The Feminist Movement in A Dolls House by Henrik Ibsen Essay -- Doll?

The Feminist Movement in A Doll's House by Henrik Ibsen    In Henrik Ibsen's, A Doll's House, the character of Nora Helmer goes through the dramatic transformation of a kind and loving housewife, to a desperate and bewildered woman, whom will ultimately leave her husband and everything she has known. Ibsen uses both the characters of Torvald and Nora to represent the tones and beliefs of 19th century society. By doing this, Ibsen effectively creates a dramatic argument that continues to this day; that of feminism. We are introduced in Act I with Nora returning from Christmas shopping. Ibsen utilizes this time for dramatic purposes of the Christian holidays and to show the struggle between a middle class marriage. Nora plans on having a big holiday bash, while Torvald would rather refrain since there is a rather limited cash flow. "Nora: Oh yes, Torvald, we can squander a little now...piles of money" (Ibsen 1506). Torvald follows up with, "But then it is three full months till the raise comes through" (Ibsen , 1506). Nora at this point in the play is nothing more than a child, careless in her action and not thinking ahead of possible consequences. Nora sees nothing wrong in spending big on Christmas. Granted this is a righteous cause, since the holidays are about giving to others, but still a parent should know the limit of happiness they should bring. At this point Torvald begins to act as "society" and unknowingly begins to use condescending terms towards Nora. "Are you scatterbrains off again?" (Ibsen 1506), "...my dear little Nora." (Ibsen 1507), (You're an odd little one" (Ibsen 1507). Torvald sees nothing wrong in these little pet names he gives Nora. He is absolutely right there is nothing wrong with pet name... ...aged to awaken or give strength to the feminist movement. Works Cited and Consulted Durbach, Errol. A Doll's House: Ibsen's Myth of Transformation. Boston: Twayne, 1991. Ibsen, Henrik. A Doll House (1879). Trans. Rolf Fjelde. Rpt. in Michael Meyer, ed. The Bedford Introduction to Literature. 5th edition. Boston & New York: Bedford/St. Martin's Press, 1999. 1564-1612. Longford, Elizabeth. Eminent Victorian Women. New York: Alfred A. Knopf, Inc., 1981. Phelps, Elizabeth Stuart. "The Angel Over the Right Shoulder." Solomon 1: 156-64. Solomon, Barbara H., ed. Rediscoveries: American Short Stories by Women, 1832-1916. New York: Penguin Group, 1994. Templeton, Joan. "Is A Doll House a Feminist Text?" (1989). Rpt. In Meyer. 1635-36. Templeton, Joan. "The Doll House Backlash: Criticism, Feminism, and Ibsen." PMLA (January 1989): 28-40.

Should Drinking Age Be Increased to 21

Should drinking age be increased to 21. It is no secret, that people drink alcohol before they turn 21. Stories about drinking on college campuses and high school parties are very easy to find. That is why underage drinking can be stopped if the law were changed. The major reason that people drink at an early age is because they feel it is fun and exciting to do something they are not supposed to. However, if it would be lowered to 18, then the trill of doing something illegal would vanish. Besides that, 18 is the age of adulthood in the United States, and adults should have the right to make their own decisions about alcohol consumption.What is also very important, that other countries had demonstrated that young people, who are allowed to drink at the age of 18, don’t go wild. Although the legal alcohol purchase age is 21, a majority of college students under this age consume alcohol in an irresponsible manner. This is because drinking by these youth is seen as enticing â₠¬Å"forbidden fruit†, a â€Å"badge of rebellion against authority† and a symbol of adulthood. According to National Institute on Alcohol Abuse and Alcoholism the major argument for lowering the drinking age is that prohibitions have always provoked over – indulgence.Those of us who have attended college over the last 25 years can certainly attest to the fact that the law has done nothing to diminish freshman and sophomore access to alcohol. It has only pushed underage consumption underground. The statistics show that many underage people drive home after a night of drinking in order to hide it from their parents. If the drinking age were lowered, young adults would feel less pressure to notify their parents that they have been drinking. Ultimately, the greatest threat to people’s safety comes, when young adults drive home under the influence.In addition, we say that 18 year olds are adult enough to kill and die in the armed forces, change the course of a n ation in the voting both, judge other adults on a jury, be prosecuted as an adult, enter into binding contracts, operate automobiles and heavy machinery, smoke tobacco, own and operate a business, have a bank account and credit card, own a house, be married and have a family of their own. As a Froma Harrop, nationally syndicated columnist wrote in her Feb. 9, 2010 article â€Å"Age Discrimination for the Young† â€Å"Being adult who cannot have a beer is highly, absurdly inconsistent. â€Å" According o her, in our imperfect world, the law has to draw lines, however arbitrary. But laws that only appear to address a problem by burdening young people aren’t wise, and they aren’t fair. For the past 20 years, the U. S. has maintained a Minimum Legal Drinking Age of 21, while in most other countries is 18, and in U. K. is as low as 16 in restaurants. According to John Cloud, writer for Time Magazine, all those countries with drinking age under 21 tend to have fewer alcohol – related problems, than we do in the U. S. In those countries, people learn how to drink from an early age and do so in the safe and supporting environment of the home.Alcohol statistics say that teens coming from homes that had no alcohol and were not taught how to drink responsibly had more issues with alcohol. The behavior in these teens was less risky if parents allowed them to drink at home. In today’s world alcohol is and always going to be a problem no matter what age we are. However, there is no evidence of massive brain impairment, alcohol dependency, or underage alcohol abuse, which the experts tell us, will be the inevitable result of lowering the drinking age in the United States.By lowering drinking age, young adults would be allowed to drink in controlled environments such as restaurants, taverns, pubs and official school and university functions. In these situations responsible drinking could be taught through role modeling and educational prog rams. Mature and sensible drinking behavior would be expected. If the drinking age was lowered, it will help kids realize how important alcohol is, and how mature we must become when we are under the influence of alcohol.

