Observational Research - 648 Words

Observational research empowers a scientist to consistently receive empirical information from observing people in their natural circumstances without intentionally influencing the behavior and environment of study. The study has several observational styles where the scientist is not involved, can be notably present, but not involved, or becomes a participant for a firsthand view of the experience among the people studied. This hands-off research style requires the scientist to have discernment to remain oblivious, account for instances when their presence can affect the behavior and, as other studies, discipline to remain strictly not bias. The first component in this style of research is naturalistic observations, which is for the†¦show more content†¦The fear of shame or disrespect may creep into the men as they know that a woman is among them, thus influencing the behavior in question. Also, if the researcher is an older man and the study is younger men, then the younge r men may react differently among an elder. A best practice for a scientist is not to take on the form of a catalyst, but assume an identity, from their research, that would fit a place in the crowd with the least impact on the behavior. Lastly, the scientist, in some scenarios, may be prompted by personal convictions to become involved. For instance, let’s say men, in the study, are rude towards a woman, harass her, and treat her unfairly, so the scientist may be drawn to provide comfort or isolate the behavior from getting out of hand. Scientist, participating in this approach, must commit themselves to the study to an extent consistent with their convictions or compromise their convictions to the point reasonable to conclude the study. In most cases, it seems a coordination of both practices would provide the most rounded study. The pure naturalistic observation style will produce thorough notes about the behavior of the group studied and allow the scientist to deduce the following measures to finalize their research. The participation style can test the behaviors chartered in the naturalistic observation and continue theShow MoreRelatedFormal Observations : An Observational Study Of Research1618 Words   |  7 Pages Formal observations is an observational study of research. There’s usually no need to ask questions which are obvious like â€Å"are you male or female?† Instead of asking questions the observer notes whether the participant is a man or woman. One difference between a normal survey and formal observation is that observers often watch a number of people at once and then assess the difference and similarities between the people. For example, Albert Bandura and the Bobo doll experiment, Albert banduraRead MoreUse of the Observational Method in Qualitative Research Essay2169 Words   |  9 Pagesdisciplines and fields have widely used the approach known as qualitative research in their studies. There are many definitions of qualitative research that have been provided. Following are some of the definitions of qualitative research: â€Å"Qualitative research is a research strategy that usually emphasizes words rather than quantification in the collection and analysis of data.† (Bryman, 2008, p.366). â€Å"Qualitative research is an umbrella term for an array of attitudes towards and strategies forRead More Seven Rules For Observational Research Essay2955 Words   |  12 Pages Seven rules for observational research: how to watch people do stuff Observational research, ethnography, or, in plain English, watching people do stuff, seems to be hot these days. Newsweek touts it (quot;Enough Talk,quot; August 18, 1997), which means it’s getting to be mainstream, but I find that a lot of clients aren’t very comfortable with it. Certainly, compared to traditional focus groups, mini-groups, or one-on-one interviews, observational research accounts for a pitiably small portionRead MoreA Research Study On Observational Research796 Words   |  4 Pages1. Observational research is the process of ANSWER- (a) Using the sense to collect data Observational research is a process of using all of the senses, particularly sight and hearing to collect data about a phenomenon of interest. It focuses on the behavior of people through their verbal comment or nonverbal expression, body movements and physical contact between two or more people. Although observational research is a preferred approach it is not always flexible and some behavior of interest isRead MoreThe Social Learning Environment And Counseling Essay1452 Words   |  6 Pagessocial environment such as social learning, which may have implications into understanding societal structures and dynamics. Social learning is sometimes referred to as observational learning, imitation learning, or vicarious learning, as learning occurs through the action of watching others, hence the term. Additionally, observational learning may lead to imitation, and thereby the mastery of a skill (learning). Social learning encompasses learning that may be active or passive respectively in certainRead MoreThe Social Of Social Cognitive Theory1591 Words   |  7 Pagestheories in the field of psychology. The theory attempts to explain how our social environment has a great influence on our behaviors and actions. Albert Bandura is the most notable psychologist of the Social Cognitive Theory. He has conducted intense research and experiments for over 50 years and continually strives to improve the strengths and correct the limitations of the theory. The Social Cognitive Theory is applied today in many behavioral and cognitive therapeutic settings. It is unique from otherRead MoreTelevision Shows and Off ensive Language1038 Words   |  4 Pagesportraying them with this negative stereotypes. This research proposal is very important because with the extremely high popularity of some of these shows with offensive language, and how public they are, it could be affecting the younger generation into believing that this is acceptable. We know that this could be a problem because of theories in media such as the Cultivation Theory, Social Learning Theory, and Perceived Reality. 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Conditions of the Poor in the 19th Century Portrayed in A...

