Psychological Skills Training - 1838 Words

Psychological Skills Training What exactly is Psychological Skills Training and for a coach or instructor, what advantage is gained by its implementation? In other words, why bother? Psychological Skills Training (PST) is typically more comprehensive than a few short sessions with a few simple interventions that a coach or instructor might suggest. PST usually integrates cognitive and relaxation techniques in a more encompassing approach to mental training and as a complement to physical training. Individualism is a hallmark of most PST programs. (Gill, 2000) The Importance of Mental Skills Why are mental skills so important to performance and why are they often neglected by coaches and athletes? Yogi Berra has been quoted as†¦show more content†¦It is likely that the thinking of specific, detailed technique features that control physical movements would cause performance to worsen. This is because of the phenomenon known as cognitive interference (when one thinks of what they are doing when performing a highly skilled activity in a non-fatigued state, the thoughts interfere with the efficiency of automated skilled performance). When an athlete is fresh, task-relevant thinking should be limited to tactical and decision-making content (e.g., anticipation, recognition of relevant cues) and general capacity features such as smoothness, length, evenness, rhythm, etc. The detailed technique features of physical actions should be left to the automatic neuromuscular patterns that have been developed through training. However, at the onset of the next performance stage , which is usually signaled by the first hint of fatigue, it is necessary to begin to concentrate on specific, detailed technique thoughts along with other task-relevant items. This is required to avoid any accumulated fatigue causing a loss in technique efficiency. The transfer of control to conscious thinking about skilled activities should maintain performance efficiency and form. As a competition progresses and fatigue increases, task-relevant thinking should gradually include increasing amounts of specific technique content so that performance efficiency is sustained. PST – The Development Phase Coaches must assist theShow MoreRelatedSport Psychology: Analysis of Psychological Skills Training models with particular reference to Thomass (1990) model for performance enhancement.2092 Words   |  9 Pagesto establish what psychological factors produce the winning formula or to try to establish a profile of the successful athlete. Within the psychological framework attempts, to determine the ideal athletic personality have only been marginally successful (Morgan 1980, in White, 1993). One of the categories observed in order to understand and move towards the ideal athletic personality is that of Psychological Skills Training (PST), It is contended that mental skills training is a significant partRead MoreEarly Childhood Teacher And A Psychologist1525 Words   |  7 Pages â€Æ' Item Title Page 1. Introduction 3 2. Job Description 7-5 2.1. Early Childhood Teacher 4 2.1.1 Tasks 5 2.1.2. Personal Requirements 5 2.1.3. Education and Training 5 2.2. Psychologist 5-7 2.2.1 Tasks 5 2.2.2. Personal Requirements 6 2.2.3. Education and Training 7 3. My Personal Skills, Attributes and Values 7-8 3.1. Skills 7 3.2. Attributes 7 3.3. Values 8 4. Which Job Do I Suit Better? 8 Contentsâ€Æ' 1. Introduction Two jobs that I have always been extremely interested in include, an early childhoodRead MoreMindfulness Meditation ( Mm )1528 Words   |  7 Pagesflower. There are numerous studies demonstrating various positive outcomes of mindfulness meditation (MM). But, what is mindfulness? What are the mechanisms behind MM that help facilitate these positive outcomes including improved physical health, psychological well-being, and cognition? The concept of mindfulness has its roots in Buddhist philosophy and is a key element of Buddhist meditation practices. The word mindfulness derives from the Pali word Sati which can be found in early Buddhist scripturesRead MorePsychology : A