Approaches to obesity: Behavioural measures

Approaches to obesity: Behavioural measures Issue for reflection: Can obesity be controlled through behavioral measures? Content brief description One of the global concern that we are facing now is obesity, not only has it increase, the prevalence rate has also doubled since 1980 (Anderson, Quinn Glanz et al., 2009). Behavioral theories suggest the increase in obesity is link with decrease physical activity and unhealthy dietary behavior and thereby altering our behavior would help to decrease risk of obesity (Heather, 2004). However, despite enormous research and interventions, the prevalence rates are still on the climb. Thus, casting doubts on behavioral approaches. This paper shall reflect on the issues on controlling obesity and practical implication in workplace setting. (99 words) Inter-relationship between theory, research and practice Theory and research In the basis of behavioural approaches, it is assumed that there is two main reasons that results in obesity epidemic, firstly, there is an imbalance in energy intake (excess) and energy output (inadequate). Secondly, these actions that contributed to the energy imbalance are learned behaviour (Jeffery et al., 2000). For example, we observe the purchase of fast food from others or advertisement, it increases our chances of buying it. If it was a learned behaviour then in order to decrease obesity rates, we should be able to acquire new behaviour to make better decisions that promote our health and well-being. It is also argued that when we engage in physical activity we are using our energy from food, however, the improvements in transportation and technological advancement has greatly reduce our level of physical activity, accounting at least 30% of the worldwide population and half of the adults in United States did not meet the recommended level of physical activity (CDC, 2007;WHO, 2009). Studies have collected epidemiological data that compared activity levels and found two associated variables with increasing trend namely, car ownership, and time spend in television viewing with obesity (Prentice Jebb, 1995). Other than the drop in energy output, it can be seen that our energy intake has increased significantly together with obesity rates. Studies show that calorie intake of food increased from of 335 calories per day for females and 168 calories for males from 1971 to 2004 (Wright et al., 2004). Moreover, within this time frame it was the bloom of economics for processed food accompanied by the increase portion size and fast-food trends, which leads to excess calorie intake, resulting in rapid weight gain (Rolls, 2007). Thus, the extra calories input might be from food choices that consist of high energy density. Practice As of workplace environment, these research has helped in developing behavioural modification program in treating obesity. Reports show that companies that adopted obesity interventions have significant improvements for the employees, and also helped the employers in decreasing absenteeism rate, job stress experience, workplace injuries and increase in work productivity in workers (Jensen, 2011; Mhurchu, Aston Jebb, 2010). These health outcomes has been revealed to be commonly experienced with obese workers (Bungum et al., 2003; Nishitani Sakakibara, 2005; Poston et al., 2011). These behavioural programs often includes the combination of self-monitoring measures such as monitoring dietary intake (e.g. diary), cues and encouragement for appropriate behaviour (e.g. extrinsic incentives) (Stuart Davis, 1972), group exercise and providing healthy meal options, as well as, equipping workers with nutritional knowledge. Moreover, employees who had adhere to the program has considerably increase their daily intake of fruits and vegetables, and reduce their fat intake from food, along with improvements in mental and physical health (Maes, Cauwenberghe Lippevelde, 2012; Hutchinson, 2011). Therefore, with a better health profile, it could help in issue of absenteeism, productivity and benefited both employers and employees. (486 words) Personal reflection For: Behavioural theories could help in controlling Obesity The Contribution of extensive research Firstly, research on behavioural approaches could aid in implementation of interventions and modification of existed programs in the workplace environment. Perhaps, we could develop a framework that identify the contributing factors of obesity in the workplace setting. Then, analysing the trend between the contributing factors and workers through survey data and using statistical methods to samples different groups (e.g. normal weight, overweight and obese employees). Next, we could design the program making sure to modify the contributing work system parameters (e.g. providing healthy food options) to create behavioural changes (e.g. ordering healthy meal) that could improve health conditions. Most employers and employees acknowledge the impact of obesity Secondly, studies have found that both employers and employees has consider weight management program at work settings to be appropriate and effective in controlling obesity (Gabel et al., 2009). These shows that employers might be concern about the rising medical cost, expenses incurred due to the loss of productivity and an increase in work injuries. Employers understand the impact of obesity that imply health cost towards employees and indirectly affecting the company as well, as such they are more willing to provide cooperate health benefits to reduce obesity. However, the employees must also have personal responsibility and discipline to attend the welfares provided. Thus, when both parties work together the chances of reducing obesity would be possible in workplace. Against: Behavioural theories does not help in controlling Obesity Obesity is genetically inherited Firstly, in contrast to the behavioural theories, researchers have also investigate the genetic approaches towards obesity epidemic. Studies have explored the chances of inheriting obesity by looking at samples of first-degree relatives, which indicated moderate association (0.20 to 0.30). In