Third World Essays - Aid, Humanitarian Aid, Poverty, Extreme Poverty

Third World Most of the world's population resides in - and the overwhelming percentage of that population's growth occurs in the incredible diversity of places we call the Third World. Third world includes America's south of the United States; the whole of Africa; Asia apart from the Soviet Union, China and Japan; and the Oceanic Islands apart from Australia and New Zealand. Majority of these Third World countries is in complete poverty and due to that these countries face internal conflicts. The citizens of the Third World countries are facing many difficulties such as poverty uneven economic share in the world economy, and injustice. Hunger; lack of shelter, health care and the less advanced technology are major aspects of this worldwide dilemma. Many people die from starvation in smaller, underdeveloped countries, especially those in Africa. Due to their financial problems, the people lack proper shelter and clothing to keep themselves warm and clean water to keep their living areas hygienic. Since they lack adequate shelter and clothing, diseases break out and these diseases develop a lot easier with poor nutrition. Third world poverty has developed for various reasons. In general those are; lacking social security; lacking natural resources and nutrition; and having no financial stability. A third world country is economically depressed and continues to grieve. Most third world countries don't have social security or welfare. These countries cannot afford to support their citizens. Unemployment rates are extremely high and wages are drastically low. As a result, the people of those countries have no or insufficient income to keep themselves surviving. These extreme poverty situations could lead to hostile actions against the governments where governments are usually blamed for the problems. The effect of the decline in living standards in the poor countries increases potential for political violence as an impact on the government. There have been over twenty violent protests in recent years (late 1980s) specifically against the austerity measures imposed by the IMF, with over 3,000 people killed in those protests. Political violence or in other words reactions to the government will continue in the future as long as the needs of the citizens are not met. For the time being these impacts are passed over lightly by the third world governments but it is hard to predict the long-term effects of this cover-up. There are a variety of Third World countries in the world. Some are ruled democratically and give hope that they will manage to better off soon enough, and the rest are authoritarian regimes. In fact the political instability may make it more difficult for democratic regimes to survive, especially in Latin America, and may be replaced by authoritarian regimes which would be a step taken backwards. Plus the liberal, market economy may loose its popularity and new regimes, rejecting free market, may replace it. However a second approach: Poverty breeds Poverty , could also be developed. In Third World countries people are born into extremely poor societies and grow up there. Becoming adults, they are usually destined to be poor for all through their lives. When adults, they struggle to earn money and try to get rid of their individual poverty but the efforts are not met. Therefore these people become extremely discouraged and loose self-respect. Eventually they become associated with being poor and ignorant. As a result they neither look for their rights nor try to get better off. Another effect of poverty is the national shame it creates among the citizens of the Third World countries. Besides having individual poverty concerns, the citizens are also witnessing that their country has no or very low political prestige among the other world countries. Realising this fact, the citizens lose trust and respect to their governments. They either start to feel alienated or to blame the government. When they feel alienated the citizens want to run away from the poor country and start a new life where it's possible to be better off. These try to immigrate to first world countries where they could be employed and paid adequately. The second group that develops a mistrust towards the government are more likely to protest it and in more serious cases rebel against the government or the regime. Unlike

What to Do When a Dangling Participle Defies Revision

What to Do When a Dangling Participle Defies Revision What to Do When a Dangling Participle Defies Revision What to Do When a Dangling Participle Defies Revision By Mark Nichol A dangling participle is a construction in which the participle, or verb, that follows the subject of a sentence is not associated with an introductory phrase, leaving the participle dangling. For example, in â€Å"As a client, we know this new standard may affect you and your financial-reporting requirements,† the subject â€Å"we† is identified in the introductory phrase (which modifies we) â€Å"as a client.† But â€Å"as a client† modifies you, not we, and because we, not you, is the subject, that phrase is not appropriate at the head of the sentence. Often, such phrases can simply be relocated (with or without slight rewording) so that it is adjacent to the word it modifies, and the subject can begin the sentence. However, in this case, each of several permutations is problematic: In â€Å"We know, as one of our clients, that this new standard may affect you and your financial-reporting requirements,† the implication is that the party identified as â€Å"we† is one of its own clients. â€Å"We know that, as one of our clients, this new standard may affect you and your financial-reporting requirements† implies that the new standard, not the person identified as â€Å"you,† is a client of â€Å"we.† And â€Å"We know that you, as one of our clients, and your financial-reporting requirements may be affected by this new standard† suggests that being one of the clients of â€Å"we† is the cause of being affected by the new standard. In this case, the best solution is probably to further distinguish the two components of this sentence- the statement that the reader is a client of the business that produced the message and the information about the implications of the new standard- in a revised and expanded statement such as this: â€Å"You are one of our valued clients, and we want to make sure you know that this new standard may affect you and your financial-reporting requirements.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:20 Words with More Than One SpellingEnglish Grammar 101: Verb MoodNeither... or?

BatmanThe Dark Kninght Article Example | Topics and Well Written Essays - 1000 words

BatmanThe Dark Kninght - Article Example It carves a work of twisted beauty from it. Along with the film, â€Å"the dark knight† came a soundtrack, which was equally dark, violent, tortured, and relentless. The purists of the film music may find this soundtrack to be a bit offbeat to match their tastes. Certainly, they would not be wrong. The fact about the dark knight soundtrack is it represents a highly stylized approach in the creation of a film score. The music of Batman in the movie is iconic. While the music at the beginning of the movie is impressive, it actually does not give a comparison to what the duo have concocted when it comes to their second foray into the underbelly of the Gotham city, which is dark. Within the films context, the music assists in creating an unnerving sense of panic, chaos, dread, and fear. Zimmer and Howard help in creating a clashing dissonance for the joker that unnerves the listener. The Salvo used in the opening â€Å"why so serious?† is one among those tracks, which are used to create a disturbing feeling in persons bones. The soundtrack utilizes strings in a dissonant way to throw the listener off balance. It further creates a sense of malice and disconnect through the shift of rhythm, which jar them violently. The only sound an individual can hear when the soundtracks come to a quasi-silence is the recreation of the heartbeat palpitating. This palpitation of the heart serves to magnify the sheer horror and terror in the movie. This track in the film is a reminiscent of some of the Philip Glass’s composition in several ways, although it is progressive in nature. In conclusion, this music is the most jarring and daring composition ever to be used in filming. It is quite impossible to follow twisted things such as â€Å"why so serious?† but Howard and Zimmer have been able to manage and keep the wonderful thematic in progress. They have been able to roll over some of the nuances in the first track into the much more classically natured

