beneficial for the teen and it assures the family that they are not esponsible for the addiction (ChooseHelp, 2010). When seeking a prescription drug treatment center for teenager one needs to consider a program involving patient education as well as family education. The program should offer counseling sessions with a therapist or psychologist as well as peer group session involving several families. One needs to choose a facility close to home to achieve adequate family involvement (ChooseHelp, 2010). When the rehabilitation program is successfully completed it is also important to continue care in an outside group such as Alcohol Anonymous or Narcotics Anonymous. Information for these meetings can be obtained in one’s local phone book. If the teenager in the home has been acting differently and medication is running out sooner than usual, take the steps necessary to help him or her. Admitting he or she may be addicted to prescription drugs is not easy but the help one can receive for him or her may save his or her life. Pay attention to the warning signs, ask questions at the doctor appointments and try not to have addictive medication prescribed to one’s child, especially if the child has had a problem in the past with any type of addiction. Be careful where prescription medications are located and consider investing in a lock box. It may be a decision that saves ones teenagers’ life. If one discovers one’s teenager has a prescription drug addiction, or any other addiction, do not be afraid to seek help. Money does not need to be an issue in saving ones life. References http://www.choosehelp.com/drug-rehab/families-need-to-be-a-part-of-the-process http://www.choosehelp.com/drug-rehab/the-costs-of-drug-rehab http://today.msnbc.msn.com/id/12803776/ns/health-addictions/

Facebook Activity Should NOT Play a Role in Employment Essay -- Social

As if employment isn’t already a topic of importance regardless of personal reason, most issues concerning it, hit close to home. Employment is influenced by many things. Some of the major influences are expected like drug testing and background checks. These have little to no amount of controversy, pending personal issues. Other things are not so anticipated, namely what content is on particular social media websites like Facebook. This exact scenario played out in my life much to my dismay. After I applied, interviewed and accepted a position in the education field, I received a phone call from the employer who informed me that they would no longer offer me the position due to an undisclosed reason. Subsequently, I began an investigation into the reason I lost the opportunity of employment with the school district, only to discover astonishing exploits, the culmination of which resulted in my misfortune. These exploits had originated from a personal conflict between an individual that was my friend on Facebook prior to the dispute. Though I can honestly admit that this altercation got vicious, I never believed it would go as far as it had. This individual took my name and pictures and attached them to messages that I had allegedly sent to her. These messages contained highly inappropriate and threatening material. Then she proceeded to send them to the administration department. One person in the Human Resour ces department came to the decision that even though he didn’t know me, my qualifications, or even if the allegations were true, my personal life and Facebook page disqualified me from employment. Incontestably, I felt this infringed on my constitutional rights, confidentiality, as well as my personal life. Most Ame... ... with job performance, and work time. Without this distinction a mental and physical toll is paid and it comes at a high cost to the motivated. Employment simply should not be based upon a personal social networking website, it is unconstitutional, breaks social expectations of confidentiality, as well as imposes upon personal lives and motivations. Unless contractually bound to obey particular guidelines concerning social media, it should play no role in obtaining or termination of employment. Considering that there was no proof of legitimacy and it did not happen on work property or time, undeniably my claim of hideous encroachment on these Rights and socially accepted standards is correct. This very travesty, lead to the children at that particular school district to potentially have to settle for a person that is less qualified than I for their education.

Effects on Performance Management

Effects on Performance Management and the Company when Nepotism and Cronyism is Present. Cronyism is Present. Whether deliberate or unintentional, workplace nepotism and cronyism threatens positive corporate culture as well as the company's overall performance management. Managers who give special treatment to their family members or their favorites decrease the morale of the other employees and do not pay attention to the areas of need that the employee may be facing in their Job performance.Finding yourself on the non-receiving end of desirable assignments can be rough-?especially when the recipient also lacks adequate employment lubrications. The organization being discussed is a relatively small organization; there are approximately twenty full-time employees and seventeen part-time employees. The organization serves adults with developmental disabilities on cite and in the community. They are a non-profit organization and rely on state funded money as well as fundraisers.Their p erformance evaluation they work with does not have any weight when considering raises or pay scale. There have been two directors in the last ten years and both directors suffered from performance management issues. However, since the latest director has been in charge the organizational culture is also changing rapidly. The previous director hired her daughter and the daughter's best friend. When both were hired neither had the required skills to perform their duties. They both rapidly moved up the ladder of success during the director's time.A couple of years prior to the director's retirement an â€Å"assistant director† position was created to train the upcoming replacement. She also happened to be a family friend. This friend had experience as a support coordinator and some college experience. After the new director took over, the entire center seemed to be recreated. The â€Å"daughter† was made a program manager and the â€Å"friend† was made a program ma nager. Once these positions were filled and time went on, cronyism became very visible among the center staff.The â€Å"daughter† had now been moved into an â€Å"invented