Research Paper Therapeutic Services - 1619 Words

Capstone Research Paper: Therapeutic Services For many Americans, there comes a time when people are in need of therapeutic services and need help finding the right treatment for them and or loved one. Often times therapy is very beneficial to people, but is not always offered with their insurance. Therapeutic services should be provided to all patients as a non-evasive treatment option because these services provide nontraditional alternatives that enhance patient care and therefore, insurance companies should cover these services. Therapeutic services are non-evasive medical therapy. There are many different types of therapy that is out there for people, depending on what treatment they need and what it will be used for. One of the†¦show more content†¦He or she can also evaluate how a person does an activity and make suggestions for doing the activity in a way that is less likely to result in an injury. Another common type of therapy that is frequently needed is psycholog ical therapy that helps people with Psychotherapy, or talk therapy. Psychotherapy is (National Institute of Mental Health). Within this type of therapy, there are different types. Such as cognitive behavioral therapy, CBT for depression, anxiety and bipolar disorders and much more. For example, CBT helps people with depression restructure negative thought patterns. Doing so helps people interpret their environment and interactions with others in a positive and realistic way. It may also help a person recognize things that may be contributing to the depression and help him or her change behaviors that may be making the depression worse (National Institute of Mental Health). Another example of a type of psychotherapy is CBT for bipolar disorder. People with bipolar disorder usually need to take medication, such as a mood stabilizer. But CBT is often used as an added treatment. The medication can help stabilize a person s mood so that he or she is receptive to psychotherapy and can get the most out of it. CBT can help a person cope with bipolar symptoms and learn to recognize when a mood shift is about to occur (National Institute of Mental Health). Although physical and

Intimate Partner Violence ( Tda ) - 1654 Words

Introduction To begin with, Intimate Partner Violence (IPV) has been around for a very long time and it is still a present issue in the United States. There are many forms intimate partner violence such as, sexual, physical, emotional, and psychological. IPV occurs among all religious, socioeconomic, and cultural groups in the United States and other countries. As many people know intimate partner violence tends to come with consequences after the damage is done to the victim. Intimate partner violence does not just happen out of nowhere where the perpetrator thinks they have the right to be violent towards their spouse. The issue of IPV is connected to the cycle of violence in ways that it gives you an idea as to why the perpetrator thinks they have the right to hit the victim. In many cases not only do they think they have the right to due such thing but also feel like they have control over their spouse and have a mindset that they own them and will do anything just to keep them. Often the perpetrators feel guilty for being violent towards their loved ones that they come to a point of being apologetic and doing anything in their power to keep them. This author believes that intimate partner violence is a big issue and for many victims it is hard for them to escape the relationship. The victims go through so much in staying in the relationship that once they decide to definitely leave the relationship they end up suffering consequences and seeking available resources toShow MoreRelatedIntimate Partner Violence ( Tda ) Directed Against Women1685 Words   |  7 PagesThere is no question that intimate partner violence (IPV) directed against women is a fundamental issue. However, it is clear that a paradigm has been developed within the IPV literature which generally holds that it is gender-based; that perpetrators are exclusively or disproportionately male (Dutton., 2006) and that females are the sole victims. Whilst the original function of this paradigm was to generate social change in a direction that righted an imbalance against women (Dutton NichollsRead MoreChildcare: Education and Subject Code Essay43120 Words   |  173 PagesSupporting Teaching and Learning Subject Code: 501/1706/3 Level 2 Certificate in Cover Supervision Subject Code: 501/1718/X Ascentis Level 3 Diploma in Specialist Support for Teaching and Learning Subject Code: 501/1719/1 UNIT SPECIFICATIONS TDA 3.1 Communication and professional relationships with children, young people and adults Credit Value of Unit: 2 GLH of Unit: 10 Level of Unit: 3 Learning Outcomes The learner will be able to 1 Understand the principles of developing positive relationshipsRead MoreEssay Paper84499 Words   |  338 PagesFraternization †¢ 4–16, page 27 Standards of conduct †¢ 4–17, page 27 Employment and volunteer work of spouse †¢ 4–18, page 27 Hazing †¢ 4–194–20, page 28 Informal funds †¢ 4–21, page 29 Misuse of Government travel charge cards †¢ 4–22, page 29 Domestic Violence Amendment