How College Athletes Deal with Stress and Manage Time

How to Teach English Pronunciation Skills

How to Teach English Pronunciation Skills Teaching English pronunciation is a challenging task with different objectives at each level. This guide on how to teach pronunciation provides a short overview of the main issues to be addressed at each level, as well as pointing to resources on the site, such as lesson plans and activities, that you can use in class to help your students improve their English pronunciation skills. Following each level are a few suggestions for level appropriate activities. Finally, the best way to help students improve their pronunciation skills is to encourage them to speak English as much as they possibly can. Introduce the idea that even when doing homework students should be reading aloud. Learning to pronounce English well takes muscle coordination, and that means practice - not just mental activity!   Beginning Level English Learners Key Points: Syllable Stress - students need to  understand that multisyllabic words require syllable stress. Point out common syllable stress patterns.Voiced and Voiceless Consonants - Teach the difference between voiced and voiceless consonants. Have students touch their throats to note the difference between z and s and f and v to demonstrate these differences.Silent Letters - Point out examples of words with silent letters such as the b in comb, -ed endings in the past for regular verbs.Silent final E - Teach the influence of the final silent e generally making the vowel long. Make sure to point out that there are many exceptions to this rule (drive vs. live). Discussion: At the beginning level, English learners need to focus on the basics of pronunciation. In general, the use of rote learning is best for this level. For example, the use of grammar chants is a great way to help students pick up pronunciation skills through repetition. Teaching the IPA (International Phonetic Alphabet) is too challenging at this point as learners are already overwhelmed with the challenges of learning a language. Learning another alphabet for pronunciation is beyond the capability of most beginning level English learners. Certain patterns such as silent letters in English and the pronunciation of -ed in the simple past is a good starting point for future pronunciation drills. Students should also learn the difference between voiced and voiceless consonants. Beginning Level Pronunciation Activities Slap That Word! - Fun game for learners asking them to associate words that are posted on the wall of the classroom. This exercise will reinforce pronunciation patterns during a fun, competitive activityRead and Rhyme - Rhyming game asking students to come up with words that rhyme with others presented on cards. Intermediate Level English Learners Key Points: Use of Minimal Pairs - Understanding the small differences in pronunciation between similar words is a great way to help students notice these differences.Word Stress Patterns  - Help students improve their pronunciation by focusing on short sentences using standard word stress patterns.  Introduce Stress and Intonation - One of the best ways to help students is to focus their attention on the music of English through the use of stress and intonation.   Discussion: At this point, English learners will feel comfortable with relatively simple pronunciation patterns in English. Moving on to exercises using minimal pairs will help learners further refine their pronunciation of individual phonemes. Intermediate level learners should become aware of common word stress patterns, as well as sentence stress types. At this point, students can also begin becoming familiar with the IPA. Intermediate Level Pronunciation Activities IPA Symbol Card Game - This card game helps students learn phonetic symbols. Cards are included on the site that you can print out and use in class.Tongue Twisters - Classic English tongue twisters to help students focus on some of the more challenging phonemes. Advanced Level English Learners Key Points​: Refine Understanding of Stress and Intonation - Further students understanding of stress and intonation by changing up particular words stress to change meaning.Use of Register and Function  - Introduce the idea of changing through pronunciation depending on how formal or informal the situation is.   Improving pronunciation through a focus on stress and intonation is one of the best ways to improve higher intermediate to advanced level English learners. At this level, students have a good grasp on the basics of each phoneme through the use of exercises such as minimal pairs, and individual syllable stress. However, English learners at this level often focus too much on the correct pronunciation of each word, rather than on the music of each sentence. To introduce the concept of stress and intonation and the role it plays in understanding, the students first need to understand the role of content and function words. Use this lesson on practicing stress and intonation to help. Next, students should learn how to use sound scripting - a way of marking up texts to help prepare for reading aloud. Finally, advanced level students should be capable of changing meaning through word stresses within sentences to bring out contextual meaning through pronunciation. Advanced Level Pronunciation Activities IPA Transcription Lesson - Lesson focusing on continuing students familiarity with the IPA in order to focus on the issue of connected speech in English.Pronunciation Activities  from FluentU  - Make pronunciation fun with these clever ideas.

