#Practice1

[irisss9]

Storyboard

[coreypettengillconceptart]

For assignment 1 I have settled on the words Elegant, Regal, Cunning, and Cruel. For some time now I have been planning and world building a potential D&D campaign in my head, and there is a particular character from that who brought the words to mind. So for this assignment I will be working on a design of that character who I had named Lady Celeste Rima or The Cloud Queen. My first step in the design process was to begin sketching poses that I felt evoked those words, with the intention of working out costuming on top of the pose sketch once I had chosen one.

During my tutorial with Leo we narrowed sown to poses to a couple options (3&4). We also began discussing the word which I hadn't managed to work into the poses as well as others. Cruel. Something which might be somewhat difficult to work in amongst the other words. Especially with a character I intended to give a cloud/sky based aesthetic, which often uses very different shape language than is generally used for cruel characters. We discussed achieving this through the character's facial expressions, or possibly even a facial covering to communicate an apathy for those around her. Leo also had the very interesting idea of adding some areas of smoke to the costuming, thereby adding menace in a way that might resemble clouds, so I hope to find ways to work that in during my next steps.

After the tutorial session I began working on some outfit designs trying my best to block things into silhouettes as suggested by Leo. I know this practice is quite common in concept art, and as a painter blocking in should come naturally, but I always feel somewhat clumsy doing it. Probably due to my constant urge to start working on details right from the offset. However after making myself do a few I'm getting a touch more comfortable, and can see there place in the concepting process. Though towards the end of this sheet I did do a few designs as sketches in the way I'm more accustomed to, using them also as an opportunity to explore color. I had originally been thinking a simple blue and white palette, but decided to pull colors from sunsets to allow me to bring in some darker, "crueler" colors, like blood red.

As I've been working on these I have found myself drawn to 1, 7, 9, 11 and 12. I have begun refining the sketch for 12, though am moving slowly and plan to see which design I am most drawn to after receiving critique in Wednesday's lecture.

References and Inspirations:

Abcnews.com. (2025). Available at: https://s.abcnews.com/images/Entertainment/GTY-Christine-Baranski-MEM-170315_4x5_992.jpg

Shein.co.uk. (2024). Women’s & Men’s Clothing, Shop Online Fashion | SHEIN. [online] Available at: https://www.shein.co.uk/goods-p-22534475.html?goods_id=22534475

Art deco inspired bustier corset top, futuristic costume. (2016). Etsy.com. [online] doi:https://doi.org/1021810226/il_1080xN.1021810226_dl25.

Artstation.com. (2025). Available at: https://cdna.artstation.com/p/assets/images/images/060/909/632/4k/volta-luminous-forspoken-rp2a-tantasila-final-v01.jpg?1679580753

Wmomall.space. (2022). Best Sellers. [online] Available at: https://www.wmomall.space/?path=page/ggitem&ggpid=2003922

thescarletlibrarian (2015). Butt Capes:  Vintage/Couture Edition. [online] Tumblr. Available at: https://www.tumblr.com/thescarletlibrarian/123165903487/butt-capes-vintagecouture-edition

Los Angeles County Museum of Art (n.d.). Woman’s redingote. [Photo] Available at: https://commons.wikimedia.org/wiki/File:Woman%27s_redingote_c._1790.jpg.

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[eightfatweeb]

[jeonga-art]

Character Detail Practice1

[thellawtoknow]

Quiet Firing 101: Is It Legal to Push an Employee Out Instead of Firing Them?

I. Understanding Quiet Firing A. Constructive Discharge: Legal Recognition of Coerced Resignations B. Discrimination and Retaliation: Statutory Protections Against Targeted Exclusion C. Breach of the Implied Covenant of Good Faith and Fair Dealing D. Tortious Infliction of Emotional Distress and Workplace Harassment III. Ethical vs. Legal: The Moral Tension A. For Employees: Navigating and Responding to Quiet Firing1. Document Everything 2. Seek Human Resources (HR) Intervention 3. Consult Legal Counsel 4. File a Complaint with a Government Agency B. For Employers: Mitigating Risk and Promoting Fair Practice1. Maintain Transparent Performance Management Systems 2. Promote a Culture of Feedback and Dialogue 3. Educate Managers on Legal Compliance 4. Establish Fair Exit Processes V. Conclusion: A Delicate Balancing Act Quiet Firing: Is It Legal to Push an Employee Out Instead of Firing Them? In the evolving landscape of employment practices, a new term has surfaced—quiet firing. Unlike traditional termination, where an employer formally ends an employment relationship, quiet firing describes the act of systematically pushing an employee out of their role without a formal dismissal. This might involve deliberate neglect, reduction of responsibilities, exclusion from opportunities, or creating an unwelcoming environment in hopes the employee will resign voluntarily. As the phenomenon gains attention, questions arise not only about its ethical ramifications but also its legal standing. Is quiet firing a permissible management strategy, or does it constitute an unlawful employment practice? This essay explores the legal implications of quiet firing, distinguishing between what is ethically questionable and what is legally actionable.

I. Understanding Quiet Firing Quiet firing is neither a new occurrence nor a formally recognized legal term, but rather an informal label used to describe employer behaviors that create a hostile or demotivating environment. It can include: - Exclusion from meetings or key communications - Arbitrary or unexplained demotions - Unwarranted negative performance reviews - Withholding of promotions or raises - Isolation or ostracism - Workload manipulation (either overwhelming or drastically reducing tasks) The ultimate aim is often to provoke a voluntary resignation, thus relieving the employer from the legal and financial burdens associated with formal termination—such as severance pay, unemployment claims, or wrongful termination suits.