Influence on Culture Essay

Surely, not all upper middle class professionals in their late twenties or early thirties shared the same values or ideals. The media, however, used to popularize a certain image of the yuppie with features that became stereotypical and reflected, at least in the journalists’ opinion, the dominant trends in this environment. The yuppie was used to describe not only certain demographic characteristics, but also to denote a psychographic profile including â€Å"a set of behavioural and psychographic attributes that have come to constitute a commonly believed stereotype† (Wikipedia). Thus, yuppie values were supposed to be more conservative than even their parents who were often involved in social programs and idealistic movements of the 1960s and 1970s. Yuppies, on the contrary, were people tended to favour stability and devote more attention to their own problems instead of trying to reform the society. Stability for yuppies was embodied in ownership of material things. In their choice of purchases, they supposedly demonstrated a poor taste buying more expensive stuff in order to show off their wealth. Their lifestyle was heavily impacted by career demands. Career was a necessary prerequisite for sustaining a life of comfort, and its requirements acquired a paramount importance. This resulted in a frequent lack of time that took a heavy toll on their families. Family relationships were often jeopardized by the necessity to move to a different place once in a few years under the influence of the career necessity. The strain in their professional lives often resulted in moral and mental exhaustion, aggravated by the high level of competition in high-income jobs that has been labelled a rat race. Climbing a career ladder in a corporate environment requires a specific set of skills and mentality that were fostered by the yuppies with great persistence. Too often this career-making drive affected their relationships with families and friends. Yuppies were also believed to share â€Å"an entire code of unwritten etiquette can govern their activities from golf and tennis to luncheons at trendy cocktail bars† (Wikipedia). Although the yuppie social group was to some extent invented by the media, the existence of the social and political concept of this group had an undeniable influence on the conceptualisation of social realia by the contemporary society. This perception of social reality was bound to exert influence on cultural life and lead to several talented portrayals of the new groups in artistic works. The artists, unlike the media, often focused on the positive characteristics of the yuppie social group. A typical representative of the class â€Å"had high educational achievement, a high income, enjoyed urban life, had a success orientation, and was a hard worker† (Kawasaki 1994). They were able to achieve affluence in one swoop and therefore did not feel pressured to maintain aristocratic attitudes. As a result, the new generation was less obsessed with gender, racial or regional distinctions. There was even the term â€Å"buppie† – black yuppie. The yuppie generation was portrayed in the works by Jay McInerney, Bret Easton Ellis and Jill Eisenstadt, the most prominent writers of the yuppie era. The biggest success of their literature was the 1984 novel Bright Lights, Big City by McInerney. The novel also features a character seeking refuge from challenging professional environment in â€Å"Bolivian marching powder† (cocaine) to offset the continuous stress associated with crazy yuppie lifestyle (Nostalgia Central). Bret Easton’s most remarkable work was Less Than Zero (1985) in which he describes â€Å"New Lost Generation†, and Eisenstadt became famous with From Rockaway (1987). Tom Wolfe’s The Bonfire of the Vanities also depicted the effect of a decadent lifestyle on yuppie culture. This tender portrayal of the newly emerged social group was offset with indignation over lavish yuppie lifestyles, manifested through â€Å"Die Yuppie Scum† bumper stickers. Influence on Fashions Yuppies left a lasting impact on fashions of the 1980s, naturally affecting most the segment for expensive designer apparel. Their dressing style was supposed to demonstrate â€Å"conspicuous wastage† (Tomas 2001). They wore wide shouldered jackets in the day time, and on the weekends they changed to a Barbour for a country look or a ballgown that manifested their comfortable lifestyle.

