The Ego, The Superego and The Id Essay Example for Free

The Ego, The Superego and The Id Essay The structure of the personality in psychoanalytic theory is threefold. Freud divided it into the id, the ego and the superego. Only the ego is visible, or on the surface one may say, while the id and the superego remain hidden, below the surface of what we show of our personalities to others, but each has its own effects on the personality nonetheless. This essay seeks to explore these three layers of personality and how they work with one another. In Freuds structural hypothesis, the id is generally recognised as the psychic representative of the drives. (Berger 1995 p.106) The id represents biological forces and is always present in the personality. The id is governed by the pleasure principle, or notion of hedonism (seeking of pleasure). Early in the development of his theory Freud saw sexual energy, or the libido or the life instinct, as the only source of energy for the id. It was this notion that gave rise to the popular conception that psychoanalysis is all about sex. Read more: Superego examples essay After the carnage of World War I, however, Freud felt it necessary to add another instinct, or source of energy to the id. So, he proposed Thanatos, the death instinct. Thanatos accounts for the instinctual violent urges of humankind. Obviously the rest of the personality would have somehow to deal with these two instincts. It is interesting to note how Hollywood has capitalised on the id; box office success is highly correlated with movies that stress sex, violence, or both. We can come nearer to the id with images, and call it chaos, a cauldron of  seething excitement. We suppose that it is somewhere in direct contact  with somatic processes, takes over from their instinctual needs and gives  them mental representation. These instincts fill it with energy, but it has  no organisation and no unified will, only an impulsion to obtain satisfaction  for the instinctual needs, in accordance with the pleasure principle. (Hinsie Campbell, 1970 cited in Berger 1995 p. 106) The id is a source of energy and should not be retained too much, but at the same time we must contain it, otherwise its force and desire for pleasure shall dominate our lives, inhibiting our life progress; our lives would be dominated by impulses. The id knows no values, no good or evil, no morality. The quantitative factor, which is so closely bound up with the pleasure principle, dominates all its processes. We view the id as containing instinctual cathexes seeking discharge. According to Freud, the id constitutes the total psychic apparatus of the newborn; the psychic later splits into three parts adding an ego and superego. Although this view that the psyche is all id at birth has been criticised, what is generally held is that the id precedes the development of the ego and the superego. The ego is thought to start functioning early in life, around the age of five or six months old and is concerned with the environment. This is because the ego is involved in making sure that the id secures its gratifications. (Berger 1995 p.106) After researching the ego, I, as I think many, found its concepts much more complicated than the id. I will try to simplify the central ideas of the ego, as often it helps to make a more precise and understandable picture in ones own mind. A primary function of the ego is to mediate between the id and the superego, trying to keep them in balance. The ego is the part of the psychic apparatus which is the mediator between the person and reality, (Hinsie Campbell 1970 cited in Berger 1995 p.107) not only this but it functions to perceive and adapt to reality. Tasks of the ego include such things as perception, motor control and the use of the reality principle. The ego seeks to influence the id and its tendencies by the external world. It also tries to substitute the reality principle for the pleasure principle, which rules unrestrictedly in the id. Ego represents the common sense and reason whilst the id contains passion. The functional importance of the ego to the id is well captured in an analogy used by Joan Riviere (1962), where it is like a man on horse back, who has to hold in check the superior strength of the horse, with the difference being that the rider tries to do so with his own strength, whilst the ego uses borrowed forces. The ego is in the habit of transforming the ids will into action as if it were its own. (Rieviere 1962 p.15) Speaking broadly, perceptions may have the same significance for the ego as instincts have for the id. At the same time the ego is subject to the influence of the instincts too. As shown by Freud in Civilisation and its discontents there are two classes of instincts; one is the sexual instincts known as Eros, and the second is the instinct of death. The death instinct would thus seem to express itself as an instinct of destruction directed against the external world and other organisms. Sadism and masochism are both manifestations of the destructive instinct. Masochism is a union between destructiveness directed inward and sexuality (Freud 1957). It is in sadism, where the death instinct twists the erotic aim in its own sense and at the same time satisfies the erotic urge. The instinct of destruction, moderated and and tamed, inhibited in its aim, must, when it is directed toward objects, provide the ego with the satisfaction of its vital needs and with control over nature. (Freud 19 57) The transformation of erotic libido into ego-libido of course involves an abandonment of sexual aims. This highlights an important function of the ego in its relation to Eros. Riviere (1962) explains