Group effectiveness Essay Example | Topics and Well Written Essays - 250 words

Group effectiveness - Essay Example If the new approaches were adapted, then the group would have worked harmoniously. Respect for each other’s opinions should have been present. The work load should have been assigned fairly and not randomly decided by the self-appointed leader, who wanted to get all the credit, although all he did was to assign the jobs that have to be completed. 2) There were several factors that contributed to one’s satisfaction in being a member of a group. First of all, from the very start the goal of the group was established. Although each one has a goal of his own, a common objective was arrived at by the group. The roles of each member were very clear from the beginning. Each one was assigned a role which best fits his qualifications. There were rules that served as guidelines for the group. There were differences of opinions during the meetings but everyone was ready to listen to what one has to say. Respect was always present. Even if there were some disagreements, it was resolved politely, without any violent reactions from the group members. The decision was a group decision and not a decision made by only one person. 3) To further improve one’s communication skills, one has to learn to listen to other people’s opinions without having to be judgmental. One should realize that there is a time to speak and a time to listen. To be more effective in working with a group, one must know what he can contribute to the group by knowing his qualifications and capabilities. A win-win solution should always be the focus of decision-making. An evaluation of how one contributed to the group goals and how the group achieved its goals must be in place. Another way of improving one’s communication skills is to learn how to get the right message in the proper manner. One’s ideas must be clear and simple to be better understood by the other

Climate and Polar Maritime Air Essay Example for Free

Climate and Polar Maritime Air Essay To what extent is the climate of the British Isles a product of the air masses that affect it? Climate is defined as the weather averaged over a 30 year period, with weather being determined by temperature, humidity, wind and precipitation. The climate in the British Isles is described as cool temperate western maritime climate, although there are regional differences in climate across the British Isles; with average temperatures ranging from -0.2 to 20.9 degrees Celsius. The climate of the British Isles is influenced by the movement of five major air masses. However, it is also influenced by other factors, including its topography, ocean currents, latitude, and weather systems. Firstly, it can be argued that air masses play a large part in the overall climate of the British Isles. Air masses are large bodies of air with reasonably uniform temperature, pressure and humidity throughout. There are five main air masses that influence the climate: tropical maritime(TM), polar maritime (PM), tropical continental (TC), polar continental (PC) and arctic maritime (AM). The direction of the air masses can be seen in the diagram below. Tropical Maritime brings warm moist air from the Atlantic Ocean. This warm air hits areas of high relief in western England and Wales, causing the air to rise, which means clouds form. Areas of high relief in the west of England include Dartmoor and Exmoor. The air is very moist as it is from the ocean, so there is lots of precipitation. This wind is warm, which means that is has a warming affect in the winter, however in the Summer because the land has a lower specific heat capacity, it heats up more than the Atlantic ocean. Therefore it has a cooling affect in summer. Tropical Continental air masses bring hot and dry air in summer. This causes high temperatures with very little precipitation, and is the reason for heat waves in the British Isles. For example the heat wave in July 2013, where temperatures reached 33.5 °C . Polar Maritime air masses bring cold moist winds as they originate from a north westerly direction, over the Atlantic Ocean. This therefore causes very cold wet weather in the British Isles, especially in the westerly parts of the British Isles where there is high relief causing precipitation. Polar Maritime air is dominant over the winter season. Polar Continental air masses originate from high latitudes such as Siberia so therefore bring very cold conditions with them, however as they come from land not ocean, the air masses bring dry conditions. Arctic air  masses originate over the Arctic Ocean where high pressure dominates. The air masses bring extremely cold temperatures, however is only dominant in winter, and sometimes in spring. However this air mass is more likely to affect the climate in Scotland, and northern England, as it has come from a northernly direction. Overall this shows that air masses do play a significant role in the overall climate of the British Isles, however some air masses are more dominant than others in different seasons, and some air masses are dominant in different areas of the British Isles. The climate of the British Isles is also greatly affected by weather systems such as depressions. Mid Latitude depressions are formed over the Atlantic Ocean