5 Types of Conciseness Solutions

5 Types of Conciseness Solutions 5 Types of Conciseness Solutions 5 Types of Conciseness Solutions By Mark Nichol Various syntactical constructions signal the potential for verbal economy. In each example below, one or more words are easily omitted, as shown in the revision that follows the discussion about each sentence. 1. This is another step toward bringing the country’s privacy-protection regime in line with those of other international jurisdictions. In this sentence, nominalization, or transformation of a verb into a noun, results in an unnecessarily complicated syntax and an excessive word count. To reverse this process, convert â€Å"in line† to a form of align and replace the verb bringing with it: â€Å"This is another step toward aligning the country’s privacy-protection regime with those of other international jurisdictions.† 2. This contact would typically be someone who is in charge of managing privacy compliance. Here, the sentence is rendered slightly less wordy by omitting the unnecessary phrase â€Å"who is†: â€Å"This contact would typically be someone in charge of managing privacy compliance.† (â€Å"That is/are† is also often extraneous, as in â€Å"However, it is emerging technology-related challenges that are the foremost challenges for survey respondents,† which can be reduced to â€Å"However, emerging technology-related challenges are the foremost challenges for survey respondents.†) 3. There are a number of technical provisions that apply to providers of electronic communication services. This sentence includes an expletive (that term, in grammatical contexts, refers to the use of the weak phrase structure â€Å"There is/was/are/were† (or one beginning with it, followed by one of the listed verbs). This telltale phrase, and the corresponding that, are easily, productively omitted: â€Å"A number of technical provisions apply to providers of electronic communication services.† 4. The agency is analyzing the different types of alternative data available. Here, the superfluous adjective different (the idea is already implied in types) is omitted: â€Å"The agency is analyzing the types of alternative data available.† (Currently is another almost always extraneous modifier.) 5. Pinpoint which data to monitor for the purpose of helping continuously improve the department’s performance. Delete useless phrases such as â€Å"for the purpose of,† which may appear to strengthen a sentence but only clutter it (and change the phrase â€Å"of helping† to â€Å"to help†): â€Å"Pinpoint which data to monitor to help continuously improve the department’s performance.† (This sentence can also be inverted to â€Å"To help continuously improve the department’s performance, pinpoint which data to monitor.†) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:44 Resume Writing TipsWhat’s the Best Way to Refer to a Romantic Partner?

APES Chapter 5 vocab Essay Example

APES Chapter 5 vocab Essay Example APES Chapter 5 vocab Paper APES Chapter 5 vocab Paper interspecific competition occurs when members of two or more species interact to gain access to the same limited resources such as food, light, or space predatation occurs when a member of one species feeds directly on all or part of a member of another species parasitism occurs when one organism feeds on the body of, or the energy used by, another organism, usually by living on or in the host mutualism an interaction that benefits both species by providing each with food, shelter, or some other resourcea commensalism an interaction that benefits one species but has little, if any, effect on the other predator-prey relationship relationships between a predator and its prey coevolution evolution in which two or more species interact and exert selective pressures on each other that can lead each species to undergo adaptations resource partitioning occurs when species competing for similar scarce resources evolve specialized traits that allow them to reduce niche overlap population dynamics a study of how the distribution, numbers, age structure, and density of populations change in response to changes in environmental conditions age structure the proportions of individuals at various ages biotic potential capacity for population growth under ideal conditions intrinsic rate of increase (r) the rate at which the population of a species would grow if it had unlimited resources intrinsic rate of increase (r) the rate at which the population of a species would grow if it had unlimited resources carrying capacity (K) the maximum population of a given species that a particular habitat can sustain indefinitely without being degraded logistic growth involves rapid exponential population growth followed by a steady decrease in population growth until the population size levels off (S-shaped curve) r-related species species that have many, usually small, offspring and give them little or no parental care or protection K-related species tend to reproduce later in life and have a small number of offspring with fairly long life spans. They also tend to mother and protect their young population density the number of individuals in a population found in a particular area or volume ecological succession during which, some species colonize an area and their populations become more numerous, while populations of other species decline and may even disappear primary succession involves the gradual establishment of biotic communities in lifeless areas where there is no soil in a terrestrial ecosystem, or no bottom sediment in an aquatic ecosystem secondary succession in which a series of communities or ecosystems with different species develop in places containing soil or bottom sediment tipping point where any additional stress can cause an ecosystem to change in an abrupt and usually irreversible way that often involves collapse

Financial Modelling Report Essay Example | Topics and Well Written Essays - 2000 words - 1

Financial Modelling Report - Essay Example Owing to the strong impact that 2008 financial crisis caused in the financial markets especially by exacerbating market volatility; this project will also compare the variable relationships before the crisis and after the crisis with the aim of finding out whether the crisis had caused any significant changes in the stock market dynamics. The analysis will primarily involve generation of line graphs, scatter plots, relationship tables, and use of regression analysis to compare the relationship between various variables. Analysis of regression statistics and scatter plots will be generated by SPSS while charts will be generated by Microsoft excel worksheets. The output generated from SPSS will be synthesized and presented in tables in a manner that is easy to read and understand. The dependent variable will be the return and the independent variables will include size of firm, book-to-market ratio, beta and three geographical regions including America, Asia and Europe. The three variables will be presented as dummy variables to enable multi-regression analysis. Consequently, number 1 will be assigned to the region that the sample has been obtained; and 0 will be assigned to the other regions that the sample has not been obtained. Beta is used in CAPM to measure systematic risk or volatility of a particular security relative to the market as a whole (Zhang, Shu and Brenner, 2010). Therefore, the securities with higher beta have more risk than the market and many investors would not want to invest in them. However, it is widely accepted that the securities that have high return will also have a high risk. As such, from the figure 1 and 2 below, the beta is directly proportional to the stock return, meaning that as the beta increases, the return on stocks will also increase and vice versa. The essence of a higher return in the stocks with a higher beta is to compensate the investors for the higher risk they are

The relationship between advanced technology and Green supply chain Research Paper