that by getting hold of the libido from the object cathexes, setting itself up as a sole love-object, and converting the libido of the id, the ego is working in opposition to the purposes of Eros and placing itself at the service of the opposing instinctual impulses. It has to participate in some of the other object-cathexes of the id, so to speak. This implies an importance of the theory of narcissism. At the beginning, all of the libido is collected in the id. The id sends part of this libido out into erotic object-cathexes, where the ego, once grown stronger, tries to gain this object-libido and to force itself on the id as a love object. The narcissism of the ego is thus a secondary one, which has been withdrawn from objects. Usually, when one is able to trace instinctual impulses back, we find them to be derivatives of Eros. Some creatures die in the act, or after, copulation because after Eros has been eliminated through the process of satisfaction, the death instinct has a free hand for accomplishing its purposes. (Riviere 1960 p.37) Freud (1963) sees civilisation as based upon individuals learning to control their sexual urges and finding other ways of getting gratification.  But because sexual impulses are powerful, there is always a tension between them and the institutions in society. Civilisation, as Freud points out in Civilisation and its Discontents (1957), is the cause of many of our miseries: it forces us to give up uninhibited instinctual gratifications (in particular, genital satisfactions and aggressiveness), and it creates guilt. Life consists of the struggle of mankind between Eros and death, betw een instinct of life and instinct of destruction; this presents the meaning of the evolution of civilisation. Now we turn to explore the third structure, the superego. According to Freud, the superego is the agency in our psychs involved with conscience, morality and ideal aspirations. The superego consists of two parts, the conscience and the ego-ideal. The conscience is the familiar metaphor of angel and devil on each shoulder. The conscience decides what course of action one should take, what is right and what is wrong, and forces the ego to inhibit the id in pursuit of morally acceptable, not pleasurable or even realistic, goals. The ego ideal is an idealised view of ones self. Comparisons are made between the ego-ideal and ones actual behaviour. Both parts of the superego develop with experience with others or through social interactions. According to Freud, a strong superego serves to inhibit the biological instincts of the id, while a weak one gives into the ids urgings. The superego is part of a trio that controls our urges and desires. The id being the urge at its raw form, the ego filtering the urge (in a very complicated manner!) and the superego is the decider of whether or not the urge can be satisfied immediately or must be put aside for later. The superego is not created when we are born, rather we are born with the superego and it develops over the course of our life as new rules and regulations are brought to light. The superego is known as the seat of morality, part conscious and part unconscious. It is the part of us that induces guilt. In Civilisation and its Discontents, this question is posed, what means does civilisation employ in order to inhibit the aggressiveness which opposes it? To this, Freud explains that ones aggressiveness is internalised, it is sent back to where it came from, and it is directed toward ones own ego. There its taken over by a portion of  the ego, which sets itself over against the rest of the ego as superego, and which now, in the form of conscience, is ready to put into action against the ego the same harsh aggressiveness that the ego would have liked to satisfy upon other, extraneous individuals. The tension between the harsh superego and the ego is called the sense of guilt. Civilisation controls ones desire for aggression by setting up an agency (the superego) within a person to watch over it and control it. We can compare the superego to a personal watchdog, keeping us in line with the rules of society, sometimes these rules are broken and the superego lets us know by inducing in us a sense of guilt. When we do well, our superego makes us swell with pride and joy. Our superegos are shaped primarily by the superegos of our grandparents, as they shape our parents superegos, who then socialise us and give us our moral sensibilities. The severity of our superegos is not tied to how strict our parents were when raising us, but the way they have dealt with their Oedipus complexes and our  internalization of this process. Too complex to fully expand on now, I shall just say that the superego develops, according to psychoanalytic theory, out of our need to deny hostile wishes we have,  incestuous in nature, which may simply be described as our Oedipus complexes. I believe the words of David Stevenson (1966) give a clear and concise insight into the superego. While the ego may temporarily repress certain urges of the id in fear of  punishment, eventually these external sources of punishment are internalised,  and the child will not steal a chocolate, even unwatched, because he has taken  punishment, right, and wrong into himself. The superego uses guilt and self-reproach  as its primary means of enforcement for these rules. But if a person has done  something which is acceptable, he experiences pride and self-satisfaction. I have discussed the structural relationship within the mental personality, and although very complex, Freuds work on the ego, superego and id has continued to be greatly studied, respected and used to expend our fields of knowledge.

