Electronic Patient Scheduling System

All potential stakeholders and/or users will give input regarding which software they feel will best suit the clinic's needs. Constraints: The scheduling system must update on all department computers after any new entry has been made. The system must be operational by December 20th, 013. The system must know average appointment times for all types of visits to avoid over booking patients. The system must alert users of cancellations or changes so 3. Perform fact-finding: Analyze the organizational chart of the clinic to determine stakeholders and/or users. Interview receptionists, nurses, doctors and assistants.Review the current paper patient appointment scheduling method. Observe the clinics operations for a day. Survey receptionists, doctors, nurses and assistants on what expectations they may have for an electronic patient appointment scheduling system. Identify the costs of the new electronic system. . Study usability, cost, benefit and schedule data: Analyze the interview info rmation. Analyze the user surveys. Analyze observation notes to highlight key facts. Compare cost data. 5. Evaluate feasibility Operational Feasibility: Will the clinic users be able to effectively use the new system?Will extra training be needed for computer and software use? The IT department will work with all users through hands on training to make sure that everyone understands the new system. Technical Feasibility: Does the clinic have the necessary software, hardware, equipment and networking resources available for the new system? Does the current system need to be upgraded to handle the change effectively? Heartfelt will upgrade their current computers. Networking resources are currently in place and new software will be purchased.Economic Feasibility: Can the clinic afford the new patient appointment scheduling software? Can the clinic afford training for the users? Can the clinic afford new equipment if needed? The clinic has been diligent in staying within the allotted b udget. Training and software will be purchased once all measures have been set in place. Schedule Feasibility: Can the clinic stakeholders' timeline of December 20th, 2013 be met? . Present recommendations to management: I will prepare a written preliminary investigation report and present all of my findings to the clinic stakeholders.Some items to be included: Introduction-overview of the report; Systems Request Summary-basis of the systems request; Findings-results of preliminary investigation and Time and Cost Estimates-cost of acquiring and installing the new system and total cost of ownership during the life of the system. Systems Review: The current patient appointment scheduling system at Heartfelt Clinic is paper based. The clinic started out as a small clinic, but it is centrally located nd has since grown tremendously.

Life of Pablo Friere

Based on the demands of our educational system, our society is forced to conform to the level of education that they want us to be at. This educational distortion is beneficiary to the educator's realm and the way of governing education . We are seen as merely objects rather than subjects and are fed only facts/information that the educator only wants us to memorize not actually comprehend it or even ask questions or give our opinions to given facts/information. This is what makes the educator the oppressor and us the oppressed. Paulo Freire's â€Å"Pedogogy of the Oppressed† deals with the concept of oppression in the school system and suggests an alternative method of education. There is an absolute need for students to â€Å"Tear down the wall† (Pink Floyd) of conformity in education and express their individuality. Education in itself can be a contradiction. The teacher (oppressor), is there to educate/teach the student (oppressed) but is he really? As Freire indicates â€Å"Narration (with the teacher as narrator) leads the students to memorize mechanically the narrated content. Worse yet, it turns them into â€Å"containers,† â€Å"receptacles† to be â€Å"filled† by the teacher. The more completely she fills the receptacles, the better a teacher she is. The more meekly the receptacles permit themselves to be filled, the better students they are.† (67). He also goes on to say â€Å"Education thus becomes an act of depositing, in which the students are the depositories and the teacher is the depositor. Instead of communicating, the teacher issues communiques and makes deposits which the students patiently receive, memorize, and repeat.†(67), and he refers to this as the â€Å"banking system† where the student goes â€Å"only as far as receiving, filing, and storing the deposits.†(68). This â€Å"banking system† method of teaching, really is not teaching the student(oppressed), but rather they are given facts/information by the teacher(oppressor) that they do not fully understand, and so there really is no learning. Also the â€Å"banking concept† holds the student down because he is told what to learn, and he is not allowed to work to his full capacity. It is because if this that the student lacks â€Å"creativity, transformation, and knowledge in this (at best) misguided system.†(68). If this type of educational method keeps on, then there will be no change, therefore the minds will be filled with facts/information that the student will not always understand. This â€Å"banking concept† method of education also keeps a restraint to knowledge for the student to a certain level because it doesn't give the student initiative, motivation, and drive to actually go out and want to learn. In other words this isn't the way to go about education. As Freire states â€Å"This solution is not (nor can it be found in the banking concept. On the contrary, banking education maintains and even stimulates the contradiction through the following attitudes and practices, which mirror oppressive society as a whole:†(68). They are as follows: â€Å"(a) the teacher teaches and the students are taught (b) the teacher knows everything and the students know nothing (c) the teacher thinks and the students are thought about (d) the teacher talks and the students listen–meekly (e) the teacher disciplines and the students are disciplined (f) the teacher chooses and enforces his choice, and the students comply (g) the teacher acts and the students have the illusion of acting through the action of the teacher (h) the teacher chooses the program content, and the students (who were not consulted) adapt to it (i) the teacher confuses the authority of knowledge with his or her own professional authority, which she and he sets in opposition to the freedom of the students. (j) the teacher is the Subject of the learning process, while the pupils are mere objects.†(68-69). Freire suggest that the educational system use an alternative method of teaching. He calls this â€Å"problem posing† education. Freire goes on to say â€Å"Those truly committed to the banking concept in its entirety, adopting instead a concept of women and men as conscious beings, and consciousness intent upon the world. They must abandon the educational goal of deposit-making and replace it with the posing of the problems of human beings in their relations with the world. â€Å"Problem-posing† education, responding to the essence of consciousness-intentionality-rejects communiques and embodies communication.†(74). Freire suggests that the students(oppressed) must break free from this system of things and liberate themselves and free their minds. â€Å"Problem-posing† is an excellent way to break free from oppression in our educational system. Freire suggests that â€Å"Indeed, problem-posing education, which breaks with the vertical patterns characteristic of education, can fulfill its function as the practice of freedom to overcome the above contradiction.†(74). The oppressed, once free, experience their world, and as a result question it. This is where they break free from oppression and begin the journey to freedom from this restricted educational system that Freire calls â€Å"banking system†. Freire also mentions that â€Å"Problem-posing education, as a humanist and liberating praxis, posits as fundamental that the people subjected to domination must fight for their emancipation. To that end, it enables teachers and students to become Subjects to the educational process by overcoming authoritarianism and an alienating intellectualism; it also enables people to overcome their false perception of reality. The world-no longer something to be described with deceptive words-becomes the object of their transforming action by men and women which results in their humanization.†(79). In other words, based on the â€Å"banking concept†, students are told what to learn and expected to learn it. Being told what to learn creates a necessity to rely on an authoritative figure not only in school but also in life, and reject responsibility. This is what the â€Å"oppressors† want, the â€Å"oppressed† who rely on authority and reject responsibility because that puts everyone under some form of power, and the â€Å"oppressed† are then prepared for the next oppressor. The educational system needs â€Å"problem-posing† methods of teaching because it makes the student becomes a critical thinker, and not only that but no longer becomes an object but rather a being who can share ideas with the teacher. In that fashion of education the teacher could also learn from the student and all can give different input on a given subject. This would allow each student to break the mold and become individual thinkers who can express their knowledge in different ways. Overall the methods used for teaching are very inadequate. Instead of telling the students what is to be memorized, the teachers should apply problem-posing techniques to get the students learning themselves. Once this teaching method can be applied, students shouldn't actually just rely on the facts/information given to them but rather go out and seek and find out for themselves the truth and reality of all things. Everyone Is able to share their ideas and can learn from each other. I feel that Paulo Freire does an excellent job in making us aware of the reality of things in our educational system. I agree with the fact that we should have more of the problem-posing method of teaching, because it will not only involve us and make our ideas heard but will actually expand our way of thinking.

A Multinational state

Through this, each nation is granted with certain powers within the state. The positive side in this is that it is easier to regulate, since these nations manage themselves. However, it could lead to problems resulting to competition between these nations. They should be given proper delimitations to avoid further conflicts (Xhaferi, 1998). Another method to maintain peace in a multinational state is the secession or the withdrawal of a nation within the state. This is achieved by complete separation of the nations. An example would be the separation of Czechoslovakia where Slovakia has seceded thus leaving Czech Republic. The positive side of this secession is that the nations become completely separated. They become individual nations which is greatly different back when they are still merged with the other nations. The problem however, is that division of these nations would take them back to scratch, wherein they would have to work on becoming an individual nation. It is like starting a new country or nation from square one. This would require the attention of the whole nation wherein their cooperation is the biggest help in the success of their newly separated nation. They will also have to work on establishing their international relations (Xhaferi, 1998). There is also another method to maintain peace in a multi-national state. This involves public mobility which could lead to civil wars. This would force the nation to take action which would lead to the formation of federations or the initiation of secession. This would however be very costly as well as damaging for those who will engage in the civil war. A Multinational state Through this, each nation is granted with certain powers within the state. The positive side in this is that it is easier to regulate, since these nations manage themselves. However, it could lead to problems resulting to competition between these nations. They should be given proper delimitations to avoid further conflicts (Xhaferi, 1998). Another method to maintain peace in a multinational state is the secession or the withdrawal of a nation within the state. This is achieved by complete separation of the nations. An example would be the separation of Czechoslovakia where Slovakia has seceded thus leaving Czech Republic. The positive side of this secession is that the nations become completely separated. They become individual nations which is greatly different back when they are still merged with the other nations. The problem however, is that division of these nations would take them back to scratch, wherein they would have to work on becoming an individual nation. It is like starting a new country or nation from square one. This would require the attention of the whole nation wherein their cooperation is the biggest help in the success of their newly separated nation. They will also have to work on establishing their international relations (Xhaferi, 1998). There is also another method to maintain peace in a multi-national state. This involves public mobility which could lead to civil wars. This would force the nation to take action which would lead to the formation of federations or the initiation of secession. This would however be very costly as well as damaging for those who will engage in the civil war.

