ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Positive reinforcement refers to the act of augmenting a certain stimulus that causes a behavior in order to increase the likelihood of the behavior recurring in future (Baron & Galizio, 2005). When an action results in a favorable or positive outcome, the behavior that caused that outcome becomes stronger. Positive reinforcement leads to repetition of behaviors mainly due to coercion or motivation. It is the most widely used principle of analyzing and evaluating behavior. Reinforcement has also been described as the process of encouraging and appraising an action based on its consequences (Baron & Galizio, 2005). When people engage in a certain behavior and get the desired results, they are more likely to repeat it than if it does not give the desired results. Positive reinforcement is used among children and at workplaces to encourage certain behaviors. However, it is detrimental if done excessively. Excessive positive reinforcement has several negative effects that include complacency, loss of interest in certain behaviors and activities, loss of motivation and inspiration, dependence, and loss of self-directed behavior development. Negative effects of positive reinforcement One of the major effects of excessive positive reinforcement is complacency. When a certain action is reinforced repeatedly, an individual might become accustomed to the reinforcement of stimulus and forget about changing or repeating the behavior (Baron & Galizio, 2005). On the other hand, it piles pressure on people to perform better on new tasks than they did on the previous tasks (Henderlong, 2002). This is observed in workplaces where employee reward schemes cause reduced performance and productivity. Employees become accustomed to the fact that their performance is determined by rewards and not on their pertinacity to become all-rounded individuals. They work hard and sustain high performance for a certain period of time after which they get used to it and become complacent or lose interest because they are required to perform better every time (Baron & Galizio, 2006). Excessive reinforcement erodes the aspect of challenge that is important in employee development. Human beings grow and develop by being subjected to new challenges and new ways of doing things. Reinforcement encourages people to stick to fixed ways of working and behaving that guarantee certain results (Perone, 2003). Another example of workplace reinforcement that has negative effects is the scheme used by
Our class visited the Virginia Holocaust Museum on February 21. We had the honor of being guided by Captain Alex Keisch, a child of Holocaust born in one of the Nazi labor camps. I must admit that the very fact of listening to the voice of somebody who went through the horrors of the Holocaust proved to be at least as revealing as all of the artifacts and documents of the museum combined. I think this effect can be attributed at least in part to human nature (we tend to sympathize more with the people we can directly interact with). Still, I cannot overlook the fact that no matter how graphic and revealing the evidence of the event is, it never convinces the listener as definitely as the presence of a living being who saw and felt it. Thus, a grappling sense of presence and immersion never left me throughout the visit. Closer to the second half of our tour, I noticed two peculiar details. First, many of the exhibitions were filled with printed artifacts – either documents or photographs, with occasional written notes. Personal belongings, equipment, and tools pertinent to the topic were featured but seemed far less numerous. If I were told this beforehand, I would likely consider it a disadvantage (after all, there are plenty of freely available images depicting Holocaust on the Web). However, in the museum, I noticed that many of these documents (especially the photographs) added personality to the story. In my opinion, today’s society is relatively familiar with the event’s terrifying magnitude and inhumanity. Still, very few can relate the data they hear or see to the real human beings, not to mention comprehending the immeasurable suffering. I believe that sheer numbers eventually dumb down the public perception and let us accept (rather than understand) the Holocaust event. On the other hand, seeing the faces of all the victims (and, occasionally, the perpetrators) is a sobering experience that allowed me to connect the information I heard before, as well as that I received during the tour, to the individuals and their feelings (as far as such thing is possible). The second revelation occurred when we were shown the equipment used by the Nazis to maintain the camp. By that time, the amount of information we were exposed to started to seem somewhat surreal as if humans were incapable of such cruelty, and the whole matter was allegoric in away. Among the artifacts we were shown was the IBM machine used to organize the prisoners’ records using punch cards. Compared to the previous parts of the exhibition, it was not particularly shocking. However, the mechanism on display resonated with the feeling of automated, inanimate force, which I could attribute to some machine (either mechanical or bureaucratic) much easier than to the human mind. This latter experience allowed me to better understand the consequences of allowing an omnipresent and authoritarian entity such as a Fascism-driven state to control the minds of its citizens
