Two Accounts of The Battle of Pharsalus Essay Example

Two Accounts of The Battle of Pharsalus Essay The battle of Pharsalus, which took place on August 9th 48 BC, was the turning point in the Roman civil wars fought from 49-44 BC. These wars arose primarily from a struggle between the two powerful members of the First Triumvirate, Julius Caesar and Pompey the Great. Pompeys defeat by Caesar at Pharsalus resulted directly in his own death and Caesars rise to unimpeachable power in the Roman Republic. The focus on individual leaders as the center of military and political power that was exemplified by the battle of Pharsalus became the overarching structure of governance in Rome, eventually bringing about the end of the Senate-led Republic and the beginning of imperial rule. Thefirst source describing the battle of Pharsalus is found in the seventh book of Lucans epic poem Pharsalia. Lucan was a Roman poet who began writing this poem in 61 AD. It was left unfinished upon his death in 65 AD., therefore the poem is only ten books long ending with Caesars arrival in Egypt in 48 BC. He b ecame successful under Neros reign in Rome, however, there seemed to be an increasing dispute growing between the two after the Pharsalia was published. Many critics assume the cause of the dispute to be based on Lucans anti-imperialistic views that he expresses throughout the poem. The second source describing the battle of Pharsalus is found in book 3.72-99 of Caesars Civil Wars. Caesar himself writes in 48 BC an account of his war against Pompey and the Senate. Book 3.72 begins after Caesars regroups his army in Thessaly because of his defeat at the battle of Dyrrhacium by Pompeys army. Caesar justifies his actions of fighting against Pompey and the senate based on his ultimate goal, which was that of restoring order to the Roman people by bringing an end to the civil wars that had plagued Rome for the past couple of years. In an indirect way h

Constructing an Inductive Theory in Sociology

Constructing an Inductive Theory in Sociology There are two approaches to constructing a theory: inductive theory construction and deductive theory construction. Inductive theory construction takes place during inductive research in which the researcher first observes aspects of social life and then seeks to discover patterns that may point to relatively universal principles. Field research, in which the researcher observes the events as they take place, is often used to develop inductive theories. Erving Goffman is one social scientist that is known for using field research to uncover rules of many diverse behaviors, including living in a mental institution and managing the â€Å"spoiled identity† of being disfigured. His research is an excellent example of using field research as a source of inductive theory construction, which is also commonly referred to as grounded theory. Developing an inductive, or grounded, theory generally follows the following steps: Research design: Define your research questions and the main concepts and variables involved.Data collection: Collect data for your study using any of the various methods (field research, interviews, surveys, etc.)Data ordering: Arrange your data chronologically to facilitate easier data analysis and examination of processes.Data analysis: Analyze your data using methods of your choosing to look for patterns, connections, and significant findings.Theory construction: Using the patterns and findings from your data analysis, develop a theory about what you discovered.Literature comparison: Compare your emerging theory with the existing literature. Are there conflicting frameworks, similar frameworks, etc.? References Babbie, E. (2001). The Practice of Social Research: 9th Edition. Belmont, CA: Wadsworth Thomson.

Bedrock Geology and Surface Processes in Wanapum Recreation Area Essay

Bedrock Geology and Surface Processes in Wanapum Recreation Area (Vantage, WA) - Essay Example From this paper it is clear that  the geologists determined the Frenchmans Spring member of Wanapum basalt formation, Columbia River basalt group from 17 sites through anomalous paleomagnetic in in my project area, which is Wanapum Recreation Area, located near Vantage, Washington. And also, there are have other member during the middle Miocene, such as Roza Member, Eckler Mountain Member. The Frenchmans Springs member is the most extensive member of the Wanapum basalt formation.  This study stresses that  the main stream is Sand Hollow-Columbia River in my project area. It is a straight channel of stream channel. The Columbia River is a perennial stream. It is a V-shaped and flows from north to south. And its drainage pattern is trellis. Its stream flows would increase on the winter, and would decrease on the summer. But the flows have changed relatively little for a several years. The primary aquifers of the CPRAS are the Columbia River basalt group (CRBG) and overlying basin -fill sediments. There is one aquifer is confined, which is fractured basalts, and unfeatured basalt made by overlying basin-fill sediments. The confining layer is unfeatured basalt. The aquifer is made by both fractured basalt and unfeatured basalt. According to the research, my project area is belonging to the Wanapum hydrogeologic unit, and it is composed mostly of basalt and interbed members of the Wanapum basalt, is in most of the north-central part of the project area.

Chapter seven Essay Example | Topics and Well Written Essays - 250 words

Chapter seven - Essay Example The discussions about inflation actually impacted on my thoughts. First, now I know that inflation results from the increase in the costs of production which compels producers/sellers to increase the prices of their commodities. In addition, I learnt about the negative impacts of inflation in an economy (Baumol, W.J. & A.S. Blinder, 2007). As these authors examine, inflation is not a good experience since it can lead to an increase the costs of living, unemployment and abandonment of a country’s currency. These are very important lessons that not only enlighten me, but prepare me as an economist. The knowledge about inflation can help me in making important decisions regarding finances. Since inflation destructive, it should be adequately controlled. If I become a policy maker, I would apply these scholars’ ideas on inflation control. In case it occurs, I can advocate for feasible monetary policies such as credit squeeze, increased interests rates and initiate projects that can stimulate economic growth. This can help in saving the economy from

Combining Melodrama and Docudrama through Various Mise-en-Scene to Essay

Combining Melodrama and Docudrama through Various Mise-en-Scene to Create Portraits of Queen Elizabeth and Princess Diana - Essay Example Instead, the film concentrates on Queen Elizabeth’s reaction and immediate behaviour following the death of Diana. It attempts to create a very specific portrait of the Queen as both a monarch and an emotional and flawed human being. Though the character of Diana is not acted out, through real video footage, media excerpts and the opinions of many people, a portrait is also created of her, as well as the Queen. In this way, the focus is on both the character of Diana and the character of the Queen, conveyed through entirely different mediums. While the Queens portrait is represented through the actual characters judgements, behaviours, thoughts and actions, Diana is manifested through images, media files and the statements of others including the general public. The film achieves these portrayals by combining elements of both melodrama and docudrama, and through several mise-en-scene components, including dialogue, music, costume, props and lighting. Both melodrama and docudra ma are generally identified as sub-categories of drama. Melodrama focuses on emotional premises and interpersonal conflict to appeal to the emotionality of the audience. As a genre it was often ridiculed by theatre critics of the 19th and early 20th centuries but has gained merit in the latter half of the 20th century and is now arguably one of the most written about Hollywood genres (Singer, 2001). It often heightens and exaggerates the plot or the natural and realistic emotional conflicts involved in a story in order to heighten and enhance this type of appeal. It typically involves a heroine and a villain and is often identified with the objective to make the viewer cry, as noted by Neale (1986), â€Å"a feature crucial to melodrama...its ability to move its spectators and in particular to make them cry†. Docudrama on the other hand, is drama based upon actual historical events. It usually attempts to re-enact actual occurrences as true to life as possible, albeit long aft er the event actually happened. An evolution of the documentary genre, â€Å"films based on fact raise so many questions...that for the purposes of study, it is profitable to regard them as belonging to a different species called docudrama†, (Rosenthal, 1999). As a sort of dramatised documentary, this sub-genre has often been questioned for its representation of truth and fact, however, Fraser (1999) postulates that when docudrama is done well, the audience generally understands what is fact and what is fiction. Lipkin (2002) suggests that the premise of a truth within a docudrama, serves to launch the work in a different direction than standard documentation. This film can be categorized within both of these genres, as it features significant elements of both subsets. While the film is quite obviously a docudrama, in that it tells the real story of actual historical events according to accurate dates, locations, people involved and factual events, it also portrays intimate m oments which are not necessarily fact. Such scenes have been interpreted according to general knowledge and common assumptions, often with a view to making them more melodramatic and in line with the emotional conflict of the story. In this way, melodrama is also an identifying aspect of the film. For example, in scenes of Diana’s funeral, real news footage is used, accurate dates are given and even real people involved are shown. The film makes use of

