The Birth of Venus by Sandro Botticelli

One of Sandro Botticelli’s most celebrated works of art speaks to a traditional legend †the introduction of Venus (1485â€1486). This work of art shows the fantasy of Venus’ birth. Botticelli based the image in a book: â€Å"the profane Birth of Venus and the crowning ordinance of the holy Venus. It was composed by Ange Poliziano, in view of a tribute by Hesiod. † (Berger Foundation, 2006) â€Å"The impact, regardless, is unmistakably agnostic, taking as motivation composed portrayals by the second century student of history Lucian of magnum opuses of Ancient Greece, was made at once and place when most fine arts delineated Roman Catholic themes.It is to some degree astonishing that this canvas got away from the blazes of Savonarola's campfires, where some of Botticelli's other â€Å"pagan† affected works died. Botticelli was near Lorenzo de Medici. Due to their fellowship and Lorenzo's capacity, this work was saved from Savonarola's fires and the objection to the Church. † (Wikipedia, 2006) The image can be isolated into three sections: At the left, Zephyr and Chloris fly with tangled appendages. Around them, there are falling roses with brilliant hearts. At the correct part, the trees structure some portion of a blossoming orange woods, identified with the Greek legend of Hesperides’ consecrated garden.At the inside shows up the Nymph, that may be one of the Greek goddesses of the seasons (Spring or Flora) which invites her ashore; and the shell where it tends to be seen perhaps not Venus’ birth however the second when she arrives at Paphos in Cyprus, having been conveyed by the shell. Tolstoy’s understanding of craftsmanship Leo Tolstoy, other than his notable writing work, has built up his own hypothesis of workmanship, which accentuates the significance of workmanship to individuals through the correspondence from the specialists to the beneficiaries their feelings and sentiments. For him craft smanship is a mean of correspondence of feeling as opposed to ideas.The craftsman conveys using shading, sound, development or words, a feeling or feeling that he has recently experienced. Tolstoy denies various originations on craftsmanship, similar to those which state that is an appearance of some baffling thought, or that workmanship is an approach to let off the overabundance of vitality put away by men, or simply unadulterated joy. For Tolstoy workmanship is a mean of association among men, fundamental to life, cultivating the profound advancement of mankind. Birth of Venus under Tolstoy’s point of view It can be expressed that Botticelli takes from various craftsmen and masterminds the establishments which uses to communicate his sentiments and emotions.During his time, the renaissance, old folklore was appreciated once more. Craftsmen and men of science assembled around the rulers, and they all lived respectively. Among these men enthusiasm for the past developed and they began to interpret Virgil, Homer, Hesiod and Pindar. Accordingly, it was entirely possible that the humanist thoughts proliferated quickly. The craftsmanship in Florence began to development and the humanist thoughts were joined into the artists’ work. To decipher workmanship it is critical to focus on the connections â€Å"between themes in progress being referred to and other social marvels of the time, including abstract and religious records. † (Matthew, 1997)Boticcelli’s Birth of Venus, painted for Lorenzo di Pierfrancesco de Medicis, is an unmistakable case of what Tolstoy alluded in his hypothesis. Without correspondence between these individuals it may be difficult to deliver this composition. It mirrors the thoughts that were normal among these men. Presently, there is the reality of what sentiments or feelings Botticelli attempted to communicate. The account of Venus’ birth is a celestial message which carried magnificence to humankind. It may be comprehended that the painter attempted to speak to this legend in a significant manner. The canvas conveys Botticelli’s feelings before the intensity of nature’s innovative force.Collingwood’s vision of craftsmanship Collingwood’s vision of workmanship expresses that â€Å"the masterpiece is a simply fanciful article, existing just and genuinely, in the artist’s mind and that it is an outflow of the craftsman feeling. † (Collingwood, 1938) Therefore, if the work just exists in the artist’s mind, its physical portrayal is an approach to speak to it to other people. The way that Collingwood sees craftsmanship could be clarified in a specific order: the craftsman has sentiments which are oblivious, he gets mindful of them through feelings and its looks, and in this manner he is aware of the feeling.Then, the way that he frees from the persecution of these emotions is through his masterful articulation. Therefore, craftsmanship is the way that the craftsman communicates his own feelings for himself. â€Å"Communicating that feeling to others is secondary† ((Collingwood, 1938) as he sees aesthetic creation as, essentially, a procedure of self affirmation. The goal is to make it comprehended the way that the craftsman who has communicated the feeling felt in having the feeling. Birth of Venus as per Collingwood’s point of view Under Collingwood’s viewpoint is intricate to build up an examination of Botticelli’s picture.According to his specific perspective on craftsmanship, the painter attempts to communicate his feelings in a manner to comfort his brain. In this manner, it is important to comprehend what sentiments or feelings were â€Å"perturbing† Botticelli’s mind. He was attempting to investigate his own feelings, in this manner the main thing that can be broke down is the optional correspondence, the one that is conceivable gratitude to the way that the craftsman uses to communicate a language that may be comprehended by everybody. What feelings were driving the painter? By taking a gander at the image one may asses that he feels overpowered and astonished by nature’s force.Also, other