A Midsummer Night's Dream by William Shakespeare Essay

A Midsummer Night's Dream by William Shakespeare - Essay Example Who hasn’t, in the days when we were young, gone to bed seemingly in love with one person only to awake the next day and find strong emotions in our hearts for someone else? This is irrational, but being irrational and silly has its place within each of us. Few people will admit to being so linear and scientific as to deny their lack of rational control when it comes to love. A Midsummer Night’s Dream is so popular because it reminds us all of those days when we could be irrational and fantastic without feeling the least bit foolish. Like all good literature, I believe the play’s appeal also lies in the characters. Reading the play allows me to see a bit of my own silliness in the situations the characters find themselves. The fantasy of fairies and love potions and enchanted forests is so engrained in our culture that A Midsummer Night’s Dream is exactly the antidote many of need for the sterile scientific world in which we currently live.

The Dock Street Theater Charleston South Carolina Essay

The Dock Street Theater Charleston South Carolina - Essay Example However, the main entrance to the building was built about 46 years later by J.W. Gamble in 1855 Just like it had been named, the hotel was mostly the preserve of planters who travelled to Charleston from South Carolina to take part in horse-racing activities. The hotel was reputable for its classy food and drinks during this period. It is also believed that South Carolina's famous punch was first made here. One peculiarity about this hotel was that in those early days guests passed through the recessed porch with brownstone columns. This led into a lobby that gave access to a grand staircase that ascended to a drawing room. Despite signs of considerable alteration to the interior, the elements of the antebellum hotel remained and were reintegrated for reuse in the building. Following these years of renovation works, a series of additions to the hotel spanning the entire 19th and 20th centuries can be readily identified by the different colorations of the bricks. The history of the Dock Street Theatre also brings to mind the story of Charleston's theater history. In the 1930s, the building had some restoration work carried out by the City of Charleston as a Works Progress Administration project. It was under this project that a large a large section was constructed behind the hotel containing a stage and auditorium characteristic of the 18th century. After this building was finally renovated, it was named after a 1730s theater which stood on the Queen Street side of the building. On the other hand, the theater is said to have been the first building purposefully constructed for theatrical performances in the USA. In the course of this, Planter's Hotel sporadically housed one of the city's theatrical bands, which performed at the nearby New Theatre during the mid-19th century. The most prominent actor of this band was Junius. B. Booth. He was the patriarch of an exceptional group of actors, which included J. W. Booth; the guy who assassinated President Lincoln. Junius Booth, stayed at the Planter's Hotel, and was alleged to have attempted killing his manager in 1838. Today the Dock Street Theatre is home to a community theater group called the Charleston Stage Company, and houses the city's Cultural Affairs office as well as The City Gallery, which is an exhibition space for local artists. Another interesting story about the history of the theater reveals that an announcement in the South Carolina Gazette in 1736 read that a new theater would open in Dock Street. The house later became known as the Dock Street Theatre for the two years it was in operation. It closed in 1738 and got burned in the great Charleston fire of 1740. Two more playhouses were built on or near its site, one in 1754 and a second in 1766, and then a hotel was built in its place. Before becoming a community theater, the city made a move to restore the original theatre, and they rebuilt the building using plaster and woodwork for historic buildings that were being torn down. In 1937, using funds and people from the Works Progress Administration, a same-model of the original eighteenth century interior was constructed inside the crumbling hotel. Owned by the city, the restored theatre opened, as its ancestor had, with a production of The Recruiting Officer. The Dock Street Theatre was an outgrowth of the little theatre movement. So, in 1937, the theater reopened and is today home to the Charleston

Presentation paper Essay Example | Topics and Well Written Essays - 250 words

Presentation paper - Essay Example As technology has brought each country closer in the virtual sense, learning another dialect has evolved into an avenue non-native speakers take to improve their communication skills. Research has shown that many companies prefer hiring applicants who can speak in languages often encountered in their respective industries. As a result, non-native speakers as young as elementary students have been spending thousands of money to immerse themselves in language learning activities to enable them to enter top schools and eventually, gain worthwhile employment. Conversely, the drive for bilingual education has also met opposition from some groups. There are those who believe that in attempting to teach two languages simultaneously, the learner will only improve at a slower pace and might encounter confusion. (Duignan) On the other hand, there are other groups who think that introducing a new language may make the learner forget his native dialect and the culture that comes with it. Ultimately, learning another language will always be beneficial to the learner, especially when started at a young age, because it enhances the learner as a person. Despite the drawbacks other people suppose bilingual education brings, this way of learning appears to be necessary in order to advance in today’s modern

Nuclear plants and seafood safety Dissertation

Nuclear plants and seafood safety - Dissertation Example Contents†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦? List of Figures†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦? List of Tables†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..? Chapter 1 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..8 Chapter 2 Review of Literature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 2.1 Nuclear energy science†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 2.2. Civilian use of nuclear energy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 2.3. Why nuclear energy?.....................................................................13 2.3.1. Fuel Shortage†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..13 2.3.2. Clean Energy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦15 2.3.3. Safe Energy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 2.3.4. Cost-effective Energy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦17 2.4 Nuclear plants: history †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 2.5. Risks of Nuclear Energy†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....19 2.5.1. Radioactive Contamination†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.19 2.5.2. Waste water and materials from nuclear plants†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..19 2.6 Impact of Nuclear Power Plants on Living Organisms in Sea and the Sea Ecosystem†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..23 2.7 Impact of Sea Food which has undergone radioactive contamination on Human Health †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..24 2.7.1 Safe Levels an d... The impact of nuclear plants on seafood safety has of late become a matter of grave concern, especially in the aftermath of Japanese Tsunami disaster and its fall out on the nuclear plants of Japan. Worldwide import ban on Japanese seafood was the immediate response to it. Though it is argued fish can be grown safely in the vicinity of a nuclear plant, the possibility of radioactive contamination cannot be ruled out as was found in the case of Sellafeld nuclear plant. Added to this, the thermal pollution caused by the effluent warm water from the nuclear plants has the potential to destroy the surrounding entire sea ecosystem, as was shown in the instances of massive algal blooms. Above all, the sustaining risk of a nuclear accident and the consequences to sea food, as was shown in the sea food studies in the aftermath of Japan’s Fukushima nuclear plant once again raise the question whether nuclear energy plants could be an option even. When a compilation is made of the availa ble literature on the threat posed by nuclear plants to sea food safety, negatives are found to far outweigh the positives. Notwithstanding many positive aspects of nuclear energy, the recent earthquakes on Japan’s sea coastline and the consequent risks that emerged from Japanese nuclear plants, signifies a need for rethinking on nuclear energy. There is emerging a major shift in the direction of discourses happening on the nuclear energy front in terms of choice and viability.

Study of nti socil behviour nd violent conduct t UK night clubs Essay

Study of nti socil behviour nd violent conduct t UK night clubs - Essay Example Youth-oriented communities s well s dults, tht visit the clubs, crete the tmosphere of love, unity, tolernce nd hppiness tht is expressed through dncing, communiction nd other rnge of ctivities tht my not lwys entil socilly cceptble behviours. s the result of such relxing conditions in night clubs, the number of socil problems my pper. Specificlly, the problem of lcohol misuse nd illegl expnsion of drugs is one of the widely spred chrcteristic of night clubs. Drug use nd lcohol is intended to enhnce clubbers' senstions nd boost their energy so they cn dnce for long periods. While the first problem is generlly cceptble behviour (lcohol is normlly uthorised to sell out in brs of the night clubs), the second problem my led to the vriety of nti-socil behviourl expressions nd violence. Deling ppropritely with the violence cused by the use of lcohol nd drugs is difficult for police. On the one hnd, police often fce substntil pressure from minstrem society to put n end to drugs nd lcohol uthority in night clubs, usully through ggressive lw enforcement. On the other hnd, the tmosphere creted by "esy" (Morris, 1998) drugs nd lcohol is enormously populr mong significnt minority of teengers nd young dults, most of whom re generlly lw biding nd responsible. Strict enforcement efforts cn liente key segment of this popultion from government in generl, nd the police in prticulr. To be sure, lcohol cn pose genuine risks, but those risks re frequently exggerted in the public's mind. It is importnt tht police recognize tht most lcohol-relted hrms hppen to the clubbers themselves, nd while clubbers re not wholly responsible for those hrms, they willingly ssume much of the risk for them. ccordingly, night club prty problems re t lest s much public helth problems s they re crime nd disorder problems. It is criticl to estblish solid bse of fcts bout night clubs-relted hrms in the community, fcts from which to intelligently develop locl policies nd responses. The principl night clubs-relted concerns for police tht re considered to result in nti-socil nd violent behviour re s follows: - drug overdoses nd ssocited medicl hzrds: some drugs when overdosed cn bring to the stte of "shg frenzy", incresing chnces of ctching HIV nd other sexul trnsmitted disesed. (Morris, 1998) - drug trfficking nd the potentil for violence ssocited with it: different wys of drug trfficking my led to misunderstnding between drug delers nd result in nti-socil conducts such s street fights, robberies or murder; - noise (from loud music, crowds nd trffic): usully clubs re situted in one re specificlly llocted for night life; however there re clubs tht my be creted in plces where people live which will cuse problems in terms of noises t night s well s other outcomes of nti-socil behviour resulted from drug nd lcohol use; (Morris, 1998) - driving under the influence: this is the problem tht oftentimes results in cr ccidents. In view of the bove finding nd the resercher's interest in further evlution nd detection of problem re, the proposed explntory reserch study is imed to investigte the following subject: nticiption of nti socil behviour nd violent conduct t UK night clubs Generlly, the problem tht is rised in this pper concerns the connection of lcohol nd drugs use nd violent behviour. From one side it is regrded the problem of using clubbers' drugs rther thn lcohol in

How do organiations deal with the complex issues affecting their Essay

How do organiations deal with the complex issues affecting their smooth running Discuss gendered organisations - Essay Example This discussion implies to understand impact of sociological constructs from a gender perspective in organizational contexts based on various researches and studies. It also explores methods adopted by organizations to deal with sociological implications of gender inequalities. Further, recommendations have been proposed with regards to promoting or enhancing women’s position in attaining professional status in the present and future contexts. Dawe’s (1970; p.214) explanation of sociology draws two distinct aspects, sociology of social systems and sociology of social actions both of which are of opposing nature but concerned with order and control of situations. These two sociological aspects contradict each other in terms of humanity, society and the interrelationships between human beings and society. Dawe (1970, p.214) stated, â€Å"the first asserts the paramount necessity, for societal and individual well-being, of external constraint; hence the notion of a social system ontologically and methodologically prior to its participants; on the other hand the second one reinforces the concept of autonomous man, able to realize his full potential and to create a truly human social order only when freed from external constraint.† Considering organisations as social systems, individual needs were integrated with organisational needs through various approaches that reinforced human relations (Morgan, 1998). Barna rd (1938) defined organisation as a system of consciously coordinated activities of two or more persons (Rainey, 2009; p.35). applying Dawe’s (1970) postulation on sociology of systems and sociology of actions to organisations, as defined by Barnard (1938), a clear link can be established on the influence that organisational actions can create on systems and vice versa. Organisations play a significant role in shaping the society in terms of gender, race, class, political power, economic status, sociocultural influence etc (Handel, 2003;