Job Satisfaction in MNCs

Job Satisfaction in MNCs Job Satisfaction in MNC Introduction Job satisfaction is one of most important fields of study in the subject of human resource management. This important role of job satisfaction function leads the way in assuring high level of job satisfaction among the employees. Job satisfaction function of any HR vertical of an organization is primarily responsible for productivity of employees and the employee turnover. Since these two aspects can make or break the organizations performance in all areas, it requires attention from top management. Job satisfaction function generally is part of the HR vertical with a clear mandate of motivating employee and continuously striving for higher employee job satisfaction through introduction of new policies and frameworks. The topic forms an integral part of organizational effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try to study the existing literature on job satisfaction and will choose multinational companies to study their varied job satis faction strategies and make analysis. Job satisfaction function is a vast topic and cannot be completely covered in this dissertation. Various researchers have already published their research articles on this subject. I shall be developing on it through understanding the different strategies used by MNCs in todays business environment for maintaining better levels of job satisfaction. Job satisfaction as stated earlier is a complex topic and hence i will try to break it down to simpler and more realistic frameworks to understand the thought process of an organization to ensuring better job satisfaction amongst its employees. According to Wood (1973), â€Å"job satisfaction is the condition of contentment with ones work and its environment, denoting a positive attitude.† Locke (1976) stated that, â€Å"job satisfaction could be viewed as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences.† In other words, it can also be stated that, â€Å"job satisfaction was simply a function of the degree to which a job provided the worker with positively values outcomes.† Wanous (1980) said that, â€Å"job satisfaction was a match between a persons need and the reinforcement received from work performed in an organization.† The HR vertical of any organization shall try to achieve higher levels of job satisfaction through various techniques like awards program, job rotation, internal promotion scheme, family tours and training processes. There is no destination to achieving job satisfaction but the journey is perpetual in nature. Continuous improvement is the name of the game in achieving relatively good job satisfaction amongst the employees. The measure of job satisfaction can only be achieved through comparison in similar industries and through the employee turnover and productivity data. Job satisfaction is one of the most widely discussed and enthusiastically studied constructs. However, job satisfaction is among the most difficult constructs to define. A review of literature shows that constituted definitions of the construct vary from one researcher to the next. Wood (1973) describe the job satisfaction as â€Å"the condition of contentment with ones work and its in my mind, denoting a positive attitude†(p.8.). Locke (1976) stated that job satisfaction could be viewed as â€Å" a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences.† (p.1300) there are several reasons for studying job satisfaction. â€Å" Organizations major job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absences, errors, and turnover.† (Cranny et al, 1992). Levels of job dissatisfaction have been found to be related to job turnover, absences, and tardiness. Turnover rates have been the most consistent major associated with job satisfaction. The potential negative consequences of employee turnover in terms of the impact of organizations. Negative effects of job turnover can include: increased costs to recruit, select and train new employer; demoralization of remaining employees; decreased social relationships among employees; negative public relations; disruption of a hi-fi and two-day activities; and decreased organizational possibilities to pursue growth strategies. In fact, several researchers reported a significant relationship between absenteeism and job satisfaction. According to Lawler (1977), â€Å"the research evidence clearly shows that employees decisions about whether they will go to work on any given day and whether they will quit as affected by their feelings of job satisfaction. All the literature reviews on the subject have reached the same conclusion. The fact that present satisfaction influences future absenteeism and turnover clearly indicates that the commercial direction is from satisfaction to behavior.† The literature also reveals that there is a coalition chip between job satisfaction and variables such as achievement, recognition, the word itself, responsibility, advancement, policy and administration, supervision, salary, interpersonal relations, working conditions, EH, Ted Newell, educational level, job activities, and gender. The Purpose of the Study The purpose to choose this topic is to analyze the importance of job satisfaction in Multi National Companies (MNCs). The reason to go for MNCs is the increase in the shift over of the employees for future growth. The shifting, thus, includes the satisfaction in the given job role. Through my research, I will try to analyze the causes and effect relationship between the employee and the factors behind job satisfaction in a given MNC. Aim of the Study The main aim of the study is to investigate the remains leading to negative and positive job satisfaction in a MNC. The Objectives of the Study The key objectives of the chosen topic are: 1. Estimating the causes of employee attitudes. 2. Adjudging the results of positive or negative job satisfaction 3. Measuring the employee attitude 4. To assess facet-specific levels of job satisfaction 5. To measure general job satisfaction, Literature Review There are several reasons for studying job satisfaction. â€Å"Organizations measure job satisfaction primarily because of its presumed direct relationship to the short-term goals of cost reduction through increased individual productivity and reduced absenteeism, errors, and dissatisfaction has been found to be related to job turnover, absenteeism and tardiness.† Turnover rates have been the most constraints measure associated with job satisfaction (Atchison Lofferts, 1972; Brayfield Crockett, 1955l Dawis Lofquist, 1981). Mowday (1984) recapitulate the probable pessimistic significance of employee turnover in terms of the impact on organizations. There are various impacts of pessimism in job satisfaction on the turnover of the company such as: * Increase in the recruitment cost. * Recruiting new employees and then training them as well. * It can lead to reduced social relations ships among employees. * No or only few public relations. * Reduction in companys prospects which can hamper the growth. According to Lawler (2005), â€Å"the research evidence clearly shows that employees decisions about whether they will get to work on any given day and whether they will quit are effected by their feelings of job satisfaction. The fact that present satisfaction influences future absenteeism and turnover clearly indicates the causal direction is from satisfaction to behavior†. There is a correlation between job satisfaction and variables such as achievement, recognition, the work itself, responsibility, advancement, policy and administration, working conditions, supervision, job activities and gender. Research Methodology Saunders et al (2005) â€Å"Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. The research to be followed is a step-by-step process. This makes the entire research process systematic. Only primary research shall be used to draw inferences. The sources used shall be of international repute and will be trustworthy. The main source will be case study and also some books, journals, articles and publications including Internet sources. Literature review Job satisfaction in regards to ones feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, â€Å"Job satisfaction can be taken as a summation of employees feelings in four important areas.† These are: 1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools. 2. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. 3. Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier. 4. Personal adjustment-health and emotionality. Job satisfaction is an indicator of employee productivity and employee behavior at work. This may include inter employee relations, pro-activeness of employee, employee absenteeism no. of feedbacks from employees. These all factors are a direct measure of employee satisfaction of the job. The direct correlation has been established by earlier researchers and moreso there is logical evidence to it in any business or industry. The higher levels of job satisfaction is evident in an organization through lower absenteeism rates, low employee turnover, high employee productivity , proactively level of employees, labor unrest issues and participation in managerial decisions. Obviously, every organization desires for higher levels of employee job satisfaction; however it is a long drawn process with continuous improvement and direct focus from the senior leadership team of the organization. Job satisfaction cannot be used interchangeably with organizational morale; which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind. DEFINITIONS OF JOB SATISFACTION Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee â€Å"Motivation and Job Satisfaction† which are given below: As per Weiss, â€Å"Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. â€Å"An effective reaction to ones job.† For Blum and Naylor, â€Å"Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely†: 1. Precise occupation features. 2. Personal distinctiveness 3. Group association exterior from the work According to Glimmer, â€Å"Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general.† Job satisfaction is defined as â€Å"any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job.† Mr. Smith stated, â€Å"Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs† According to Locke, â€Å"Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences.† HISTORY OF JOB SATISFACTION The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. â€Å"I m satisfied with my job†. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most aptly defined by Pestonjee (1973) as â€Å"a job, management, personal adjustment social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial job status priding group cohesiveness.