The relationship between advanced technology and Green supply chain - Research Paper Example Source: LMI, 2005 In short, it integrates supply chain management with environmental management to achieve positive, sustainable results. This rooted to the acknowledgment on the role of manufacturing and other business processes on their disproportionate environmental impact with the understanding that operations are improved and savings are accrued in the process. Savings may not always mean cut in direct operational costs but environmental in nature through less reliance on raw or new materials that directly impacts on the environment. Objectives and Research Questions In the adoption of green supply chain techniques, many corporations or business entities have resorted to either age-old environmental practices or emerging technologies that facilitate green practices. It is therefore the aim of this paper to Provide the history and background in the development of green supply change Explain the significance of greening the supply chain Point our issues relating to the flow of pro ducts and services within the green supply chain context Explain how green supply chain management as a practice has been changed over time. These will be achieved by answering the research questions: 1. What is the importance of the history of green supply chain? 2. How green supply chain management as a practice has changed over time? 3. What is significance of greening the supply chain? 4. What are the issues relating to the flow of products and services within a Green Supply Chain context? Relevance of the Study The continuing depletion of natural resources, growing population, consumption, and lifestyle demands, negative changes in the environment and many other major problems have alarmed policy-makers, businesses, and even individuals in the last several decades. Current conditions of many of the world’s population and projections of the future are seen as very bleak so that it has become imperative to adopt short and long-term measures to address these issues. Thus, t he birth of eco-related movements such as the green supply chain in the business process. The importance of exploring background and history of the green supply chain lies on the possibilities of fast-tracking ways to improve production and design of consumption products. This study hopes to contribute in that segment. Background Extensive efforts are forwarded by nations and international organizations not only to their governments but also to the business and private sector to step up and address environmental problems. Climate change global warming, environmental degradation, and insurmountable economic and social problems directly linked with the abuse and neglect of the environment have been hounding humanity for several decades now so that the need to integrate acceptable business practices were proposed in order to reduce or decrease negative impacts. These are strengthened by governmental regulatory mandates as well as organisational requirements for acceptable continuance o f business operations in a given community or industry. It has been found that day-to-day practices from population growth to consumption are all connected to the continuing environmental changes which resulted to depletion of natural resources that may soon unable to support the population, increased carbon dioxide releases by each individual that leads to trapping of heat, increased temperatures elsewhere, water shortages, among others as reported by World Bank. Specifically, there are more than 2 billion people without access to clean water and sanitation, or roughly 40%

Environmental Law, Air Pollution Permits Essay Example | Topics and Well Written Essays - 500 words

Environmental Law, Air Pollution Permits - Essay Example Whenever a directive relating to emission principles or other requirements is adopted, it provides for the compliance with standards no later than the specified date (Theodore, 2008). Cap and trade is an ecological policy tool that delivers results with an obligatory cap on emissions while providing flexibility on how they comply. Successful cap and trade programs reward efficiency, innovation and environmental responsibility without infringing on economic growth. Examples of cap and trade programs consist of the acid rain program and the budget training program. This program is also known as emissions trading. These two programs differ in several ways. They include, the cap and trade program involves the purchasing of emission credits while the bubble program entails the controlled emissions with breaking any of the agreements incurs heavy fines. The use of emission trading has enhanced the achievement of environmental goals. Some skeptics have suggested that emissions’ trading has become an avenue for evading environmental requirements, while the bubble program enhances the achievement of environmental goals (Schaltegger, 2010). A stationary source is the basis that discharges more amounts of pollutants other than those defined by the Environmental Agency that protects the environment. This organization is in charge of regulating and monitoring of pollution. New Source Performance Standards define the amount of pollutants allowed by certain sources. A stationary source of air pollution is any fixed emitter of air pollutants. They include power plants, petroleum refineries and petrochemical plants (Reitze, 2005). Mobile source air pollution is any form of air pollution emitted by equipment that can be moved from one location to another. They include motor vehicles, airplanes, locomotives and other engine driven machines. Most of these pollutants contribute to environmental degradation and have a harmful