The Kamba community in Kenya Essay Example for Free

The Kamba community in Kenya Essay Dreams are part of human beings since everyone has them from time to time. They are interpreted differently in many cultures and so their meaning differ with different people. However dreams are connected to the spirituality. Some dreams come as warnings; others come from what the person has been indulging in when they were awake during the day. For example someone could have watched a horror movie during the day and so when he/she goes to bed he/she gets a nightmare; meaning a replay of the day’s activity takes place. Many times people dream and by the morning they can hardly recall what the dream was about. Other people have dreams and exactly how the dream had come something happens in the real life. In some cultures cleansing rites are performed in the homestead when certain dreams come. This is said to appease the spirits and avoid some bad dreams coming into a reality. I will want to focus on an African culture a Kenyan one. Dreams with dead people are considered a bad omen especially if there was physical contact in the dream. It is believed that if cleansing is not done immediately, the person who dreamt or a close family member would soon die. Cleansing involves slaughtering a goat or a sheep and all the blood sprinkled to the spirits (sprinkling to the ground as they talk to the unseen spirits trying to ask for protection) If a person dreams with a snake this is more serious for it is believed that the spirits are not pleased with that family and therefore what follows is a meeting of the elders and the family members and try to search for an answer to who could have wronged the spirits. Dreams of water are considered as good ones and that the person’s spiritual life is clean. If a person dreams with some food such as eating meat in the dreams; this is said to have no remedy, for sure a close person will definitely die. This community takes it that if a person can hardly remember a dream then it is not an important dream and no one dwells there. Interestingly they believe that if by any chance a dream with a deceased person who died at an elderly age, and the in the dream this deceased person asks for anything, and then effort to give the request will be made. (Usually the naming in this community repeats such that if a boy is born the first one in a family he automatically gets the grandfather’s name). So in this case if the old man dies and comes in a dream and asks for anything it is going to be given to this boy – his namesake. There is no known elderly person who died without a namesake and they also say if that would happen then the request would be taken to the grave of the dead person. They also believe that if someone dreams with a small baby then there is certainly going to be an addition in the family either the extended family or the nuclear one. They look at dreaming with livestock as a sign of wealth. This community has belief in dreams involving certain numbers. They don’t take dreaming with a number seven as a positive thing – it is a sign of war. Dreams of fire or smoke are taken as a sign of extra ordinary power. Dreams involving spears, arrows and shield are usually perceived as clear indication of a raid probably from the neighboring tribe. This calls for night patrolling, making cattle sheds stronger so the enemy doesn’t manage to carry the raid operation easily. It is all spiritual based. In the next page I will look at another culture and their understanding of dreams which will be little bit different from this one. Although this is a community in the same country when it comes to dreams and interpretation it is different but the common ground is that both communities see dreams as spiritual messages. The Kamba community in Kenya looks at dream with a dead person very positively. They believe the dead usually returns into this life only in a dream to especially advise those who were left behind and are loved by him (the dead). For this reason the person will keenly try to remember all the details that were said in the dream and follow them to the letter. He will also make it known to the people concerned what the messages were and what is expected of the living by the dead. This has been critical because I have seen people move from place to place because their ancestors visited them in the dreams and asked them to leave. This particular community would have no interest in any dream that involved cattle. They really consider a dream involving a calabash/guard as a very bad thing, since they believe that someone is trying to bewitch them. They will sell anything they have to go to a witchdoctor for protection. Really funny. I will now look at my personal experience as far as dream and spirituality is concerned. I have always had dreams before any major thing happened in my life. Sometimes I actually dreamt with my baby being sick and in three days time that had happened. If at all I will clearly remember the dream in the morning and also remember it during the day then I get sure that it will surely come to be. I believe it is a spiritual voice that comes to me at night is to bring in advance things that are about to happen in the near future. However I try to pray and dismiss the bad dreams which would keep scaring me during the times I remember. I have had dreams of good things which have come to happen in my life. As a Christian I know that there is power in dreams and that it is actually the Holy Spirit who brings these dreams to us, sometimes I know that the evil spirit does also bring dreams especially the terrible ones, I take it as a tool which every Christian has, it is a way that God communicates with his children, to either warn, prepares or to seek the victims heart. In the Bible there are a people who also had dreams and surely they were from God, example when Joseph the foster father of Jesus was given a message by the angel that he should not fear for the child Mary is carrying is conceived by the power of Holy Spirit. When King David had a dream and he called Prophet Nathan to interpret it – David was being warned by God that his act was not a fair one and he would receive the punishment due. So to summarize all this dreams and spirituality always go hand in hand, be it the cultural way of understanding this, be it the Biblical way of looking at it.