on the Polar front. They move in an easterly direction across the British Isles. The depressions are low pressure systems that are formed when moist, warm â„ ¢ air meets drier, colder PM air. The warm, moist air is forced upwards, by the colder denser air. The Coriolis effect causes the air to rotate in an anticlockwise direction. The jet stream is also involved as it moves the depression from west to east. The climate associated with depressions is strong winds, clouds and precipitation. However the climate is dependent on which air mass is over the British Isles. Polar maritime air brings average temperatures for the season in winter, around 5 °C-8 °C in January, but cooler temperatures for the summer season, at around 16 °C to 18 °C in July. This air mass also brings lots of precipitation. Tropical maritime air brings humid and mild weather in winter, with temperatures averaging at around 12 °C-14 °C in January. Tropical maritime can also bring thunderstorms , due to the humidity and low pressure. An example of when a depression has greatly affected the British Isles was the Great Storm in 1987. This fast moving depression caused wind speeds of up to 81mph. The British Isles experienced lots of rainfall, and there was even an increase in temperature by 6 °C in places, where the warm front was situated. This shows how depressions can have great impacts on the climate of the British Isles, however this large depression is not common, so does not usually affect the climate. Overall, depressions have a great impact on the climate of the British Isles both in winter and summer, however it can be argued that air masses play an important role in the formation of depressions, so this also shows that air masses indirectly affect the climate. The British  Isles has a latitude between 50 °N and 60 °N. This has a great impact on the climate that it experiences, meaning that the latitude is another factor that will influence the climate of the British Isles. The latitude of an area will affect how much insolation it will receive. This is due to the angle of incidence, which can be see in the diagram below. A larger angle of incidence will mean that the insolation from the sun will only disperse over a small area, whereas a small angle of incidence means the same amount of insolation will be spread over a larger area. At a 30 ° angle, a one wile wide ray of insolation will be dispersed over a two mile radius, whereas an angle of incidence of 90 ° with the same ray of insolation will be dispersed over a one mile radius. Higher latitude have smaller angles of incidence, meaning that they will receive less insolation. Therefore the latitude of the British Isles means that there will be temperate conditions. It is not likely that the British Isles will experience a very hot climate due to the fact that id does not receive enough insolation to heat up the surrounding air and ground. This can be seen if you compare the average yearly temperatures of the British Isles compared to Somalia, which is found at a lower latitude of 2.03 °. The British Isles has an average temperatures ranging from 8.5-11 °C. In contrast Somalia has temperatures around 24-31 °C. This demonstrates how that latitude of an area can greatly impact the temperature, which means it affects the overall climate of the area. This shows that latitude is a factor other than air masses that will impact the climate of the British Isles. Altitude is another factor that influences the climate of the British Isles. On average the air temperature falls by 0.65 °C every 100m rise in altitude. This is due to the fall in pressure as the altitude increases, meaning molecules have less kinetic energy. For example Ben Nevis has a height f 1,344 metres, and has an average annual temperatures of -5 °C, compared to the British Isles which has an average annual temperature of around 8.5-11 °C. This shows that altitude has a direct impact on the temperature of the British Isles, so areas of high altitude in the west of the British Isles, such as Cambrian will have lower temperatures. The altitude of the British Isles will also cause precipitation, as when moist air masses move across areas of high relief, the air masses are forced upwards, where the  cool condense and form clouds. For example in Wales the Cambrian mountains receive over 100mm rainfall per month all year round. This is due to the tropical maritime and polar maritime winds bringing moist air. Overall this shows that altitude can have a large impact on the climate of the British Isles, however air masses are also involved in this, which demonstrates that air masses still play a significant role in the overall climate. Lastly, ocean currents are another factor that have a large impact on the climate of the British Isles. The most significant ocean current is the Gulf Stream, which . Gulf Streams are influenced In conclusion, the climate of the British Isles is a product of air masses so a large extent. Although there are many other factors that also affect the climate, air masses are also involved in these factors, such as the formation of depressions, or the movement of ocean currents. Therefore air masses so also indirectly influence the climate of the British Isles, meaning that they play the most significant role in affecting the climate.