than the excellence of the artistic creation, an exceptional length of Venus’ neck and the uncommon edge that her left arm portrays help to achieve congruity, improving the sentiment of an inconspicuous and delicate being, as the story says, a blessing from paradise. Botticelli painted â€Å"men and women†¦daddened never-endingly by the endless supply of the extraordinary things from which they shrivel. † (David, 1980) Conclusion Collingwood’s hypothesis of craftsmanship contradicts to Tolstoy’s. While Tolstoy says that the main explanation of workmanship is correspondence, Collingwood says that craftsmanship is an absolutely nonexistent article, existing just in the artist’s mind, in this manner is a declaration of the craftsman emotion.They both know about the way that feelings are amazingly basic in the production of workmanship, yet Collingwood’s record of the feelings is altogether different from Tolstoy’s. He says that the craftsman articulation is a method of self freedom from the sentiments or feelings, while Tolstoy’s says that the craftsman needs to convey an inclination that the craftsman has recently experienced. For Collingwood, creation is here and there greedy, while for Tolstoy is a demonstration of correspondence basic for comprehension among mankind. References The Birth of Venus (Botticelli) From Wikipedia, the free encyclopediahttp://en. wikipedia. organization/wiki/The_Birth_of_Venus_%28Botticelli%29 Rampley, Matthew, 1997 â€Å"From Symbol to Allegory: Aby Warburg's Theory of Art†. Diary article; The Art Bulletin, Vol. 79, Cowart, David, 1980 â€Å"Thomas Pynchon: The Art of Allusion† Book. Southern Illinois University Press, Wikipedi a. 2006 Sandro Botticelli article. November. <http://en. wikipedia. organization/wiki/Sandro_Botticelli> Jacques-Edouard Berger Foundation. â€Å"World Art Treasures† <http://www. bergerfoundation. ch/Sandro/44venusprintemps_english. html> R. G. Collingwood, 1938, Art as an Expression

Parola Island The Pink Beach of Camarines Norte free essay sample

A mystery heaven in Camarines Norte. This island have white sand, precious stone water and small scale virgin woodland. The tranquility, the remarkable experience and straightforwardness of this island was exceptional spot in your life.No one is island yet this island is the a standout amongst other island Ive ever observed. (Paki right na lang). This is Calalanay Island in Jose Panganiban Camarines Norte. In the event that you need to get away from the truth, overlook any pressure, misfortune in your life, and to make another and exceptional memory it is the best spot for you.Calalanay Island is situated in Jose Panganiban Camarines Norte. A milestone specked by sublime tress and verdant grass bordered by white sand, the island offers adequate spot shade and level surfaces for any one to pitch a tent.To reachable the island its set aside some effort to go around one (1) hour to see the mystery heaven in Jose Panganiban. We will compose a custom exposition test on Parola Island: The Pink Beach of Camarines Norte or then again any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page You injoy the white sand and particularly the blue-green water its methods the sea shore its to deep.There are no retreats on the island so you certainly need to bring your own endurance pack things and food. Youd need to bring these, if necessary.†¢ Tent, umbrella, defensive under layers, hammock†¢ Food and water containers†¢ Flashlight, flame, fire making tools†¢ Sunblock or after sun moisturizer, creepy crawly repellents†¢ Your own devices and force bank.First you should reach Camarines Norte in the event that you will be originating from outside the province.By Air: The closest business air terminal is in the Naga Camarines Sur. From Manila take 40 minutes plane ride to Naga. At that point take an open van or transport to daet Camarines Norte then take another open van or transport to Jose Panganiban. You can take a tricycle to city office and request that local people get to larap port. Via land:From Manila take a transport making a beeline for Panganiban Camarines Norte it will discovered Cobao and Pasay terminal. Travel time is around 8-10 hours. Once in Panganiban search for tricycle to city office, request that they get larap port.

2011 Transfer Update - UGA Undergraduate Admissions

2011 Transfer Update - UGA Undergraduate Admissions 2011 Transfer Update We are finally at the finish line for Summer Transfers! While we have about 15 or so left, generally extremely challenging files with a great deal of coursework from colleges we have not worked with before, we are now starting on Fall transfer applicants. I know that this is a little later than expected, but a few things came up that pushed back our timeline. Please know that there are about 75 or so summer transfers that were incomplete, and some of these applicants will be receiving emails concerning the fact that we have old transcripts that do not have the most up-to-date work on them, and these students should get in a new transcript ASAP. As for Fall transfers, we will begin with applicants that sent in their applications and materials first, and then work from there. I cannot give you a time estimate right now, as we still have not hit the Fall transfer deadline, so I have no idea how many overall applications there will be this year. As well, the people on the phones cannot guess about a decision timeline, so please do not call us if that is your only question. We receive a large number of emails, calls, posts, etc. saying that applicant X needs to sign a lease in Athens, so they need to know now if they are admitted. I have good and bad news on this issue; first, there are a large number of available places to live in Athens (a buyers/renters market), so do not panic about this issue. The bad news is that stating this situation in an email, phone call, post, etc. will not change our timeline for reviewing your file, so my best answer is to just be patient. I hope this helps, and Go Dawgs!