† One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. Hawthorne Studies It is considered to be one of the best researches done on the job satisfaction. It was conducted by Mayo, Roethlisberger Dickson during the late 1920s and early 1930s at the Western Electric Company. Western Electric Management enlisted the help of Harvard business School professor is Elton Mayo, F.J Roethlisberger, and William Dickson, to help increase the output of workers assembling telephone release. The research started out as an investigation of the effects of physical working conditions on worker productivity, but ended up very differently. Mayo, Roethlisberger Dickson originally begin experimenting with the amount of lighting, expecting that productivity would rise as elimination increased to an optimum level. However, the hypothesis that productivity would write just as elimination increased to an optimum level was strongly disapproved why, after several experiments in large departments of the plant, it was discovered that changes in productivity occurred quite independently of B level of elimination. Mayo, Roethlisberger Dickson then started experimenting by introducing rest pauses of different lengths and different frequencies during the work day, supplying coffee breaks at various points in the day, and shortening the length of the world today at the work week. The results of the second part of the experiment were more amazing there was an upward trend in output, regardless of the introduction or withdrawal of rest periods, lunches, coffee breaks, shorter workdays, or shorten workweeks. Furthermore, avoid the experiment ended after a year, and the original conditions of work were restored in all previous privileges withdrawn,† the daily and weekly output rose to our point higher than at any other time.† (Mayo, 1933, pp.62-63) In addition, morale among the relay assembly room workers improved dramatically. There was a sharp increase in the amount of socializing among workers after ours. Moreover, absenteeism decreased 80% (Roethlisberger Dickson 1939). According to Dawis Lofquist (1981),† the Hawthorne studies have been credited with limiting research into the causes of job satisfaction and dissatisfaction.† These researches eventually illustrated that original alterations in job situations provisionally enhanced efficiency (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Maslows hierarchy of needs Abraham Maslow, in a classic paper published in 1943, outlined the elements of an overall theory of human motivation. Maslow viewed human motivation in terms of a hierarchy of five needs: psychology: needs; safety need; belonging there is an alarm needs; S team needs; and, the need for self actualization (Maslow, 1970). According to Maslow, 1970, in the majors are motivated to fulfill whichever need was pre-portend, almost fourfold, for them at a given time. The pre-potency of the meat depended on the EBV twirls current situation and recent experiences. Starting with physical needs, which were most basic, each meat must be at least partially dissatisfied before the Indian visual experience to the desire to satisfy a need at the next higher level. Maslows need hierarchy is illustrated in 1. According to Sergiovanni (1984) and Davis and Newstrom (1989), physiological needs more likely to serve as motivators among workers in todays society, as most jobs issue or the fulfillment of physiological needs, such as food and shelter. However, higher level needs (belonging is and loved needs, S team needs, and the need for self actualization) may influence levels of employee motivation (Davis Newstrom, 1989). Levels of job satisfaction: Level can be defined as an extent, major, or degree of achievement. Job satisfaction is a difficult construct a defined. Job satisfaction can be defined generally as the degree to which individuals feel positively or negatively about their jobs. 2.3 IMPORTANCE OF JOB SATISFACTION Ø Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Ø Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Ø Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. Ø This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, â€Å"A happy worker is a productive worker.† 2.4 Job Satisfaction: Importance to worker organization Job contentment and work-related achievement are main factors in individual satisfaction, self-worth, sense of worth, and self-development. To the employee, job satisfaction brings a pleasant expressive state that can often lead to a affirmative work attitude. A pleased worker is more likely to be imaginative, flexible, innovative, and dependable. For the organization, job satisfaction of its workers means a work force that is enthused and dedicated to high quality performance. Augmented output- the quantity and quality of output per hour worked seem to be a by creation of enhanced class of working life. It is vital to note that the literature on the association between job happiness and output is neither definite nor consistent. On the other hand, research dating back to Herzbergs time (1957) has shown at least low association between high confidence and high efficiency and it does seem logical that more satisfied workers will be likely to add more worth to an organization. Discontented employees, who are stimulated by fear of loss of job, will not give 100 percent of their effort for a very long time. Although apprehension is a powerful motivator, it is also a brief one, and also as soon as the threat is lifted performance will decline. Employment satisfaction profits the organization and includes reduction in complaints and grievances, employee absenteeism, work force turnover, and termination; as well as improved regularity and worker morale. Job liking is also linked with a improved work force and has been found to be a good pointer of prolonged existence. Even though only slight connection has been found amongst job satisfaction and productivity, Brown (1996) writes that few employers have discovered that satisfying or delighting work force is one of the most important prerequisite to satisfying or delighting customers, thus ensuring the growth of â€Å"bottom line† of the organization. Job Satisfaction: Employees Responsibility If job contentment is a worker advantage, certainly the employee must be talented to add to his or her own contentment and comfort on the job. The following suggestions can assist an employee to find his or her own satisfaction at job: search for opportunities to display skills and aptitude. This repeatedly leads to even more demanding work and higher responsibilities, with assistant increases in salary and other recognition and rewards. * Build up extraordinary communiquà © skills. Companys value and rewards excellent reading, listening, writing and speaking skills. * Be acquainted with more. Obtain new work related information and skill that helps you to complete job more economically and effectively. This will take off monotony and often gets one noticed. * Reveal creativity and initiative. Merits like these are respected by most companies and often come with in recognition as well as improved responsibilities and promotions. * Initiate teamwork and man management skills. A big part of job related achievement is the aptitude to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques. FACTORS OF JOB SATISFACTION Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies himself The nature of work in relation to abilities, interest and preparation of worker Security Loyalty Herzberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: 1. Intrinsic aspect of job It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. 2. Supervision This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. 3. Working conditions This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. 4. Wage and salaries This factor includes all aspect of job involving present monitory remuneration for work done. 5. Opportunities for advancement It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. 6. Security It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. 7. Company management It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. 8. Social aspect of job It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. 9. Communication It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor. 10. Benefits It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. 2.7 REASONS OF LOW JOB SATISFACTION Reasons why employees may not be completely satisfied with their jobs: 1. Conflict between co-workers. 2. Conflict between supervisors. 3. Not being opportunity paid for what they do. 4. Have little or no say in decision making that affect employees. 5. Fear of losing their job. 2.8 EFFECTS OF LOW JOB SATISFACTION 1. HIGH ABSENTEEISM Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. In the above diagram line AB shows inverse relationship between job satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vise a versa. 2. HIGH TURNOVER In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. 3.TRAINING COST INCREASES As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases. Key parameters for Job Satisfaction 1. Training and Job Satisfaction- Most of the literature in this area has focused on the impact of education and skills on job satisfaction rather than the effect of training as such. The relationship between skill acquisition and job satisfaction is not straightforward. First, there is the distinction between general and specific skills. The portability of general skills may raise job satisfaction as it is easier to move to other jobs where satisfaction is higher. In contrast, specific skills bind the worker to the firm and may reduce satisfaction by creating a barrier to exit as workers will lose a portion of the return on such skills if they move. This leads on to the question of the matching of individual skills and levels of education with job requirements. If workers are mismatched in terms of skill and education requirements, this may lower job satisfaction, as evidenced in the earlier literature. In one of the few studies to focus on skilling, Allen and van der Velden (2001) differentiated between education and skill mismatches, finding only a weak relationship between the two. Importantly, they found a significant negative relationship between skill mismatch and job satisfaction, while the link between education mismatch and job satisfaction was insignificant. Training may influence workplace performance directly by raising output per worker, or be measured indirectly through its impact on the wage on the assumption that this is equal to the marginal productivity of labour. However, this will not be the case if there are imperfections in the product or labour markets. The nature of training has been examined in a number of studies. Thus Barrett and OConnell (1998) found that specific training had a bigger impact on wages and productivity than general training. Mason et al. (1996) found that both value added and product quality were higher where workers were trained to take charge of several production lines at once. Cosh et al. in a series of papers (1998, 2000 and 2003) found that training had a strong and significant effect on employment growth in small firms when it was undertaken regularly rather than on an ad hoc basis. Especially for larger firms there was also an association between intensity of training and profitability. Training may also stimulate innovation in the workplace (Bartel and Lichtenberg, 1987). Therefore it is doubtful whether different types of training impact either equally or positively on performance. Finally, training can have an indirect effect on performance if it increases job satisfaction by, for example, making it easier for employees to perform the job or feel more valued (as in Akerlofs 1982 conceptualisation of the labour contract as a gift-exchange). Petty et al.s 1984 meta-analysis confirms such outcomes. In contrast, if workers feel dissatisfied they may react in a number of ways (Farrell, 1983): through a sense of loyalty they may stick it out; use a voice mechanism (Freeman, 1978, Freeman and Medoff, 1984); neglect their responsibilities to the employer by absence, lateness, striking or reduced effort (Akerlof and Yellin, 1986); or exit (Jovanovic, 1979, Burdett and Mortenson, 1998). 2. Quits and Job Satisfcation- Until recently there had been

