Examine the Key Factors Influencing

Examine the key factors influencing inclusive teaching and learning Inclusive teaching means recognising, accommodating and meeting the learning needs of all students, regardless of age, gender, ethnicity, religion, disability or sexual orientation. This starts with acknowledging that students are members of diverse communities, have a range of individual learning needs, and deserve equal opportunity to access the learning experience. Applying inclusive learning is increasingly important in our diverse society and education should reflect, promote and facilitate this. For example, there are more and more disabled people entering education nowadays than there used to be: an inclusive environment must ensure that they are equally valued and accepted and that their efforts to learn are recognised and judged without bias. Traditional teaching holds that students with diverse needs be placed in the general education setting only once they can meet traditional academic expectations.Inclusive education, on the other hand, celebrate people’s diversity and brings all students together in one classroom, regardless of their strengths or weaknesses in any area, and seeks to maximize the potential of all of them by encouraging and using their different backgrounds and knowledge to broaden the learning experience. In order to create an effective inclusive learning environment we must overcome barriers that might stop lea rners getting the best from their learning experience. Barriers to learning are problems or situations that  prevent learners from accessing programs,  going to class, concentrating and learning. Intrinsic barriers of learning are located within the learner, hence of an intrinsic nature, and can be physical, sensory, physiological or intellectual. For example not knowing, or not being comfortable with, the rest of the class could constitute a barrier. Icebreakers could be used in this instance to encourage learners to talk to us, to each other and to the group as a whole. Similarly climate setters can be used to promote learning related to session objectives; this is particularly important as people can be intimidated in a situation where they are asked to come up with ideas. Intrinsic barriers of learning are located within the learner, hence of an intrinsic nature, and can be physical, sensory, physiological or intellectual. For example not knowing, or not being comfortable with, the rest of the class could constitute a barrier. Icebreakers could be used in this instance to encourage learners to talk to us, to each other and to the group as a whole. Similarly climate setters can be used to promote learning related to session objectives; this is particularly important as people can be intimidated in a situation where they are asked to come up with ideas.Hence the tutor needs to create an environment where students feel comfortable to express themselves. Learners may also face extrinsic barriers, related to the environment they live, work and study in. Issues with family relationships, social support, employment and financial matters provide some such examples. It’s very important to motivate learners in order for them to get the most out of their classes. To motivate a learner we must first understand what motivates them and teach to their particular strengths and weaknesses.Sometimes we may have to match teaching approaches to their learning styles and provide support to those who need it. Other times we may have to use energizers to challenge the class or refocus learners’ attention, e. g. after a long period of concentration or after a break. Also, encouraging friendly competition could provide motivational challenges for all of them. Most of all, we need to give them constructive feedback to encourage personal improvement. One theory we can be refer to for motivational purposes is Maslow’s pyramid of needs.According to his pyramid we must feel that we are satisfied with our physiological needs before we can think of getting a roof. Having the feeling of being secure motivates us to seek love. Once we have accomplished the need for belongingness then we seek a better future which motivates us to set goals an d achieve something honourable in life. Once we have accomplished a settled life with love and respect, we might then look to reach our full potential. To ensure all students gain the most from their learning, consideration must be based on the particular learning style and objectives for each individual.An initial assessment of the students can be carried out for this purpose and then use a mixture of two or more styles and a range of different approaches to meet the needs of individuals and groups. Typical teaching methods fall into three categories: * Teacher-led: this is where the tutor transmits ideas, information and skills via lectures or presentations; * Participative: this involves interaction which allows knowledge and experience to be shared between the teacher and the learners; * Learner centred: this is where learners explore and discover by themselves, either on their own or in small collaborative groups.Benjamin Bloom provided the theory of Taxonomy to help tutors cho ose the appropriate teaching method. He made a classification of learning objectives that educators set for students in order to create a more holistic form of education. Bloom’s Taxonomy divides educational objectives into Cognitive, Affective and Psycho Motor domains. Skills in the cognitive domain revolve around knowledge, comprehension and critical thinking on a particular topic; traditional education tends to emphasize the skills in this domain and uses methods like lectures, small group work and problem solving tasks.Skills in the affective domain describe the way people react emotionally and their awareness to other people’s joy or pain; teaching methods in this domain might include discussion, case studies, role play and simulation. Finally, skills in the psychomotor domain describe the ability to physically manipulate a tool or instrument; typical teaching methods in this domain will include demonstration, individual practice and coaching. A tutor must also de vise a programme of strategies to cater for the specific needs of their own specialism. This relates to the arrangements we make to get the class discuss particular aspects of the subject.Depending on specialism we can have discussions in pairs or in small groups. If the class is not too big we can also get the whole group work together and bounce ideas off each other. We could also take this one step further and consider if the class could benefit from group project work rather than individual project work. In that respect, Bruce Tuckman's theory on stages of group development comes to our aid in understanding and assessing students in a group effort. This theory has gained a great deal of popularity and suggested that for a group to achieve maximum effectiveness it needs to move through four stages.These are: * Forming: at this first stage the team is new and the members are unfamiliar with each other. Each seeks group acceptance with caution, and conflict is avoided. * Storming:   at this stage different ideas compete for consideration and the he team addresses issues such as what problems they are really supposed to solve. Team members open up to each other and confront each other's ideas and perspectives. * Norming: here the team manages to agree on common goals and comes to a mutual plan for achieving them.Some may have to give up their own ideas and agree with others in order to make the team function. * Performing: by this stage members are motivated and knowledgeable and the team functions as a unit in order to achieve agreed goals. Many long-standing teams go through these cycles many times as they react to changing circumstances. For example, a change in leadership may cause the team to revert to  storming  as the new people challenge the existing norms and dynamics of the team. Another important aspect of inclusive learning is the resources we use.It’s vital that these are carefully selected so as to reflect and meet the needs of all l earners. If resources fail to do this they will create barriers to learning and disadvantage some individuals in the group. There is a wide range of resources that can be used but here is a selection that may meet learners’ needs: * Powerpoint: this is a vital resource when delivering information and, if used in the correct manner, can appeal to all learning styles. For example they can provide the basis for teaching other activities and can be left up at all time to remind students of their aims and objectives. Picture Cards: these are good visual resource and can support the topic being taught. They are particularly useful in multicultural environments and can be adapted easily in order to make them inclusive. * Films: appeal to all learning styles and abilities as they create a relaxed environment and can offer real life situations that can't be created in the classroom setting. Films also have a way of explaining different points of view in an alternative way. Moreover, t hey can act as an assessment method to check the learners have understood what has been shown. Case Studies: this is a powerful resource that stimulates learners to understand and critique how a subject is applied in the real world. * Quiz: this is a fun and interactive resource that can be tailored to different learning styles and ability levels. Other examples of resources include handouts and books to study and discuss theoretical aspects of the subject; computers, software and hi-tech equipment for hands-on experience of ICT subjects; and of course writing boards and flip charts to create on-the-spot diagrams and workflows and to have the whole class participate and interact.We also need to provide opportunities for learners to practice their literacy, language, numeracy and ICT skills. This can be achieved by embedding functional skills. Functional skills are practical skills in English, information ; communication technology, and mathematics. Allowing for these transferable sk ills to be included in our teaching will enable individuals to work confidently, effectively and independently in life. For example, facilitating contribution to discussions and working in groups will enable learners to develop literacy skills which they will then be able to use in their everyday lives.Also, coursework assessments and reflective learning logs constitute effective method of encouraging learners to use written skills. Also, we can encourage Maths skills by using for example number games, and ICT skills by including computer-led teaching and assessments. In organizing a class it’s increasingly important to establish ground rules with learners in order to adhere to minimum necessary conditions for getting learning work done in the class and promote respect for each other.The setting down of ground rules at the start of the course gives structure and guidance to the group ensuring that the people’s beliefs and wants are taken into account and the course can run productively within the set rules. Though there is no definitive list for all classes it is an essential exercise to think through what we want on the list. Typical ground rules may  include items like arriving on time, respecting health and safety regulations, switching off mobile phones, respecting other people's contributions and not interrupting fellow-students.Usually, ground rules are teacher imposed but learners can make valuable contributions and sometimes there can be room for negotiation. Obviously, the majority of the ground rules cannot be negotiated but getting the learners to aid in the setting of the rules puts the ounce on them to adhere to them more. Moreover, it will make them aware of what will happen should the rules be broken. We also need to create assessment opportunities that meet the needs of learners. Assessment is the process of appraising the learner’s understanding of the subject and also of recording their knowledge, skills and attitudes.I t can focus on individual learners or a group of learners as a whole. It is always best to start any course with an assessment of the students’ prior knowledge so that the tutor can start their teaching at the correct level and can ensure an inclusive teaching method where every learner’s needs are met. There are many methods of assessment depending on specialism. For example in assessing foreign language learning we can use multiple choice exercises, written answers, essay writing, class test, listening and speaking activities, to name but a few.When assessing learners we need to give constructive feedback in order to spur and motivate them to hone their skills. It’s important to tell them when they are doing something well and why, as this will serve as encouragement. However, constructive feedback doesn’t just mean positive feedback. We can give negative feedback too as long as we clearly state what could be improved and why. This means talking first a bout what a learner has done well, then going on to discussing points for improvement and then ending on another positive note.Using this strategy students are motivated by their achievements and evaluate the negative aspect of their feedback in a constructive way to better themselves. ——————————————– [ 1 ]. Maslow, A. H. (1943). A theory of human motivation [ 2 ]. Bloom, B. S. , Engelhart, M. D. , Furst, E. J. , Hill, W. H. , & Krathwohl, D. R. (1956) Taxonomy of educational objectives: the classification of educational goals; Handbook I: Cognitive Domain New York, Longmans, Green [ 3 ]. Tuckman, Bruce (1965). â€Å"Developmental sequence in small groups†.