Indian Reorganization Act of 1934

The Indian Reorganization Act, or the Wheeler-Howard Act, was legislation enacted by the U.S. Congress on June 18, 1934, intended to loosen federal government control over American Indians. The act sought to reverse the government’s long-standing policy of forcing Indians to abandon their culture and assimilate into American society by allowing the tribes a greater degree of self-government and encouraging the retention of historic Indian culture and traditions. Key Takeaways: Indian Reorganization Act The Indian Reorganization Act, signed into law by President Franklin Roosevelt on June 18, 1934, loosened U.S. government control of American Indians.The act sought to help Indians retain their historic culture and traditions rather than being forced to abandon them and assimilating into American society.The act also allowed and encouraged the Indian tribes to govern themselves while increasing the federal government’s efforts to improve living conditions on Indian reservations.While many tribal leaders praised the act as the â€Å"Indian New Deal,† others criticized it for its shortcomings and failure to realize its potential. The act returned control of the land and mineral rights to former Indian lands back to the tribes and sought to improve the economic condition of the Indian reservations. The law did not apply to Hawaii, and a similar law passed in 1936 applied to Indians in Alaska and Oklahoma, where no reservations remained. In 1930, the U.S. census counted 332,000 American Indians in the 48 states, including those living on and off reservations. Due largely to the Indian Reorganization Act, government spending on Indian affairs increased from $23 million in 1933 to over $38 million in 1940. In 2019, the U.S. federal budget included $2.4 billion for programs serving the American Indian and Alaska Native population. While many tribal leaders hail the Indian Reorganization Act as the â€Å"Indian New Deal,† others, saying that it actually had a negative effect on Indians, called it the â€Å"Indian Raw Deal.† Historical Background In 1887, Congress had enacted the Dawes Act, intended to force Native American Indians to assimilate into U.S. society by abandoning their cultural and social traditions. Under the Dawes Act, some ninety million acres of tribal land was taken from Native Americans by the U.S. government and sold to the public. The Indian Citizenship Act of 1924 had granted full U.S. citizenship only to American-born Indians living on reservations.   In 1924, Congress recognized Native American’s service in World War I by authorizing the Meriam Survey assessing the quality of life on the reservations. For example, the report found that while the average national per capita income in 1920 was $1,350, the average Native American made only $100 a year. The report blamed U.S. Indian policy under the Dawes Act for contributing to such poverty. The abysmal conditions on Indian reservations detailed in the Meriam Report of 1928 drew sharp criticism of the Dawes Act and drove demands for reform. Passage and Implementation The Indian Reorganization Act (IRA) was championed in Congress by John Collier, President Franklin D. Roosevelt’s Commissioner of the Bureau of Indian Affairs (BIA). Long a critic of forced assimilation, Collier hoped the act would help American Indians govern themselves, retain their tribal reservation lands, and become economically self-sufficient. As proposed by Collier, the IRA met stiff opposition in Congress, as many influential private-sector interests had profited greatly from the sale and management of Native American lands under the Dawes Act. In order to gain passage, supporters of the IRA agreed to allow the BIA, within the Department of Interior (DOI), to retain oversight of the tribes and reservations. While the act did not terminate existing private-sector ownership of any Indian reservation lands, it did allow the U.S. government to buy back some of the privately owned lands and restore it to Indian tribal trusts. In the first 20 years after its passage, the IRA resulted in the return of more than two million acres of land to the tribes. However, by not disturbing existing private ownership of reservation lands, the reservations emerged as patchwork quilts of privately- and tribally-controlled land, a situation which persists today. Constitutional Challenges Since the enactment of the Indian Reorganization Act, the U.S. Supreme Court has been asked to address its constitutionality on several occasions. The court challenges have typically arisen from a provision of the IRA under which the U.S. government is allowed to acquire non-Indian land by voluntary transfer and convert it into Indian land held in federal trusts. These lands may then be used for certain activities intended to benefit the tribes, such as Las Vegas-style casinos in states that do not otherwise allow gambling. Such Indian tribal lands also become exempt from most state taxes. As a result, state and local governments, as well as individuals and businesses objecting to the impacts of large Indian casinos, often sue to block the action. Legacy: New Deal or Raw Deal? In many ways, the Indian Reorganization Act (IRA) succeeded in delivering its promise of being the â€Å"Indian New Deal.