Professional Development For Strategical Managers

Professional Development For Strategical Managers According to Guskey (2000) as a consultant of AB management consultant if I want to do my best and if I want to expand my organization consistently I have both skills personal and professional because as per my point of view both skills are complimentary and which can help my organization and I will achieve my organizational goal. With the help of these skills I can contribute to the development of my employees. In this assignment I want to evaluate both professional and personal skills required to meet both organizational and own goals and objectives and also I want to take action on implementation of my goal and objective. I want to determine short, medium and long term goals and also analyse strengths and weaknesses. Furthermore I have to analyze which skill is helpful for our organization: Professional or Personal skill. Lucey (2005) mentions that Personal and Professional Skills form part of Human Resource Management, which is the most important and vital aspect in an organization. The globalization of the business world has caused organizations to compete against one another for their survival. In this regards, the management in terms of strategy, planning and policies play a tremendous and crucial role. Moreover I have to analyze which skill is helpful for our organization: Professional or Personal. According to Mullins (2002), to be a good consultant a person must develop strong personal skills so as to maintain a proper balance between work and pleasure. Professional skills are those skills that help a person manage his/her professional or work life in a more apt way. Professional skills are those skills on how to set and achieve objectives of the business, negotiate conflicts, maintain ethics at workplace and program planning. TASK-1 BE ABLE TO ASSESS PERSONAL AND PROFESSIONAL SKILLS REQUIRED TO ACHIEVE STRATEGIC GOALS 1.1:- USE APPROPRIATE METHODS TO EVALUATE PERSONAL SKILLS REQUIRED TO ACHIEVE STRATEGIC GOALS There are some methods to evaluate personal skills required to achieve strategic goals in personal and professional life for example: Hard work/ Dedication: According to Guest (2000) hard work and dedication are two traits of managers. The people who find success become managers and are the ones who are looked to for help. If I want to become a successful consultant of AB Management then I have to put myself out to help other people. Finding success is easier if a distributor is able to find a manager who is willing to take the time and effort to help him do well in the business until he can become a leader in the company. According to Lucey (2005) regardless of whether or not a manager is found to help, however, the distributor himself must be willing to work hard and have the dedication to keep trying until the dream is fulfilled. Every employer wants an employee who is hard worker and they expect form employee to keep it at it until they solve the problem and get the job done. Stress Management: According to stress Guest D (2000) this is very crucial management skill because mentally stress is really not good for any human being or any manager in organization. According to stress management also play big role when we are on managerial level. for example in AB management there are many employees and they have different kind of problems in their life so as a manager I have to sort it out everything and dont have to depress that I got big problem what can I do? I have to sort it out problem and give its solution in particular manner. Stress is a nervous system reaction of our body towards certain stimulus. Guest D (2000) mention that this nervous system reaction could be easily viewed as an unconscious preparation of the body for a certain activity, like for instance releasing adrenaline chemicals onto our muscles whenever we feel alarmed, for example triggering auto response duck and adrenaline rush quickness on the muscles as we hear and process a gunfire shot; or else shutti ng down some of our pain receptors while were in a fight. The problem with stress response is that it also triggers psychologically. Anxiety of approaching deadlines, nervousness over the outcome of a completing project, surmounting unpaid bills, or the nervous anticipation of any event, any situation thats going to happen in the near future may trigger stress response. Over time, these repeated stress experiences can severely deplete energy which could be used for other health functions like digesting meals, functioning body defence system, and such. TIME MANAGEMENT: Evans (2008) claims that for effective management and leadership skill it is very important to manage time if any manger or employee fails to manage time they are never go ahead in their life. Source: http://reviews.in.88db.com/index.php/leisure/casual-entertainment This figure shows that how to use time effectively in this competitive world because time is very important. Time management there are two kinds of people first who have no time they are too busy with their life so they cannot change schedule for learn something which is useful for their organization and the other people in time management are those who have ability to take new challenges in market they get time from their busy schedule and attend workshop. What they got the knowledge from workshop or what they learnt from the trainer they directly implement those ideas and skill to the employees so it can be easy for employee to do their task. Prioritising Work Tasks: According to Mullins (2000) there is no question that all employers desire employee who will arrive at work every day on time and ready to work and who will take responsibility for their action. One thing is the fact that dependable, responsible, contributor committed to excellence and success. Reliability refers to the consistency of a measure. A test is considered reliable if we get the same result repeatedly. For example, if a test is designed to measure a trait such as introversion, then each time the test is administered to a subject, the results should be approximately the same. Unfortunately, it is impossible to calculate reliability exactly, but there several different ways to estimate reliability. 