Metro Recreation History Assignment Essay Example | Topics and Well Written Essays - 750 words

Metro Recreation History Assignment - Essay Example Abraham Lincoln is remembered in the U.S. history for the role he played in bringing to an end the institution of slavery. Lincoln was very vocal against slavery. His ascension to power prompted seven southern states to secede from the Union as a protest to presidents antislavery sentiments. Other four states followed suit later on prompting the start of the Civil War in 1861. In the course of the war, Abraham Lincoln delivered one of the most signification speeches against slavery that is popularly referred to as the Emancipation Proclamation. The Congress approved an amendment abolishing slavery in the United States. Unfortunately, Lincoln was assassinated in 1865 soon after the war came to the end. However, his message against slavery was deeply entrenched in the American constitution and nobody could reverse that. The congress reached a unanimous decision two years later to build Lincoln’s memorial. Lincoln Monument Association was charged with this responsibility. The sit e of the memorial was decided in 1901 and approval of the $2 million Lincoln Memorial Bill was reached in 1911 under President Taft. The memorial was officially dedicated to Lincoln’s memorial in 1922 by retired President Taft. In 1963, during the civil rights movements led by Martin Luther King, Jr., the essence of this memorial was once again brought to light. Dr. King delivered the famous â€Å"I have a dream† speech which reminded American of the Emancipation Proclamation which was signed by Lincoln. King called on America to rise up and grant blacks their full freedom as envisioned by the degree. Since then, the memorial has become synonymous with freedom and equality for every person living in the United States of America. Recreation is described as an activity someone engages in during their leisure or free time. This time is always acknowledged for its ability to instil or redeem so social

Juvenile Delinquency and Justice Assignment Example | Topics and Well Written Essays - 750 words

Juvenile Delinquency and Justice - Assignment Example Some of the defining movements and legislation in the 20th century were aptly presented in the National Criminal Justice Reference Service (NCJRS) online published report that enumerated the following: firm conformity of the Parens Patriae which claimed that â€Å"the State has both a right and a responsibility to intervene in family life and assume the task of rearing a child if the family is unable to do so. It has roots in English Poor Laws, which empowered the State to separate poor children from their families and place them in apprenticeships†; Parental Delinquency Laws which holds parents liable for apparently being significantly contributory to the delinquency of their children; institution of Due Process; and conditions and stipulations explicitly outlining Exceptions to Due Process. Likewise, also during the 20th century was the Juvenile Delinquency Prevention and Control Act (JDPCA) of 1968 instituted to propose handling on non-criminal juvenile cases out of courts; while the Juvenile Justice and Delinquency Prevention Act of 1974 was designed to deinstitutionalize â€Å"status offenders and nonoffenders as well as the separation of juvenile delinquents from adult offenders''. Likewise, there was the need to create the dependency court to ensure that juveniles are protected from being maltreated. It was likewise emphasized that â€Å"as juvenile court legislation was transformed in the delinquency context to provide procedures to satisfy the Gault requirements, the dependency court was left to continue its parens patriae jurisdiction over children and families†.

Procurement and Inventory Management Essay Example | Topics and Well Written Essays - 2500 words

Procurement and Inventory Management - Essay Example There is also very high cost of stocks which occur as a result of the unskilled staff failing to compare prices from a number of suppliers. There is poor record keeping technique such that it is always hard for the company management employees to retrieve updated data along with more current entire company's level of stock. It is also hard for the auditors to retrieve the same data a thing that will result in improper auditing thus creating room for theft in the company. The resultant effect is failure in closely controlling the company's working capital thus failing to monitor correctly the true business progress. The whole system lacks accountability due to the fact that stock control and purchasing performance are not very well monitored making the staff determine their own precedence thus unbalanced cost considerations a thing that can greatly contribute to the failure of the company. Invoices are settled without a delivery proof or even a certification as to whether the items received are the actual quantities reflected in the invoice. This has seen the company loose cash as a result of buying similar items from a supplier at varying prices. The company has been greatly undermined by the suppliers who feel that Sound Electric Ltd has poor specifications. There is lack competition when it comes to purchasing, requires no confirmation as to the obligations met by the contractors, does not negotiate for price reduction, lacks knowledge on suppliers cost, the company's contracts fails to have conditions attached and lacks important knowledge about the contractor's financial capability. The company has been favouring a single supplier a thing that has led the supplier enjoy monopoly in supply, contracts and money orders fails to have price quotations and lastly the unskilled staff failed in the production of the documents involved in procurement. There is ineffective cost control in each and every project of Sound Electrical limited. This is because the concerned staff member fails in putting together the cost figures for each project of the company. The scattered cost figures of the company will never allow an effective cost control measure to take place thus Sound Electrical limited will end up losing a lot of money as a result. It has resulted into increased workload for the company's property administrator making it impossible for him to carry out his duties effectively. With such increased workload the property administrator will be confused on which contracts should concentrate on and he will end up doing very little as opposed to when the workload is manageable. This has in return interfered with the contracting, tendering and the cost of control, making it almost impossible to handle twenty contracts at a go. There has been considerably increased expenditure on miscellaneous purchases following the fact that some purchases are made by the Manager in charge of the head office post room while others are