Profession And A Science1525 Words   |  7 Pagesindividuals will act, helping individuals to modify their behaviour and helping associations, groups and societies change. Then again as a science psychology is the investigation of how individuals see (Super Super, 2009). A percentage of the psychological professi ons include clinical psychology, counseling psychology, health psychology, forensic psychology, social psychology etc. (Keether Morgan, 2013). I have decided to pursue with MSc. forensic psychology after my undergraduate degree. ForensicRead MoreDefinition And Intervention Mid Term Project Is Teen Dating Violence1156 Words   |  5 Pagesdating violence. I will be discussing different techniques, leader skills, and interventions that I will utilize when I facilitate a six week group. I will incorporate several different icebreakers and activities that has been used in an adolescents groups by clinicians. As the therapist, some of the techniques consist of the following empathy, reframing, Socratic questioning, active listening, and effective communication skills. The three most important leader styles that will be identify in myRead MoreSports Athletes Should Not Be Better Than Their Opponent1268 Words   |  6 Pagesmanipulate relevant information in their specialist sport (Swann, Moran, Piggott, 2015). In order to achieve max performance, an elite athlete must be skilled in their craft, meaning they are able to produce the skills needed reliably, on demand, and with very little luck. Demonstrating their skill ability by maximizing the certainty of the intended goal achievement, minimizing their energy expenditure (physically and mentally), and minimizing the time used (Schmidt Lee, 2015). An athletes’ cognitiveRead MorePhysical And Mental Rehabilitation Of Athletes894 Words   |  4 Pagesmultitude of individual and psychological aspects that go into athletic injury rehabilitation. Ievleva and Orlick (1991) found that athletes who recovered from injury faster than their peers were more consistently positive, had an internal locus of control, took personal responsibility for their faster healing, were more involved in goal setting and engaged in positive healing and/or performance imagery. Most athletic trainers believe in the use of psychological skills in the rehabilitation ofRead MoreEmotional Intelligence And Marital Satisfaction1146 Words   |  5 PagesEmotional Intelligence and Psychological Wellbeing† by Abraham Carmeli, Meyrav Yitzhak-Halevy, and Jacob Weisberg. The initial purpose of this research study was to identify the influence that emotional intelligence had on individual’s psychological well-being. Multiple theories suggest that individuals who have high emotional intelligence experience a healthier life, and higher psychological well-being than those with low or lack of emotional intelligence. The four psychological aspects that were examinedRead MoreOccupational Health And Safety Legislation1430 Words   |  6 Pagesresponsibility model, employees have three essential rights as stated by Dessler et al (p. 319, 2011) and they include: †¢ They have the right to know about the hazards on a job, how the hazards affect the employee and the specific health and safety training available. †¢ The right to participate in occupational health and safety process. †¢ The right to refuse any unsafe work without fear of reprisals if they have reasonable cause to believe the work is dangerous. Prevention of occupational hazards UnderRead MoreReflection On Personal Reflection1307 Words   |  6 Pagesthe opportunity to reflect on the course assignments and the impact this foundational base will have for future classes. Every event in life has to start somewhere and this start sets the stage for future learning. This personal reflection of the skills that I have learned during the past eight weeks will positively impact my educational journey at Northcentral University. What I Already Know I already know that throughout my doctoral journey I must continue to thoroughly read, re-read, review and

Doctor Jekyll and Mr. Hyde, Frankenstein and Confessions...