1.2 APPLY TECHNIQUES TO ASSESS THE PROFESSIONAL SKILLS REQUIRED TO SUPPORT THE STRATEGIC DIRECTION OF ORGANISATION: Techniques to assess the professional skills which required to support the strategic direction of organisation is very necessary in this assignment. There are some techniques which are very important to assess the professional skills. Mentoring: Mentoring is also contributing in the achieving goal or objective of an organisation it is a way of overcoming many problems. According to Boxhall (2003) a mentor is someone who can advise and guide us in our carrier. He or she has a number of roles as an appraiser, a supporter, a communicator and a superior and his subordinates and if it is unlikely that a manager can carry these functions. A good mentor has coaching skills is trustworthy respected and is free from major distractions either within or outside the workplace, without a mentor reflection is also not also very productive experience. It can be a bit like looking for piglet. As a Consultant of AB management I can spend time thinking without arriving at a conclusion, it helps of course if I have structure to my thinking, in mentoring the questions are what is happening has happened? What brought this about? What went well and what did not go well? How can the situation be improved? What might we learn form the situation tha t might influence future action? Coaching: Guskey (2000) point out that all human beings are born with a dream, which are there goals in their life. Attaining a goal is not that easy and hence there is a need for a clear and correct path for the easy attaining the goals. This easy attaining of the path can be achieved with the help of a coach and coaching. And so it is said that coaching is the practice of giving sufficient direction, instruction and training to a person or a group people, so as to achieve some goals or even in developing specific skills. Though coaching is a system of providing training, the method of coaching differs from person to person, aim or goals to be attained, and the areas needed. Still there are some common methods in coaching. They are essential part of an effective coaching. Leadership: Guskey (2000) suggested leadership is a key skill, and its one that can make a huge difference to anyones career. At work, problems are at the centre of what many people do every day. As a consultant of AB management either solving a problem for a client internal or external, supporting those who are solving problems, or discovering new leadership skill. The problems we face can be large or small, simple or complex, and easy or difficult to solve. Regardless of the nature of the problems, a fundamental part of every managers role is finding ways to solve and lead them. So, being a confident leader is really important to our success. Much of that confidence comes from having a good process to use when approaching a problem lead. With one, we can solve problems quickly and effectively. Without one, our solutions may be ineffective, or well get stuck and do nothing, with sometimes painful consequences TASK-2 BE ABLE TO CONDUCT A SKILLS AUDIT TO IDENTIFY LEARNING SYTLE 2.1 CARRY OUT SKILLS TO EVALUATE THE STRATEGIC SKILLS NEEDED TO MEET CURRENT AND FUTURE LEADERSHIP USING PERSONAL SWOT ANALYSIS, PSYCHOMETRIC TEST AND SWAG ANALYSIS: There are few skills which evaluate the strategic skills needed to meet the current and future leadership. Communication Skill: According to Douglas (2005) Good verbal and written communication skills are one of the basic management skills. If we will notice some of the good leaders, we would realize that they all had good oratory or written skills. A leader always knows what he wants to say and when he should say it. So as a consultant of AB management I should have a great sense of timing along with communication skills. I should also know how to convey certain messages subtly so that the work is done in an expected and speculated manner. A manager should understand that he is a liaison between the staff and the higher authority and should be able to put the issues effectively in front of both the parties. In that case, he may need to have good diplomacy and negotiation skills that are extremely important. Decision Making: As a good consultant of AB management I also need to have good decision making judgment and ability. Douglas (2005) opined that only decision making power is not enough. A manager should know how to execute his powers for the betterment of the staff and the company. A manager has to go through many stressful situations that are full with moral and ethical dilemma and so he must possess good judgment and analytical ability. This would help him take the right decision. A manager should involve his staff taking major decisions. He must remember that imposing authority or decisions is not leadership in its true sense. APPENDIX B-Skills Audit and SWAG analysis Development Goals-Strengths, Weaknesses, Aspirations and Goals (SWAG) Strength: practical and realistic Like to learn new things, techniques Work autonomously