Research Proposal: Eating Breakfast and Weight Loss Essay -- health, c

Introduction and Background Introduction Almost two out of three adults are obese or overweight, and more than half of the young children are not active enough to have potential risk for obesity (King, 2013). Obesity has already become one of the most significant public health issues in the entire world. Research has mentioned that obesity could lead to the many risks for premature mortality and numerous chronic diseases such as type 2 diabetes mellitus, osteoarthritis, coronary heart diseases, hypertension, and decreased life expectancy, and it could affect an individuals’ social and psychological status. People who have obesity are also more likely to experience bias, discrimination, and reduce quality of life (King, 2013). Numerous strategies have been proposed to manage obesity. Energy intake plays a key role in managing obesity and weight loss. Some people opt to eat one or two meals per day which may not be a healthy way of losing weight. Breakfast is often said to be the most important meal of the day. Eating a good breakfast can reduce the total energy, carbohydrate, and fat ingested over a long day, which a sufficient healthy breakfast can be conducive to change the portion size ingested at lunch and dinner in order to cut off calories (De Castro, 2007). Some researchers mentioned that increasing breakfast intake could help to decrease weight easier compared to those who did not eat breakfast (Schusdziarra et al., 2011). Choosing what type of breakfast to eat is important when individuals want to have access to controlling weight. Vander et al. (2008) said that the egg breakfast could enhance the efficiency of weight loss with an energy-deficit diet. However, some individuals still don’t believe e... ... 167 (2), 188. Lohman, T. G., Roche, A. F., &Martorell, R. (1991). Anthropometric standardization reference manual, 71-80. Miller, T., Mauthner, M., Birch, M. & Jessop, J. (2012). Ethics in qualitative research. SAGE. Sacco, J. E., &Tarasuk, V. (2009). Health Canada's proposed discretionary fortification policy is misaligned with the nutritional needs of Canadians. Journal of Nutrition, 139(10), 1980- 1986. Schusdziarra, V., Hausmann, M., Wittke, C., Mittermeier, J., Kellner, M., Naumann, A., Erdmann, J. (2011). Impact of breakfast on daily energy intake - an analysis of absolute versus relative breakfast calories.Nutrition Journal, 10(1), 5-12. Wyatt, H. R., Grunwald, G. K., Mosca, C. L., Klem, M. L., Wing, R. R., & Hill, J. O. (2002). Long-term weight loss and breakfast in subjects in the National Weight Control Registry. Obesity Research, 10(2), 78-82.