Living as a Christian disciple Essay

Explain how living as a Christian disciple may influence the lives of Christians today. Christianity is an entire way of life. It’s not only a part of your life it is your whole life. It is a sense of being with God. It is not a one way system, but in fact a two way bond. Being a disciple of God gives you a sense of who you are. You have the position of being part of God’s children as well as being a child of your parents. This is an incomparable feeling. A Christian is a person who lives their life daily for God. By praying on a regular basis, reacting positively not negatively with people and being an optimistic person rather than a pessimistic one. Christianity focuses a lot on how people treat others. Christianity believes everyone is equal. Nobody is better than someone else, even if they are richer. A disciple believes Christ is with you at all times. To become a Christian you must try and be the best you can be. An example of this would be the story about the Pharisee and the tax collector, having the best humanity. To develop into a Christian you need to know the principles. You need to live your life a certain way. That means you might have to sacrifice a few things but in the long run you will be rewarded. Again you must know how to deal with people. ‘Love the Lord your God with all your heart and with all your soul and with all your strength and with all your mind,’ and, ‘Love your neighbour as yourself.’ (Luke 10 vs. 27) A person needs to be willing to give up luxuries in order to gain better things. For instance a Christian must give 10% of their total income to either a church or a charity. But the more essential factor is time. Time is more precious than rubies. Time must be taken out of your day to think about God or even the elderly lady next door who lives all alone. Your attitude towards people is very important. Being a Christian affects what career you wish to pursue. Certain professions are considered unethical and therefore are not allowed. A job such as working in an abortion clinic, you are taking away a life which has a right to live, which is unjust. Another job which gives people grief is a traffic warden. A Christian has an important role to play in the family and in the home. There must be peaceful negotiation and they must always remember that children usually learn from the examples of their parents. So as a parent you must do good things and not bad. You must know how to function in a family. To be a dedicated Christian you are required to visit the church on a regular basis and to pray daily. At church Christians have communion, usually once a week. This is red wine and bread which s also called the Eucharist. The Eucharist is the ceremony in which Christ’s last meal with his disciples is celebrated with bread and wine, the bread symbolizes Jesus’ body and the wine Jesus’ blood. Although some Christians do not believe in going to church for example, Quakers and the Salvation Army. Quakers are Christians who do not have set services or have no ceremonies and do not do repeated rituals. The Salvation Army consider that you should be careful and make sure that ceremonies do not become more important than the meaning of the belief or faith. Also the Salvation Army do not drink any alcohol as when they first started the group alcohol was a serious problem, therefore they are not allowed to have communion as it involves wine. There are many noble Christians who have acted as excellent role models, in the past and in the present day. Some of these famous Christian disciples are Oscar Romero, Mother Teresa, Martin Luther King, Desmond Tutu and many more. I am going to tell you about Desmond Tutu. Desmond Tutu was born in 1931 on the 7th October. He lived in South Africa, a society where coloured people were considered as outcasts, a racist system of apartheid. They had to learn from an early age that their needs were considered less important than the needs of white people. They were not allowed to mix with the white people. For example black children could not go to the same school as a white child and at all times black people had to carry their passbooks to show who they were and if they had a right to be where they were, they also were not allowed to go into cafes or go to beaches and parks. In the street white police officers would look them up and down as if they were criminals. It was hard for children to grow up watching parents and role models being humiliated in this way. Desmond Tutu went to an all black school. He worked willing and was therefore intelligent. He was a kind and gentle boy. At the age of 14 Desmond got Tb. He was put in hospital for 2 years. An English priest called Father Trevor Huddleston visited him every week. Trevor Huddleston had been trying to make the lives of the black people better. He believed apartheid was evil and very unchristian. He opened hostels and nurseries for homeless people o stay in at night. He also defended black people when they were challenged by the police. A life long friendship blossomed between Desmond and Trevor. During his stay in hospital Desmond became more thoughtful and reflective. He had a strong commitment towards Christianity and a spiritual approach to life. Desmond was influenced by humility, gentleness, selflessness from spiritual people like Trevor. After leaving school Desmond decided train as a teacher. He worked as a teacher for a few years but he couldn’t stand there and watch his people suffer. He wanted to do something about it. So he left teaching and became a priest. In 1961 Desmond was ordained as a priest. He was given his own parish church and a proper house in an area of slum housing. It was rewarding work, a satisfying job with people who loved him having him as their priest. In 1962 he was offered to go to London to study for a second degree in theology. When he got there he couldn’t believe that he was allowed to walk freely and not have to check for signs where they were not allowed. He wasn’t searched by police; he didn’t have to carry a passbook around with him. He loved it. After 3 years when he returned to South Africa, he found it difficult being a second class citizen again. From the understanding of the Bible he saw that Christianity stresses that all people are equal and that God wants people to be free. As a Christian he felt it was his responsibility to help black people become equal with white people. Two years later Desmond took a job in England. In 1975 he was given the post of Dean in Johannesburg. If he accepted it then this meant he would have to move back to South Africa. This post had always been held by white men so he wanted to make a change and accepted the post. The cathedral had a racially mixed congregation and clergy. Desmond bought in changes to the worship including shaking hands, hugging and kissing your neighbour on the cheek which made many fell more comfortable. In 1978 wealthier black people were starting to be allowed into a few public places but the community as a whole were kept as second class citizens. In one of Desmond’s speeches he dramatically promised to burn his Bible on the day that he was proved wrong about apartheid being an evil. Another thing Desmond said in one of his speeches was, â€Å"At home in South Africa I have sometimes said in big meetings where you have black and white together, ‘look at your hands-different colours representing different people. You are the rainbow people of God.’ And you remember the rainbow in the Bible is the sign of peace. The rainbow is the sign of prosperity. We want peace, prosperity and justice and we can have it when all the people of God, the rainbow people of God, work together.† In 1984 he was awarded in the Nobel Peace Prize in America. Soon the whole world came to see Desmond as a symbol for the fight against apartheid. In 1986 he was further promoted to Archbishop of Cape Town, the first black man to hold this post. In 1989 F.W De Klerk became president. The ban on ANC and PAC was lifted symbolising freedom for all black South Africans after so many years of suffering. In 1993 exclusive white rule finally ended. The result of the first democratic election was that in 1994, Nelson Mandela became the first black South African president. By 1996 there was a new constitution aimed at creating a full racial equality and harmony. The hardest challenge facing bereaved families was not only to forgive those whom had caused their suffering, but to make sure that forgiveness was complete and unconditional as with Christian love. This would mean the new South Africa could grow from strong roots, unaffected by blame and bitterness. I think Desmond Tutu was a good Christian disciple as he helped the black people of South Africa. He bought equality in South Africa which is what God says. He is helping others and spreading the good word of God. He is determined and will not give up when things get tough. Another example of a good Christian disciple is a man called Oscar Romero. He was born in Ciudad Barrios, El Salvador in 1917. He was a Catholic man. He thought the best way to help people would be to serve God as a priest. He frequently visited prisoners in Gaol and he worked with alcoholics He promoted the activities of ‘Alcohol Anonymous.’ He set up charities to provide aid for the poor and the hungry. Oscar was a respected man. He spoke for the poor, opposed the government, opposed military and opposed rich families who influenced the politicians behind the scene. He was a determined Christian disciple. Romero’s aim in life was too help the poor and hungry and the only way he could help them was by making sure the church get a say in politics. He started at a seminary in San Miguel, in 1930. A few months later he was sent to Rome to complete his theological studies. In 1942 he is ordained as a priest. In 1943 he returns to El Salvador having witnessed early years of the Second World War, in Europe. From 1944 he worked as a parish priest but a few months later he was called by the bishop to work as the secretary of the diocese, a post which he held for twenty-three years. During this time most of his pastoral work focused on the cathedral parish. Between 1962 and 1965 Romero was a largely important priest in the diocese. He was in charge of the local seminary and editor of the diocesan newspaper. In 1967 he was appointed as sanctuary, ‘General of the National Bishops’ Conference,’ and he moves to San Salvador. Then in 1968 he takes up an additional role for the, ‘Central American Bishops’ Secretariat.’ In 1968 the council of Medellin is held in Colombia. In 1970 Romero is made auxiliary assistant bishop in San Salvador. He becomes increasingly aware of the plight of the oppressed and the poor but resists th e notion that the church should be too involved in politics. In 1974 Romero is made bishop of San Salvador. In 1977 he is made Archbishop of San Salvador. It was dangerous to be a Christian in El Salvador. To speak the Gospel message of God’s love for the poor and suffering of the world was to risk persecution. This was a statement the government could not ignore. A person could not claim to be a Christian if he or she ignored the violence against so many in the country or if they ignored the bombings, the illegal detentions, the torture and the callous murders of men, women and children. These murders were seen as a direct attack on the church itself. It was an assault which the Church could not ignore. This is when Romero decided on his course of action. His thinking on religion and politics develops. He sees an increasing need for the church to have a voice in politics and becomes an outspoken critic of injustice and oppression. On the 24th March 1980 Oscar Romero is assassinated. On the 30th March 1980 the, ‘Palm Sunday Massacre,’ took place. He had the most powerful and influential voice of the Church and he was the spokesperson for the oppressed. Romero believed that the Gospels did not see a division between religion and everyday life. In a world of fear and terror, Romero’s preaching of the Gospel message of love and justice was a source of hope for the people. One of the famous things Romero said was, ‘May Christ’s sacrifice give us the courage to offer our own bodies for justice and peace.’ His last sermon, on the Sunday before his death, was very significant. In it Romero made a special request to those with belief in God and those of Christian faith. It was a sermon which many believe cost him his life. In the sermon Romero said, ‘Nobody has to fulfil an immoral law. Now it is time that you recover your consciences and that you first obey your conscience rather than an order to sin. We want the Government to understand seriously that reforms are worth nothing if they are stained with so much blood. I beg, I ask, I order you in the name of God: stop the repression.’ A week after the preaching these words Oscar Romero was assassinated. In the days before the funeral crowds of people flooded into the city. Visitors arrived from all over the world. Not only the Church leaders but also important politicians from many countries were present. Romero had become a respected political as well as religious leader. Nuns and priests were gathered in a very public hunger strike. In protest at the killing of Romero, they were refusing to eat. This showed how great a person he was. There were as many as a hundred thousand people packed in every available space outside the cathedral, waiting for the funeral service. The solemn funeral service began in a dignified manner. During the sermon everyone listened intently to the words of remembrance for Oscar Romero. During his life Romero tried to put such ideals into practice. His religious belief was always a practical matter and his great desire was to see people work together for a better world. Romero shared, with all who would listen a vision of justice in an injustice world. His life and martyrdom are remembered by millions. In a troubled world Romero remains as a sign of hope. Those who killed him may have thought that they would be silencing a powerful voice against injustice in El Salvador. They may have killed the man but the message of justice for all still lives today.