By setting goals, I always try to accomplish it by hard work Like to take chance in experimentation Always come up with new ideas. Weaknesses: Not involved in basic speculation or philosophy Sometimes Impatient Take action without caution Do the tasks without any people Aspirations: Utilization of college services like live campus, technological equipment and library facilities etc. Preparation of time logs during workshops Practical knowledge about meeting, presentation in lecture Group activities in class Goals: Problem solving. Satisfaction. Independent in my work. 2.2 APPLY APPROPRIATE TECHNIQUES TO IDENTIFY PREFERRED LEARNING STYLE: In this assignment it is very important to prefer learning style which is really very important. According Peter Honey and Alan Mumford (2010) also identified another type of learning style preference. They maintained that by identifying preferred style, we could try and apply it to learning new things. Most of us have elements of more than one learning style, so we should think about our strongest and our weakest style to identify how we learn. If we are able to use our natural style, we are likely to find learning much easier and quicker. The four categories Honey and Mumford identified are, Activists, reflector, theorist and pragmatists. According to Neil and Morgan (2003) activists like to be involved in new experiences s as a consultant of AB management I have tend to be open minded and enthusiastic about new ideas but get bored with actual implementation. However, enjoy getting their sleeves rolled up and doing things. It can be impulsive, tending to act first and consider the consequences afterwards. Activists enjoy working in terms but do tend to control the attention. Activists learn most when Involved in new experiences, problems and opportunities Interacting with others in business games, team tasks, role playing Thrown in at the deep end with a difficult task Chairing meetings, leading discussions Activists learn least when Simply listening to lectures or long explanations Reading, writing or thinking by themselves Absorbing and understanding data Precisely following detail instructions The VARK model is a sensory model that is an extension of the earlier neurolingusistic model. The acronym VARK stands for Visual, Aural, Read or write and Kineststhetic. Fleming defines learning style as an individuals characteristics and preferred ways of gathering, organizing and thinking about information. VARK is in the category of instructional preference because it deals with perceptual molds, or senses. It does not address are test and smell. The VARK inventory provides metrics in each of the four perceptual modes, with individuals having preferences for anywhere from one to all four. There are also differences in learning approaches for the four VARK Learning Styles. Visual learners prefer maps, charts, graphs, diagrams, brochures, flow charts, highlighters, different colors, pictures, word pictures, and different spatial arrangements. Aural learners like to explain new ideas to others, discuss topics with other students and their teachers, use a tape recorder, attend lectures and discussion groups, and use stories and jokes. Read/Write learners prefer lists, essays, reports, textbooks, definitions, printed handouts, readings, manuals, Web pages, and taking notes. Kinesthetic learners like field trips, trial and error, doing things to understand them, laboratories, recipes and solutions to problems, hands-on approaches, using their senses, and collections of samples. TASK-3 BE ABLE TO IMPLEMENT A PERSONAL DEVELOPMENT PLAN 3.1 CONSTRUCT A PERSONAL DEVELOPMENT PLAN USING SMART OBJECTIVES THAT MEETS LEAERSHIP DEVELOPMENT REQUIRED SKILLS AUDIT: Specific:- In this objective my task has to be specific according my skills which satisfaction levels in the learning resources provided by the department. Reduce the amount of time it takes to respond to academic departmental requests for information. Specific means that the objective is concrete, detailed, focused and well defined. The program states a specific outcome, or a precise objective to be accomplished. The outcome is stated in numbers, percentages, frequency, reach, scientific outcome, etc. Measurable:- In each and every task planning should be measurable and achievable. If the objective is measurable, it means that the measurement source is identified and we are able to track the actions as we progress towards the objective. Measurement is the standard used for comparison. For example, what financial independence means to me may be totally different compared to what is means for you. As its so often said if you cant measure it, you cant manage it! Its important to have measures that will encourage and motivate you on the way as you see the change occurring, this may require interim measures. Measurements go a long way to help us to know when we have achieved our objective. Aims:- In this objective to improve personal development skills for leadership in every task aims should be clear and understandable. If you have an aim which is not achievable according the situation and circumstances for that you are not able to use a particular smart objective. Realistic:- Objectives must be realistic Objectives that are achievable, may not be realistic. However, realistic does not mean easy. Realistic means that you have the resources to get it done. The achievement of an objective requires resources, such as, skills, money, equipment, etc. to the task required to achieve the objective. Timed:- Time-bound means setting deadlines for the achievement of the objective. Deadlines need to be both achievable and realistic. If