Psychological Disorder Paper free essay sample

Psychological Disorder Paper An out-of-body experience is explained by few as a sense of being detached from one’s body, and if associated with other factors like a sense that the world is not real, far away, or even foggy. This with the combination of failure to recall significant personal information, or the content of a meaningful conversation forgotten from one second to the next are signs of a psychological disorder known as Dissociative Disorder. Considered as a rare and mysterious psychiatric curiosity, Dissociative Disorders will be the psychological disorder that will be discussed in this paper. The term Dissociative Disorder is commonly used when the individual does not meet the criteria for a specific disorder, yet the individual has indicator or signs that would place him or her in a group labeled Dissociative Disorder. Memory loss, depression, anxiety, sense of being detached, blurred and imaginary perception as well as unclear sense of identity are the common signs and symptoms of Dissociative Disorders. We will write a custom essay sample on Psychological Disorder Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In addition, the American Psychiatric Association has recognized and defined four key Dissociative Disorders and they are; Dissociative Identity Disorder, Dissociative Amnesia, Depersonalization Disorder, and Dissociative Fugue. The most recognized and publicized Dissociative Disorder is Multiple Personality Disorder or Dissociative Identity Disorder. This is a state that is linked with the display of switching alternate identities when the individual is under strain and distress. In dissociative identity disorder, individuals may sense the existence of there being voices conversing or existing inside their head. In addition, individuals with this disorder experience major disruptions in memory along with two or more distinct personalities. Furthermore, every one of these personalities may have a distinctive name, private past as well as individual characteristics. This can encompass apparent change in the individual’s voice, mannerisms, and sexual characteristics. In addition, there are also differences that are acknowledged by the way in how recognizable each identity is with the others. However, not all psychologists believe that dissociative identity disorder is real. Some have suggested other mental illnesses such as bipolar disorder, schizophrenia, and borderline personality disorder is often mistaken as dissociative identity disorder. Individuals diagnosed with dissociative identity disorder more often than not also have dissociative amnesia as well. Another Dissociative Disorder would be Dissociate Fugue, which is a disorder that illustrates the individual’s sudden amnesia and identity confusion. When in a fugue state, the individual might unexpectedly travel long distances from home, wandering through different cities. In some rare cases, individuals have been known to take on a totally new identity. Merriam-Webster Online Dictionary defines socialization as â€Å"a continuing process whereby an individual acquires a personal identity and learns the norms, values, behavior, and social skills appropriate to his or her social position†(Merriam-Webster, 2011). However, this disorder can become a double-edged sword because it protects the individuals from awareness of the pain, yet the individuals who dissociates themselves often find personal history and identity is affected. Furthermore, these actions do result in serious pathology, trouble forming or maintaining relationships as well as failure to function when under stress. Individuals with Dissociated Disorders tend not to remember encounters or conversations that they may have with other individuals within society. This can lead to hurt feelings or a sense of disrespect and hate towards those individuals diagnosed with a Dissociated Disorder because they are not aware of this. This also proves that these actions or behaviors can lead to habitual defensive dissociation that may result into serious dysfunction in work, social, and daily activities alike. Human development is considered as the process of attaining a best level of health and well-being that takes into account physical, biological, mental, emotional, social, economic, and cultural means. However, with disassociated disorders untreated it can make this simply impossible for the individuals battling this disorder to achieve. At an intellectual and social level this disorder can cause individuals to isolate one’s self from the public as well as view individuals within their society as possible predators. This can lead as well as cause mental and emotional stress on the individuals. Furthermore, this would deter these individuals from change or obtaining coping skills that would allow the individuals a way to manage the disorder in a positive and healthy manner. Dissociated Disorders can hider progress within the individual trying to obtain psychological needs such as food and sleep. According to Maslow, these needs are the most basic and instinctive needs in the hierarchy of his theory because all needs become secondary until these physiological needs are met. Based on the symptoms or signs of this disorder, the individuals may suffer insomnia or a sense of fatigue as well as a lack of appetite or extreme eating conditions that is developed to cope with the disorder. The next level of needs that this disorder affects is the individuals’ security needs that include employment and shelter from the environment. Dissociated Disorders may cause individuals to go from job to job because they are not able to maintain at one job. In addition, some individuals wind up in the court system or even homeless because of their disorder. They are unable to maintain employment needed for housing and normally end up in the streets or in prison. Social needs on Maslow’s hierarchy are another factor that is affected by this disorder. The need for belonging and love can be very difficult for these individuals to meet because the disorder, when untreated, makes having and maintaining a relationship impossible. Furthermore, these individuals are likely to isolate themselves from their community to avoid such stressful situations that this can create. Treatment for Dissociated Disorder can encompass few avenues for the individual to explore. Psychotherapy or Cognitive Therapy appears to be the main treatment for this group of disorders. This form of treatment includes talking about the disorder as well as issues associated with this disorder together with a mental health provider. This will assist the individuals with this disorder to be aware of the cause of the condition, and to develop positive and healthy techniques of managing stressful situations. In some situations hypnosis is introduced into this treatment in order to assist the individual in recollecting the trauma that triggered the symptoms of the disorder. In general, this treatment tactic is very helpful in dealing with individuals that face dissociative disorders. Another idea or tool for treatment that is used for Dissociated Disorders is Creative Art Therapy. This is a type of therapy assist individuals in expressing their thoughts and feelings by using a creative process to do so. This therapy encompasses such positive outlets for these individuals through dance, art, poetry, and music. In addition, this form of therapy also offers the individuals the opportunity to encourage self-awareness as well as a healthy way to foster positive changes that allows these individuals to deal with their symptoms and traumatic experiences. A treatment that may be used as last resort or as a combination with other treatment plans or therapy would be Medication Therapy. This is a therapy that incorporates medication in order to offer the individual a fuller life. Even though there are no medications that specifically treat dissociative disorders, antidepressants, anti-anxiety medications or tranquilizers are used to assist in managing the symptoms that are associated with dissociative disorders. In conclusion, this paper has described and illustrated the effectiveness that Dissociated Disorders have on the individuals’ human development as well as their socialization. In addition, Maslow’s hierarchy of needs was used to illustrate how this disorder can affect the individuals’ quality of living if the disorder goes untreated. Even with challenges and obstacles that are placed in front of these individuals, there is still hope for them to obtain or accomplish a certain level of need that is required for them to function within their own society in a positive and healthy way. It was best said by Mohandas Gandhi when addressing human development and socialization by saying; â€Å"I claim that human mind or human society is not divided into watertight compartments called social, political and religious. All act and react upon one another. † References: Cornell University College of Human Ecology, (Homepage, 2011): http://www. human. cornell. edu Mayo Clinic, (Homepage, 2011): http://www. mayoclinic. com Merriam-Webster Online Dictionary, (Homepage, 2011): http://www. merriam-webster. com National Alliance on Mental Illness, (Homepage, 2011): http://www. nami. org Web MD, (Homepage, 2011): http://www. webmd. com