Free sample - People and Organization 2. translation missing

People and Organization 2. People and Organization 2Introduction The management of resources in businesses and organizations is one of the major factor that is deemed important in the contemporary corporate world. Above all, the management of human resource has remained on top of the agenda among these businesses and organization organizations. Notably, the human resources in the contemporary corporate world are some of the determining factors on whether a company or organization would rise or fall. In connection to this, it is important to note that the management of human resources begins from the recruitment of talent, to training and equipping them with different knowledge and skills which will enhance the capability of these employees to handle challenges that arises on a daily basis in their respective fields or rather department. In reference to Silzer and Dowell (2010, p.3), for good or ill, people make the decisions and takes the actions that result in success or failure of their organizations. This report will therefore focus on some of the major issues which are considered when by companies in selecting the appropriate personnel. Notably, whereas education was a major factor which was considered in recruiting personnel in businesses and organizations, this has changed. Arguably, there are many other factors which are considered as important which must be considered to assist businesses and organizations across the globe to gain a comparative advantage over their peers in a particular industry. According to Mullins (2005, p.35), people bring their own perceptions, feelings and attitudes towards the organization, systems and styles of management, their duties and responsibilities, and the conditions under which they are working. In other words, education is not the only factor that matters in the selections process of personnel for a company. Therefore, among the issues which will be considered are; individual personality/attitudes: motivation, group and team behavior, orga nizational design and conflict resolution. Consequently, this report will focus on other factors apart from education in the analysis of the approaches that a company can use to select appropriate personnel, their effectiveness and finally on their shortcomings. Armstrong (2000) asserts that the recruitment strategy should explore methods not only of recruiting the number of people required, but also of finding staff who have the necessary skills and experience, who are likely to deliver the sort of behavior required and will fit into the organization’s culture readily. Therefore, the aim of examining the selection process would be to determine how effective a particular method is and some of the weaknesses which are reflected in the method. In addition to examining the effectiveness and weaknesses of selection processes, this report would also scrutinize the ideal profile of sales representative in a company that produces and sells cosmetics. Apparently, education is the major determinant of whether a person would be recruited by a company or not. However, this is not the case. Note that apart from education, there are other factors that increase the chances of a person being recruited. On the other, it is also assumed that all employees in a particular position must possess certain similar skills to be recruited in this department. However, this is a misleading perception since different employees have different tasks which require different knowledge and skills in different companies. For instance, a sale’s person in the motor industry needs different skills and knowledge from the one in the cosmetics industry. In line with this, a specific profile which is fit for a sales person in a company that produces and sells would be analyzed. In addition, the best selective method of a sales’ representative would also be analyzed. Needless to say, the method that is employed to select personnel determines by a lar ge percentage whether such an employee would an asset or a liability to the company. In line with this, there are different selection methods that have been identified in the corporate world. Selection Approaches Used in Selecting Personnel There are numerous approaches which have developed over time which are used to select appropriate employees who will increase the level of competitive advantage of the particular company or organization. In this respect, the hiring team is required to understand the context under which these approaches can be utilized and the factors to consider under each approach. The understanding of these factors determines by a large percentage whether the recruitment process would a success or would fail from the onset of the recruitment process. According to the Leading experts from Baker McKenzie lawyers and the Macquarie Graduate School of Management (2009), the recruitment and selection process must consider three main activities, namely; defining needs, attracting candidates and selecting candidates (p.218). In this regard, the selection processes are composed of various approaches. These include; individual