Impact Of Emotional Intelligence On Conflict Management

Impact Of Emotional Intelligence On Conflict Management Purpose This paper aims at exploring the role of emotional intelligence in affecting the conflict management styles used. Design/methodology/approach A self-administered questionnaire was used to survey 233 employees from several banks. Correlation and regression was used to analyze the results. The findings are discussed in the paper along with some recommendations for managers and researchers. Findings The results revealed a significantly positive relationship between high emotional intelligence and usage of integrating, compromising and obliging styles of handling conflict. Low emotional intelligence was found to be associated with high use of avoiding and dominating style. Research limitations/implications The study has limitations which hold suggestions for future research including self-report issue, focus on only one sector i.e. banking sector for analysis located in Islamabad/ Rawalpindi. Also, the study was one shot therefore there is need for longitudinal research to validate the findings. The need for applied research is also emphasized. Practical implications The paper provides practitioners with some advice about understanding and managing conflict through usage of emotional intelligence and the importance of its training is highlighted. Originality/value The paper is a contribution to the existing limited research on the topic. However previous researches offered an important base for the study regarding the consequences of emotions on conflict management; nevertheless, they have not addressed the particular approaches that people are more likely to use when confronted with conflict. It explores the link between the EI and all the five styles of conflict management which has not been yet researched by any academician. Keywords Emotional intelligence, Integration, Compromising, Avoiding, Competing, Obliging Paper type Research Paper INTRODUCTION The study particularly focuses on the individual emotional intelligence abilities to manage a conflict as emotions play a key role in effecting behavior in general (Weiner, 1992) and negotiation behavior in particular (Barry Oliver, 1996). Emotional intelligence shall be analyzed for its connection to the recognition of conflict formation and its influence on the selection of conflict management strategies under different situations. The concept of emotional intelligence can be traced back to Thorndikes (1920) concept of social intelligence, Wechslers (1940) proposition of non-intellective abilities as well as Gardners (1983) conceptualization of personal intelligence. However, the term of emotional intelligence (EI) was originated by Salovey and Mayer (1990). Thereafter, it was the work of Goleman (1995) which globally popularized the construct of emotional intelligence and as a result of that, both practitioners and academia have started recognizing its importance in the world of organizations. In recent years the construct of emotional intelligence has been advanced as providing greater insight into organizational behavior (Mayer, Salovey Caruso, 2000). Thus, this research focuses on analyzing the impact of individuals emotional intelligence on individuals ability to effectively manage the conflict. Therefore, it was analyzed that which of the conflict management styles are mostly used by individuals with high emotional intelligence. Findings regarding the relationship between emotional intelligence and conflict management and conflict resolution patterns have mixed results. A very little research has been done on this topic, as to analyze the impact of emotional intelligence on all the five styles of conflict management. Previous researches have offered an important base for the study regarding the consequences of emotions on conflict management; nevertheless, they have not addressed the particular approaches that people are more likely to use when confronted with conflict. Other studies have explored limited, only two to three conflict management styles. This study explores all the five styles of conflict management. Moreover, the study aims to find out that the individuals high in emotional intelligence are inclined to which of the conflict management styles i.e. relationship between EI and conflict management styles. Further, it aims to recognize the importance of emotional intelligence and constructive and d estructive conflict management styles. Exploring these relationships will prove to be a great contribution to the existing body of knowledge by revealing important findings in the study. This study will prove to be a source of understanding the benefits of using emotional intelligence in context of realizing conflict management. It will prove to be beneficial for the organizations in a way that it will induce them to recognize the importance of emotional intelligence for the healthy functioning of their organization which will result in several training programs for employees to develop emotional intelligence abilities. A foundation is laid to better explain the construct of emotional intelligence as supported by various researchers. Further, research investigates the emotional competencies of individuals within the organization that promote constructive conflict management styles. LITERATURE REVIEW Emotions Emotion in organizations as an academic field in its own right did not emerge until recently (Yeomans, 2007). Understanding the behavior in the workplace requires grasping the nature and effect of human emotion. Our behavior and feelings at work are affected when we experience emotions. This situation is particularly prevalent in the state of conflict in which emotions are experienced regularly when individuals interact with each other (Jordan Troth, 2004). Whether focus is placed on distinguishing between felt emotions and revealed emotions, recognizing distinct emotions that appear in workplaces or the temporary effects of negative mood, each of the authors see emotions an important determinant of employees response to workplace situations (Jordan, Lawrence Troth, 2006). Emotional Intelligence The concept of emotional intelligence (EI) was first proposed by Mayer and Salovey (1990) which was then popularized by Goleman in his famous book Emotional Intelligence: Why It Can Matter More Than IQ, in which he made strong claims about contribution of emotional intelligence to individual success and specifically in workplaces. He identified intellectual intelligence as a contribution of 20 % towards success in workplace and remaining 80% may be attributable to emotional intelligence (Goleman, 1995). Since then, this area has got much attention in the field of leadership, Human Resource Management and Organizational Behavior. Researchers have defined EI as a distinct psychological skill that can be consistently gauged. Interest among social scientists on emotions as a domain of intelligence has grown in recent years. Before the importance of EI was realized in organizations, IQ was supposed to be sufficient for good human performance. Workers were indeed advised to put away their emotions at their homes before coming to work. But it is unrealistic to suppose that emotions can be left home or set aside when you arrive at work. Some people may assume, for a variety of reasons, that emotional neutrality is an ideal, but it is usually not good for an organization for it can hinder people to move into management roles. As emotional intelligence is critical to high performance, a person who knows how to stay motivated under stress, motivate others, manage complex interpersonal relationships, inspire others and build teams who are recognized specialists on a product or service are likely to get better results (Goleman, 2005). Thus, the idea of EI has attained some attention from some researchers in this age of customer-focused organizations due to the perception of it as a means to survive in present era of unfriendly, competitive and volatile environment (Suliman Al-Shaikh, 2007). According to some scholars, e.g. Johnson and Indvik (1999) and McGarvey (1997), an employees emotional intelligence is likely to be higher when the organization is richer in the terms of emotions. It is easy to recognize low emotional intelligence in others. If the insensitive managers try to bulldoze their staff through steady criticism, loud voice, and veiled threats of joblessness will prompt the staff to great efforts. This attitude is emotionally unintelligent. The behavior of people to start having a dispute shouting match is also an emotionally unintelligent attitude. And once this behavior starts, it creates a downward spiral of low morale, avoidance and negative politics (Dreu, 1997). The reason for this behavior stems from emotions. Emotions provide us energy. Negative emotions create negative energy and positive emotions create positive energy. However, the emotionally intelligent are aware of this. They do not continuously think about how they feel. They do not reach the extremes of showing or hiding everything. They express what they feel when suitable, so that molehills do not grow into mountains (Bagshaw, 2000). The significance of emotions in work settings has been well-known. Emotional intelligence is a multi-dimensional concept that links emotion and cognition to improve human interactions (Jordan, Peter, Lawrence, Sandra, 2009). Salovey and Mayer (1990) defined emotional intelligence as the subset of social intelligence that involves the ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions (p. 189). This definition is comprised of three categories of abilities: evaluation and expression of emotion, regulation of emotion, and using emotions in decision making. Based on Mayer and Saloveys model of emotional intelligence, Wong and Law (2002) devised their own model of emotional intelligence which comprises of four abilities, Appraisal and Expression of Emotion (own and others), Use of Emotions and Regulation of emotions (own and others). Recognizing emotional intelligence as a set of cognitive abilities involves that a degree of individual effort is required for these abilities to be successfully utilized (Mayer, Salovey Caruso, 2000). Appraisal and expression of emotion is the ability to properly determine and express ones own emotions as well as to be sympathetic, appraise and express emotions of others (Zhou George, 2003). Management of our own emotion can help us avoid annoyance, worry and grief and guide to become dynamic in our jobs and personal lives. Thus for a content life, one should learn how to manage ones emotion. Emotions and cognitions are highly interconnected and emotional intelligence allows people with the ability to use emotions to aid the effective cognitive processing of information. Individuals vary not only in awareness, appraisal and expression of emotions but also in their ability to use emotions in collaboration with their cognitive processes to enhance effective functioning (Gross, 1998). Individuals with low emotional intelligence cannot effectively use their emotions to aid cognitive processes and may find it difficult to coordinate among how they feel and what are they doing (Zhou George, 2003). People not only understand the emotions of others but also make an effort to manage these emotions. The management of emotion enables an individual to join or not to join himself from an emotion in a given situation depending on its utility at that given time. This is apparent in the individuals ability to have control on his immediate reactions and postpone his judgment and then to communicate them in a measured and careful manner (Dodgson, 1993). Conflict Conflict is a collective dilemma in which two or more individuals, families, societies or regions disagree with each other (Dzurgba, 2006). Interpersonal conflict comprises of two or more persons in disagreement. Organizational conflict refers to a disagreement between or within groups in an organization. The groups might be of employees, workers union or management. Organizational conflict is the one mostly prevalent in the workplace due to the fact that people continuously hold opposing views on different issues, interests, beliefs, objectives and ambitions (Deutsch, 1990). Some harmful consequences of conflict can demoralize an organizations efforts. However, handling them correctly can be useful for individuals and organizations by creating effective, more flexible working relationship which would enhance innovative output and create novel solutions (Omoluabi, 2001). Conflict Resolution During previous number of decades, researchers took a keen interest in conflict and its impact on organizations. Many researchers have focused on numerous factors such as styles of handling conflict Jehn, 1997; Jehn, Northcraft Neale, 1999), resolution strategies (Van de Vliert Euwema, 1994), conflict and justice (Ohbuchi, Suzuki Hayashi, 2001), theories of managing conflict (Rahim, 2002), conflict of interest and objectives (Vilaseca, 2002) and conflict management techniques (Fillbeck Smith, 1997). Conflict resolution is an alternative approach to handling conflicts. It is a procedure in which parties in conflict, through interpersonal communication are reached to an acceptable and harmonious point of agreement (Omoluabi, 2001). Based on the conceptualizations of Follett (1940), Blake and Mouton (1964), and Thomas (1976), Rahim and Bonoma (1979) differentiated the styles of handling interpersonal conflict on two basic dimensions, concern for self and for others. The first dimens ion explains the degree (high or low) to which a person attempts to satisfy his or her own concern. The second dimension explains the degree (high or low) to which a person attempts to satisfy the concern of others. These two dimensions result in five distinct behavioral conflict management strategies: integrating, obliging, dominating, avoiding, and compromising. Integrating (high concern for self and others) style involves openness, exchange of information, and assessment of dissimilarities to reach an effective solution acceptable to both parties. It is associated with problem solving, which may lead to creative solutions. Obliging (low concern for self and high concern for others) style is associated with attempting to minimize the differences and focusing commonalities to satisfy the concern of the other party. Dominating (high concern for self and low concern for others) style has been linked with win-lose orientation or with forcing behavior to win ones position. Avoiding (low concern for self and others) style has been associated with withdrawal, or escape situations. Compromising (intermediate in concern for self and others) style involves give-and-take whereby both parties give up something to make a mutually acceptable decision (Rahim, 2002 ). Emotional Intelligence and Conflict Management The basic notion throughout this paper is the intrinsically emotional nature of conflict. According to Gayle and Preiss (1998), a small amount of research has explored the emotional understanding of conflict in the workplace. However, Jehn (1997) suggests that emotions are an important component of conflict. Others including Thomas (1992), Ashkanasy and Daus (2002), and Bodtker and Jameson (2001) advocate that workplace conflict and emotions are strongly linked. They argue that as conflict is related to stress and pressure, it escalates emotional response and negative stimulation. Pinkly (1990) found a discrete rational versus emotional dimension to conflict management frame from his study on the disputants interpretations of conflict. Individuals, in the emotional frame which includes feelings such as jealousy, hate, anger