In A Christmas carol, how does Dickens make the reader aware of the conditions of the poor in the 19th century? In what ways does he make his message palatable? The story of ‘A Christmas Carol’ is set in Charles Dickens home town of London. In the Victorian period Londoners were split in two categories, the rich and poor and the streets were filled with diseases and many poor children died at young ages. There were many big families who had small but affordable meals throughout the year, but for one day in the year they attempted to earn as much money as they could so families could have a special meal. This day was Christmas and in my essay I am going to be describing how Dickens get across the Christmas spirit people have.†¦show more content†¦But Bob Cratchit who worked for Scrooge as a clerk was treated even worse then most poor workers who were never treated with dignity. He was paid below the average pay for a regular poor worker, so struggled to pay for food and his family bills. He had to work in terrible conditions, for example Scrooge looked after the coal box and wouldn’t give Cratchit fclerk put on his white comforter, and tried to warm himself at the candle; in which efforts, not being a man of strong imagination, he failed.’ Bob Cratchit really loved Christmas and when he applauded Scrooge’s nephew talking to Scrooge about how great Christmas was, Scrooge said, ‘Let me hear another sound from you and you’ll keep your Christmas by losing your situation.’ Scrooge had threatened to sack Bob Cratchit so close to Christmas and just shows how mean he was and how poorly workers were treated in Victorian times. In Dickens time workers were paid poor money but they had to rely on this income so much because if a poor person didn’t have this small amount of money they would surely have to live on the stre ets begging for food and would find it difficult to get another job which is why Bob Cratchit can’t argue with Scrooge’s dismal treatment of him and he just has to cope with it. Cratchit had to work everyday in the year, except Christmas which was the one day the Cratchit family would have a proper meal with a goose and lots more treats they wouldn’tShow MoreRelated 19th Century London in A Christmas Carol by Charles Dickens Essay2454 Words   |  10 Pages19th Century London in A Christmas Carol by Charles Dickens A time for finding yourself a year older, and not an hour richer this is a good example that represents Scrooges overall attitude to Christmas and those who celebrate it. The central character of a Christmas Carol is Ebenezer Scrooge a man portrayed by Dickens as a miser who cares little for others around him, a man whose only interest in life is money that can be made from exploiting other people. The novel is set in VictorianRead MoreHow Does The Author Use Language From Present Scrooge s Unpleasant Personality?1376 Words   |  6 Pagesprison. Today s audience will see Scrooge this way and agree that he is a misery, bitter old man, who doesn t like giving away however back in the 19th century the audience would not be shocked to see a wealthy man as selfish as Scrooge. It was common in London at the time to see factory workers exploiting children who worked in hard conditions by hurting them with the most dangerous work and the cruelest words which is why I can only but say that Scrooge is an unpleasant, old wretch. FurtherRead MoreVictorian Novel9605 Words   |  39 PagesTEXTS 3 IV TOPICS 3 INTRODUCTION Many associate the word â€Å"Victorian† with images of over-dressed ladies and snooty gentlemen gathered in reading rooms. The idea of â€Å"manners† does sum up the social climate of middle-class England in the nineteenth century. However, if there is one transcending aspect to Victorian England life and society, that aspect is change. Nearly every institution of society was affected by rapid and unforeseeable changes.  As some writers greeted them with fear and others embracedRead MoreProject Mgmt296381 Words   |  1186 Pageswave This page intentionally left blank Project Management The Managerial Process The McGraw-Hill/Irwin Series Operations and Decision Sciences OPERATIONS MANAGEMENT Beckman and Rosenfield, Operations, Strategy: Competing in the 21st Century, First Edition Benton, Purchasing and Supply Chain Management, Second Edition Bowersox, Closs, and Cooper, Supply Chain Logistics Management, Third Edition Brown and Hyer, Managing Projects: A Team-Based Approach, First Edition Burt, Petcavage, and

Concept & Theories of Organizational HRM-Samples for Students

Question: Discuss about the Concept and Theories of Organisational HRM. Answer: Introduction Researchers describe the critical concepts and theories of organizational human resource management as a reaction against a normative concept concerning the functionality and performance of the HRM of an organization (Alam, Masum, Beh, Hong, 2016). In other words, it helps in highlighting the inherent contradictions affecting the normative perspective of the HRM functions and performance. It is hence a perspective that espouses the available performance gaps in the performance of an organization. In a systematic study, Miles (2017) point out that while various organizations claim that the employees are an essential asset of the organization and are thus responsible for making many commitments for their development and welfare. The reality is that the employers often force a rigid strategic control giving the interest of the company the priority over the workforce of the organization (Greenwood Van Buren, 2017). This essay reviews the literature