Branding for the UK Youth Market Research Proposal

Branding for the UK Youth Market - Research Proposal Example A degree of understanding with regard to their broad interests in relation to how they spend their money will also need to be appreciated. In particular whether there is a holistic group product awareness and market for brands like Nike or Sprite etc. Within this research framework questions relating to how the prevention of product consumerism like tobacco and alcohol work effectively or whether campaigns for drink and smoking awareness prove ineffective for most young people. This should conclude whether current marketing is acting responsibly, towards the needs of young people as well as what the real motivators and trends of the average young person are where branding is concerned. This will provide a comprehensive definition of what is meant by branding and outline the general position of the current youth market in comparison to fifty years ago. This section will provide an overview and a context for the chapters ahead. The literature review will demonstrate the types of sources that were utilised for the purposes of researching and demonstrating the findings presented within the dissertation. This will include a comprehensive analysis of all the key references that have been used to argue the points under discussion within this thesis. As a means of setting the context withi... issertation will use a variety of resources including text books, research papers, journals, relevant articles and web resources in order to support the arguments for discussion. Total length for the Literature Review should represent 25% of the dissertation As a means of setting the context within which a changing market has evolved and is still developing Bill Osgerby's innovative Youth Media. This text explores Youth culture and the media, the 'Fab Phenomenon', representations, responses and effects of the media on young people. It also focuses on lifestyle, culture and identity. The Journal of Consumer Behaviour offers a number of useful and relevant volumes that provide primary research findings, including Uncovering the links between brand choice and personal values among young British and Spanish girls by Anne Dibley and Susan Baker. Their paper presents empirical research relating to specific areas of branding, including how snack brands can satisfy particular young female values amongst 11-12 year-old British and Spanish consumers. Links between brand choice and personal values amongst the young are analysed and proved legitimate; particularly in relation to associations with fun, excitement and friendship. The Art of Digital Branding By Ian Cocoran, is a very up to date text discussing the art of digital branding for the benefit of contemporary audiences. It looks at how different colour schemes, site maps and menu formats can work effectively at engaging with different people to satisfy different needs and comments on the challenges of the changing morals of youth. Similarly Matt Haig looks at the phenomena of modern methods of marketing to the young in Mobile Marketing: The Message Revolution Which essentially discusses the powerful and direct method

News paper summary Essay Example | Topics and Well Written Essays - 500 words - 2

News paper summary - Essay Example Overall, it is a necessary step to regulation of economic critical situations in financial sector. The article Bank of America Again Requests 5-Cent Dividend discovers several attempts of Bank of America to increase dividends from one cent to five cents a share. The increase was proposed and rejected in 2011. This march the Fed approved the increase; however, the change was stopped because of miscalculations in documents. Now it is a time for the next attempt. Bank of America will get much money from the increase in dividends. However, it was fair that the Fed banned the change due to mistakes in docs. Overall, if the organization wants to get benefit, it has to work hard to make sure that their activities are legally correct. Otherwise, they will spoil their reputation. The article Capital-Raising in India Is Poised to Rise make optimistic prognoses concerning the future of economy in India. After the arrival of new government, the country experience boost in investing and development. The only concern related to paperwork; organizations need to develop and formulate their fundraising plans for future. Economy in India will be actively developing in the nearest time. The article shows that it becomes more stable in hard industries as well as financial sector. Stability will attract more investors who will join people willing to invest in India. This country has great reaources and potential for long-term cooperation. The article Big Commodity Traders Gain Clout dwells on success of four commodity traders which include Vitol,  Glencore PLC, Cargill Inc. and Trafigura. These companies boost their profit and become as successful as Apple or Chevron. Their success becomes even more outstanding because they actively buy assets in hard industries. These companies are engaged in trade of raw materials which make them stable and profitable. Titles of the companies mentioned in the article cannot be compared to Apple in their popularity; however, they become