Hilton and Holiday Inn Human Resource strategy and Operational planning

Hilton and Holiday Inn Human Resource strategy and Operational planning Introduction The essay will explore the theoretical and practical sides of the relationship between the Human Resource strategy and the Operational planning and development in the retail and hospitality industry, in order to determine a deep overall view of the subject. The text will draw upon many cases, research, and literature to demonstrate the background that is necessary for an independent evaluation of this topic. The paper will take Hilton and Holiday Inn as an example of todays average but highly successful corporation and investigate the companys past and current human resource strategies and the reasons behind their strategic decisions. Through the essay; human capital management, business performance, model of comparative SHRM, strategy evaluation, HR links between missions, as well as goals of the organizations and further related topics; will be discussed. The essay is divided by nine major topics. Certain topics will be examined in greater detail for more accurate understanding, ho wever as SHRM indicates every topic will also deeply link together and therefore specific parts on certain subjects will be discussed in other topics. Hard definition SHRM can be defined as the connection between HR, strategic objectives and goals in order to increase productivity or efficiency and create business culture that promotes flexibility, innovation, and competitive advantage. In a corporation, Strategic Human Resource Management means accepting and involving the Human Resource roles as a strategic partner in the formulation and implementation of the organisations strategies through Human Resource functions such as staffing, selecting, training and rewarding employees. (Mello, 2010) Recruitment linked with operational strategy The first area of focus is on the process of accurate staffing, management, and organisation of a business through human resource functions. Businesses are able to create a highly effective strategic framework as it will be uniquely personalised for their exact situation. This is by recognising the portfolio of the corporation at the operational, managerial and strategic level, rather than arranging the human resource department to reflect the strategic, managerial and operational requirements of the organisation (Hamel and Prahalad, 1996: 242). The most important structural variations of the corporation also stand on the corporations recruiting procedure. Position posting, succession forecasting and management development offer the HR department a chance to bring a measure of integration to the recruiting procedure and to have power over the internal movement of the corporations human resources. It is especially significant that staffing for all levels of positions, as well as the d omestic movement of employees, be coordinated with the strategic concerns of the business (Baron Kreps, 1999). The portfolio of the business will make a significant input to the progress of a businesses recruiting strategy; it is one of the driving forces in the staffing, promotion plans program development and selection. Management between the businesses recruiting and its strategic plans can improve the businesses ability to get used to environmental conditions. However businesses are likely to recruit people who have similar characteristics to the managers who are presently working within it. Little conscious attention is paid to identifying the characteristics most congruent with different organizational configurations. (Galbraith and Nathanson,1978). Employee skill and behaviour training Many businesses, including local shops in Edinburgh owned by the Asian community, have faced the challenge of developing greater confidence, solution finding, initiative, and trouble solving capabilities among their employees. This has become a serious problem (Megginson Banfield Matthews, 1999) as those convenient stores are the backbone of the economy (Dr. Welsh, 2000). Businesses need employees at every level to be more resourceful, independent, creative and self sufficient. These characteristics allow employees to function at a superior strategic level, making businesses more competitive and productive. Therefore, they require training development which includes all activities intended and executed to support staff members knowledge, abilities (or competencies) and skills. For organizations, training and development especially relates to those activities that make sure that every staff member is capable enough to build a work environment that is both inclusive and diverse. In addition to supporting abilities, skills and knowledge; several training and development plans associated with diversity efforts to influence the attitudes, maturity, courage or values of their members, are also necessary for the development of strategic and managerial capabilities. It should be noted that training and development plans that try to make major adjustments with regard to attitudes need a large amount of time and investment if they are to be successful. However each individual training undergone is a kind of long term investment, therefore determining the return on investments when conducting training and development activities, are very important. There are several kinds of training options. Mentoring, Coaching and Counselling are the most well known ones. Although many of the methods are similar within these training options as they are normally delivered by individuals, there are numerous unique characteristics of each method that make them exclusive in their own wa y other