on the various critical aspects of th e HRM with a focus on culture, development and training, diversity management, and internal performance management. As a result, it gives background information on the normative theory of the HRM concerning No Name Aircraft as a case study organization. The paper then concludes with suggested recommendations that can be adopted by the company to ensure the business is sustained with improvement in quality. Background information on the critical concepts and theories Originally, the function of the HRM in an organization was a responsibility of the personnel management who had the administration, industrial relations, and welfare as the core functions as pointed out by Buren (2017). However, the personnel management was heavily criticized as it became the dumping site for other unwanted responsibilities, an aspect that made it less treated within the organization. As other management functions like marketing, finance, etc. enjoyed power, high remuneration, and prestige, the personnel management was treated as less important within the organization, an aspect that led to the emergence of the HRM. The HRM managed to encounter the criticism and gain credibility in the organizational management enabling the department to acquire strategic focus towards proper employees management and organizational performance. According to Guinot, Chiva, and Mallen (2016), the HRM had its responsibilities on the basis of two critical theories. These included the Michigan theory that adopted a strategic approach linking workforce management to the strategy of the organization and Harvard model that emphasized on the coordination and functionality of the human resources. The two models adopted a unitary perspective incorporating influence, mutual goals, respect, responsibility, and rewards that later resulted in employee commitment and better results for both the workforce and the organization. The unitary perspective of the theories postulated that what is essential for the organization should as well be vital for the employees, an aspect that changed the focus of organizational management to effective employment relationship towards the achievement of the set workforce and organizational goals. According to Jackson (2012), the two models formed the prescriptive or the normative HRM theory or model as critical human resource concepts incorporating policy and organizational goals on the basis of the strategic integration as pointed out by Shen, Tang and D'Netto (2014). It is from the theories that focus on the culture of the organization; training and development, diversity management, and international performance management were given center stage in the effective and sustainable performance of the organization. In the case study, the performance of No Name Aircraft has to be a worry to the CEO making it a center stage of concern to the employees, the customers, and all other stakeholders of the company. It is in working together with all its subsidiaries in China, Vietnam, and Singapore that will help the organization not only to work towards maximizing the return to shareholders and in its investments but also increase the quality of production and benefit to the workforc e. Culture Organizational culture is defined as a conceptual share of values and beliefs within an organization that helps in shaping the pattern of employees behavior within the organization. Greenwood and Van Buren (2017) define it as the driving force that organizes the contribution and effort of the members within an organization while providing a holistic understanding of what needs to be achieved and how it should be done. It also focuses on how goals are interrelated within an organization as well as how every employee can attain the goals. In other words, it is the manner in which an organization keeps its workforce in line with the set objectives. In a systematic study, Shen, Tang, and D'Netto (2014) point out that human resource management often has a very challenging responsibility in ensuring the organization adopts a culture that is beneficial to both the employees and the business. It is the full responsibility of the HRM to employ the qualified personnel, help them to embrace the organizational culture with an aim developing their professional abilities for the benefit of the organization (Stone, 2016). For instance, it is the responsibility of OMeara to ensure that the HR departments in all the subsidiaries of the company in Singapore, China, and Vietnam work towards achieving the set employment objectives that meet the employment policies within their location. In other words, the act of avoiding persons living with disability in China is against the law, an aspect that can cause the company dearly when it comes to the limelight of the persons involved. In other words, OMeara as the CEO is responsible for the communication breakdown, teamwork, quality production, and integration of the organizational activities across the organization. He should hence ensure that the organization adopts a culture that coordinates the HRM departments across the subsidiaries t o ensure improvement in the overall performance of the Aircraft. A good organizational culture should ensure that any need of change within the organizational performance is carried out while involving not only the management but the employees as well Jackson (2012). The same study denotes that the basic HRM functions such as selection, recruitment, and training have a direct influence on the stability and performance of the organization. In support