to the Gun Control Act of 1968 †¢ 4–23, page 30 Chapter 5 Other Responsibilities of Command, page 32 General †¢ 5–1, page 32 Appearance before congressional committees †¢ 5–2, page 32 Political activities †¢ 5–3, page 32 Command aspectsRead MoreLearning and Social Care Essay examples30870 Words   |  124 PagesFor each unit the following material has been provided: Unit title Unit number Unit reference Unit level Unit credit value Provides a clear, concise explanation of the content of the unit. The unique number assigned by the owner of the unit (e.g. TDA, CACHE etc.). The unique reference number given to each unit at qualification approval by Ofqual. Denotes the level of the unit within the QCF framework. The value that has been given to the unit based on the expected learning time for an average learner

Employment Relations for Organisational Effectiveness-Free-Samples

Question: Discuss about Employment Relations for Organisational Effectiveness. Answer: Introduction: Employees are coined as one of the most valuable resources based on which the success of a business organization is highly dependent. Improvising employee morale, building effective relation with them, fulfilling their needs and demands are one of the most effective ways to get better performances from the employees. This very specific study has focused to make in-depth understanding on how effective frame of references and supervision have effective influence in meeting the aims objectives and policies of organizations. These forms of references should leave major positive impact in maintaining proper relation between employers and employees. Australian Chamber of Commerce and Industry is the largest business association of Australia, which primarily deals with government decision making (australianchamber.com.au 2018). The primary objective of this business association is to identify the issues of business at current scenario that are especially related to trade, workplace relation, health and safety, employment status, education and training methods. After identifying the issue on overall business scenario, this particular association aims to co-ordinate with government for making effective decision. As a result, business organizations belonging to Australia does not have to face challenges in maintaining effective employee relation at the workplace. Australian Council of Trade Unions primarily represents the workers of Australia who are associated with different business organization (actu.org.au 2018). Australian Council of Trade Unions is a national trade union center that primarily aims to evaluate the salary and wages that Australian workforce earns. One of the most effective objectives of this association is to analyze on how Australian resources are maintained for full employment to establish an equitable living standards. By implementing various strategic policies Australian Council of Trade Unions tend to maintain an effective deal with business organizations on how to get necessary facilities and benefits from the company. Dixit and Bhati (2012) stated that maintaining employee relation is the primary objective of these two organizations. But their aims and objectives differ from each other. Australian Chamber of Commerce and Industry is the business unit that primarily focuses on how business organizations by maintaining effective rapport with the employees can achieve business target. As emphasized by Erhemjamts and Venkateswaran (2013), the business experts by maintaining effective coordination with the government tends to implement major acts and regulations based on which organization can maintain proper relation with the customers while providing effective services at the workplace. On the other hand, Australian Council of Trade Unions primarily focuses on how workers associated with the business organizations are getting facilities and benefits. Sharma and Kamalanabhan (2012) stated that getting proper remuneration from their workplace, achieving health facilities and benefits from the executive s, achieving proper reward from the employers for their endeavor are the concerns with which Australian Council of Trade Union deals. This very specific study has provided critical evaluation on which frame of references enables the two organizations in meeting their aims and objectives such as maintaining effective employee relation. In addition, the study has critically analyzed the primary factors, which affects and dominates in maintaining effective employee relation. Numerous eminent scholars have provided their own opinion regarding the effective frame of references and supervision influencing the aims objectives and policies of two organizations. In the second part, the study has focused to evaluate why the organization should follow identified frame of references for maintaining proper employee relation at the workplace. Discussion: Khera and Gulati (2012) stated that Australian Chamber of Commerce and Industry while dealing with the business issue has identified several frame of supervisions due to which numerous organizations are facing challenges in dealing with the employees effectively. Lack of following proper leadership style at the workplace is one of the most effective