The Gothic Novels of Doctor Jekyll and Mr. Hyde, Frankenstein and Confessions of a Justified Sinner The word Gothic, taken from a Germanic tribe, the Goths, stood firstly for Germanic and then mediaeval. It was introduced to fiction by Horace Walpole in Castle of Otranto, a Gothic Story, and was used to depict its mediaeval setting. As more novelists adopted this Gothic setting; dark and gloomy castles on high, treacherous mountains, with supernatural howling in the distance; other characteristics of the Gothic Novel could be identified. The most dominant characteristic seems to be the constant battle between the good and the dark side of the human soul and how that, given a chance, the dark side of human nature will†¦show more content†¦By drinking a magical potion, the second, evil personality of Dr Jekyll is actually given a physical form of its own, rather than just a mental hold over Dr Jekyll and is named Mr Hyde. Mr Hyde is even provided with a dwelling place of his own in Soho, the outcast area of London. When this creature of darkness is first brought into being, he is small and fragile, and appears to be warped, although nobody who meets this Hyde can put his finger on this abnormality. As Mr Enfield says, he gives a strong feeling of deformity, although I couldnt specify the point. During the novel, however, the Hyde personality strengthens and develops, flourishing as a result of the fulfilment of his evil pleasures, which had previously been denied him without a body of his own, eventually overpowering the good side of Doctor Jekyll. This doppel-ganger figure is typical of many other Gothic novels, including Confessions of a Justified Sinner, and is used when expressing the continual conflict in the human psyche. The setting of Doctor Jekyll and Mr Hyde does not at first appear to be in keeping with the conventions of the Gothic novel, as there are no looming mountains and crags with deep forests and ruined castles. In fact, it is set in London, but when I examined the setting more closely, I saw that the components of the Gothic setting had been adapted to the modern buildings and surroundings. The laboratory in which Dr Jekyll spends most of his time is described as aShow MoreRelatedBackground of Dr. Jekyll and Mr. Hyde Essay2077 Words   |  9 PagesBackground of Dr. Jekyll and Mr. Hyde The Strange Case of Dr Jekyll and Mr Hyde was published in 1886 and is one of the best known of Stevensons novels. It concerns the way in which an individual is made up of contrary emotions and desires: some good and some evil. Through the curiosity of Utterson, a lawyer, we learn of the ugly and violent Mr Hyde and his odd connection

Strategic Human Resource Management Lion Food and Beverage Company

Question: Discuss about the Strategic Human Resource Management for Lion Food and Beverage Company. Answer: Introduction The report depicts a major human resource management issue that affects the backbone of the organization namely as Lion (HRM online 2016). The report will reflect on the HRM practices maintained by Lion and also on the most crucial issue affecting the overall structure of the organization. Apart from this, it will also frame a comparative study between the HRM practices of Lion and other well known organizations of Australia. Additionally, it will also demonstrate on why improvement is required in the particular HRM practice. Though, the organization is facing different HRM (Human Resource Management) based issues however, among job analysis and design, recruitment and selection, training and development, pay structure and benefit the most affecting issues is training and development (Prayag and Hosany 2015). The report will also deliver certain recommendations to Lions HRM practices in order to improve the structure. Additionally, it will also produce an organizational report that can explain the structure and development of the organization. Background of the organization and the major HRM issue Australias largest food and beverage company, Lion is founded in the year of 1923 (HRM online 2016). The office is headquartered in Sydney, The number of employees working for the company is above 7000 (Mahadevan and Mohamed (2014). The current revenue of the organization is about 5.69 billion and the products served by the company are beer, wine, diary and juice (Barrick et al. 2015). It is found that, the people and cultural director of Lion has either hired or promoted every individual employee of their company to the senior management team. The longevity of the chair person helped him to gather experiences regarding traditional HRM practices and policies (Franz 2013). The role of the HRM employees has developed over the time and helped to gather success throughout. According to Giauque, Anderfuhren-Biget and Varone (2013), gradual development in Lion HRM, have been enough impactful and the HR is bound to take the leading role in order to create such an environment where the business can listen and respond fast and clearly. In addition to this, the HR is also working in a way that the purpose and direction of the employees are also clear towards the ultimate objective of the organization. In order to take fundamental challenges, Lion has developed the background and also the culture. In Lion food and Beverage Company, though the HRM practices are efficient enough, still certain issues are associated with it. Among those training and development of the employees is found to be the major issue. There are many organizations that look for different ways to become employer of choice (Barrick et al. 2015). Lion maintains