Wellness programs try to Be welcoming

AH, July: an ideal time of year for morning runs, long swims, family bike rides and picnic tables laden with seasonal produce. In short, it’s healthy time.  Unfortunately, it’s also health care time — when managers must contend with rising health insurance premiums as they plan next year’s budget.  What is a cost-conscious manager to do? The answer of the moment is to provide a wellness program, promoting healthy behavior year-round.According to a survey by the Hay Group, a consulting firm, more than half of all large companies offer some combination of services like nutrition education, weight management assistance, health risk assessments, and help with quitting smoking; more than a quarter offer things like fitness coaching and discounts on health club memberships.  Ã¢â‚¬Å"I was basically out of the business for the better part of the decade,† said Michael Carter, a vice president at Hay responsible for employee health management consulting. â€Å"Now everybody’s my new best friend.†On the surface, it is hard to see anything wrong with urging employees to tone up and trim down. A fitter work force is a happier work force, and less costly, too.  But wellness programs can be minefields. Some employees may resent the programs, viewing them as examples of father-knows-best intrusiveness. At least one program has even formed the background for a lawsuit.The biggest challenge of wellness programs is to reach the employees who would get the most out of them. Gym rats will always take advantage of benefits like discounted health club memberships — but they would probably work out anyway, and discounts may not be enough for those who are seriously overweight or out of shape.  Personalized incentives like fitness coaching and nutrition counseling are often a better way to reach employees in the middle group who just need a little encouragement. It is also crucial to make accommodations for disabled emplo yees.And the tone taken is crucial: who wants the boss telling you to eat your spinach? A program that feels coercive will probably never be as popular as one with positive incentives, like cheaper health insurance.  Employees respond best to wellness programs that are presented as a form of organizational change, rather than as a top-down imposition of new requirements, according to a study of 243 employees by Ellen Ernst Kossek, a professor of human resource management and organizational behavior at Michigan State University, and two colleagues.  Ã¢â‚¬Å"It shouldn’t be, ‘Here’s this program,’ † she said. â€Å"It should be linked to ‘How do we make a workplace that’s healthy for everyone.’ †Ã‚  Scotts Miracle-Gro has one of the most extensive wellness programs on offer. Services include personalized fitness coaching and a $5 million wellness center at its headquarters in Marysville, Ohio, with a gym and medical facili ties. The company also has a policy against hiring workers who smoke, where state law permits.Participation in Scotts’ wellness programs is high — but the company has also seen an unexpected side effect from its efforts.  Last year, Scott Rodrigues filed suit against the company in Massachusetts, saying that Scotts fired him after a drug test found nicotine in his system and that the company’s antismoking policy violated his civil rights.  Harvey Schwartz, Mr. Rodrigues’s lawyer, said the case was also an example of benefits discrimination, where a company dismisses an employee to avoid high benefits costs.  In a motion to dismiss the case, which is pending, Scotts said that Mr. Rodrigues had not actually been hired but had been offered a job on the condition that he pass a drug screen, including a test for nicotine.â€Å"When you look at controlling costs,† said Su Lok, a Scotts spokeswoman, smoking â€Å"is something that employers are rea lly taking a stand on.† The company had no comment on the specific case because it is ongoing.  Union Pacific Railroad has had a smoother ride with its longstanding wellness program. The proportion of health insurance claims related to lifestyle has dropped by 11 percentage points over 11 years, said Marcy Zauha, the company’s director for health and safety.Union Pacific, based in Omaha, offers some companywide wellness benefits, including health risk assessments and stop-smoking plans. But much of the program, including regional walking contests and group weight-loss efforts, is administered locally. Managers’ health promotion initiatives are included in their annual reviews.  Ã¢â‚¬Å"We’ve tried to build health into our existing culture,† Ms. Zauha said.Fiserv, a financial services technology company based in Brookfield Wis., created a wellness program in 2005 to better recruit and retain employees.  Fiserv employees who fill out a health risk assessment receive a sizable discount on their monthly health insurance premium. There are also companywide fitness challenges: in a recent eight-week walking contest, participants were issued pedometers, and anyone who walked 7,000 steps a day received a prize.Teams have to been known to question whether their rivals really log the number of steps claimed. But that was fine with Linda Schuessler, manager of wellness promotion.  Ã¢â‚¬Å"As long as they’re engaged,† Ms. Schuessler said, â€Å"we don’t really mind those concerns.