you dont set a time you will reduce the motivation and urgency required to execute the tasks. Timeframes create the necessary urgency and prompts action. Furthermore when I talk about the personal development plan, according to Boxall Purcell (2001) I have to think about myself that what are my weaknesses? What are my strengths? In which area I have to develop? Which can I do best for my organization? For example when we discuss about weaknesses if I have lack of confidence or if I am short-tempered then I have to improve on these areas. In strength aspect if according to Boxall Purcell (2001) if I have good communication power that its good for my personal development. I have to also think about what is my long and short term goal for my organization. For example nowadays consultancy sectors are very competitive in a market so how can I get good profit from all these challenges. Appendix D- Individual Development Plan Name:à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ Departmentà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. Period coveredà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦ Objectives/SMART Goals What do I want to be able to do by the end of the period? What do I want/need to learn What will I do to achieve this? What will my success criteria be? Target dates for completion Personal or organisational What do I want/need to learn What will I do to achieve this? What will my success criteria be? Target dates for completion Personal or organisational 3.2 USE SUITABLE METHODS TO ASSESS THE OUTCOMES OF A PERSONAL DEVELOPMENT PLAN AGAINST PERSONAL WORK OBJECTIVES: According to Guest (2000) in the process, staff members also set personal developmental goals that will increase their ability to contribute to the success of AB Management. The accomplishment of these goals also provides a foundation for career success whether in AB Management or elsewhere, so they ought to be motivated and excited about achieving these goals. Neil and Morgan (2003) point out that performance Management, with the professional development plan process for goal setting and communication, will ensure that we are developing a superior workforce. The only factor that constrains our growth is our ability to hire a superior workforce. Why not grow that talent from within my organization as well? Set some realistic goals for myself. According to these goals must be Kotler, P and Armstrong, G (2001) something we truly wish to experience. Something that will motivate us if we do not set motivating goals then the chances of we are not being able to overcome obstacles when we encounter them increases. Take action. Kotler and Armstrong (2001) mention that once we set our motivating goals, now it is time to begin to take action to move closer to them. Without action we cannot expect to achieve anything different in our life. Be open to opportunities. as we begin to set our goals we will begin to notice opportunities that come our way. According to Lucey (2005) after all what we give our attention to will continue to grow. Always be open to the opportunities; and do not be afraid to take action. When we do take action if do not be afraid to change our course if something does not work out the way we expect it to. Sometimes we must be willing to take detours to reach our destinations. Celebrate our success. We all require acknowledgment for our successes. Foot, M. Hook C., (2006) mention that if we do not receive acknowledgment; we can become discouraged and quit working towards our goals. So we must learn how to celebrate every little success. Even if we are the only one who notices it. Start a success journal. Mullins J. (2002) mentions that one of the things I was taught when I began my personal development journey. One of the most important things to do is to begin writing down all our successes throughout the day. 3.3. EVALUATE THE IMPACT OF OWN LEARNING AGAINST THE ACHIEVEMENT OF STRATEGIC GOALS It is very important to evaluate the impact of own learning against the achievement of strategic goals because Strategic goals are statements of what we wish to achieve over the period of the strategic plan e.g. over the next year, five years, ten years. They reflect the analysis we do that starts with creating a vision, a role statement and a mission statement, and then analysis of our environment, strengths, weaknesses, opportunities and threats. Leadership Skill: As a consultant of AB Management leadership skill is very necessary when I play a role of consultant. When a consultant has not this kind of leadership skill then he or she is not able to control or handle their employees. So leadership skill is very important in large or small organisation. Neil and Morgan believe that it is a critical management skill, is the ability to motivate a group of people towards a common goal. A leader is like a man who handle whole the team or we can say he handle group of people all have same goal. Guskey T. (2000), Its not easy task because a leader should so many right to do and he must have capability to follow whole group for common goal. A leader some time by born or some time he become leader with experience and with work. According to as a leader in my company I have to do leadership and lead all my staff for a common goal and its a good, excellent customer service. As a consultant I need to have proper management styles in managing different oper ations. My management styles should be autocratic and democratic so I can make my all decisions perfect and in time which is useful to my organization. Professional Skill: Professional skill is as important same like Personal skill. According to Docstoc (2010) in