Neuromancer :: Short Stories China Japan Neurosurgery Essays

Neuromancer The sky above the port was the color of television, tuned to a dead channel. "It's not like I'm using," Case heard someone say, as he shouldered his way through the crowd around the door of the Chat. "It's like my body's developed this massive drug defi- ciency." It was a Sprawl voice and a Sprawl joke. The Chatsubo was a bar for professional expatriates; you could drink there for a week and never hear two words in Japanese. Ratz was tending bar, his prosthetic arm jerking monoto- nously as he filled a tray of glasses with draft Kirin. He saw Case and smiled, his teeth a web work of East European steel and brown decay. Case found a place at the bar, between the unlikely tan on one of Lonny Zone's whores and the crisp naval uniform of a tall African whose cheekbones were ridged with precise rows of tribal scars. "Wage was in here early, with two Joe boys," Ratz said, shoving a draft across the bar with his good hand. "Maybe some business with you, Case?" Case shrugged. The girl to his right giggled and nudged him. The bartender's smile widened. His ugliness was the stuff of legend. In an age of affordable beauty, there was something heraldic about his lack of it. The antique arm whined as he reached for another mug. It was a Russian military prosthesis, a seven-function force-feedback manipulator, cased in grubby pink plastic. "You are too much the artiste, Herr Case." Ratz grunted; the sound served him as laughter. He scratched his overhang of white-shirted belly with the pink claw. "You are the artiste of the slightly funny deal." "Sure," Case said, and sipped his beer. "Somebody's gotta be funny around here. Sure the fuck isn't you." The whore's giggle went up an octave. "Isn't you either, sister. So you vanish, okay? Zone, he's a close personal friend of mine." She looked Case in the eye and made the softest possible spitting sound, her lips barely moving. But she left. "Jesus," Case said, "what kind a creep joint you running here? Man can't have a drink." "Ha," Ratz said, swabbing the scarred wood with a rag, "Zone shows a percentage. You I let work here for entertain- ment value." As Case was picking up his beer, one of those strange instants of silence descended, as though a hundred unrelated conversations had simultaneously arrived at the same pause. Then the whore's giggle rang out, tinged with a certain hysteria. Ratz grunted. "An angel passed." "The Chinese," bellowed a drunken Australian, "Chinese bloody invented nerve-splicing. Give me the mainland for a nerve job any day. Fix you right, mate.