Total Quality Management Techniques Essay Example | Topics and Well Written Essays - 1000 words

Total Quality Management Techniques - Essay Example The latter enhance the satisfaction of their clients through enhanced quality. This is realized through workforce empowerment and operational efficiencies. Since the contemporary customer is very discriminating in their choices, oganizations ought to offer what they expect or the organization will take the hit of losing share to competitors. 2) Describe the four challenges and four essentials in details, described in the article The first challenge of organizations is legislation in which companies are increasingly asked to comply with requirements on the environment, employee well-being and safety. In addition, Nagaprasad & Yogesha (2009) assert that numerous organizations stay complacent and expect sales to effortlessly come their way despite defective product or inefficient service. The authors share that this is likely to lead to their closure. Moreover, they say that companies must realize the existence of cut-throat competition, acknowledging that they are no longer a monopoly. The Four Esssentials espoused by Nagaprasad & Yogesha (2009) suggest that organizations should strive to eliminate their defects, and this implies a drastic decrease in the number of errors committed in their processes. Enterprises must also strive to increase productivity while containing their expenses. They must struggle to increase the bar of customer service – this is applicable to all organizations without exeption. To be authentically competitive, they must also adapt to the innovation requirements of competition. 3) Explain how TQM works and Benefits of TQM Programs Total Quality Management (TQM) is a method that seeks quality improvement which shall meet or exceed the expectations of customers (Murray, 2011). It is a philosophy that involves everyone in the organization in continuously improving quality, eventually resulting to customer satisfaction (Stevenson, 2007, p. 416). Total Quality Management Technique are are used to identify potential problems and ways to control them. Total Quality Management Techniques include Continuous Improvement, Competitive Benchmarking, Six Sigma, Lean Manufacturing, Lean Six Sigma, Total Productive Maintenance, and 5S of Housekeeping (World Class Manufacturing, 2011). Continuous improvement is a philosophy that seeks to make ceaseless improvements to processes in converting inputs to outputs. It covers man, machines, methods and materials. It became a cornerstone of the Japanese approach to production. Japanese use the term â€Å"kaizen† to refer to continuous improvement. The philosophy of â€Å"kaizen† is based on the following principles. First, waste is an enemy that needs to be ridden off; second, that improvement should also be done slowly and continuously; and that involvement of everyone in the company including the top managers is important. It does not require high costs on technology investment. It can be applied anywhere at any time and focuses on value creation. It likewise process oriented and lastly, its essence is learning while doing (Stevenson, 2007, p. 417). One problem that can be encountered in implementing this philosophy is the assurance of its continuity. People might lose the motivation to continuously improve their processes (Kotelnikov, n.d.). Competitive benchmarking involves identifying and studying other organizations that are the best. It includes studying their operations and

The Whiskey Rebellion 1791 Essay Example | Topics and Well Written Essays - 1000 words

The Whiskey Rebellion 1791 - Essay Example Congress agreed and President Washington chose to appoint Henry Knox as the Secretary of War, Thomas Jefferson as the Secretary of State, and Alexander Hamilton as the Secretary of the Treasury. The appointment of Jefferson and Hamilton would later have a great impact as the two had conflicting views about the future role of the American government. It was Hamilton’s goal and responsibility as Treasurer in this new government to reduce or eliminate the massive debt incurred by the Revolutionary war. Hamilton was a very smart individual. He devised and implemented several strategies in order to reduce the national debt and provide stability to the American economy (Henretta †¦, n.d.). Overall, his policies worked very well and the nation prospered as the debt was paid down. However, his fiscal policies divided the government and the people into distinct groups with opposing political views, those who sided with Hamilton and those who supported Jefferson’s small government views. One of Hamilton’s policies included an excise tax on spirits in order to pay the interest on the national debt. This tax did not sit well with western Pennsylvania distillers whose main source of income was the production and sale of whiskey (Whiskey Rebellion, n.d.).

Sports injuries Research Paper Example | Topics and Well Written Essays - 2250 words

Sports injuries - Research Paper Example Although most people do not lose their consciousness, there is a tendency to forget events prior to or immediately after concussions. In some cases, individuals sustaining concussions simply feel confused. A concussion may not be life-threatening, but it can have very serious effects on an individual’s health (Cornell University). The symptoms of concussion are rare to notice. In most cases, it is difficult to tell if someone has sustained concussion especially if there are no bruises on the head. However, there are some signs that manifest in most patients who have sustained concussion. Some of the physical signs include nausea, vomiting, persistent headaches, dizziness, high sensitivity to light, blurred vision, tiredness, and balance problems. Some of the emotional signs include sadness, anxiety, bad mood, and unusually high temper. Young children with concussions can develop prolonged headaches, cry more than usual, change the way they act or play, develop sad mood, and lose interest in their usual activities. They can also lose new skills such as toilet training. In addition, they can have trouble while walking or even lose their balance. Moreover, they can easily be upset or lose their tempers (Cornell University). The long-term effects of concussions depend on the severity of the injury, subsequent treatment, and the age of the athlete. Concussions caused by severe injuries often take very long periods to heal. Similarly, untreated symptoms of concussions may take a long period to subside. Additionally, very young athletes take more time than adults to recover from concussions (Cornell University). Second impact syndrome occurs mostly in young athletes, particularly the ones under the age of 18. It usually arises when an individual sustains a concussion before recovering completely from a prior brain injury. The second concussion interrupts cerebral blood flow, subsequently triggering vascular engorgement, herniation of the brain, and increased

Claims and reflection Essay Example | Topics and Well Written Essays - 750 words - 1

Claims and reflection - Essay Example It is just that, it is not as simple compared to the American Constitution where the Bill of Rights are readily contained in the Amendments one to ten for easy reference. I thought that perhaps we are an older country than them with a more complicated legal system with a monarchy to consider which is why our legal system is more complicated than them. I was not however daunted. Deep in my gut, I know that despite the absence of a written regulation of a Bill of Rights, UK does not in any way, put lesser importance to it. In the first place, the first Bill of Rights that was contained in the Magna Carta which was drafted in UK soil in 1787 and that piece of history alone manifests how much importance we place as a people on the Bill of Rights. I knew I just have to look and research further for the paper to take form. This led me to the better understanding of the British legal system of how it works in the absence of a formal Constitution. Compared to United States where their laws are codified in a written Constitution, â€Å"our laws are a combination of statute law and the principles of the common law and equity developed by our courts. Our system is based upon the constitutional principles of Parliamentary sovereignty and the Rule of Law† (Commission on a Bill of Rights). Our framework of Bill of Rights may not be contained in the Amendments one to ten such as the case of the American Constitution, but its statutes can be rooted from documents such as the as Magna Carta in 1215 and the Declaration of Arbroath in 1320, the later Bill of Rights and Scottish Claim of Right in 1689, and the Reform Acts of the 19th and early 20th centuries. Proposing what should a UK Bill of Rights contain requires understanding on how British legal system adopts or creates a law. In the case of Bill of Rights, it requires further understanding of British constitution because I have to understand how the international Human Rights treaties