than the fact that the individual has different qualifications, different relationships with their client and is usually working within different time frames (Megginson, Banfield Matthews, 1999) Employee Empowerment As it has been mentioned earlier, companies try to train their staff to be more self-sufficient so that less supervision would be required; or in other words, empower them. Employee empowerment is an expression used to express the ways in which employees without managerial positions can make independent decisions with no need of confirmation from a boss or manager. These independent decisions can be small or large depending on the level of power with which the organisation wants to invest in the member of staff. Personnel empowerment can start with training, as stated above, and by converting a whole business into an empowerment model. On the other hand it may simply mean giving staff members the ability to make a few decisions on their own. When people feel they have options and are allowed to make direct decisions, this does frequently show the way to a better feeling of self worth. In a representation where power is directly attached to a sense of self, the feeling of having some power is a priceless thing (Losey Ulrich Meisinger, 2005). A staff member who does not feel continuously evaluated by managers and watched is more likely to consider their workplace as a positive, happy environment, rather than a negative one. Employee Commitment The behavioural research, carried out by a group at Massachusetts General Hospital and Harvard University, recognizes the aspects that most possible to affect 21st century staff well being, productivity and commitment. (PhD. Kreisman, 2002). They established that loyalty is mainly influenced by ones sense of purpose, general trust in the business and feeling of individual impact. Productivity is mostly affected by the quality of human relations including social group moods, cooperative and interaction. The results of the investigation guided them to conclude that working environments that offer positive atmosphere that encourage quality personal relationships and interpersonal trust generates the most loyal and productive staff members. So a staff member who does not feel continuously watched by managers is more likely to judge their workplace as a positive environment, as it has been said before, therefore he or she will feel more committed to the organisation. This would increase t heir productivity, as peoples efforts generate greater results. In conclusion, this would cut cost for the organisation. (Losey Ulrich Meisinger, 2005) Mutual flexibility Last year a much respected five star Hilton hotel recruited front line staff for part time positions. From week one Hiltons management required them to work 65 hours even when indeed they had a contract for 25 hours per week. They were unable to do anything about this unfortunate situation as it was clear that if they could not fit their schedules they were free to leave. By the end of the 3rd month when their training had finished, many of them were exhausted and fed up, and they left the Hilton group for their leak of flexibility (Mehta, 2005). Flexibility is essential for both the employer and the employee; flexibility of staff member behaviours, workers skills and Human Resource practices stand for a significant sub dimension of Human Resource flexibility and are associated with greater business performance. Results based on perceptual methods of Human Resource flexibility and accounting measures of business performance support this prediction. Behaviour, skill, and Human Resourc e practice flexibility are, however, drastically connected with an index of business financial performance. Numerous professionals believe that the only skill that flexibility contributes is its cost efficiency. (Hendry, 1995) Hilton has recruited them because they were looking for people who go the extra mile; people who are flexible. The fact that Hilton did not give anything to them in return meant that these people left. Despite this, their worth and value has increased as the result of the training that Hilton gave them, while Hilton lost a significant amount of money. In the Hospitality business, staff turnover is the biggest problem because in the service industry, staff represent the biggest cost and long time investment at the same time. This means that when companies start to train their staff they integrate them into the business even if they are not core employees. When they leave however, all the money and time put in will be lost, not to mention the cost of the ongoing posting of jobs, interviews and other administrational fees (Hayes Ninemeier, 2008). Human Capital versus SHRM A several authors have argued that SRHM and Human Capital Management are the same thing. Certainly the idea of SHRM matches that of the broader meaning of HCM relatively well; as the following characterisation of the key features of SHRM by Dyer and Holder (1998) demonstrate that strategies engage decisions regarding main policies, key goals and the allowance of resources that are likely to be formulated at the top. Strategies are business determined and focus on organisational efficiency; thus in this perspective, are viewed mainly as resources to be managed toward the success of strategic business targets (Society for Human Resource Management, 2004). Strategies by their very nature offer combined frameworks which are at once integrative, broad and possibility based. These integrate a full complement of Human Resource targets and activities intended exclusively to fit existing environments and to be equally reinforcing or synergistic. This