professional skill counselling and mentoring to support staff with their own learning and development requirement, coaching skills, multitasking, leadership skills, theories of leadership, management styles, continuing self-development meet requirements for industry sector professional bodies, leading and meeting, delivering effective presentations. If a consultant have only personal skill but not a professional skill then it is very tough to survive in a market. So a consultant must have both skills personal as well as professional skill. This skill is very important in this assignment because this assignment is about advanced professional development and if a person plays a role of consultant in AB Management he or she must have this skill. Self Development: In self development If anyone works as a consultant they must have good knowledge of market that can be helpful to expand my organization because if I have to data of other companies and I do whatever organization is running its not good for me and my organization. As a consultant have leading and chairing meetings. If as a consultant if I have no leadership power then he cant achieve his goal. So he has to arrange monthly meeting and discuss about what we are what we got what we want to achieve everything he has to manage in this task. Foot and Hook (1999) as a consultant he must have effective presentation skill because a consultant has to give monthly assignment to their employee for example as a consultant of AB Management I have to give monthly assignment to my employee that what they have done last month what are criteria that we have to improve ourselves. How much the budget provided by our employer and what we have already achieved, So employee get the knowledge of their perf ormance and next time they dont made same mistake what they made before. CONCLUSION: This assignment is about the personal and professional skills which is required in personal and professional life. In this assignment I also mentioned the techniques to assess the professional skills required to support the organisation. I also carry out the skill audit evaluate the strategic skills needed to meet the current and future requirements using persona swot analysis. This assignment I have to develop myself as a professional consultant so I used many techniques and methods to improve the personal and professional development plan. personal skill not professional skill or in the other hand if I have only professional skill and not personal skill then it is not good combination of management I must have these both skill. Personal and professional skill includes numerous benefits with an underlying philosophy that emphasizes the achievement of competitive advantage through the efforts of people. I conclude in this assignment that each and every organization they must have kno wledge of personal and professional skill which is really very useful personally and professionally. Every organization has some particular goal and the most common goal of any commercial firm or organization is profit. In this assignment first of all I have to manage myself as a manager because if I am not manage myself then I cannot manage entire organization, it means I have to find out what are my strength what are my weaknesses

Alternative Energy :: essays research papers

As we know, the United States consumes more power than any other country in the world. The success of the U.S. can be directly related to its power consumption. Most of our electricity that power our homes comes from burning fossil fuels (Coal, oil etc.) that puts Co2 in the atmosphere, this is causing major pollution. The U.S. has mainly refused to take this matter seriously, as showed by their refusal to ratify the Kyoto Protocol, and continues its high consumption. The amount needed in the future will only rise and because of that reason we need new alternative sources of energy. These new alternative power sources include wind, solar, and hydro. Two of which are of great interest to architects are ‘Active Solar’ and ‘Wind Technology.’ I believe that architects have a responsibility to look for new sources of energy, not just for our environments sake but to gradually lose our dependency on fossil fuels which is quickly running out while demand keeps inc reasing. This research paper is about the ideas behind the technology and how Architects can use active solar and wind technology to power homes now and in the future. Wind technology is â€Å"a system of equipment that is used for gathering and converting wind into mechanical or electrical energy and of transferring these forms of energy to the point of use or storage.† The two main uses are for electric generation and water pumping. Wind has a lot of the drawbacks as does Solar(which I will get to later) but the constraints are less geographic and much more meteorological. Which means the future of this type of energy source is dependant upon some of the most erratic forces on earth. I almost support this idea because it will force the development and use of some very impressive storage and planning systems. Wind technology is not without its positives though. Conventional wind machines are getting much better in regards to noise and safety and the simple answer to the problem of densely settled areas is for architects and engineers to place the machines in the ocean, or have people get used to them in close proximity, which I don’t see happening any time soon. Wind technology in rural areas does make practical sense. Home builders, farmers and small businesses can easily set up a small wind generator without much opposition as you would encounter in highly dense areas.