II. Legal Framework: Is Quiet Firing Legal?

From a strictly legal standpoint, quiet firing occupies a legally ambiguous zone—a gray area—particularly in jurisdictions like the United States where at-will employment prevails. Under this doctrine, an employer may terminate an employee for any reason, or indeed for no reason at all, so long as the action does not contravene specific statutory or constitutional protections. This legal permissiveness may suggest that quiet firing, which involves subtly inducing resignation rather than issuing a formal dismissal, is legally unobjectionable. Yet such an interpretation overlooks critical nuances. The legal permissibility of quiet firing depends not merely on its form but on its intent, context, and consequence. Several important legal doctrines can render quiet firing unlawful depending on how and why it is executed. A. Constructive Discharge: Legal Recognition of Coerced Resignations The doctrine of constructive discharge serves as a primary lens through which quiet firing may be judicially scrutinized. Under U.S. employment law, constructive discharge occurs when working conditions become so intolerable that a reasonable person in the employee’s position would feel compelled to resign. It is not the resignation itself that is unlawful, but the conditions orchestrated by the employer that precipitated it. Courts often require that the working environment be not merely difficult or unpleasant, but truly intolerable. Key elements in constructive discharge claims include: - A clear deterioration of the working environment (e.g., exclusion from duties, humiliation, or arbitrary disciplinary actions) - Evidence that the employer intentionally created or permitted these conditions - A nexus between the intolerable conditions and a protected characteristic or action In Pennsylvania State Police v. Suders (2004), the U.S. Supreme Court confirmed that constructive discharge may form the basis for a Title VII claim if the resignation was a foreseeable consequence of discriminatory or harassing conduct. Notably, the threshold is not subjective discomfort but an objective standard: would a reasonable employee in the same situation have resigned? Thus, while quiet firing often avoids the overt declaration of dismissal, it may nonetheless constitute a de facto termination if it satisfies the elements of constructive discharge. B. Discrimination and Retaliation: Statutory Protections Against Targeted Exclusion Quiet firing can also be illegal if it involves discriminatory intent or retaliatory motivation. Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) prohibit adverse employment actions—including subtle ones—against employees based on race, color, religion, sex, national origin, age (40+), or disability. Discrimination does not have to manifest through explicit termination or slurs. Courts have recognized that a pattern of hostile conduct, exclusion, or deprivation of opportunities can itself be discriminatory, especially when applied disproportionately to protected employees. For instance: - If an older employee is sidelined in favor of younger colleagues, quietly removed from meaningful tasks, and denied mentorship or advancement, this may substantiate an age discrimination claim under the ADEA. - If a female employee is marginalized after returning from maternity leave, it may violate both Title VII and the Family and Medical Leave Act (FMLA). In cases of retaliation, quiet firing may occur after an employee has engaged in a protected activity—such as filing a harassment complaint, reporting illegal conduct (whistleblowing), or requesting a disability accommodation. Federal and state laws protect against such retaliation even when the adverse employment action is subtle or cumulative. A landmark case, Burlington Northern & Santa Fe Railway Co. v. White (2006), broadened the definition of retaliation under Title VII, holding that any employer action that could dissuade a reasonable employee from engaging in protected activity may qualify—even if the action does not affect the employee's job status or pay. This precedent makes it clear: even passive-aggressive or non-confrontational forms of workplace hostility can breach federal anti-discrimination and anti-retaliation laws. C. Breach of the Implied Covenant of Good Faith and Fair Dealing While at-will employment contracts typically afford employers significant discretion, certain jurisdictions—particularly California and other more employee-friendly states—recognize a common-law doctrine of good faith and fair dealing in the employment context. Under this doctrine, neither party to a contract may act in a way that deprives the other of the benefits of the agreement. In employment cases, this can apply when: - An employee is induced to remain with promises of career growth or stability, only to be deliberately pushed out without cause - An employer uses bad-faith tactics—e.g., punitive demotions, manufactured performance reviews, or professional isolation—to avoid paying severance, bonuses, or accrued benefits The breach of implied good faith often overlaps with constructive discharge, but it adds a contractual dimension, allowing wronged employees to claim breach of contract in addition to tort or statutory damages. A classic example is Cleary v. American Airlines, Inc. (1980), where the California Court of Appeal held that an employer who terminates an employee in a manner that violates established fairness expectations may breach the implied covenant of good faith. Although this protection is not uniformly recognized across all states, it offers a powerful judicial tool in cases where the quiet firing strategy undermines trust and mutual expectations in the employment relationship. D. Tortious Infliction of Emotional Distress and Workplace Harassment In rare but extreme cases, quiet firing may also expose employers to liability for intentional infliction of emotional distress (IIED), especially when the conduct is outrageous, targeted, and sustained over time. While courts set a high bar for these claims, situations involving public humiliation, isolation, and psychological manipulation have occasionally met the threshold. If the quiet firing conduct intersects with workplace harassment, particularly of a sexual, racial, or retaliatory nature, then additional legal recourse may be available under harassment statutes. The key is whether the employer's behavior was not only unfair or unethical but also egregiously harmful or abusive by legal standards. While quiet firing may appear to be an employer’s attempt to sidestep formal termination procedures, it is far from legally risk-free. The underlying intent, the discriminatory or retaliatory context, and the degree of psychological coercion can elevate quiet firing from a management tactic to a legally actionable wrong. U.S. employment law, despite its permissiveness in certain areas, contains numerous doctrines that—when read together—afford substantial protections against subtle forms of forced resignation. Thus, quiet firing is not inherently illegal, but its implementation can easily cross legal boundaries, particularly when it operates as a disguised form of discrimination, retaliation, or constructive dismissal. Employers should be cautious; silence is not always a shield. The absence of a pink slip does not guarantee the absence of liability. III. Ethical vs. Legal: The Moral Tension While quiet firing may sometimes avoid violating the letter of the law, it often violates its spirit. Ethically, it reflects poor leadership, a toxic work culture, and a failure of communication. It fosters fear, anxiety, and resentment—not only in the targeted employee but also among the broader team, who may feel insecure about their own standing. Furthermore, it undermines the principles of transparency and fairness, which are vital in maintaining trust within a workplace. A responsible employer should engage in honest dialogue, performance improvement plans, and clear expectations, rather than resorting to subversive tactics. Even when not legally actionable, quiet firing can result in reputational damage, loss of talent, and reduced employee morale.