position† since she was unable to perform her managerial duties, as told to staff, yet her salary and status seemed to remain intact. The â€Å"friend† however seemed to shine brighter daily and chain of command communicated regularly. The morale of the organization started falling and stories and complaints traveled quickly between staff. It was starting to be evident that the word â€Å"team† did not exist. If rooms needed assistance, coverage, or other types of conflict arose there was not anyone to come and offer support.The staff knew they had to call the program manager per chain of command but she was never available. After months of back and forth from trying to get answers from the director and when questioned, the program manager, who also happens to have tightened the bond of friendship with this director would lie and say it is handled or Just not show up when needed the staff began feeling like no matter how much they complained or tried fixing the situation the director valued the friendships more than the organizations culture all together.Every year when it is time to do performance evaluations the direct support staff would cringe. They all knew that no matter what was on the form that they signed it did not matter because â€Å"if† there was a raise to be given, it would be a standard 1%-3% across the board. The facts that the â€Å"mangers† actually had a larger salary increased their raises due to the percentage factor.This past year most staff filled out their own evaluations and wrote their own goal to work towards the following year and the managers Just signed off and passed to the director. The character of cronyism is proactive and dynamic. Goanna (1991) notes that loyalty has two true-hearted dimensions: emotional and behav ioral. The emotional aspect of loyalty results from gratitude. Since emotions are invisible, one's loyalty is evaluated through the behavioral dimension.In situations where loyalty is a highly valued characteristic, individuals tend to display loyal behaviors in order to receive positive evaluations and personal benefits, in this case no consequences for not being supportive to the program staff or not being held accountable for her lack of performance. Additionally, it may not be easy to distinguish between behaviors hat emerge from true-hearted gratitude and behaviors that result purely from â€Å"impression management. † That is why this definition of cronyism is based on the notion of perceived loyalty.The lower ranked employees are likely to play an active role. For instance, a program staff may want to influence the perception her supervisor by uncritically agreeing with the program manager on work or non-work related issues or by speaking highly of that program manager in the presence of the director of the center. (Deluge and Perry, 1994). This perceived loyalty plays a major factor when the yearly evaluations roll around. Since there is not clear Job descriptions or expectations in any area of the organization there would not be anything to effectively measure or evaluate.Popularity or convenience plays more of a role. When the evaluations rotate through the managers, they have many other things that rank higher in priority so it is usually rushed through and passed back to the director to file. In a healthy organizational culture personal relationships and loyalty, to a certain degree, may be functional and does not necessarily breed cronyism. Coffee and Jones (1996), argue that sociability, which refers to sincere approachability among members f an organization, raises morale, fosters teamwork, and promotes creativity.However, when the stress on relationships is so great that it is turned into strong in- group bias and when loyalty becomes un reserved, cronyism is likely to occur. There is a more complex system of social interactions that arise spontaneously as people associate with one another. Dissimilar to the formal structure, which accentuates official positions in terms of authority and responsibility, the informal structure emphasizes people and their unofficial relationships (Newsroom and Davis, 1993).The informal system develops to fulfill needs that cannot be met by the formal system. Increasing informal relationships with the right people, which may include subordinates, peers, and superiors, can be a useful means of acquiring power Nouns, 1992). The coupled relationship between the superior and subordinate in the context of cronyism tends to be governed by their personal ties rather than assigned Job duties or responsibilities.These casual relationships may override organizational hierarchy and involve an element of â€Å"power-seeking,† where individuals exchange ore than friendship among themselves t o further individual goals that cannot be met through formal channels. Studies suggest that the mere act of categorizing people as â€Å"cliques† and out-groups have a tendency to result in favoritism (Teasel et al. , 1971; Turner et al. , 1983). Clique members are given high levels of trust, interaction, support and rewards while out-group members receive low levels of each and often denied valuable opportunities (Vehicle, 1997).These behaviors breed a competition among the staff that creates stress among the employees since they hank that if they are not a member of that clique or friendship they may not get any of the â€Å"rewards† they feel those clique members receive. Some examples of this description within the organization is when an instructor, someone with no authority, brings gifts or constantly offering flattering compliments to feel as though she is in the â€Å"clique† status and when an opportunity arises like a special outing or work opportunity that is praise worthy she usually gets it.The opposite end of the spectrum however is the employee that constantly goes above and beyond her jugular Job duties to help others and seems knowledgeable of her position gets constantly overlooked for promotions, raises, or passed by because she chooses to focus more in her Job rather than the social side of relationships. Personal loyalty toward the program manager or director is different from loyalty to the organization or organizational commitment.The director or program manager's cronies may not be committed to the organization as a whole. In fact, the increase of a deep sense of obligation toward the director or program manager may surpass connection toward the organization (Chem. and Francesco, 2000). An example could be that if the director leaves the organization, her cronies will try to follow suit. Being trusted supporters, â€Å"clique† members of a work unit tend to cultivate a feeling of