issues within most of the business organization. Singh and Jain (2013) opined that organizations are intending to impose their own decision on the employees regarding their way of services, business strategies and so on. Employees do not get sufficient space to share their own opinion regarding the business goal. In this kind of situation, employees get de-motivated in performing well towards the services. On the other hand, Hartline and Bejou (2012) opined that human resource issue has become a serious concern for the business organization. It is alleged that human resource managers belonging to Australia are primarily focusing on hiring regional employees from specific geographical backgrounds and cultural attitudes. In this situation, employees having enough skill and competency level get deprived of being associated with the business organization. Australian Chamber of Commerce and Industry has also analyzed that due to the lack of flexible work environment employees show their level of dissatisfaction in performing well towards the services. In various cases, it is observed the business organizations are facing challenges in running their entire process of business due to lack of effective work environment. Leblebici (2012) opined that customers from various geographical backgrounds and attitudes would have to face immense challenges in receiving services. Consequently, the organi zation is lacking the efficiency of maintaining their profitability level. After identifying these very specific issues, business experts of Australian Chamber of Commerce and Industry have taken several initiatives. The annual report of 2017 of Australian Chamber of Commerce and Industry, shows that this association has received huge success after Federal Budget allocated $1.5 billion for 300,000 new apprenticeships and traineeships over the next four years. In last 12 months, Australian Chamber of Commerce and Industry has received 36% growth of their membership (australianchamber.com.au 2018). Without implementing those issues in a positive way, the business unit could never achieve huge rate of success. Australian Council of Trade Unions on the other hand has identified several issues on behalf of the workers. As per the point of view of various eminent scholars, it is observed that most of the small and medium enterprises are not paying the employee wages properly. In comparison to their labor employees are not getting paid. Kaur Sahi and Mahajan (2014) implied that as a result, the organizational behavior is getting affected enormously. Moreover, customers are facing immense challenges in receiving their services properly. On the other hand, several numbers of employees are facing health and safety issues as well. Cornett, Erhemjamts and Tehranian (2014) opined that employees after facing health issues at the workplace are not facing appropriate facilities from the employers. Business organizations belonging to Australia are not following health and safety act at the workplace properly. As a result, the rate of employee turnover is increasing gradually. Australian Council of Trade Union has raised one more issue regarding the utilization of human resources in Australia. This specific business unit has observed that organizations established in the soil of Australia are very much focused in cultural and geographical backgrounds of the employees. In addition, the business experts tend to show their biased attitude within the organization, which resulted a major negative impression on the mind of employees. Jung and Kim (2012) opined that as a business professional, employees should primarily focus on hiring those employees who have enough skill in competency on the business field. Like the same way, the business managers should maintain effective rapport with every single employee at the workplace. As a result, employees would like to maintain organizational behavior properly. However, this very specific study has focused to make in-depth overview on how various frames of references on employee relation leaves a major impact in mainta ining business success. As per the annual report of Australian Council of Trade Union, Australian organizations belonging to retail industry are facing immense challenges in maintaining employee retention due to some of the ethical issues (actu.org.au 2018). Due to the lack of flexible work hour, employees have to maintain rotational shifts. Khan and Rashid (2012) opined that as compared to their efforts, the employees are not getting proper remuneration as well as recognition from the employers. Being extremely de-motivated employees have decided not provide their best effort towards the services. Consequently, the business experts are facing challenges in maintaining organizational image and reputation in the market. In the annual report of Australian Council of Trade Union, it has been evaluated that lack of maintaining proper workplace regulation is one of the most effective reasons for getting failed in maintaining effective employee relation (Indriasih and Koeswayo 2014). It has been observed that every business organization has to follow a proper ethics, beliefs and values. In this kind of situation, the business experts would have to face