IV. Preventive Measures and Legal Recourse

Quiet firing, by its very nature, operates in subtle shadows—rarely declared, often denied, and usually lacking formal documentation. This makes it challenging for employees to confront and for employers to defend against when challenged in legal or ethical terms. However, both parties—employees and employers—have specific responsibilities and strategic recourses that can either mitigate harm or forestall liability. A. For Employees: Navigating and Responding to Quiet Firing Employees who suspect they are being quietly fired—gradually marginalized, stripped of responsibilities, excluded from essential communications or meetings, or unfairly evaluated—must act with clarity, strategy, and documentation. Emotional distress is common, but legal action depends on evidence, procedure, and professional response. 1. Document Everything Perhaps the most critical defensive measure is the creation of a comprehensive personal record of workplace interactions and treatment. Documentation transforms a narrative of grievance into a legally relevant chronology. Employees should maintain: - Email records indicating abrupt changes in tone or exclusion from prior responsibilities - Performance reviews that reflect inconsistency or sudden decline unsupported by facts - Meeting invitations or omissions that show exclusion from core discussions - Memos, internal reports, or messages that reflect a shift in supervisory tone or treatment This evidence is foundational for establishing patterns that could later support claims of constructive discharge, discrimination, or retaliation. 2. Seek Human Resources (HR) Intervention Before escalating to legal channels, employees should utilize internal procedures. Filing a formal complaint or requesting a meeting with HR serves several functions: - It places the employer on notice, which may curtail further adverse actions - It creates an internal record of the employee’s concern and the employer’s response - It opens the door for mediation or corrective measures, especially in organizations that value retention and compliance While some HR departments may be institutionally biased toward management, they also bear legal responsibilities and often prefer resolution over litigation risk. 3. Consult Legal Counsel Where the pattern of adverse treatment continues or intensifies, and particularly where it intersects with legally protected characteristics or behaviors, employees should consult an employment attorney. Legal counsel can: - Analyze the evidentiary strength of a potential case - Identify whether quiet firing rises to constructive discharge under relevant case law - Advise on the timing and content of any resignation letter (which can be crucial in proving coercion) - Assist in negotiating severance or pursuing claims for back pay, reinstatement, or damages The involvement of an attorney often signals seriousness, prompting some employers to settle or adjust their behavior preemptively. 4. File a Complaint with a Government Agency If internal and legal consultation efforts do not yield results—or if the quiet firing involves discriminatory or retaliatory motives—employees may file a complaint with the appropriate governmental body. In the United States, this includes: - The Equal Employment Opportunity Commission (EEOC) for discrimination or retaliation based on race, color, sex, religion, national origin, age, or disability - State Fair Employment Practices Agencies (FEPAs), which often offer quicker processing or broader local protections - The Department of Labor (DOL) for wage, hour, and family/medical leave violations - The Occupational Safety and Health Administration (OSHA) for whistleblower retaliation related to workplace safety These agencies may investigate, mediate, or pursue enforcement actions, providing employees with external validation and a formal record of alleged mistreatment. B. For Employers: Mitigating Risk and Promoting Fair Practice While quiet firing may seem convenient for avoiding confrontation or reducing severance obligations, it is a legally perilous and ethically dubious approach to workforce management. Employers who ignore the implications risk not only legal exposure but also reputational harm and the deterioration of workplace culture. 1. Maintain Transparent Performance Management Systems Clear, consistent, and documented performance management practices are the cornerstone of both legal defense and ethical integrity. Employers should: - Define job expectations in writing - Conduct regular performance evaluations with measurable criteria - Provide constructive feedback, including clear guidance for improvement - Ensure that evaluations are consistent with day-to-day treatment and assignments When an employee is underperforming, the organization should initiate a Performance Improvement Plan (PIP) with explicit goals, timelines, and consequences. Quiet marginalization in place of formal correction can easily be construed as bad faith. 2. Promote a Culture of Feedback and Dialogue A healthy organizational culture minimizes the conditions that give rise to quiet firing. Supervisors should be trained to: - Provide direct but respectful communication about concerns - Recognize implicit bias and avoid subjective or discriminatory standards - Document concerns contemporaneously, rather than retroactively justifying terminations - Encourage employee feedback, including anonymous or third-party options Workplace surveys, transparent promotion criteria, and mentorship programs help ensure that issues are addressed early, rather than festering into legal disputes or morale crises. 3. Educate Managers on Legal Compliance Many instances of quiet firing stem not from malicious intent but from ignorance or poor management training. Human resources departments should conduct regular legal compliance workshops on: - Anti-discrimination and anti-retaliation laws - Constructive discharge standards - Accommodation requirements for disabilities or medical leave - Whistleblower protections Managers must be made aware that subtle forms of exclusion or undue criticism—if targeted or sustained—can be legally actionable even in the absence of formal termination. 4. Establish Fair Exit Processes When employment must end, employers should favor transparent exit strategies. Offering: - Exit interviews - Severance packages with confidentiality agreements - Acknowledgement of service (when appropriate) These steps foster goodwill, reduce post-employment litigation risk, and demonstrate institutional maturity. Quiet firing is a practice born of avoidance—of confrontation, compensation, and often legal compliance. But avoidance is neither a shield from the law nor a substitute for ethical leadership. Employees must recognize their rights and act decisively when those rights are undermined through passive-aggressive tactics. Read the full article