†(this is the copyofth article from NY Times,http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600&en=ded5f6bb661041b0&ei=5070#)Journal AssignmentThe concept at hand is about how managers and company heads would make the most out of their companies by introducing a healthy lifestyle to their employees. It is evident that today, health care costs are so high that rising health insurance premiums would surely be in the way of budgeting for the company (Holland). Obviously, these company heads and managers should not jeopardize the health of their employees, that they should provide the necessary things for their wellness. But surely, this would cost them that it wouldn’t be that easy to pull out strings and fix the budget. That is why these managers should resort to a way that would be more cost effective and keep them from harms way of these health care costs.The article discusses how managers and company heads employ human resource management in order to do away with the costly expenses of health care and health insurances that they provide to the employees. But this doesn’t mean that they neglect the health of these working people. It is true that these people are very important to the company, that these companies need them in order to be productive, which is why it is important that their every need will be given to them or will be addressed.What these company leaders and managers do is that they make sure that these employees are healthy so that they can avert the spending that they’ll have to give when any of these gets sick or has health problems. In order not to shoulder the burden of health care and health insurance premiums, they offered to keep them fit in their own ways.In order to do so, these companies offer basically every health guidance and services that they can offer to the employees. These includes educating them regarding nutrition and proper diet, weight management assistance, health risk assessments and checkups, fitness coaching and giving out memberships for fitness groups and health clubs. Through this, the company themselves are able to ensure that their employees are fit and are far from harms way, thus saving them the costs of health care for these people. Thus, the companies’ budgets will not be greatly affected.If you would relate this approach in human resource management, you could see that this is more on the incentive aspect, wherein you provide your employees something that would keep them going to work. For those who are concerned with their health and well-being, they would surely grab the opportunity of free health club memberships and nutrition education. This is positive for the company, since the employees themselves are the ones who initiate in keeping themselves healthy. Remember, the main concern of the company in this issue is how they can do away with the extra costs of health care and health insurance premiums for their employees.Regarding the effectiveness of this approach, the article states that there are already several large-scale companies who adopted this system. They have their own health clubs and offer free membership to their employees. They say that these greatly helps them in cutting costs, thus the allotted budget for healthcare would be saved. There are still some who are not that much into health stuffs, people who think that nutrition education is l ike intruding with their lives. These people are those who would most likely have health risks and should be given enough consideration in order to engage them in these health programs.Human resource management surely entails various levels of dealing with the people you are handling. This includes how you handle them, and the ways on how you are able to manage them, making them do what they’re suppose to do. This is where healthcare comes in, wherein their safety and well being is not only their concern, but should also be the company’s priority. When their wellness goes down, the company goes down as well, in terms of both manpower and monetary aspects.Reference:Holland, K. (2007). Wellness Programs Try to Be Welcoming, Too. The New York Times. Published July 22, 2007. Retrieved August 1, 2007, from http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600&en=ded5f6bb661041b0&ei=5070# Wellness Programs Try to Be Welcoming AH, July: an ideal time of year for morning runs, long swims, family bike rides and picnic tables laden with seasonal produce. In short, it’s healthy time.Unfortunately, it’s also health care time — when managers must contend with rising health insurance premiums as they plan next year’s budget.What is a cost-conscious manager to do? The answer of the moment is to provide a wellness program, promoting healthy behavior year-round.According to a survey by the Hay Group, a consulting firm, more than half of all large companies offer some combination of services like nutrition education, weight management assistance, health risk assessments, and help with quitting smoking; more than a quarter offer things like fitness coaching and discounts on health club memberships.â€Å"I was basically out of the business for the better part of the decade,† said Michael Carter, a vice president at Hay responsible for employee health management consulting. â€Å"Now everybody’s my new best friend.