this policy in order to engage more number of employees and to attract outsider employees too. Resolving the HRM issues, can improve the overall structure of the organization. The issues are as followed: Issues Impact Employee satisfaction This is an important factor that comes under consideration while developing the HRM practices (Thite, Wilkinson and Shah 2012). If the employees working for the organization are not satisfied with the working environment, then the rate of employee disengagement will start to increase at a rapid rate and that will surely hamper the HRM policies. Turnover The rate of employee turnover is highest in the travel and tourism industry. However, in Lion the termination rate is not high but gradually, the rate is increasing (Keegan, Huemann and Turner 2012). Apart from this, turnover in specific department might also signal ineffective leadership quality of the leaders. Strategic relationship Some of the organizations think that the HR management team is one of the mere administrative functions handling department and this the reason for which the strategic direction fluctuates from the objective (Franz, 2013). This is another major issue. Recruitment and selection The selection panel should be enough experienced so that proper selection can be made. They must also concentrate on the strategic development instead of pushback from the leaders (Barrick et al. 2015). Clear vision of the HR management team, also enhances the sustainability power. Pay structure and benefit The payment structure of the employees always motivates them to do their work with cent percent dedication but if the benefit level is found to be commercially weak to the employees then, it will affect the current position of the organization (Meijerink, Bondarouk and Lepak 2016). In order to reduce this issue proper analysis of job and additionally design of every individuals role play is very crucial. From the analysis of the HRM practices it is defined that among these issues the most effective issue is training and development of the employee (Palagolla and Wickramasinghe 2015). After recruitment and selection of every employee, the organization should organize a proper training and development program so that they could adopt the policies perfectly. Analysis of the HRM issues in Lion Detail description of HRM Issues at Lion While identifying the issues of HRM team of Lion it is defined that, the major issue is Training and development (Franz 2013). Six major problems involved with training and development are as follows: A faulty identification: Implementation of training and development program for the employees must be conducted in a proper manner so that, whatever the company is investing for them not went in vain rather the investment bring fruitful result to the organization (Barrick et al. 2015). However, in Lion the training and development team organizes all the required programs as per employees requirement, but they are unable to structure the specification appropriately (Husin, Chelladurai and Musa 2012). Thus, failure in proper identification of the needs of the employees creates organizational issues. Wrong objective setup: Every organization should setup a list of objectives and before implementation of the aim they must maintain it. Nevertheless, in case of Lion, setup of the objectives is improper and that is main reason that interrupts the HR management objective during the execution time. Faulty time preparation: In order to accomplish the objectives of the HRM management of Lion, time is another vital factor that must be considered (Alfes et al. 2013). Management policy should frame up with proper time management system but Lion food Beverage Company does not consider it. Development responsibility: The senior HRM team of Lion is consists of about 200 employees and the work is divided accordingly (Barrick et al. 2015). If the responsibility of every individual increases at a large rate then, it would be difficult for the top level managerial team to monitor it all over. After considering the HRM practices, the Hertzberg motivation theory implies that, there are six factors that help to improve the employee empowerment. Once employee gets recognition then, the responsibility will enhance accordingly (Tzabbar, Tzafrir and Baruch 2016). However, in Lion, responsibility increment leads to HRM issue. Figure 1: HRM tools in Lion (Source: Barrick et al. 2015, pp- 115) Requirement of Improvement of the Issue in Organization In order to gain financial benefit from the competitive marketplace, Lion food and Beverage Company should improve their HRM practices (Palagolla and Wickramasinghe 2015). Based on certain survey results it has been determined that, HRM workshop can improve the overall structure of the company. From the statistical matrices, future challenges can identify the section where the improvement is strictly needed by Lion. If the issues get resolved then, these will lead to sufficient flexibility. Improvement is required as it will lead to overcome future challenges that are going to be faced by Lion. These factors are as followed: Motivation: If the HRM team of Lion is improved then it will be able to provide motivation to the employees of the company. Motivation among the employees will lead to job satisfaction. It is referred to as a multifaceted and complex phenomenon (Franz 2013). The dynamics of people along with an appropriate working environment can be provided to the employees with the help of organizational motivation. Change management: Development is required to improve the change