[literaturereviewhelp]

Professional nursing is an art and applied science. It is essential tocreate high-achieving learning environments for nursing students, where the most advanced curriculum and instruction techniques combine to support learning. In a high-achieving learning environment, the professional nursing faculty need to engage students in utilizing their critical thinking, creativity, problem-solving, effective communication skills, and also take initiatives to developing in the students the sensitivity to cultural diversity in delivering therapeutic care. Nursing practice is enhanced through inquiry, advocacy, and community involvement. Modern nursing is changing with new roles and working practices. They are leaders, coordinators, teachers and practitioners. There is still a need for nurses to care for patients in hospitals, but much nursing practice now takes place in the GP surgery, in peoples homes and in specialist clinics in the community. Role of qualified nurse in supporting nursing students Qualified nurses play a significant role in educating nursing students and other health professionals. They are the role models for the student nurses who have entered this profession keeping in view to excel in the nursing profession. Many of the qualified nurses feel mentoring very rewarding and most of them will be involved in teaching and supervising students on practice placements. Qualified nurses need to learn new skills and take more responsibilities and show the way to the students. The lecturer-practitioner role also allows qualified nurses to combine an interest in teaching with hands-on practice1. Laschinger (1992) used the Kolb’s learning theory (ELT) to study 179 generic baccalaureate students’ perception of the contributions of different types of nursing learning environments to development of adaptive competences. Nursing learning environments were thought to contribute most to divergent competencies, reflecting the importance of both people-oriented and scientific skills in nursing. However it was found that clinical experience and senior preceptorship experience contributed significantly more to the development of these competencies than typical nursing classes and non-nourishing classes. Besides, the students considered assimilative competencies such as leading and influencing others relatively unimportant to successful functioning in nursing learning environments. The preparation for the practice of professional nursing occurs in the early training program for nurses that integrates liberal arts and sciences, as well as nursing theory and practice. Besides this program need to develop altruistic values, an understanding of and appreciation for the social and ethical issues of life in a global society, the conceptualization and synthesis of general education and nursing knowledge and the development of affective, cognitive, and psychomotor skills and behaviors to function as a caring, beginning practitioner in nursing. Learning environment for student nurses Teaching and learning is a dynamic, collaborative, reciprocal life-long process of growth arising from interaction between teacher and the student. Teaching faculty is responsible for guiding learning activities, which create an environment that is conducive to learning and valuing of self as a basis for caring for others among the nursing students. In addition, they provide opportunities to practice skills, and offer positive reinforcement as motivation for learning. As a diverse group of scholars, both the teaching faculty and the students interact with the environment bringing a variety of orientation influenced by factors such as previous experience, lifestyles, and desires for achievement. Recognizing these differences it is essential to provide opportunities to validate prior learning. In this context it becomes essential that instructional strategies should be designed to respond to individual differences. As the nursing students actively participate in the teaching- learning process, they become more independent, self-directed, and creative in meeting their learning needs. Critical thinking and self-evaluation are integral elements in the teaching – learning process. The nursing program need to create a climate and learning experiences that will facilitate the development and synthesis of knowledge, skills, and values wherein graduates of the program will utilize critical thinking skills when applying knowledge from the biophysical and behavioral sciences, humanities and nursing, to the care of individuals, utilize therapeutic nursing interventions through the nursing process in providing health care with respect for the worth and dignity of persons at any point along the wellness-illness continuum throughout the life cycle Read the full article

[ahealth-life]

https://numberonehealth.co.uk/the-first-4-yoga-sutras-ancient-wisdom-for-modern-practice/ The Yoga Sutras offer deep insights into human consciousness and personal growth. Compiled by sage Patanjali, these ancient teachings have guided spiritual seekers for centuries12.Patanjali's work comprises 196 aphorisms that explore yoga beyond physical postures. The sutras are divided into four chapters, each delving into different aspects of spiritual practice1.Written between 50 BCE and 300 CE, the Yoga Sutras contain timeless wisdom. They continue to inspire modern practitioners seeking inn

[sacreddearmoring]

Sacred Spot Massage: A Tantra Practice for Healing and Transformation in Las Vegas

Sacred Spot Massage is a profound healing practice rooted in Tantric traditions, designed to release emotional blockages and awaken energy centers within the body. This comprehensive overview explores what this practice entails according to its originator, Charles Muir from Source Tantra, and where individuals can experience it in Las Vegas.