Comparison of Working and Non-Working Mother Adolescents

Comparison of Working and Non-Working Mother Adolescents Relation Among Depression, Loneliness and Self-efficacy of Adolescents of Working and Non-Working Mother Sadia Afrin Summary The main purpose of this study was to investigate the relation among depression, loneliness and self-efficacy of adolescents of working and non-working mothers whether mother’s occupation has any effects on adolescent’s depression, loneliness and self-efficacy. Assess whether depression, loneliness and self-efficacy of adolescents differ by gender or not. The participants of the relevant study will be 100 adolescents of working mothers where 50 will male and 50 will female and 100 adolescents of non-working mothers where 50 will male and 50 will female between the age group of 15 to 18 years selected purposively by convenience sampling technique. To collect the data I will use Bangla Version (Pervin, 2007) of the Revised UCLA Loneliness Scale (Russell, Dan, 1978), The Depression Scale (Rahman Uddin, 2005), and adopted Bengali Version (Ilyas, 2005) of Sherer’s (1982) General Self-Efficacy Scale. Descriptive and correlation statistical techniques will be employed to depict the quantitative data. Successful completion of the project will add a worthy picture of risk factors of adolescents. Introduction Adolescence comes from Latin word â€Å"adolescere† which means to grow up. It is a transitional stage of physical and psychological human development that generally occurs during the period from puberty to legal adulthood. We all face different emotion, feeling in all over in our life. Depression is an emotional state marked by great sadness and apprehension, feelings of worthlessness and guilt, loss of interest and pleasure in usual activities. So it is a state of low  mood  and aversion to activity that can affect a persons thoughts, behavior, feelings and  sense of well being. According to the National Comorbidity Survey-Adolescent Supplement (NCS-A), about 11% of adolescents have a depressive disorder by age 18. Girls are experiencing depression more likely than boys. Depression in adolescents is probably under diagnosed because the symptoms can be difficult to recognize. Loneliness is an unpleasant experience that occurs when a network of social relationships of a person is significantly deficient whether qualitatively or quantitatively. This definition consists two points of agreement. First, loneliness comes from a deficiency in a persons social relationships. It happens when there is a mismatch between a persons actual social relations and the persons needs or desires for social contact. Second, loneliness is not synonymous with social isolation; it is person’s subjective experience. So it can be said that, Lonelinessis unpleasant and unexpected  emotional  response to isolation or separation or lack of companionship. Although loneliness comes time to time of all age but during adolescence (particularly early adolescence) it is stayed in peak because of many changes in social expectations, roles, relationships, and identities, which may increase the experience of loneliness. Self-efficacy one’s perceived capabilities for learning and performing actions at designated levels. It is the power or strength of ones belief in on es own ability to finish tasks and reach aims. According to Albert Bandura, self-efficacy is the belief in one’s capabilities to organize and execute the courses of action required to manage prospective situations. In other words, self-efficacy is a person’s belief in his or her ability to succeed in a particular situation. Many researchers are counting academic competence as self efficacy which begins to decline in grade 7 or earlier. Research in where using longer depression scales such as the Beck Depression Inventory also find a strong relationship between loneliness and depression. The consistent association of loneliness and depression Bragg (1979) proposed a distinction between depressed loneliness and non-depressed loneliness. In a study of college students, Bragg found that depressed loneliness was associated with fairly global negativity, seen in dissatisfaction with social relations, school, work, and many facets of life. In contrast, non-depressed lonely people expressed dissatisfaction only with their social relations; they were not necessarily unhappy about other aspects of their lives. Cognitive processes may also influence the loneliness-depression link. Lonely people who blame themselves for their social problems and who attribute their loneliness to unchangeable factors may be most prone to depression. Self-efficacy makes a difference to as how people feel, think, and act. High self-efficacy allow s individuals to choose challenging settings and explore their environment or create new ones. While Bandura (1997) reported that a low self-efficacy is associated with a low self-esteem, Heslin and Klehe (2006) noted that self-efficacy is related to the experience of stress and work burnout. Specifically, low self-efficacy can lead to a sense of helplessness and hopelessness about ones capability of self-esteem. Dussault and Deaudelin (2001) found a negative correlation between self-efficacy and loneliness (r = .25). This finding suggests that loneliness is more likely exists in people who have lower self-efficacy. Every moment mothers are working for children, in this study working mother indicating them who are attached with job, business almost five years at this time and non-working means mothers who are only housewives. According to Raymond Montemayor Mark D. Clayton (1967), maternal employment might be more likely to result in problems for adolescents when it takes place in the context of family instability, undesirable peer influences and lack of maternal supervision. Lakhe (2003) completed a study which has the aim to see the social adjustment of the adolescents of working and non-working mothers. The result was found that adolescent’s total level of adjustments of working mother is higher than non-working mother. Suprerna Khanna studied on relationship between emotional intelligence and social maturity of adolescent children of working and non-working mothers. This study also found significant social maturity in adolescent children of working mothers than non-working mothers. Rationale of the study: In Bangladesh, there are almost 27.7million adolescents’. Among them, a significant numbers are suffering different mental health problems like anxiety, depression, stress, loneliness, low self-efficacy etc. In previous study we saw that adolescents whose mothers work in outside will suffer more mental health problems such as depression, loneliness and low self-efficacy than the adolescents whose mother stay in home. The rationale of the study is that, at first we measure whether the adolescents of working women and non-working women differ in the level of depression, loneliness and self-efficacy. If there found any differences then we say that there may remain some risk factors towards the differences in depression, loneliness and self-efficacy regarding their working status (working women, non-working women). The findings of the proposed study might help the improvement of adolescent’s life. Adolescent’s loneliness and self-efficacy are correlated with depression. If their loneliness is high or low then their depression will be high or low. And it also hypothesized that high-low self-efficacy is also correlated with low-high depression. If these correlations are founded the further extensive study on those areas will lead to explore risk factors and positive factors. Statistics shows that 30 percent of teens with depression also develop a substance abuse problem, lonely teens struggle with relationships and more dangerous thing is untreated depression is the number one cause of suicide, so if we can assume that adolescent child of working mother has these risk factors we can prevent these factors and also working mothers can concerns about their children and they can make different environment where child can not feel lonely, do not be depressed and make high self efficacy. Objectives of the study: The objectives of the present study are to: Investigate the relationship among depression, loneliness and self-efficacy of adolescents of working and non-working mothers. Whether mother’s occupation has any effects on adolescent’s depression, loneliness and self-efficacy. Assess whether depression, loneliness and self-efficacy of adolescents differ by gender. Method Research Design Cross sectional study. Quantitative research, Random individual interview. Sample Size and Participants Almost 50 thousands of adolescents of Dhaka City are population in this study. The present study will be conducted on 200 adolescents where 100 will be working mother’s adolescents and 100 will be non-working mother’s adolescents who will be selected purposively but some will be selected conveniently and randomly. First I will select the school or college conveniently where I can collect data easily and then select a class randomly, I select the students purposively (criteria mother’s occupation, gender). A total of 200 adolescents (male and female) will be taken from Rajuk Uttara Model College by convenience sampling technique. The age of the respondents was between 15 to 18 years. Distributions of participants are given in the table 1. Table 1 Distribution of participants Adolescents (Working Mother) Adolescents (Non-Working Mother) Male 50 50 Female 50 50 Total 100 100 = 200 Instruments Demographic and personal information questionnaire: By this questionnaire, the data on age, gender, educational background, no. of siblings, family status, father’s occupation, and mother’s occupation’s details (job/business, duration, place), mothers’ age, mother’s educational background will be collected. Bangla Version (Pervin, 2007) of the Revised UCLA Loneliness Scale (Russell, Dan, 1978): The revised UCLA Loneliness Scale was developed to measure loneliness. It is a 20 items 4 point Likert type scale. 20 items of English version were translated into Bengali. Each of the 20 items is scored such that 1 indicates lack of loneliness and a 4 indicates high level of loneliness. Thus, total scores of the scale can range from 20 to 80. Higher score means high level of loneliness and lower score means low feelings of loneliness. The Depression Scale (Rahman Uddin, 2005): The depression scale was constructed to measure depression in the context of Bangladesh. It consisted of 30 items or statements. The answer options for each item of the scale were according to 5 point rating scale. Sum of all values indicated total score on the scale. The highest possible score of 30-items form of depression scale is 150 and the lowest possible score is 30. Higher score indicates higher depression and lower score indicates low level of depression. Adapted Bangla Version (Ilyas, 2005) of Sherer et. al.’s (1982) General Self-Efficacy Scale: This scale was used to measure degree of agreement with perceived personal ability to affect outcomes in various situations. It was a 17 items 5 point Likert type scale where scores ranged between 1(strongly disagree) to 5 (strongly agree). 6 of the 17 items were negative and for these items the scoring was reversed. Total score in the scale ranged from 17-85 with higher score representing higher self-efficacy. Procedure: Necessary demographic information sheet will be prepared first; the standard data collection procedure will be followed with a view to obtaining data about depression, loneliness and self-efficacy of adolescents of working and non-working mothers. First, the participants will sit in a room and then a brief description will be given about the questionnaire. They will be also instructed not to discuss about anything with one another while answering the questions and they will be assured that their opinions would be kept as confidential. The questionnaire with bio-data form was administered individually and they will ask to answer all the questions by giving tick marks. Once the answers will be collected, the respondents will be thanked for their kind co-operation. I will code and analyze the collected data by using computer software SPSS version 16.0 (Statistical Package for the Social Sciences). Ethics Absence of the Ethical Committee I will not be able to collect Ethical Approval, but I will collect the permission of the Principle and Authority of the collage. I will also collect the consent of the students verbally. Data Analyses A descriptive analysis will be conducted of the variables such as gender, age, mother’s occupation. Then t-test analysis will be carried out to find out the differences between male and female adolescents. After that I will apply correlation statistics to find out the relationship among depression, loneliness and self-efficacy. Then a multiple regression analysis will be carried out to see how much depression, loneliness affect self-efficacy. Time Frame Annex 1 Objective-Data Collection Method analysis

The Effects of Hallucinogenic Drugs on The Brain :: Biology Essays Research Papers

The Effects of Hallucinogenic Drugs on The Brain Hallucinnogenic Drugs alter a person's perceptions of reality and may cause hallucinations and other alterations of the senses. Drugs classified as hallucinogens include: LSD (lysergic acid diethylamide), 2,5-dimethoxy-4-methylamphetime(DOM), N,N-dimethyltrptamine(DMT), psilocin, and mescaline. There are two aspects of these drugs that classify then as hallucinogens. They all have common side effects, including distortion of sensory perception, and other psychic and somatic effects. These drugs also exhibit cross-tolerance. This means that a user of hallucinogenic drugs develops a higher tolerance to hallucinogens, the more they are used and the shorter the time span is between the last usage. Hallucinogenic drugs have been used throughout history for a number of reasons. They have been used as medicinal agents as well as having served religious purposes. Hallucinogens such as mescaline have been used in Native American ritual ceremonies. There was extensive usage of hallucinogens in the 60's and 70's as part of the counter- culture hippie movement. During the "acid tests" of this era, hallucinogenic drugs were used for mind exploration (B.L. Jacobs, "How Hallucinogenic Drugs Work"). Hallucinogenic drugs cause both physical and psychological effects on humans. The physical effects of these drugs include: dilated pupils, elevated body temperature, increased heart rate and blood pressure, appetite loss, sleeplessness, tremors, headaches, nausea, sweating, heart palpitations, blurring of vision, memory loss, trembling, and itching. A user of hallucinogenic drugs will also experience a number of psychological alterations in the brain. These drugs may cause hallucinations and illusions as well, as the amplification of sense, and the alterations of thinking and self-awareness. It is quite possible to have a bad reaction to hallucinogenic drugs. This is referred to as a "bad trip" and may cause panic, confusion, suspicion, anxiety, and loss of control. The long-term effects of these drugs can be quite dangerous. These long-term effects may include: flashbacks, mood swings, impaired thinking, unexpected outbursts of violence and eventually possibly depression that may le ad to death or suicide. Quite a lot of interest concerning hallucinogens has been generated by neurobiologists and other scientists. The effects that hallucinogenic drugs have on the brain are quite complicated and very interesting. Many users of hallucinogenic drugs have experienced whole personality changes which raises questions about the relationship between brain and behavior. Scientists are also curious as to how total alterations of the senses can occur as the result of hallucinogen usage.