People With Disabilities

The nature, causality, assessment, prevention, accommodation, and my personal reflection of the hearing loss will be discussed in my paper. I. Nature of the Exceptionally: According to Gallaudet University, approximately 1 of every 1,000 infants is born deaf while 6 of every 1,000 are born with some degree of hearing loss. Permanent hearing loss at birth annually affects 24,000 infants in the USA. In other words, 6 infants per 1,000 will have a hearing loss in a least one ear that will affect communication, cognition, and educational development. Twenty to thirty percent of hearing loss in children occurs during infancy and early childhood. Some will suffer hearing loss in one ear or possibly both. There are different types of hearing loss. A conductive hearing loss occurs in the middle ear. This is where three small bones involved in hearing are located. A hearing loss that occurs in this part of the ear is usually temporary. A chronic or recurrent ear infections may cause a hearing loss in the middle ear. There are cases where there is a malformation in this area that can be improved or corrected through surgery. There are occasions when a problem in the middle ear can not be corrected. A sensori-neural hearing loss occurs in the middle ear and indicates that there is nerve damage. This type of loss is not reversible. In summary, there are different natures of hearing loss some that can be corrected or others that are irreversible. II. Etiology/Causality: Parents sometimes ask Why did this happen to my child In some cases, the cause of a childs hearing loss may be easy to trace. There may be a family history of deafness, a congenital condition, an illness, an accident, a prescribed edication, etc. that may obviously be cause of the hearing loss. In many cases, there may be no obvious reason for the hearing loss. Parents must come to understand that they may likely never know the cause of this hearing loss. In my case, Meningitis was the cause of my hearing loss. When I was one year old, I was not responding to my parents calls. They took me to the hospital to get tested and found that I had Meningitis. III. Assessment Many birthing facilities in our country have currently adopted the Universal Testing of all infants for hearing loss. The two most frequently used measures for testing infants are the ABR (Auditory Brainstem Response) and Otoacoustic Emissions (OAEs). Both measures can be made on an infant while he or she is sleeping and requires no response from the child. The ABR monitors brain activity. It looks specifically, however, the activity that happens in response to sound. OAEs are a quick, non-invasive probe measure that determines cochlear, or inner ear, function. The importance of early childhood development is critical for a child with a hearing loss. Early diagnosis and intervention of hearing loss can mean the difference etween toddlers entering school with severe language and concept delays versus children with age appropriate language and concept development. Early hearing screening paves the way for children to be able to begin life on an equal footing with their hearing peers. Recent research at Gallaudet University indicates that children whose hearing losses are identified in the first 6 months of life, and who receive intervention services, developed language within the normal range. IV. Prevention/Remediation/Accommodation: The law mandates that public schools are responsible for providing an appropriate education ithin the childs neighborhood school. School districts are required to educate students the least restrictive environment with the related services necessary to allow for their success. Some counties/states will have what is called cluster programs. This is when classes for the deaf or hard of hearing are located in specific schools. Students can be in an environment with a teacher of the deaf and hard of hearing and deaf and hard of hearing peers but also be in a regular school setting. Another options for family is a school for the deaf. Most schools for the deaf now offer different communication options rom which a family can choose. Schools must take language and communication needs, opportunities for direct communications with peers and professional personnel in the childs language and communication mode, academic level, and full range of needs, including opportunities for direct instruction in the childs language and communication mode into consideration. This does not mean that the peer will also have a hearing loss but should be able to communicate in the deaf or hard of hearing childs mode of communication. Many parents choose to have their children in a setting where other deaf and hard of earing students are also in attendance thereby allowing for friendships with other deaf and hard of hearing students to develop naturally. Teacher may need to adjust their classroom to meet the students needs. The teacher must focus on reducing background noises as much as possible. To reduce background noises the classroom can have carpeting, area rugs, or drapes. If the classroom do not have drapes, tennis balls can be attached to the bottom of chair legs to stop chairs from scraping on the floor. Noise absorbing material such as a corkboard can be added to the classroom as well. The teacher should consider background noise when choosing the childs seating placement. The school should adjust their teaching strategies to accommodate their students needs. When teaching in the classroom, the teacher needs to remember that a hearing aide do not correct hearing in the same way that eyeglasses correct vision. When speaking to the class, the teacher needs to be in a distance where the child will be able to understand speech and speak at a normal tone. They need to remember that the deaf or hard or hearing child may have fluctuating hearing oss as a result of colds or ear infections changing what we can hear from day to day. There are communication options that teachers can use in the classroom. American Sign Language (ASL) is a manual language that is distinct from spoken English. Extensively used within and among deaf community. English is, however, taught as a second language. Closed Captioning is way of communication used on the television set. Words appear on the bottom of the screen to communicate to a deaf or hard of hearing student. Another form of communication is an interpreter. Interpreters are used for deaf and hard of hearing students to communicate in ASL what the teacher is discussing. Total Communication is the philosophy of using every to communicate with deaf and hard of hearing students. The child is exposed to a formal sign-language system, finger spelling, natural gestures, speech reading, body language, oral speech, and use of amplification. The idea is to communicate and teach vocabulary and language in any manner that works in the classroom. V. Personal Reflections: When I wrote this paper, I have never given my culture background any thought. Deaf culture is part of my ife. I have basically been raised in more of a hearing culture setting then a deaf culture setting. I went to school with my hearing peers but yet had many deaf friends. I went through the nature, causality, assessment, and the accommodation discussed in this paper. I have experienced this first hand and am lucky to have this support. Deaf and hard of hearing has their advantages. We have a right to sit up front at a concert or event. We can also shut people out by just switching off our hearing aides. Being part of the Deaf community is a great experience and I would not change that for the world.