The Origins and Definition of Sacred Spot Massage

Sacred Spot Massage was developed and refined by Charles Muir, who is widely recognized as the pioneer of the Modern Tantra Movement in the United States. In 1978, Muir originated the "Tantra: The Art of Conscious Loving" format, which included Sacred Spot Massage as one of its cornerstone practices. Since then, this technique has become fundamental in the curriculum of most Tantra educators worldwide.

According to Source Tantra and the Sacred Dearmoring website, Sacred Spot Massage is not simply a physical massage but rather a deeply energetic, emotional, and spiritual healing practice1. It's a form of Tantric bodywork specifically focused on clearing blocked energy in the pelvic region—an area where many people unknowingly store past trauma, suppressed emotions, and limiting beliefs about intimacy and pleasure.

Core Purpose and Philosophy

The primary philosophy behind Sacred Spot Massage centers on the understanding that:

"When we truly listen to the body, it tells us where healing needs to happen. Sacred Spot Massage is about honoring the body's wisdom and allowing suppressed emotions and energy to be released with love and care."

This practice is designed to achieve several therapeutic outcomes:

Release stored trauma and emotions from the body

Awaken deep layers of pleasure and self-awareness

Rewire the nervous system for deeper connection and intimacy

Restore a sense of empowerment and sovereignty over one's sensuality

Cultivate full-body energetic activation and Kundalini flow1

Importantly, Sacred Spot Massage is not focused on goal-oriented release but rather on creating a safe space where healing, exploration, and surrender can naturally unfold.

The Transformative Benefits of Sacred Spot Massage

The Sacred Dearmoring website highlights four key benefits of Sacred Spot Massage:

1. Healing Emotional and Energetic Blockages

Through conscious, loving touch, guided breathwork, and presence, this practice releases deep-seated trauma, shame, and emotional pain that may be stored in the body. Many people experience a profound sense of relief and liberation after a session.

2. Awakening Sensual Energy in a Safe, Sacred Way

Many clients seek Sacred Spot Massage feeling disconnected from their bodies and their pleasure. This work helps reclaim connection to sensuality in a way that feels nourishing, empowering, and healing—rather than simply pleasure-focused.

3. Activating Kundalini Energy & Spiritual Awakening

Kundalini energy is described as the body's natural life force—the energy of awakening, transformation, and vitality. When energy is blocked, one may feel tired, stuck, or disconnected. Sacred Spot Massage can activate and guide Kundalini energy through the body, creating deep expansion, bliss, and heightened awareness.

4. Cultivating Deeper Connection with Oneself and Partners

For couples, this experience can be deeply bonding and intimate. Learning Sacred Spot Massage together allows exploration of new depths of intimacy, trust, and energetic connection.

Sacred Spot Massage in Las Vegas

For those seeking Sacred Spot Massage in Las Vegas, Sacred Dearmoring appears to be the primary provider based on the search results. Their website (www.sacreddearmoring.com) offers comprehensive information about their services. Sacred Spot is essentially a Yoni Massage for Women or Prostate Massage for men, but in the methodology taught by Charles Muir.

The practitioner at Sacred Dearmoring is described as "a highly trained Tantra practitioner in Las Vegas, and Certified Tantra Educator". It's worth noting that according to the information provided, "only a Certified Tantra Educator (CTE) can officially offer a Sacred Spot Massage".

What to Expect in a Sacred Spot Massage Session in Las Vegas

A typical Sacred Spot Massage session at Sacred Dearmoring follows a four-step process:

Step 1: Intention & Grounding

The session begins with a relaxed conversation, breathwork, and intention setting, allowing clients to feel completely safe, seen, and at ease.

Step 2: Energy Activation & Sacred Touch

Through gentle, conscious touch and guided breath, the practitioner awakens energy centers, relaxes the nervous system, and prepares the body for deeper healing.

Step 3: Sacred Spot Healing & Release

With presence, patience, and deep respect, the practitioner engages in Sacred Spot touch that helps to release stored emotions, pain, or blockages, allowing energy to flow freely once more.

Step 4: Integration & Deep Relaxation

The session concludes with grounding techniques, energy balancing, and integration, leaving clients feeling renewed, expanded, and deeply at peace.

Conclusion

Sacred Spot Massage, as developed by Charles Muir and offered at Sacred Dearmoring in Las Vegas, represents a profound approach to healing, self-discovery, and energetic awakening. This practice stands apart from conventional massage by focusing specifically on releasing emotional and energetic blockages stored in the pelvic region.

For those interested in experiencing Sacred Spot Massage in Las Vegas, Sacred Dearmoring offers private sessions that can be booked through their website. They emphasize that all sessions are by appointment only, ensuring a personalized and intentional experience.