† It directed funds from President Roosevelt’s actual Great Depression-era New Deal programs toward improving conditions on the Indian reservations that had suffered under the Dawes Act and encouraged renewed public appreciation and respect for Native American culture and traditions. The IRA made funds available to help Native American groups buy tribal lands lost to the Dawes Act’s allotment program. It also required that Indians be given first consideration for filling Bureau of Indian Affairs jobs on the reservations. However, many historians and tribal leaders argue that the IRA failed American Indians in many aspects. First, the act assumed that most Indians would want to remain on their tribal reservations if the living conditions on them were improved. As a result, Indians who wanted to fully assimilate into white society resented the degree of â€Å"paternalism† the IRA would allow the Bureau of Indian Affairs (BIA) to hold over them. Today, many Indians say the IRA created a â€Å"back-to-the-blanket† policy intended to keep them on the reservations as little more than â€Å"living museum exhibits.† While the act allowed Indians a degree of self-government, it pushed the tribes to adopt U.S.–style governments. Tribes that adopted written constitutions similar to the U.S. Constitution and replaced their governments with U.S. city council-like governments were given generous federal subsidies. In most cases, however, the new tribal constitutions lacked provisions for separation of powers, often resulting in friction with Indian elders. While funding for the needs of Indians increased due to the IRA, the annual budget for the Bureau of Indian Affairs remained inadequate to deal with the growing demands of economic development for the reservations or to provide adequate health and educational facilities. Few individual Indians or reservations were able to become financially self-sustaining. According to Native American historian Vine Deloria Jr., while the IRA provided opportunities for Indian revitalization, its promises were never fully realized. In his 1983 book â€Å"American Indians, American Justice,† Deloria noted, â€Å"Many of the old customs and traditions that could have been restored under the IRA climate of cultural concern had vanished during the interim period since the tribes had gone to the reservations.† In addition, he noted that the IRA eroded reservation Indians’ experience of self-government based on Indian traditions. â€Å"Familiar cultural groupings and methods of choosing leadership gave way to the more abstract principles of American democracy, which viewed people as interchangeable and communities as geographical marks on a map.† Sources and Further Reference Wilma, David. â€Å"Wheeler-Howard Act (Indian Reorganization Act) shifts U.S. policy toward Native American right to self-determination on June 18, 1934.† HistoryLink.org.â€Å"Indian New Deal.† US National Archives: Pieces of History.â€Å"Indian Affairs: Indian Affairs Funding.† US Department of the Interior (2019).â€Å"Meriam Report: The Problem of Indian Administration (1928).† National Indian Law LibraryDeloria Jr, Vine, and Lyttle, Clifford. â€Å"American Indians, American Justice.† 1983. ISBN-13: 978-0292738348Giago, Tim. â€Å"Good or Bad? Indian Reorganization Act Turns 75.† Huffington PostKelly, Lawrence C. â€Å"The Indian Reorganization Act: The Dream and the Reality.† Pacific Historical Review (1975). DOI: 10.2307/3638029.

College Athletes Should Not be Paid - Free Essay Example

Sample details Pages: 4 Words: 1114 Downloads: 9 Date added: 2019/05/30 Category Career Essay Level High school Topics: Should College Athletes Be Paid Essay Did you like this example? College sports, an industry that earns billions because of the millions of people that gather to watch athletes play, has come under fire for not paying said athletes. While many think that athletes should be paid in college, such a practice would be impractical, most athletes do not generate enough revenue to be paid, such a system would violate the essence of being a student-athlete, and the profits that are generated by sports benefit the school as a whole. College football began to increase in popularity in the late 19th century. The sport was far more violent in its early days, with concussions, broken bones, and general pains and fatigue rampant in the sport. In 1905, President Theodore Roosevelt (R, 1901â€Å"09) gathered the heads of college athletics programs to discuss reforms that would make college sports safer. In December of that year, 62 colleges formed the Intercollegiate Athletic Association of the United States (IAAUS), a body tasked with drawing up a set of standard rules and regulations to be followed by all member colleges. In 1910, the IAAUS changed its name to the NCAA. The organizations Web site describes it as a discussion group and rules-making body. In 1921, the NCAA organized its first national championship: The National Collegiate Track and Field Championships. In 1939, the organization introduced a basketball championship, to be decided by an eight-team tournament. The tournament grew in both size and popular ity, over the next several decades; in 1975, the tournament was expanded to 32 teams. In 1957, meanwhile, the NCAA began to allow universities to provide athletic scholarships for players they felt would benefit