Introduction Industrial relations is a very complex and delicate issue in many organizations now days. An organization cannot progress unless there exists cooperation and relationships that are harmonious between the management team and the organization’s employees. The term industry basically refers to any undertaking that is productive which a person or a number of people do. Relations simply imply relationships between the workers and their employer. Industrial relations are mainly rooted in the relationship between the worker’s unions and the employers (Bain and Woolven, 1979, p. 2-3) Industrial relations can best be described as the relationships that exist between the employees, their employers and the government (Bendix, 2007, p. 39 – 50). This does not leave behind the associations and institutions that play the role of mediation of these interactions. This does not only deal with the practice but also the study of management of labor, the element of collective bargaining and the act trade unionism (Blanpain, 1992, p. 65-70) Like any other employer, Equity bank that operates in the Eastern part of Africa is faced with several industrial relations pressures. Being one of the fastest growing banks in the region, it is faced with several issues at the work place. These issues range from the interactions that exist between individual employees, the employer and their workers, interactions between employers and the relationships that exist between the workers unions and the employers ( Kaufman, 1995, p. 5-18) The aim of this paper is to bring to light all the employee relation issues that put the stated bank under so much pressure and to develop an efficient strategic plan that will be employed in addressing the analyzed issues. National culture and comparative industrial relations theory The industrial relations pressures at the bank will be analyzed using the national culture and comparative relations theory. The most important employee relations issues are developed well but there still exists a gap between improvements that have been made in the international industrial relations and the real actual stability of the employee relations sector (Barbash and Barbash, 1989, p. 123 – 154). The industrial relation pressures at Equity Bank Management efficiency and effectiveness The term efficiency in the management context simply means doing things in the right way. On the other hand, management effectiveness is doing the right things. Management efficiency and effectiveness therefore implies doing the right things in the right way. In light of industrial relations, this concept refers to the act of managers hand
There are different kinds of structures for various terrorist groups and movements. Paramilitary troops and organizations such as Al Qaeda are controlled by their leaders, whereas movements such as Earth Liberation Front (ELF) or Army of God operate though the principle of leaderless resistance. This is one of the main differences between these organizations. Paramilitary armies such as Al Shabaab and Hamas normally have headquarters and hierarchical structure that determine their strategy, plans and tactics, while leaderless movements consist of independent groups of people united by similar ideas and acting on their own without any orders from above. Motivation plays a key role in the recruitment and training of the members of the organizations of both types. At the same time, paramilitary groups have strict control of knowledge and behaviors within their organizations; and leaderless movements allow individual interpretations of their main ideas and the ways of achieving goals. Root causes and ideologies of paramilitary terrorism lie not only in geopolitics but in economics, social situation and demographic features of the areas where they occur (Ehrlich & Liu 2002). Leaderless movements such as Earth Liberation Front and the Army of God have individual moral views as the main source of their ideology and root causes. For example, ELF members believe that any measures are good to save the nature, and Army of God members believe that weapons are suitable means of fighting the practice of abortion, which they consider to be unacceptable. Besides, paramilitary non-state actors such as Al Shabaab and Hamas have much stronger influence on the population of the areas where they base; they spread framed information and propaganda, which allows them to practice upstream recruitment of the younger generations. Scales and Ollivant (2014) notice that the strategies of the modern terrorism have become smarter and deadlier since today terrorist organizations are a mix of a techno media savvy and a well trained and disciplined soldier ready to put their life for the idea. The authors call this phenomenon a “Darwinian process” that forces the terrorists to improve their practices or get eliminated (Scales & Ollivant 2014). The contemporary terrorists became better organized and are controlled by qualified and well-informed leaders, besides, the weapons they employ today are of new generation and are much more dangerous and precise than the ones they used before (Scales & Ollivant 2014). Basically, the new terrorist movements have strong leadership, disciplined, organized and loyal soldiers, improved equipment, vehicles and weapons and sufficient amounts of cash flows allowing them to carry out more complex tasks and missions and to present a much bigger danger for the opponent armies and the civilians. Reference List Ehrlich, P. R. & Liu, J. (2002). Some Roots of Terrorism. Population and Environment, 24 (2), 183-192. Scales, R.