Literature Review of Cultural Leadership Essay

Cultural leadership is a diverse subject to touch upon. This aspect of leadership is constantly growing and changing. People should not look into cultural leadership with biased opinions. Dividing cultural leadership into sub groups just gives people an opinion on how to look at people differently. Cultural leadership should be looked at as a whole, as we are one, working together, with the same goal – to be successful. Cultural leadership profiles are used to classify what followers expect from leaders in ten cultures – cluster groups comprising of sixty-two countries. Six different leadership behavior classifications are used to show what profile is dominant in varying strengths in each region. A successful leader involves more than just planning, coordinate, managing and supervising. A successful leader also has the ability to deal with all genres of people. Whether in involves ethnicity, sexual orientation or people with different cultures. The success of an organization is highly impacted by its culture, which is part of a strategic planning of an organization. What is culture? Culture is defined as the universally shared beliefs, values, and norms of a group of people. Two factors that can hinder cultural awareness are ethnocentrism and prejudice. It is challenging for leaders because it averts them from fully understanding the world of others. Prejudice has a negative impression because it is self-orientated and restrains leaders from seeing the many sides and qualities of others. Whatever makes them unique is their culture. Having a clear understanding of one’s culture, communicating with each other will be much more efficient. Culture has been the attention of many findings across a variety of principles. In the past 30 years a significant number of studies have focused on specifically on ways to recognize and categorize the various dimensions of culture. Determining the rudimentary dimensions or charismas of different cultures is the first step in being able to recognize the relationships between them. Ever since World War II, globalization has been progressing throughout the world. Globalization is the increased interdependence (economic, social, technical, and political) between nations. People are becoming more interconnected. There is an increasingly significant amount of international trade, cultural exchange, and use of worldwide telecommunication systems. In the past ten years, our schools, organizations, and communities have become a lot more global. Increased globalization has created many challenges as well, for example the need to design effective multinational organizations, to identify and select appropriate leaders, and to manage organizations with culturally distinctly different employees. Globalization has also fashioned a need to understand how cultural differences affect the leadership performances. Globalization also created the requirement for leaders to become knowledgeable in cross-cultural awareness and practice. First, leaders need to understand business, political, and cultural settings worldwide. Second, they should learn the perspectives, tastes, trends, and technologies of multiple cultures. Third, they basically need to be able to work concurrently with people from many cultures. Fourth, leaders must be able to familiarize to living and communicating in other cultures. Fifth, they need to acquire to relate to people from other cultures from a position of equivalence rather than cultural supremacy. Anthropologists, sociologists, and many others have questioned the meaning of the word culture. Because it is a theoretical term, it is hard to define, and many different people often define it in unrelated ways. Here, culture is defined as the learned beliefs, values, rules, norms, symbols, and traditions that are common to a group of people. It is these shared qualities of a group that make them matchless. In summary, culture is the way of life, different customs, and script of a group of peoples. Related to culture, are the expressions of multicultural and diversity. Multicultural indicates an approach or classification that takes more than one culture into interpretation. It mentions to the existence of multiple cultures such an African, American, Asian, European, and Middle Eastern. Multicultural can also denote to a set of subcultures defined by race, gender, ethnicity, sexual orientation, or age. Diversity signifies to the subsistence of different cultures or ethnicities within a group or organization. Ethnocentrism is the inclination for beings to place their own group (ethnic, racial, cultural) at the center of their interpretations of others and the world. People tend to give importance and value to their own beliefs, attitudes, and values, over and above other groups. Ethnocentrism is the sensitivity that one’s own culture is better or more expected than the culture of others. Ethnocentrism is a worldwide tendency, and each and every one of us is ethnocentric to some degree. Ethnocentrism can be a major impediment to effective leadership because it averts people from fully understanding and/or respecting the perspectives of others. The more ethnocentric we are, the less open or accepting we are of other people’s cultural customs and practices. Prejudice is a general continual attitude, belief, or emotion believed by an individual about another individual or group that is based on defective or unproven statistics. It refers to assumptions about others based on previous decisions or occurrences. Prejudice involves obstinate generalizations that are impervious or change or evidence to the opposing. Prejudice is often thought in the framework of race. In addition to combating their own prejudice, leaders also face the experiment of dealing with the prejudice of followers. These prejudices can be toward the manager or the leader’s culture. Additionally, it is not infrequent for the leader to face followers who symbolize several culturally different groups, and these groups have their own prejudgments toward each other. A experienced leader needs to find ways to negotiate with followers from numerous cultural backgrounds. Training programs about culture and diversity have been admired for many years. At the center of these programs, people are educated about the degrees and characteristics of different cultures, and how to be perceptive to people in other countries and cultures. Considerate about issues about culture is useful in several ways. The discoveries about culture can help leaders recognize their own cultural biases and inclinations. Tolerant of their own preferences is the first step in accepting that people in other cultures might have different predilections Additionally, the findings help leaders to apprehend what it means to be a noble leader. Different cultures have different ideas about what they desire from their leaders. These verdicts help our leaders adapt their style to be more operative in different cultural settings. Third, the findings help leaders correspond more effectively across cultural and geographic boundaries. By considering cultural differences, leaders can become more empathic and precise in their communication with others. Information on culture and leadership has also been applied in very concrete ways. It has been used to construct culturally perceptive Web sites, design new employee orientation programs, organizing programs in relocation training, advance global team effectiveness, and expedite multinational merger implementation. These illustrations clearly specify the wide range of applications for research on culture and leadership in the workplace. GLOBE researchers allocated the data from the 62 countries they studied into regional masses. These masses provided a expedient way to investigate the similarities and differences between cultural groups, and to make significant generalizations about culture and leadership. In sum, these regional masses exemplified a valid and dependable way to differentiate countries of the world into 10 distinct groups. The GLOBE studies compromise the greatest body of findings to date on culture and leadership. GLOBE researchers studied how 17,000 managers from 62 different countries perceived leadership. They evaluated the similarities and differences between regional clusters of cultural groups by grouping countries into 10 distinct clusters; the outcome was a list of leadership attributes that were universally recognized as positive and negative. The representation of an ineffective leader is someone who is asocial, malicious, self-focused, and autocratic. The conceptualization of leadership used by GLOBE researchers was consequential in part from the work of Lord and Maher on implicit leadership theory. Concurring to implicit leadership theory, individuals have implicit beliefs and opinions about the qualities and theories that differentiate leaders from non-leaders and effective leaders from ineffective leaders. â€Å"Leadership is in the eye of the beholder.