their teams. Once that happened, observers note, schools began competing to find the best players. Don’t waste time! Our writers will create an original "College Athletes Should Not be Paid" essay for you Create order Allen Sack, a professor of business at the University of New Haven, in Connecticut, and a former college football player, notes that it was in the wake of that decision that commercialized college sports started down the slippery slope toward open professionalism. College basketball grew more popular†and more profitable†in the late 1970s. BusinessWeek journalist Jason Zengerle describes 1979 as a momentous year, in which future NBA superstars Larry Bird and Magic Johnson garnered national attention by facing off in the NCAA basketball title game between Birds Sycamores†representing Indiana State University in Terre Haute†and Johnsons Spartans†representing Michigan State University in East Lansing. Around that time, the Nike sportswear company began paying NCAA coaches to outfit their players in Nike apparel. Such endorsements soon became common, with coaches earning thousands of dollars a year for showcasing corporate-branded sports apparel. Critics of paying college athletes note that only a small number of them compete in sports or on teams that generate revenue. They argue that if players were paid, a handful of exceptional athletes would receive large salaries while most players would receive a pittance and would probably no longer be offered valuable athletic scholarships. Basketball coach Paul Hewitt of the Georgia Institute of Technology in Atlanta argues, Few players truly move the needle in terms of attendance, TV ratings, or merchandising. If players were paid, he argues, youd get a few guys making a lot of money, and others fighting their way onto campus. I think in the long run; the majority of student-athletes would lose in that type of market. Kapur argues that paying college athletes would ruin college sports for most of them. He argues, When you boil it all down, college sports are really about getting a good education and doing what you love to do for just a few more years before you have to knock it off and get a real job. So, before we consider anything else, why should anyone reform a system and attempt to cater to a tiny minority when it is generally working for the other 97%? If it aint broke, dont fix it. Some professional athletes insist that college players do not†and should not†play out of a desire to make money. Matt Ryan, who played football for Boston College and is now the quarterback of the NFLs Atlanta Falcons, argues, [T]heres an innocence to it thats great about college football. Indeed, many critics of paying college athletes insist that there is simply a sanctity about amateur sports that would be violated if players were paid. John Lombardi, president of the Louisiana State University Sys tem, argues, College sports must be conducted with the talent of amateurs who do not receive direct individual payment for their services beyond what is appropriate for school expenses. If they receive more, then they become employees of the university, playing not for the team but for the money. Lombardi notes, It is the principle that matters. We succeed with intercollegiate sports because we work hard to put only amateur students on the field, we construct restrictions to keep our student-athletes as continuing members of our university, and we rigorously exclude those who step over the line into the professional world or fail to maintain some minimum standard of student status. Critics of paying college athletes also defend the large amounts of money that universities make from their athletics programs. The late NCAA President Myles Brand once said that a college athletics program, like the university as a whole, seeks to maximize revenues. In this respect, it has an obligation to conduct its revenue-generating activities in a productive and sound business-like manner. Others note that when a college or university earns a lot of money from college sports, the entire university benefits, not just the athletics department. David Schmidly, the president of the University of New Mexico in Albuquerque, notes, One of the most effective ways to market your university nationally is to have a really quality athletic program. It helps recruit faculty, students, and donors. It helps with the image of the whole university. Supporters of paying college athletes assert that players should be paid simply because their hard work makes money for other people. Boyce Watkins, a finance professor at Syracuse University in upstate New York, argues, If what you do earns money, then you have the right to negotiate for your share. When Tom Cruise makes a film, he gets paid quite well. He doesnt get the money because hes a nice guy, he gets paid because he is generating revenue for someone else. Thats how capitalism works. While this is a good point, it doesnt consider the fact that college athletes are amateurs and that theater students dont receive the money they generate for the drama program. While supporters of paying college athletes have good arguments, the fact of the matter is that most athletes dont generate enough to be paid, it wouldnt work as a system, and that paying them crosses the line of amateurism into professionalism.