and frustration, are more likely to work less effectively because emotions infest and generalize the rational and instrumental way of thinking (Thomas, 1992). Weisinger (1998) recognized emotional management as a major ability essential to handle conflict in the workplace and improve relationships in workplaces. Subsequently, Goleman (2001a) listed conflict management as a core competency in his model of emotional intelligence, noting that effective conflict management is important for retaining business relationships. Lubit (2004) stated that emotional intelligence is a competency that increases the individuals capability to deal with toxic managers by means of enhanced conflict resolution skills. Suliman Al-Shaikh (2007) concluded in their study that employees with higher levels of emotional intelligence are expected to have more established life due to fewer conflicts and calmness which evokes creativity and innovation in employees. One needs to have good relationships with co workers and supervisors and should have an understanding of their emotions and feelings to be creative. Emotional Intelligence and Conflict Handling Styles Influence of personality characteristics, interpersonal needs, individual behaviour, organizational status, emotions, power, rewards, beliefs, basic values amongst others also have a direct impact on the styles applied (Bodtker Jameson, 2001). Jordan and Troth (2002) study discovered that individuals with higher levels of emotional intelligence were more likely to search for integrative solutions when confronted with conflict and preferred not to avoid. They asserted that, for the emotionally intelligent individual, integration in the appropriate conditions may be a sign of their ability to recognize and regulate emotions. As a result, integration serves to enhance employees relationships with their co-workers and assists to accomplish their goals during times of change. Indeed, in move ahead with their research, Jordan and Troth (2004) showed that groups having higher levels of emotional intelligence were more likely to inform using integrative conflict resolution style to settle o n a real decision-making task. Alternatively, those teams having less ability to deal with their own emotions had more chances to engage in greater use of avoidance tactics which resulted in lower performance. The study by Jordan, Ashkanasy and Ascough (2007) also found out the less use of avoidance techniques by those having high emotional intelligence. However, Foo, Elfenbein, Tan, and Aik (2004) in their study using student groups in a simulated negotiation, somewhat surprisingly found that individuals with high emotional intelligence actually landed up with low performance in the negotiation due to the reason that to reach an integrative solution, these individuals agreed to the lowest to achieve an integrative solution. However they noted that their findings needed to be approached with some caution. However, Lawrence and Lorsch (1967) indicated that integrative style dealing with intergroup conflict was considerably used to a greater extent in higher performing organizations than in low performing ones. Ogungbamila (2006) found that the forcing strategy had a direct significant relationship with work frustration while confronting, withdrawing, smoothing and compromising strategies did not. Burke (1970) suggested that the integrating style was related to the effective management of conflict, while forcing (dominating) and withdrawing (avoiding) were related to the ineffective management of conflict. Goleman (1998) suggests that emotionally intelligent employees are well able to negotiate and effectively handle their conflicts with organizational members. Silvia (2002) determined that high emotional self-awareness acts as an impediment on individuals experience of strong emotions. In other words, individuals with higher emotional self-awareness will experience lower levels of emotional response in reply to emotion generating situations, and will be better able to resolve conflict effectively with their fellow members. The management of own emotions involves an individuals ability to connect or disconnect from an emotion depending on its usefulness in any given situation (Mayer Salovey, 1997). In some conditions, emotions of other members need to be managed to ensure that working relationships are sustained. For instance, unmanageable anger in the workplace can have a negative impact on relationships, particularly if the anger is communicated to specific individuals (Davidson, MacGregor, Stuhr, Gidron, 1999; Fitness, 2000). On this basis, managing own and others emotions may be the key to avoiding these negative consequences during a conflict situation. For example, when faced with personal injustice during a conflict episode, an individuals feelings of anger may motivate or distract them for resolving the conflict. The individual with high emotional intelligence would be attentive of their anger, be able to administer their anger and regulate it to motivate their behavior beneficially. On the other hand, an individual with low emotional intelligence may not be aware of their emotions or the source of their emotions and allow anger to consume their feelings and reside on the unfairness that may have hurried their anger in the first place. Each of these emotional abilities has suggestions for how individual perform in organizations and in particular how they resolve conflict (Suliman Al-Shaikh, 2007). Extending the benefits of EI to the negotiation context, we expect that by regulating ones emotions, and by maintaining a positive negotiating environment, a negotiator high in emotional intelligence can create an environment in which both negotiating sides are satisfied with the way the negotiation was performed. Despite the possible benefit of high EI individuals to create a positive negotiating experience for both themselves and for the negotiating partners, it is uncertain whether an individual benefits by negotiating with a high EI partner. One dimension of EI is to direct their emotion abilities to improve personal performance (Law, Wong Song, 2004). Conceivably the high EI partner can extract greater value from the negotiation; for instance a high EI person can use abilities at understanding others (Wong, Law, Wong, 2004) to recognize that his or her partner is satisfied with the offer and not increase the offer further. Despite this possibility of personal performance at the expense of the partner, we expect that individuals profit by negotiating with high EI partners. Individuals high in EI can better gain the trust of others and trust encourages integrative bargaining (Naquin Paulson, 2003). Further, positive emotions lead to cognitive elasticity and innovative strategies in fashioning integrative negotiation outcomes (Kumar, 1997). In contrast, negative emotions guide negotiators to identify the situation as distributive rather than integrative. Integrative bargaining is helpful because the negotiation parties can discover each others interests and find ways to increase joint outcomes (Fisher, Ury Patton, 1991). THEORETICAL FRAMEWORK Independent Variable Dependent Variable In order to give a clear picture of the proposed research, a conceptual framework has been developed. This gives a logical sense of the relationship between the selected dependent and independent variables. According to the above literature review the variables defined are as follows: Emotional Intelligence (Independent Variable) Integrating (Dependent Variable) Compromising (Dependent Variable) Dominating (Dependent Variable) Obliging (Dependent Variable) Avoiding (Dependent Variable) As it is evident from the conceptual diagram that as the increment in one variable i.e. Emotional Intelligence, produces a positive increase in the integrating, compromising and obliging style. The relationship is said to be direct and highly positive as the increase in Emotional intelligence produces a positive effect on the three styles. Whereas, high emotional intelligence will have a negative impact on dominating and avoiding styles of conflict management. In short, high emotionally intelligent individual will be less likely to use the dominating and avoiding style to manage a conflict. HYPOTHESES H1: Individuals high in emotional intelligence are more inclined to adopt integrating style during conflict. H2: Individuals high in emotional intelligence are more inclined to adopt compromising style during conflict. H3: Individuals low in emotional intelligence are more inclined to adopt dominating style during conflict. H4: Individuals high in emotional intelligence are more inclined to adopt obliging style during conflict. H5: Individuals low in emotional intelligence are more inclined to adopt avoiding style during conflict. RESEARCH METHODOLOGY Participants The targeted population for this research was banking sector of Pakistan. As like other organizations, banks also have their own hierarchy including chain of command, span of control. This organization structure and psychological contract may often result in various conflicts within the organization. Hierarchy describes the structure of the management from top to down. Chain of command is mechanism in which power and authority is exerted and delegated from senior management to every employee at every level of the organization. Whereas, span of control, is the number of people who report to one manager in a hierarchy. Psychological contract refers to the perception of the two parties including the employee and employer where their mutual obligation may be viewed as promises and expectations towards each other. These all may have negative impact on job satisfaction, organization commitment and low trust level causing various task and relationship conflicts (Ali, 2008). Moreover, due to differences in personalities, a conflict can also occur e.g. a quality oriented person will have conflict with quantity oriented person. So to cope up with these issues, this study presents the importance of emotional intelligence in dealing with the individuals who cause conflict. The sample was selected from the private banks located in Islamabad/Rawalpindi. Total number of employees among which questionnaires were distributed was 260 employees out of which 233 employees returned the filled questionnaires. Response rate was 89 %. Each employee was working at managerial level.66 % of the respondents were male and 33% were female. Kaiser-Meyer-Olkin Measure of Sampling Adequacy was applied to check whether the sample used was adequate or not. The value of our measure was 0.584 which showed that the sample selected was adequate and the results of the factor analysis would be useful. If the value is less than .50, the results of the factor analysis probably wont be very useful. Procedures The total questionnaires distributed were 260 in number among the participants. The questionnaire was self administered as by visiting the banks, employees were individually requested to fill out the questionnaire. Before giving the questionnaires, all questions were explained to the participants so they can easily complete the questionnaire and provide the accurate and relevant information. Only one questionnaire was provided to each respondent. After the completion of the experiment, 15 participants were excluded from the study as they were found to fill the questionnaire randomly without reading the questions. In addition, 12 of the returned questionnaires were not completed correctly. Therefore, these 27 were also excluded from the study, leaving a total of 233 usable questionnaires, with an overall response rate of 89%. The chances of error in the responses were also reduced by this method. The convenient sampling technique was followed as the data collection was done from the e mployees of private banks who were conveniently available to provide information. The data collected from the 233 questionnaires were analyzed using the statistical package for the social sciences (SPSS) 13. Regression and Correlation was applied to the data to achieve the results regarding the relationship between the variables. Measures A single questionnaire (See Appendix) was distributed among employees of the bank, which was adopted from Wong and Law (2002) and Rahim (1983). The questions were carefully worded to avoid misinterpretation. The questionnaire layout was formatted in logical manner to ensure a higher response rate. Questionnaire included only closed-ended questions. Structured questionnaire was designed to measure all the independent and dependent variables on a 5-point likert scale ranging from Strongly Agree (coded as 5) to Strongly Disagree (coded as 1). The questions also sought data on demographics of respondents. Conflict Management For getting responses on conflict management styles, one of the most commonly used models, Rahim (1983) who developed an instrument known as the Rahim Organizational Conflict Inventory-II or ROCI-II (Rahim, 1983) was used. This instrument measures the five conflict management styles of dominating, avoiding, obliging, compromising and integrating. The ROCI-II comprises 28 statements, seven of which relate to the integrating style, six each to the obliging and avoiding styles, five to the dominating style and four to the compromising style. Notwithstanding the different terminology, these styles are broadly parallel to those of Blake and Mouton (1964). The items were measured on a 5 point likert scale. The instrument has been tested in numerous studies and has been found to have a high degree of validity and internal consistency (Rahim, 1992; King and Miles, 1990; Weider- Hatfield, 1988). The respondents typically require 8 minutes to complete the ROCI II (Rahim, 1983). The population appropriate for taking responses is any member of the organization. As employees at the workplace has not much time to spend on filling out the questionnaire correctly, so this questionnaire was selected keeping in mind the time factor as well as the comprehensives of the questionnaire. The questionnaire measures all the conflict management styles in a brief and concise manner. Emotional intelligence As emotional intelligence is all about keeping ones own as well as others emotions in mind, regulating them and using them to solve a conflict, so a questionnaire having all these dimensions was aimed to be used. Emotional Intelligence was assessed using Wong and Law Emotional Intelligence Scale (WLEIS) (2002), based on the model developed by Davies, Stankov and Roberts (1998) and Mayer and Salovey (1997).This scale consists of 16 items. The WLEIS was designed as a short measure of EI for use in organizational research. It comprises of 16 items, responded to on a 5-point Likert scale and measuring four dimensions: Self-Emotion Appraisal, Emotion Appraisal of Others, Use of Emotion, and Regulation of Emotion. Wong and Law (2002) report good internal consistency reliabilities for their measure. RESULTS The targeted population for this research was the employees of the banking sector of Pakistan. However, sample considered was 233 employees from several private banks in Islamabad/ Rawalpindi. All the result and analysis were based on these 233 responses. Data Analysis Technique Results were analyzed by using the statistical analysis software named Statistical Package for the Social Science (SPSS) version 13.0. The demographic data included gender, name of organization, type of work, department, and duration of job. Correlation and regression tests were applied to analyze the variables where emotional intelligence was treated as independent variable while integration, compromising, dominating, obliging and avoiding were considered a