† Leadership refers to what people see in others when they are demonstrating leadership behaviors. To depict how different cultures view leadership behaviors in others, GLOBE researchers identified six global leadership behaviors: * Charismatic/Value-Based Leadership: Reflects the ability to inspire, to motivate, and to expect high performance from others based on strongly held core values. This kind of leadership includes being visionary, inspirational, self-sacrificing, trustworthy, decisive, and performance oriented. (Peter Northouse 2012). * Team-Orientated Leadership: Emphasizes team building and a common purpose among team members. This kind of leadership includes being collaborative, integrative, diplomatic, non-malevolent, and administratively competent. (Peter Northouse 2012). * Participative Leadership: Reflects the degree to which leaders involve others in making and implementing decisions. It includes being participative and non-autocratic. (Peter Northouse 2012). * Humane-Oriented Leadership: Emphasizes being supportive, considerate, compassionate, and generous. This type of leadership includes modesty and sensitivity to other people. (Peter Northouse 2012). * Autonomous Leadership: Refers to independent and individualistic leadership, which includes being autonomous and unique. (Peter Northouse 2012). * Self-Protective Leadership: Reflects behaviors that ensure the safety and security of the leader and the group. It includes leadership that is self-centered, status conscious, conflict inducing, face saving, and procedural. (Peter Northouse 2012). Cultural Leadership in organizations always seems to miss the discussion of how leadership keeps culture in organizations stable. Charisma is where it all begins. Therefore having multiple cultural leaders helps to resolve this issue. Most leaders do and say different things, but in the end, everyone just wants success. Whether that success is culture, coordination, or a profitable business, or all of those things, many people learn to cope with differences by experience. Experience is the best form of knowing, therefore, to be a great leader; you have to start somewhere. The leader, the followers, and the situation, all have to do with leadership. As well as playing a significant role in cultural leadership. Or any type of leadership for that matter. Personal qualities, perceived situation, vision and mission, followers’ and attributes, leader behaviors, performance, administrative actions, use of cultural forms, and the use of tradition all are key elements to a successful leader, their followers, the business, and the outcome of the business, organization, company. Multicultural is increasing all over the world. Even though America is known as the melting pot, everywhere across the world have cultural behaviors within their organization. Ethics affects leadership, as well as tradition. But studies complied on cross-cultural leadership have been attained, and this helps us to understand the differences between different cultures from our own. Decaregorization is a cultural leadership style for employees to become more aquinted with one another. This style helps companies get to know onw another and interact in a positive manner doing something else besides work. The leader would old a funraiser, etc. Therefore, rather than group-based interactions, this approach will focus on individuality. The following quotes are crucial to cultural leadership, and accepting differences among others. â€Å"Moral excellence comes about as a result of habit. We become just by doing just acts, temperate by doing temperate acts, brave by doing brave acts.† – Aristotle, Nichomachean Ethics (350 BCE). â€Å"Lead them with culture and regulate them by the rules of propriety, and they will have a sense of shame and, moreover, set themselves right.† – Confucius (5110479 BCE). The results of ethical leadership came up with six main themes from the responses of all six societies. Accountability, consideration and respect for others, fairness and non-discriminatory treatment, character, collective orientation – organization and social, openness and flexibility. Each society is unique, and to understand the differences, you must experience it firsthand. Reading and learning will only give your insight. Aforementioned cultural leadership must be learned in person, by the leader and its followers, for they are working towards a common goal. Leadership profiles are used to describe how cultures view leadership behaviors. There are six leadership behaviors identified by Globe researchers, they are: charismatic/value based, team-oriented, participative, humane- oriented, autonomous, and self-protective.( House & Javidan, 2004) Charismatic/value based leadership is being visionary, inspirational, with the ability to motivate high performance from others based on strongly held core values. Team-oriented leadership is instilling a common purpose among team members to encourage a team effort by being collaborative, diplomatic, and administrative competent. Participative leadership involves making others in the decision making process and includes being non-autocratic and participative. Autonomous leadership is being unique, independent, and a individualistic leader. Humane-oriented leadership is being modest and sensitive to other people, being supportive, compassionate, and generous. Self-protective is self-centered, face saving, status conscious, ensuring the safety and security of the leader and group. There are ten distinct groups to differentiate countries of the world into regional clusters ( e. g. Ronen & Shenkar, 1985) Middle East, made up of Qatar, Morocco, Egypt, Kuwait, and Turkey. Nordic Europe which includes Denmark, Finland, and Sweden. Latin Europe comprising Israel, Italy, Spain, Portugal, France, and Switzerland. Latin America made up of Ecuador, El Salvador, Columbia, Bolivia, Brazil, Guatemala, Argentina, Costa Rica, Venezuela, and Mexico. Southern Asia which includes The Philippines, Indonesia, Malaysia, India, Thailand, and Iran. Sub-Saharan Africa consisting of Zimbabwe, Namibia, Zambia, Nigeria, and South Africa. ( Black caucus) Anglo consists of Canada, the United States, Australia, Ireland, England, South Africa( white caucus) and New Zealand. Confucian Asia includes Singapore, Hong Kong, Taiwan, China, South Korea, and Japan. Eastern Europe is Greece, Hungary, Albania, Slovenia, Poland, Russia, Georgia, and Kazakhstan. Germanic Europe includes Austria, The Ne therlands, Sweden, and Germany. Middle Eastern culture and leadership perceived to be effective in this region of the world are the interrelationships among societal culture, organizational culture and leadership methodologies. Data collected from four Middle Eastern nations (Iran, Kuwait, Turkey, and Qatar) provide an insight into the framework of societal and organizational values and management practices in Arab countries. The great majority of the population in Iran, Kuwait, Turkey, and Qatar are muslins. Turkey has a formal state ideology; the state is independent of religious rules and is run by secular rules mostly adapted from the west. Iran, Kuwait, and Qatar are not secular, but religious laws dominate. Also differences in the Islamic sects, Iran being predominately â€Å"shiite†, Kuwait, Turkey, Qatar people largely â€Å"sunni†. Language may account for part of the differences in Middle East region, while Islamic religion seems to be a common attribute. In making plans and forecasts all four nations are below average and very close to each other, which involves the concept of fate embodied in Islamic beliefs. Effective leadership attributes in Middle Eastern societies have universalistic characteristics and some culture-specific attributes with participation having a different meaning compared to western societies, being centered on satisfaction of egos rather than to improve quality of a decision. Organizational leaders tend to be more sensitive to local cultures and traditions and more future-orientated practices, plus promote change.( Introduction to the special issues on Leadership and Culture in the Middle East, Hayat Kabasakal and Ali Dastmalchian) Face saving and status are important characteristics of effective leadership, and deemphasizes charismatic/value based and team- oriented leadership. Looking after one’s job and security is of the upmost priority for most leaders in this group category. Diversity of management systems exist across contemporary Europe, and societal culture diversity remains unquestionable and frequently preserved as much as possible. The formation of the European Union has opened up all borders, increasing diversity if cultures, all intermingling, changing cultural clustering, and cultural divide between eastern and western Europe. Prior studies of cultural distinctions, cross-cultural studies between east-west and north-south European distinctions are changing from prior data and may need further studies. Managers in Germanic countries make more participative decision-making behavior, central Europe makes more autocratic decisions. West European (Nordic, Anglo, Latin) empathize more â€Å"Equality â€Å"or egalitarian commitment. East and near East countries lean more toward hierarchy or conservatism. North Europe has shown to favor equality and participation, while managers from Southern Europe prefer more hierarchy. A coaching leader is preferred in North Europe, while preference is for a directing leader in South Europe. While self centered and malevolence are seen as impeding leadership in all clusters. Eastern Europe leader would be independent while maintaining strong interest in protecting their position as leader. Nordic Europe want leaders who are inspiring and involve others in decision making, not concerned with status and other self-centered attributes. Anglo Europe want leader to be exceedingly motivating and visionary, considerate of others, team orientated and autonom ous and not autocratic. Latin America leader is charismatic/value based but somewhat self serving, collaborative and inspiring. Confucian Asia leader works and cares about others but uses status and position to make independent decisions without input of