Impact Of Positive Organisational Behaviour Saudi Corporation Management Essay

Impact Of Positive Organisational Behaviour Saudi Corporation Management Essay This section includes a comprehensive discussion of the major concepts and theoretical literature that are relevant in this study on the impact of positive organisational behaviour in a Saudi corporation. This chapter builds the research framework by reviewing relevant literature on organisational behaviour, the role of managers and leaders, managing diversity and ethics, the role of behaviour and work outcomes, positive psychological capital, employee engagement, and psychological contract. Organisational Behaviour It is an accepted maxim of the modern business world that if organisations are to obtain a degree of competitive advantage, they require several key factors. Chief amongst these are a highly skilled work force; an excellent level of technological proficiency; and consistency in delivering higher quality products and services than their competitors (OReilly and Pfeffer 2000, p. 48). Obtaining and developing these factors is possible only if a company has a highly motivated workforce, which is willing to devote large amounts of discretionary effort to helping the company meet its goals. This argument has been supported by research that has shown that it is generally employees that drive success in the modern world, regardless of whether that success if defined as profitability, productivity or some other form (Pfeffer and Sutton 2000, p. 32). Unfortunately, the question still remains as to what steps companies can take to consistently motivate their employees to achieve this improved l evel of performance. One of the most prominent systems for achieving this, and one which is widely applied in modern organisations, is the concept of behavioural management (Stajkovic and Luthans 2003, p. 155). This concept focuses on the principle of contingent reinforcement, arguing that by rewarding desirable behaviours and punishing or discouraging undesirable ones, humans will moderate their behaviour to achieve the maximum rewards. However, this theory has come in for criticism with Bandura (1987) arguing that If people acted on the basis of informative cues but remained unaffected by the results of their actions, they would be insensitive to survive very long (p. 228). This implies that, over time, people will work out that the behavioural approach to human resource management is having consequences in terms of making them work harder, and hence will moderate their behaviour further to address this point. The thrust on organisational behaviour as an important human resource management concept did not come until the late 1980s (Robbins 2003). Traditionally, business students and future managers received intensive technical training in economics, statistics, accounting, and management theories in order to equip them with the tools in successfully leading companies. There was no mention of the importance of analysing human behaviour in the management equation. Capitalising on the technical aspect of business management had its advantages, but business researchers and practitioners soon found that while technical skills may have increased employee specialisation, it did little to produce successful employee relationships or interactions. Organisational theorists and researchers such as Luthans, Hodgetts and Rosenkratz (1988) were able to demonstrate that human resource skills and communication skills were in fact vital factors in effective leadership and management of business organizatio ns. The traditional skills such as planning, controlling, and decision-making only accounted for 19 percent of the formula for success. Organisational behaviour is defined as an interdisciplinary field which studies individuals and their behaviour within the context of the organisation in a workplace setting (Miner 2005, p. 3). Organisational behaviour focuses on the moods, feelings, and emotions of people in the workplace and studies stress, employee-manager relationships, physical settings, group dynamics, and reward/punishment systems in the work setting. Miner (2005) stressed the importance of the feelings, thoughts and actions of employees in influencing organisational culture. When workers are unhappy, they are unproductive (Luthans 2002a). However, ensuring excellent performance and high productivity is a multidimensional process. Organisational values change over time and employee behaviour is not static. This makes organisational behaviour a focal point in mapping out organisational development. By examining the behaviour of employees over time, management can formulate policies and solutions that impact emp loyees. So far, studies on management and organisational theory have pointed to different variables that drive employee behaviour and productivity. Managers have decided to implement policies to influence team productivity and enhance overall organisational efficiency with differing results. The strategies and approach have also been heterogeneous no one strategy has been proven to be effective in all internal or external organisational environments. What works for one company may not work for another. What several studies have highlighted is the importance of organisational personality in influencing a positive or negative work environment. Nelson and Cooper (2007) explained that the behavioural approach toward management improves organisational processes, interaction, communication channels between employees and managers, and the overall quality of service delivery of the organisation. Aparnas (as cited in Nelson and Cooper 2007, p. 87) study on team behaviours within organisations sugges ted that an organisations identity is influenced by both internal and external forces. Nelson and Cooper (2007) suggested that an organisations strategic plan can modify organisational culture. This finding supports the theory that external influence is effective in forming organisational personalities. This external influence falls within the scope of the functions of managers and leaders. By crafting strategy plans around organisational behaviour, managers and leaders can influence business success by motivating positive behaviours among employees. Managers and Leaders As pointed out earlier (Nelson and Cooper 2007), managers and leaders have an important role in introducing external influences to promote positive organisational behaviour. Managers and leaders are often referred to in the same context or not distinguished at all but in the study of organisational behaviour, a distinction is made (Nelson and Cooper 2007, p. 23). Categorising managers and leaders on the same level leads to role confusion and sometimes places individuals in functions they are not proficient in. This is especially true for large business organisations. Griffin and Moorhead (2010) believe that in the interest of maximising the true potentials and proficiencies of people in organisations, the organisational structure must differentiate the manager from the leader. Theorists (Bennis 1989, Yukl 2002) consider the manager and the leader as having unique functions and characteristics although these may overlap from time to time. Bennis (1989) considered leaders to display pa rticular traits such as inspiration, innovation, and development while managers were maintainers, controlling, and administrative. A manager is a person who identifies and achieves organisational objectives through the deployment of appropriate resources (Griffin and Moorhead 2010, p. 14). Managers are those that traditionally assume responsibilities in human resources which require communication skills and documentation. In the era of globalisation, managers have been challenged to be more knowledgeable of information technology to greatly enhance the management enterprise and to boost managerial capability to document and communicate with people in the workplace (Bloomberg 2009). On the other hand, a leader is a person who influences a group of people towards the achievement of a goal (Yukl 2002, p. 132). As a characteristic, leadership is considered to be the result of both nature and nurture and while there are people born with natural leadership traits, leadership can be learned (Bennis 1998, Yukl 2002). Moreover, not one leadership style is best-suited in all work environments. Two theories adopt this view: the contingency theory of leadership by Fred Fielder (1978) and the situational leadership theory by Paul Hersey and Ken Blanchard (1969). Fielders contingency theory emphasised on the behaviours and reactions of leaders in particular situations. They believed that effective leadership depends on how a leader matches his style of leading with the organisational environment. Hersey and Blanchards situational leadership theory stressed that there is no singular best leadership style. According to both, successful leadership is task-relevant and is dependent upon two factors: 1) the leadership style adopted and the 2) maturity level of the group being led. Choosing the appropriate leadership style also has to consider the type of tasks or functions which need to be accomplished by the group (Hersey, Blanchard, and Johnson 1996, p. 34). The main difference between managers and leaders is that the former are more goal-driven while the latter vision-driven. Bennis (1985) pinpointed the difference saying, managers are people that do things right and leaders are individuals who do the right thing (p. 21). Whatever differences they may have, Griffin and Moorhead (2010) opined that organisations need both management and leadership if they are to be effective. Leadership is necessary to create and direct change and to help the organisation get through tough times. Management is necessary to achieve coordination and systematic results and to handle administrative activities during times of stability and predictability. Management in conjunction with leadership can help achieve planned orderly change, and leadership in conjunction with management can keep the organisation properly aligned with its environment. Managers and leaders also play a major role in establishing the moral climate of the organisation and in determining the role of ethics in its culture (Griffin and Moorhead 2010). Managing Diversity in the Workplace A prominent reality that managers face in the modern organisational environment is diversity. Diversity is an important facet in the study of organisational behaviour because it characterises the different beliefs, persuasions, and behaviours of employees especially in multicultural organisational environments (Adler and Gundersen 