of the assertion, Guinot, Chiva, and Mallen (2016) denote that these functions are the major determinants of the employees behavior as well as the professional values they build that lead to the development of effective organizational culture. In other words, the effective performance of the aircraft as well as the employees is greatly determined by the HRM department. It has the responsibility of integrating the leadership, policies and standards, working environment, employees, and management to positively affect the behavior and improve positive thinking towards the initiatives of the organization t owards the workforce thus leading to positive results and customer satisfaction. Training and Development According to Stone (2016), training and development are a general term for the activities that are aimed at developing the professional skills and knowledge as well as the abilities of the employees in the organization. In other words, training and development involve activities that equip the employees with the desired competencies with the aim of meeting both the future and the current goals of the organization. The human resource management within an organization often adopts such activities, and intervention strategies with the aim of assisting the organization to establish an active, engaged, and high-performing workforce. It is hence designed to help the workforce to adopt methodologies that will give them dynamic skills and knowledge for improved performance within the organization. In many organizations, development and training of employees are a responsibility of the HRM as pointed out by Salas and Weaver (2016). However, the relationship often depends on the cooperation, effective communication, and clear set of knowledge and skills as defined in the organizational work description. In the case study, several gaps are evident within the human resource functions in all the subsidiaries when it comes to training and development of the company workforce. For instance, there is a need for training in the hierarchy of communication on challenges that are affecting the organization. The employees also lack concepts on the importance of teamwork within the various departments as well as between the three subsidiaries. The executives within every department of the company also need to be trained on how they can effectively integrate their management skills to coordinate the employees under them, an aspect that will help in ensuring there is a cross corporation, comm unication, and task integrations. It is hence evident that the HRM of the organization has failed to perform its duties as required. It means that the values of the organization should make the employees very eager to attain their professional goals, an aspect that requires the adoption of the employee's development programs to ensure this is achieved as depicted by Dyer and Preston (2000). In the global business arena, Hyuntak and Eugene (2016) define training and development as support provided by the internal human resource efficiency within an organization through extra education with the aim of improving the performance process. The two words development and training are intertwined but often reflect the aspect of continuously improving the skills of the employees towards better organizational results. Training and development are hence essential in helping the Aircraft to find solutions to both the employees and the quality performance challenges affecting its general performance. Meena and Vanka (2017) denote that traditionally, it was not viewed that training and development could help in improving the performance and creating value to competitiveness. However, with the advancement of new technology and its adoption in business, every organization requires training and development to adjust the knowledge and skills of the workforce in a manner that will enable t he organization to benefit from the adopted technological strategies and systems. International Performance Management The performance management is an essential aspect of HRM within an organization that applies an assessment of both current and previous results and performance of the team, employee, or the whole company as pointed out by Neuman, Schmidt, and Trafton (2017). It is hence considered a base of different business practices such as new recruitment, training and career development, and performance appraisal among other essential human resource functions. In many cases, performance management starts a month before the end of appraisal cycles and can be done yearly or semi-annually depending on the policies governing the activities of the organization. Browne (2011) also denotes that performance management can be conducted on the basis of the calendar year. In the case study, it is essential that OMeara ensure the company adopts strategies that can help in proper internal management operation. It is a step the will enable the Executive to evaluate and identify the areas within the organization that is not well coordinated. The process will help in identifying the performance gaps within the employees performance as well as the best and most relevant strategies that can be adopted to ensure customer satisfaction (Chopra, Lovejoy, Yano, 2014). Identifying the existing gaps will help the organization not only to work towards maximizing the return to shareholders and in its investments but also increase the quality of production and benefit to the workforce. Diversity Management According to Shen, Tang, and D'Netto (2014), discrimination within the working environment