immense difficulties in maintaining those ethical considerations. Chowdhury (2016) stated that giving equal priority and response to every single employee at the workplace is one of the most effective belief that business experts follow. Large number of organizations belonging to retail sector does not want to give equal priority and response to every employee. As a result, those organizations have to face challenges in anti-discrimination acts. Cullinane et al. (2013) opined that Data protection act is one of the most effective regulation that every business organization has to follow while running their business process effectively. By implementing an effective data protection act, employees have to protect privacy of their stakeholders. Without the consent of concerned person, data should not be leaked in front of third party (Binsar Kristian 2014). However, employees have faced immense issues in maintaining their privacy in business organization. Australian Council of Trade Union by establishing their business wings has taken effective initiatives on how employees are paid properly after serving for the organization. As per the opinion of Dhar (2015), the key frame of references that are getting a major prevention for maintaining proper employee relation include proper leadership style, work environment, ethical considerations and so many. President of Australian Chamber of Commerce and Industry has stated in an occasion this has been an extraordinary year, both nationally and globally as we see what we once regarded as normal economic practice undergo significant change. From the entire evaluation, it can be concluded that Australian Chamber of Commerce and Industry has taken major initiatives by coordinating with government. Sheraz et al. (2014) opined that with the help of these initiatives the organizations belonging to Australia have got proper assistance on how to maintain effective employee relation at the workplace. Kaur (2013) sated on the other hand that Australian Council of Trade Union by standing beside the workers has motivated the employees immensely in performing well towards services. The role of a professional is to deliver the services to organization within proper time. At the same time, employees have to maintain effective organizational culture and behavior. After facing several issues at the workplace, employees lose their enthusiastic attitude in performing well towards the services. In this kind of situation, the role of Australian Council of Trade Union is undeniable. As per the opinion of Thompson (2015), both the two organizations had to face immense challenges in resolving the issues at workplace. Australian Chamber of Commerce and Industry had faced innumerable difficulties in convincing the business experts about values of maintaining effective employee relation. On the other hand, Australian Council of Trade Union in order to get proper justice for the workers have faced immense challenges in dealing with the government (Sokro 2012). The president of Australian Council of Trade Union President Sharan Burrow said, it gave impetus to union calls for the superannuation guarantee to be increased to 15% by 2015, along with more incentives to encourage workforce participation by women and older people. In the critical evaluation of two organizations such as Australian Council of Trade Unions, Australian Council of Trade Union about maintaining employee relation, some of the major recommendations can be provided on how business experts can follow this particular form of references for maintaining effective employee relation. Australian Chamber of Commerce and Industry should focus on leadership style at the workplace. Greater interpersonal relations- The main motive of maintaining employee relations in the organization is to create a better understanding among them. Through this process employees can share all their concern to the employer which furthermore results in lesser conflicts and workplace grievance. The leaders of the organization should also assess the working capability of all the employees according to which the working procedure should be designed. In this way, employees capability can be utilized to the maximum extent and all of them can participate equally to obtain the organizational goals. Transformational leaders are more likely to develop innovative ideas and take unpopular decisions. This error and trial method many a times prove to be beneficial for the organizational productivity. Jung and Kim (2012) moreover stated that this improves the trust into the leadership. Effective leaders allow the employees to take risk that matches with the organizational objectives. These leaders celebrates the failure of these employees and provide them with the most beneficial suggestion for future improvement and thus taking the liability and accountability of the progress of the employees as well as of the company by strengthening their relationship. One of the most important organizational ethics is to give respect all of the employees irrespective of the difference in their race, ethnicity and gender. In this way, these employees develop a sense of ownership towards the organization and show commitment towards their work