Reflective paper The concept of the Dreaming Essay

Reflective paper The concept of the Dreaming - Essay Example It is the commonality tying all Australian indigenous groups and guiding them through all aspects of life. People see it as an embodiment of creation giving meaning to everything. It is said to establish rules that govern relationships between people, land and every existing thing for the aboriginal people. Edward refers to the dreaming as the time that the aboriginal people came to existence (Bingham, 2004). The dreaming is by far the most prominent views and ideals of the indigenous people despite the vast variety amongst the aboriginal people across Australia. Indigenous Australia was and is a multi-cultural society. Although quite a number of groups across the whole of Australia had their own languages distinct from each other also different life styles and dreaming stories, all of them had teachings concerning the natural and spiritual worlds, proper behaviors among themselves and also the laws that would govern the society(Caruana, 2003). There are three waves of migration into Australia. Edward termed the Ocean Negritos first wave’, with Murrayians being the second, and Carpentarians being the third. All the migrated people groups of the people that migrated had a diversified language. The number Aboriginal tongues were estimated to be 6000 in the entire Australia at that time. The diversity came up with different values and faith in the entire Dreaming era. The importance of Dreaming every bit of life forces the humans, the land, flora, fauna, the ancestral beings, and natural phenomena is inextricably and eternally connected to every other part (Buist, 2011). There are three key aspects of the dreaming. This includes the spiritual beings, kinships and dreaming stories. As seen earlier despite the differences in the languages or the land, they were born in the aboriginal people had common beliefs on the spiritual beings. They did have kinship systems but were not governed by chiefs or sub-chief as opposed to the case that came

Describe the circumstances of growing up in a family with severe Essay

Describe the circumstances of growing up in a family with severe financial obligations - Essay Example In this case, all other members of the family are sometimes denied of proper care in bourgeoisie. More importantly if the head of the family, which is more likely to be a father, acquires disease or ill health is abound to cause financial impairment to the family, ultimately creating more challenging and demanding circumstances. The size of the family also has important role to play in the bringing constraints of finances upon a family. A family larger in size is more likely to have severe impacts on its members rather than a family with few members. Fewer members will have their due share and vice versa. Also, the environmental factors govern the situation sometimes. They have indirect impact on creating circumstances which could be inapt for the members of the family. This may include the ambiance or the external factors like price hike and

INTELLECTUAL PROPERTY LAWS Essay Example | Topics and Well Written Essays - 500 words

INTELLECTUAL PROPERTY LAWS - Essay Example This is before utilizing a person’s image or voice for commercial gain, which in this case is Tiger Woods’ picture. Therefore, â€Å"Right of Publicity† ensures corporations, firms and businesspersons do not exploit people’s persona either famous or not to benefit themselves. Hence, protect them and compel those who wish to use these pictures to obtain a legal consent from the owners (Fishman, 2010). States usually recognize people’s rights by granting them free will to either allow or disallow usage of their images especially for commercial purposes (Fishman, 2010). Hence, in this case Tiger Woods has a sole responsibility of deciding if Wheaties cereal firm is liable of using his image or not by agreement. In this case, Tiger woods ought to exercise the â€Å"Right of Publicity† in controlling how Wheaties cereal’s firm utilizes his pictures and others that may intend to do so (Fishman, 2010). This is via granting them consent besides deciding the required compensation based on how long the firms will have to use his reputation in advertising their products. Tiger Woods owns the â€Å"Right of Publicity† similar to any other people in ensuring firms do not exploit his reputation and pictures. Hence, he has the authority of demanding compensation in return, which is in form of cash though this is as per the agreement with the corporate firms. Based on the â€Å"Right of Publicity†, owners have the mandate of prosecuting anyone who might have used their images without their consent (Fishman, 2010). This is especially through advertising or through other forms like reputation riding when the owners are not aware. However, the right also grants owners like Tiger Woods freedom to negotiate with the potential businesspersons, firms and corporations if they are ready to pay for his pictures in advertising their

Language of Abigails Party Emily Huntley Essay Example for Free

Language of Abigails Party Emily Huntley Essay Mike Leigh used to be one of a kind, famous for creating movies through an unusual process that involves extensive rehearsals and improvisations with his actors; a process that begins weeks before anyone picks up a camera. In each of his plays, he has depicted the often-uneventful lives of ordinary people. The results are always far from conventional. And it is through his success that many directors are now using his techniques to capture the texture of everyday life. Leigh achieves this commonness in the majority through his language, although the whole play is based on naturalism, he uses this technique to capture the essence of each characters persona. I think this technique is particularly successful, as the audience finds it easy to relate themselves to the evening unravelling before them, and manage to put themselves in the situations of the characters. Lawrence My first impression of Lawrence was that he was an well-educated, cultured man, who was simply a good social mixer but this is the aim of Leigh. He wanted the audience to believe the opposite of Lawrence and then have their thoughts dashed. In a way I believe that this makes the audience feel vulnerable as if theyve been deceived and they then seek comfort in one of the other characters which seem simple and honest and therefore they find themselves delving into the play further. Lawrence speaks in a polite and precise manner Ah, yes-now, when would you be best for you? No, no, Ill fall in with you, Mrs Cushing. (Page 2) this enforces the idea of him being a well brought up man and hopefully in his eyes achieving the idea that his guests consider him of a high social class. Leigh also used the language of the character Lawrence to make him persuasive and condescending, I dont only like Minis-I like lots of other cars. But I find the Mini economical, efficient and reliable. (Page 8) this is a good example of the rule of 3 a strong persuasive technique, this is how he enforces his ideas on others and appears so domineering and always seems to be right as no one has the courage to object. Generally Lawrences speech is direct and focused, he speaks when spoken to and rarely initiates a conversation, unless asking probing questions to prove his wealth and class over the other guests You have a car, do you? (Page 8). Although Lawrences vocabulary is relatively simple, he still uses this to his advantage by trying to better himself and prove his supposedly higher social status Macbeth. Part of our heritage. This also links to Lawrences frequent name dropping this is in an attempt to try and appear culturally educated, with references to Van Gogh Shakespeare Lowry etc. Lawrence also frequently uses questions in his dialect, this is to distract guests from a previous topic that may be a bit uncomfortable for him, and so that he feels as though he is remaining control, he can choose what subject to initiate a conversation with Youve got footballers legs, though, havent you? Talking of Paris, Sue, do you like art? Another technique Leigh used in Lawrences character, are put-downs. This is achieved by the use of rhetorical questions. What would you know about taste? (Page 48). And also by repetition of the persons name who hes talking to. Ive seen to the drinks, thank you, Beverly! (Page 42), in this is example it is used as a put down to remind Beverly to look around and compose herself. Throughout the play, Leigh rarely uses poetic language or imagery, with few metaphors and no symbolism. Lawrence is a prime example of this as he is a simple dialect character. Beverly When I initially read the play, I thought the whole plot pivoted around Beverly and how bad a hostess she was. I later found this not to be true. After seeing the play I realised that Beverly is actually a very good host, this is proved when she leaves the room, and the conversation withers. She also dominates the play, with her monologues, and comical mickey taking of Lawrence. In Abigails Party Beverly is the only character to frequently swear with no apparent acknowledgement for her guests. Oh sod off Lawrence (Page 49). This although may be offensive to some, shows the extreme contrast between the nouveaux riches and the true middle class, such as Sue. Throughout the play Beverly uses a patronising tone, but I feel this isnt a condescending technique, but rather being too honest Please dont be offended when I say this, but, youre wearing a very pretty dress, If I may say so; now, you see that pink ribbon down the front? If youd chosen, Ang, a colour slightly nearer that pink, I think it would have blended more with your skin tones; (Page 10). In this example, I feel that she is trying to make Ang feel better in herself. Although this does prove how materialistic Bev is as she thinks that making yourself look better solves all problems. Beverly babbles incessantly, is garrulous, and uses a lot of personal anecdotes in her dialect. Now my bloke had told me to turn left, right? Now we come to the first give way, and the bloke in front slammed his brakes on. Now, Im going behind him and I suppose Im going a little bit too quick with me nerves; so I slam on my brakes and I went slap into the back of him. (Page 9). This is a clear example of Beverlys long and complex sentences, although she also uses short simple sentences Lawrence youre going to get heartburn (Page 2). Beverly is also very colloquial in the way that she speaks, and this makes it easier for the audience to familiarise themselves with her. Similarly to Lawrence, Beverly also name drops to appear culturally educated Beaujolais (Page 11) although from the quote Oh its Beaujolais. Fantastic! Wont be a sec, Ill just pop it in the fridge.'(Page 11) You can tell that Bev clearly has no idea about wine etc. like we originally thought. Generally speaking Beverly is the main character to initiate conversation, she keeps everyone involved and the conversation flowing. She also reiterates a lot to confirm and seek approval, assurance and affirmation. Beverly has a few peculiarities of speech, including the adjectives Great and Fantastic. These are character phrases enable the audience to link these certain words to her, and expect them, I feel this makes the audience feel more at ease with Bev, or simply more irritated by her. Similarly to Lawrence, Beverly also never uses imagery, symbolism, metaphors or poetic language. But unsurprisingly for her character there are frequent sexual innuendoes Hes got a firm handshake, hasnt he? (Page 5) Tone, you cant do much with a bed-head, can you? (Page 7). Angela As a person, Ang is a simple and satisfied working class newly wed. Her sentences can be long, but this is purely due to her rambling and not knowing when to stop. Oh, what a lovely table. This is just what we need. Its the next thing were going to get. Cos at the moment were eating off our knees. Its unusual, isnt it with the wooden top and modern legs. (Page 22) Her conversation seems to be pretty pointless as she doesnt seem to have anything of any value to add to the discussion. But similarly to Bev she also includes simple sentences to make her dialect feel more naturalistic. When comparing the characters I think it is possible to state that Ang is the most colloquial of all of them, as she is most informal, and although her grammar is a little shakey it seems to be easier for the audience to accept her on face value as she is too honest and genuine to be hiding anything. Ang uses questions to seek assurance, and also to encourage people to engage with her, as it provokes a response. Isnt she? Ang uses personal anecdotes to inform the audience of her character, although the comic element that Leigh included was how she seems completely oblivious to her boundaries, and therefore makes herself look foolish. Tony had a bad experience in an Indian restaurant this was before I knew himHe had a nasty dose of gastro-enteritis after hed had a curry, and you see that put him off. (Page 25). This medical reference shows hoe educated she is and reflects her job as a nurse. I feel it is the fact that Ang is too blunt and open to use any form of innuendoes, or symbolism, that makes it so easy for the audience to accept her. Tony Tony is a very reserved character; he rarely uses full sentences, but rather one-word replies, this makes him appear constrained and unnatural which is why I believe it is not so surprising when he raises his voice at Ang as the audience can see the tension building inside him. He never initiates conversation, as that would mean replies to more questions. He often uses slang, or colloquial language top ta. Leigh also included various imperative or instructive verbs leave it stand up turn that fucking record off (Page 51), but these are only ever commanded at Ang, and explains why the audience and guests never agree with Ang when she seems to find him domineering. Tonys humour seems to be very dry in that he finds his own things funny, rather than sharing a universal joke. Tony is the only character to use silence as a defence and attack mechanism. As weve seen with Bev and Lawrence theyd rather shout at each other to resolve problems. Tony uses silence to create a tension and most of ten with Ang and therefore making her look stupid, in front of their company, clearly showing an imbalance in their relationship. Sue It is clear from the beginning of the play that Sue is of the highest social class in the group. Originally I though Sue was a well brought up and highly well mannered person, but when studying the play I realised the opposite. I felt that Sue is very rude and off-putting to the people around her as she has a lack of curiosity, she doesnt seem to show any interest in them and clearly doesnt want them to show any in her. She only speaks when spoken to, and never repays the question. When she does answer questions its always unexpansive, short; clipt one-word answers Yes. It is clear from her dialect that she is uncomfortable and intimidated by the other characters. Her language is very unnatural and similar to that of a guide book. Her vocabulary is old fashioned, formal, and grammar school style. Darent Arent. Otherwise its quite simple and easily understood so it doesnt require any explanations. She never uses colloquial or slang vocabulary. She rarely uses questions in her dialogue as this would initiate conversation. She keeps herself to herself and doesnt want to probe or get involved into either of the troublesome marriages in front of her. Her character phrases seem to be reliant on her politeness Yes please No thank you. It is possible to say that she is trapped by her own politeness, She doesnt have the nerve to leave the party, which she clearly doesnt want to be at. Throughout the play she remains completely unassertive right until the end when her guard drops, and she tells Bev to Shut up (Page 53). Language is a key tool that all playwrights use to distinguish the differences and similarities between each of the characters. The character phrases and accents help the audience to realise the different backgrounds and diversity of the characters. Contributing to the visual aspects, lines give a sense of place and person and how the characters interact with one another.