Read more . . . Sacred Spot Massage

[kamacalm]

https://kamacalm.co.uk/2024/11/01/what-is-the-definition-of-massage-therapy-understanding-the-basics/ Massage therapy is a popular complementary medicine practice1. It treats muscle pain and stiffness through kneading, rubbing, and pressing different muscle groups2. This technique also helps with mental and emotional issues like stress and anxiety2.Massage therapy promotes relaxation and calmness1. It's often used alongside traditional medical treatments. Its growing popularity reflects its effectiveness in managing various health concerns.Introduction to Massage TherapyMassage therapy is a holi

[demonofdebauchery69]

Agnes anatomy practice1 by Mishai

[irisss9]

Concept for practice one

[transflynnscifo]

is/at spoilers

so like i already knew of silly portrait names like maybeweshould but i did not know that the "companion" sprite to it (wink) is actually named practice1 until a few hours ago. so thats just been occupying a significant portion of my brain tonight

i looooove silly names to files in games. i know there must be more that i havent seen yet. but soon ill uncover the knowledge

[zashin87]

Edc practice1

[starksolid]

Science Meets Spirituality: Unveiling the Benefits of Joe Dispenza Meditation

Table of ContentsWhat Is Joe Dispenza’s Meditation?Rewiring Your Reality with Joe Dispenza’s MeditationSome of the meditation types offered by Joe Dispenza include:1- Meditations for Breaking the Habit of Being Yourself:2- Guided Visualizations:3- Breathwork Meditations:Embarking on Your Journey: Starting Your Joe Dispenza Meditation Practice1- Explore Joe Dispenza’s Work:2- Choose Your…

[thellawtoknow]

The Fraud Triangle as a Legal Problem: Intersections of Motive, Opportunity, and Rationalization

The Fraud Triangle as a Legal Problem: Intersections of Motive, Opportunity, and Rationalization I. Pressure: The Subjective Drive and Legal ResponsibilityLegal Irrelevance of Subjective Pressure to Guilt Pressure as a Mitigating Factor in Sentencing Systemic Pressure and Structural Inequities Comparative Reflections: Pressure in International and Corporate Law Pressure and the Pursuit of Legal Fairness The Legal Centrality of Opportunity Legal Responses: Governing Opportunity through Compliance and Accountability Vicarious Liability and the Dilemma of Diffused Responsibility Legal Accountability and the Ethics of Organizational Design Toward Legal Design for Anti-Fraud Resilience Opportunity as a Legal and Structural Challenge III. Rationalization: The Psychology of Justification and Legal CulpabilityThe Cognitive Architecture of Rationalization Legal Implications: Parsing Intent and Deception Rationalization and the Doctrine of Diminished Capacity Toward a Jurisprudence of Moral Psychology The Law's Dilemma with Self-Deception IV. Implications for Legal Doctrine and Practice1. In Litigation: A Forensic Lens for Understanding Fraud 2. In Regulation: From Punitive Law to Preventative Architecture 3. In Corporate Governance: From Compliance to Ethical Culture 4. In Legal Education: A Multidisciplinary Imperative Toward a Normative Vision Conclusion The Fraud Triangle as a Legal Problem: Intersections of Motive, Opportunity, and Rationalization Fraud, a deliberate act of deception intended for personal or financial gain, represents one of the most persistent and costly threats to institutions, governments, and societies. While much scholarly attention has been given to fraud from criminological, psychological, and economic perspectives, its legal dimension—particularly through the lens of the fraud triangle—demands deeper examination. Originally formulated by criminologist Donald Cressey in the 1950s, the fraud triangle posits that three elements—Pressure, Opportunity, and Rationalization—must simultaneously exist for fraudulent behavior to occur. While this model is often applied in the context of forensic accounting and corporate compliance, it also raises compelling questions about culpability, legal responsibility, systemic regulation, and the adequacy of legal mechanisms in both preventing and punishing fraud.