†On the surface, it is hard to see anything wrong with urging employees to tone up and trim down. A fitter work force is a happier work force, and less costly, too.But wellness programs can be minefields. Some employees may resent the programs, viewing them as examples of father-knows-best intrusiveness. At least one program has even formed the background for a lawsuit.The biggest challenge of wellness programs is to reach the employees who would get the most out of them. Gym rats will always take advantage of benefits like discounted health club memberships — but they would probably work out anyway, and discounts may not be enough for those who are seriously overweight or out of shape.Personalized incentives like fitness coaching and nutrition counseling are often a better way to reach employees in the middle group who just need a little encouragement. It is also crucial to make accommodations for disabled employees.And the tone ta ken is crucial: who wants the boss telling you to eat your spinach? A program that feels coercive will probably never be as popular as one with positive incentives, like cheaper health insurance.Employees respond best to wellness programs that are presented as a form of organizational change, rather than as a top-down imposition of new requirements, according to a study of 243 employees by Ellen Ernst Kossek, a professor of human resource management and organizational behavior at Michigan State University, and two colleagues.â€Å"It shouldn’t be, ‘Here’s this program,’ † she said. â€Å"It should be linked to ‘How do we make a workplace that’s healthy for everyone.’ †Scotts Miracle-Gro has one of the most extensive wellness programs on offer. Services include personalized fitness coaching and a $5 million wellness center at its headquarters in Marysville, Ohio, with a gym and medical facilities. The company also has a pol icy against hiring workers who smoke, where state law permits.Participation in Scotts’ wellness programs is high — but the company has also seen an unexpected side effect from its efforts.Last year, Scott Rodrigues filed suit against the company in Massachusetts, saying that Scotts fired him after a drug test found nicotine in his system and that the company’s antismoking policy violated his civil rights.Harvey Schwartz, Mr. Rodrigues’s lawyer, said the case was also an example of benefits discrimination, where a company dismisses an employee to avoid high benefits costs.In a motion to dismiss the case, which is pending, Scotts said that Mr. Rodrigues had not actually been hired but had been offered a job on the condition that he pass a drug screen, including a test for nicotine.â€Å"When you look at controlling costs,† said Su Lok, a Scotts spokeswoman, smoking â€Å"is something that employers are really taking a stand on.† The company ha d no comment on the specific case because it is ongoing.Union Pacific Railroad has had a smoother ride with its longstanding wellness program. The proportion of health insurance claims related to lifestyle has dropped by 11 percentage points over 11 years, said Marcy Zauha, the company’s director for health and safety.Union Pacific, based in Omaha, offers some companywide wellness benefits, including health risk assessments and stop-smoking plans. But much of the program, including regional walking contests and group weight-loss efforts, is administered locally. Managers’ health promotion initiatives are included in their annual reviews.â€Å"We’ve tried to build health into our existing culture,† Ms. Zauha said.Fiserv, a financial services technology company based in Brookfield Wis., created a wellness program in 2005 to better recruit and retain employees.Fiserv employees who fill out a health risk assessment receive a sizable discount on their monthly health insurance premium. There are also companywide fitness challenges: in a recent eight-week walking contest, participants were issued pedometers, and anyone who walked 7,000 steps a day received a prize.Teams have to been known to question whether their rivals really log the number of steps claimed. But that was fine with Linda Schuessler, manager of wellness promotion.â€Å"As long as they’re engaged,† Ms. Schuessler said, â€Å"we don’t really mind those concerns.†(this is the copy of the article from NY Times, http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600&en=ded5f6bb661041b0&ei=5070#)Journal AssignmentThe concept at hand is about how managers and company heads would make the most out of their companies by introducing a healthy lifestyle to their employees. It is evident that today, health care costs are so high that rising health insurance premiums would surely be in the way of budgeting for the company (Holland). O bviously, these company heads and managers should not jeopardize the health of their employees, that they should provide the necessary things for their wellness. But surely, this would cost them that it wouldn’t be that easy to pull out strings and fix the budget. That is why these managers should resort to a way that would be more cost effective and keep them from harms way of these health care costs.The article discusses how managers and company heads employ human resource management