Perception And Perception Of The Cognitive Development Of...

Both attention and perception are concepts that relate to the cognitive development of human beings. Both concepts contribute to our ability to control and direct the processing of stimuli, whether it is physical, visual, auditory or retrieved from stored memory. Perception is the ability to make sense of our surroundings, whereas attention is the ability to concentrate on any perceived stimuli. A link between perception and attention comes from an individual’s ability to choose which stimuli to allocate their attention towards. This ability is important due to the vast amount of information in which humans are presented with on a daily basis. By using selective attention, individuals are able to focus their attention on a specific†¦show more content†¦This is a lack of attention which is not caused by any visual or auditory deficits. It is when an individual fails to recognise an unexpected yet obvious stimulus. When there is too much stimuli for one to attend to, a ‘temporary blindness’ effect can occur and as a result individuals may fail to see unanticipated, yet obvious stimuli. There is a vast amount of research which suggests that no conscious perception can occur without attention. In Mack and Rock s (1998) study, subjects performed several trials of a length judgment task consisting of 2 lines in the form of a cross, presented on a computer screen. On one of the trials, an additional image was presented as well as the cross and participants were asked of their awareness of this. Results showed that a large percentage of participants failed to even notice the added figure, which suggests the existence of inattentional blindness. Mack and Rock (1998) therefore concluded that attention is needed for conscious perception. A similar conclusion was drawn by Rock and Gutman (1981) when they conducted a study where subjects were presented with a series of images of two overlapping lines. These were novel or familiar items and the lines were presented in different colours. The participants were instructed to only pay attention to one of the two lines, which caused inattention for the unattended figure. The results of Rock and Gutman’s (1981) study showed that participants

Epicac by Kurt Vonnegut - 897 Words

EPICAC is a short story which is written by Kurt Vonnegut and published in his book  ¨Welcome to the Monkey House ¨ (1968). This book is a collection of short stories with different themes from war-time epics to futuristic thrillers. This story was first published before in 1950 for Colliers Weekly. Kurt Vonnegut (1992-2007) is considered one of the most influential American novelists of the twentieth century. Some of his most important literary works are the following: Mother night (1961), Slaughterhouse-Five (1969) and Breakfast of Champions (1973). Summary of the story: The narrator begins by explaining his reasons for telling the EPICAC ´s story.†¦show more content†¦The designer of EPICAC is Von Kleigstadt who created it in order to be used to solve problems related to the war and any other subject. It could plot the course of a rocket from anywhere on earth. Evidence:  ¨Von Kleigstadt and the Brass wanted him to be a super computing machine that(who) could plot the course of a rocket anywhere on earth to the second button from the bottom on Joe Stalin ´s overcoat, if necessary ¨ (pages 297-298) Von Kleigstadt is inspired in two real persons. One of t hem is Wernher von Braun (1912-1977) who was a famous rocket engineer of the 20th century. He also was a member of the Nazi party and he worked for Adolf Hitler; he designed the V-2 rocket for him during the Word War II. Later, he was taken to the U.S. as part of the then-secret Operation Paperclip which was a program used to recruit the scientists of Nazi Germany for employment by the United States in the straight after the World War II (1939–45). Later, he became a naturalized U.S. citizen. The second one is J. Robert Opeinheimmer (1904-1967) who was an American theoretical physicist and professor of physics at the University of California,Show MoreRelatedEpicac Analysis1029 Words   |  5 PagesAnalysis of EPICAC A short story written by Kurt Vonnegut The short story EPICAC is written by Kurt Vonnegut. It is a fictional text about a very intelligent and expensive computer, EPICAC, built by Dr. Ormand Von Kleigstadt to solve complex worldly problems. The narrator works with EPICAC on the night shift along with another mathematician; Pat Kilgallen, whom the narrator wishes to marry, but because of his lack of romance and poetic skills she keeps turning him down. That is how one day theRead MoreThe Shah of Bratpur in Players Piano1601 Words   |  7 PagesOne literary technique that authors often employ is to use a character who is a â€Å"visitor† to provide insight into a society’s culture. In Kurt Vonnegut’s novel Player Piano, the author employs the Shah of Bratpuhr in such a manner. Instead of seeing a society that is better because of its reliance on machines, the Shah instead observes that the people of Ilium have become slaves to their machines instead. Instead of observing a society that worships a reli gious God and looks to him for inspirationRead MoreHumor And Science Fiction By Kurt Vonnegut1298 Words   |  6 PagesKurt Vonnegut was a very popular American writer. He wrote novels and short-stories filled with humor and science-fiction. His writing has become so iconic mainly due to his rule breaking literary innovation and the serious moral vision and cutting social commentary incorporated in his writing. One of the most recurring themes discussed by Vonnegut in his work is individuality. He constantly highlights the importance of individuality in an ironic way; by displaying the negative repercussions of anRead MoreEssay about The Role of Technology in Kurt Vonneguts Writing2806 Words   |  12 PagesbOutline/b br brThesis: Technology is the villain in Kurt Vonneguts works because of his hatred of corporate insensitivity and his awareness of the destructive social impact of science and technology. br brI. Kurt Vonnegut has a great awareness of the destructive social impact of science and technology. brA. Contraptions that Vonnegut calls social transplants replace contact with the awful real relatives and friends with synthetic ones. br1. Computers minimize human contact even