that furthermore develops effective employee relationship. Dhar (2015) stated that incorporating the ethics of workplace diversity the organization to build synergy in teams and create a satisfied diverse customer base as they can communicate with different clients and offer service to them. Employee when get proper respect ad transparency in the workplace, they sense the authenticity in their work and intends to associate with the organization for the longer time. The greater the time an employee spend with an employee, the greater will be the relationship with the organization. Dixit and Bhati (2012) opined that maintaining the organizational ethics also allow people to develop their knowledge through effective communication with the employee of different race. Through this approach, employees are able to gain the productive ideas for accomplishing their organizational goals along with the awareness of their culture and traditional belief. Thus, not only their building skills get improved but also an effective interpersonal relationship among the employees also gets build. Australian Council of Trade Union should follow ethical consideration. In order to render cultural diversity at the workplace the organization like ACTU should focus on giving equal priority and response to the people of various geographical backgrounds and attitudes. If Australian Chamber of Commerce and Industry promotes in implementing reward and recognition policy at the workplace the employees would not have to face several challenges in providing their best services. Harris et al. ( 2015) opined that employees would like to maintain an effective rapport with the customers. Therefore, by subscribing these specific frame of references the organizations would be able to reach the business goal. Robertson and Khatibi (2013) stated that organizational managers as well would not have to face challenges in maintaining an effective rapport with the employees. The productivity of business organizations would be increased after getting an effective performance from the employees. Conclusion: The study has focused to make in-depth evaluation on how effective frame of references and supervision have effective influence in meeting the aims objectives and policies of organizations. The effective aims and objectives of Australian Council of Trade Unions, Australian Council of Trade Union are critically evaluated. By referencing some of the eminent scholars, it has been critically evaluated that people of various these two association primarily aims to maintain an effective rapport between employees and employers. Improvising employee morale, building effective relation with them, fulfilling their needs and demands are the primary objectives of organizations. However, it has been identified that Lack of following proper leadership style at the workplace is one of the most effective issues within most of the business organization. I autocratic form of leadership style, employees does not get sufficient space to share their own opinion regarding the business goal. One of the most important organizational ethics is to give respect all of the employees irrespective of the difference in their race, ethnicity and gender. In this way, these employees develop a sense of ownership towards the organization and show commitment towards their work that furthermore develops effective employee relationship. In this kind of situation, employees get de-motivated in performing well towards the services. Business organizations fail to follow proper form of leadership style at the workplace. Australian Chamber of Commerce and Industry has also highlighted that due to the lack of flexible work environment employees show their level of dissatisfaction in perfo rming well towards the services. On the other hand, several numbers of employees are facing health and safety issues as well. Employees after facing health issues at the workplace are not facing appropriate facilities from the employers. Business organizations belonging to Australia are not following health and safety act at the workplace properly. In order to maintain effective employee relations organizations would have to face several regulations and acts. Antidiscrimination act, gender equality act, health and safety act, right to information acts is the several challenges based on which the business experts can maintain effective employee relation. As per the overall annual report of Australian Council of Trade Union, it has been evaluated that lack of maintaining proper workplace regulation is one of the most effective reasons for getting failed in maintaining effective employee relation. Moreover, the business experts tend to show their biased attitude within the organization, which resulted a major negative impression on the mind of employees. Therefore, as a business professional, it should be recommended that employees should primarily focus on hiring those employees who have enough skill in competency on t he business field. However, after making an in-depth critical evaluation it can be concluded that maintaining effective employee relation renders organizational productivity. Therefore, these two organizations can be recommended to resolve the business issues