in order to do away with the costly expenses of health care and health insurances that they provide to the employees. But this doesn’t mean that they neglect the health of these working people. It is true that these people are very important to the company, that these companies need them in order to be productive, which is why it is important that their every need will be given to them or will be addressed. What these company leaders and managers do is that they make sure that these empl oyees are healthy so that they can avert the spending that they’ll have to give when any of these gets sick or has health problems. In order not to shoulder the burden of health care and health insurance premiums, they offered to keep them fit in their own ways.In order to do so, these companies offer basically every health guidance and services that they can offer to the employees. These includes educating them regarding nutrition and proper diet, weight management assistance, health risk assessments and checkups, fitness coaching and giving out memberships for fitness groups and health clubs. Through this, the company themselves are able to ensure that their employees are fit and are far from harms way, thus saving them the costs of health care for these people. Thus, the companies’ budgets will not be greatly affected.If you would relate this approach in human resource management, you could see that this is more on the incentive aspect, wherein you provide your empl oyees something that would keep them going to work. For those who are concerned with their health and well-being, they would surely grab the opportunity of free health club memberships and nutrition education. This is positive for the company, since the employees themselves are the ones who initiate in keeping themselves healthy. Remember, the main concern of the company in this issue is how they can do away with the extra costs of health care and health insurance premiums for their employees.  Regarding the effectiveness of this approach, the article states that there are already several large-scale companies who adopted this system. They have their own health clubs and offer free membership to their employees. They say that these greatly helps them in cutting costs, thus the allotted budget for healthcare would be saved. There are still some who are not that much into health stuffs, people who think that nutrition education is like intruding with their lives. These people are th ose who would most likely have health risks and should be given enough consideration in order to engage them in these health programs.Human resource management surely entails various levels of dealing with the people you are handling. This includes how you handle them, and the ways on how you are able to manage them, making them do what they’re suppose to do. This is where healthcare comes in, wherein their safety and well being is not only their concern, but should also be the company’s priority. When their wellness goes down, the company goes down as well, in terms of both manpower and monetary aspects.Reference:Holland, K. (2007). Wellness Programs Try to Be Welcoming, Too. The New York Times. Published July 22, 2007. Retrieved August 1, 2007, from http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600&en=ded5f6bb661041b0&ei=5070#

Letter Of The Letter By Harriet Tubman - 1620 Words

Trung Le 816451513 WMNST 341A Dr. Sue Gonda July 2, 2015 Final Part 1 1. Primary Source: Letter to President Abraham Lincoln, written by abolitionist Lydia Marie Child quoting Harriet Tubman. 2. Dated: January 21, 1862 3. The author of the letter to Lincoln was abolitionist Lydia Marie Child who directly quoted Tubman. According to text, Tubman was illiterate so she had others write for her; â€Å"her oral reminiscences were recorded in book form by a neighbor and friend, Sarah H. Bradford† (TWE 307). Tubman was well known for her work in the Underground Railroad, a â€Å"network of safe houses† that led slaves to freedom (Bio). She was born into slavery in Dorchester County, Maryland in 1820 under the name of Araminta Ross; later she took her mother’s name, Harriet, and the last name of her husband, John Tubman, who she married in 1844. In her early life as a slave, Tubman went through a lot of hardships. Tubman’s sisters were sold to distant plantations, and physical violence was a part of her daily life. One of her most life-changing scars occurred when she refused to help an overseer punish a young man for leaving the field without permission. The overseer thr ew a heavy object intended for the young man and it struck Tubman in the head; she suffered permanent brain damage that would give her seizures for the rest of her life (Bio). When Tubman’s master died in 1849 she escaped with her two brothers fearing that they would be sold and further separated from herShow MoreRelatedThe Narrative Of The Life Of A Slave Girl By Harriet Tubman1721 Words   |  7 PagesInjustice is a prevailing theme in Incidents in the Life of a Slave Girl by Harriet Tubman, Narrative of the Life of Frederick Douglass by Frederick Douglass, Spider Woman s Web by Susan Hazen-Hammond and Great Speeches by Native Americans by Bob Blaisdell; the diligence of several characters have made it possible for them to