Essay example --

Monique Kuwahara Professor Skoniezcy, IR 309 The Future of Free Trade and Women For more than two hundred years, free trade has been the reliable solution put forth by most prominent economists. If protectionist measures were done away with completely, theoretically each sovereign nation could rise to their highest capacity according to the theory of comparative advantage, thus leading to mass output, higher living standards for citizens and a net gain for society. The 2003 Economic Report of the President reported that free trade: â€Å"... Brings greater specialization according to comparative advantage, lower prices, and a wider selection of products and services for both consumers and firms. Openness to trade allows exporters to sell their output in a larger market; workers in export industries benefit as the resulting higher prices for the goods they make translate into higher wages and incomes.† (CEA). However, the history of free trade has also been a tenuous one fraught with high sentiments of nationalism and high tariffs. Since Ricardo and Smith first wrote on comparative advantage in the 1700s, many states have been in a race to climb the ladder of success and increase profits. But, free trade has consistently ignored women as it spread from developed nations to developing, leaving women to crawl and scratch their way to equal wages and basic workers rights. Especially in this time when more women hold degrees than men and refuse to conform to the patriarchal system, free trade cannot afford to ignore women now in this global economy. Now, comparative advantage in free trade is calling loudly for the inclusion of women in the workforce and executive decisions rather than being pushed down by tradi... ...agricultural industry, this opens up opportunities for more affordable housing (more land opened up) for newly married couples that live at home with parents, reducing household grocery costs, and more liquid cash to spend on luxury goods. Japan is now in a unique position to culturally set an international precedent and simultaneously boost their economy. If more incentives were given to women to come back after raising children, or not being passed up for promotion, this would give incentive to more women to stay in the workforce and not force them between a career or a family. By reconstructing traditional women’s gender roles for women to successfully integrate in the notoriously male-dominated workplace, and negotiations with the TPP countries, Japan can successfully overcome their low birth rate and finally overcome the effects of the Asian Financial crisis. Essay example -- Monique Kuwahara Professor Skoniezcy, IR 309 The Future of Free Trade and Women For more than two hundred years, free trade has been the reliable solution put forth by most prominent economists. If protectionist measures were done away with completely, theoretically each sovereign nation could rise to their highest capacity according to the theory of comparative advantage, thus leading to mass output, higher living standards for citizens and a net gain for society. The 2003 Economic Report of the President reported that free trade: â€Å"... Brings greater specialization according to comparative advantage, lower prices, and a wider selection of products and services for both consumers and firms. Openness to trade allows exporters to sell their output in a larger market; workers in export industries benefit as the resulting higher prices for the goods they make translate into higher wages and incomes.† (CEA). However, the history of free trade has also been a tenuous one fraught with high sentiments of nationalism and high tariffs. Since Ricardo and Smith first wrote on comparative advantage in the 1700s, many states have been in a race to climb the ladder of success and increase profits. But, free trade has consistently ignored women as it spread from developed nations to developing, leaving women to crawl and scratch their way to equal wages and basic workers rights. Especially in this time when more women hold degrees than men and refuse to conform to the patriarchal system, free trade cannot afford to ignore women now in this global economy. Now, comparative advantage in free trade is calling loudly for the inclusion of women in the workforce and executive decisions rather than being pushed down by tradi... ...agricultural industry, this opens up opportunities for more affordable housing (more land opened up) for newly married couples that live at home with parents, reducing household grocery costs, and more liquid cash to spend on luxury goods. Japan is now in a unique position to culturally set an international precedent and simultaneously boost their economy. If more incentives were given to women to come back after raising children, or not being passed up for promotion, this would give incentive to more women to stay in the workforce and not force them between a career or a family. By reconstructing traditional women’s gender roles for women to successfully integrate in the notoriously male-dominated workplace, and negotiations with the TPP countries, Japan can successfully overcome their low birth rate and finally overcome the effects of the Asian Financial crisis.

A Background Of Argentina :: essays research papers

In the beginning of Argentina, we recall two major tribes; the Diaguita and the Gaurani who constituted the agricultural origins. During the 1500’s, Spain discovered Argentina, and quickly claimed it for its own. Spain reigned until the 1800’s when it was at war with Britain. In 1816 Argentina declared independence from Spain. After WWII there was a struggle for leadership of Argentina, eventually Juan Peron, a former dictator, was elected President. Peron represented himself as a leader for the common people, however his administration embezzled funds stole from the workers. With the help of his wife, Eva Peron, who became a spiritual symbol for the nation, he reigned over Argentina until his after her death and his government was overthrown by a military coup in 1955. He spent 18 years in exile, however, Perà ³n retained his labor support and influence in Argentine politics. He was finally allowed to return to Argentina in 1973 and was again elected president, with his third wife as vice president. He died in office on July 1, 1974. Democratic elections finally arrived in 1983, but the political environment is still shaky. Currently Argentina has a republican government that is very influenced by western nations. It is broken into 23 separate provinces and consists of three branches; judicial, legislative, and executive. President Carlos Saul Menem has been in office since 8 July 1989 and Vice President Carlos Ruckauf has been in office since 8 July 1995 although they also have 4 year terms. In Argentina the president is both the chief of state and head of government. Similar to many countries, Argentina is still trying to find a stable government. Argentina has a steady economy now, although when the republic began, Argentina was in heavy debt. Through the mass exports of oil, feed, and steel with major industries like food processing and agribusiness, they have a healthy, thriving system. Argentina‘s major trading partners consist of countries such as Brazil, the US, Italy, the Netherlands, Germany, and France. Argentina is a relatively rich country; it has a Gross Domestic Product (GDP) of roughly US$283 billion, with about $6800 GDP per head. Argentina is 18th in world GDP ranking. Argentina is a wealthy country. There are many different types of people living in Argentina; 85% of European descent, 15% mestizo, with Indian and other minorities. Their religion is not as varied, 93% are Roman Catholic, 2.5% Protestant, 2% Jewish, 1. A Background Of Argentina :: essays research papers In the beginning of Argentina, we recall two major tribes; the Diaguita and the Gaurani who constituted the agricultural origins. During the 1500’s, Spain discovered Argentina, and quickly claimed it for its own. Spain reigned until the 1800’s when it was at war with Britain. In 1816 Argentina declared independence from Spain. After WWII there was a struggle for leadership of Argentina, eventually Juan Peron, a former dictator, was elected President. Peron represented himself as a leader for the common people, however his administration embezzled funds stole from the workers. With the help of his wife, Eva Peron, who became a spiritual symbol for the nation, he reigned over Argentina until his after her death and his government was overthrown by a military coup in 1955. He spent 18 years in exile, however, Perà ³n retained his labor support and influence in Argentine politics. He was finally allowed to return to Argentina in 1973 and was again elected president, with his third wife as vice president. He died in office on July 1, 1974. Democratic elections finally arrived in 1983, but the political environment is still shaky. Currently Argentina has a republican government that is very influenced by western nations. It is broken into 23 separate provinces and consists of three branches; judicial, legislative, and executive. President Carlos Saul Menem has been in office since 8 July 1989 and Vice President Carlos Ruckauf has been in office since 8 July 1995 although they also have 4 year terms. In Argentina the president is both the chief of state and head of government. Similar to many countries, Argentina is still trying to find a stable government. Argentina has a steady economy now, although when the republic began, Argentina was in heavy debt. Through the mass exports of oil, feed, and steel with major industries like food processing and agribusiness, they have a healthy, thriving system. Argentina‘s major trading partners consist of countries such as Brazil, the US, Italy, the Netherlands, Germany, and France. Argentina is a relatively rich country; it has a Gross Domestic Product (GDP) of roughly US$283 billion, with about $6800 GDP per head. Argentina is 18th in world GDP ranking. Argentina is a wealthy country. There are many different types of people living in Argentina; 85% of European descent, 15% mestizo, with Indian and other minorities. Their religion is not as varied, 93% are Roman Catholic, 2.5% Protestant, 2% Jewish, 1.

Acts 2: 1-18 :: Religion Christianity Bible Essays

Acts 2: 1-18 In the beginning of Acts 2, the disciples had returned to Jerusalem from Mt. Olivet. They had seen the ascension of Jesus, but they weren't sad, as some might have expected. Jesus had promised to send a Comforter, and they could hardly wait. They were excited and were gathered in the temple, praising God and waiting. Luke 24: 53 reads that they were "continually in the temple, praising and blessing God." They remembered the words that Jesus said, "Whatsoever ye shall ask the Father in My name, He will give it to you. Hitherto have ye asked nothing in My name. Ask, and ye shall receive, that your joy may be full" (John 16:23). The disciples believed this promise, truly sought God, humbled their hearts with united minds and spirit, and waited on the Holy Ghost to fall. Jesus not only promised to send a Comforter, but power as well. He said in Luke 24:49, "And, behold, I send the promise of my Father upon you: but tarry ye in the city of Jerusalem until ye be endued with power from on high." The Holy Ghost infilling brings not only comfort and peace, but power also. On the day of Pentecost, people were gathered in Jerusalem from miles around to celebrate. The feast of Pentecost, first day of the week, was kept in remembrance of the law on Mt. Sinai where the Jewish church got its start. Because of the masses gathered, this was a perfect day for the Holy Ghost to come down. There would be hundreds of witnesses and the word of the gospel and the awesome events could be spread quickly and more easily. In the Old Testament, when God came down He presented Himself in a cloud. When Jesus ascended back to heaven, He did this in a cloud. But in Acts 2, the Holy Ghost was quite different. "Suddenly there was a sound from heaven like a mighty rushing wind." Being completely unprepared, the disciples were probably startled, but more importantly their undivided attention was gained. The sound not only filled the one room, but the whole house, the streets, and maybe even houses beside them. So, not only was the attention of the disciples gained, but the crowd outside as well. Then "cloven tongues, like as of fire" descended on each of them and they began to speak in tongues.