Law question Essay

Ali had an antique motorbike which he decided to sell. He parked the motorbike on his front lawn with a sign † For sale- RM20,000†³. Ah Chong, who saw the sign, said to Ali that he would be prepared to buy the motorbike for RM15,000. Ali replied that the price is too low and suggested RM18,000. Ah Chong responded by asking if Ali would be prepared to accept payment of the RM18,000 in three monthly instalments of RM6,000 each. Ali replied that he would not. Ali then added,† Anyway I am no longer interested in selling the motorbike to you. † At that precise moment Ali spoke these words, a helicopter flew low overhead and drowned out his words. Ali did not bother to repeat what he had just said and was leaving when Ah Chong quickly agreed to the RM18,000 suggested earlier by Ali. Discuss whether there is a contract between Ali and Ah Chong. Explain whether your answer would be different if the helicopter flying overhead had not drowned out Ali’s words and Ah Chong heard what was said? Assignment Answer In this assignment, I would like to discuss the question above part by part. First of all, from the sentence ,† He parked the motorbike on his front lawn with a sign † For sale- RM20,000†³,† it is said that there was an invitation to trade. Invitation to treat or simply speaking information to bargain means a person inviting others to make an offer in order to create a binding contract. An example of invitation to treat is found in window shop displays and product advertisement. . In another words it is a special expression showing a person’s willingness to negotiate. The issue of invitation to treat was discussed in the case of Fisher v Bell[1961] 1 QB 394 by the English Court of Appeal : â€Å"It is perfectly clear that according to the ordinary law of contract the display of an article with a price on it in a shop window is merely an invitation to treat. It is in no sense an offer for sale the acceptance of which constitutes a contract. †[1]. An offer can be seen from the prescribed text, â€Å"Ah Chong, who saw the sign, said to Ali that he would be prepared to buy the motorbike for RM15,000. † It is stated in Section 2(a) Contracts Act 1950,† when one person signifies to another his willingness to do or abstain from doing anything, with a view to obtaining the assent of that other to the act or abstinence, he is said to make a proposal. † and Section 2(b) Contracts Act 1950,†when the person to whom the proposal is made signifies his assent thereto, the proposal is said to be accepted :a proposal, when accepted, becomes a promise. † . Both laws were applied when Ah Chong has shown his willingness to make an offer as he would be â€Å"PREPARED† to buy the motorbike for RM15,000. However, a counter offer was made by Ali when instead of accepting or rejecting Ah Chong’s offer, Ali made another offer:† Ali replied that the price is too low and suggested RM18,000†³. Ali’s offer refers to a counter offer. In this situation unless an acceptance is rendered, there is no binding contract between A and B. This situation is stated in Section 6(c) Contracts Act 1950-† by the failure of the acceptor to fulfill a condition precedent to acceptance†. There was famous case known as [2]Hyde v. Wrench, [1840] EWHC Ch J90 where Wrench (D) offered to sell his estate to Hyde for 1200 pounds and Hyde (P) declined. Wrench then made a final offer to sell the farm for 1000 pounds. Hyde in turn offered to purchase the property for 950 pounds and Wrench replied that he would consider the offer and give an answer within approximately two weeks. Wrench ultimately rejected the offer and the plaintiff immediately replied that he accepted Wrench’s earlier offer to sell the real estate for 1000 pounds. Wrench refused and Hyde sued for breach of contract and sought specific performance, contending that Wench’s offer had not been withdrawn prior to acceptance. The question or issue here is if one party makes an offer and the offeree makes a counteroffer, does the original offer remain open? Answer is No because a counteroffer negates the original offer. By making a counteroffer, the plaintiff rejected the original offer and he was not entitled to revive it. So in another words, the parties did not form a binding contract. Then we proceed to the next part where Ah Chong made a mere enquiry to Ali by asking if Ali would be prepared to accept payment of thr RM18,000 in three monthly instalments of RM6,000 each. Then, Ali replied that he would not. On top of that, Ali added that he is no longer interested in selling the motorbike to Ah Chong. Section 5(1) Contract Acts 1950 – A proposal may be revoked at any time before the communication of its acceptance is complete as against the proposer, but not afterwards. This particular case [3][3]ROUTLEDGE V GRANT (1828) 4 BING 653 is another example of revocation of an offer : Grant wrote to Routledge offering to purchase the lease of his house. The offer was to remain open for six weeks. Grant then changed his mind about purchasing the lease and, within the six weeks, withdrew his offer. After Routledge had received Grant’s letter withdrawing the offer, he wrote back to Grant, within the six weeks, accepting Grant’s offer. The issue before the court was whether Grant could withdraw his offer within the six week period or whether he was bound contractually given that Routledge had accepted the offer within the timescale. The court held the offer could be withdrawn within the six week period without incurring any liability – if one party has six weeks to accept an offer, the other has six weeks to put an end to it. One party cannot be bound without the other. The case and scenario above convey an useful reminder that until such time as an offer is accepted, the offeror is free to revoke it, even if they have given the recipient a period of time to consider it. When Ali spoke :† I am no longer interested in selling the motorbike to you. † a helicopter flew and drowned his words. And yet, Ali did not bother to repeat what he just said and was leaving when Ah Chong quickly agreed to the RM18,000 suggested earlier by Ali. In this particular moment, Ali rejected Ah Chong’s offer but according to Section 6(a) Contracts Act 1950-† by the communication of notice of revocation by the proposer to the other party†. It states that revocation os not effective until it is received, communicated. In fact, Ali himself reluctant to repeat what he said which is very important and vital in that situation. Here is one similar case, [4]Byrne v Van Tienhoven (1880) LR 5 CPD 344. In this case, Van Tienhoven offered to sell goods to Byrne by letter dated 1 October. On 8 October, prior to acceptance, Van Tienhoven posted a letter revoking the offer. This letter was received by Byrne on 20 October. In the meantime, on 11 October Byrne received the letter and dispatched an acceptance. Was there a contract? To be effective revocation must be communicated. Where post is used for acceptance, acceptance occurs when and where sent. However, this rule does not apply in relation to revocation of offers – thus, if post is used for revocation, communication is only effective if and when it is received by the offeree. As this occurred after acceptance there was a contract formed in this case. An offer was containing a price escalation clause. A counter offer was then made without this clause; it contained a detachable receipt which the company sent back with a notation that they assumed it was on their terms. Thus, the intended message was failed to be received by Ah Chong, the offer has not been revocated. There is a contract between Ali and Ah Chong in this scenario. Section 6(a) Contracts Act 1950 obviously stated revocation must be actually communicated to the offeree before the offer can be treated as effectively revoked. Besides, Section 4(1) Contracts Act 1950-† The communication of a proposal is complete when it comes to the knowledge of the person to whom it is made†. Importance of conveying message has been shown when either offering or revocating an offer. On the other hand, if the helicopter flying overhead had not drowned out Ali’s words and Ah Chong heard what was said, outcomes definitely would be different. As was mentioned earlier, if the intended message was communicated or received by Ah Chong, revocation of the offer will succeed. In conclusion, communication is very crucial when conducting contracts or offerings as the outcomes and consequences can differ easily.