others. Sub-Saharan Africa sees effective leadership as caring, should be inspirational, collaborative, and not excessively self centered. A portrait of a leader who is high in integrity, is charismatic/value based, and has interpersonal skills is one whom almost everyone would see as exceptional. (Dorman et al. 2004) After major corporate failures and financial failures of banks and other high impact institutions, being honest and trustworthy could be a high priority for leadership positions in all culture groups. Other personal traits or learned skills would be useful and desirable attributes but lower on the priority scale. Being positive and intelligent definitely would be useful as a leader of any type of venture or business. There are a lot of other positive attributes that would be desirable for leadership; among them is one that plans ahead, having foresight to accurately see what is coming up in near and long range time predictions. Being a team builder, instilling confidence in others encouraging them with a just and dependable example. Personal traits such as being administrative skilled, decisive, and motivating people to be excellence oriented would be very beneficial to any leader and followers. Leaders should be aware and knowledgeable of the many undesirable attributes that can be obstacles in being an effective leader. Being a loner and anti-social would be very negative in showing followers your concern for them and gaining their confidence. The most visible and destructive undesirable attribute in recent events is that of being ruthless, as you would think of people in financial leadership of banks and wall street that caused the massive collapse of the world economies. Being dictatorial and egocentric is very bad for keeping a positive relationship with followers. Personal traits like being irritable and non-cooperative would be hard to understand by followers. There are many strengths associated with classifications of culture groups into clusters that can be easily be utilized for leadership profiles so as to provide a data base of reference for managers of international corporations. Providing valuable asset for training more efficient leaders is one of the strength, it also provides a good understanding of how different cultures have an impact upon leading a workforce into better cohesion and productive atmosphere in the workplace. What followers expect from leaders is a signal to upper management as to what type of person would be more effective with a certain culture group. A second strength could be that this provides useful information/guidelines about what is accepted as good and bad leadership, a yardstick for managers/leaders to measure how do I measure up? Leadership and culture are two separate studies, but inseparable in effective leadership programs. There are some criticisms on culture and leadership classification studies in that a lot of findings about perceptions of leadership in different cultures do not provide a clear set of assumptions and propositions that can be used to provide a single theory about the way culture influences the leadership process. Another one would be in that some of the terms used are hard to understand without any education about the diversity of world culture. The meanings of some terms are very vague. The conceptualizations in these studies of culture and leadership integration has had varying reception from people on that it being a process of being perceived by others as being a leader. Also the way a provocative list of universally endorsed desirable and undesirable leadership attributes are presented. Different cultures have different ideas about what they want from their leaders. Understanding the diversity of cultures in the workplace today can be very positive for leaders and followers in their pursuits. While there are many studies on culture leadership and the GLOBE Study, there is also a model that helps leaders in achieving effective cultural leadership. In that it helps them understand the difference that exits among national cultures. The model was developed by Geert Hotstede. In his research he outlines the variation of national culture into five dimensions. They are as follow: individualistic/collectivistic, high power distance/low power distance; high and low uncertainty avoidance, achievement/nurturing; and long-term/short-term orientation. Familiarity with the GLOBE Study and the Hofstede model, leadership culture is made easy and will increase organizational effectiveness. This will also create better relationship among nations. This will benefit the common good of all through respect and better communication. Individualistic people; according to Hofsede, worry about themselves and that of those who are close to them or who are like them. They tend not to trust outsiders. In contrast, collectivistic work in groups, much like team players. The second dimension of Hofsede’s study is power distance. Some cultures have accepted high power distance and others low power distance. High power distance cultures display great respect for those in authority or power holders. This model is seen based on the difference between leaders and their followers. It is obvious in pay scale, benefits and promotions. Though lower power distance: power is distributed more equally among group members; there is much lateral communication line between subordinates and leaders. Third dimension is high uncertainty avoidance. This dimension is concerned with the impact of societal norms, ritual and what is being done in avoiding uncertainty. Organizations want to be able to predict the future based the rules of cultures are used. They live under constant stress because of fear of the future. In contrast; low uncertainty avoidance is comfortable with risks, they do not impose or create friction over differences in behaviors and or others opinions. Those cultures in the low uncertainty avoidance tend to be more tolerant of others. The next dimension is achievement; those belonging to this group tend to be more aggressive. They are assertive, they are confrontational, there is a lot of greed for money and they lack humility. They encourage competitiveness among them and others. Whereas the opposite of that is nurturing, they value relationship and are genuinely concern about the wellbeing of others. The last set of dimension of natural culture is long-term orientation. They are optimistic of the future and they are persistent. Though short-term orientation, they stay in the past, they place high importance on values of the past. In addition to the Five Dimensions of National Culture as described by Hofsete, there is for additional dimensions that affect cultural leadership. They are as follows, and I quote as listed in Northouse (2010): * Institutional Collectivism: An organization or sociality encourages institutional or societal collective action. (Peter Northouse 2012). * In-Group Collectivism: People express pride, loyalty, and cohesiveness in their organizations or families. In-group collectivism is concerned with the extent to which people are devoted to their organizations or families. (Peter Northouse 2012). * Gender Egalitarianism: An organization or society minimizes gender role differences and promotes gender equality. (Peter Northouse 2012). * Assertiveness: People in a culture are determined, assertive, confrontational, and aggressive in their special relationships. (Peter Northouse 2012). * Future Orientation: People engage in future-oriented behaviors such as planning, investing in the future, and delaying gratification. (Peter Northouse 2012). * Performance Orientation: An organization or society encourages and rewards group members for improved performance and excellence. (Peter Northouse 2012). * Humane Orientation: A culture encourages and rewards people for being fair, altruistic, generous, caring, and kind to others. (Peter Northouse 2012). Through all of the studies it has been concluded that there is exact correlation between the culture of an organization and its effectiveness. And it also shows that a lot of those dimensions have a negative impact on the organization. In conclusion, cultural leadership is one of the major principles every organization, company, person needs to fully grasp. For decades, many researchers have been prophesying that globalization, increased technology, civil rights legislation, and changing demographics will generate new encounters for leaders who administer a diverse organization. All of these elements place a considerably improved probability that workers from both genders, diverse nationalities, ethnic backgrounds, numerous races, and a mixture of religious will be essential to work jointly. This in sum, employees must work together to create a positive environment. This is what naturally will happen, and this is an international effort. References Leadership Theory and Practice Fifth Edition Peter G. Northouse Introduction to the Special Issue on Leadership and Culture in the Middle East(2001) Hayat Kabasakal Ali Dastmalchian Cultural Variations Across European Countries(2000) Felix C. Brodbeck Michael Frese THE INTERNATIONAL JOURNAL OF INTERDISCIPLINARY SOCIAL SCIENCES (http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=a2b5ee8b-a9d2-4bae-a8ed-16919582d9c5%40sessionmgr115&vid=4&hid=14) Chrobot-Mason, Donna, Ruderman, Marian N. Weber, Todd J, Oholott, Patricia J, Dalton, Maxine A. (Nov 2007) Illuminating a Cross-Cultural Leadership Challenge: When Identify Groups Collide. Volume 18 (11) 2011 (26). Retrieved From http://discover.linccweb.org/primo_library/libweb/action/display.do