Role of Different Coaching Styles on Personal Development of Employee

Question: Discuss about theRole of Different Coaching Styles on Personal Development of Employee. Answer: Introduction It is efficient for John Lewis partnership to evaluate the skills which are lacking in the employees. This will help in developing their attitude which will result in higher efficiency in work (Leedham, 2005). Moreover, it will also assist in satisfying the customers to a greater extent as serving them is directly dependent on the skill set which needs to be acquired by the staff member. Further, different styles such as on the job training, coaching, greater leadership and team coaching will help the employees to attain the skills and become highly efficient in working. Project Title An investigation on assessing the role of different coaching styles on the personal development of employees. A case study of John Lewis partnership. Background And Research Problem Background The learning or personal development of employees plays a crucial role in the success of an organization. It motivates employees to contribute towards efforts towards achieving the long as well as short-term objectives so as to deliver right kind of products and services. The present research is based on John Lewis partnership which is retail organization deals with several kinds of products and services. This is business shed light on the development of employees and with this aim, it had conducted approximate face to face training sessions (Watt, 2004). At the same time, the company saw the drastic changes in the sales turnover by offering to learn among personnel. This is because 80% of the time of the selling coaches devoted to the development of the partners (John Lewis Partnership plc. 2017). This enables the corporation to integrate all related resources and ensure the continuous development of the employees by offering them learning (Abbott Rosinski, 2007). It proves to be e ffective in driving the valid outcome. In this regard, learning is offered by using varied kinds of coaching styles. Research problem The success of the retail industry is based on the efforts put by the employees who directly interact with customers. This aids to retain customers for longer time span. However, retention of customers is based on the retention of employees. Owing to this, it is crucial for management to ensure continuous improvement of the personnel by offering the training and development on time to time. At this juncture, development can be ensured through coaching and number of training initiatives (Auerbach, Stober Grant, 2006). This proves to be effective in developing the sense of achievement among personnel and they started contributing towards the success of the business. However, businesses which ignore the development of employees tend to face the lower profitability, dissatisfaction among employees and lower profitability. Owing to this, research problem is related to the personal development of the employees. Rationale Skilled and competent personnel better contribute towards the success of the business and learning serves as the motivation. The major issue associated with the company is related to the lower profitability and sales turnover. However, companies ensure the learning of employees but the poor selection of coaching style merely waste the time and sources. For this purpose, current research is being conducted to assess the impact of different coaching styles on the personal development of employees (Astorino, 2002). It would be effective to recommend the suitable ways through which management can retain and motivate personnel for the long time span. In this manner, the betterment of the businesses can be ensured with the increased rate of return. Project Aim And Objectives The aim and objectives of the current research are explained as follows- Aim To assess the impact of different coaching styles on the personal development of employees. A case study of John Lewis partnership. Objectives To assess the role of coaching for personal development of employees in the organization To evaluate the different coaching styles applied in the John Lewis Partnership To evaluate the impact of coaching style on the growth or development of employees working at John Lewis Partnership To recommend different ways to enhance personal development of employees at John Lewis Partnership Research Question What are the major role of coaching for personal development of employees in the organization? What are the different coaching styles applied in the John Lewis Partnership? What is the principle impact of coaching style on the growth or development of employees working at John Lewis Partnership? How John Lewis Partnership can enhance personal development of employees? Hypothesis Null Hypothesis (H0): There is no significant impact of different coaching styles on the personal development of