Management Essays Force Field Analysis

Management Essays Force Field Analysis Force Field Analysis One of the vital tools for organizational transformation is the use of the Force Field Analysis. According to Wilson (2000, p. 207), most situations that have something to do with work can be envisioned as having two sets of forces those that encourage the situation and those that prevent or discourage it. Driving forces are those forces or factors affecting a situation which are pushing in a particular direction (Jenkins). Driving forces tend to initiate a change and keep it going. Restraining forces may be likened to walls or barriers (Jenkins). They only put a stop and prevent movements towards improvements. These forces are acting to restrain or decrease the driving forces. In any group or organization, there are both driving and restraining forces at times of change. The Force Field Analysis suggests ways of dealing with these opposing forces. With reference to this model, analyze the essential stages in the change process, the characteristics of crises and conflict, and the managerial approaches for successfully implementing change. Introduction: Many years ago, Kurt Lewin told us that the best way to understand an organisation is to try to change it (Carter, et al, 2001 p. 4). Different organisations have a number of barriers and challenges to overcome. These can come both from their external and internal environments. These barriers constitute a force for change. Change has always been one of the main features of organisational life. It may not always be welcomed and desirable but it is proving to be the one of the main constant in todays changing environment. An organisation that does not recognize change is an organisation that has ceased to exist in the real world. Organisations respond to different challenges in different ways. Most of these challenges are brought about by the emergence of new technologies, new competitors, new markets, and new customer demands (Harvard). These challenges bring about the need to embrace organisational change in structure, culture, and process. If organisations are contemplating changes, then it will be helpful to determine what forces are acting for or against these changes. As these organisations are moving about and implementing change, they are constantly being bombarded with environmental, social, economic, political, and leadership challenges and pressures. These challenges breed different types of forces. Carefully analyzing the forces that bring about these challenges can help organisations decide, control, and implement balanced change programs in difficult and uncertain times. A model of change calls for identifying the different ways of dealing with these forces by understanding and following the change process, the identification and resolution of crisis and conflicts, and the different managerial approaches to successfully implementing change. Force Field Analysis One of the vital tools for organizational transformation is the use of the Force Field Analysis. According to Wilson (2000, p. 207), most situations that have something to do with work can be envisioned as having two sets of forces those that encourage the situation and those that prevent or discourage it. Driving forces are those forces or factors affecting a situation which are pushing in a particular direction (Jenkins). Driving forces tend to initiate a change and keep it going. Restraining forces may be likened to walls or barriers (Jenkins). They only put a stop and prevent movements towards improvements. These forces are acting to restrain or decrease the driving forces. When driving forces are countered by restraining forces, a certain level of equilibrium develops. This equilibrium can be raised or lowered by changes in the relationship between the driving force and the restraining force. Sometimes, in order to maintain this equilibrium, driving forces may be increased or decreased. In the course of doing so however, additional restraining forces may emerge. Different forces can be modified by reducing or removing forces, stretching or adding forces, and changing the direction of forces. Force field analysis is a management technique developed by Kurt Lewin, a pioneer in the field of social sciences for diagnosing situations (Accel-team). It is often useful when looking at the variables involved in planning and implementing a change program and in trying to overcome resistance to change and inertia. It is also widely used to inform decision-making and planning and implementing change management programs in different organizations. As a vital tool in organisational change, it can identify the relative priority of factors on each side of organizational issues. It can also be used to analyse the forces affecting these issues and situations. Force Field Analysis Process This analysis is carried out with a group using a flip chart or overhead transparency. Usually, the first step is to assess the current situation and agree on the goal of the policy or institutional change. This goal should be written between two columns. All the forces for change (usually, driving forces) and encouraging improvements should be listed on one column and all forces against change (restraining forces) in the other. The next step is to try to establish the weight of each force, that is, how much influence is being exerted by that force using a scale of 1 to 5 where 1 denotes a weak influences and 5 denotes a strong influence. Equilibrium is usually achieved when the sum of the weights of the driving forces equals the sum of the weights of the restraining forces. Force Field Analysis as a Model of Change Wilson (2000, p. 224) says that for most organisations that are about to embark on change process, one of the first steps is for senior managers to spend time reviewing strategies and exploring alternatives. This process may involve away days, seminars, and conferences. Another strategy is to define specific problems and ask specific questions related to the different problems. This may be a difficult task considering the level of energy needed to break the opposition to change and inertia. For example, in analyzing how to improve and increase the number of enrollees in most higher education institutions, questions like, why dont we change the way we screen and accept students or what are the forces which are keeping our strategies in their present trend? The education sector is in a very competitive environment nowadays. Colleges and universities around the world are keen on attracting an even greater number of students even from distant places through different online programs. However, as school administrators are slowly exploring deeper into the root