is a concept that affects the performance of different organizations. The same study denotes that various factors lead to discrimination within an organization. These include the composition of the workforce, the size of the organization, subsidiary status, affirmative action requirements, as well as the industrial sector in which the company operates. As a result, there is a need for the Aircraft to understand the concept behind the subsidiary in China discriminating qualified job seekers living with disabilities. In the process, the relevant executives together with the CEO of the organization will be able to understand the best strategy to adopt in addressing the issue. In the context of the HRM function, Salas and Weaver (2016) point out that diversity management is concerned with a coherent set of principles that promote plurality and equal opportunities within the working environment. In other words, diversity management should adopt a strategy that includes selection criteria on the basis of valuing candidates without the favor of any pre-defined category and flexible career paths irrespective of the race, age, disability, and tribe of an individual. It should as well adopt various performance management practices that promote effective evaluation mechanisms and not weaken any biases towards the employees identity. A successful management of diversity within the company will require Aircraft management to understand that gender and race are just a few of the diversity factors, an aspect that will require them to expand their diversity perspective and adopt a diversity model that promotes a favorable working environment for all employees accordin g to D'Netto, Shen, Chelliah, and Monga (2014). Conclusion In a systematic study, Hyuntak and Eugene (2016) denote that effective communication and sufficient engagement of employees is necessary to promote a higher encouragement, employee satisfaction, and quality production. In other words, an organizational culture that takes care of the interests of the employees helps in motivating their focus towards professional satisfaction and quality performance. In the end, the production will be of high-quality and will meet the needs and desires of the customers. However, various reasons might prevent the employees from speaking out their mind towards why they feel uncomfortable in their working environment. For instance, No Name needs to address the concerns that are likely to affect the performance of the employees, an aspect that when solved will lead to improved production, quality assurance, and more customer satisfaction. Shen, Tang and D'Netto (2014) denote that companies have realized that training and development are necessary for internet e-commerce in business, increasing effectiveness, and reducing costs. As a result, training and development for the employs, training managers, as well as the human resource experts are essential in encouraging the employees to learn and as well share their professional experience with others within the company. For instance, No Name Aircraft requires creating conditions for learning through collaboration, traditional classroom training, and online learning across the subsidiaries, as well as a combination of all the methods. In conclusion, No Name Aircraft is in a point of collapsing in case the management fails to timely address the challenges facing the employees as well as the overall performance of the organization. Aspects such as understanding the recommended organizational and federal policies that govern the aircraft industry, performance appraisal for the employees, effective communication, employees training and career development are some of the aspects that will ensure effective performance. With motivated employees, it will be easy for the company not only to achieve the set goals but as well provide quality products that meet the customers at their points out needs References Alam, M. R., Masum, A. M., Beh, L., Hong, C. S. (2016). Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals.Plos ONE,11(8), 1-22. doi:10.1371/journal.pone.0160366. Browne, W. P. (2011). Organizational Maintenance: The Internal Operation of Interest Groups.Public Administration Review,37(1), 48-57. Buren, H. h. (2017). Ideology in HRM Scholarship: Interrogating the Ideological Performativity of 'New Unitarism'.Journal Of Business Ethics,142(4), 663-678. Chopra, S., Lovejoy, W., Yano, C. (2014). Five Decades of Operations Management and the Prospects Ahead.Management Science,50(1), 8-14. doi:10.1287/mnsc.1030.0189 Diversity Management Content in Introductory Human Resource Management Textbooks. (2008).Academy of Management Learning Education,7(3), 429-433. doi:10.5465/AMLE.2008.37029277. D'Netto, B., Shen, J., Chelliah, J., Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector.International Journal Of Human Resource Management,25(9), 1243-1266. doi:10.1080/09585192.2013.826714 Dyer, L. M., Preston, J. C. (2000). Developing Internal Organization Development Consultants.International Journal Of Organization Theory Behavior (Marcel Dekker),3(1/2), 135-183. Greenwood, M. m., Van Buren, H. h. (2017). Ideology in HRM Scholarship: Interrogating the Ideological Performativity of 'New Unitarism'.Journal Of Business Ethics,142(4), 663-678. Guinot, J. g., Chiva, R. r., Mallen, F. f. (2016). Linking Altruism and Organizational Learning Capability: A Study from Excellent Human Resources Management Organizations in Spain.Journal Of Business Ethics,138(2), 349-364. Hyuntak, R., Eugene, K. (2016). The Business Case For Gender Diversity: Examining