Military and Staff Sargent Giunta Essay

Military and Staff Sargent Giunta Essay Military and Staff Sargent Giunta Essay Honor, Duty and Respect There are very few men who are awarded the Medal of Honor; more than that however are still alive to tell their story. Staff Sargent Giunta displayed actions of honor, duty, and respect on several occasions during the night of the attack on himself and his fellow soldiers. He presented honor to his superior’s by doing what he had been trained to do in the situation. His duty was to protect his comrades and without hesitation and he did so. Staff Sargent Giunta showed respect because he said that all of the other Medal of Honor recipients before him were all actual heroes. He specifically said that he wasn’t doing anything that one of his other buddies wouldn’t have done. Honor. As a very patriotic American citizen honor means a lot to me because if the public doesn’t have honor towards its country then the country means nothing. After listing and reading about Staff Sargent Giunta his honor towards his country was exactly what the military of the United States should want out of a soldier in my eyes. He humbled himself to save a comrade and then didn’t expect anything in return. Honor is what other people did before you that created a higher standard of living. Having honor as one of your personal characteristics is living day to day with those higher standards because you believe in the men and women that came before you. Duty is an act of service in the military or living life by a moral code. I believe that a soldier’s duty is instilled inside of them throughout their years of service. Staff Sargent and the men that fought next to him knew their duty as soldiers. You could tell this because it didn’t take long for the men to register what was going on the men immediately got into position and returned fire. From the videos and reading material about Staff Sargent Giunta actions there is no way

Analyzing Indirect Action In The Cherry Orchard And The Ghosts English Literature Essay Essays

Analyzing Indirect Action In The Cherry Orchard And The Ghosts English Literature Essay Essays Analyzing Indirect Action In The Cherry Orchard And The Ghosts English Literature Essay Paper Analyzing Indirect Action In The Cherry Orchard And The Ghosts English Literature Essay Paper Actions or events do non needfully hold to be physically shown to the audiences because there are assortment of ways of ratting and portraying an image or an action that becomes the footing of a drama. Indirect action, which is neer seen on phase is that excess spice added by the dramatist to arouse the complications that are indispensable to foster a secret plan. It involves action of import to the secret plan happening off-stage. The audience does non see the action go oning in forepart of their eyes but they learn about it by watching characters stressing on the of import inside informations. Indirect action helps make tenseness, suspense and besides intensifies understanding of the secret plan for the reader. Anton Pavlovich Chekhov and Henrik Ibsen have both used indirect action to determine some of the most interesting scenes of the dramas The Cherry Orchard and Ghosts. In the gap act of Cherry Orchard, Anya s description of the rough status her female parent is in is an illustration of indirect action. This is apparent from Anya s statement when I arrived there were a batch of Gallic work forces with her and ladies, and an old Catholic priest with a book, and it was really uncomfortable and full of baccy fume I all of a sudden felt so regretful for mama, oh so regretful! [ 1 ]The girls nature of being cognizant and concerned is seen.Through the usage of ocular imagination the apprehension is made clear and the audience has been made to understand that Madame Ranevsky is running low on fiscal footings. Madame Ranevsky s character of being an dreamer is explored through the undermentioned lines and mama wo nt understand! We got out at a station to hold dinner, and she asks for all most expensive things and gives the servers a tip. [ 2 ]The girl s point of position is that the female parent is incognizant of the constitution being on the brink of b ankruptcy and wants to go on taking her epicurean life. The audience has been made cognizant of these cases even though it was nt acted on phase. The Cherry Orchard is the most of import symbol in the drama ; it is neer brought into the direct vision of the audience and is merely spoken approximately. The impact of the red grove on the different characters of the drama is really important in fostering the secret plan woven by Chekhov. In Act 1, Madame Ranevsky, the proprietor of the estate is reminded by Lopakhin that the estate will be auctioned in August to pay the mortgage of the estate. Lopakhin adds on by stating, but do nt you be uneasy my beloved lady ; sleep peace to the full ; there is a manner out of it. [ 3 ]It has become clear that the cherry grove is an built-in portion of Madame Ranevsky s life and it is a symbol of her young person and childhood. Chekov has expeditiously brought out the true nature of characters through their ain words, for case, when Anya says, there was person in the kitchen merely now stating that the cherry grove was sold today. Madame Ranevsky, Sold? Who to? Anya, he did nt state who to. [ 4 ]This action which was set off phase brings in forepart the consequence of the auction and reveals Madame Ranvesky s involvement in the ownership of the red grove. Lopakhin s address at the terminal of act 3, narrating the sale of red grove, is the most of import case of indirect acti on in the drama. Lopakhin: I bid nine thousand more than the mortgage and got it ; and now the cherry grove is mine! Mine! [ 5 ]Although the audience does non see the sale but is made cognizant about it merely through this indirect action around which the full drama is fused. Heavens alive merely think of it! The red grove is mine! State me that I am intoxicated: state me that I am of my caput: state me that it s all a dream! do nt express joy at me! I have bought the belongings where my male parent and gramps were slaves were they were nt even allowed into the kitchen. [ 6 ]Lopakhin shows his felicity after geting the cherry grove. Lopakhin s statement reveals the patterns of the clip when bondage was in pattern and the development of slaves that existed so. In this period of clip, a major population of helot in Russia was freed open uping a long anticipated societal alteration. Indirect action plays a critical function in this drama ; the memories of the yesteryear have resurfaced through the usage of indirect action. The characters are haunted by shades they are unable to command. The characters are invariably reminded about the memories of the yesteryear. Both captain Alving and Johanna are dead, yet both are responsible for blossoming the calamity. The relationship between different characters is vexing. In the gap act, the conversation between Mrs. Alving and Manders inside informations the relationship that existed between Mrs. Alving and captain Alving. When Oswald was born, I thought I saw a little betterment. But it did non last long. And after that I had to contend double hard-fight a despairing battle so that no 1 should cognize what kind of a adult male my kid s male parent was. [ 7 ]The battle Mrs. Alving is speaking about in the words quoted above, is the procedure which she practiced in order to white wash the repute forged by her hubby. Mrs. Alving in conversation with Manders references all past cases and reveals about all her experiences and agonies. Manders you have so had a pathetic experience. Manders. And this is the adult male you are constructing a commemoration to. [ 8 ]The commemoration which is being talked about is the orphanhood, an orphanhood which was built by Mrs. Alving to mend the harm that captain Alving had done to his repute. Subsequently on in the conversation [ from the dining room is heard the noise of a chair falling ; so Regina s voice is heard in a loud susurration: Oswald are you huffy? allow me travel! Mander s what s the affair? What is it Mrs. Alving? Ghosts. The twosome in the conservatory-over once more. ][ 9 ]The present state of affairs of off-stage action is compared to the old one where captain Alving was shown to be acquiring close to Johanna as Oswald is making now. Mrs. Alving presumes the shade of captain Alving is act uponing Oswald. Oswald I began to experience the most violent strivings in my head-mostly at the dorsum, I think. It was as if a tight set of Fe was pressing on me from my cervix upwards. [ 10 ]The hurting felt by Oswald is a consequence of his vermoulu disease which was inherited signifier his male parent and besides reveals that the wickednesss of the male parent are visited on the kids. Indirect action has helped in the patterned advance of the chief subject the past haunting the present . Regina: Mrs. Alving! Listen! They are shouting outside.Oswald: what can be the affair? Where does the blaze come from? Regina the orphanhood is on fire! [ 11 ]The combustion of the orphanhood is the most important illustration of indirect action. The orphanhood can be compared to the cherry grove which is the basis of the drama. The combustion of the orphanhood signifies that the characters can non be freed from the shade which they have to endure. Many cases of indirect action are explored in these plants of Chekhov and Ibsen. Whether it was sale of the red grove or the combustion of the orphanhood. They both are similar in demoing a alteration taking topographic point, every bit good as the patterned advance of clip. Towards the terminal of both plays the reader does recognize that what is non seen is best described through indirect action. Indirect action happens to be the most of import technique in order to come on the cardinal thoughts in both the plants.