management system of Lion. For statistical production and services, successful modernization is needed to be implemented. Sometimes it happens that bringing changes in the attitudes of the staffs are not possible then, environmental changes will help to manage the employees (Meijerink, Bondarouk and Lepak 2016). From focus and leadership efficiency it can be said that, the scope of development is wide in organizational contribution. Apart from time and focus, management commitment also plays motivating role play within Lion. Knowledge management: Whatever knowledge the employees obtained from their experiences can be increased with developed knowledge management system (Alfes et al. 2013). The employees got recruited and selected as they are appropriate for their job role but still, with further enhancement they can improve their knowledge level. Working environment and mobility: The physical and social environment of workplace is another crucial sector that needed to be developed. Technical improvements including flexible working ambiances enhance the business strategy of Lion. On the other hand, mobility of the employees always brings huge benefit to the organization (Tzabbar, Tzafrir and Baruch 2016). It is a major motivational factor that provides the employees various opportunities and enables them to be more flexible in the working environment. Additionally, it can reduce the enhanced work load and cultural oppositions. Training and skills development: Training and development of the HR employees are needed to enhance their skills as it comprises a broad range of activities (Thite, Wilkinson and Shah 2012). Training can either be formal or it may be informal. Electronic learning helps to gain training on a regular basis in a systematic way. The development planning is also referred to as competence management. Management development: Development in management program of human resource is another important factor that comes under consideration during the implementation. The main focus of the HR management team should be focused on attracting and retaining people. The management team should develop their policies in such a way that all the employees feel engaged to the Lion HRM (Tzabbar, Tzafrir and Baruch 2016). Apart from this, digital innovation is needed to be implemented to attract more number of employees with their attractive business panning. Comparative discussion of HRM practices in Lion and other organizations Comparative consequences of different empirical study has been defined that, with increased globalization in international and domestic level, destruct the traditional HRM of Lion (Franz 2013). As dynamic changes are occurring in every organization and all of them are improving their performance level thus, Lion should also improve their cultural ambiance on the basis of conceptual studies. During the analysis it is defined that there are certain factors of HRM that Lion does not maintain and the gap analysis will help Lion food and Beverage Company to improve their HRM strategies. Mahadevan and Mohamed (2014) stated that, culture has a significant impact on different managing approaches. Apart from this, the cultural gap put significant impact on the management practices. It is required for organizations to recognize and figure out model for the cultural differences. Norms, values, acceptable leadership styles are factors that are complimentary to each other as national elements suc h as economic, legal, environmental, technological, political, social systems collaboratively shape the HRM framed model. Figure 2: Strategic HRM model (Source: Giauque, Anderfuhren-Biget and Varone 2013, pp-125) The objective of the study is to determine the HRM practices of Lion and other leading organizations. The differences between the HRM practices are as follows: Aspect HRM practices of Lion HRM practices of other organization Communication Lion maintains open communication among the employees. It means all the employees from the lower level to the upper most level can communicate with each other without any kind of interruption (Prayag and Hosany 2015). Though the manager of the HRM took the final decision still he takes suggestions from all the working employees of HR team. Other food and beverage companies of Australia, uses upward communication and it means the top level managerial HR department took the final decisions (Giauque, Anderfuhren-Biget and Varone 2013). Though in meetings they take suggestions from others but while taking the final decision they never give an opportunity to the lower level working employees. Leadership Lion HR management team believes that the leadership is one of the most important job. In other organizations the managers and leaders generally play a similar role therefore, a contradiction occurs during the implementation (Armstrong and Taylor 2014). Activity HR department of Lion says that on a daily basis they act on market analysis, business structure, and break down of data and they also conduct survey twice in a year (Kaufman 2015). This is the reason for which Lion is the largest food and beverage company of Australia. Business survey took place in all the leading organizations of Australia once in a year and sometimes in two years one survey for the market revenue analysis. Appraisal Yearly appraisal motivates the employees. The appraisal program is not fixed in all the organizations and takes place according to the performance the appraisal program. Recommendations to improve the HRM issue occurred in Lion In order to reduce the HRM issues of Lion certain recommendations are