personalities/attitude, motivation, group and team behavior, organizational desig n and conflict resolution. Individual Personality/Attitudes To begin with, the selection approaches to selecting appropriate employees who would raise the standards of the company or organization is utilizing individual personality and attitudes approach. In consistent with this, it is important to mention that individual personalities and attitudes are some of the most important factors which define the perspectives of the employees towards the available vacancy. In reference to Robbins (2009, p.108), factors such as job demands, the degree of required interaction with others, and the organization’s culture are examples of situational variables that moderate the personality –job performance relationship. In relation to this, individual personality and attitude plays a vital role in determining whether a person would be able to deliver results when employed. Remarkably, there is a difference between personality traits of a person and his or her overall skills for a particular job position. However, it is important to understand that the personality and attitude of a person determines the decisions which are made by the employees when faced with certain tasks. For instance, when a person is employed in the customer care department, the approach that such a person uses to deal with customer can easily be influenced by the attitude and the personality of a person. Therefore, a person can either be rational or irrational due to influences by his or her attitude and personality character. Consequently, whereas personality can determine the way employees respond to issues at the workplace, there effect is less influential. In regard to this, the use of personality as a way of determining whether an applicant is the right one for the job or not does not allow companies and organizations to recruit effectively. According to Kusluvan (2003, p.438), one does not need to modify style or curtail certain aspects of unique personality to be successful. This is irrespective of the fact that personality tests are critical in helping companies and organizations to understand individuals while at the same time helping these individuals to understand themselves. Therefore, whereas this is an important aspect in helping employees to realize some of their strengths and weaknesses, it has a lot of limitations in the sense that a good personality does not necessarily means that a person would be successful and vice versa. Motivation Motivation is another aspect or rather approach that is used to recruit personnel in companies and organizations across the globe. In this regard, the contemporary corporate world has greatly shifted from just being a ‘dry’ workplace to an enhanced workplace where employees need to be motivated to increase their productivity. On the contrary, lack of motivation at the workplace may result in low productivity and incomprehension. Therefore, by considering employees with the capability to motivate others, companies and organizations can be able to select appropriate employees for different positions. However, this is valid to a certain limit. Accordingly, Grant (2004, p.212) argues that the motivation index determined for a candidate will likely reflect motivation during the early days of employment. One of the potential shortcomings of motivation is the fact that individual motivation is affected by the conditions which have been set by the company or organization and the corporate culture which has been fostered by the company or organization. Therefore, the dependability on this approach as a way of selecting appropriate personnel is limited. Group and Team Behavior Group and team behavior play a significant role in the increasing production of companies and enhancing their comparative advantage in its industry of operation. Basically, the ability of individuals to fit in a particular group or team in the company is an important factor or rather attribute in a prospective employee. More to this point, employees are also required to work in some situation on their own. Therefore, the employee selection team need to consider both the ability to fit in a group or a team and the also the ability to work on their own. Van Velsor, McCauley Ruderman (2010, p.482) argues that some programs are structured specifically around small group activities, discussion, and personal reflection, whereas others offer hands-on opportunities through business simulations, artistic exploration. Team-building exercises, and new-skills practice. In addition, most members of the group learn through groups and teams. Therefore, understanding the ability of a person to fit in a particular group or team is an important selection aspect that must be taken into account when recruiting personnel for companies and organizations. Selecting employees using their ability to either fit or manage groups and teams may not be some of the effective way of recruiting talent into companies and organizations. This is as a result of the fact that individuals are required to fit both in teams and groups as well as work on their own. There are various