Human resources practices influence customer satisfaction

Human resources practices influence customer satisfaction The focus of this research is on examining the process through which human resource practices influences customer satisfaction in banking sector of Pakistan. Drawing on literature from strategic human resource management, organizational behavior, and marketing, a model of HRP-CS is proposed with employee commitment as its central plank. It is argued that such commitment is influenced by organizational human resource practices and in turn it influences employee behavior towards organizational customers which is then translated into customer satisfaction. Despite heavily documented performance link between human resource practices and organizational, the term HR practices has rarely been adequately defined in the literature. In fact researchers have tested for link between HR practices and firm performance with different HR practices as input and different performance outcomes as output. Boselie and his colleagues have very rightly noted that, Still no consensus has emerged on what employee management activities should be in a comprehensive HRM checklist, since no widely accepted theoretical rationale exists for selecting practices as definitively essential to HRM. Selection of HR practices for this dissertation is based on the review of relevant studies. Liao and Chuang noted that involvement, training and performance incentives are among the most relevant for employee performance in service settings. Similarly, Boselie and his colleagues have identified training, performance based rewards and performance appraisal as the top three researched human resource practices. They argue that this might be because these practices reflect the main objectives of most conceptualisations of a strategic HRM programme. Result oriented appraisals, employment security, and profit sharing have also been reported to be strongly related to organizational performance . In the light of the above discussion, I selected human resource practices that adequately cover the areas identified by the strategic HR researchers as being important in improving organizational performance. The practices include internal career opportunities, training, result oriented appraisals, employment security, participation, and compensation. All these practices are supposed to enhance organizational human capital which will then serve as a competitive advantage for the firm. Nevertheless, a group of researchers including Jackson and Schuler , Ferris and his colleagues and Uhl- Bien et al called for more focus on social context of the relationships within the organization. These researchers argue that employee interaction within organization comprises social capital, and no firm can effectively achieve its goals until it actively utilizes its social capital along with its human capital. The central proposition of social capital theory is that network of relationships constitute valuable resource for the conduct of social affairs. As supervisor-employee interaction is among the most frequent experiences in organizational life, the importance of this relationship in social capital formation is very much understandable. Additionally, as supervisors are viewed as agents of organization, who are responsible for directing and facilitating employees job responsibilities, their attitude and behavior is viewed as indicative of organizational orientation towards their employees . Although, supervisor support or supervisor behavior may not qualify itself as firms HR practice, I have added it to the list of HR practices in my dissertation due to its importance in eliciting employee responses towards organization and its customers. Thus the list of HR practices which will be the subject of study in this dissertation are as following: Supervisor support (SS) Internal career opportunities (ICO) Training (Trg) Result-oriented appraisal (ROA) Employment security (ES) Participation in Decision Making (Part) Compensation (Comp) 3.2 Human Resource Management Practices and Customer Satisfaction: In one of the early studies on relationship between employees perception of organizational practices and customers perception of service quality, Schneider, Parkington, and Buxton noted that both are significantly correlated. They conducted a study of twenty three bank branches of a full service bank and observed a strong correlation (r = 0.67) between employees perception of branch service and customers perception of quality of service at the branch. Although, this study did not measure the role of organizational human resource practices on customers perception of service quality or customer satisfaction, it laid down the foundation for studying the role of employee attitudes and behavior in connection with customer satisfaction. In order to yield better perceptions of service quality from customers, the study emphasized to focus attention on the role of boundary personnel in retail service organizations like the branch banks . Rogg, Schmidt, Shull, and Schmitt conducted a study of 351 franchise dealerships of an automobile company to examine the impact of human resource practices on customer satisfaction. They found that HR practices effects customer satisfaction through its influence on organizational climate. This is to say that they tested for a mediating role of climate in HR-CS relationship. Their data analysis supported the hypothesis that human resource practices are significantly related to customer satisfaction, though most of the correlations were less than 0.20. While this study adds to our belief that firms human resource practices are related to its customers satisfaction, it is not without its problems. First, the data on HR practices and climate variables were collected using single instrument, thus increasing the chance of same source bias. Secondly, the data on, human resource practices and climate, variables were collected from single respondent in the organization. While the data of huma n resource practices were factual, the data on climate were attitudinal and is highly prone to single rater error. Both these problems (same source bias and single rater error) have been taken care of in this study. In another study of 137 BDG (Branch Director Group) of a full service bank, Gelade and Ivery documented that BDGs HRM practices are positively associated with customer satisfaction. They analyzed the relationship between HRM indicators (staffing level, overtime, and professional development) and organizational performance indicators (sales against targets, customer satisfaction, staff retention, and clerical accuracy) and found that almost all the three HRM indicators are positively associated with organizational performance indicators including customer satisfaction and that such association is moderated by organizational climate. Whereas most of the studies which examined the relationship between human resource practices and customer satisfaction were conducted on organizational or DMU level of analysis , Liao and Chaung investigated the factors influencing customer satisfaction using a multi-level conceptual framework. There data comprised responses of 257 employees, 44 managers, and 1993 customers from 25 franchised restaurants. The human resource practices data were collected from restaurant manager while employee performance and customer satisfaction data were based on self-reports of employees and customers respectively. The data gathered thus gathered from employees and customers were aggregated to restaurant level to analyze the HR practices customer outcome relationship at unit level. The results of the study showed that of the human resource practices only employee involvement was significantly related to the service performance, while other two HR practices (service training, and performance incent ives) did not have any significant relationship with employee performance. The study did not examine the direct effect of human resource practices on customer satisfaction; however the relationship between restaurant-level service performance and customer satisfaction was found significant. Although, this study provided a better understanding of how employees actions and perceptions influences organizational context, still it did not explicitly examines the role of employees perception of human resource practices in eliciting customer perception of service quality and customer satisfaction. While most of studies conducted on human resource management customer satisfaction relationship have focused on organizational climate as mediating variable between the two, Nishii, et al is the first one to examines the role of employees perceptions, attitudes and behaviors as the central plank of such relationship. There sample included 95 stores each with approximately 18 departments. Data was collected from 4208 employees from 362 departments across these 95 stores. Nishii and her colleagues in a multilevel analysis investigated the role of employee perceptions of why organization adopted certain human resource policies (HR attribution) in shaping their work attitudes and behaviors and the relationship between such attitudes/behaviors and customer satisfaction. The data regarding employee HR attributions, commitment and satisfaction were collected from employees at individual level, while data regarding employee behavior and customer satisfaction were collected from store manage rs and customers respectively at store-level. The individual level data were than aggregated to store level in order to analyze the relationship at store level unit of analysis. The results of this study revealed that employees attributions of human resource practices (HR attributions) are positively related to employee attitudes. They further found that unit-level attitudes were positively related to two aspects of employee behavior, measured in terms of OCB (organizational citizenship behavior). One dimension of OCB (OCB-helping) was found significantly associated with customer satisfaction. The most important finding of the study was, that the same set of HR practices may not even exhibit similar effects within a single organization. The implication is that it is not just the HR practices themselves but rather also employees perceptions of those HR practices that are important for achieving desired organizational outcomes. [italics added] . In fact focus on employee (or member) perception is not a new phenomenon in organizational studies. Almost thirty years ago Schneider, et al based on Heider , Miller, Galanter, and Pribram and Bowers noted that, Member perceptions of organizational practices and procedures are the critical data in understanding organizational behavior. No behavior in, or of, organizations occurs in the absence of perceptions. To conceptualize an organization requires a consideration of human behavior, and human behavior does not exist without perception. Similarly, drawing on Endler and Magnusson and Drazin, Glynn, and Kazanjian Bowen and Ostroff argued that individual behavior potential are not based on . . . actual situation per se, rather, the situation individuals see based on their perceptions, à ¢Ã¢â€š ¬Ã‚ ¦. Finally, Nishii and her colleagues emphasized the need for focusing more future SHRM research on the way that HR practices are enacted in organizations, as revealed in human perception à ¢Ã¢â€š ¬Ã‚ ¦. Though the study undertaken by Nishi and her colleagues is among the first to empirically test the role of employees perception of HR practices in influencing customer satisfaction, it did not actually measured the employees perception of HR practices per se, rather, it took a different approach and examined the employees perception of why particular HR practices exists and the effect of this why on customer satisfaction. Thus, the important and frequently sought after question regarding the role of employees perception of human resource practices in influencing their attitude, behavior and customer satisfaction is still unanswered in the existing literature. Based on past literature, which demonstrates a positive link between organizational HR practices and customer satisfaction, and to answer a very important, but still unanswered, question in strategic human resource management literature, I hypothesized the relationship between employees perception of HR practices and customer satisfaction as follows: H1: There will be a positive relationship between perceptions of Supervisor Support (SS) Internal Career Opportunities (ICO) Organizational Training (Trg) Human Result Oriented Appraisal (ROA) Resource Employment Security (ES) Practices (HRP) Participation in Decision Making (Part), and Compensation and customer satisfaction such that the customers interacting with employees who more positively perceive HR practices will be more satisfied and vice-versa. 3.3 Research Model: The Process through which HR Practices Influences Customer Satisfaction: As earlier noted in the introduction, the primary aim of this research is to investigate the process/path through which human resource practices influence customer satisfaction, as this is the dynamics of such process which is of immense importance to the owners and managers of the organizations. It is only through the clear and proper understanding of mediating mechanisms between HR practices and customer satisfaction that managers can avoid engaging in conflicting, and at time counter-productive, HR policies. The proposed model indicating the mediating process between perceptions of human resource practices and customer satisfaction is shown in figure 3-1. HR Practices Employee Perceptions Employee Outcome Organizational Outcome Internal Career Opportunities Result Oriented Appraisal Participation in Decision Making Employment Security Supervisor Support Training Compensation Perceived Organizational Support Customer Satisfaction Affective Commitment Customer Oriented Behavior Theoretical Framework Research Model Figure 3-1: Research Model The Influence of HR Practices on Employee Commitment and Customer Satisfaction An examination of the figure 3-1 depicts the relationship of various variables in the model. It is proposed that for human resource practices to influence customer satisfaction they are to be first perceived by the organizational employees in favorable or unfavorable manner. The cumulative employee perception about HR practices is then translated into perceived organizational support (POS), a concept which indicates the organizational commitment towards employee wellbeing. It is further proposed that this POS is reciprocated by the employees in the form of their commitment to organization, which then forms the basis for customer-oriented behavior on their part. The final part of the model deals with the boundary spanning role of the employees and hypothesizes that employee behavior influences the customers perception of service quality in organizations which ultimately leads to customer satisfaction with the organization. In what follows each of the relationships proposed in the model is examined in greater detail in the light of relevant literature. Research hypotheses based on such relationships are formulated within each section. 