addition, they looked into samples of monozygotic twins, which results in a higher heritability rate (0.60 to 0.70), indicating that genetics have contributed approximately 25% to 40% of the variance in BMI (Price, 2002). Furthermore, early research has also discovered that the distribution of fat in body parts and individual’s metabolic rate are also genetically predisposed (Levine, Eberhardt Jensen, 1999). This might support the notion that obesity could not be reduce. The complexity of contributing factors to obesity Secondly, with the vast variety of potential factors that could contribute to obesity, it would be challenging to target all factors. Workplace influencers include, high job demand, insufficient sleep, lack of physical activity, stress, low job control (Parhizi, Pasupathy Steege, 2012). Likewise, while considering the workplace effects, there are additional domain such as individual difference, psychosocial factors and genetics factors that could cause further complexity to provide solution to reduce obesity rate. Additionally, there may be multiple association between factors creating the difficulties in providing optimal levels of treatment for each individual. Inconsistent interventions results Thirdly, considering most of the research being done has a significant outcome improvement in health related issues (Hutchinson, 2012). Nonetheless, when evaluating the results of interventions that included promotion of physical activity and nutritional programs in accordance to the obesity measures of BMI, fat percentage and body weight, there were inconclusive evidence of the efficacy of reduction in these areas (Vuillemin, 2011). Similarly, such studies does not identify which of the interventions are effective for specific types of employee population. For example, is there a need for two different programs for office-based workers and retail-based workers? Additionally, most of the programs does not measure its long-term effects on weight maintenance which could provide overestimation of the positive outcomes from intervention and employees might actually gained weight in the long run. Thus, the inconsistency and methodological flaws of these studies might have an impact on its efficacy level. Conclusion Obesity is drawing massive attention and growing as a health problem that consisted undesirable consequences on individual’s health measures such as heart diseases, diabetes and cancers. To add on, obesity also greatly influences our workplace productivity, absenteeism, work injuries and job stress. These not only have negative effects on individual level but also pressures the employers with rising healthcare cost and expenses incurred from obese employees. As a result, vast majority of studies has examine the cause of obesity, in which, the most common approach was applying behavioural modification methods such as increasing physical activity and changing dietary intake. Yet, with great effort being place in weight management programs, obesity rate is still up-trending. This provides doubts and challenge to conventional methods in combating obesity. Such that, explanation of genetics, complexity of the contributing factors, flaws and inconsistent results of interventions from studies have come to doubt the effectiveness of these methods. Final Word Overall, obesity is a health problem that has variety of contribution factors that are complex and there is no definite model or program that cater to majority of the obese community. Nevertheless, it might be possible to be able to start from the workplace setting of individual and creating little changes that hopefully decrease obesity rate overtime. (818 words) References Anderson LM, Quinn TA, Glanz K et al. (2009). The effectiveness of worksite nutrition and physical activity interventions for controlling employee overweight and obesity: a systematic review. Am J Prev Med. 37:340.C357. Centers for Disease Control and Prevention. (2007). Prevalence of regular physical activity among adults. United States. MMWR 56:1209.C1212 Gabel, Jon R, Whitmore, Heidi,Pickreign, Jeremy Pickreign, Ferguson, Christine C, Anjall Jain, Hilary Scherer. (2009). Obesity and the Workplace: Current Programs and Attitudes among Employers and Employees. Health Affairs. 28, 1. ProQuest pp. 46 Heather O. Chambliss. Behavioral Approaches to Obesity Treatment. (2004) QUEST, 56. pp.142-149 Hutchinson AD, Wilson C. (2012). Improving nutrition and physical activity in the workplace: a meta-analysis of intervention studies. Health Promotion Inter 27:238Â ¨C249. Hutchinson AD, Wilson C.(2012).Improving nutrition and physical activity in the workplace: a meta-analysis of intervention studies. Health Promot Int 27:238Â ¨C249. Jensen JD. (2011). Can worksite nutritional interventions improve productivity and firm profitability? A literature review. Perspect Public Health 131:184Â ¨C192. Levine, J. A., Eberhardt, N. L., Jensen, M. D. (1999). Role of non-exercise activity thermogenesis in resistance to fat gain in humans. Science, 283, 212Â ¨C214. Maes L, Van Cauwenberghe E, Van Lippevelde W et al..(2012).Effectiveness of workplace interventions in Europe promoting healthy eating: a systematic review. Eur J Public Health 22:677Â ¨C683. Ni Mhurchu C, Aston LM, Jebb SA. (2010). Effects of worksite health promotion interventions on employee diets: a systematic review. BMC Public Health 10:62. Price RA. (2002). Genetics and common obesities: Background, current status, strategies, and future prospects. Wadden TA,Stunkard AJ (eds) Handbook of obesity treatment. New York: The Guilford Press Rolls BJ. (2003). The Supersizing of America: portion size and the obesity epidemic. Nutr Today 38(2):42Â ¨C53 World Health Organization. (2009). WHO | Physical Inactivity: A Global Public Health Problem. Wright JD, Kennedy-Stephenson J, Wang CY, McDowell MA, Johnson CL. (2004). Trends in intake of energy and macronutrients. United States, 1971Â ¨C2000. MMWR Morb Mortal Wkly Rep 53 (4): 80Â ¨C2. PMID 14762332 Vuillemin A, Rostami C, Maes L et al.. (2011). Worksite physical activity interventions and obesity: a review of European studies (the HOPE project). Obes Facts,4:479Â ¨C488.

