ShantanuT01/DACTYL-Pretraining huggingface dataset:
Depression in the future of public health The challenges of the present-day world bring numerous problems connected with public health issues. This tendency characterizes the situation all over the globe. One of the most widespread mental disorders, depression substantially contributes to the overall burden of disease (Tolhurst, 2015). Australia is also subject to the depression extension, and the task of paramount importance is to address this issue and find appropriate solutions. In this paper, the summary of the problem is given, and its significance in relation to the whole society and communities is described. Further, the attention is drawn to the current measures aimed at the improvement of the public mental health, and the economic and social matters associated with depression management are considered. Finally, recommendations are offered. Depression is known as a serious condition that makes an impact on all aspects of a person’s life and involves both physical and mental health (Australian Institute of Health and Welfare, n.d.). Depression changes the way people perceive themselves, their lives, and the surroundings: one loses interest in any activities, even the favorite ones, feels miserable, sad, and exhausted, and experiences difficulties in daily routine duties performance. Moreover, depression adds up to the risks of ischaemic heart disease, cancer, diabetes, suicide (Manicavasagar, 2012). It is neither low spirits and whims that any ordinary person might have nor the mere chemical imbalance: the causes are complex. They include the family history, the type of personality, medical conditions, drug usage, alcohol consumption, the events, etc. – since all these issues are common, the problem becomes pressing. There is little doubt that depression negatively affects the whole world and Australia in particular. It is estimated that more than 350 million people, or 5% of the population, are affected worldwide; in Australia, half of the population (around 12 million people) is to experience depressive disorders by the age of 30 (Hopwood & Malhi, 2016). Throughout the country, about 4.8% of men and 10% of women suffer from depressive disorders yearly (Australian Institute of Health and Welfare, n.d.). As for the local communities, the depression rates are quite high in different states and territories. However, it is possible to single out two types of local communities that fuel concerns: the Aboriginal and Torres Strait Islander communities and rural and remote areas. The former group is exposed to depression because of discrimination or lower social status. As for the latter group, there are no specific data pertaining to depression in rural communities: according to the research, the suicide death rates for people from rural areas, especially for those aged 15-24, are higher than for the urban population (Tolhurst, 2015). Judging by the connection between suicide and depression, one may arrive at the conclusion that locatio
Introduction This paper focuses on the importance of accurately selecting the right action as a manager while conducting various essential activities in a company. Some key considerations that are going to be discussed in a managerial perspective includes; laying off employees, dressing code, employee monitoring, performance appraisal and individuals promotions. How to lay off people In order to fairly lay off employees, as a manager it will be essential to consider acceptable criteria like the performance of the employee and not the time when the employee joined the company. It will be unjust and of negative consequence to the culture of the company to lay off employees because they are still new. In essence according to Jackson (2008) the company’s perception will be derailed if the manager or the human resource manager conducts unjust dismissal, this may even percolate to the company’s performance. As a manager, I will therefore perform dismissal on the basis of performance and I will conduct the lay off with honesty and integrity in order to maintain the hardworking culture of the company. Using performance will also inspire the new workers to work even harder while the best performing workers will feel appreciated for their work. Since a company’s goal is to achieve its objectives, any poor performance may sabotage the company’s goals. Establishing a dress code Dressing code is one of the most essential sections of a company because it portrays an image to the clientele. Clients can easily judge the culture, attitude and expectations of a company based on how their staffs are dressed. It cannot be overemphasised how important dressing code is to a company’s culture which will be portrayed to the potential customers. I will therefore as a manager create a dress code based on what I deem important for creating an acceptable perception of the company in the eyes of the clients. I will also define what is proper and improper according to the company’s culture. Monitoring employees during working hours Monitoring employee’s performance is one of the most essential factors for an organization. The rationale for this is to ensure that the company is focused on its objectives through the performance of its staff. Despite the professionalism and the experience of the employees, such employees can cease being focused if they perceive the company’s management as reluctant (Torrington, 2008). I will therefore install a monitoring program and explain to the employees why there is need to take such actions. This will thus create the firmness of the company as well as making the employees responsible while undertaking their duties. Such an action will also be important when undertaking appraisal of the employees. Conducting performance appraisal A company can conduct performance appraisal based on different factors such as performance, behaviours and a