that organizations in the market of Australia are facing currently. People of various geographical backgrounds and attitudes should get equal priority and response for performing well towards the services. Business experts should render an effective reward and recognition policy for motivating the employees towards services and maintaining good rapport with them. Reference List: Actu.org.au. 2018.ACTU Congress 2018. [online] Available at: https://www.actu.org.au/actu-events/actu-congress-2018 [Accessed 8 Apr. 2018]. australianchamber.com.au., 2018.Australian Chamber of Commerce and IndustryHome - Australian Chamber of Commerce and Industry. [online] Available at: https://www.australianchamber.com.au/ [Accessed 8 Apr. 2018]. Binsar Kristian, P., 2014. Analysis of Customer Loyalty through Total Quality Service, Customer Relationship Management and Customer Satisfaction.International journal of evaluation and research in education,3(3), pp.142-151. Chowdhury, S., 2016. HRM practices and its impact on employee satisfaction: A case of pharmaceutical companies in Bangladesh.International Journal of Research in Business and Social Science (2147-4478),2(3), pp.62-67. Cornett, M.M., Erhemjamts, O. and Tehranian, H., 2014. Corporate social responsibility and its impact on financial performance: Investigation of US commercial banks.Unpublished manuscript. Cullinane, S.J., Bosak, J., Flood, P.C. and Demerouti, E., 2013. Job design under lean manufacturing and its impact on employee outcomes.Organizational Psychology Review,3(1), pp.41-61. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, pp.419-430. Dixit, V. and Bhati, M., 2012. A study about employee commitment and its impact on sustained productivity in Indian auto-component industry.European journal of business and social sciences,1(6), pp.34-51. Erhemjamts, O., Li, Q. and Venkateswaran, A., 2013. Corporate social responsibility and its impact on firms investment policy, organizational structure, and performance.Journal of business ethics,118(2), pp.395-412. Harris, K.J., Harris, R.B., Carlson, J.R. and Carlson, D.S., 2015. Resource loss from technology overload and its impact on work-family conflict: Can leaders help?.Computers in Human Behavior,50, pp.411-417. Hartline, M.D. and Bejou, D., 2012. Internal relationship management: Linking human resources to marketing performance. InInternal Relationship Management(pp. 9-12). Routledge. Indriasih, D. and Koeswayo, P.S., 2014. The Effect of Government Apparatus Competence and the Effectiveness of Government Internal Control toward the Quality of Financial Reporting and its Impact on the Performance Accountability in Local Government.Research Journal of Finance and Accounting,5(20), pp.38-47. Jung, J. and Kim, Y., 2012. Causes of newspaper firm employee burnout in Korea and its impact on organizational commitment and turnover intention.The International Journal of Human Resource Management,23(17), pp.3636-3651. Kaur Sahi, G. and Mahajan, R., 2014. Employees organisational commitment and its impact on their actual turnover behaviour through behavioural intentions.Asia Pacific Journal of Marketing and Logistics,26(4), pp.621-646. Kaur, R., 2013. Empirical study of talent management program and its impact on the employees retainment and performance in Indian supermarket Big Bazaar.Human Resource Management Research,3(3), pp.61-70. Khan, S.K. and Rashid, M.Z.A., 2012. The Mediating Effect of Organizational Commitment in the Organizational Culture, Leadership and Organizational Justice Relationship with Organizational Citizenship Behavior: A Study of Academicians in Private Higher Learning Institutions in Malaysia.International Journal of Business and Social Science,3(8). Khera, S.N. and Gulati, K., 2012. Human resource information system and its impact on human resource planning: A perceptual analysis of information technology companies.IOSR Journal of Business and Management,3(6), pp.6-13. Leblebici, D., 2012. Impact of workplace quality on employees productivity: case study of a bank in Turkey.Journal of Business Economics and Finance,1(1), pp.38-49. Robertson, A. and Khatibi, A., 2013. The influence of employer branding on productivity-related outcomes of an organization.IUP Journal of Brand Management,10(3), p.17. Sharma, N. and Kamalanabhan, T.J., 2012. Internal corporate communication and its impact on internal branding: Perception of Indian public sector employees.Corporate Communications: An International Journal,17(3), pp.300-322. Sheraz, A., Wajid, M., Sajid, M., Qureshi, W.H. and Rizwan, M., 2014. Antecedents of Job Stress and its impact on employees Job Satisfaction and Turnover Intentions.International Journal of Learning and Development,4(2), pp.204-226. Singh, J.K. and Jain, M., 2013. A Study of employees job satisfaction and its impact on their performance.Journal of Indian research,1(4), pp.105-111. Sokro, E., 2012. Analysis of the relationship that exists between organisational culture, motivation and performance.Problems of Management in the 21st Century,3(3), pp.106-199. Thompson, E.S., 2015. Compromising equality: an analysis of the religious exemption in the Employment Non-Discrimination Act and its impact on LGBT workers.BCJL Soc. Just.,35, p.285.