goddesses in the odyssey essays

goddesses in the odyssey essays The appearance of many goddesses in The Odyssey by Homer exemplifies the fact that they are essential to Odysseus journey. They each play a different role, helping Odysseus in one way or the other, corresponding with his needs at that point in the voyage. Goddesses have been a constant in Greek literature and art, assisting in the essence of Greek culture. The Odyssey mentions many gods and goddesses, all of whom are involved with Odysseus journey. The Odyssey begins with a meeting of the gods and goddesses who are trying to decide upon the fate of Odysseus. From this we can infer the importance the divine play on mortal lives, namely he protagonist himself. Some, however, are more involved in the journey than others. The three most prominent goddesses are Circe, Calypso, and Athena. These three change Odysseus in ways he could never expect, weaving his fate into the epic that is The Odyssey. Calypso is one of Odysseus lovers. She falls in love with him and holds him captive on her island, Ogygia, for seven of the ten years of his journey home, while at the same time protecting him from Poseidons fury. At the beginning of Book 5, Calypso speaks at Hermes about the double standard regarding goddesses and mortals. Hard-hearted you are, you gods! You unrivaled lords of jealousyscandalized when goddesses sleep with mortals, openly, even when one has made the man her husband.# This criticism can be applied to the Greek culture itself, where Odysseus can take on a lover and Penelope is reprimanded for allowing the suitors to stay in her house. The name Calypso can mean eclipse,# which is appropriate in this case as she eclipsed his life. She became a distraction to Odysseus, devoted and consuming, seductive: someone to fear and desire both. Calypso took Odysseus away from the very things he defined himself with; the desire to return home was for him something dista...