2008, p. 65). Diversity is present when people with similarities and differences in age, ethnicity, religion, culture, and educational attainment are grouped together within the same working environment (Griffin and Moorhead 2010). Workplace settings today have become increasingly diverse due to equal opportunity legislations that secured the presence of women, minorities, and differently-abled persons in the workplace. Managers use different strategies in approaching diversity. On an individual scale, diversity may be handled by learning about others and demonstrating empathy and respect for cultural differences. On an organisational level, managers may use mentoring, training, work/life balance problems and implementing alternative work schedules. To manage diversity, Adler and Gundersen (2008) believe that organisations must establish a system of ethics in the workplace to support an ethical organisational culture. Relevant to this particular study is how to manage diversity in a multicultural workforce. In a society characterised by a melting pot of cultures, managers of Saudi companies are challenged to adapt and handle cultural differences vis a vis ethics and performance (Al Kibsi et al. 2007). Managing diversity in multicultural work environments is difficult but attainable if organisational leaders are sensitive and are committed toward adapting to cultural differences. Diversity must be handled with sensitivity and tolerance. Ethical questions may be interpreted differently by one culture and not by others; connotations may be attached to the meanings of some words which may be taken negatively by individuals or groups. Managing diversity has also become a priority in order to prevent legal claims of employee discrimination (Cameron, Dutton, and Quinn 2003). As a result, oganisations are turning to diversity training and multicultural strategic planning and organisational development to combat these problems. Human resource management is inextricably linked to handling cultural issues (Cameron, Dutton, and Quinn 2003). Because culture defines people, their behaviours and beliefs, managers need to be sensitive and proactive in addressing ethical or work relationship conflicts that pertain to differences in culture. When tackling the human resource strategies that are applicable to specific companies, culture should be seriously taken into account. Bell (2005) explained that managers in Saudi companies face numerous challenges in driving the performance of business organisations due in part to cultural factors. Problems such as low motivation (Bell 2005), tardiness and high turnover (Al Kibsi et al. 2007), and emphasis on higher pay (Al Kibsi et al. 2008) are some of the cultural characteristics of the Saudi workforce. Bell (2005) attributes this to the historical development of Saudi society. Many of its young professionals are members of privileged families and the influence of accumulate d wealth due to the oil boom has instilled a cultural preference for managerial positions and disdain for labour-type jobs. Al Kibsi and colleagues (2007) found in their study that foreign labour has become so necessary in running Saudi companies because private companies are unable to provide organisational structures that meet the desired rewards, career paths, and salaries demanded by Saudi professionals. Gopalakrishnan (2002) revealed in a study of culture of Saudi companies that honest and candid evaluations of performance have a high likelihood of eroding self-esteem among employees. Gopalakrishnan (2002) explained that unlike the highly individualistic culture in the United States, employees in the Middle East value collectivism and group work. Culture is a significant factor that managers must take into consideration because it also impacts employee motivation and consequently, work performance. Motivation in the Workplace Motivation is an important management process because it allows managers to influence the behaviour of employees by knowing what makes them tick (Luthans, 1998). Motivation is defined by Luthans (1998) as the process that arouses, energises, directs, and sustains behaviour and performance (p. 43). Motivating people is stimulating them to work toward a desired task. Employing effective motivation has been shown to impact employee satisfaction an organisational commitment (Luthans 2002a). Salary increases or promotions are not the only effective motivators; other incentives can be offered in order to spur employee motivation. It is a common assumption in management that organisational goals cannot be attained without the sustained commitment of organisational members. Motivation is characterised by factors which cause, channel, and sustain human behaviour in a particular committed direction (Adeyemo as cited in Alder and Gundersen 2008, p. 29). Some of the fundamental assumptions that managers and management researchers have about motivation are: 1) that it is a positive thing because a person cannot be confident about him or herself without being motivated (Alder and Gundersen 2008), 2) motivation is just one among several factors that contribute to a persons work performance aside from skill, resources, and work conditions (Luthans 2002a), 3) motivation is a renewable resource that needs continuing replenishment (Zhao 2009), 4) motivation is a management tool that managers should capitalise on in order to direct organisational performance (Griffin and Moorhead 2010). If managers are knowledgeable about the needs and drives of their workers, they can tailor work assignments and rewards according to what is stimulating for them. Managers motivate by appealing to the needs and desires of individual workers (Luthans 2002b). Theories of motivation Abraham Maslow, in his 1943 seminal work A Theory of Motivation, suggested that human beings five basic needs form a hierarchy: from physiological, to safety, to social, to esteem, to self-actualisation needs (Adler and Gundersen 2008). In his model of the needs hierarchy, Maslow explained that individuals are fundamentally directed toward the satisfaction of physiological needs. Physiological needs include basic human needs such as food, shelter, and clothing. As the primary need, Maslow believed that these needs have to be satisfied first before people can be motivated to satisfy other higher-order needs. After the satisfaction of physiological needs, safety and security go next. Safety and security refer to the need to be free from physical harm, from basic needs deprivation, and self-preservation. Next comes social affiliation which is the need for the individual to belong to one or more social groups and to be part of meaningful human relationships. After the social needs are sa tisfied comes the need to fulfill individual desires such as self-esteem and greater personal recognition from other human beings. Achieving self-esteem allows the individual to acquire self-confidence, power, prestige, and control over their circumstances and their contribution to their immediate environment. When self-esteem is satisfied, individuals progress toward self-actualisation which refers to the need to maximise ones potential and to become what one is capable of becoming (Hersey, Blanchard, and Johnson 1996, p. 81). According to Maslows needs hierarchy model, higher order needs (esteem and self-actualisation) only become activated, and thus motivate behaviour, after lower-order needs have been satisfied. This approach has been critiqued to be applicable only in the Western organisational context since motivation of employees from more collective-oriented cultures differs from that of their more individualistic Western counterparts. An individuals needs are particularly bound by culture (Alder and Gundersen 2008, p. 75). While Maslow concentrated on satisfying extrinsic factors to drive motivation, Frederick Herzbergs two-factor motivation theory stated that intrinsic factors are also important (Alder and Gundersen 2008, p. 76). Extrinsic factors include supervision, relations with co-workers, salary, company policy, supervision, and administration. Intrinsic motivators correspond to higher-order needs on Maslows hierarchy, including the work itself, responsibility, recognition for work done, and achievement and work advancement. Despite the acceptance and recognition of the two-factor motivation theory, its universality cannot be assumed. Factors which act as motivators and demotivators vary across culture (Griffin and Moorhead 2010). Hence, managers who are about to enter a new culture should be observant about the cultural factors which appear important and not assume the transferability of their earlier experiences with a particular culture. Positive Organisational Behaviour While organisations are looking to use human resource management concepts to boost the performance of their employees, only around half of all organisations have positive experiences of using them, and believe that they actually matter (Pfeffer 1998, p. 12). As a result, only a small fraction of organisations consistently implement and devote sufficient attention to high performance HRM practices. This further increases the degree of scepticism amongst workers, as more and more of them encounter poorly implemented practices that are often abandoned due to a lack of time and effort (Luthans and Youssef 2004, p. 143). This can lead to the spread of a negative and pessimistic form of organisational behaviour spreading throughout organisations that are using traditional forms of human resource management. The popularity of positive psychology has led to a reconsideration of traditional HRM practices that focus more on the negative aspects of organisational behaviour. Positive organisational behaviour has been defined by Bakker and Schaufeli (2008) as a management concept which emphasizes the need for more focused theory building, research, and effective application of positive traits, states, and behaviours of employees in organisations (p. 147). This implies that not only do organisations need to work on developing positive organisational behaviour, but also on ensuring that this behaviour is effectively applied and thus produces the desired outcomes. Otherwise, if the positive organisational behaviour fails to produce noticeable improvements, employees may lose heart and much of the optimism in their behaviour may be lost. Further to this, the concept of positive organisational behaviour needs to show the added value of the positive over and above the negative (Bakker and Schaufeli, 2008, p. 147) in order to gain wide acceptance and the attention needed to develop further. One of the main potential