preserve and overcome injustices. America has not always been a land of the free for colored people; white settlers destroyed the meaning of freedom when they robbed the landRead MoreHarriet Tubman, Mother Jones, And Melba Pattillo Beals1430 Words   |  6 PagesHow can a person make a big difference in human rights? Well, Harriet Tubman, Mother Jones, and Melba Pattillo Beals are all examples of people who fought and made a b ig impact for all human rights. While Harriet Tubman and Melba Pattillo Beals stood up for African American Rights, Mother Jones fought for child labor laws, and all these individuals were determined to take action for their cause. These special people helped to enact change by standing up for rights they believe in, and fighting forRead MoreEssay on Abolitionists997 Words   |  4 PagesAbolitionists Strategies of Sojourner Truth, Harriet Tubman, and John Brown Abolitionist Movement was a reform movement during the 18th and 19th centuries. Often called the antislavery movement, it sought to end the enslavement of Africans and people of African descent in Europe, the Americas, and Africa itself. It also aimed to end the Atlantic slave trade carried out in the Atlantic Ocean between Africa, Europe, and the Americas. Many people participated in trying to end slavery. TheseRead MoreHarriet Tubm A Biography1298 Words   |  6 Pagesthe authors of Harriet Tubman :A biography focused on telling the remarkable story of Harriet Tubman the biography tells the story about her early years as young Arminta Ross, how she escape slavery, her duties as the Underground Railroad Conductor, and her roles in the Civil War. I feel like the authors purpose of writing this books was to educate and inform readers about the times of Harriet Tubman and what she had to endure and also to give a understanding on why Harriet Tubman is so legendaryRead MoreThe Huma n Rights Of Harriet Tubman, Mother Jones, And Melba Pattillo Beals1505 Words   |  7 PagesFighting for Human Rights How can a person make a big difference in human rights? Well, Harriet Tubman, Mother Jones, and Melba Pattillo Beals are all examples of people who fought and made a big impact for all human rights. While Harriet Tubman and Melba Pattillo Beals stood up for African American Rights, Mother Jones fought for child labor laws, and all these individuals were determined to take action for their cause. These special people helped to enact change by standing up for rights they believeRead More Harriet Tubman : Walk to Freedom Essay1023 Words   |  5 Pagesboys by the hands and leads them to the other side. That is exactly how Harriet Tubman lived her life. During her first plan to escape slavery, she went on her way with two of her brothers. Harriet reached safety, but her brothers had turned back halfway to freedom. After that incident, Harriet Tubman devoted her life to helping slaves cross the street to freedom. THESIS With a past childhood surrounded with slavery, Harriet Tubman grew up with the need to make a difference; after years of smugglingRead MoreHarriet Tubm The Most Influential Women Of All Time1609 Words   |  7 Pagespeople are capable of defying the rolls of society but that did not stop Harriet Tubman. Not only was Tubman the bravest woman in history, she was an African American slave who overcame adversity. Tubman escaped and not only made a better life for herself, but made a difference in hundreds of other African Americans lives. Tubman risked her own safety and freedom to help other African American’s reach their freedom. Tubman taught us that no matter who you are, where you come from, or what you lookRead MoreHarriet Tubman1182 Words   |  5 PagesEarly Years Her real name was Harriet Beecher Stowe. Born as a salve on June 14, 1820 on a plantation in Maryland. There were 8 children in her family and she was the sixth. When she was five, her Mother died. Her Father remarried one year later and in time had three more children. Her Father always wanted her to be a boy. When Harriet was only 13 years old, she tried to stop a person from being whipped and went between the two people. The white man hit her in the head with a shovel andRead MoreEssay On Harriet Tubman1602 Words   |  7 PagesHarriet Tubman â€Å"I had reasoned this out in my mind, there was one of two things I had a right to, liberty or death; if I could not have one, I would have the other.† -Tubman The world was blessed with Harriet Tubman in 1822 on the eastern shore of Maryland. Unfortunately, Tubman was born into this world as a slave and lived on a plantation with her family, which consisted of four brothers and four sisters. Her parents named her Araminta â€Å"Minty† Ross but soon, with the coming of age, she changed herRead More Harriet Tubman Essay1183 Words   |  5 Pages Early Years Her real name was Harriet Beecher Stowe. Born as a salve on June 14, 1820 on a plantation in Maryland. There were 8 children in her family and she was the sixth. When she was five, her Mother died. Her Father remarried one year later and in time had three more children. Her Father always wanted her to be a boy. When Harriet was only 13 years old, she tried to stop a person from being whipped and went between the two people. The white man hit her in the head with a shovel and she blacked