Qualities and skills necessary for success in a specific Essay

Qualities and skills necessary for success in a specific career-Business - Essay Example Only through a charismatic character can a person win the attention and interest of the people. Charismatic character is essential for achieving success in one’s personal as well as professional life. Along with this, the ability to communicate well is an essential requirement. This is where the charm of orators lie. The primary weapon of an orator is his/her ability to communicate. Like any other profession a person who wish to be an orator should first have a role model. He/she should read and listen to their speeches and analyze it to determine the factors of their success. There are many common skills and traits which many of the public speakers and orators have in common. But some of the most important skills are: Thorough Research: Telling the same phrases and incidents again and again makes only a good speaker. But researching more on the topic and presenting new ideas build up great speakers. Focus: A good orator should not divert from the message to be conveyed. All a dditions like humor, story, phrases, etc should end in the transfer of message clearly to the audience. This will help your audience to grasp your message. Organized: You need to be organized and present your ideas logically. An organized speech will help the audience to recall it easily. Humor: Humor is an easier and interesting way to convey the message. Also, the timing of the humor is also of utmost importance in a speech. Knowledge about the audience: Awareness about the audience is essential to make the speech successful. An orator should deliver the message that the audience need to hear. Proper feedback: It is very important to understand that no presentation or presenter is perfect. An orator should seek continuous feedback from the audience in order to make continuous self improvement. Act and speak ethically: Ethics and respect for the audience is very important for a good speaker. A good speaker is responsible for his words and statements. Public speaking opportunities s tem right from the play school of a child and the quality mounts high as we mount the ladder of professional success. To be a successful public speaker, the speaker needs to be very interesting. A boring speaker is a bad speaker. A good public speaker needs to be credible. He/she should have strong authority on the statements. Authority on the statements can be achieved only if facts are presented with passion and conviction. They have the direction and ability to provide ideas and direction to solve their problems. They should inspire the audience with a â€Å"Can Do Approach†. The famous speeches of Sir Winston Churchill, Martin Luther King, etc illustrate the key attributes of outstanding public speakers. Bad Public Speakers Bad public speakers are self focused rather than audience focused. Some of the commons things which bad speakers have are as follows: Voice tone: Bad speakers are monotonous in nature. This will lead to loss of interest among the audience. Pace: is imp ortant to speak slowly and clearly. If your words are not clear it is difficult to make any sort of good impression on the audience. Some speakers don’t speak with a conviction. You need to be calm and take the correct pauses. Extroverts vs. introverts: Extroverts are found to be bad public speakers. They are difficult to be trained. At the same time introverts tend to be good speakers as they are better listeners. Conclusion