sections discussion has been based on the evidence that both Human Resource Management in its appropriate sense and Human Capital Management, rest on the supposition that employees are treated as assets rather than expenses and both focus on the significance of adopting an incorporated and strategic move towards managing employees which is the worry of every stakeholder in a business, not only the staff management function. On the other hand, the theory of HCM strengthens and complements the theory of SHRM rather than replaces it. Therefore both Human Capital Management and Strategic Human Resource Management can be considered as crucial components in the progression of staff management and both form the basis for accomplishing HR advantage through a resource based strategy (Greer, 2000). Soft HRM versus Hard HRM The effort to satisfy external stakeholders and the costumers demanding nature lead to a pressure on HR management both strategically and operationally side. (York, 2009) Customer service and associated perceptions have led retail businesses and hospitality to a more theoretical judgment of HR management. In the long term it is left to be seen whether the strategic management of HR has been better regulated by hard Human Resource Management, which is the traditional managerial distrust approach. Humans are lazy by nature and simply pursue their self-interests. This means that there are two different and conflicting sets of interests: the organisation and its employees. It is the managements job to encourage the right attitude in staff members so that their actions pursue the accomplishment of the organisations goals, not their own. Thus there is a case for the existence of correctives and coercion. (Megginson 1999), On the other hand there is the soft Human Resource Management or in other name the Harvard model which is the opposed approach. Instead of seeing humans as lazy machines, they are seen as able to take care of their feelings, emotions and motivations. Employees might in fact wish for personal realisation and work could be one of the ways to achieve it. People like things done well, and making a difference. Managers therefore, must allow them to do so and help them to maintain their high levels of motivation. Employees are not lazy, they do not hate working, and can be self responsible. In this way, coercion is no longer essential (Megginson 1999). Customer Service, (linking) Mayfair London located at the centre of the British Tourism Hospitality Industry and Bass group is a primary hospitality chain. Johnson (1999) examines that the senior managers at Holiday inns carried out a training project that included spending short times at operative levels. This training led them to discover that if front line employees were not given autonomy and authority to solve non routine issues as they came up, their customers belief of quality service would be badly damaged. It is significant to identify the connection between the front line staff, executives and the empowerment of employees to take liability for quality management problems and customer care satisfaction. The corporation then initiated training programs to provide employees with the possibilities to take further liability for problem solving and quality as well as implement new employment strategies, for example auditions for front office staff to differentiate applicants with the right attitudes. The te rm right attitudes suggests that the organization is seeking employees with culturally specified social skills, attributes that are frequently difficult to appraise. These tacit or soft abilities, are skills to carry out complex functions and relationship roles while at the same time, carry out technical (or hard) tasks. (Hayes Ninemeier, 2008). Executives also accept that the success of the new strategies would give a genuine dedication to the interests and welfare of staff. The hotel gained Investors in People recognition in 1995. This section is an excellent example that shows how everything is linked together. The essay previously discusses empowerment, flexibility, commitment, training, customer service and many more things, as this example states; every single area of human resource management effects the entire business progress just as much as one area effects another. Conclusion Business or corporate strategy for service companies in areas such as tourism, hospitality and retail; has to satisfy a variety of stakeholders, and interests them within a strategy framework appropriate to all of them. SHRM has played a part in the consolidation of staff members, within the model established by the executive senior managers. Strategic Human Resource Management is therefore a component of the wider network of business administration and corporate strategy. It is valuable for every corporation to organize their employees within a designed and logical framework which reflects the organisations strategy. It is necessary that the varieties of aspects of HRM are mutually reinforced in developing the behaviours and performance needed to accomplish business success. Every single person is part of the organisation and is partially reliable for the companys success and therefore they represent the biggest asset of a service company. Employees represent one of the biggest cost but they can also represent the greatest competitive advantage against other businesses. Despite this, there is not a single Human Resource Management strategy that would bring success in every situation. Businesses have to identify a strategy which is exceptional to their own circumstances in terms of goals, context and the demands of business stakeholders.