provided to the company. These are as follows: Leadership: In food businesses issues are determined by marking the current leadership style (Barrick et al. 2015). The leaders should be capable of taking all the responsibilities throughout. The necessary directions and commitments with a perfect community should be provided by the leader of the company. Mentoring: The managers should also act like a mentor of the other employees. They should setup a pre determined objective for the company. It is a powerful tool that facilitates the retention and the transmission of knowledge of the employees. Reward function: Required reward function should function must be arranged for the employees of the company to motivate them (Foss, et al. 2015). In order to accomplish continuous improvement reward function should be introduced based on the performance of the employees. Training: This is another important factor that should be maintained by Lion in order to reduce the HR issues. Appropriate training and development program should be incorporated to develop the HR structure of the company. Payment development: The payment should be increased based on the performance of the employees (Prayag and Hosany 2015). Pay scale of the employees will motivate them and help them to keep engage to their job roles. Not only this but also it will help them, to be more loyal and dedicated to their job role. Conclusion From the overall conclusion it can be concluded that, the report has majorly covered all the HRM issues that is affecting the traditional HRM practices of Lion. There are different issues such as recruitment and selection, training and development, performance management, pay structure and benefit affecting the organizational HR structure however, among all these the most affecting issue is determined to be training and development of the HR employees. Apart from this, the report also described the common HR practices that is maintained by the selected organization namely Lion. The major issue of the HRM management is discussed elaborately and additionally required recommendations are provided to the company. References Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance.Academy of Management journal,58(1), pp.111-135. Foss, N.J., Pedersen, T., Reinholt Fosgaard, M. and Stea, D., 2015. Why Complementary HRM Practices Impact Performance: The Case of Rewards, Job Design, and Work Climate in a Knowledgeà ¢Ã¢â€š ¬Ã‚ Sharing Context.Human Resource Management,54(6), pp.955-976. Franz, M., 2013.Organizational Blueprints in Gazelles: A Comparison of HRM Practices Between International Fast-growing and International Slow-growing SMEs: an Exploratory Case Study. Erasmus Universiteit. Giauque, D., Anderfuhren-Biget, S. and Varone, F., 2013. HRM practices, intrinsic motivators, and organizational performance in the public sector.Public Personnel Management,42(2), pp.123-150. HRM online., 2016.Lion's HR team reveal recipe for success - HRM online. [online] Available at:https://www.hrmonline.com.au/section/featured/lions-hr-team-reveal-recipe-for-success/ [Accessed 22 Aug. 2016]. Husin, S., Chelladurai, P. and Musa, G., 2012. HRM practices, organizational citizenship behaviors, and perceived service quality in golf courses.Journal of Sport Management,26(2), pp.143-158. Kaufman, B.E., 2015. The RBV theory foundation of strategic HRM: critical flaws, problems for research and practice, and an alternative economics paradigm.Human Resource Management Journal,25(4), pp.516-540. Keegan, A., Huemann, M. and Turner, J.R., 2012. Beyond the line: exploring the HRM responsibilities of line managers, project managers and the HRM department in four project-oriented companies in the Netherlands, Austria, the UK and the USA.The International Journal of Human Resource Management,23(15), pp.3085-3104. Lehtonen, T.J., 2015. Building Strategic HRM Practices within the Competence-Based View: Introducing a CBM-Based Strategic HRM Framework.Competence Perspectives on Resources, Stakeholders and Renewal. Advances in Applied Business Strategy, pp.129-145. Mahadevan, A. and Mohamed, F.A., 2014. Impact of Human Resource Management (HRM) Practices on Employee Performance.International Journal of Accounting and Business Management,2(2), pp.15-25. Meijerink, J.G., Bondarouk, T. and Lepak, D.P., 2016. Employees as Active Consumers of HRM: Linking Employees HRM Competences with Their Perceptions of HRM Service Value.Human resource management,55(2), pp.219-240 Palagolla, N. and Wickramasinghe, V.M., 2015. HRM practices and job performance of manufacturing workforce: the role of firm attributes. Prayag, G. and Hosany, S., 2015. Human resource development in the hotel industry of Mauritius: myth or reality?.Current Issues in Tourism,18(3), pp.249-266. Rosli, M.M. and Mahmood, R., 2013. Moderating effects of human resource management practices and entrepreneur training on Innovation and small-medium firm performance.Journal of Management and Strategy,4(2), p.60. Thite, M., Wilkinson, A. and Shah, D., 2012. Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economiesA conceptual framework.Journal of World Business,47(2), pp.251-258. Thite, M., Wilkinson, A. and Shah, D., 2012. Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economiesA conceptual framework.Journal of World Business,47(2), pp.251-258. Tzabbar, D., Tzafrir, S. and Baruch, Y., 2016. A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis.Human Resource Management Review. Wright, P.M., Coff, R. and Moliterno, T.P., 2014. Strategic human capital crossing the great divide.Journal of Management,40(2), pp.353-370.