Delegation Example in a Health Care Setting Presentation Speech or

Delegation Example in a Health Care Setting - Speech or Presentation Example Fifthly it would focus on such stakeholders and aiders in the nursing process that would be impacted by changes in decision making. Sixthly out of the different stakeholders the project would focus on identifying the Right Stakeholder for Conducting and implementing the decision taken. Seventhly it would focus on choosing the right mode of communication to communicate the plan to the staff and stakeholders for solving the problem. Eighthly strategies are also needed to design the process of countering potential conflicts. Ninthly a model of gaining proper feedback from the participants needs to be formulated that in the tenth case would help in making effective evaluation of the problem-solving delegation model and also place needed recommendations where essential. Slide 3 The Delegation Model The Delegation Model chosen for nursing is based essentially on Five Rights. The Factors of Righteousness concerning Delegation can be conceptually underlined as follows. Firstly, it must be no ted that that the tasks assigned fall in the category of being rightly delegated to others and should not fall in the ambit of nursing practice. Secondly, in the process of delegation it is required to be understood that the person chosen to be delegated is competent and right enough to satisfy the requirements of the task chosen. Thirdly, evaluation must be conducted as to whether the decision taken pertaining to the assignment of the task enhances the right of nursing care rendered to patients and thereby involves the accomplishment of different steps to achieve a favorable outcome. In the process of delegation it is required to rightly communicate the process or steps involved in the plan to the different stakeholder groups elucidating and emphasizing the process of conducts and expectations thereof. Finally the fifth step focuses on gaining effective feedback from the participants or stakeholder groups in the task delegation process that in turn would help in enhancing the amoun t of benefits rendered to the patients. This step also includes rightly evaluating the model in helping in achieving the objectives for which it had been incorporated and thereby providing useful recommendations (Clark, 2008, p.186). Slide 4 The Healthcare Problem Quality of services rendered through healthcare is countering problems owing to the shift from standards or best practices involved pertaining to pathological timings. It is observed that in many cases the morning pathological functions concerning collection of blood, urine and stool samples and subjecting them to tests get disrupted owing to the loss of focus and unavailability of required staff. Owing to the above case the formulation of pathological reports counters a major problem thereby rendering threat to the process of medication and treatment involved pertaining to the patients (Harris, 2005, p.395-396). Slide 5 Stakeholders to the Delegation Process The stakeholders to the delegation of tasks pertaining to the ef fective operation of the morning laboratories would consist of the following parties: Doctors, Laboratory Staff, Nursing Aids, Patients Involved and Nursing Staff. These people are identified as stakeholders to the delegation process in healthcare for they have significant interests and also would be potentially affected pertaining to the level of outcomes resulting thereof. These groups of stakeholders consist of both external and

Role of Warehousing in Logistics Essay Example for Free

Role of Warehousing in Logistics Essay Many organizations are using this different types of warehouses according to their requirement. For storing different types of goods and for transporting different goods, these warehouses are used rapidly. The main requirement of the logistics is the warehouse management functions. In logistics, the management of the goods is done. The management of the goods include controlling the flow of goods, and information about the goods. Different warehouse systems are used in logistics for making it effective. The different systems are warehouse management system and the warehouse control systems. For maximizing the efficiency, these systems are used a lot. These are the different operations which are done using the warehouses in logistics. They provide various services like labeling, ticketing, configuring and testing. They provide the services very rapidly. These warehouses act as the control centers for monitoring the goods. For customer satisfaction one has to use the warehouses. In any logistics system, transporting of the goods is done from one location to the other. For checking whether the goods are transported to the customers at the right time and date, for this warehousing is used. Before delivering the goods, the goods are replenished in the warehouse initially. Although the storage is done for a short period, they are widely used. The time which is needed for transporting goods will also become less as the warehouses are placed near the centers. So, the cost of the transportation gets reduced. So, for any business the main integral part is the warehouse. To be successful in real estate, the maxim is location, location, location. In a way, that is the rule for warehousing success. And warehouse success is very important to customer satisfaction.