Suburbanization and the Social Use of Television :: Television Media TV Essays

Suburbanization and the Social Use of Television The 1950s can be seen as a time of unprecedented family values, in which young, white, middle-income nuclear families arrived en masse in the pre-planned community living areas of suburbia. In the article "Joyride", Kunstler identifies the reasons for, and attraction of, a grand public relocation to previously uninhabited areas outside main city centres. Kunstler argues that it was, in part, the replacement of the streetcar (or trolley), and later the automobile, from the horse-powered transit of earlier 20th century life, that ignited weekend traffic to expand outside urban centres. "Joyriding" on weekends, as Kunstler explains, made suburban areas more accessible and attractive. Suburban areas often hosted various family attractions (such as amusement parks) in which families could experience safe, clean entertainment while being removed from the chaos of the city. Two factors encouraged this "weekending" family behaviour: (1) with the introduction of the electric trolley, passengers could travel any distance at a flat rate cheaper than old horse-drawn methods; and (2) automobiles were greatly subsidized after their initial introduction, thus promoting the number of middle-class car owners. Both these factors brought large-scale transit outside of the city, making the suburbs more accessible and demanding the development of suburban communities. This major development, as described in Lynn Spiegel's article "The Suburban Home Companion", was largely driven by the concept of suburbia as a safe, clean environment (free from "undesirables" such as blacks and lower-income families) in which families could experience both an increased private and community life. This separation, Spiegel says, is what opened the opportunity for TV success. As nuclear suburban families desired to experience the "outside" world (including travel, unusual voyages etc.), they were also trapped in a homogenous communities where life was mundane, and immense pressure was put on each family in these "fair tale" towns to keep up with, and out-do, next door neighbours, and produce a consistently stable and satisfied appearance. As this suburban sprawl of the fifties took America by storm, Spiegel discusses how television provided a necessary means of escapism for frustrated families. The first television show, broadcast in 1949, was a very simple program in which a man and woman sit watching and discussing the TV. Although by today's standards this would be seen as unsurpassingly boring to audiences, this simple show provided a stress relief and easy entertainment; it seemed as though audiences enjoyed watching programs which, similar to their own situation, seemed more rewarding.