Remember the titans Essays - Racism, Discrimination, Films

Remember the titans Remember the Titans Remember the Titans takes place in a small town in Virginia called Alexandria. This little town forces the civil rights law of integration. Combining a white school and black school was not such a good idea in this town. Today we will discuss the differences in the white and blacks, such as the racism, the realistic conflict theory and prejudice, and conformity amongst the people. The only thing different between and black person and white person is the skin color. They both have two arms, two legs, a head, a heart, two feet, and so forth. But in this town white people thought just a little different. The first encounter of a white and black was the coaches. The new African American coach, Coach Boones has had an opportunity to take the head coach position, over the white head Coach Yoast. Coach Yoast was a Hall of fame coach. So many of the players were confused as to what was going on. Many white people thought this was unfair. The football players was white and African American and where forced to go to a football camp together. They are forced to cooperate, and suffer hard drills together. White and the African Americans in this town have always known to judge each other. This would be an example of Racism. Racism is the belief that all members of each race possess characteristics or abilities specific to that race based on the belief that ones own race is superior. Racism is also a recurring theme and it has shown to be difficult to overcome, but not impossible. Discrimination is also a form of racism. Discrimination is when the behaviors affect a certain group of people. The white peoples actions also had an effect on the African Americans or vice versa, the African Americans actions always had an effect of the white people. White people always thought they were in control over the African Americans. So the racism to the African Americans was pretty strong. When Coach Yoast had lost his first game thats when Coach Boones took over. So automatically the white people are saying very racist comments about Coach Boones. A fight breaks out during school between the African Americans and the whites. The whites think they are more superior to the African Americans. That is when the students show racism. The white parents also show there racism when they the fight the bus transportation to and from school. But dont think the African Americans dont show their racism. The African Americans was just quite about it at first. The African Americans was the ones who had to change schools and combine with the whites. So they think they should be number one in anything as well as the whites. When the team over comes the racism and actually acts as a team is when they start playing good. One African American on the team spoke up and said, No player is perfect, but the team is perfect. Racism still goes on in the real world today. It happens daily, whenever it shouldnt even be brought up. We all have the same rights. We shouldnt judge other by their skin tone or even their views on things. The realistic group conflict theory which is kind of like prejudice is when two or more groups are seeking the same limited resources this will lead to conflict, negative stereotypes and beliefs, and discrimination between the groups. When prejudice is judging a person on the bases of stereotypes about the group to which the person belongs. Prejudice and the realistic group conflict theory relate because they both stereotype groups. Just like the whites and blacks are stereotyping each other in Remember the Titans. In the beginning of the movie, white and the African American football players are mainly worried about their position on the field and if they was going to be starting. Starting positions are very limited, so that is why the African Americans and whites fight over them. To make an African American player look bad, the white football players wouldnt block for the African American during practice. The white people just wanted to make the African Americans look