3.4 Human Resource Practices and Perceived Organizational Support: Perceived organizational support is defined as employees perceptions about the degree to which the organization cares about their well-being and values their contribution . Studies have shown that human resource practices signaling investments in employees are positively related to perceived organizational support . Organization support theory argues that employees assign humanlike characteristics to organizations. This tendency to personify organizations is encouraged by the organizational norms, practices and policies that prescribe employee role behaviors . This personification leads employees to believe that treatment met to them by their organizations is its indication of favor or disfavor to them . The treatment met to employees signal organizations readiness to reward increased work performance and to meet its employees needs for approval and recognition. As the organization treat its employees through the implementation of various human resource practices, I argue that the de velopment of employees global belief regarding the extent to which organizations value its members contribution and care about their wellbeing (perceived organizational support) is the reciprocation of such HR practices. Further, Eisenberger and his colleagues noted that perceived organizational support depends on attribution processes and is based on employees judgments, among other things, of organizational sincerity. Similarly, Whitener , while identifying the possible causes of different employee outcomes towards same HR practice, stressed upon the future researchers to . . . measure employees perceptions of the characteristics of human resource practices as an intervening variable between managers descriptions of human resource practices and employees perceptions of support. . In fact more and more researchers today are realizing the important role of employees perceptions in HR practices employee outcomes relationship. In a very recent publication Nishii et al have argued tha t, . . . in order for HR practices to exert their desired effect on employee attitudes and behaviors, they first have to be perceived and interpreted subjectively by employees . . . . Thus I refine my earlier argument regarding the relationship between HR practices and POS by accommodating the role of employees perception in HR-POS relationship; I hypothesize that it is employees perceptions of organizational human resource practices, instead of practices themselves, which leads to development of employees POS. The following sub-sections will review the literature about the relationship between the hypothesized HR practices and POS in detail. 3.4.1 Supervisor Support: Levinson observed that supervisory actions are often viewed as more indicative of organizations intent than solely based on supervisors personal motive. This is in part due to the fact that employees consider organizations to be responsible for legal, moral, and financial actions of its agents actions. Because supervisors act as organizational agents, the employees receipt of favorable treatment from a supervisor should contribute to POS. Additionally employees believe that managers forward their evaluation of subordinates to upper management which considerably influences managements treatment of their employees, thus perceptions of supervisor support should contribute to development of POS . Reciprocity norm dictates that perceived supervisor support should increase employees felt obligation towards supervisor and organization . H2a: There will be a positive relationship between employees perception of supervisor support (SS) and his/her perceived organizational support (POS). 3.4.2 Internal Career Opportunities: The opportunities to grow internally within the organization signals a strong positive message to employees that they are being cared and their work being valued . Such a policy also inculcates a sense of justice and fairness in the employees who feel that their stay and attachment with the organization for longer tenures is valued and rewarded . Thus the perception of availability of internal career opportunities will be linked to employees perception of organizational support. H2b: There will be positive relationship between employees perception of internal career opportunities (ICO) and his/her level of POS. 3.4.3 Training Training may be viewed as a form of capital investment in humans whether such an investment is made by firm or individual . A number of authors including Huselid and MacDuffie have counted organizational training as one of the important high-performance human resource (HR) practices. Employees, just like other human beings, have a desire to enhance their capabilities and learn new skills to improve their survivability in the environment. Training provides opportunities for both, enhancement of existing capabilities and learning of new skills. Thus provision of adequate training facilities by the organization to its employees signals its commitment to them. By providing career development opportunities, the organization conveys its willingness and dedication to the personal growth of its employees. The provision of training opportunities is indicative of the importance which the organization attaches to the contributions of its employees and is a token of its recognition for such contributions . In Pakistan most of the times such trainings and other career development opportunities go beyond any formal union contract and is thus viewed by the employees as out-of-will treatment by the organization. Such discretionary treatment on part of the organization is viewed by its employees as indicative of organizational support for them . Previous studies have found evidence that career development opportunities are positively related to perceptions of organizational support and that training predicts POS . Similarly, a significant relationship between career development opportunities and POS is also been reported by Meyer and Smith . Based on the review of past research, I hypothesize that an employees level of POS will be positively related to his/her belief of the training and career development opportunities provided by the organization. H2c: Employees perceptions about training opportunities (Trg) will be positively related to the level of his/her POS. 3.4.4 Result-Oriented Appraisal: Previous researches has documented a positive relationship between result-oriented appraisal and firm performance . These authors reported a correlation of r = .13 at p H2d: Employees perception of result oriented appraisal (ROA) will be positively related to their perceptions of organizational support (POS). 3.4.5 Employment Security: Delery and Doty in their research on banking sector of US have found a positive relationship between employment security and firm performance. The positive relationship was attributed to increased employee commitment and motivation due to secure jobs in banks. Similarly Fey, Bjorkman, and Pavlovskaya argued that provision of long term job security to employees signal organizational commitment to them. Pfeffer asserts that norm of reciprocity bounds employees to reciprocate such commitment in the form to their support to the organization and its goals. On the other hand organizational commitment of employees working for an employer who treats its employees as unimportant or dispensable tends to be low. Further, in times of economic turbulence when people are finding it increasingly difficult to find jobs, long term job security by the organization to the employees enhance their perceptions of organizational support. In light of the existing theoretical and empirical rationale I predic t about the relationship between employment security and perceived organizational support (POS) as following: H2e: There will be a positive relationship between employees perception of employment security (ES) and his/her perceived organizational support (POS). 3.4.6 Participation in Decision Making: Studies have concluded that organizations will yield better results if they gave their employees participation or voice in decision making activities . Providing opportunities to the employees to participate in decision making should indicate that their contribution is being valued by the organization . Researchers, have previously suggested that having say in decision making and voice in formulating organizational policy should be tested as a precursor of perceived organizational support . Whitener argued the fact that it is not only the existence of participation practice which is enough to elicit positive response from the the employees rather it is the perception regarding the existence and usefulness of such participatory mechanism which enhances employees perception of organizational support. Thus, the following relationship between participation and perceived organizational support is predicted: H2f: Employees perception of participation in organizational decision making (Part) will be positively related to his/her perceptions of organizational support (POS). 3.4.7 Compensation Organizational Support Theory argues that organizational rewards signals the nature of employee concern by the organization. Thus, favorable rewards signal that employee contributions are being valued by organization . More specifically this theory holds that favorable organizational rewards are conceived as organizations recognition and appreciation of employees work, and therefore, a major source of POS development . Organizational rewards may take the form of different variables when it comes to measuring its relationship with POS. In literature variables such as pay itself , distributive justice , procedural justice and general organizational rewards are researched for their relationship with POS. A common theme which emerges out of these studies is that POS is positively influenced by organizational rewards. Perceived organizational support is found to be positively related to employee pay satisfaction in a study conducted by Shore and Tetrick . Another study, which tested the relationship between employees perception about procedural justice and their perception of organizational support, found that both are positively related . Similarly, Wayne et al. noted a positive association between perceptions of procedural justice and POS. One can easily note from the above studies that though different indicators have been used to capture the concept of organizational rewards and then test their relationship with perceived organizational support, these researches converge in their conclusion about positive link between reward and development of POS. As the focus of this dissertation on measuring the influence of organizational human resource practices on employee commitment and customer satisfaction, the issues of relationship between rewards like distributive and procedural justice is somewhat out of scope for this study. Of particular importance to this study is the role of compensation as organizational reward, and the role it plays in development of POS. Willis noted that compensation is the most critical issue when it comes to attracting and keeping talent. Compensation is the cornerstone of the majority employment contracts. As Parker and Wright noted that basic reason for such centrality to the issue of compensation is the assumption that money influences behavior. In 1999 a study conducted by Bassi and Van Buren revealed that firms using high-performance work practices provide compensation based on group-performance and company profit sharing to enhance the employees feeling of organizational support. Especially, profit-sharing mechanism is a clear sign that organization does not only recognize and value its employees efforts in its profit but is ready to share it with them. This line of thinking clearly indicates a positive possibility of relationship between employees compensation and their perceptions of organizational support. Thus based on review of existing literature and logic which dictates a relationship between compensation and POS, I hypothesize as under: H2g: Employees perceptions of compensation (Comp) will be positively related to the level of his/her POS. 3.5 Perceived Organizational Support (POS) and Organizational Commitment (OC) During the last two decades the concept of organizational commitment (OC) remained a major focus of research in organizational studies. One of the reasons for such focus is the assumed relationship between organizational commitment and performance . In the following lines I will first explain the concept of commitment and will then explain the logic of proposing relationship between POS and OC. The term commitment has been widely used in research and is being variedly used to explain the antecedents, consequences and process of being committed to organization . This variety of definitions of commitment led Meyer and Allen to note that OC may be a multidimensional concept that has the potential to be interpreted in variety of ways. Nevertheless, the major definitions of OC appear to be affective or attitudinal , normative , behavioral and calculative . However, as Allen and Grisaffe noted, most researchers would agree that organizational commitment refers to a psychological state that characterizes an employees relationship with the organization for which he or she works and that has implications for whether or not the employee will choose to remain with the organization. Researchers differ in their opinion about why or how commitment occurs. Meyer and Allen conceptualizes that commitment develops as a result of experiences of satisfying employees needs motivational and/or compatible with their values . They further argued that desired commitment profile of employees may be developed by managing the employee work experience. Some researchers have described commitment as a strong belief in and acceptance of the organizations goals and values, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership . This definition highlights the role which commitment plays in enhancing individual performance such that more committed employees are supposed to be exerting more effort in achievement of organizational goals. Another important way of conceptualizing commitment is through individuals attitude towards employer organization. Researchers have noted that virtually all the research conducted on organizational commitment, per se, has used the attitudinal conceptualization. The following description of attitudinal commitment is forwarded by Mowday et al. : Attitudinal commitment focuses on the process by which people come to think about their relationship with the organization. In many ways it can be thought of as a mind set in which individuals consider the extent to which their own values and goals are congruent with those of the organization. Such a description suggests that strongly committed individuals will put in more work required for attainment of desired organizational outcomes as such outcomes are consistent with their personal values and goals. Meyer and Allen noted that organizational commitment is a mind set or psychological state (i.e., feelings and/or beliefs concerning the employees relationship with an organization) They conceptualized commitment through a three component framework. The three components are affective commitment, continuance commitment and normative commitment and has been described by Allen and Meyer as under: . . . employees with strong affective commitment remain with the organization because they