The Four Essential Elements of Teams

In this age of rapidly changing technology, market-driven decision making, customer sophistication, and employee restlessness, leaders and managers are faced with new challenges. Organizations must build new structures and master new skills in order to compete and survive. As work settings become more complex and involve increased numbers of interpersonal interactions, individual effort has less impact. In order to increase efficiency and effectiveness, a group effort is required. The creation of teams has become a key strategy in many organizations. Team building is an essential element in supporting and improving the effectiveness of small groups and task forces and must be a key part of a total program of organizational change. Hellriegel, Slocum, & Woodman (1986) state that team building is used to improve the effectiveness of work groups by focusing on any of the following four purposes: setting goals and priorities, deciding on means an methods, examining the way in which the group works, and exploring the quality of working relationships. A cycle then develops; it begins with the awareness or perception of a problem and is followed sequentially by data collection, data sharing diagnosis, action planning, action implementation, and behavioral evaluation. This style is repeated as new problems are identified. Not all work groups are teams. Reilly and Jones (1974) list four essential elements of teams: goals, interdependence, commitment, and accountability. The members must have mutual goals or a reason to work together; there must be an interdependent working relationship; individuals must be committed to the group effort; and the group must be accountable to a higher level within the organization. A good example is an athletic team, whose members share goals and an overall purpose. Individual players have specific assignments they are responsible for, but each depends on the other team members to complete their assignments. Lack of commitment to the team effort reduces overall effectiveness. Finally, the team usually operates within the framework of a higher organization such a league. The overall objective of a work team is to exercise control over organizational change (functionally, this involves increased decision-making and problem-solving efforts), although a side effect may be to increase the productivity of individual members. A primary objective of team building is to increase awareness of group process. In essence, the group members will learn how to control change externally by experimenting internally. The team-building effort will concentrate on barriers to effective functioning and the selection of strategies to overcome these barriers. Organizational failures often are not a result of poor leadership but of poor followership. Few training programs teach how to be an effective member of a democratic group. A team member is one of a group of mutual followers. Observation of individuals functioning within teams leads to the following list of characteristics of an effect team member. Such a person: Understands and is committed to group goals; Is friendly, concerned, and interested in others; Acknowledges and confronts conflict openly; Listens to others with understanding; Includes others in the decision-making process; Recognizes and respects individual differences; Contributes ideas and solutions; Values the ideas and contributions of others; Recognizes and rewards team efforts; and Encourages and appreciates comments about team performance. These characteristics are in sequential pattern, alternating task and relationship behaviors. This pattern of behaviors is the starting point for the development of effective team building. Team Building is a planned change intervention that focuses on the dynamics of a team†s functioning. The purpose of team building is to improve the team†s capacity to adapt, allow members to function at their most productive resourceful levels, and to achieve the teams goals. In developing teams there are four different stages that must be fully accomplished in order to reach its mission through achieving higher quality in the workplace. These stages in sequence are: Forming, Storming, Norming, and Performing. The first three stages of team development must be completed in order to achieve stage four. In each stage there are distinct behaviors, feelings and questions which team members can experience. In stage one, Forming, personal relations are peculiar by strength. Team members depend on considerate and imitated behavior and look to the team leader for standpoint and guidance. The conjoint or mutual feelings that are used in forming are: Excitement, expectancy, and uniformed optimism. Happy to be selected as being part of the team. Showing conditional attachment to the team. Having doubts, concerns and uncertainty about the job or the task ahead. The team members also have questions and remarks that they expect to be answered by team developers, they are: â€Å"Who are all these people?† â€Å"Everyone is being so polite.† â€Å"This might be kind of exciting.† An effective and efficient behavior is expected from the team leader. A leader should answer all the questions the team members have. A leader should also guide them through each step and verify the expected need of each member. A team will be formed efficiently. All of the teams ideas and goals will have a positive effect in the organization. The second stage, Norming, is characterized by cohesion within the team. Team members recognize each other†s positions and benefits and are willing to change their preconceived ideas to achieve common consent. The common feelings that are used in Norming are: Team members have the ability to communicate without being afraid of retaliation. Team members accept their membership to the team. Feeling comfort that certain things will go the way they were planned. Team members are friendlier and they share more revealing feelings with each other. The questions and comments that are stated in Norming are: â€Å"How are we going to get along with each other?† â€Å"What are the rules of membership?† â€Å"Seems like we are all on the same track finally.† â€Å"We seem to be operating more unified, and we try to avoid conflict, when possible.† In Norming, the team members finally put the fear of failure behind them. They are willing to work out any conflict that may occur. Positive and negative feedback becomes more accepting within the team. As feedback increase, members have a better understanding of where they stand and become more involved in decision making.

Oxidation Number - Chemistry Glossary Definition

Oxidation Number Definition:atomcoordination compoundligandsthe oxidation numberoxidation state The oxidation number is represented by a Roman numeral. The plus sign is omitted for positive oxidation numbers. The oxidation number is seen as a superscript to the right of an element symbol (e.g., FeIII) or in parentheses after the element name [e.g., Fe(III)] usually with no space between the element name and the parentheses.