employees of John Lewis partnership. Alternative hypothesis (Ha): There is a significant impact of different coaching styles on the personal development of employees of John Lewis partnership. Literature Review In this growing world, there is the high rate of competition among the people as well as in companies. Thus to sustain in the market, it is essential for the individual to grasp with latest skills and knowledge to acquire with greater opportunities. Further, in this assignment study is been made about different coaching styles which help to develop the personality of an individual. In this, a case study of John Lewis partnership is been taken to detail the about the topic. Berger (2006) stated that Marks Spencer is one of the most auspicious companies which take initiative for the development of there employees. Moreover, they feel that the development of the company is directly dependent on the practices which are carried in the firm. Further, motivating and personal development of employees plays a vital role for this. As per the opinion of the Bobick Berard (2011) feels that with better decisions regarding the development of employees will help to grow there value and motivate th em to work efficiently. John Lewis partnership highly focuses on the training and development of the employees in relation to their skills, corporate goals, attitude and working style which will help to attain the targets of the company in an efficient manner. Further, there are different schemes and methods which make their staff efficient enough and compete with the modern working (Benedicta, 2010). Further, personal development helps the employees as well as companies to enhance with there knowledge and come up with there talents which proves beneficial for the firm. According to Blattner, (2005) mentoring is one of the efficient styles which is been used by the firm to develop their skills to work more efficiently in the organisation. Moreover, it is the method which is practised while working in the firm. In this, the leaders mentor their subordinates for learning different methods and working with new technology equipment. This will assist them to develop their company to a gr eater level. As per the opinion of Brockbank McGill (2006), coaching is also an effective means which will enable them to develop personally as well professionally. In this, a qualified person is been appointed which train the employees about the latest technology and teach them about the different skill set that helps to come up with their talents and work more efficiently. In addition to this, the person who is appointed in John Lewis partnership at first they give them on the job training to them. In this, they train them from starting that is by giving orientation program to the process of doing work. Grant (2001) stated that giving training sessions to employees will help them to furnish their skills that will be beneficial for growing the company to a next level. Furthermore, John Lewis partnership is a worldwide brand which means that the people employed in this must serve the customers in the most efficient manner so as to maintain their dignity in the market. Thus for this, company take several measures to develop their skills personally so they can provide greater services. There are various types of coaching which help in making the employees develop their skills to a greater extent. Leadership coaching is one of the efficient ones in which an experienced coach is been appointed which have a better knowledge about the organisation and their ethics. They make them learn about different things which help in developing there personal values which have a direct impact on the functioning of the business. According to Hackman Wageman (2005) career coaching also help the employee s to focus on a particular target and make them learn the things which will help them to achieve the target. This is highly dependent on different skill set such as proper mentoring, advising and another psychometric tool which helps them to achieve their target goals. Thus, this method will assist the company to make their employees highly focused about their work and which will directly reflect the higher rate of sales. Moreover, this will satisfy the customers to a greater extent and help to earn more profits. In the opinion to Palus et al., (2003) team coaching also plays a crucial role in developing the personal attitude of the employees. In this, the person gives group training about the values and skills which need to be acquired by the staff to give better results to the firm. Further, leader's main aim is to achieve the greater performance of the employees so that they can achieve the target of the company. In addition to this, John Lewis partnership firstly evaluates the skills and development of employees which need to be polished. Thus, this will help to know the weak points of the staff which will to be developed. Further, they will develop the plans and schemes which need to be adapted to make them learn and polish their skills to provide greater services. Moreover, as per Miller (1990) personal development is highly beneficial for the person to come up with their hidden talents and different viewpoints that may help to increase their efficiency of doing work As per the requirement they set with the schemes and teaching plan which may result in most efficient manner so as to make them learn different skills and knowledge. This will help the staff to overcome their weak points and learn different things. Further, it will make them efficient enough in performing their task and serving the customers. Research