causes of falling number of college students, it becomes clearer that there may be some strong forces preventing substantial changes in strategies from occurring as well as strong forces pressing toward changing the nature of the entire educational system. There might be several forces which point toward more acceptable levels of screening techniques and even ways of attracting prospective college students: Students desire more flexible schedules and more convenient ways of dealing with their instructors. College entrance examinations may not always be the most reliable way of screening and evaluating prospective college students. Technology makes it possible for education related services to simulate traditional classroom environments and interactions. In addition to these forces, schools desire to be the center of excellence on specific fields of learning. Today, schools are continually trying to improve on all the aspects of their student services. There might be other forces which seem to be opposed to these changes. Some of these forces are: 1. Many faculty members in most colleges and universities lack formal training in technology-based educational system. 2. Easing on the present method of screening students and experimenting with the unknown makes everyone involved feel insecure. 3. Testing with new scheduling methods may be risky and can contribute to the deterioration of classroom instructions and the quality of other services. During the clarification stage of the change process, one of the goals of this stage is to be able to clarify misconceptions and provide the forum and venue where doubts can be raised and addressed properly. Identifying the driving and restraining forces are concentrated on reaching a common understanding of what the proposed changes would mean and how it relates to the entire organisation. One of the driving forces is the need to see and visualize the short and long term benefits of any proposed changes. The restraining force may be the lack of specific and detailed information and supporting documentation with regards to the proposed changes. During the implementation phase of the change process, it is necessary to attain a certain level of success. After having clarified some goals, senior management can spend more time developing clear measures of success. Some of the driving and restraining forces can be centered on how and when to measure the success of the implemented changes. In each stage of the change process, it is crucial to attain a certain level of equilibrium so that change can be sustained and be kept going. Force Field Analysis Example The force field analysis has been used in diverse fields ranging from organisational change to self-development. In another example of using the force field analysis for change, let us examine the goal of one manufacturing company. This manufacturing company would like to use new strategies and new technologies in their marketing operations. The driving and restraining force are sorted on common themes and are prioritized according to their magnitude towards change by assigning a score or rating to each force, ranging from 1 to 5 where 1 denotes a weak force and 5 as the strong force. Driving forces Score/Rating Customers want new information on products 4 Improve speed of information delivery to customers 3 Raise level of product awareness 4 Marketing costs are increasing 3 ___________ Total 14 Restraining forces Score/Rating Loss of staff overtime 2 Staff frightened by new technologies 3 Environmental impact of new technologies 3 High cost of new technologies 3 Disruption to daily marketing operations 2 ___________ Total 13 Based on the previous example, it is clear that the driving forces are pushing for new ways of marketing products and services. One of the new technologies which can be used to market these products and services can be the use of web-based technologies and the Internet. The use of the web provides customers a lot of opportunities to gain access to real-time information at a much faster rate compared to traditional marketing techniques like the printing and distribution of card catalogs containing new product information and specifications. This strategy also raises the level of awareness of these products and services as it can cover a wider customer base. Although initially, investing on new technologies can be cost-prohibitive, in the long run, as marketing costs related to printing and manpower eventually rises, the use of web and Internet technologies may prove to be much more cheaper in the long run. One of the restraining forces is the loss of staff overtime. It is one restraining force because these overtimes provide additional pay to employees and it would make it more difficult for these employees to come to terms with these losses due to changes in marketing strategies. The use of the web virtually lessens the need to do overtime marketing jobs especially for those who are working on the field. Sometimes, the staff may be averse to the introduction of new technologies as there is always the degree of uncertainty and job loss to be brought about by them. Crisis and Conflicts Problem solving is often concerned with shifting the balance (Wilson, p.207). As organisations adapt changes, certain relationships are created, certain policies are changed, and some techniques are developed. In handling conflicts and crisis brought about by change, the force field analysis can help identify the different forces that bring about negative and positive feedbacks and reactions from people. Individuals are being asked to give up practices, relationships, attitudes, and sometimes emotions (Wilson, p. 218). In trying to resolve conflicts and crisis situations associated with planned changes, the force field analysis can reduce or remove the force that is causing the conflict situation. It can also stretch or add new forces to counter another force. In certain instances where conflicts cannot be resolved through the addition or removal of certain forces, changing the direction of these forces can be an alternative. If organisations are to put a new philosophy in conflict r esolution, then they are adding a new driving force. Managerial Approaches for Successfully Implementing Change It is a must for organisations undergoing change to create effective processes and approaches for the planning and management of change (Pieters, p.119). Managing change through the use of the force field analysis may inevitably bring forth new ways of identifying factors that can contribute to the success or failure of the change process. Management of change processes must consider not only short term goals but also long term ones. The force field analysis can be seen as the