Psychological trauma

Deathwatches Bataan Peninsula State University Baling Campus Sandmen D. Garcia IBIS -3 Child Psychology September 11, 2014 When the punch gets stopped The flirts thing that comes to mind when people say bullying' Is punching, pushing, slapping, tripping, any physical pain that you will cause a person. And when they say ‘bully, we tend to think of it as someone as large, strong, scary, muscular guy that trips on the weak smaller guy. But as the world shift into modern times, modern versions also arise.Verbal bullying can be Just as cruel if not worse than physical bullying. And this time the emotional phase Is at stake. Not only can this cause trauma, but It also drive you crazy and cause mental Illness. The bully will give more pain mentally than physically because they will degrade their target, making them feel less about themselves. There is also this ‘cyber bullying', where the bullying steps up on the high-tech level. The bully will take on less time on going to his victim to punch him.He just texts or calls his object or uses the internet, to spread bad words bout his target. This is the issue that arouse together with the social media networks, Its negative effects In every aspect of a person, physically, mentally, emotionally. Socially. The World Wide Web Is now techno tool for these bullies to commence their operation and harass their victims online. And it doesn't stop when the target goes offline. Of course, the bullying would cause negative social views to the victims.They would not go out and socialize through any form because of the trauma and depression of being harassed online. I never experienced bullying. When I was a kid, I was sort of the bully. I don't know how It happened but I could make the other kids obey me whenever we play that time. Add to that I was being spoiled by my grandma, whenever my grandma would always give me what I want. I also remember biting my pre-school teacher during tutorials after class because I want to go home already. My aunts and uncles would tell stories on how I was kind of ruthless that time.They said I would punish the kids if they disobey me by pulling heir hair straight to the ground, and I would smash their tiny little hands by a stick many times. They say I was never stopped because my grandma would always defend me. Okay, I really was a bully. I never said what I did was right. And the important thing is that mentality was straightened, somehow. I still was to persecute, yes, persecute, the deserving to be punished, really, but I don't perform it because, of course, it was a bad thought, also I think it was, in some way, childish to bully at my GE.Although we always see the bully as the bad guy, we could perhaps understand them. If we hate them so much, we're no different to them. So let's look deep and comprehend on why these behaviors are superior to the bullies. Maybe they had a they took bullying as a defense mechanism. Bullying never really cause anything good to people. The victims would oftentimes suffer to depression, trauma, misery, inferiority, rejection, distress, and a lot more of physical, emotional, mental, social main bullying comes with.I really am against bullying. Of course, no one would want them, or their children, or brother, or sister, or friend, or anyone close to them, to be bullied and brought down. We want to end this. We want to take a stand and protect the ones we love. We wouldn't really understand bullying and why it happens to, nowadays, a lot of people unless we open our minds. And this is one of my targets as a psychology student, to know them, understand them, and to eventually make a better change.

Family History Center Mormon Genealogy Records Near You

While almost every genealogist would love the chance to visit the famous Mormon Family History Library in Salt Lake City, its not always a possibility. For those of you in Sydney, Australia it is a mere 8000 miles (12,890 km) after all. The good news, however, is that traveling halfway around the world is not necessary for using the millions of microfilm rolls, books and other genealogical resources of this amazing library -- thanks to Family History Centers. A vast network of over 3,400 branch libraries, known as Family History Centers (FHCs for short), is open under the umbrella of the Family History Library. These Family History Centers operate in 64 countries, with more than 100,000 rolls of microfilm circulated to the centers each month. These records include vital, census, land, probate, immigration, and church records, as well as many other records of genealogical value. Located in almost all major cities, and many smaller communities, it is possible that a Family History Center is located within an easy driving distance of your home. The use of any Family History Center is free, and the public is welcome. Church and community volunteers are on hand to answer questions and lend assistance. These centers are staffed and funded by local Church congregations and are usually located in Church buildings. These satellite libraries contain a large number of resources to help you with your genealogy research including: Genealogy recordsGenealogy books and mapsFamily historiesFamily tree databases The majority of Family History Centers have a large number of books, microfilms and microfiche in their permanent collections which can be viewed at any time. However, many of the records which you will be interested in will NOT be immediately available at your local FHC. These records can be requested on loan for you by a volunteer at your FHC from the Family History Library in Salt Lake City. There is a small fee required to borrow materials from the Family History Library, around $3.00 - $5.00 per film. Once requested, the record will usually take anywhere from two weeks to five weeks to come into your local center and will remain there for three weeks for your viewing before being returned to the center. Tips on Requesting Records From the FHC You have the option of renewing your loan if you need more time.Any records that you request on microfiche can remain in your local FHC on permanent loan. Microfilm rolls that are renewed twice (a total of three rental periods) will also then stay on permanent loan at your local FHC. You can arrange this permanent loan from the beginning as well, by asking the volunteer at the Family History Center and paying for all three rentals upfront.Books which are in the Family History Library can NOT be loaned to local Family History Centers. There is an option to request that the Library microfilm a book for you, however. Ask your local FHC volunteer for assistance. If you are concerned that someone at an FHC will push their religion on you, then dont be. The Latter-Day Saints (Mormons) believe that families are eternal and encourage members to identify their deceased ancestors. They wish to share the family history information they have collected with people of all faiths. Your religious beliefs will not be an issue, and no missionaries will come to your door because you used one of their facilities. A Family History Center is a friendly, helpful place which exists solely to help you with your genealogy research. Come and take a tour of a Family History Center with FHC volunteer, Alison Forte.