Leadership Essay Example | Topics and Well Written Essays - 2250 words - 1

Leadership - Essay Example These are: first belief (B1) signifies the relationship between effort and performance; the second deals with the relationship between performance and outcomes (B2); and third (B3) with the relationship between outcomes and satisfaction. B1 is the perception and belief of the employee whether effort will lead to success or not; a perception of the employee if the work given is hard to perform. B2 deals with employee’s belief whether his performance will result to outcomes. B3 is the employee’s belief as to the satisfaction of his outcomes, and how favorably the outcomes will be. B. Application of the Expectancy Theory of Motivation In scenario, the employees were not motivated to work given the new production process. Some of them do not seem to put forth any effort to master the process, and some just do not exert much effort, though they have mastered it. Some were not motivated to reach the production goals because there is no disparity between the salary of those wh o can meet the department goals, and those who cannot. In addition, they claim that though they were given bonus for reaching the production goals, their salary amount is so small because of the withholdings, thus, not worth the effort. In application of the expectancy theory of motivation, the company must do every means to make their employees motivated to work on the new production process. Some of their employees were thinking they â€Å"cannot just do it,† no motivation is entered in their minds; they were dubious if they can do it. Also, this company should try to make something that will make the employees motivated, so that they will exert more effort towards performance by using Effort-Performance method (like giving additional bonus). The concern about additional hand dexterity to achieve success, the company should, in any way, try to motivate employees that their performance will lead to outcomes. Some of them would think, â€Å"Will I get it?† so, the comp any should make its employees think that they can perform the job; they must believe they will achieve what they expect if they perform well by using Performance-Outcome method (like conducting training). Finally, employees should be made to believe that their overall outcomes will be satisfying, no matter what the situation will be through Outcome-Satisfaction method (like praising them for a job done). Hence, employees are motivated if: they believe that effort leads to performance: performance results to outcomes and outcomes will meet satisfaction. References Green, T. B. (1992). Performance and motivation strategies for today's workforce: A guide to expectancy theory applications. US: Greenwood Publishing Group. Griffin, R. W., & Moorhead, G. (2009). Organizational behavior: Managing people and organizations. US: Cengage Learning. Task 2. Leadership A. Leadership Style Transformational leadership according to Bass (1998), the leader tries to change the values as well as the pri orities of the subordinates through motivating them to fulfill more works in their jobs by introducing to and doing things in new ways. In addition, transformational leaders possess an awesome ability to inspire, motivate, and encourage followers or subordinates to come up with outcomes far beyond of what is

Limitations of Drugs and Alcohol in the Workplace Essay

Limitations of Drugs and Alcohol in the Workplace - Essay Example Alcohol and drugs are substances that divert the normal functioning of a person’s body and mind. Many people do not have the slightest idea of the limitations of alcohol at the work place and they will continue to indulge in the vice. Many organisations have invested substantial resources in ensuring alcohol and drug use in the organisation has been reduced. However, most of the employees that have been using these drugs still stick to their behaviour of using drugs and alcohol. This is due to the end result of using alcohol and drugs for a long time. It is known that people that abstain in the work place will depict different types of behaviour as opposed to the people that use drugs in the organisation. In, many instances, there is often a drift between the people that use drugs and alcohol in an organisation. This is due to their difference in the socialising, communication and their frequent places where they spend their free time. Workers that use drugs and alcohol will t end to be on different sides from other workers that do not consume alcohol and drugs.... This is due to their difference in the socialising, communication and their frequent places where they spend their free time. Workers that use drugs and alcohol will tend to be on different sides from other workers that do not consume alcohol and drugs (Ghodse, 2005: 19). In such a situation, it is almost impossible to merge the two groups to work together. This causes a contemporary issue in management of employees as they are not likely to agree on some issues. Similarly, some of the employees that are on the opposing ends will not be at ease with some of the timetables and working shifts. This will adversely affect the organisation as most of the employees will not be in agreement to work together. In some cases, discrimination cases occur in an organisation due to cliques of people that have something in common. Discrimination is an attribute that has affected a large number of organisations as it reduces its performance (Brewster, 2008: 19). For instance, some people are given a promotion due to the indulgence in some activities that are not productive in the work place. For instance, friendship in drinking dens could be extended to the organisation. With such activities, it is easier to promote a person that does not qualify for the post. However, the person is qualified for the post due to the indulgence in drugs and alcohol with the managers (Aronson, 2004: 14). This is a setback to the organisation. First, the organisation is likely to be controlled by people that adore alcohol and drugs. This creates a scenario where the decisions that are made in the organisation depend on a clique of drunkards. Such decisions could stall the organisation, especially when they do not consider the whole issue. Secondly, most of the other