This essay explores the fraud triangle as a legal problem, examining each of its components in relation to criminal and civil liability, corporate governance, evidentiary challenges, and broader legal theory. It aims to bridge psychological insight and legal accountability, arguing that a nuanced legal framework must be capable of addressing not only fraudulent acts but the complex conditions under which such acts arise. I. Pressure: The Subjective Drive and Legal Responsibility The first vertex of the fraud triangle—pressure, sometimes referred to as incentive or motivation—serves as the psychological and circumstantial impetus behind the commission of fraudulent acts. At its core, pressure reflects a perceived necessity to resolve a problem that cannot be shared or addressed through legitimate means. In practice, this element is often rooted in financial strain (e.g., debt, bankruptcy, poverty), career stress (e.g., meeting quotas, performance targets), personal vices (e.g., gambling addiction, substance abuse), or even socio-cultural expectations (e.g., maintaining a certain social status or fulfilling familial obligations). In corporate contexts, pressure may derive from high-stakes environments where failure is equated with personal ruin, particularly in hierarchical or overly competitive systems. Legal Irrelevance of Subjective Pressure to Guilt In criminal law, pressure is rarely—if ever—recognized as a defense to fraud. The foundational principle here lies in the distinction between motive and intent. While motive may explain why an individual acted, it does not alter what they intended. Fraud, as a crime of intentional deception, requires that the perpetrator knowingly misrepresented a material fact with the purpose of securing an unlawful gain. This mens rea, or guilty mind, is satisfied regardless of whether the individual was under personal, familial, or financial pressure at the time. This doctrinal position is based on the necessity of preserving the rule of law and maintaining a general deterrence function. Allowing pressure to absolve criminal liability would open floodgates to endless justifications and could potentially erode the boundaries of responsibility. Courts, therefore, often note that while pressure might contextualize the behavior, it does not negate its criminal character. Pressure as a Mitigating Factor in Sentencing Nevertheless, legal systems do make room for human vulnerability within the sentencing phase. Under U.S. Federal Sentencing Guidelines, for instance, judges may consider the "nature and circumstances of the offense and the history and characteristics of the defendant" (18 U.S.C. § 3553(a)). This includes taking into account whether the defendant acted out of personal financial desperation, was under coercion (albeit not to the legal threshold of duress), or experienced mental or emotional difficulties at the time. Similar principles are present in civil law systems, especially those influenced by continental European jurisprudence, where individual culpability is assessed in light of both objective harm and subjective blameworthiness. In some cases, this has led to partial leniency, particularly in jurisdictions with restorative justice frameworks or rehabilitative sentencing philosophies. Yet even here, a clear boundary is drawn: mitigation does not mean justification. A person who steals to feed their family may receive a reduced sentence, but the act of fraud itself is not legitimized. The legal approach insists on retaining the moral and civic norm that fraud is wrong, even when committed under pressure. Systemic Pressure and Structural Inequities The legal treatment of pressure becomes more complex when viewed from the lens of systemic inequity. In many cases, fraudulent acts are committed not in isolation, but within oppressive socio-economic frameworks that generate and perpetuate desperation. Consider, for instance, an employee who manipulates financial records to avoid being fired in an environment with no labor protections, or an unemployed individual who falsifies documents to access public benefits after being denied assistance through bureaucratic failure. Here, law is confronted with a normative dilemma: how to uphold justice when the conditions prompting fraud are themselves unjust. Critics of rigid legal formalism argue that a purely punitive approach ignores the structural violence embedded in modern economic systems. In response, some jurisdictions have experimented with problem-solving courts and context-sensitive jurisprudence, which assess crimes like fraud not solely on individual intent but in light of broader social causality. This raises profound questions about the purpose of law. Should it operate as a neutral arbiter of actions, or also as an instrument of social redress? The fraud triangle, when infused with legal meaning, reveals the importance of calibrated justice: one that acknowledges the reality of human pressure but insists on accountability nonetheless. Comparative Reflections: Pressure in International and Corporate Law In international criminal law, pressure plays a slightly different role, often as a potential excuse or mitigating circumstance in cases involving state coercion or wartime decisions. Although far removed from typical financial fraud, this comparison demonstrates the universal challenge of assessing human behavior under constraint. Similarly, in corporate law, lower-level employees often cite managerial pressure or fear of job loss when explaining fraudulent acts—a pattern particularly notable in scandals like Enron, Wells Fargo, or Wirecard. While these justifications are rarely exonerating, courts may consider whether the individual was effectively coerced by a toxic corporate culture or punitive incentive systems. Some legal theorists have proposed expanding whistleblower protections and compliance reporting precisely to counteract this pressure—recognizing that when internal channels for redress are absent or dangerous, individuals are more likely to resort to fraud as a survival mechanism. Therefore, legal reform in this area must not only punish fraud but also reduce the systemic pressure that incentivizes it. Pressure and the Pursuit of Legal Fairness The concept of pressure, though psychologically compelling and morally relevant, is legally complex. It cannot excuse fraud, lest the legal system sacrifice clarity and deterrence. Yet ignoring it entirely risks treating all wrongdoing as equally blameworthy, regardless of context. The challenge for modern legal systems is thus twofold: to sanction fraud robustly, while also recognizing the human, economic, and systemic pressures that feed it. Legal doctrines must evolve to offer measured responses—firm in principle, but flexible in application. Only by doing so can the law remain both just and humane, guarding against fraud without losing sight of the human condition. II. Opportunity: Systemic Failures and Legal Accountability In the architecture of the fraud triangle, opportunity serves as the practical condition that enables fraudulent conduct. Unlike pressure, which is internal and subjective, opportunity is fundamentally external—an opening in the system that fraudsters can exploit. It is the element most directly tied to institutional structure and, as such, is the point at which law and governance most visibly intersect with the phenomenon of fraud. The Legal Centrality of Opportunity From a legal standpoint, opportunity is the most actionable vertex of the fraud triangle. While motives cannot be criminalized and rationalizations are difficult to detect, opportunity lends itself to objective evaluation, regulatory intervention, and institutional reform. Its legal relevance stems from the fact that it implicates not only the individual perpetrator, but often an entire system of actors and omissions. Opportunities for fraud arise through various systemic weaknesses: - Inadequate internal controls (e.g., lack of segregation of duties, absence of audits), - Deficient corporate governance (e.g., weak boards or conflict-ridden oversight), - Lax regulatory frameworks (e.g., outdated compliance laws or underfunded enforcement agencies), - Cultural complicity (e.g., tolerance for unethical behavior or willful blindness), - Complex legal structures (e.g., shell companies, offshore accounts, and opacity in financial reporting). These systemic cracks not only enable fraud but often shield it from detection, compounding the damage and undermining public trust in institutions. Legal Responses: Governing Opportunity through Compliance and Accountability Modern legal regimes have responded to the opportunity problem with a series of structural reforms aimed at foreclosing access to systemic gaps. Chief among these are landmark legislative frameworks such as: - The Sarbanes-Oxley Act (SOX) of 2002 (U.S.), enacted in the wake of the Enron and WorldCom scandals, which imposes stringent requirements on financial disclosures, auditor independence, and CEO/CFO accountability. It also enhances protections for whistleblowers and mandates internal controls over financial reporting (Section 404). - The UK Bribery Act of 2010, which criminalizes the failure of commercial organizations to prevent bribery unless they can demonstrate that they had adequate procedures in place. - The Foreign Corrupt Practices Act (FCPA), Dodd-Frank Act, and similar instruments that seek to reduce the opportunity for fraudulent practices through heightened transparency, external auditing, and regulatory oversight. Central to these reforms is the notion of affirmative legal obligation: institutions must not only avoid wrongdoing but actively construct compliance architectures that detect, deter, and disclose fraud. This represents a significant shift from the older paradigm of reactive legal intervention to a preventive compliance model grounded in corporate governance theory. Vicarious Liability and the Dilemma of Diffused Responsibility A critical legal challenge arises when opportunity results not from individual malfeasance, but from systemic neglect or distributed incompetence. The doctrines of vicarious liability and respondeat superior (holding an employer accountable for the acts of employees conducted within the scope of their employment) attempt to address this diffusion of responsibility. In practice, however, these doctrines are often blunted by the complexity of modern organizational structures. For example: - Who bears responsibility when a fraud is facilitated by a culture of silence tolerated by mid-level managers, but not explicitly endorsed by the board? - Can a CEO be held accountable for failing to detect a complex scheme orchestrated by subordinates several layers removed? - To what extent is "willful blindness"—a deliberate failure to inquire—legally distinguishable from negligent oversight? The answers to these questions vary across jurisdictions and cases, but they frequently lead to protracted litigation, settlements without admission of guilt, or limited accountability. The case of Wells Fargo, for instance, where employees opened unauthorized customer accounts to meet aggressive sales targets, illustrates how institutional pressure and flawed incentive systems can create opportunity zones that escape traditional liability frameworks. Legal Accountability and the Ethics of Organizational Design The legal issues surrounding opportunity are not merely procedural—they are deeply ethical and philosophical. At stake is the question of institutional responsibility: how far must an organization go to prevent wrongdoing within its walls? This shifts the conversation from criminalizing bad actors to engineering ethical systems. Legal scholars and ethicists argue for a prophylactic approach—not unlike public health—where laws should incentivize risk assessments, culture audits, and robust training programs. This approach is especially important in the age of algorithmic decision-making, where opportunities for fraud may arise from opaque systems (e.g., AI-generated financial reporting, automated approvals) whose creators are far removed from their users. Moreover, the legal system must also recognize the hierarchical asymmetry between corporate actors and regulators. The latter are often under-resourced, facing institutions with vast legal departments, lobbying power, and transnational complexity. As a result, even clear-cut instances of opportunity-driven fraud may remain under-enforced or penalized minimally. Toward Legal Design for Anti-Fraud Resilience The solution lies in integrating legal duty into organizational architecture. Laws should mandate: - Risk-based compliance programs tailored to specific industries and company sizes; - Board-level responsibility for fraud prevention (e.g., compliance committees with independent oversight); - Transparent internal reporting systems, with whistleblower protections and incentives; - Third-party auditing, not chosen or paid by the entity under review; - Cross-jurisdictional cooperation, especially for transnational corporations exploiting legal arbitrage. Additionally, shareholder activism and civil society watchdogs must be legally empowered to monitor and challenge systems that perpetuate opportunity without accountability. Legal regimes should not wait for fraud to occur—they must pre-emptively seal the cracks through which it enters. Opportunity as a Legal and Structural Challenge In sum, opportunity is not merely a passive condition—it is a legal problem rooted in institutional design, regulatory efficacy, and the moral priorities of governance. To treat it merely as circumstantial is to ignore the architectonic dimension of fraud: that the systems we build either constrain or enable misconduct. The law must, therefore, evolve beyond punishing fraudulent acts to anticipating and eliminating their enablers. This is a task not only of enforcement but of legal imagination, calling for a proactive, systemic, and ethically grounded approach to organizational responsibility. III. Rationalization: The Psychology of Justification and Legal Culpability The third vertex of the fraud triangle—rationalization—is perhaps the most elusive and philosophically charged. Read the full article