The Farewell to Miss American Pie

â€Å"Bye-bye Miss American Pie†. These words were now immortalized in the halls of music industry, and perhaps will be last tribute to the legendary era of ‘rock and roll’ and turbulent times of the 60’s. This song was created by Don McLean, and became phenomenal hit in 1971, charting almost four weeks on the billboards. But there is more than saying goodbye to Ms. American Pie, which in itself is a symbol and image to the profound interpretation of the song. The message pierces more than a county boy strumming a guitar, or it speaks beyond the farewell to an unknown lady.Don McLean, in his official website, made interesting comments regarding the song. While he allowed the song to be interpreted in various lenses, he himself confessed that the song was an allusion to historical or factual events, people and places that his song discussed. Don McLean said, â€Å"I am very proud of the song, it’s biographical in nature, and I don’t think anyo ne has ever picked up on that, the song starts off with my memory with the death of Buddy Holly.But it moves on to describe America, as I was seeing it, and how I fantasizing it might become, its part of reality and part of fantasy but I’m always in the song as a witness, or even as a subject, sometimes in some verses† (Starry, Stary Night Video 2000, cited in www. don-mclean . com). Realizing that McLeans work is to be approached in autobiographical sense, the memories of his childhood his personal persuasions and feelings can be deduced.In the very first line, â€Å"A long, long time ago, I can still remember, how the music made me smile, and I knew If I had a chance, that I could make those people dance, and, maybe they’ll be happy for a while†¦Ã¢â‚¬ (Miss American Pie lyrics). The persona in the song, was â€Å"I†, a first person point of view, bolstering the point of McLean that this is biographical. The persona clearly stated that it was his à ¢â‚¬Ëœmemory’ and it was his wish to ‘make people smile and happy’ for a while. This simple statement speaks of a typical young man musician’s dream, his own wishful thinking.As also stated in his website, the song was openly dedicated to the death of Buddy Holly and his companions, who died in a plane crash. This tragic death, moved to illustrate the transiency of life, and wishes in that sense are to be as pure, as simply stating: â€Å"chance to make people dance and make them happy for a while†. Clear from the second and third stanza the descriptions were, â€Å"But February made me shiver†¦bad news on the doorstep, I couldn’t make one more step†. This alludes to the death of Buddy Holly, one of the prominent rock singers in the 60’s (RS, 2004).Their plane crashed in February 3, 1959, which shocked their audience of their untimely death. It could be said that the dedication of the song to Buddy Holly was not because he was a major contributor to the genre of McLean’s music, rather, it was a common knowledge that Buddy Holly was the pioneer of rock & roll music, long before, Elvis Presley, and the Beatles invaded the long playing discs. But the death of Buddy Holly was more than the death of an individual, as the song suggests â€Å"This’ll be the day that I die†¦Ã¢â‚¬ .The demise of Buddy Holly signifies the death of a young promising man, the death of dream, and the death of wishful thinking. Linking the first stanza, to the second and third, the dream of the persona, to live, to entertain, presented a harsh reality of transiency, of â€Å"non-permanence of things. Like the death of Buddy Holly, who may epitomize the budding career of an ambitious young man only to be interrupted by the fact that, death is no respecter of persons.The chorus lines, were repetitious saying â€Å"bye-bye Miss American Pie†. The seeming relevance of this allusion is the representation of American Pie, as the symbol of the â€Å"young and vibrant Americans†. As McLean admitted, â€Å"the song was written as my attempt at an epic song about America, and I used the imagery of music and politics to do that. Also, I was influenced by the Sgt. Pepper album, and the American Pie album was my attempt to do that, but the song totally overshadowed the album† (McLean, 2000, cited www.don-mclean. com). Thus, the â€Å"American Pie† is an image of America, and the persona’s attempt to picture the America as it strives to be, and it might become. But contrasting words will reveal that, if the persona illustrates â€Å"American Pie† as the young America, then why a bid of farewell? Is the persona, trying to say goodbye to future America has? Again, it can be viewed skeptically, the young dream, as mentioned earlier, the wishful thinking must not be allowed to vanish, it must move, it must sojourn.The next lines driving the chevy, â€Å"but the l evee was dry†, this illustrates the life of the young America to rise, go or, to go farther, or move on. But the dry levee was said to illustrate the painful realities of life as we move along. Even driving oneself to that dream, the levees of experiences and circumstance would always be dry. A realism is seem to be presented, that life is not a bed of roses, rather it was a long winding trip to the end. The melancholic lines continuously read: â€Å" The good’ol boys were drinking, whiskey and rye, saying this’ll be the day that I die†¦Ã¢â‚¬  .Presenting the realistic point of view, the good old boys verbalized the promising young people, yet with the painful realities, they have succumbed to the defeatists attitude of lurking themselves, as pictured by the words, â€Å"drinking, whiskey and rye†. The drinking symbolizes solitary, loneliness and isolation. This thought bolstered the point of death, and surrender by proclaiming â€Å"this’ll be the day that I die†. Two oppositions may come into the picture.First, wishful thinking and dreams versus the paralyzing truths of life, we may succumb to surrender and declare our defeat with our own death—demise of our dreams, our lives, our hopes. Yet, this could pose as challenge, that the farewell to Miss American Pie, may be a welcome to her—as we welcome the challenges and bitter moments in our lives with energy and courage. The song illustrates several allusions more to the music icons, the rage of politics, the America’s society, but this attempt is to illustrate the more profound meaning of the song, realization of life, and how do we deal with it.As said, we may live and fight be sad, and drink whiskey and rye to our own discontent or we may rise above the situation, and welcome our American Pie, with â€Å"Hi, Hi, Miss American Pie†¦Ã¢â‚¬  SOURCES: Don McLeans. Don McLean’s American pie. American Pie. com. 2007. May 29, 2007 < http://www. don-mclean. com/americanpie. asp> The Immortals: The First Fifty, Rolling Stone Issue, 946. Rolling Stones. April 15, 2004. Bressler, Charles. Literary Criticism: An Introduction to Theory and Practice. Oxford: Oxford University Press. 1994 (please include the source in LA Times, the data is difficult to recover, LA Times, February 3, 1959. )

Brigham Young

Do you know that individuals like the ‘American Jesus’ are historically rare to find in the world? Brigham Young is a man who led many into proclaiming the ‘good news’ of the Lord God of Israel. He led a band of men stripped of their worldly possessions into territories unknown. He had neither financial nor political backing but he was successful in establishing an industrious as well as an organized society. The only authority that he had was priesthood and of course his spiritual power.He gathered his people like a hen would to its chicks and gave them the sweet bread of life; the Gospel; the word of God (Arrington, L.  & Nibley H. nd). Brigham Young is one of the leading historical figures as far as the Mormon Religion is concerned.His life patterns well with that of Jesus Christ of Nazareth in the Bible in his mission to spread the word of God to every corner of the World. This essay therefore looks at Brigham Young’s life in relation to that of Jesus of Nazareth. Background To get a clear picture of the life patterns of Brigham, it is important to first get an insight of his background.Brigham Young was born on 1st June of the year 1801 in Whitingham in Vermont. He was the 9th born out of the eleven children that John Young with his wife Abigail Howe were blessed with. The family moved to New York when Brigham was only three years of age. He grew up helping his parents in their daily chores. His caring heart was revealed early when he took care of his ailing mother who had been suffering from tuberculosis. He was perhaps being prepared for his future role to take care of a larger flock. At the age of fourteen, his mother died and his father remarried.Brigham left from home to stay for sometime with a sister in Auburn. There he became a successful apprentice carpenter, glazier and a painter (Arrington, L. & Nibley H. nd). Later in 1823 he moved to New York where he worked as a carpenter and a painter in Port Byron. At twen ty three, he married Miriam Works (though he would later marry multiple wives after her death) and joined the Church of Methodist. After the birth of their first child, they moved to Oswego where he joined a religious seekers group. H e then moved his family near his father at Mendon.Joseph Smith the then leader of Mormon in his church mission passed by Mendon and left a copy of the Book of Mormons with a brother to Brigham. Brigham got access of the book and after going through it was greatly impressed. Two years later, he was baptized and became a believer of Mormon (Arrington, L. & Nibley H. nd). Following in the footsteps of Jesus of Nazareth Like Jesus Christ of Nazareth, Brigham had a burning desire to make known the gospel across the world.During his first summon just one week after he was baptized, Brigham declared that after baptism â€Å"I wanted to thunder and roar out the Gospel to the nations. It burned in my bones like fire pent up, so I commenced to preach†¦. No thing would satisfy me but to cry abroad in the world, what the Lord was doing in the latter days† Putting into practice his words, thundering and roaring of the gospel he did. Like Jesus leaving his father, Brigham left his family to go ‘abroad’ and establish God’s kingdom (Arrington, L. & Nibley H. nd). Like Jesus, his work in the service of God started in his home town and then spread abroad.His preaching missions carried him to every corner of Mendon. His dedication as well as his potential qualified him to join the Quorum of the Twelve Apostles in the Mormon Church of Joseph Smith. The Twelve’s duty was to travel far and wide to spread the gospel. They preached to all nations and to people of different kinds. Their stay was not at home but away where the gospel had not reached. Afterwards, The Twelve moved to Great Britain to act as missionaries of the word of God. Brigham had left his family in dire poverty and was determined to reach England o r better die in his trying to.He was ready to die Jesus’ way for a cause which he believed in; spread the Gospel. In Britain, Brigham out of his prowess directed all the works of The Twelve. In the same footsteps of Jesus of Nazareth, he had greatly inspired The Twelve and no wonder they made him their leader and overseer (Arrington, L. & Nibley H. nd). When the Twelve Apostles came back to Nauvoo, Brigham was assigned the role of directing the apostles by Joseph Smith in their missionary work as well as other activities like land purchasing and construction projects.Playing Jesus, Brigham was now the leader of the Twelve Disciples. He was the assistant of Joseph Smith who was the First president as far as authority and responsibility was concerned. It is thus clear that he took the second position after Joseph Smith which placed him in a similar position with that of Jesus; Jesus was also the second after God. This position made him more influential to not only his disciples but also in the whole of Nauvoo and abroad in general. Even after the death of his Spiritual Father, Joseph died; he remained the leader of the Twelve until his own death in 1877.They travelled far and wide preaching the Gospel, the work that they had been called to do. Long afterwards, the work that Brigham had started continued. Before he had died, he had organized the leadership of the church of Mormon. He had lived a life by the example of Jesus Christ and fitted perfectly in the footsteps of The Son of God (Arrington, L. & Nibley H. nd). Despite his good work, just like many other Mormonism men, Brigham used his status to take in plural wives. He used his missionary work as a tool to take advantage of vulnerable women.For instance, his second wife Mary was a window. Just like in Jesus’ time, when many, claiming to be the Son of God and savior took advantage of the poor and sinful, Brigham is not an exception of those who took advantage of the doctrine (Mormon Heteric, 2 009). Was Brigham true or a False Prophet? Could Brigham have been a prophet of darkness? The words in the Bible in the book of Deuteronomy 13: 1-5 can help clear the confusion between a true and a false prophet. It says that a prophet may foretell things to happen in the future and they shall come to pass.However, a man may have miraculous powers but not actually a prophet of the Lord. Any of the prophets who encourage the worshiping of other gods apart from the God of Israel is false. Jesus himself in the gospels is quoted warning that â€Å"many will come in my name, saying, ‘I am the Messiah’ and they will lead many astray† according to the works of Brigham and in the limelight of these statements, does Brigham qualify as a prophet of God? (Ulachos, 1979). In history, a few poses the character of Young. For a period of thirty years, he gave himself wholly to the service of the Lord.He claimed to be a prophet in the Church of Mormon. Though he was the chair of the of the Mormon Church who presided the longest, he in fact taught false doctrine that directed its worship to a god who is not the Lord God of Israel. He had given a sermon that God and Jesus had physical bodies made of bone as well as flesh. He concluded that Adam was in fact the God of Israel who should be worshipped. The claim by Brigham that Adam was God makes it clear that he was not a true prophet of the Lord; he was false and uninspired.Because of his belief, Brigham fell out with his disciples and still many opposed him (Ulachos, 1979). More so, he put it that Jesus Christ was begotten of the father who was their God. Adam was God and therefore, Jesus was his son. Many people did not like his interpretation of the New Testament and they opposed him. However, he managed to draw a group of them to believe that Adam was their God and Jesus his son. They defended him saying that people had misunderstood Young.If he had made a mistake, he would have corrected himself which he never did. This meant that his mind was right. His preaching of his own interpretation of the gospel from what was written down in the New Testament makes him no exception of a false prophet (Ulachos, 1979). Conclusion Brigham Young’s work in spreading the Gospel of the Lord God of Israel pictures well with that of Jesus Christ of Nazareth.He set out to do what many at the time could not have done and that is why to the present day, he is remembered in the Mormon Doctrine as one who made a great impact to the Church. Through the Gospel works, he rose from a humble background to a man who could sustain and give his twenty families a good life. Some of his teachings leave people wondering whether he was a true prophet of the Lord God as he claimed to be. However over the centuries, it has been an almost impossible task to identify who a false prophet is.References Arrington, L. & Nibley H. (nd). Brigham Young. Retrieved from http://www. lightplanet. com/mormons/people/brigham_ young. html Mormon Heteric. (2009). Economics of polygamy, divorce, and happiness. Retrieved http://www. mormonheretic. org/2009/11/15/economics-of-polygamy-divorce-and-happiness-daynes-part-4/- Ulanchos, C. (1979). Brigham Young’s False Teaching: Adam is God. Retrieved http://www. beyondweird. com/occult/adam. html