History and Memory Essay example -- essays papers

History and Memory ‘Is there such a thing as â€Å"history† which is more objective than memory?’ For many years now there has been a strong debate, as regarding wether or not there is such a thing as ‘history’ that is more objective than memory. Due to memories completely subjective nature, history although also being somewhat subjective, it is a great deal more objective than memory. To discuss such a statement first one must define the terms ‘history’, ‘objective’ and ‘memory’. The Macquarie Dictionary defines the term ‘memory’ as:â€Å" the mental capacity or faculty of retaining and reviving impressions, or of recalling or recognising previous experiences. A mental impression retained; a recollection.† For the purpose of this essay assume history to be; the knowledge of what happened, the record or expression of what occurred.† The term â€Å"objective† refers to being free from personal feelings or prejudice, unbiased. The idea of objectivity involves a belief in ‘the realit y of the past, and [to] the truth as correspondence to that reality.’ In the light of such definitions memory is entirely subjective, with no elements of objective truth. Laurel Holliday’s book entitled Children’s Wartime Diaries illustrates how memory is composed of and subjective to ones current emotions and circumstances. Caroline Baum in her article The Children’s Ark and Mark Baker in his novel The Fiftieth Gate both use history and memory to reconstruct their parents past. Throughout their journey of discovering their parents’ history both authors discern the subjective elements of memory and discern memories subjective characteristics. Such characteristics as personal recall, bias feelings, fragmentation, gaps, forgetfulness and emotions involved... ...  · http://remember.org/forgotten/index.html  · Burke. P. New Perspectives On Historical Writing, Polity Press, 1991  · http://remember.org/educate/mtimeline.html  · Irving. D. â€Å"Did Six Million Really Die?† http://www.lebensraum.org/english/dsmrd/  · Collingwood, The Limits Of Historical Knowledge, Ashgate, 1984  · Bennet, J. Exploring The Holocaust, Bay Books Pty Ltd, 1981  · Windshuttle, K. The Killing Of History, Macleay, 1994  · Hamilition, P. ‘The Knife Edge: debates about memory and history’, Memory and History in the 20th Century Australia, Yale University Press, 1979.  · Sydney Jewish Museum, 148 Darlinghurst Rd Darlinghurst, (ph) 93607999  · Baum.C, ‘The Children’s Ark’, Good Weekend, November 25, 2000  · Halsey, D. and Johnston, B. Collier’s Encyclopedia (vol 12), P.F.Collier Inc, 1988.