Methodology Type of investigation The current study is based on the quantitative type of investigation as research is considering two aspects to assess the impact of different coaching styles on the development of employees (Miles, Huberman Saldana, 2013). It enables the researcher to assess the impact of one variable on other so as to accomplish the certain purpose of the research. On the other hand, qualitative type of investigation is applied to carry out in-depth analysis (Jahn, 2011). However, qualitative research is more suitable for the current study. Research approach There are research approaches such as inductive and deductive which are applied as per the requirement of the study (Sgier, 2012). In the current research deductive approach has been applied in which researchers first collect the secondary data and then reach to the specific outcome. On the other hand, inductive approach begins with the collection of the specific outcome so as to reach to the general outcome. Owing to this, a deductive approach is more suitable and it has been applied in the study. Research design The descriptive research design is applied to understand the characteristic of the population which is studying where explanatory research design provides the cause and effect relationship (Lacey Luff, 2001). This shows that explanatory research design is more suitable wherein research assess the effect or impact of coaching styles on the development of employees (Polkinghorne, 2005). This proves to be effective to accomplish the research aim and enable the scholar to apply the suitable strategies to select the right style of coaching. Data collection and data analysis Data collection is the process of collecting necessary information for the valid outcome. The current research is based on secondary data only wherein the information about John Lewis partnership and other organization has been collected (Hayes Sliwa, 2003). Furthermore, the outcome of the investigation is based on the past information, therefore, primary data are not selected. Owing to this, selection of secondary data can be justified. In this regard, journals, books and online articles are referred (Simmons, Nelson Simonsohn, 2011). On the other hand, data analysis has been carried out by using the statistical techniques such as correlation and regression. However, qualitative analysis is based on themes which are constructed in accordance with the questionnaire method. Owing to this, selection of quantitative method is more suitable to derive the valid outcome (Pausas Lavorel, 2003). Findings From The Secondary Data The outcome or analysis of the current study is based on the collection of secondary data. The following table is showing information collected from 42% employees who were asked to fill the questionnaire. With the collection of data, it has been found that 90% employees increased their confidence level with the help of training or learning methods. On the other hand, 80% participants found that communication skills were improved. In addition to this, 75% respondents learned from to explore their career opportunities. This effect is the outcome of the team and personal development coaching (Orodho, 2003). This enables companies to improve the internal performance of the business and bring drastic changes in the overall personality of the employees. This aids to create the competitive edge of the business and meet the expectations of all related stakeholders. Therefore, a finding of the study is showing positive changes in the personality of the employees or people who attended a train ing program. Table 1: Personal development through coaching Changes in the parameters Approved percentage of people Increase in the level of confidence 90% Learned to communicate effectively 80% Learned to deal with the conflicting situation 82% Enhances grasping power 80% Improved the decision-making process 97% Learned to explore the career opportunities 75% Understood to predict the changes in the workplace 85% The study conducted by to assess the impact of different coaching styles on the performance or development of the employees. For this purpose, two-way analysis of variance analyses has been applied on the 90% significance level. The below-mentioned outcome is showing that there is no statistically significant difference in the derived value of mean associated with the employee performance between varied coaching styles (business coaching and executive coaching style). This is interpreted with the help of p-value (0.097). Owing to this, it can be said that executive and business coaching cannot ensure the development or personal development of the employees working in the John Lewis partnership as it only provides them theoretical knowledge related to the business activities which might not be there in their interest areas. On the other hand, teach coaching and personal development coaching is statistically significant for the employee performance. This is because P value is 0.004 whe reby it can be analysed that self-personal development and team coaching facilitate to bring improvement in the performance of the employees. Figure 1: Two Way Analysis of Variance Test Results Figure 2: Multiple Regression Coefficient Results Tarur et. al., (2015) conducted multiple regression models in the study. The outputs are explained in the following graph. The standard deviation on average is showing that executive coaching tends to reduce the performance of employees by 0.018 where employees are reduced by 0.086 from business coaching. However, team and self-development coaching are contributing towards improving the performance