Introduction The world is becoming more virtual than ever before. ‘Process virtualization’ is common in most areas like formal education, shopping, and the development of friendship. However, there are differences in processes of virtualization due to various extents of amenability. In other words, electronic shopping may work well in some applications than others. Based on this observation, this paper focuses on factors that influence the ‘virtual inability of a process’ (Overby 277). ‘Virtualizability of a process’ has gained recognition as information technology has transformed most physical processes into virtual processes. Therefore, the article proposes a ‘process virtualization theory’, which includes “four main constructs (sensory requirements, relationship requirements, synchronism requirements, and identification and control requirements) that affect whether a process is amenable or resistant to being conducted virtually” (Overby 277). Justification Most aspects of traditional processes previously conducted through physical means have turned into virtual processes due to developments in information technology (IT). These processes include online learning, shopping, and meeting friends. We can conclude that developments in information technology have enabled society to replace physical processes with virtual processes, and most virtual processes have gained recognition among users. The process of virtualization has gained full momentum. This is evident from the virtualization of processes that seemed difficult to change a few years ago. However, virtualization processes have been simple in other areas than others. This article focuses on a theory of process virtualization, which has two parts. First, it explores factors like “sensory, relationship, synchronism, and identification and control requirements
Disney Studio is one of the most popular and famous in the world, and its films are watched annually by millions of children and adults. Displaying real events and cultural elements is often a more difficult task since the studio is focused on children and family audiences; therefore, romanticizing and smoothing corners is a necessity for obtaining ratings. However, the Pocahontas story demonstrates that studios need to be more sensitive to historically important topics as the desire to uncover the history of colonization and combine it with a typical princess fairytale was not the best idea. For this reason, the movie received a lot of criticism, although a broad audience was satisfied with the romantic story in general. At the same time, the film industry, like any business, focuses on the demand of the audience. Consequently, perhaps the features of the culture of the late twentieth century also influenced the plot of the cartoon and display of Pocahontas’ story. However, even if one puts all the blame for the neocolonial image of Pocahontas on Disney, it should also be noted that since 1996 the image of the race in the cinema has undergone significant evolution. An example of this fact is the movie Moana , which accurately reflected the culture of the Pacific Islanders by using the help of representatives of these peoples. It is still difficult to create the uniquely correct way to show the image of the race in the cinema since this process requires simultaneous attention to the details of ethnicity and a film genre. Nevertheless, on the examples of Pocahontas and Moana , it can be noted that there was a significant shift in the sensitivity of Disney to racial issues, which reflects in the quality of the films. The movie Pocahontas was created by Disney Studios to show the history of the first years of colonization in a new light and explain why the colonialists did so much harm to the locals. However, as noted by Buescher and Ono (1996), although this cartoon shows the main reason for the cruelties of Europeans, precisely the desire to get gold and land, it does it in a neocolonial style. In other words, cartoon directors use political and socially important themes of our time to justify the characters to some extent. The central mistake, according to the author, is the image of Pocahontas as a woman who wants to escape from a patriarchal society where she is oppressed and forced to marry an unloved man (Buescher & Ono, 1996). This image turns Smith into a savior from a colonialist and land invader. At the same time, Pocahontas’ love of freedom and feminism makes the viewer sympathize with the woman and Smith and desire their union, which, according to Buescher and Ono (1996), would be unlikely. In addition, the cartoon depicts Governor Ratcliff, who is the embodiment of t