SAS Institute Case Study Answers

The SAS institute was founded in 1976 by Dr. James Goodnight and Dr. John Sall, both professors at North Carolina State University, SAS Institute, Inc. provides business intelligence (BI) software and services at more than 40,000 customer sites worldwide, including 90 percent of the Fortune 500 companies. SAS, which stands for â€Å"statistical analysis software,† is headquartered in Cary, North Carolina. It is the world’s largest privately held software company, having over 100 offices worldwide with approximately 10,000 employees. With an unbroken record of growth and profitability, SAS had revenue of $1. 18 billion in 2002 and invested about 25 percent of revenues into research and development. SAS has been widely recognized for its work-life programs and emphasis on employee satisfaction. The company’s various honors include being recognized by Working Mothers magazine as one of â€Å"100 Best Companies for Working Mothers† and by Fortune magazine as one of the â€Å"100 Best Companies to Work for in America. † The Working Mothers recognition has been received 13 times and the Fortune recognition has occurred for six consecutive years. . Critically analyse the basic management philosophy that governs employee relation management at SAS. The management culture is a very important factor in the imprinting of a company: it shapes the relationship between working environment and employee satisfaction. SAS’s particular strategy of running the business in which the employees are unbelievably loyal, as a software developer himself, SAS CEO Jim Goodnight knows well that designing software is a creative process, and that SAS’ continued success is built on â€Å"products of the mind. The creativity and puzzle-solving behind great software and the caring professionalism behind great customer service are the most essential resources in an intellectual property enterprise. SAS management believes that workplace culture, company values and employment practices can transform the work experience in ways that are not only good relations but good business. Focusing on people and relationships making employees a top priority leads to more productive, satisfied and dedicated employees. They take care of the company that takes care of them. To achieve that ideal, employees must be stimulated, engaged, appreciated and supported. They need to be trusted and valued, to feel that they make a difference. To support the creative process and balance work and family, they must be offered a flexible work environment that allows them to be the most productive. And they should be freed from many of the distractions and difficulties of day-to-day life, so they can focus on doing their best work. They want good results so they pay their employees competitively, targeted at the average for the software industry. SAS does not provide stock options like other companies in the industry. Instead of relying on high salaries and stock options to attract and retain workers like many software companies do, SAS takes a very different approach. SAS focuses on providing meaningful and challenging work, and it encourages teamwork. SAS also provides a host of benefits that appeal to the employees and help keep them satisfied. As one employee who took a 10 percent pay cut to join SAS said: â€Å"It’s better to be happy than to have a little more money. Employees are given the freedom, flexibility, responsibility, and resources to do their jobs, and they are also held accountable for results. Managers know what employees are doing and they work alongside them, writing computer code. The company employs very few external contractors and very few part-time staff, so there is a strong sense of teamwork throughout the organization. SAS employees are clearly involved in their work. One employee, Kathy Passarella, notes that: â€Å"When you walk down the halls here, it’s rare that you hear people talking about anything but work. Clearly, human resource management at SAS is a two-way street. SAS has an HR strategy and related policies and practices that attract, motivate, and retain highly capable workers who make significant contributions to the ongoing success of the company. Goodnight and the other SAS leaders expect nothing less than superior performance from the employees, and they continue to get it. The employees are loyal a nd committed to the company, and they are productive; so loyal, committed, and productive, in fact, that only a small percentage of the employees ever leave once they have been hired at SAS. They have the employees who don’t want to leave the work even if they get little more money somewhere else as they want the peace they get in SAS. (Drucker 1974, Chaffee 1985) 3. Critically evaluate how SAS’s have ethically played its role in providing for the needs of its employees and how its human resource strategy policies, and practices affect the company’s ability to attract, develop, and maintain a quality workforce. This Corporate Social Responsibility Report reflects the core values and achievements of how SAS does business as an employer, a software provider and a corporate citizen. The guiding principles that launched the company in 1976 are still the foundation of the enterprise. The company strives to be approachable, so customers recognize SAS as a reliable partner and not just a vendor. It is about being customer-driven, engaging with customers to find out what they want and helping to solve their problems. It requires swiftness and agility, to adapt to changing technology and global conditions. It relies on the kind of innovation that grows in a workplace culture where employees feel valued, vested and inspired to excellence. And it demands that SAS be trustworthy, an ethical business partner that customers can count on for their critical decision-making processes. Overarching these guiding principles is the commitment to sustainability to drive operational efficiency, spawn innovation, and satisfy the expectations of customers, employees and society. This commitment and understanding are driven from the top. Through the SAS Executive Sustainability Council, top executives ensure that sustainability goals and priorities permeate every aspect of the company’s operations. Externally, SAS senior management is represented on the boards of leading conservation organizations, such as The Nature Conservancy, and provides influence on the global stage through such organizations as the World Economic Forum, World Resources Institute and the Environmental Defense Fund. Responding to the growing need for companies to measure their performance, SAS introduced SAS for Sustainability Management software in 2008 to enable organizations of any size or industry to measure, manage and report on sustainability indicators. This groundbreaking solution led to Jim Goodnight, SAS CEO, being named among the â€Å"100 Most Influential People in Business Ethics† in 2008. This 2009 Corporate Social Responsibility