Immorality of Human Cloning Essay -- essays research papers

While human cloning has been a matter of science fiction for centuries, the prospect that it could actually happen is a recent development. On February 23, 1997, the birth of the first cloned sheep, Dolly, was announced. Since then, it seems that science has progressed faster than moral understanding. Each breakthrough in genetics presents us with both a promise and a dilemma. The promise is that we may soon be able to treat and prevent diseases such as cancer and Parkinson’s. The dilemma is that we will have the power to manipulate our very nature-- to choose the sex and other genetic qualities of our next generation in attempts to make ourselves perfect. Despite the possible benefits, cloning will require unacceptable risks and does not consider the basic concepts of human dignity, liberty and identity. Considering our role in the world, it is society’s place to dictate moral boundaries to ban all human cloning, including that done in the name of medical progress. Human cloning is a serious issue and a frightening prospect of what the future may hold. It has been proven neither effective, nor safe. Before this minimum requirement is met, cloning should be avoided and not attempted on humans. Despite this, advocates argue that cloning can improve human genetics, and can prevent genetically transmitted diseases. The truth is that cloning will not improve genetic make up of the human race. According to Darwin’s famous theory, nature adapts its species and no one should interfere in the process. A radical change in nature, such as creating a society of clones, will diminish the human diversity resulting from the various mixings of genes. Another problem says Lane Lester who earned his Ph.D in genetics is that â€Å"everyone possesse... ... cloning is necessary or useful for any purpose. Banning cloning far outweighs the potential curing of genetically transmitted diseases, it crosses an ethical line in the creation of human beings. As a moral society, we should strive to enforce moral boundaries and create rather then destroy. Works Cited "Gene Mutation" The Encyclopedia Britannica. 15th ed. 2007. Print. Leone, Paul. Cloning and the Future of Human Embryo Research. Oxford: Oxford UP, 2001. Google Books. Web. 12 Feb. 2014. Masci, Margaret O., and John F. Setaro. Medicine's Brave New World: Bioengineering and the New Genetics. Brookfield: Twenty-First Century, 2001. Print. Winters, Paul A. Cloning. San Diego: Greenhaven, 1998. Print. Gallup Poll: Support for Embryonic Stem Cell Research $ Dropping. Web. 12 Feb. 2014. http://www.lifenews.com/2005/08/16/bio-1111/

Responsibilities and rights of employees and employers Essay

Responsibilities and rights of employees and employers within own area.The law in UK covers the following aspects: Employment law is the body of law which governs the relationship between employers and their employees. A key component therefore of employment law is the employment rights which are bestowed upon both the employee and the employer. The aspects of employment covered by law are: Minimum wage, Hours worked, Discrimination, Health and safety, Holiday entitlements, Redundancy and dismissal, Training, Disciplinary procedures, Union rights and consultation, among many others. Labour law covers the deal between employee and employer. Health and safety laws cover the work conditions, and minimum wage and other laws set basic compensation levels.We also have the Disability Act, Manual Handling Operations and Regulations, Data Protection Act, The Medicine Act, General Social Care Council code 2001, RIDDOR 1995 and more. To protect the rights of employers and employees by providing rules and regulations that must be followed. Employment rights are numerous, but a few of them are likely to have a more significant impact throughout your time of employment. The National Minimum Wage is one of the most basic and most protected rights, establishing a minimum amount that employers must pay per hour to each of their employees. Employment law also makes allowances to prevent employees from being made to work too many hours, while allowing willing employees to work more hours if they wish. Other employment rules give employees rights in redundancy situations, and ensure that they can be free to take part in union activities. You may well have numerous other rights in your employment contract – for example, you may have been promised a greater holiday allowance than the amount allowed by law. Employment law also holds employers (and employees) responsible for living up to the terms established in the employment contract. Employment Law & Workers’ Rights These days, there is an enormous volume of legislation giving special rights and protections to employees in the UK. These employment rights are designed to ensure that all workers are treated equally, fairly and lawfully. Read more: Essay About  Statutory Responsibilities and Rights of Employees and Employers