[yuxiang-kang2024]

Journey of Discovery:

The Making of 'The Book of Destroy'

In my SEM A practice1, I crafted an illustrated book titled 'Book of Destroy.' Throughout the creation process of this project, the skills learned in research methodology greatly facilitated my completion of this endeavor. This picture book is not merely a product of imagination; it also validates the practical application of research methodology in the artistic creation process.

The project commenced with extensive research. I devoted a significant amount of time to literature review. The accumulation of vast knowledge and the secondary research on existing works were crucial to my creative process and played a very positive role. These research methods involved not just reading but actively engaging with existing literature and creations. Critical thinking enabled me to comprehend and filter meaningful ideas and connect them to my project.

Research methods, especially literature reviews, have become tools for my creation. They help me deconstruct complex ideas and identify the core elements of a theme. This process was not just about gathering information; it also sought inspiration and direction for my creation. I particularly enjoyed conducting a literature review before starting the drawing phase of the project. It was a particularly meaningful activity that quickly helped me identify key issues and themes related to my project. This was not just a research step but a creative strategy, guiding me to identify a design problem and a gap in knowledge, and aiding in conducting primary research.

The transition from research to the actual creation of 'Book of Destroy' was a transformative process. Every decision, from color selection to illustration style, and narrative approach, was influenced by my research findings. This book was not just an illustration project; it also demonstrated how research methods could guide and enrich creative work.

Looking back at this project, 'Book of Destroy' has proven the significance of combining research and creativity. This project taught me that research methods are not just for academic papers; they can be fundamental tools for any creative work. Especially literature review, which is a critical step that helped me define the theme of the creation and find the knowledge gap.

The creation of 'Book of Destroy' was an important learning experience. It showed me the importance of research in the creative process. In my academic and creative journey, I will continue to use the research methods I have learned. This project taught me that a good creative work requires thorough research and thoughtful design.