limitations which have been identified along the way in using this approach in the selection approaches of employees. To begin with, since most members learn through groups and teams while on the other hand receiving orders from group or team leaders, this may affect their ability to think rationally on their own since they have learnt to depend on the decisions which are made by the group as opposed to individuals. Organizational Design In reference to Chang (2010, p.92), the organizational design must be flexible to effectively serve the purpose at hand. Therefore, while recruiting employees into the company, the selection team must consider organizational design as a way of ascertaining whether the prospective employees would be able to fit in a particular organization design based on their qualification. Notably, organizational design defines the purposes of the organization to a particular limit and therefore, any new member who is brought on board must meet certain standards before being accepted on the personnel team. Chang (2010, p.92) organizational strategies refer to preparatory activities and tasks related to workplace design, job design, employee selection and development, employee rewards and recognition, and the introduction of applicable tools for serving customers. Organizational design assists in selection of employees who are able to meet the targets which has been set by the organization or company in question. As a result of this, employers are able to acquire the exact talent that is required for their success. However, one of the weaknesses which have been noted lies in the fact that organization design changes with time. These changes have been found to affect the ability of some employees to perform in the company. This may affect the overall production of the company. Conflict Resolution According to Iyer (2000, p.8), it is clear that business principles differ across countries and these differences often translate into fundamental differences in employee selection and hiring procedures, conduct of business negotiations, information provided to consumers, pursuit of self-interest motive, to name but a few. Some of the issues which are considered are conflict resolution which falls under the ethical issues. Therefore, using conflict resolution as an approach in selecting appropriate employees is an important issue in positioning a company or organization to acquire comparative advantage. For a company to recruit personnel effectively based on their skills and knowledge in conflict resolution, these employees need to have a background understanding of the ethical issues which have been formulated not only by the company but also by regulatory bodies in the country of operation and across the globe. Nonetheless, using conflict resolution approach in dealing with the selection process is a limited way of personnel selection approach. The weaknesses of this approach in employee selection is based on the fact different department have different needs. In other words, not all departments need people to be involved in conflict resolution based on the nature of work this department handles. In line with this, conflict resolution approach is not necessarily an excellent way of recruiting appropriate personnel in the businesses and organizations. Sales Representative in a Company that Produces and Sells Cosmetics The kind of environment in which one is working is an important determinant of the qualities which are needed by such person. In line with this, different professionals are required to acquire certain skills and knowledge to be able to work in a specified environment. In consistent with this, a Sales Representative in a company that produces and sells cosmetics must possess key characters or rather qualification for him or her to be deemed as the most appropriate employee for this company. References Armstrong, M 2000, Strategic Human Resource Management: a Guide to Action. Kogan Page Publishers. Chang, CM 2010, Service Systems Management and Engineering: Creating Strategic Differentiation and Operational Excellence. John Wiley and Sons. Grant, PC 2004, The law of escalating marginal sacrifice: explaining a plethora of heretofore unresolved motivation phenomena. Maryland: University Press of America. Iyer, GR 2000, Teaching international business: ethics and corporate social responsibility. London: Routledge. Kusluvan, S 2003, Managing Employee Attitudes and Behaviors in the Tourism and Hospitality Industry. New York: Nova Publishers. Leading experts from Baker McKenzie lawyers and the Macquarie Graduate School of Management 2009, Australian master human resources guide 2009. CCH Australia Limited. Mullins, LJ 2005, Management and Organizations Behaviour. Essex: Pearson Education Limited. Robbins, S.P. (2009). Organisational behaviour: global and Southern African perspectives. Cape Town: Pearson South Africa Silzer, RF and Dowell, D 2010, Strategy-Driven Talent Management: A Leadership Imperative. San Francisco, CA: Jossey-Bass. Van Velsor, E, McCauley, CD Ruderman, MN 2010, The Center for Creative Leadership Handbook of Leadership Development. John Wiley and Sons.