The Role Of Human Resource Management Investments.Human Resource Management,55(3), 519-534. doi:10.1002/hrm.21736 Jackson, T. (2012). Cross-cultural management and the informal economy in sub-Saharan Africa: implications for organization, employment and skills development.International Journal Of Human Resource Management,23(14), 2901-2916. doi:10.1080/09585192.2012.671510 Meena, K., Vanka, S. (2017). Developing an empirical typology of diversity-oriented human resource management practices.Journal Of Management Development,36(7), 915-929. doi:10.1108/JMD-02-2016-0031 Miles, S. s. (2017). Stakeholder Theory Classification: A Theoretical and Empirical Evaluation of Definitions.Journal Of Business Ethics,142(3), 437-459. Neuman, M. J., Schmidt, E. M., Trafton, J. A. (2017). Measurement-based management of mental health quality and access in VHA: SAIL mental health domain.Psychological Services,14(1), 1-12. doi:10.1037/ser0000097. Salas, E., Weaver, S. J. (2016). Employee growth and development: Cultivating human capital. In M. J. Grawitch, D. W. Ballard, M. J. Grawitch, D. W. Ballard (Eds.) ,The psychologically healthy workplace: Building a win-win environment for organizations and employees(pp. 59-86). Washington, DC, US: American Psychological Association. doi:10.1037/14731-004. Shen, J., Tang, N., D'Netto, B. (2014). A multilevel analysis of the effects of HR diversity management on employee knowledge sharing: the case of Chinese employees.International Journal Of Human Resource Management,25(12), 1720-1738. doi:10.1080/09585192.2013.859163 Stone, R. D. (2016). Employee growth and development: Perspectives from the field. In M. J. Grawitch, D. W. Ballard, M. J. Grawitch, D. W. Ballard (Eds.) ,The psychologically healthy workplace: Building a win-win environment for organizations and employees(pp. 87-110). Washington, DC, US: American Psychological Association. doi:10.1037/14731-005.

Suburban Nightmare free essay sample

Several years ago, a forest near my home was leveled with bulldozers and construction workers, trucks, and dumpsters took over. The forest, a haven where many neighborhood children and I could play and relax, became a barren dirt field with roughed-in roads, lots, and other preparations for construction. A tall fence around the new development went up next, forever sealing off the location of many memories. I had witnessed the construction of a new housing development, the human races indication of its presence. However, the new development was simply a first step towards a more problematic lifestyle. My town was previously semi-rural, but this connotation would not survive. A new neighborhood was in construction across from ours, another barren field of dirt blemishing the landscape. A golf course, regularly visited by my father, was the next victim. A previously quiet street near my school, which only served local traffic when I first arrived, was widened into a 4-lane artery serving residents all over the city. We will write a custom essay sample on Suburban Nightmare or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Before my eyes, all the qualities of a rural area vanished as our town succumbed to the rapid suburbanization of the Capital District of New York. This transformation was very important to me because I was able to live in the town prior to its suburbanization. The forest was part of my daily schedule, and i would spend entire afternoons after school there. I rode my bike through the forest with my friends on informal trails, riding over and through obstacles and ramps that we built. Other children would come and watch, sometimes playing in a creek that would form after rainstorms. Children could almost always be seen digging for fun, making ramps and creating holes to play in. These luxuries and experiences are rarely seen in a modern suburb, heavily regulated by homeowners societies that require green lawns and conformity, and were lost to us when the â€Å"yellow monster†, as the bulldozers were called, crushed the forest in front of several distraught children who had gathered to view the spectacle. Although the fierce spread of suburbs may not be able to be stopped, the qualities of nature could be preserved. Spacious and easily accessible parks with trees, playgrounds, and paths offer a viable suburban alternative to forests. Parks with these qualities are sorely lacking in suburbs; after I moved to Ohio, I realized that the neighborhood park was a tiny plot of sand with a single playground fixture, a full mile from my house. Positive changes are already taking effect in some portions of my town, with the expansion of a city park, but it is not happening quickly enough; my neighborhood will still have to live with a small plot of sand for years to come. The preservation of nature are also important. Sometimes, there is simply no substitute for a child to walk through a forest and explore the sights and sounds. My current home is located at the very fringe of Cincinnatis urban area, an epitomizer of suburbanization that I, as a child, had despised. After moving here, however, I realized that I was not alone; A friend of mine had lived in the town since a small child and had seen buildings built, roads expanded, and neighborhoods constructed around him. I was one of the vast majority of residents who had moved within the past few years, completely out of touch with the natural, rural past of the town. The suburbanization of the United States is unstoppable, but can and must be countered through the active development of green spaces and the preservation of nature.