Report, the third published by the company, highlights SAS’ commitment to, and leadership on, sustainability across all business units – in terms of governance and management, employees, community engagement and the environment. Employees are given the freedom, flexibility, responsibility, and resources to do their jobs, and they are also held accountable for results. Managers know what employees are doing and they work alongside them, writing computer code. The company employs very few external contractors and very few part-time staff, so there is a strong sense of teamwork throughout the organization. SAS employees are clearly involved in their work. One employee, Kathy Passarella, notes that: When you walk down the halls here, it’s rare that you hear people talking about anything but work. (Cooper 1991) Included among the various employee benefits that SAS provides are: an employee fitness and recreational center, an employee laundry service, a heavily subsidized employee cafeteria, live piano music in the employee cafeteria, subsidized on-site childcare, and a free health center. All of these benefits are geared toward employees having a better work experience and/or a better balance between their work lives and their personal lives. The company’s commitment to work-life balance is evident in SAS’s 35-hour workweek, which clearly recognizes the importance of employee’s personal lives. That strategy is intended â€Å"to make it impossible for people not to do their work. † The owners of SAS want employees to be satisfied because they believe satisfied employees will be excellent performers and will provide exceptional service to the company’s customers. If you treat employees as if they make a difference to the company, they will make a difference to the company. Satisfied employees create satisfied customers. † This viewpoint might be described as a form of enlightened realism and enlightened self-interest on the part of the company. Satisfied employees make for satisfied customers, and satisfied customers make for an ongoing stream of revenue and profits for SAS. . In commenting on the company’s performance expectations for employees, Goodnight says: â€Å"I like to be around happy people, but if they don’t get that next release out, they’re not going to be very happy. Pondering the likelihood that SAS employees would take advantage of the company’s relaxed atmosphere, John Sall, co-owner of SAS, observes: â€Å"I can’t imagine that playing Ping-Pong would be more interesting than work. † David Russo adds some additional perspective. He says: â€Å"If you’re out sick for six months, you’ll get cards and flowers, and people will come to cook dinner for you. If you’re out sick for six Mondays in a row, you’ll get fired. We expect adult behavior. † David Russo, SAS’s head of human resources says: â€Å"To some people, this looks l ike the Good Ship Lollipop, floating down the stream. It’s not. It’s part of a soundly designed strategy. † That strategy is intended â€Å"to make it impossible for people not to do their work. † (Buzzell 1987) 4. Critically evaluate SAS employees’ moral duty to the organization towards the achievement of its goal. As the company is doing its best to keep the employees happy it also expects the employees to give their best to the company. The owners of SAS want employees to be satisfied because they believe satisfied employees will be excellent performers and will provide exceptional service to the company’s customers. So by treating the employees well they know that they will get ga good return as the employees will treat the customers well. They follow the strategy that satisfied employees create satisfied customers. † This viewpoint might be described as a form of enlightened realism and enlightened self-interest on the part of the company. Satisfied employees make for satisfied customers, and satisfied customers make for an ongoing stream of revenue and profits for SAS. SAS’s leaders recognize both the benefits and costs associated with keeping employees satisfied. One of the most significant benefits for SAS is a very low annual turnover rate. The company’s turnover rate is less than four percent, as compared to approximately 25 percent for the industry as a whole. This low turnover saves the company about $70 million annually in employee replacement costs. On the cost side, of course, is the company’s monetary outlay for the various programs. David Russo, the human resources director, argues that the employee replacement cost savings more than pays for the company’s generous benefits. Perhaps of more concern on the â€Å"cost side† is the potential for employees failing to perform. In commenting on the company’s performance expectations for employees, Goodnight says: â€Å"I like to be around happy people, but if they don’t get that next release out, they’re not going to be very happy. † Pondering the likelihood that SAS employees would take advantage of the company’s relaxed atmosphere, John Sall, co-owner of SAS, observes: â€Å"I can’t imagine that playing Ping-Pong would be more interesting than work. † David Russo adds some additional perspective. He says: â€Å"If you’re out sick for six months, you’ll get cards and flowers, and people will come to cook dinner for you. If you’re out sick for six Mondays in a row, you’ll get fired. We expect adult behavior. † The system of SAS is a two-way street. SAS has an HR strategy and related policies and practices that attract, motivate, and retain highly capable workers who make significant contributions to the ongoing success of the company. Goodnight and the other SAS leaders expect nothing less than superior performance from the employees, and they continue to get it. The employees are loyal and committed to the company, and they are productive; so loyal, committed, and productive, in fact, that they are giving the best to the company. Borgerson 2008). 5. Conclusion: SAS has proved to give the best quality of working atmosphere to its employees. They motivate their employees and help them to give their best to the company. They don’t interfere in the family life of the employees instead they tray to make their lives better in every way by creating things around them that make th em feel comfortable. Clearly, human resource management at SAS is a two-way street. SAS has an HR strategy and related policies and practices that attract, motivate, and retain highly capable workers who make significant contributions to the ongoing success of the company. Goodnight and the other SAS leaders expect nothing less than superior performance from the employees, and they continue to get it. The employees are loyal and committed to the company, and they are productive; so loyal, committed, and productive, in fact, that only a small percentage of the employees ever leave once they have been hired at SAS, as they feel so comfortable that even if they are offered a little more money in some other company they don’t prefer more money.