methods through which this added value could be demonstrated is that positive organisational behaviour is strongly linked to levels of work engagement. According to Bakker et al (2008) this implies that the development of positive organisational behaviour can lead to a positive, fulfilling, affective-motivational state of work-related well-being that is characterized by vigour, dedication, and absorption (p. 187). In other words, developing positive organisational behaviour is more likely to make employees feel positive about their work, and also to engage more strongly with it. This in turn will lead to the employees caring more about the outcomes of their work as outcomes in their own right, rather than simply as tasks they have to complete in order to gain promotions or justify their salaries. This argument is supported by Bakker et als (2008, p. 187) empirical research, which showed that work engagement is influences strongly by the level of job resource s that employees have access to, and the level of personal resources that are inherent to the employee themselves. Of these, job resources focus on factors such as the supervisory coaching and feedback that the employee receives, whilst personal resources include many of the resources associated with positive organisational behaviour, such as optimism, self-efficacy and self-esteem. In addition to this, the research shows that work engagement is a valid predictor of job performance and client satisfaction, indicating that it can help to achieve the employee performance boost needed by modern organisations (Bakker et al, 2008, p. 187). Positive organisational behaviour [POB] emerged from the positive psychology approach in 1999 and was pioneered by Fred Luthans. Positive psychology departs from the traditional negative thrust of psychology as a field which studies illness rather than wellness and instead, proposes that the strengths and virtues that allow individuals and communities to thrive should be studied. Positive organisational behaviour focuses on theory building, empirical research, and application of positive attitudes, traits, and behaviours of employees within organisations (Luthans and Youssef 2007). Luthans (2002a) defined positive organisational behaviour as the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in todays workplace (p. 59). Positive organisational behaviour is a psychology-based approach toward human resource management and operates within a framework t hat considers employee happiness as viable objectives in themselves. Proponents of positive organisational behaviour treat employee well-being and health to be of strategic value for businesses. Instead of viewing occupational health and employee well-being as costs, positive organisational behaviour proponents consider them sound investments. Typically, POB focuses on use of organisational resources in increasing psychological capital, employee engagement, emotional intelligence, and psychological contract. POB is implemented in organisations to stimulate peak performance and enhance the conditions under which employees function and thrive. Psychological Capital The concept of psychological capital has become an important construct, not only in human resource management, but also in other areas such as leadership research. Psychological capital is seen as a key factor in allowing leaders to develop positive organisational behaviour within the organisations that they lead. This link is strongly supported by the research of Toor and Ofori (2010, p. 341) which found that psychological capital is strongly correlated with both leadership authenticity and transformational leadership. In their leadership study on construction and engineering project leaders, a distinction was made between traditional project leaders who drove performance through power, task orientation, and authority and authentic leaders who drove performance through positive values such as morality, ethics, and collective well-being. Authentic leaders who use positive behaviours capitalise on the environment of trust and are able to motivate people better and accomplish challengi ng tasks (Toor and Ofori 2010). Authentic leadership possesses high potential for development as well as veritable performance of construction project leaders. At the same time, the existence of transformational leadership in an organisation plays an important role in the ability of the organisations psychological capital to drive positive organisational behaviour and desired outcomes such as extra effort and satisfaction on the part of employees. However, there is also evidence to suggest that the development of psychological capital in organisations and its ability to drive positive outcomes at both the individual and organisational level, is strongly linked to the level of focused training and development that employees receive (Luthans et al, 2010, p. 41). An exemplary case is UK retailer Tesco which has one of the most impressive workforce development programmes. Tesco employees were considered the happiest and the most loyal in a survey among UK companies (European Monitoring Centre on Change 2007). Tesco has built its image on positive values such as ethics, morality, and human rights. For instance, it has a Working beyond retirement policy which accepts workers above the age of 50, a Remploy policy which brokers jobs for disabled individuals, a basic skills training program, and The Step Change Programme which values the initiatives of employees in suggesting company policies to enhance customer service and satisfactio n. This has resulted to high levels of employee and customer loyalty, positive relationships with suppliers, and efficiency savings amounting to GBP350million (European Monitoring Centre on Change 2007). The Tesco experience implies that psychological capital is not only something which emerges at work through the day to day actions of managers and leaders, but can also be developed through direct training interventions for the workforce. Indeed, the study by Luthans et al (2010, p. 41) indicated that said training interventions not only may be used to develop participants psychological capital, but can also lead to an improvement in their on-the-job performance. This indicates the importance of developing psychological capital at all stages of the human resource management cycle, in order to maximise the potential gains from positive organisational behaviour. Psychological capital refers to the positive psychological states that an individual owns and can use to achieve greater effectiveness in organisations. A comprehensive definition of psychological capital is: An individual state of positive psychological development, which is characterized by: (1) possession of confidence (self-efficacy) by which challenging tasks can be successfully completed through showing and paying necessary efforts; (2) positive attribution should be made on the current and future success (optimism); (3) targets need to be adhered to, and if necessary the line of achieving goals can be re-selected in order to be successful (hope); (4) When confronted with the problems and difficulties, success can be achieved by sticking to goals, quickly restoring and taking roundabout ways (resilience). (Luthans, Youssef and Avolio 2007, p. 15). According to Luthans and colleagues, psychological capital or PsyCap leads to positive organisational behaviour which in turn makes employees work more diligently, adhere to ethics, and acquire higher job satisfaction and improved performance (Luthans, Avolio, Avey, et al. 2007). Psychological capital has four components: 1) self-efficacy, 2) hope, 3) optimism and 4) resilience (Luthans 2005). When used together with social and human capital, psychological capital represents the human resource that each individual owns and which organisations can measure, invest in, develop, and manage effectively. Today, the application of PsyCap is growing in many global companies (Avey 2007). The Kellogg Corporation has institutionalized PsyCap training for all its managers. Engineering leaders and senior managers of The Boeing Company also underwent PsyCap training. Moreover, Boeing has included PsyCap as a workforce development indicator (Avey 2007). Self-efficacy Self-efficacy is the belief that one is capable of attaining specific goals by mobilising motives, cognitive resources and actions (Bandura 1997, p. 76). It refers to positive beliefs and confidence on ones skills and abilities to perform desired task. Persons having high self-efficacy perceive highly that they are capable of taking action and modifying their environment using several resources. Stajkovic and Luthans (1998) believed that people with high psychological capital are more persistent despite failures and are less disheartened and less likely to resign when faced with possibility of failure. Hence, self-efficacy positively impacts work performance. Luthans (2005) recommends ways in which organisations can nurture self-efficacy of employees in his Psychological Capital Intervention [PCI] model. One is to allow employees to identify concrete targets based on employees professional skills. In this manner, employees can process goals in groups and analyze methods in achieving them while criticising and modifying goals. This form of intervention strengthens goal commitment and task control among employees. Another intervention is provide avenues such as trainings and drilling programs where employees can share success stories and exchange experiences in order for them to appreciate that success comes with positive and sustained efforts. Another intervention is to establish expectations by mobilising emotions and persuasions to stimulate confidence among employees that with the proper strategies and timetables, goals can be met. A fourth intervention is the use of positive and constructive defense mechanism in organisational culture through humor, compensation, and sublimation. The idea is to not embarrass or humiliate employees who are frustrated over unachieved goals but to deal with it positively while regaining the employees self-confidence and psychological stability in the process. Hope Hope refers to a positive motivational state characterized by a sense of success resulted from interactions based on agents (goal-oriented vitality) and the paths (plans to achieve goals) (Snyder and Lopez 2002, p. 34). Hope represents an individuals determination that goals are achievable and the individuals conviction that pathways will lead towards attaining these goals. Hope can be determined through two factors: path and willpower (Snyder, Feldman, Taylor, 2000). Peterson