Introduction Background Managing responsibilities and tasks is becoming increasingly more difficult in the contemporary environment. With the introduction of new tools for communication and the new means of connecting people, IT innovations often pay lip service to their owners by cluttering their free time and preventing them from organizing their daily routine in an adequate manner (Lee, Adulbek, & Nam 2016). Herein lies the importance of the company that will provide people with an opportunity to rearrange their responsibilities in a more reasonable manner and have more free time. The concept of a concierge is not new; in fact, their services have been used for centuries. However, it should be noted that concierges have been featured in the hospitality industry for the most part. As a rule, a concierge is viewed as a member of the hotel personnel. The reasons for the identified misconception are quite obvious; however, the misinterpretation of a concierge as a profession, as well as the disregard for the opportunities that the evolution of the image of a concierge will open, is beyond deplorable (Toedt 2013). Therefore, it is expected that the company aimed at providing the services of a personal concierge is likely to get enough attention to gain a significant number of customers and become successful in the target market. One must admit that the road to success is going to be quite complicated. Indeed, since very few companies have been engaged in the target business, Personal Concierge will have to blaze its own trail to a global triumph. Nevertheless, it is expected that the company will receive acclaim as a one-of-a-kind service in Dubai that helps make people’s lives easier by providing them with an opportunity to be relieved of some of the pressure. Rationale The reason for choosing the identified domain is rather evident. Being a comparatively young industry, the business related to providing personal concierge services is very promising as far as the competition and the company profits are concerned. While the firm will have to be careful with its pricing strategy to make sure that people are willing to purchase the services, the process of designing the appropriate pricing strategy is going to be rather loose. Apart from the novelty factor and the chances that the new industry opens in front of company owners, the fact that the concierge service will help build connections with partners operating in a range of areas deserves to be mentioned. Because of the nature of the service, Company Summary Mission The mission of the company is to make people’s lives easier by offering high-quality services of personal concierges, as well as maintaining staff satisfaction rates high and making sure that the needs of all stakeholders are taken in
I feel that advertising should stop promoting unrealistic body ideals for women. This constant exposure to female-oriented advertisements influences girls to become self-conscious about their bodies and to obsess over their physical appearance as a measure of their worth. Models depicted in these ads are always slim, smart and airbrushed to perfection. Young girls start believing that to be reality and in an attempt to attain this ideal body weight and structure, often go to extreme, unnecessary lengths. While staying fit and healthy is definitely the need of the day, starving oneself or going on the latest ‘fad’ diet or becoming so obsessed about one’s weight that it’s the only thought on one’s mind, definitely counts as being unhealthy. Since a long time now, thinness has become the standard for female beauty. Whether they are models on the catwalk or on television, their thinness is a goal very difficult to achieve unless one is blessed with it. As I write this essay, I realize that I am actually one of the lucky few who are blessed with a fast metabolic rate and can eat just about a lot of everything without gaining the extra pounds associated with that food. And while I might have been awkwardly skinny in my teenage years and under constant scrutiny nonetheless about why I was so thin, I realize that the pressure which over- or above average- weighted girls are under is something in different league altogether. From the onset of the time when they become conscious about their appearance, and that time is starting to come earlier and earlier in the lives of young girls with passing times, they feel the urge to compare themselves to the so-called perfection they witness on TV and in magazines when it comes to body types and weight. These women are flawless: they have the perfect hair, lips, nose, eyes, skin, complexion and body. What many women may not fully appreciate or grasp, however, is that many of the faces and bodies plastered on magazine covers, television screens, movie posters, and billboards are maintained through unhealthy or unnatural means. In more and more cases, too, the images are literally impossible to achieve, as they are generated via computer software such as Photoshop which makes it possible to make legs look longer or thinner, air-brush away imperfections, and even manufacture a beautiful face and form by combining the ‘perfect’ parts from several different women. It is this lack of understanding which leads to a lot of unnecessary stress which women take upon themselves to attain perfection. No longer is a little extra here and there okay. No longer is it a sign of individuality or uniqueness. It must be shed off and taken care of, by hook or by crook. The latest trendy diet, rigorous exercise regimens, unhealthy eating habits which barely provide enough nutrition for sustenance, eating disorders, mental disorders like depression and esteem issues, and even plastic surgery – all are options considered by young girls as they worry and decide how to look just like this model or that. Maybe the most alarming point is that they actually believe that the w