gratitude towards the program manager or director.These same employees are likely to be pleased with their work due to the existence of receptive bonds in their working relationships. These same employees shared motivational factors and experienced less role-related stress like Job overload, insufficiency, ambiguity, or conflict. Unfortunately, out-group employees who do not possess these same connections seem to have lower Job distraction because even if they are the â€Å"cream of the crop,† their chances of climbing the ladder of success are slim.This has an antagonistic impact on their sense of self-worth as they become trapped in organizations that require friendships to â€Å"earn† promotions (Hurley et al. , 1997). This reason alone should be evidence enough that performance evaluations should be considered more serious than they are in this particular company. They are likely to feel a sense of inequality when they perceive that in-group members, regardless of competency, manage to be prom oted much faster than they do.It is not surprising to find that out-group members are more likely to file grievances (Coleman et al. , 1993). The clique group of employees is likely to show low commitment to the organization. This is where prominence on loyalty to the director or manager may transform into negative organizational performance when the directors personal goals struggle with those of the organization. Although cultural influence plays an important part here, the practice of cronyism, with its stress on loyalty toward management rather than the organization, greatly emphasizes such influence.When the company's strategic plan ND evaluation standards are stated to be practiced one way in the personnel handbook and the actual actions of the management staff proves otherwise the staff could view that situation as an opportunity to slack on their personal performance and not care whether or not the company actual succeeds or not. Obligation is related to organizational depen dability or the degree to which an organization is perceived to be looking after the interests of its employees in practices such as Job security and career development (Buchanan, 1974; Steers, 1977).Due to in-group bias, the hard work of out-group members is often unrecognized by their previous. Furthermore, out-group members do not experience the Job security and preferred rewards in-group members enjoy. They are often overlooked in terms of opportunities for personal achievement. While in-group members are delegated key roles in the organization, and the out-group members are merely assigned peripheral functions that are easily expendable (Change, 1999).Ingratiation, an attempt by individuals to increase their attractiveness in the eyes of others, is one particular rising influence strategy whereby ingratiation behaviors are driven by attempts to influence someone higher in the formal hierarchy of an organization Porter et al. , 1983). Loyalty is adored in cronyism; employees may openly reaffirm the manager's views and defend her appearance and prestige. They may also acknowledge the power distance in the hierarchy ladder and show their submissiveness in order to win the manager or directors heart (Fisher, 1977).The noticeable benefit associated with the in-group status encourages ingratiation behaviors. In addition to having impacts on individuals working in an organization, it can also greatly impact the clientele the organization serves; cronyism also produces significant consequences at the group or organizational level. Personal feelings can seriously bias Judgment. Positive affect toward employees makes managers less likely to give them negative performance feedback. With this being said, incompetence among in-group members has a tendency to be hidden and covered up in the organization.Since in-group members are rewarded on the basis of loyalty rather than competence, they do not see the need to excel and may at best achieve average performance. Addit ionally, these same employees tend to channel their energy and attention to ingratiating themselves with the manager or director or other related political behaviors. This ultimately distracts the employee from completing their proper Job duties (Coffee and Jones, 1996). Talent, which would otherwise rise to the top, is blocked and stifled by lack of opportunity. This leads to talented people leaving the organization.The constant leeching away of talent inevitably weakens the strength of the organization (Redding and Whish, 1993). Finally, the quality of decision making is a victim of cronyism. Any leader who is surrounded by â€Å"yes men† is unable to benefit from the diverse perspectives, experience, and knowledge of their employees. Worse still, with stress on conformity, ideas are unlikely to be fined and improved through group discussion and debate. The result of having such differentiated treatment can cause hostility between the two groups, consequently harmfully affe cting their cooperation and sense of teamwork.Progressively, the relation between the in-group and out-group employees suffers as the unjustified practices continue, and the leader's cronies are perceived to be getting more benefits than deserved (You kill, 1994). Over time, the morale of the out- group will be eroded by their feelings of alienation, powerlessness, and inequity as favoritism of in-group employees renders the relationship between performance and reward less obvious (Preponderates and Topple, 1996). Cronyism stems from the fact that management is able to manipulate rewards and punishments for their employees.The greater their ability to do so, the greater is the personal dependence of employees on them. Missies, (1998) maintains that favored â€Å"clique† treatment may be reduced by making evaluation criteria explicit, objective, and public. To sum up, presence of competent managers and directors are likely to reduce crony behaviors. It is instinctual that comp etent managers tend to reward and promote competency among their employees. But, incompetent managers and directors would feel heartened by competent employees, and inevitably drive away competent employees (Bodleian and Ramekins, 1998).Preponderates (1993) notes that â€Å"yes men† tend to be concentrated among less able workers and among workers with less able managers. In conclusion, the organizational problem of nepotism eventually stemmed to accepted cronyism. By management allowing this to take place the employees began feeling resentment and the organizations moral dropped dramatically. In this particular organization, the clientele are the main ones affected by these behaviors to take place.