Critically evaluate how psychological theories, Essays

Critically evaluate how psychological theories, Essays Critically evaluate how psychological theories, Essay Critically evaluate how psychological theories, Essay G.M. Sykes’Society of Prisoners: Study of a Maximum Security Prison( 1992 ) and impressions such as Irving Goffman’s total institutions’ in his bookRefuges( 1971 ) have systematically asserted the importance of the prison in the psychosocial makeup of Western society. For these writers, the prison represents more than simply a topographic point of captivity or penalty, it goes to really bosom of a society’s relationship to the people that both transgress and continue the jurisprudence ; inSimulacra and Simulation( 2004 ) , for case Jean Baudrillard makes the observation that prison serves the map of a mask to conceal the existent carceral nature of the socius ( Baudrillard, 2004: 12 ) and, harmonizing to Foucault, prison is simply one of many enunciative modalities’ ( Foucault, 1989: 55 ) that shape the episteme and make societal Others. Of class, what links many of these positions is the connexion between the prison and the refuge, criminalism and mental unwellness. Foucault’s work on prisons came after his doctorial thesisMadness and Civilization( 2004 ) and Goffman’s survey on establishments for the insane crosses over, at assorted points to discourse prisons and their utilizations ; in fact Goffman is rather blunt that, in his position at least, the prison and the insane refuge portion non merely intrinsic qualities but intrinsic societal maps and his description of a entire establishment could easy be used to depict the both: A entire establishment may be defined as a topographic point of abode and work where a big figure of like-situated persons, cut off from the wider society, for an appreciable period of clip, together lead an enclosed, officially administered unit of ammunition of life. ( Goffman, 1971: 11 ) It is small admiration, so, that more and more, as we shall see, the prison psychologist is seen as an of import practical and theoretical quilting point between the two impressions ; criminalism and the head of the felon. This essay attempts to look at this dialogical subject measuring the topographic point of the prison psychologist today and what they can state us approximately, non merely the wrongdoer and the whole impression of piquing but the prison and the pattern of imprisonment itself. In their 1963 workPentonville: A Sociological Study of an English Prison( 1963 ) , Barer, Morris and Morris describe the distinguishable deficiency of any psychiatric or psychological professionals working within the English penal system: The most dramatic characteristic of the medical services at Pentonville is their concentration on physical unwellness and their about entire deficiency of proviso for mental unwellness. The prison has no head-shrinker, no psychologist and makes no usage of advisers in these disciplines. ( Barer, Morris and Morris, 1963: 39 ) This state of affairs has changed enormously since 1963. Today there are 12 countries in England and Wales each with its ain squad of forensic psychologists and helpers who are expected to supply services for non merely the captives in their country but for those on probation as good [ 1 ] . As Graham Towl and David Crighton suggest in their essay Applied Psychological Services in the National Probation Services for England and Wales ( 2005:1 ) this state of affairs is non merely likely to go on but the sum of psychologists required will likely increase. Due in portion to the complex nature of the prison service, the function of the prison psychologist extends far beyond the bounds of the mentally ill. As we shall see, their function is every bit much concerned with the nature of imprisonment and with its consequence on those within it as with the captives themselves. One of the most celebrated illustrations of this, of class is the Stanford Prison experiment carried out in 1973 by Haney, Banks and Zimbardo. In this seminal piece of research a group of healthy, psychologically sound male college pupils were observed, throughout the class of six yearss, in a prison-like environment ( Haney and Zimbardo, 1998 ) . The results of the experiment, harmonizing to the experimenters themselves were shocking and unexpected ( Haney and Zimbardo, 1998: 1 ) : Otherwise emotionally strong college pupils who were indiscriminately assigned to be mock-prisoners suffered acute psychological injury and dislocations. Some of the pupils begged to be released from the intense strivings of less than a hebdomad of simply fake imprisonment, whereas others adapted by going blindly obedient to the unfair authorization of the guards. ( Haney and Zimbardo, 1998: 1 ) Interestingly, the experiment was repeated about thirty old ages subsequently by the BBC in a telecasting plan calledThe Experiment, that managed, unlike Zimbardo’s original research to finish the jutting class of two hebdomads ( BBC, 2002 ) [ 2 ] . The Stanford undertaking was instantly seized on by the populace, the media and the Government and became, as George Miller asserted an example of the manner in which psychological research could and should be given off to the public ( Haney and Zimbardo, 1998: 1 ) chiefly due to the of import lessons that it taught both society and the experimenters about the establishments that from so much a portion of our public cloth. At its bosom, the Zimbardo experiment dealt with the kineticss of prison life, the ways in which captives act with each other and the guards. It is non hard to see how such research can help us in our cognition of both the penal system and the wider society. A figure of psychological constructs arose from surveies such as the Stanford experiment that still shape the manner prison psychologists view their work today.Polarization, for case, mentioning to the internal psychosocial kineticss of the prison has been used non merely in the carceral state of affairs vis-a-vis the ways in which guards dainty inmates but besides, as Claster ( 1992 ) points out in the wider society that polarizes offense and felons themselves, adding to the sense of division that exists between the jurisprudence and its transgressors [ 3 ] . Prisonisation, a term foremost used by Clemmer ( 1940 ) to depict the psychological socialization of captives, had a pronounced consequence in the Zimbardo undertaking that noticed, among other things, the willingness of the inmates to demur their submissive functions in the experiment.Prisonisationinvolves the initiation of the person into a universe that is governed by unusual and unintelligible regulations and ordinances and has been used of all time since the 1950s as a method by which to understand the differing reactions of captives to their environment ( Ohlin, 1956:38 ) . One of the most of import constructs to originate out of the Stanford undertaking was that ofdeindividuation.Deindividuationrefers to the deficiency of self-awareness that arises out of being portion of a group state of affairs ( Wortley, 2002: 26 ) . In the prison environment,deindividuationmanifests itself in the types of inhuman treatment displayed by the guards in the experiment but could every bit be applied to the ways in which captives form groups and packs in order to rid of their single duty that is masked by the crowd as Wortely ( 2002 ) suggests: As a member of a crowd, an person is afforded a grade of namelessness and becomes less concerned with the sentiments and possible animadversion of others. At this degree of deindividuation, people may be cognizant of what they are making but have a decreased outlook of enduring any negative consequences. ( Wortley, 2002: 26 ) The function of the prison psychologist so extends far beyond the bounds of the mentally sick and can, in certain fortunes consequence all mode of different facets of the penal system, from the architecture to the mundane running. Concepts such as those that we have been looking constitute non merely a organic structure of theoretical cognition but tools with which authoritiess and other bureaus can mensurate the efficaciousness of their penal plans [ 4 ] . However we must inquire how successful are prison psychologists, such Zimbardo and Clemmer in using psychological constructs and models to existent penal environments? The reply to this, I think prevarications in the complexness of the prison experience. For illustration Lloyd E. Ohlin in his surveySociology and the Field of Corrections( 1956 ) gives an edifying review of the early impressions ofprisonisationasseverating that any decisions refering the nature and extent of psychological socialization of a captive is, by its really nature unfastened to all mode of differing influences: Prisonization ( sic ) was†¦found to be related in some grade to the length of the captivity. The procedure proceeded really quickly in some instances and easy or non at all in others ( and ) was closely related to the grade of engagement in the informal societal life of the prison community ( Ohlin, 1956: 38 ) This procedure is likely to be affected by non merely the length of stay of the captive but their background, the environment of the prison, their relationship to the guards and an about unlimited series of variables that would render any empirical result hard if non impossible to measure. We see this besides with a impression such asdeindividuation, particularly as it was observed by the psychologists in the Stanford undertaking that sought, after all, to animate an environment thatresembled, instead than reallywas, a prison. Sociological surveies such as Sykes ( 1992 ) and Barer, Morris and Morris ( 1963 ) have highlighted the extent that a prison consists of a complex series of societal and psychological beds, each with its ain members, traits and sense of community. By merely animating the simplistic double star of guard/prisoner could non prison psychologists such as Zimbardo be seen as ignoring some of the complex nature of prison society? The impression that the power afforded prison guards engenders abuse was one of the major decisions of the Stanford undertaking, nevertheless, as Joycelyn Pollock suggests, once more the world seems to be much more complex. Kercher and Martin ( cited Pollock 1986: 4 ) , for case, found that the attitudes prison guards had towards their captives varied tremendously from prison to prison and from guard to guard, being more a contemplation of where single guards were in their calling rhythm than any deeper psychological inclinations. This suggests once more that psychological research carried out on little capable groups do non interpret peculiarly good to the larger existent establishment. I said in my debut that it has become de rigueur for penal theoreticians to see the prison as reflective of the wider society and, possibly, prison psychological science is no exclusion. Commensurate with impressions of the postmodern disintegration of subject boundaries, the modern-day prison psychologist must, I think, be acutely cognizant of the full influence of a immense scope of factors on the lives of the people they see mundane ; from the architecture, to the elusive alterations in group kineticss, from changes in theory to the alterations in socio-political ethos of the regulating organic structures. This is, possibly, a theoretical point of view that is losing from canonical surveies like Zimbardo or Clemmer and that we merely begin to see as theoreticians like Foucault began to exercise influence. Mentions Barer, Barbara, Morris, Pauline and Morris, Terance ( 1963 ) ,Pentonville: A Sociological Study, ( London: Routledge ) Baudrillard, Jean ( 2004 ) ,Simulacra and Simulation, ( Ann Arbour: The University of Michigan ) BBC ( 2002 ) , Shocking Experiment Recreated for TV published online at hypertext transfer protocol: //news.bbc.co.uk/1/hi/entertainment/tv_and_radio/1986889.stm Blass, Thomas ( 2000 ) ,Obedience to Authority: Current Positions on the Milgram Program, ( London: Lawrence Erlbaum ) Clemmer, Donald ( 1940 ) ,The Prison Community, ( Boston: The Christopher Publishing House ) Crace, John ( 2002 ) , The Prison of TV , published inThe Guardian, May 14Thursday2002 Foucault, Michel ( 1991 ) ,Discipline and Punish: The Birth of the Prison, ( London: Penguin ) Foucault, Michel ( 2004 ) ,Madness and Civilization, ( London: Routledge ) Foucault, Michel ( 1989 ) ,The Archaeology of Knowledge, ( London: Routledge ) Goffman, Erving ( 1971 ) ,Refuges: Essaies on the Social Situation of Mental Patients and Other Inmates, ( London: Pelican ) Gross, Richard ( 2003 ) ,Subjects, Issues and Debates in Psychology, ( London: Hodder and Stoughton ) Haney, Craig and Zimbardo, Philip ( 1998 ) , The Past and Future of U.S. Prison Policy: Twenty Five Old ages After the Stanford Prison Experiment, published inAmerican Psychologist, Vol. 53 Harre, R and Secord, P.F. ( 1976 ) ,The Explanation of Social Behaviour, ( London: Blackwell ) Malim, Tony ( 1997 ) ,Social Psychology, ( London: Macmillan ) Ohlin, Lloyd ( 1956 ) ,Sociology and the Field of Corrections, ( London: Russell Sage Foundation ) Pollock, Joycelyn M. ( 1986 ) ,Sexual activity and Supervision: Guarding Male and Female Inmates, ( London: Greenwood Press ) Sykes, G. ( 1992 ) ,Society of Prisoners: Study of a Maximum Security Prison, ( New Jersey: Princeton University ) Towl, Graham and Crighton, David ( 2005 ) , Applied Psychological Services in the National Probation Service for England and Wales , published in Crighton, David and Towl, Graham ( explosive detection systems ) ,Psychology in Probation Services, ( London: Blackwell ) Wettstein, Robert ( 1998 ) ,Treatment of Wrongdoers with Mental Disorders, ( London: The Guildford Press ) Wortley, Richard ( 2002 ) ,Situational Prison Control: Crime Prevention in Correctional Institutions, ( Cambridge: Cambridge University ) 1