Effects of BackGround Music on Phonological Short-Term Memory Essay

Improving recall has been the goal of many scientific studies (Higbee, 2001; Lachman, Weaver, Bandura, Elliot, & Lewkowicz, 1992). As a result, a debate surfaced on the best method to achieve this goal. This study chose to focus on only two methods, emotional state and emotionally arousing words. One’s emotional state or mood is important to consider when exploring memory, because mood affects one’s recall of information (Happiness-Levine & Burgess, 1997; Thaut & l’Etoile, 1993). Music, depending on the type, can help induce or change one’s mood (Rickard, 2012). This is important because, music is apart of many of people’s daily lives. Students, especially, listen to music while they study a task that relies on one’s memory. Beyond just exploring mood, this study wanted to look at what type of word is best remembered. Previous research (Doerksen & Shimamura, 2001; LaBar & Phelps, 1998; Zimmerman & Kelley, 2010) found that people tend to recal l and remember emotional words better than neutral non-emotional words. Building upon these findings is important because, if certain types of words were confirmed as inherently memorable then these words would be powerful. They could be used as powerful tools for writing memorable speeches, lectures, and advertisements. One’s mood working in conjunction with emotional words, could lead to effortless increase in one’s own ability to recall information A recent study by Ferguson and Sheldon (2013) looked at inducing positive emotional states in their participants using classical music. In their study, participants listened to either 12 minutes of an upbeat â€Å"hedonically positive† classical music piece or a slow â€Å"hedonically ambiguous† classical music piece. Their results showed that participant... ...ompany. LaBar, K. S., & Phelps, E. A. (1998). Arousal-mediated memory consolidation: Role of the medial temporal lobe in humans. Psychological Science, 9(6), 490-493. Lachman, M. E., Weaver, S. L., Bandura, M., Elliot, E., & Lewkowicz, C. J. (1992). Improving memory and control beliefs through cognitive restructuring and self-generated strategies. Journal of Gerontology, 47(5), P293-P299. Salamà ©, P., & Baddeley, A. (1989). Effects of background music on phonological short-term memory. The Quarterly Journal of Experimental Psychology, 41(1), 107-122. Thaut, M. H., & de l'Etoile, S. K. (1993). The effects of music on mood state-dependent recall. Journal of Music Therapy, 30(2), 70-80. Zimmerman, C. A., & Kelley, C. M. (2010). â€Å"I’ll remember this!† Effects of emotionality on memory predictions versus memory performance. Journal of Memory and Language, 62(3), 240-253.

Shakespeares King Lear - The Redemption of King Lear Essay -- King Le

The Redemption of King Lear It is said that no other playwright illustrates the human condition like William Shakespeare. Furthermore, it is said that no other play illustrates the human condition like King Lear. The story of a bad king who becomes a good man is truly one of the deepest analyses of humanity in literary history; and it can be best seen through the evolution of Lear himself. In essence, King Lear goes through hell in order to compensate for his sins. Lear's relationship with his three daughters, Goneril, Regan and Cordelia, is, from the beginning, very uncharacteristic of the typical father-daughter relationship. It's clear that the king is more interested in words than true feelings, as he begins by asking which of his daughters loves him most. Goneril and Regan's answers are descriptive and sound somewhat phony, but Lear is flattered by them. Cordelia's response of nothing is honest; but her father misunderstands the plea and banishes her. Lear's basic flaw at the beginning of the play is that he values appearances above reality. He wants to be treated as a king and to enjoy the title, but he doesn't want to fulfill a king's obligations. Similarly, his test of his daughters demonstrates that he values a flattering public display of love over real love. He doesn't ask "which of you doth love us most," but rather, "which of you shall we say doth love us most?" (I.i.49). It would be simple to conclude that Lear is simp ly blind to the truth, but Cordelia is already his favorite daughter at the beginning of the play, so presumably he knows that she loves him the most. Nevertheless, Lear values Goneril and Regan's fawning over Cordelia's sincere sense of filial duty. ... ...e and determination to repair his life is evident at this point, and continues to show for the duration of the play. Perhaps Lear's most difficult moment to endure is when he discovers his youngest and most prized daughter, Cordelia, dead. His initial reaction is of unbearable pain, but, being in his current state of madness, some of the anguish is alleviated when he "realizes" that she is alive. The king overcomes his earlier mistakes only after losing the one daughter who truly loved him. It's debatable whether Lear is completely conscious of his loss, but more plausible to suspect he is not fully affected by it as he is no longer in his right mind. Finally, Lear has dealt with the consequences of his decisions and is redeemed. Work Consulted: Halio, J. The Tragedy of King Lear. Cambridge: Cambridge University Press, 1992.