My primary task in expanding my ability to focus is to eliminate distractions. This mostly affects interaction with my phone and social media. The first step would be to discern work hours from leisure hours which would be used to complete important tasks in an appropriate amount of time. Next, my devices, such as phones and tablets should have notifications disabled or changed into airplane mode over the period of time during which I will be completing assignments. This kind of system would tell me about the time I need to accomplish certain projects and activities, reduce guilt over procrastination by being able to relax after getting my work done, and it has been noted to improve the quality of sleep (Patel, 2016). When necessary, I would inform family members, peers, and coworkers of my work hours and when I am not available. I think that goal setting is a good start to completing any project, especially one that can take a significant amount of time and effort. As such, a huge goal is hard to focus on and navigate. I would like to narrow down my large, ambitious goal into small chunks that should be completed over a certain course of time. Year-long assignments and projects can be broken into quarterly, monthly, and weekly goals respectively. The last step would be to set daily goals that follow the SMART technique. To improve my focus on the progression of an assignment, my goals need to be specific, measurable, achievable, realistic, and timely. In this way, I will be able to complete small goals alongside growing, big objectives which will show noticeable development over time. This kind of system also triggers a reward mechanism in the brain, and with smaller goals, success is more likely than with a very vague, broad target. I would like to expand my analytical skills through higher engagement with data and media presented to me in my daily life. In a firm, analytics specialists frequently implement their research skills by creating datasets and running them through data science concepts and formulas to view their gathered information (Cote, 2021). This often raises important questions and hypotheses about the nature of certain data or information. I would like to engage with a similar tactic when I interact with the news, books, conversations, and other exchanges in my daily life. This can mean that I may learn more about my educational, personal, and community environment and what kind of issues and changes it is facing. Then, I will be able to question the information I am given, see my role in the conversation, and the input I may provide. While assessing the information I have, it is important to take into account the opposing or differing viewpoints within a topic. Acknowledging the various perspectives can allow me to expand my perception, deter bias, and express that I value the opinions of my peers and coworkers. Because I think that every problem has a myriad of solutions, I think that a topic may also have many approaches and opini
The Metamorphosis by Franz Kafka is a great story about a young man who transforms into a bug and is imprisoned in his own chamber as a result of apples thrown at him sticking in his casing. Georg Samka awakens in a surrealistic dream world, and he receives no sympathy from anyone, despite the fact that he has sacrificed his own aspirations for years so that his sister might study music at the Conservatory. His family members’ reactions to him and how they choose to deal with the situation betray their relationships with him, revealing what they actually feel about the young man. While Gregor’s family has never shown affection for him, they did at least treat him as a human before his transformation; following his transformation, they have become progressively nasty and aloof. Gregor’s family tolerates him before his transformation since he takes over as the family’s breadwinner. They don’t have a particularly warm connection, but at least they show him some respect so that he may continue to support them. When they suspect he’ll be late for work, they double-check to make sure he arrives. When his father tries to wake his kid up, even if he doesn’t work, he has a warning in his voice. His sister is the only one of his family that comes to his aid, inquiring if he is ill. She instantly tries to console and assist him in any way she can. Grete, the sister, begins collecting goods that she feels he will be interested in after his metamorphosis so that he can eat and feel comfortable, such as rotting vegetables, cheese, old leftovers, and hardened bones. Mrs. Samsa, his mother, is troubled by the transition, overcome with emotion and despair. She does her hardest to comfort and assist him, but she can’t stand looking at him. She tries her hardest to behave motherly in her sadness, but she has a hard time overcoming his appearance. Mr. Samsa, Gregor’s father, is unpleasant and rude to the point of becoming abusive. Mr. Samsa has grown accustomed to Gregor providing for his family by working for a living and paying for their survival. He is enraged at the shift, particularly since it means Gregor will no longer be able to assist them. All the family members started to mistreat him after his transformation. With a newspaper, his father pursues him back into the room. Gregor’s father injures him later by throwing a piece of fruit at him, which causes an illness. Since Gregor can no longer work, his parents and sister have all taken up jobs to supplement his income. Grete, too, gradually loses sympathy for her brother. She was most likely his closest family member, yet caring for him is a strain for her. She eventually informs her parents that she wants Gregor gone. He determines that the best thing he can do for them is to die, and he does so. To conclude, Gregor’s metamorphosis reflects a true approach of his family members to him. With the transformation, Gregor illustrates that he had a wish to be free of the duties that should be his father’s, his dislike for his profession and the drudgery that comes with it. His transformation shows Gregor’s anger towards family’s exploitation of him and