Introduction Increase in popularity of the social networks such as Facebook and MySpace has led to people using the site to advertise and recruit new talents. Despite social networks helping recruiters who urgently require recruits, it may at times be not effective in helping employers get the right recruits for specific jobs. This paper will discuss some of the drawbacks of using social networks as a channel for recruitment. It will also give recommendations on other channels of recruitment that employers can use to get the right employees. Drawbacks in recruiting from social networking sites According to Gatewood, Gowan& Lautenschlager (1993), Social networking sites have some drawbacks. For example when recruiting, many job seekers may cheat the employer about their personal credentials. They might also attach fake certificates thus leading to employers picking unqualified staff at the expense of the qualified ones. Through social networks, it is hard for recruiters to gather all information relating to the recruit. Employee qualities such as demonstration of how one responds to varied situations can not be effectively conveyed through social networks. As a result, employers may end up recruiting people with limited experience jut because they posted superior curriculum vitae on the social networks. Most of the experienced employees spend little time on social networks. Hence, using social networks during employee recruitment may disadvantage organizations as they may not be able to access experienced staffs. Increased publicity of social networks has led to most of the job seekers uploading their profiles in the networks. As a result, for recruiters to get the most appropriate recruit, they ought to go through many profiles. This would consume a lot of time as they try to compare the different applicants to identify the most relevant. Hiring from abroad Social networks can effectively facilitate recruiting talents from abroad. Due to geographical barrier, it is difficult for organizations to deal direct with the potential recruits. With social networks gaining popularity, recruiters can use them in hiring new talents from abroad. The sites offers a pool of potential recruits thus giving organizations a variety of talents to chose from. A good example is where Indian companies used LinkedIn to hire recruits from Singapore. Recommendations Apart from social networks, there are numerous databases that have been established where people upload their curriculum vitas and profiles. Information recorded in these sites clearly states one’s qualifications and experience. These databases are good sources of applicants where recruiters can turn to in search for recruits. From the database, recruiters can identify the relevant recruits and communicate to them on the day to avail them for interview. Today, there are numerous recruiting agencies that offer recruitment services to organizations.
Introduction Although storytelling has evolved, various aspects have not changed. Good stories should create personal connections and inspire action among audiences. The fundamental elements of stories have changed with recent technologies focusing on Augmented Reality (AR). Digital storytelling uses the immersive experience facilitated by AR, captivating audiences with magical encounters for people worldwide. AR technology has become essential in today’s world as it is applied in entertainment, medicine, and marketing. There exists a significant disconnect between the data and the physical world. Therefore, AR superimposes digital images and data in the physical world to provide an interactive experience of the real world (Gwilt 228). It is essential to explore the significance of AR in digital storytelling, its role in activism, and issues in access. Significance Of AR As a Form of Digital Storytelling AR provides many advantages for people using it as a mode of presenting digital stories. Firstly, the concept of AR enables individuals to experience the augmented view of urban environments when told in digital stories. Smartphone and computer users have continued to rise steadily globally. Therefore, a person can experience augmented views of real-world surroundings or places by running AR software on smart devices such as hand-held computers and smartphones. AR allows various creators to use virtual content like designs, messages, audio, and images to show digital enhancements of different scenes in stories. In addition, AR allows users or the audience to switch between a shared and personal experience of various artworks and stories. AR-generated digital stories enable people to face or encounter both analog and digital versions of a similar environment (Gwilt 229). For instance, AR intersects with various art forms to provide individuals with complex technologically and socially encoded interfaces that combine first-hand experiences of digital media, creative practice, and public space in the hybrid composition. Secondly, AR helps tell digital stories by improving creativity, literacy, and recollection of various scenes. Internet growth has resulted in increased levels of information that people need to consume. People get a creative mix when AR is used to tell digital stories. Creativity and critical thinking are increased by the combination of augmented images and narration of different information. As a result, p