Image Is Everything Essay -- Character Analysis,The Buchanan, Gatsby

Have we come to a point in time where image is everything? Where it depends on what one wears to show that they belong to a certain class or to prove how much money they have. People are wearing name brand clothing, driving expensive cars and living in mansions just so they can show off their money. Could they do the same for less? Sure they could, but then no one would see them as high class people if they dressed like commoners, drove cheaper vehicles and lived in regular houses. This has been the case for centuries. In F. Scott Fitzgerald's work â€Å"The Great Gatsby†, characters are suffering from this very thing. The Buchanan's and Gatsby are the higher class people who flaunt their money, while the Wilson's are of a lower class and function the same way for less. Dress is an important feature of all human societies. In addition to providing protection and warmth, dress serves many other purposes. Most of them having to do with communicating our identity to others. According to fashion expert Kadence Buchanan, â€Å"But human clothes have over the years evolved into a symbol itself.† (1). What we wear shows who we are. In chapter 7 of Fitzgerald's novel, Daisy tells Gatsby, â€Å"You always look so cool... You resemble the advertisement of the man,' she went on innocently, 'You know the advertisement of the man-† (94-95). Back in the 1920's there was a man on posters who was clean cut, good looking and sharply dressed. Known as the Arrow Collar Man. This is who Daisy was referring Gatsby to. Resemblance between the Arrow Collar Man and Gatsby is strengthened by Nick Carraway's descriptions of Gatsby: â€Å"His tanned skin was drawn attractively tight on his face and his short hair looked as though it were trimmed everyd... ...suit for his wedding (30), and he sees a bright new future out West in the form of Tom's coupe. Both Wilson and Gatsby are indifferent to commodities per se, but they make the mistake of seeking material possessions rather than themselves as the best means for attracting and keeping their women. Having money and wealth is not all its cracked up to be. One shouldn't have to buy fancy cars and name brand clothing and seek other things to make them happy when they are bored with what they have. You can take the regular person wearing regular clothes and driving a used car and he can do the same thing as the rich person driving the Jaguar and wearing Armani suits. Its not the luxury items that make a person, but the person that makes themselves. A person who knows what they want and how to get it and who works for it is far more valuable than any Armani suit.