Willie Mays Or Say Hey Kid Essays - Greeters, Willie Mays

Willie Mays Or Say Hey Kid 1. The correct name of my person is Willie Howard Mays Jr. 2. His nickname was "The Say Hey Kid". 3. Mays was born May 6, 1931. 4. He was born in Westfield, Alabama., just outside the major city of Birmingham. 5. The names of his parents were not known, but his father's nickname was "Kitty Kat". 6. He was the oldest of twelve in his family. 7. The name of the town he lived in as a child was called Westfield. 8. Both Mr. and Mrs. Mays were athletic. Mr. Mays played baseball on the all-black teams of the segregated south, as had his father before him. Mrs. Mays had been a champion sprinter in her school. When he was growing up, his father worked in a steel mill, and played on a semi-professional team sponsored by the mill. He began teaching young Mays to catch a ball even before he could walk. By 14, he had joined his father on the mill team. 9. His high school had no baseball team, so he played basketball and football, but before he finished high school, it became clear that baseball would be his career. 10. No information given. 11. He graduated high school in 1950. No information given on the name of the school. 12. No information given. 13. No information given. 14. No information given. 15. This promising career of a professional baseball player was briefly interrupted when Mays was drafted into the Army. His team failed to win the pennant during the two seasons he was absent, but he returned to the Giants in 1954 to lead them into the World Series against the Cleveland Indians. Other than that he never had to work. 16. He lived in many different areas, because he played baseball. Westfield, near Birmingham was the place where he grew up in Alabama. He was moved from Trenton, New Jersey to New York City also. Mays had traveled from Chattanooga, Memphis, and had been through all parts of the country. In New York, he had played with the New York Cubans. Mr. Mays had played against Philadelphia, and in Pittsburgh, against the Newark Eagles. He had been to all the big cities. 17. In 1956, he married a divorced woman two years older than he was. 18. The name of his spouse was Marghuertie Wendell Kennedy Chapman. He later, remarried, in 1971, to social worker Mae Allen. 19. No information given. 20. No information given. 21. No information given. 22. They adopted a three-year-old boy, Michael, in 1959. Although the couple divorced in 1961, he and his son remained close. 23. No information given. 24. No information given. 25. He played for the New York and San Francisco Giants; and briefly at the end of his career, for the New York Mets. 26. Mays made a great contribution to his occupation, by setting records, winning games, and earning awards and titles. 27. With his batting average of .345 and his 41 home runs, he led the league in 1954. Awards and honors were showered upon him. He was voted the National League Most Valuable Player in 1954, named Player of the year by The Sporting News, and voted Male Athlete of the year by the Associated Press poll. He also received the Hickok Belt, studded with diamonds worth ten thousand dollars, as the professional athlete of the year. 28. His impact on society was large. He greatly influenced anyone who watched him. 29. With his 660 home runs in twenty-two years of playing ball, Mays ranks third, behind Hank Aaron and Babe Ruth, on the all-time list. He seemed destined to play baseball from the age of six months, when his father tried to get him to walk by getting him to chase a ball. His record-breaking achievements as well as his entertaining autobiographies show how well he used talents to raise the status of the game he loved. 30. His contributions were mainly in baseball and setting records. Mays played in every All-Star Game from 1954 through 1973. 31. He is still alive today. 32. He is still alive today. 33. He is still alive today. 34. He was not the first black ballplayer, but he had his own barrier to break through. A kind of gentle, good ?natured racism, but racism none the less. 35. In one of the four games against the Indians, Mays made such a superb catch that it was widely talked about in public and was considered