Homosexuality and Single-Sex Schools

Homosexuality and Single-Sex Schools Unfortunately, for many American students, insults and accusations are part of everyday life. All to often, students, as young as elementary school, are faced with criticism and judgment from their peers, and despite great efforts by many, there are still people in our country who are not the diverse, tolerant people wed like to surround ourselves with on a daily basis. This unfortunate truth means that some students look elsewhere to find supportive and welcoming environments for their middle and high school educations. This is where private school comes into play, as many private schools embrace the many facets of diversity that exist within students, creating vibrant communities unlike what most high school students embrace. However, there is debate among many about the role of single-sex schools when it comes to homosexuality. While some believe that schools that cater to just one gender provide a supportive place for lesbian, gay, bisexual, and transgender (LGBT) students, others believe that these schools  have a hidden side effect: they promote homosexuality. Scientific Studies Surprisingly, there are few scientific studies available to provide conclusive evidence, but no limit to personal opinions. The debate topics include whether or not single-sex schools promote gender stereotypes, if homosexuality is learned or genetic and, particularly, how single-sex schools may impact students if it homosexuality is, in fact, learned. Debate.com has a page dedicated to whether or not single-sex schools promote homosexuality. The outcome of those who have contributed to date shows a majority of debaters (59 percent) feel that single-sex schools do not promote homosexuality. Many single-sex school graduates claim that their experiences, be it high school or even college, were empowering and helped them grow as individuals. Others agree, but say that they discovered their gender identity in that environment because it was the first time they were allowed to experience something different than the stereotypes they grew up with of only male-female couples being acceptable. Unfortunately, for many children stereotypes are all they see in their daily lives and become what they understand simply because they are not exposed to diverse views. Most certainly, no child wants to be intimidated or ostracized simply because they are different. These difference sometimes mean that students are subject to bullying by peers who dont understand or accept them, and these actions can be especially harsh when adults look the other way or are not present. While some claim that single-sex schools promote gender stereotypes, others adamantly disagree, stating that the single-sex school breaks down the stereotypes and better educates students on a more diverse set of viewpoints. The Value of an Open and Affirming Culture What many people dont know is that boys and girls schools often  play to the strengths of students. These open and affirming cultures can provide better support, counseling, and education, empowering students to embrace who they are more than ever. When students can walk around their school community openly without fear of discrimination or bullying, they are able to grow as individuals and achieve more success. Both boys and girls have to deal with their sexuality, understanding their feelings and inclinations mean and how to handle them. If they havent thought of it themselves, the American entertainment industry will certainly put all those gender debates and discussions right under their noses. What any good private school is able to do is to provide some serious mentoring and discussion of issues like teenage sexuality. The tightly wrapped sense of community which most of these schools have makes young people feel comfortable discussing these and other issues. Teens are under enormous stress under normal conditions. Add to the mix worries about sexuality and grades and you potentially have a recipe for extreme measures of dealing with the stress. For some, this can lead to eating disorders, cutting, or even suicide. Heed the warning signs, no matter how insignificant you think they may be, and talk to someone if there are concerns about the physical, mental, or emotional health of a child. If students feel as though they cannot confront their classmates, they should alert an adult and make sure she follows through. Supporting a peer struggling with an issue often means going against their wishes to deal with issues privately in favor of getting help from a qualified individual.   Edited by Stacy Jagodowski