Essay on Gibbs Nursing Model on Reflection Free Essays

string(23) " was able to help him\." Introduction There are a number of different models of reflection that are utilised by professionals to evaluate past experiences. The two main types of professional reflection are reflection-on-action and reflection-in-action (Somerville and Keeling, 2004). Reflection-on-action encourages individuals to re-live past events, with an emphasis on developing a more effective action plan for any future, similar events that may occur. We will write a custom essay sample on Essay on Gibbs Nursing Model on Reflection or any similar topic only for you Order Now However, this type of reflection does tend to focus more on the negative aspects of our actions rather than the positive behaviours that were demonstrated during the event that is being reflected upon (Somerville and Keeling, 2004). Reflection-in-action is a deeper and more interactive form of reflection that encourages individuals to observe and reflect on past situations from the point of view of themselves and of others around them at the time of the event. Self-reflection and reflection upon events that happened within a work environment are important for individuals within the nursing profession (Paget, 2001). Reflection allows medical professionals to challenge and develop their existing knowledge, maximising the opportunity for learning and to avoid mistakes that may have been made in the past (Royal College of Nursing, 2012). The Gibbs (1988) model of reflection suggests that the process of reflection is systematic and follows a number of specific steps in order to be successful. This model of reflection is a type of formal reflection, which draws on research and puts forward a theory as to how most effectively put into practice to process of reflection. The process can be broken down into six key steps: Description: this step explores the context of the event and covers fine details such as who was present at the event, where it happened and what happened. Feelings: this step encourages the reflector to explore their thoughts and feelings at the time of the event. Evaluation: this step encourages the nurse to make their own judgement about the event and to consider what went well and what went less well about the event. Analysis: this step delves even deeper into reflection on the event and encourages the nurse to break the event down into smaller episodes in order to facilitate analysis. Conclusions: this step explores the potential alternatives that may be used to deal with the situation that is being reflected upon. Action Plan: this is the final step in the reflection process. The action plan is put into place in order to deal more effectively with the situation if or when it may arise again. The Royal College of Nursing (2012) believes the Gibbs (1988) model of reflection to be particularly superior because emphasises the role of emotions and acknowledges their importance in the reflection process. Nursing can often be an emotionally charged career, especially for nurses working in areas such as psychiatric health and palliative care. Therefore, reflection on these emotions and exploration of how to manage them and improve management of them in the future is of particular importance in the nursing profession. Case Study Step One (Description) A young male patient aged 16 years came into the clinic around three days ago. He complained of low self-esteem and is feeling fed up and depressed because of pimples and spots on his face. The patient was worried thatgirls would not be attracted to him because of the spots. The consultation took place with just myself present, no other nurses were in the room at the time of the appointment. The consultation lasted around half an hour, during which time myself and the patient discussed the history of his problems with his skin and the emotional distress that the spots were causing him. The patient disclosed that he had begun to get spots at around age 14 when he had started puberty and that it had begun to make him feel extremely self-conscious. The patient described the negative effect that the acne was having. For example, he has been bullied at school and is feeling apprehensive about starting sixth form in September because he believes that he will be the only sixth former with s pots. Based on the reasonably lengthy history of the acne, the presence of acne on the face and the negative emotional effect that the acne was having, a three month dosage of oxytetracycline was prescribed for the patient. Step Two (Feelings) During the consultation I had a number of feelings. Primarily I felt sympathy for the client because his situation reminded me of my own time as a teenager. I suffered from bad skin from the ages of 14 to about 20 and it severely affected my own self-esteem. In a review of the literature, Dunn, O’Neill and Feldman (2011) have found that patients suffering from acne are more at risk of depression and other psychological disorders. However, the review also found that acne treatment may lead to improvement of the psychological disorder that are so often co-morbid. This made me feel re-assured that prescribing oxytetracycline had been the right thing to do. My own experiences of acne also meant that I was able to relate well to the patient. I also felt some anger during the consultation. This anger was directed at the patient’s peers who had been cruel enough to taunt and tease the patient because of his acne. I also felt regret and guilt. I regretted not referring the pati ent onwards for emotional support and for not exploring the psychological impact of the acne in more detail. I also felt a sense of pride that this young man had the courage to come to the clinic by himself to seek help for his acne. I remembered how upsetting acne was as a teenager and I remembered that I would have been too embarrassed to have ever gone to a clinic or to have sought help from an adult. In turn, I also felt happiness. I felt happy that this young man had come to the clinic and I felt happy that I was able to help him. You read "Essay on Gibbs Nursing Model on Reflection" in category "Essay examples" Step Three (Evaluation) On evaluation, the event was good in a number of ways. Firstly it added to my experience of dealing with young people and in dealing with the problems that are unique to this population of patients. I have not had many young patients during my nursing career and I welcome the opportunity to gain experience with this group. Furthermore, it re-affirmed my career choice as a nurse. During your career you always have doubts as to whether you have chosen the correct path. However, there are points in your career when you feel sure that you have made the right choice. However, there were also some negative elements. Firstly, the appointment was quite short and I am worried that this may have made the patient feel rushed and uncomfortable. After the consultation I did some research into the effects of acne in young people. Purvis et al. (2006) have found that young people with acne are