The Security Exchange Commission (SEC) exempts the Langley Brothers, Inc. Company from registration. To begin with, noninvestment private companies that offer common stock worth less than $5 million for a period not more than twelve months, according to the Security and Exchange Act (SEA), have exemption. This occurs irrespective of the number of accredited investors engaged in the transactions of the company. These investors are not only knowledgeable about financial operations but also receive income above a certain minimum limit. Moreover, the exemption holds only when the unaccredited investors are not more than thirty-five. In case of sales involving any unaccredited investor, the company must provide relevant information to all the investors to reduce fraud cases that may occur before, during, or after sales. The relevant information includes the following: history of the company, its business activities, and the securities on sale. There is an assumption that the unaccredited investors do not have knowledge and financial experience to evaluate the liabilities and benefits of such investment (Miller & Cross, 2007). Since the offer is to the public, the company only notifies the SEC of intended sales. Additionally, according to section 3(a) (11) of the SEA, “intrastate offering exemption,” Langley Brothers, Inc. Company needs no registration; the company is only offering the stock to the residents of Kansas State. Further, it is incorporated and does business activities within the same state. Therefore, to avoid violation of the Security Act registration requirements, the company must identify the residential areas of all purchasers. A purchaser is also under obligation not to resell the security to a foreigner within nine months after the company’s offering is over because this may violate the SEA (“Securities and Exchange Commission (SEC) Exemptions – SmallBusinessNotes.com,” n.d.). Langley Brothers, Inc. Company should, therefore, negotiate directly with the purchasers who know their residences. Since the company does not also own assets in other states, it further qualifies for exemption. Langley Brothers, Inc. Company also qualifies for exemption by offering to sell securities worth $1 million to the public. The company can decide to sell the securities to a limited number of accredited investors. This exemption does not allow public soliciting and advertisement. Since all transactions are within the security laws, there is no need for documentation. Langley Brothers, Inc. Company will be cau
The three measurement criteria and their significance evaluation Human Resource Development (HRD) is widely recognized as a theoretical framework upon which human capital become expanded via developing an individual as well as an organization to realize their respective performance improvement. Adams Smith originally quoted that an individual’s capability largely bank on access to learning or education. Thus, to improve corporate entities efficacy and efficiency, HRD has always yearned to build up the core competencies which allow both individuals and groups within an organization to effectively execute their upcoming and in progress tasks through the viably designed learning activities. According to Becker and Gerhart (780), the measurement criteria normally used revolve around:   * Measuring the knowledge that has been acquired   * Measuring the skills enhanced and consequently developed   * Measuring the attitudes that have significantly changed Therefore, the transfer of knowledge to an organizational workplace is gauged through its impacts such the generated results accruing due to changed attitudes, increased performance which depicts the extent of knowledge acquisition, and skills developed or enhanced. The measurement criteria basically help in ascertaining the degree of acquired knowledge, the change of attitudes in addition to skill augmentation that emaciate from the involvement in the learning or training process. As a consequent, evaluation requires a valid post testing to determine the results and impacts of the acquired training and this can only be through the measurement criteria which provide pre-testing results. For instance, since measurement ascertains the extent of transferred learning in terms of skills, results, behavior and reaction, evaluation uses such parameters to differentiate between what was previously known before training or learning and what actually accrue after the training program. Evaluation thus test the capability to adequately perform the assigned task based on the measured skills, changed behavior and acquired knowledge (Holton II, and Trott 1996). Practices which may be employed before, after and during training to amplify learning transfer Mangers support is very critical in training transfer. In fact, managers can easily control environmental factors that easily influence the employees’ motivation in their learning process and at the same time provide an immediate performance feedback of the employees. Before training, managers should develop perf