Army Physical Fitness Training Standards

Marc Smurr English 101 January 28, 2011 Responding to Another’s Voice New Army Physical Fitness Training Standards The United States Army Physical Fitness test, or Pt test consist of a two mile run, push ups and sit ups, each event is graded based on age, and sex. There is a simple pass or fail in each category and this is based on how many repetitions, whether it being sit-ups or pushed up, the person can complete in a two minute time period. The two mile run is based on age, sex, and time, how long it takes the person to run the two mile long distance. Many soldiers are faced with the grueling problem of not passing this test based on their previous injuries from being deployed, or that they can not meet the fitness demands of the physical test. I myself have struggled with the physical training test over the last year and I have watched many of my battle buddies struggle as well. It is a kind of stigma that makes the soldier feel worthless. The Army’s consequence for failure of the PT test could be loss of rank and pay, a kind of military probation, where the soldier can not advance or be promoted to the next rank, the solider may be made to do extra physical training. If the soldier continues to fail the PT test, they can be dishonorably discharged from the Army, or can be barred from re-enlistments. In 2003 the Army began launching a brand new physical fitness program for basic-training units at Fort Bliss, Texas; the program has now started rolling out across the Army worldwide. The program is design to better prepare soldiers for combat, it emphasis on a full-body workout. The program was made to limit injuries and increase deployment readiness. One of the most popular drills is the 300-yard shuttle run, Soldier runs to one end of the field and touches the ground with their left hand, then come back touch the ground with their right hand. Soldiers will find the program is designed to improve their PT scores instead of hurt them. The program consists of many sprinting exercises to help with longer running routes, like the wo-miles run. The other training that the soldier is going to have to do during the physical training test is going to be more obstacles. With this it helps soldiers to be able to maneuver around obstacles, over obstacles and under obstacles. With this training it with help soldiers with the terrain that is overseas. With my experience of being overseas and what I have seen there are a lot of obstacles that soldiers have to cross everyday. When a soldier is at basic training they are trained on three to five second rushes. The three to five second rushes consist of running for three to five seconds and then dropping to the ground. This is good for when a unit over seas is under fire and they are out on a walking patrol. It helps get people back to a safe position and when you get down it helps conceal the soldier from the opposing force that is firing on them. The other training that is involved will be a lot of core training. With this training it will make the upper body of the soldier stronger and the lower body. This helps with the gear that the soldier would have to carry when they are deployed. The gear will consist of the body armor, the ammo, the weapon, the helmet, and sometimes the ruck sack. With all of this together it could weigh around 50 to 100 pounds or even more depending on the job that the soldier has. I am a military police officer so my gear consisted of all of those things. It’s a tough journey but with the right training and exercise the soldier is able to carry the gear with out any problems. I agree with the physical fitness that is coming out for the army. The new one helps the soldiers be more prepared than the old one. The old on consisted on push ups, sit ups and a 2 mile run. In combat there will never be a time that you would have to run 2 miles. The most you will ever run is maybe 30 meters. With the push ups and sit ups that just help to get your body in shape but do not get your body to the place where you need it to be to carry all of your gear. The new physical fitness will be a lot better than the old one because it will help out a lot of people with the physical requirements that are meant for overseas.

The Wall - Picture Book About A Visit to Vietnam War Memorial

The Wall - Picture Book About A Visit to Vietnam War Memorial Author Eve Bunting has a gift for writing about serious subjects in a way that makes them accessible to young children, and she has done just that in her picture book The Wall. This childrens picture book is about a father and his young sons visit to the Vietnam Veterans Memorial. Its a good book to share on Memorial Day, as well as Veterans Day and any other day of the year. The Wall by Eve Bunting: The Story A young boy and his dad have traveled all the way to Washington, DC to see the Vietnam Veterans Memorial. They have come to find the name of the boys grandfather, his dads father. The little boy calls the memorial my grandfathers wall. As the father and son look for the grandfathers name, they meet others who are visiting the memorial, including a veteran in a wheelchair and a couple weeping while hugging one another. They see flowers, letters, flags, and a teddy bear that have been left at the wall. When they find the name, they do a rubbing and leave a school photograph of the boy on the ground below his grandfathers name. When the boy says, Its sad here, his father explains, Its a place of honor. The Books Impact This brief description does not do justice to the book. It is a poignant tale, made more so by the muted watercolor illustrations of Richard Himler. The boys obvious feelings of loss for a man he never knew, and his fathers quiet remark, He was just my age whe he was killed, really bring home the impact of war on the families whose lives have been changed by the loss of a loved one. Yet, while the father and sons visit to the Vietnam Veterans Memorial is bittersweet, it is a comfort to them, and this, in turn, is a comfort to the reader. The Author and the Illustrator Author Eve Bunting was born in Ireland and came to the United States as a young woman. She has written more than 200 childrens books. These range from picture books to young adult books. She has written other childrens books on serious subjects, such as Fly Away Home (homelessness), Smoky Night (the Los Angeles riots) and Terrible Things: An Allegory of the Holocaust. Eve Bunting has also written numerous more lighthearted childrens books, such as Sunflower House and Flower Garden, both of which are on my Top 10 Children’s Picture Books About Gardens and Gardening list. In addition to The Wall, artist Richard Himler has illustrated a number of other books by Eve Bunting. These include Fly Away Home, A Days Work, and Train to Somewhere. Among the childrens books hes illustrated for other authors are Sadako and the Thousand Paper Cranes and Katies Trunk. Recommendation The Wall is recommended for six- to nine-year-olds. Even if your child is an independent reader, I suggest that you use it as a read-aloud. By reading it aloud to your children, you will have the opportunity to answer any questions they may have, to reassure them, and to discuss the story and the purpose of the Vietnam Veterans Memorial. You might also put this book on your list of books to read around Memorial Day and Veterans Day. (Clarion Books, Houghton Mifflin Harcourt, 1990; Reading Rainbow paperback edition, 1992. ISBN: 9780395629772)