at an increased risk of suicide and that attention must be paid to their mental health. In particular, the authors found that directly asking about suicidal thoughts should be encouraged during consultations with young people. This information only served to make me feel more anxious and I wished that I had bought this up with the patient. Step Four (Analysis) On reflection, being able to relate to the patient increased my ability to deal more effectively with the situation. I feel that the patient was able to open up more to me because he sensed my sympathy for him and his situation. Randall and Hill (2012) interviewed children aged between 11 and 14 years about what makes a ‘good’ nurse. It was found that the ability to connect to them was extremely important and so I think this is why the patient felt comfortable opening up to me. On reflection, I am also now convinced that the patient coming to see me was a very positive event. The patient could have chosen to go on suffering and could have chosen not to open up and talk about the problems his acne was causing. In a review of the literature, Gulliver, Griffiths and Christensen (2010) found that young people perceived embarrassment and stigma as barriers to accessing healthcare. Therefore, it could have been very easy for the patient to have avoided coming and seeking help. I felt a range of both positive and negative emotions during the consultation, and I think this re-affirmed for me that I enjoy nursing and enjoy helping others. It is important to genuinely care about patients and to provide them with the best care possible. This would be hard to do if you did not feel empathy for patients. The experience also helped me realise that I need to actively search out training and learning opportunities regarding working with young people with mental health issues. Step Five (Conclusion) If the same situation was to arise again I think that I would approach it in a slightly different way. In particular, I would have offered to refer the patient to further support services. During the consultation the patient mentioned that he felt that the spots on his face made him unattractive to the opposite sex. In addition to providing medication to get to the biological and physiological roots of the problem, on reflection I think it would have been beneficial to the patient to have provided information about charities that offer self-esteem and confidence building. Such charities that offer these services include Young Minds (http://www.youngminds.org.uk/) and Mind (http://www.mind.org.uk/). In retrospect, I also believe that I should have given the patient a longer consultation time in order for us to have explored the psychological impact of his acne in more detail. Coyne (2008) has found that young people are rarely involved in the decision-making process when it comes to t heir consultations. Therefore, giving the patient more time to discuss his problems may have improved his sense of wellbeing as he felt more involved in his care process. Step Six (Action Plan) There are a number of elements to my action plan. Firstly, I will make sure that in the future the consultation room has leaflets and information pertaining to mental health problems in young people. This way, young people can access the information if they perhaps feel too embarrassed to talk about it. Hayter (2005) has found that young people accessing health clinics put a high value on a non-judgemental approach by health staff. Therefore, in future I would be sure to be aware of my attitude and make sure that either subconsciously or consciously; I am not making any judgements about the patient. Hayter (2005) also found that young people had serious concerns regarding confidentiality, especially during busy times at the clinic. Therefore, in the future I would be certain to reassure young people that their details and consultations are kept completely confidential. To re-assure young patients, I may ask them to sign a confidentiality form, which I will also sign in front of them. Furthermore, my action plan will include improving my knowledge and awareness of working with young people as a nursing professional. This will allow me to increase the tools and skills I have for dealing with young people with complex needs. During the consultation I felt anger toward the patient’s peers who had teased him. In the future, I will focus on being more objective when dealing with a patient who has been the victim of bullying. References Coyne, I. (2008) Children’s participation in consultations and decision-making at health service level: A review of the literature. International Journal of Nursing Studies, 45(11), pp. 1682-1689. Dunn, L.K., O’Neill, J.L. and Feldman, S.R. (2011) Acne in adolescents: Quality of life, self-esteem, mood and psychological disorders. Dermatology Online Journal, 17(1). Available at: http://escholarship.org/uc/item/4hp8n68p [Accessed 20 October 2013]. Gibbs, G. (1988) Learning by Doing: A guide to teaching and learning methods. Oxford: Further Education Unit. Gulliver, A., Griffiths, K.M. and Christensen, H. (2010) Perceived barriers and facilitators to mental health help-seeking in young people: a systematic review. BMC Psychiatry, 10(1), pp. 113. Hayter, M. (2005) Reaching marginalised young people through sexual health nursing outreach clinics: Evaluating service use and the views of service users. Public Health Nursing, 22(4), pp. 339-346. Paget, T. (2001) Reflective practice and clinical outcomes: practitioner’s views on how reflective practice has influenced their clinical practice. Journal of Clinical Nursing, 10(2), pp. 204-214. Purvis, D., Robinson, E., Merry, S. and Watson, P. (2006) Acne, anxiety, depression and suicide in teenagers: A cross-sectional survey of New Zealand secondary school. Journal of Paediatrics and Child Health, 42(12), pp. 793-796. Randall, D. and Hill, A. (2012) Consulting children and young people on what makes a good nurse. Nursing Children and Young People, 24(3), pp. 14. Royal College of Nursing (2012) An exploration of the challenges of maintaining basic human rights in practice. London: Royal College of Nursing. How to cite Essay on Gibbs Nursing Model on Reflection, Essay examples

Motivation and Self-managed Work Teams free essay sample