Broadcast vs Broadcasted as Past Form

Broadcast vs Broadcasted as Past Form Broadcast vs Broadcasted as Past Form Broadcast vs Broadcasted as Past Form By Maeve Maddox DM wonders about the usage of words such as â€Å"cast, broadcast, and cost.† As far as I can remember the past tense and past P. of broadcast is broadcast; however recently I checked an online dictionary and it has broadcasted. Is this an American standard or has it always been like this?†¨ The three examples, cast, broadcast, and cost belong to that dwindling category of strong verbs that continue to change their past forms. Broadcasted has already made the leap. The alternate form broadcasted is in the big dictionaries on both sides of the Atlantic. Merriam-Webster lists it among the inflected forms: broadcast also broadcasted; broadcast also broadcasted; broadcasting; broadcasts The OED gives it a nod in very tiny type after its definition of the radio transmission use:  Inflected pa. tense and pa. pple. broadcast. occas. broadcasted. AskOxford is unequivocally accepting: broadcast: verb (past broadcast; past part. broadcast or broadcasted) 1 transmit by radio or television. Although broadcasted has gained acceptance in the realm of radio transmissions, I would hesitate to use the -ed form to refer to sowing. Broadcast entered the language as an adjective to describe the spreading, or casting, of seed by hand, as opposed to planting it in furrows or holes. The first recorded use of the adjective is 1767. The first documented use of broadcast as a verb, still in the context of spreading seed, is 1813. It acquired its radio sense in 1921. When it comes to the regularized forms â€Å"costed’ and â€Å"casted,† writers will want to exercise caution. In modern usage casted is not universally accepted. It’s not even in the online Merriam-Webster Abridged (yet). It is in the OED, but only as an obsolete form of cast. â€Å"Elijah Wood was casted as Frodo Baggins,† sounds horribly incorrect to my ears, but an online search for casted without quotation marks brings up 3,030,000 hits; with quotation marks, 1,250,000. These numbers suggest that â€Å"casted† as the past tense of cast, at least in the context of choosing actors for a role, will eventually make it into standard usage. The form casted also crops up as a suffix in computer jargon: Using modern OpenGL and GLSL for preprocessing and ray-casted visualization, the BlockMap and its evolution are used to build a realtime multiresolution renderer for large urban models. The OED entry offers 83 numbered definitions for cast as a verb, including its use to express the casting of metal, the casting of lots, and the casting of aspersions. For these the standard past form is undeniably cast. (My search also turned up numerous examples of the nonstandard form casted in connection with the casting of metal.) Costed has not replaced past tense of cost in ordinary speech. I don’t think that many native speakers above the age of five would say â€Å"The gum ball costed a quarter.† As a transitive verb meaning â€Å"to estimate or fix the cost of production of an article or piece of work,† however, the accepted past form is costed: Rich world money systems place no value on coral or Amazonian rainforest. They cannot be traded, so they cannot be costed. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:20 Pairs of One-Word and Two-Word FormsWhat the heck are "learnings"?

Depicting God Through the two literatures presented Essay

Depicting God Through the two literatures presented - Essay Example The drastic change presents a perception of God that is not consistent, but rather incidental, depending on the point of life of humans. The sustained harmony for seeking God that is depicted in Holly sonnet 14 is drastically eroded in Holly sonnet 10. The drastic changes depicted by the two sonnets regarding how humans love and quest for God is constantly shifting to courageous and confident hope for a happier life, is an indication of the transitional nature of human emotions, who find it necessary to have a cordial relation with God at some point, and then after they are certain they have conquered sin, the emotional change triggers a change of their heart, which are no longer broken or remorseful but rather confident and bold (Stirling, 244). The major difference between Holly sonnet 10 and Holly sonnet 14 is that; one is a depiction of God as the God who grants boldness and confidence, while the other depicts God as powerful and merciful, who is able to change people and make th em new, and who takes away their sins and cleanses them. In Holly sonnet 14, Donne presents human quest as that of a contrite heart that constantly seeks God, a heart that seeks to get united to God, that at the end, humans may enjoy the happiness of eternal life that God has promised to those who seek him with broken heart. Humans wants God to completely smash their heart for himself, through instilling in their hearts a constant desire to love God, through strong lamentations that God may â€Å"Batter†¦heart, three-persond God ; for you† (Donne, 6). Therefore, Holly sonnet 14’s quest is for a reunion with God, which is then contrasted by Holly Sonnet 10, which is a boastful proclamation of the boldness and lack of fear to face death, a contrary presentation of human quest from Holy sonnet 14. In Holly sonnet 10, humans have reached a point of courage, and there is no longer remorse for their sins, nor deep

Stress Essay Example | Topics and Well Written Essays - 250 words - 1

Stress - Essay Example This kind of stress is experienced equally by administrators, managers, employees and workers. Segal et al (2008, para.2) assert that â€Å"while some stress is a normal part of life, excessive stress interferes with your productivity and reduces your physical and emotional health, so it’s important to find ways to keep it under control†. A little stress is beneficial, as it keeps one going and forces him to maintain his good performance. This is called positive stress. However, negative stress weighs heavily on one’s well being because one feels weakened enough to fight the hurdles (Volhard & Volhard, 2011). Behavioral effects of stress include discontentment, argumentative behavior, lack of attentiveness, lack of commitment to the job, and conflicts in relationships (Soreq, Friedman, & Kaufer, 2009, p.42). Physiological effects include headache, stomachache, slow digestion, obesity, decreased sex drive, blood pressure leading to coronary heart diseases, and var ious skin infections (Mayo Clinic, 2011). Before treating stress, it is important to rule out the possibility of factors that accompany stress. Segal, J., Horwitz, L., Jaffe-Gill, E., Smith, M., & Segal, R. (2008). How to reduce and manage job and workplace stress. Stress at Work. Retrieved 6 April, 2012, from