Chant and Cant

Chant and Cant Chant and Cant Chant and Cant By Maeve Maddox My dear friend, clear your mind of cant. You may say to a man, Sir, I am your most humble servant. You are not his most humble servant. You tell a man, I am sorry you had such bad weather and were so much wet. You dont care sixpence whether he is wet or dry. You talk in this manner; it is a mode of talking in Society: but dont think foolishly. (Johnson to Boswell, May 15, 1783) The word cant as Samuel Johnson uses it here means empty talk, insincere expressions of feelings or beliefs the speaker doesnt really have. The OED gives various other meanings for the word cant, including: A pet phrase, a trick of words; esp. a stock phrase that is much affected at the time, or is repeated as a matter of habit or form. Phraseology taken up and used for fashions sake, without being a genuine expression of sentiment Affected or unreal use of religious or pietistic phraseology; language (or action) implying the pretended assumption of goodness or piety. Cant is a doublet of chant. Both come from French chanter to sing. In a broad sense, a chant is a song, but what most people think of as a chant is a monotonous song, not particularly melodious, and usually unaccompanied by a musical instrument. Chant can also be used as a verb: Monks chant their prayers. Magicians chant their spells. How did a word meaning song or to sing give rise to one meaning empty talk? Canting was a term applied to the sing-song whining pleas of beggars asking for charity. What the beggars said was perceived as insincere and their way of saying it was like singing. Thus the word cant in Dr. Johnsons sense was born. By the way, Dr. Johnsons advice to Boswell remains as valuable to writers today as it was in 1783. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Writing Prompts 10150 Synonyms for â€Å"Idea†Adverbs and Hyphens

Should embryos be treated as human lives Assignment

Should embryos be treated as human lives - Assignment Example However contemporary views on the subject are changing to favor of pro-choice, today more people advocate and are tolerant of abortion than ever before and in majority of states, it is allowed as long as it is carried out safely in a hospital. Several factors have contributed to this change, among them is the empowering of women which made the idea of giving them choice over their reproduction become something of a right. In addition the increased secularism of society has contributed a great deal since the church and other religious organizations were key opponents of the practice. From a sociological perspective, abortion is viewed in numerous ways but the most overt as through the conflict theory. It embodies the underlying and overlying conflict between different opinions guided by either religion or morality. From a psychological point of view there is a contradiction of opinions since on one hand abortion is seen as a potential cause of psychological trauma on the mother while on the other not procuring one could also result in psychological problems especially if the mother is in distress or was raped (Sedgh et al, 2007). Anthropologist are even more divided because from a cultural perspective, abortion evokes a range of mixed reactions with some people advocating for it but majority decrying it as inhuman and immoral, many traditional cultures are against it and they have had to contend with contemporary acceptance of the practice. The functionalist theory is based on the interdependence of the various factions of society and it does not promote the changing of social environments simply for the sake of benefiting individuals. Functionalist hold that societal change always results in compensating change in other parts of society, in regard to abortion, the functionalist view is that when social change occurs as a result of its practice other aspects of society will make appropriate shifts

Food District Essay Example | Topics and Well Written Essays - 1000 words

Food District - Essay Example ries where its existence is very high and will be the central theme of discussion in the paper. Hawker centers in Singapore- Cost effective yet satisfying Hawker Centres are an outdoor version of food courts and the difference between two of them is that food courts are not air conditioned and the prices of the food in the hawker center is lower than the price of the foods in the food courts. But they both maintain standard hygienic rules and non smoking ban rule. The hawker center of Singapore offers multi ethnic cooking at its best. Whether it is a dish of noodles which costs around $ 3 or $ 20 for a three course meal of barbequed fish, chilli prawns and fried rice with vegetables the price is much lower than the restaurant. Apart from the cost effective food the atmosphere of the hawker provides a great reminder of city with its food crazy ambience. The celebrity chef Anthony Bourdain who stated about the street foods that, â€Å"I love the hawker centers. The whole style of casu al eating here is sensational†(Local food and drinks in Singapore, 2012). Exploration into the Singapore hawker centers The system of ordering the meal in the hawker centers is unique. If the persons ordering be in a group then one person has to sit at a table to chope which means reserving seats for the party. It is also a fact that anybody might not get surprised if they see seats covered with bags or pockets of tissue paper placed on them. The sign indicates that the seats have been already reserved. The persons who notice the table numbers must be ordering their food and shall tell the stall owner the table number in which they will be seated. If a person is single then he or she can share a table with the strangers. One of the most popular hawker food centers in Singapore is China Town Food Street. The stalls in this area offer a wide array of Chinese favorites ranging from wonton noodles to that of roasted meals. The basement of area is highly famous for producing a mark et which is highly worth exploring. The area also includes live fish, poultry as well as all manners of Asian vegetables. One of the busiest stalls in the area is Xian restaurant. The stall is known for its magnificent mutton kebab cooked in Xi’an style with cumin and chilli powder. I have personally interviewed the customers of the place about the food and the consulted with the hawkers. The interview with the customers state that the flat cut noodles are so so. Interviews also reveal that the noodles are exceptionally long and are highly difficult in handling. Some people say that the roast rack of lambs is disappointing and the stir fried potatoes with green chillies are good but they are not exceptional. From the overall estimations of the interview process with the customers’ state that the place is famous for its honest cooking and the special mutton kebabs is the most unique extravaganza. The hawkers here are trying heart out in satisfying the taste