of employees due to their attention to their growth and development. This proves to be effective in driving the valid outcome and supporting corporation in increasing overall rate return. This s because employees get the higher level of confidence with the help of cited coaching styles. Discussion Discussion of findings According to the collected information, it can be analysed that coaching should be directed towards the personal growth and development of the employees. This would be effective to enhance their level of confidence and support them in contributing towards the growth and success of the business. It proves to be effective in driving the valid outcome for the business. However, business-oriented coaching relatively less affects the performance of employees in a positive manner. Owing to this, a company can effectively assess the training need and accordingly personal development of personnel can be ensured. Furthermore, employees get the life-changing experience with the effect of training or coaching they go through at the workplace. This enables a corporation to integrate all related business activities and accomplish the specified objectives of the business. It leads to meet the expectations of stakeholders as the satisfied and highly skilled personnel automatically contribute towards the success of the business. Recommendation According to the collected information, it can be suggested to the management of John Lewis that business coaching should be integrated with the personal coaching. This will have the dual impact on the organization and employees both. It would be effective in bringing improvement in their personality. On the other hand, the effectiveness of coaching style should be assessed by reviewing the behaviour of employees through the observation method. It will be effective to understand that how communication skills or others things got improved. Moreover, the expert can be hired or called upon the requirement of the professional and personal development of the employees. This provides something extra to the personnel and increases their involvement with the organization. Future scope of the research The future scope of the research can be related to assessing the impact of different learning style on the performance of the employees. For this purpose, primary data can be collected from employees and management to assess that how productivity or performance of a business is improved after providing the training. On the other hand, research can be conducted to analyse the impact of on the job training on the performance of an overall organization. It would be effective for corporations to apply suitable strategies to maintain the competitive edge of the business. Limitations The entire study was based on the secondary data; however, the collection of primary data might provide the meaningful outcome by collecting information from employees itself. Yet, extensive efforts were put by the researcher to gather appropriate secondary data and meet the research objectives in the right manner. In addition to this, lack of enough time was another critical limitation. However, time availability provides the chance to the researcher to complete overall research in an effectual manner. Conclusion The aforementioned research concludes that business and personal development coaching contribute towards ensuring the development of employees. For this purpose, management should adjust another coaching accordingly which increases the interest of employees and they can improve the performance of a business. Furthermore, executive and business coaching should be provided in an effectual manner. It can also be said that coaching need should be assessed efficacy and effectiveness of applied coaching style can also be assessed so as to ensure optimum utilization of limited time. References Abbott, G., Rosinski, P. (2007). Global coaching and evidence based coaching: Multiple perspectives operating in a process of pragmatic humanism. International Journal of Evidence Based Coaching and Mentoring, 5(1), 58-77. Astorino, D. M. (2002). Executive Coaching and Adult Development: An Integration of Perspectives. Dissertation Abstracts International, 65(5), 261-263. Auerbach, J. E., Stober D., Grant A. M. (2006). Evidence based Coaching Handbook, New York, Wiley Sons. Benedicta, A.A. (2010). The impact of training on employee performance: A Case Study of HFC Bank (GHANA) Ltd Berger, J. G. (2006). Adult development theory and executive coaching practice. In Evidence based coaching handbook: Putting best practices to work for your clients, pages 77-102. Wiley. Blattner, J. (2005), Coaching: The successful adventure of downwardly mobile executive. Consulting Psychology Journal: Practice and research, 57 (1), 3-13 Bobick J. E., Berard G. L. (2011). Science and Technology Resources: A Guide for Information Professionals and Researchers. In Libraries Unlimited. California. (1):13-16. Brockbank, A., McGill, I. (2006). Facilitating Reflective Learning Through Mentoring and Coaching. London. Grant, A., M., (2001), Towards a Psychology of Coaching, Coaching Psychology Unit,University of Sydney, pp.1-55. Hackman, J. R., Wageman, R. (2005). A theory of team coaching. Academy of Management Review, 30, 269287. Hayes, K. R., Sliwa, C. (2003). Identifying potential marine pestsa deductive approach applied to Australia.Marine Pollution Bulletin,46(1), 91-98. Jahn, D. (2011). Conceptualizing Left and Right in comparative politics: Towards a deductive approach.Party Politics,17(6), 745-765. John Lewis Partnership plc. (2017). Available at: https://www.johnlewispartnership.co.uk/content/dam/cws/pdfs/financials/annual-reports/jlp-annual-report-and-accounts-2017.pdf. [Accessed on 6th October 2017]. Lacey, A., Luff, D. (2001).Qualitative data analysis(pp. 320-357). Sheffield: Trent Focus. Leedham, M. (2005). The coaching scorecard: a holistic approach to evaluating the benefits of business coaching. International Journal of Evidence Based Coaching and Mentoring, 3(2), 30. Miles, M. B., Huberman, A. M., Saldana, J. (2013).Qualitative data analysis. Sage. Miller, D. J., (1990). The effects of managerial coaching on transfer of training. Dissertation Abstracts International, 50(8), 2435A. Orodho, A. J. (2003). Essentials of Educational and Social Sciences Research Method. Nairobi: Masola Publishers Palus, C. J., Horth, D. M., Selvin, A. M., Pulley, M. L. (2003). Exploration for development: Developing leadership by making shared sense of complex challenges. Consulting Psychology Journal: Practice Research, 55(1), 26-40. Pausas, J. G., Lavorel, S. (2003). A hierarchical deductive approach for functional types in disturbed ecosystems.Journal of Vegetation Science,14(3), 409-416. Polkinghorne, D. E. (2005). Language and meaning: Data collection in qualitative research.Journal of counseling psychology,52(2), 137. Sgier, L. (2012). Qualitative data analysis. Simmons, J. P., Nelson, L. D., Simonsohn, U. (2011). False-positive psychology: Undisclosed flexibility in data collection and analysis allows presenting anything as significant.Psychological science,22(11), 1359-1366. Taruru, I., Keriko, J. M., Ombui, K., Karanja, K., Tirimba, O. I. (2015). Effects of coaching programmes on employee performance in business process outsourcing subsector of Nairobi city county, Kenya.International Journal of Scientific and Research Publications. Watt, L. (2004) Mentoring and coaching in the workplace. Canadian Manager, Fall, 29(3), pp 14-16 Wilson, W., Lawton-Smith, C. (2016). Spot-Coaching: A new approach to coaching for organisations operating in the VUCA environment.International Coaching Psychology Review,11(1), 24-38.

The Best Award free essay sample

I saw him approaching walking awkwardly with his usual dole expression. Coach had just told us to find a partner for the upcoming doubles tournament. For a split second, I looked around for one of my friends who would assure me a competitive edge in the games. Rudyard Kipling once said, â€Å"I always prefer to believe the best of everybody, it saves so much trouble†. As Frank made eye contact with me, I realized that I couldn’t turn my back on him. Little did I realize that by making the best of the situation and in seeing the best in Frank, the rewards would be even greater than I expected. I use to play tennis for the Queensberry Country Club over the summer, and there was a lot of anticipation about the doubles tournaments in July. We all expected to be on the stage at awards night being announced the double champions of the summer. We will write a custom essay sample on The Best Award or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I knew that Frank had asked me to be his partner because I would often stick up for him when others teased him. While others would be entertained by his defensive behavior, I sympathized with him. At first I was concerned on how we would do in the tournament, even if we would win the first game. Then I told myself that it would make Frank really happy if I said yes because I knew that nobody else would accept him as a partner. I told him I would be his partner, and for the first time I saw a real smile on his face. I may have been kissing my chance at the championship goodbye, but I felt proud of myself for making Frank happy. Our first game of the tournament was two days later, and I was very nervous about how we’d do. To my surprise, Frank had some nice overheads and forehand shots. I told him he did a good job, and he played better than I had ever seen him play before. As I kept encouraging Frank, he in return complimented me on my playing. Shot after shot, positive energy flowed between us as we started to believe that we could actually win this game together. We won the whole tournament. We were both very excited about being the champs, but that was not the only reason I was happy. By being Frank’s partner, I did more than help him win the tennis tournament and improve his tennis skills. He started to get along with the other kids better. By being nice to him and complimenting him on his playing, I was able to help Frank see the best in himself, as well as see the good things in other people. Awards night that year was like no other. The other team members gave us high fives as we proceeded to the stage. As Frank held the trophy above his head (and I stood by his side smiling), the whole crowd chanted his name. I looked around and saw that everyone was genuinely happy. The atmosphere in the club had been transformed for all of us. Though it was difficult, I was glad that I had made the decision to be Frank’s partner that day. We shouldn’t be so quick to judge others. Everybody has positive attributes that we can recognize, respect and enjoy. Frank wasn’t very athletic, but with my encouragement and friendship, he began to believe in himself and his abilities. When other people believe in us, it inspires us to keep going and try harder. We can accomplish anything as long as we have the support and friendship of others. By recognizing the best in everyone, we not only have an impact on our direct relationships, but perhaps an effect on our communities, as well. I know there will be a lot of Franks in my life, and I’ve learned that embracing their differences can enrich my own life.