Events During the Cold War Essay

The Cold War was a very terrible war that started in 1945 between the United States and the Soviet Union and lasted 45 years. The Cold War got its name because both sides were too afraid to fight each other directly. They used words against each other to make the enemy look dumb and foolish. They fought through many other wars, too afraid of nuclear attacks directly hitting them. These wars caused great devastation across the globe. This war had started because the Soviet Union wanted to spread communism across the world, but America being a democracy, did not want that. The first ten years were somewhat interesting. On February 4 1945, there was a Yalta Conference, a wartime meeting between the heads of government from the United States, United Kingdom and Soviet Union, and the Cold War began. Right after that, Germany surrendered to the Red Army in Berlin. On August 6, the United States dropped an atomic bomb on Hiroshima and killed 80,000 people. Then three days after, the United States dropped another bomb on Nagasaki that killed 70,000. Shortly after that, the Japanese surrendered and that was the end of World War II. Winston Churchill had issued warnings about the Soviets in 1946 and first used the term â€Å"iron curtain†. This term was used to describe how the Soviets had wanted power. 1946 was also the year Josef Stalin made a very hostile speech, claiming communism and capitalism couldn’t live in peace. In June of 1947, the Marshall Plan was announced. This plan set a precedent for helping countries combat poverty, disease and malnutrition. That same year, the Rio Pact was established. This was a security zone around the hemisphere with the 19 Latin American countries. Between June 1948 and September 1949, Britain and America were struggling to keep West Berlin supplied through aircraft, since the Soviet government closed all ground traffic. That year, they made 277,000 flights to carry products. In March of 1948, Truman started a Loyalty Program which was made to catch Cold War spies. Then, in that same year the Brussels Pact was made to protect Europe from communism. In 1949, China became a communist country because Mao Zedong took over. He then established the People’s  Republic of China. In June of 1950, the Korean War started and Stalin supported North Korea and gave them Soviet weapons to invade South Korea. The war in Korea ended two years later, though. In 1951 the Federal Defense Administration was established which was a program that spread information about communism and the threat of attacks. March 1954 was when KGB (Committee for State Security) was established. KGB was the national security of the Soviet Union during the Cold War. In May of 1955 the Warsaw Pact was established. This pact was a mutual defense treaty between the eight communist states of Eastern Europe during the Cold War. During these ten years, there were a few treaties and some different experimental things done, also some different groups were made just for this one huge war. The next 10 years (1956-65) didn’t have as many exciting things happen. In 1956, there was a rebellion in Communist Hungary. Then after that in 1957, Sputnik was launched into space and Laika died in space. In 1958, Khrushchev, the leader of the Soviet Union during part of the Cold War, made the Soviet troops withdrawal from Berlin. Khrushchev then visited the United States in 1959 which caused the Kitchen Debate. This was a debate between Nixon and Khrushchev at the opening of the American National Exhibition. In 1960, the Soviets revealed that there had been a United States plane shot down over Soviet territory. This year was also the year John F. Kennedy was elected president of the United States. Cuba aligns itself with the Soviet Union and their policies that same year. The Bay of Pigs invasion happened in 1961, this invasion was by CIA trained exiles of Cuba into southern Cuba to try to overthrow the government, but it was unsuccessful. In 1962 the United States becomes more involved in the Vietnam War to keep communist takeover of South Vietnam as a strategy of containment. That was the same year of the Cuban missile crisis between the Soviet Union and Cuba and the United States, it lasted thirteen days. November of 1963 was a sad month because President Kennedy was assassinated, probably because of a conspiracy. The Gulf of Tonkin incident was in 1964 which was a confrontation between North Vietnam and the United States. In 1965 some United States marines were sent to the Dominican Republic to fight Communism. These 10 years were not very exciting but there were a few important events that changed the United States. From 1966 to 1975, not much happened. It was kind of a dull period compared to the last twenty years. In 1967 the United Stated Secretary of Defense, Robert McNamara admitted that the United States bombing raids had failed to meet their objectives. Richard Nixon was elected for president and North Korea captured U.S.S. Pueblo the year after. The USS Pueblo was a United States spy ship and it is still currently being held captive by Korea, though it is a museum now. Then, in 1969 Apollo 11 landed on the moon which had Neil Armstrong in it. He was the first person to step on the moon and it was a great accomplishment in US history. In 1970 Nixon spread the Vietnam War to Cambodia. The Pentagon papers were signed the year after in 1971. These papers were a United States history of its involvement in the Vietnam War. In 1972 not only did Nixon visit China, but SALT I (Strategic Arms Limitation Talk) was signed; this was between the two Cold War superpowers, the United States and the Soviet Union on the issue of armament control. The United States supported coup overthrew the Chilean government in 1973. The year after that, Nixon resigned but since then he has been the only president to ever resign. In 1975 North Vietnam defeated South Vietnam who then fell into communism. I do not know why these ten years were so boring, but they were even though they ended in another country falling into communism. The next ten years from 1976 to 1985 were even duller than the ones before. It started off with the Soviet Union and Cuba forcing Angola to become a communist state. In 1979, SALT II was signed. This time it was just an experimental negotiation about curtailing the manufacturing of nuclear weapons. The same year SALT II was signed, the Soviet forces invaded Afghanistan and the United States and China established diplomatic relations. In 1980, Polish shipyard workers started a strike and the Solidarity Union was formed, which was the first non-communist trade union in Warsaw Pact territory, and the strike leader, Lech Walesa, was elected as the head of the Solidarity Union. Three years later, President Reagan proposed the Strategic Defense Initiative. That initiative was created to protect the United States from nuclear missile attacks. In that same year, United States troops invaded and overthrew the regime in Grenada and ended  in a victory. Mikhail Gorbachev became the leader of the Soviet Union and initiated a campaign of increased openness and transparency in government institutions called â€Å"glasnost† and a political movement within the Soviet Union called â€Å"perestroika† in 1985. As you can see, not much happened during these ten years but there were still some interesting things that happened. The last five years were when quite a few countries became independent after so long. In 1986 President Ronald Reagan and Mikhail Gorbachev resolve to remove all intermediate nuclear missiles from Europe. Then in the year after that, Reagan and Gorbachev agree to remove all medium and short-range nuclear missiles. This meant that the war was coming to a close and things were becoming less violent. The Soviet groups with drawled from Afghanistan in 1989. Poland and Hungary both become independent and communist governments fall in Czechoslovakia, Bulgaria, and Rumania, the Soviet empire declined in this year as well. Russia got a new president; Boris Yeltsin, in 1990 also. Another country became independent a year later, Lithuania. Germany also became reunited during this year. In 1991, the Warsaw Pact ended which meant the Cold War was over and the Soviet Union was done for, the end of it all. The Cold War was something terrible that happened between the United States and the Soviet Union for a stupid reason. It caused a lot of problems and different wars throughout the world just because they were too afraid to fight face to face but, it did not cause a huge amount of deaths. The Cold War was not really the kind of war that killed people; it was more of a war on which country could develop faster. This war could have been easily prevented but I guess some things just have to happen. A 45 year war for only one thing. Power. Works Cited â€Å"Cold War.† enotes. n.d. Web. 20 May, 2012. â€Å"Cold War Timeline.† History Timelines. n.d. Web. 20 May, 2012. Pillai, Prabhakar â€Å"Causes and Effects of the Cold War.† Buzzle. n.d. 21 May, 2012. â€Å"Timeline of the Cold War.† Think Quest. n.d. Web. 20 May 2012. Wikipedia.org.

Curley’s wife in Of Mice and Men by John Steinbeck Essay

John Steinbeck at the beginning of the novel creates dislike towards Curley’s wife. However by the end of the novel we feel sympathy for her. Steinbeck uses many different techniques to present Curley’s wife such as†¦ Colour imagery Appearance Metaphors Similes Dialogue Foreshadowing Descriptive words QUOTES The rectangle of sunshine in the doorway was cut off Tart E ver’body out doin’ som’pin’. Ever’body! An’ what am i doin’? Standin’ here talkin’ to a bunch of bindle stiffs—a nigger an’ a dum-dum and a lousy ol’ sheep—an’ likin’ it because they ain’t nobody else.† well, you keep your place then, nigger. I could get you strung up on a tree so easy it ain’t even funny. ‘I never get to talk to nobody. I get awful lonely.’ ‘I could made somethin’ of myself†¦Maybe I will yet.’ ‘Coulda been in the movies.’ ‘I don’t like Curley. He ain’t a nice fella.’ On Lennie ‘Jus’ like a big baby.’ ‘Her body flopped like a fish’ ‘He pawed up the hay.’ CONTEXT Curley’s wife is the only women at the ranch, women in 1930’s America where treated as less just like Curley’s wife. Women where seen as unintelligent and this is just like Steinbeck portrays Curley’s wife. Also in 1930’s America blacks and whites did not get along. There were many segregated places like hospitals and church’s etc. people where racists just like Curley’s wife was towards Crooks. Curley’s Wife Curley’s wife knows her beauty is her power, and she uses it to flirt with the men at the ranch and make her husband jealous. Steinbeck at the beginning portrays Curley’s wife to be mean and seductive. She brings evil into the men’s lives by tempting them in a way they cannot resist. Eventually, she ends the dream of, the little farm where George and Lennie wanted to live.