Tanglewood Case 2

Table 1. 1 Markov Analysis Information Transition probability matrixCurrent year (1)(2)(3)(4)(5)Exit Previous year(1) Store associate0. 530. 060. 000. 000. 000. 41 (2) Shift leader0. 000. 500. 160. 000. 000. 34 (3) Department manager0. 000. 000. 580. 120. 000. 30 (4) Assistant store manager0. 000. 000. 060. 460. 080. 40 (5) Store manager0. 000. 000. 000. 000. 660. 34 Forecast of availabilitiesNext year (projected) (1)(2)(3)(4)(5)Exit Current Workforce Previous year(1) Store associate8,50045055100003485 (2) Shift leader1,20006001920. 00. 0408 (3) Department manager85000. 04931020. 0255 4) Assistant store manager15000. 09691260 (5) Store manager5000. 00. 00. 03317 Gap analysisNext year (projected) (1)(2)(3)(4)(5) Year end total (column sum)4505111069417145 External hires needed (current workforce-total)399590156 215 Environmental Scan Based on the environmental scan, it has been concluded that Tanglewood may have a hard time filling their vacancies in the future. Even though the unempl oyment rate in the area is high, recent forecasts suggest that expansion in the professional and managerial sectors of the labor market may reduce the number of individuals available for these jobs. Since Tanglewood only promotes from within, the entry level position of store associates does not appeal to many applicants. College graduates with management degrees are hesitant to start at a low position and work their way up. Many want the managerial position without putting in the work. Action Plan Based on Table 1. 1, it is forecasted that Tanglewood will need to hire over 4,200 employees. Since Tanglewood has a policy of promoting internally, most of the positions that will be filled will be store associates. It is believed that Tanglewood will need 3,995 store associates, 90 shift leaders, 156 department managers, 21 assistant store managers, and 5 store managers. In order to meet Tanglewood’s needs, here is the plan of action: -Tanglewood will hire 3,995 employees to fill store associate positions. Even though this is an entry level position, we will try to make it as appealing to applicants as we can. It is perceived that entry level sales positions are long hours, low pay, and frequent conflict with lower-level employees. These perceptions are partially correct, but we can appeal to applicants by giving them information about the Tanglewood operational plan. Tanglewood believes that it is very important to have complete employee involvement. Employees are involved with formulating methods for running their departments, as well having profit-share benefits, and weekly meetings allow all employees to voice their opinions. The management positions will be filled by experienced associates and other lower management employees. Based on Table 1. Comparing Incumbency to Availability and Annual Placement Goals, in each section (store associates, shift leaders and department managers) there is a goal for either minorities or females. No particular segment has a fulfillment of both females and minorities. This pattern suggests that possible each department focuses on one or the other, but not both. Once they have reached their current goal, they should work hard to maintain that goal. Based on the analysis and affirmative action plan, I think that Tanglewood should adjust their recruiting and promotion practices. It has been well known that Tanglewood promotes from within. What will they do if a majority of the minorities do not continue working for Tanglewood as a sales associate? Due to their policy, higher management positions will not be likely to be filled by minorities if there are a small amount of minorities to choose from. Tanglewood needs to not only meet the minimum goal when hiring minorities and woman, but exceed that goal. Their policy of internal promotions can be a problem when dealing with minorities because of the reason recently discussed. There are many advantages of internal promotions, such as employee knowledge of Tanglewood. Tanglewood Case 2 Question 1 Table 1. 1 Markov Analysis Information Transition probability matrix| Current year| | (1)| (2)| (3)| (4)| (5)| Exit| Previous year| (1) Store associate| 0. 53| 0. 06| 0. 00| 0. 00| 0. 00| 0. 41| | (2) Shift leader| 0. 00| 0. 50| 0. 16| 0. 00| 0. 00| 0. 34| | (3) Department manager| 0. 00| 0. 00| 0. 58| 0. 12| 0. 00| 0. 30| | (4) Assistant store manager| 0. 00| 0. 00| 0. 06| 0. 46| 0. 08| 0. 40| | (5) Store manager| 0. 00| 0. 00| 0. 00| 0. 00| 0. 6| 0. 34| | | Forecast of availabilities| Next year (projected)| | (1)| (2)| (3)| (4)| (5)| Exit| | | Current Workforce| | | | | | | Previous year| (1) Store associate| 8,500| 4505| 510| 0| 0| 0| 3485| | (2) Shift leader| 1,200| 0| 600| 192| 0| 0| 408| | (3) Department manager| 850| 0| 0| 493| 102| 0| 255| | (4) Assistant store manager| 150| 0| 0| 9| 69| 12| 60| | (5) Store manager| 50| 0| 0| 0| 0| 33| 17| | | | | | | | | Gap analysis| Next year (projected)| | | (1)| (2)| (3)| (4)| (5)| | Year end total(column sum)| 4505| 1110| 685 | 171| 45| | External hires needed (current workforce-total)| 3995| 408| 391| 48| 33| Environmental Scan Based on the environmental data, some factors that suggest Tanglewood might have difficulty filling positions is based on retail work is not desirable to recent college graduates. Tanglewood would like to hire those that can start lower at shift level and move up the chain and have college background. However retail is not the more desirable market since it has long hours, low pay, and conflict with lower-level employees. Developing a plan of action takes careful planning. Tanglewood has to look at the percentage of employees needed each year for each position. During the first two years, store associates will be needed mainly with 50% increase of shift leaders during year two. Tanglewood wants to make sure there is a long term relationship with the employees, allowing them to grow within the company. Hiring and promoting from within helps with filling in gaps. The other way is hiring temporary employees. Question 2 The only one I can tell that is out of line is the minority availability for store associates. The incumbency percent is below 80% and they have no goal set. This pattern shows that they are not hiring minorities giving them a chance to grow within the company. This means that minority shift leaders and managers will be extremely low. Tanglewood Case 2 Transition probability matrix| Current year| | (1)| (2)| (3)| (4)| (5)| Exit| Previous year| (1) Store associate| 0. 43| 0. 06| 0. 00| 0. 00| 0. 00| 0. 51| | (2) Shift leader| 0. 00| 0. 54| 0. 16| 0. 00| 0. 00| 0. 30| | (3) Department manager| 0. 00| 0. 00| 0. 64| 0. 06| 0. 00| 0. 30| | (4) Assistant store manager| 0. 00| 0. 00| 0. 06| 0. 52| 0. 08| 0. 34| | (5) Store manager| 0. 00| 0. 00| 0. 00| 0. 00| 0. 66| 0. 34| | | Forecast of availabilities| Next year (projected)| | (1)| (2)| (3)| (4)| (5)| Exit| | | Current Workforce| | | | | | | Previous year| (1) Store associate| 8,500| 3655| 510| 0| 0| 0| 4335| | (2) Shift leader| 1,200| 0| 648| 192| | | 360| | (3) Department manager| 850| 0| | 544| 51| | 255| | (4) Assistant store manager| 150| 0| | 9| 78| 12| 51| | (5) Store manager| 50| 0| | | | 33| 17| | | | | | | | | Gap analysis| Next year (projected)| | | | (1)| (2)| (3)| (4)| (5)| | Year end total(column sum)| 3655| 1158| 745| 129| 45| | External hires needed (current workforce-total)| 4845| 552| 306| 72| 17| Specific Assignment Details For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report: 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given. b. Fill in the empty cells in the forecast of labor availabilities in Table 1. 1. c. Conduct an environmental scan. Based on the environmental data, what factors in the environment suggest Tanglewood might have difficulty filling their vacancies in the future? Upon performing an environmental scan, we have determined that Tanglewood might have problems filling their vacancies in the future for a variety of reasons. According to the scan, there are available candidates who are ready to fill managerial positions. However, our hiring policies at Tanglewood require employees to start out as store associates and work their way up in the organization if they choose to do so and if the store needs these positions filled. d. Compute year end totals for each job in Table 1. 1 and do a gap analysis to determine where shortages will occur in the next year. e. Develop a preliminary statement of the action plan for hiring for Washington next year. This should be an overview of the number of individuals needed to meet projected staffing levels for various positions that can be given to store managers. Make sure that your recommendations take the strategic staffing levels issues from the introductory case into account. 2. Examine the percentages of employee representation across demographic categories for Tanglewood and the available labor market for Table 1. 3. Are there any particular classes or jobs where the representation within Tanglewood appears to be out of line with the available workforce? What does the pattern suggest to you? 3. Based on your analysis and the affirmative action plan, do you think the company should engage in a specific strategy to change their recruiting and promotion practices? Do you think it is realistic for the company to try to meet their affirmative action goals in this process in a single year? What are the pros and cons of using internal promotions vs. external hiring to rectify the problems with gender and ethnicity representation in supervisory positions? 4. In addition to the specific targets for employee representation for the Spokane flagship location, Tanglewood wants to use this opportunity to establish estimates for the entire chain’s staffing policy regarding demographic representation of the workforce. How do you think individual stores can respond to overarching organizational objectives? Prepare a memo to be disseminated to the individual stores that gives a sense of your targets for the organization as a whole, and also gives the stores advice on how they can assist in narrowing any representation gaps you find through their recruiting, hiring, and promotion practices.