Public Service and Commercial Broadcasting in British TV Assignment

Public Service and Commercial Broadcasting in British TV - Assignment Example With the television industry required to turn digital and with increasing political interference, the role of PSB and its future has been under debate recently. While programmes such as Master Mind, Dr. Who, and Blue Peter have been hallmarks of PSB, there are certain episodes such as the Hutton Case that has cast PSB under a negative light. In this paper, an attempt has been made to understand the role of PSB in Britain and the controversy that surrounds it. The aim of the paper is to suggest ideas for the future of PSB and commercial broadcasting on British TV. British TV is unique in the sense that it is greatly dominated by public service broadcasting; a prime example of which is British Broadcasting Company (BBC). This corporation and others of its kind are funded by the government and the contents that they produce are thus controlled and scrutinized before being presented to the public (Scannell, n.d). In Britain, there are four principal broadcasters: BBC, Channel 4, Channel 5 and Independent Television (ITV). BBC is the main provider of public service broadcasting and is funded by the government which uses a license fee from consumers to fund the operations of BBC (The House of Commons: Culture, Media, and Sports Committee, 2010). All of these broadcasters are controlled by Ofcom, an organization responsible for controlling and monitoring communications in Britain. Ofcom has placed a mandate on all broadcasters to provide public service broadcasting in order to earn their right of broadcasting in Britain under the IBA Act for Indepen dent Television and Royal Charter for the BBC (Negrine, 1994). Public service broadcasting in the UK serves four main important purposes. These being: to provide knowledge relating to current events to the public; increase the scope of informal learning and its interest in different fields including science, arts, and humanities; to bring into consideration the different perspectives to a story.

Post 9 11 America Research Paper Example | Topics and Well Written Essays - 750 words

Post 9 11 America - Research Paper Example This could be divided into, A. Suspicion Prior to the terrorist attack, the interaction between various persons in the United States of America was smooth. This was very good at societal and national level. After the attack, a different perspective on things viewed innocently changed. The citizens were unaware of when the next attack could be conducted. As a result, they became more suspicious in everything they undertook (Tweedie 1). For the people with Arabic origin, they were perceived to be sympathizers of terrorism and thus were somehow alienated from the society. A good example is the removal of six Muslim imams from the plane due to them raising suspicion to other passages and the airline administration. B. Discrimination This followed from the risen suspicion of the American citizens towards people who were Arab, Muslim, Sikh, and south Asian (Gohil and Sidhu 91). This was mainly because they were either perceived to be directly or indirectly involved in the attacks. In some cases, vandalism was conducted. In the call for the construction of a mosque in USA, the citizens demonstrated in a bid to obstruct the implementation of the idea. This clearly indicated that people of Muslim and Arab origin were not accepted in USA. As time has been passing on, various transformations have been achieved in which the interaction has been building up. Since not all Arabs and Muslim are involved in terrorist attacks, various persons processing the same faith have declared their intentions in assisting in identifying people linked to terrorism (Smith 1). C. Department of Homeland Security The successful conduction of the terrorist attack on 9/11 indicated the limitation in capacity of the American security forces at the time. As a result, it was necessary to form a body that would entirely be mandated in looking into potential threats in USA and taking precaution in order to ensure that similar attacks were not conducted. This was implemented by the formation of depart ment of homeland security. It has since then been very useful even in cases of natural disasters. Its council conducts their control from the white house. Due to its importance in national security, it has continuously been transformed as the technology advances and currently it forms part of the top three cabinet departments in the US federal government. Thus despite the attack bringing pain and suffering, other merits such as formation of department of homeland security were reaped. D. Politics The attack led to numerous transformations in the US politics. At the time, both parties combined their effort and brought forth the necessity of implementation of foreign policies that clearly addressed the issue. A good example is the Patriot Act passed by the congress and signed by the president at the time, George W. Bush. The act reduced restriction initially imposed to the security officers. As a result, intensive search was conducted to persons at various locations in a bid to identi fy and prevent terrorist attacks (Drash 1). In addition, the officers were capable of looking into the personal details such as communication and finance. The secretary of treasury’s authority was empowered to regulate financial transactions especially those involving foreigners. After the attack, terrorist was modified to take into account domestic terrorism and many immigrants suspected