framework in diagnosing interrelationships between the intervening variables in the organisational setup. Management approaches in organisational change should not upset the equilibrium. Sometime, top level managements desire to achieve and see immediate results through increased profits and productivity by increasing the driving forces can breed different sets of restraining forces. A manager that is autocratic and imposes high working standards and discipline on the entire organisation can expect to achieve an immediate increase in output in the short term. However, new restraining forces may develop in the form of increased antagonism and hostility towards the manager and the organisation in general. It may generate discontentment, disillusionment, and increased resistance to change. By the time a new manager takes over, there would already be an increased activity related to the different restraining forces which can cause lower productivity and output. This new equilibrium may need a new set of managerial approaches in order to stabilize the situation. The manager may see the need t o increase output and productivity right away but may try another approach. He may not immediately increase the driving forces but might even try to lessen the restraining forces by engaging in dialogs and other problem solving techniques. With the possible elimination of hostility and negative attitudes towards management, in the long term, the equilibrium (increased productivity) needed to attain a certain level of increased productivity may begin to be achieved through increase in skills and commitment to organisational objectives. It is also important to develop the habits of participative work since it is likely possible that the identification of the different forces can come from the different levels of the organisation (Harvard). Specifically, some of these approaches are the following: Push the decision making down to the lowest possible. The identification of the root causes of problems and the possible solutions to these problems can be found on those that are in the frontline. Begin sharing information freely. By sharing information freely, members of the organisation are encouraged to share their own problems and experiences. Make communication a two way street. It is important to talk and listen at the same time. Eliminate unnecessary symbols of hierarchy and unequal status. These symbols can come in the form of executive lunch rooms and parking spaces. Encourage participatory management. It is important to keep in mind that everyone is also capable of managing different aspects of their life. Get into the trenches with frontline employees and encourage other managers to do the same. This management approach would be construed as a way of bridging the gap between management and the workforce. Give people practice in collaborative work between functions by attacking projects and problems through cross-functional teams. This approach encourages more interaction and communication not only between management and the employees but from among the employees themselves. Help people see the why of change, and work with them to discover the what. It is easy to explain and understand the need for change. What is difficult to understand and see is the why. There are interlocking problems and complex issues that need to be simplified for every individual to see. With respect o cultural change, the following steps and approaches should be considered: Uncover beliefs and values. Acknowledge, respect, and discuss differences between core values and beliefs of different sub cultures within the organisation. Look for incongruencies between conscious and unconscious beliefs and values and resolve by choosing those to which the organisation wishes to commit. Conclusion: It is assumed that in any situation, there are driving and restraining forces that influence any change that can occur. Organisations that are planning some form of changes need to be able to adopt a specific change model that would address most of the issues and problems that would be associated with it. The force field analysis can be a good model for change. This analysis provides a lot of opportunities for organisations contemplating on change to view different situations and identify different sets of forces that can directly influence the change process, conflict and crisis resolution, and managerial approaches to these changes. It also allows the organisation to weigh these forces and adopt priority measures based on the strengths of these forces. In general, it means that the organisation has gotten into grips with the problems that they are currently experiencing and have thought of all the consequences of all the possible solutions. Driving forces tend to initiate change while restraining forces tend to decrease or even stop the driving forces from initiating change. The current setup of todays organisations and the way they adapt to changing environments influenced by a lot of factors and forces makes the force field analysis one of the best models in managing and implement ing organisational change. The harsh reality of life nowadays encourages the removal of restraining forces rather than develop overpowering and driving forces. These strategies provide one of the strongest analytical tools yet for organisational change. Bibliography Duck, Jeanie (2001), The Change Monster, Crown Business, New York. Harvard Business Essentials (2003), Managing Change Transition, Harvard Business Carter, L et al (2001), Best Practices in Organizational Development and Change, Wiley, San Francisco. Kanter, Rosabeth (1992), The Challenge of Organizational Change, Free Press, Canada. Nutt, Paul (1992), Managing Planned Change, McMillan, Singapore. Pieters, Gerald (2000), The Ever-Changing Organization: Creating the Capacity for Continuous Change, Learning, and Improvement, St. Lucie Press, Florida. Wilson, Graham (2000), Problem Solving, 2nd edn, Kogan Page, London. Jenkins, David (1949), Force Field Analysis Applied to a School Situation, Retrieved: May 30, 2005 from http://www.crossroad.to/Quotes/brainwashing/force-field.htm. Force Field Analysis, Retrieved: May 28, 2005 from http://www.pyswww.com/mtsite/forcefield.html. Force Field Analysis, Retrieved: May 30, 2005 from http://www. Asem.org/conferences/2004/conferenceproceedings/koplyay150.pdf Team Building: Force Field Analysis, Retrieved: May 28, 2005 from http://www.accel-team.com/techniques/force_field_analysis.html Sustainable Change Management, Retrieved: May 29, 2005 from http://www.challengequest.com/pdf/sustainable_change_management.pdf Organizational Culture: Change Process, Retrieved: May 30, 2005 from http://www.soi.,org/readaing/change/process.shtml

Essay --

X can be seen as high on the openness scale. â€Å"The personality dimension that includes imagination, wit, originality, and creativity; people low on this dimension are shallow, plain and simple† (Friedman). X was very musically talented, having been acknowledged as the â€Å"King of Pop† by Elizabeth Taylor. (Interview with Oprah Part 2) In 1982, he produced the best-selling album of all time, Thriller. He is exceptionally imaginative as he wants to â€Å"bring out the child in everyone.† He constructed the Neverland Ranch which is equipped with candy, magic shows, carnival rides, and film. X worked with the Make a Wish Foundation in order to occupy terminally-ill children who would come every three weeks and he would entertain them with his child-like and spark. X was so generous and loved giving back to the world, and therefore he was also involved with the Heal the World Foundation. With regards to this foundation, the objectives for Heal LA division were f or the vaccination of children, having a mentoring big sister/ big brother program together with a teaching program on drug abuse (Interview with Oprah Part 5). X was also certainly open to experience by being a singer who toured the world. He showed his openness to different individuals through his numerous marriages and management with different performers on several albums. Being an artist, a singer and dancer, X was unsurprisingly imaginative by writing his own lyrics and designing his own dance moves. Michael seemed fairly high on openness. (Friedman, H.B., Schustack, M.W 2009). While X aimed for precision in his music he appears to be fairly low on the conscientiousness scale. â€Å"The personality dimension that includes dependability, cautiousness, organization, and responsibility; pe... ...t just by seeing the sight of his own father (Interview with Oprah Part 3). Owing to the fact of his violation as a child, X had many issues with his physical appearance, as well as sleeping problems. These factors presented him with great amounts of concern, which would position him high in neuroticism. X felt exposed and therefore had numerous amounts of plastic surgeries in order to fix his appearance according to his criteria. At the end of his life X was using potent sleeping medicines called Lorazepam and Midazolam in order to help with his insomnia by bringing about peacefulness, as well as Propofol, which was a sleep-inducing medicine used for general anaesthesia. The fact that X had use such potent medicines to help deal with his insomnia revealed how much it affected his life and indicated his emotional unsteadiness. (Friedman, H.B., Schustack, M.W 2009).