?External Locus of Control Individuals with a belief that what happens to them is due to luck or chance. The belief that events in one’s life, whether good or bad, are caused by uncontrollable factors such as the environment, other people, or a higher power. Which Factors influence perception? Attitudes Moods Motives Self-Concept Interest Cognitive Structure Expectations Perception is: A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. Terminal Values: Prosperous Life, Exciting Life, Accomplishment, Pleasure, Equality, Friendship What Is Important to Managers: Sense of Accomplishment, equality, and Self-Respect According to Rokeach, Terminal_____ values refer to desirable end-states of existence. Instrumental Values: Ambitious, Broadminded, Capable, Cheerful, Clean, Honest, Responsible Hard working-broadminded, capable. What are intrinsic factors of motivation? Internal desires to perform a particular task, people do certain activities because it gives them pleasure, develops a particular skill or its morally the right thing to do. Examples: Achievement, Recognition, Work Itself, Responsibility, Advancement, Growth. What are extrinsic factors of motivation? Factors external to the individual and unrelated to the tasks they are performing. Examples include: Policy and administration, Supervision, Relationship with supervisor, Work conditions, Salary, Relationship with peers Motivational factors are intrinsic factors, like advancement, recognition, responsibility, and achievement, that are directly related to job satisfaction. The absence of motivational factors does not cause dissatisfaction; rather, a state of neutrality. Cognitive evaluation theory A version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling Motivation: any internal condition, although usually an internal one, that initates, activates, or maintains an organisms goal directed behavior. Self-determination Theory : a theory of motivation that proposes that three basic, organismic needs (competence, autonomy, and relatedness) characterize intrinsic motivation. Motivation that focuses on 5 levels of needs? Maslow’s Hierarchy of Needs: (low to high) Self-Actualization, Esteem Needs, Social Needs, Safety Needs, Physiological Needs. McClellands Theory of Needs: 3 NEEDS : states that workers are motivated by three needs: need for achievement, need for power, and need for affiliation. The most successful managers will have an appropriate fit between their job and their dominant need. Equity Theory: Individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities. -a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships Goal Setting Theory: This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. a theory that states that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement. Self-efficiency and Goal commitment Specific and clear attainment of goal According to the goal-setting theory of motivation, goals should be difficult but attainable Five Stage Group Development- Forming Uncertainty stage Storming Intragroup conflict Norming Cohesiveness, relationships develop Performing Fully functional Adjourning Wrap up, prepare to disband Group Role: A set of expected behavior patterns attributed to someone occupying a given position in a social unit. Group Norm: Acceptable standards of behavior within a group that are shared by the groups members Role Identity: refers to the attitudes and behaviors that are consistent with a role Role expectations: describe how others believe you should act in a given situation.. common class of norms appearing in most work groups: Performance norms, Appearance, Arrangement. Define Work Group and identify how it interacts : A group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility. summation of each group members individual contribution. Goal Share information Synergy -Neutral (sometimes negative) Accountability Individual Skills Random and varied Group cohesiveness can be increased by doing what? 1. make the group smaller 2. encourage agreement with group goals, 3. increase the time members spend together 4. increase the status of the group and the perceived 5. difficulty of attaining membership in the group 6. stimulate competition with other groups, 7. give rewards to the group rather than to individual members 8. physically isolate the group Formal Group: A designated work group defined by an organizations structure. a group in which the structure, goals, and activities of the group are clearly defined Informal Group: a group that managers or nonmanagerial employees form to help achieve their own goals or meet their own needs Problem –Solving Name the 4 most common types of teams in an organization. problem-solving teams- only make recommendations (5-12 team members) 2. self- managed work teams- solve problems but implement solutions and take responsibility for outcomes. (10-15 members) 3 cross-functional teams -employees from about the same hierarchical level but different work areas, who come together to accomplish a task. 4. virtual teams- use computer technology to unite physically dispersed members and achieve a common goal. Brainstorming: a group problem-solving technique in which members sit around a let fly with ideas and possible solutions to the problem Problem-Solving Teams: groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment Cross-Functional Teams: Employees from about the same hierarchical level, but from different work areas, who come together to accomplish a task Virtual Teams: teams that use computer technology to tie together physically dispersed members in order to achieve a common goal Organizational demographythe degree to which members of a work unit share a common demographic attribute, such as age, sex, race, educational level, or length of service in an organization, and the impact of this attribute on turnover. What is the advantage of a non-cohesive group? When performance norms are low, productivity may be higher than a cohesive group. 4 Key Components of effective teams: 1 . Context -adequate resources, effective leadership, a climate of trust, and a performance evaluation and reward system 2. Composition -the ability and personality of team members, allocation of roles and diversity, size of the team, and members preference for teamwork. 3. Work Design autonomy, skill variety, task identity, task significance 4. Process member commitment to a common purpose, establishment of specific team goals, team efficacy, a managed level of conflict, and minimized social loafing. Social Loafing: The tendency for individuals to put forth less of an effort when working in a group than when working alone. the tendency for people in a group to exert less effort when pooling their efforts toward attaining a common goal than when individually accountable Group Think: occurs within a group of people, in which the desire for harmony or conformity in the group results in an incorrect or deviant decision-making outcome. Group members try to minimize conflict and reach a consensus decision without critical evaluation of alternative ideas or viewpoints, and by isolating themselves from outside influences. The act or practice of reasoning or decision-making by a group, especially when characterized by uncritical acceptance or conformity to prevailing points of view decision making by a group (especially in a manner that discourages creativity or individual responsibility) Work Team: a group of people with complementary skills who are committed to a common mission, performance goals, and approach for which they hold themselves mutually accountable. Self-Managed Work Teams: groups of 10 to 15 people who take on responsibilities of their former supervisors Define WORK TEAM and identify how it interacts. A group whose individual efforts result in performance that is greater than the sum of the individual inputs. potential for an organization to generate greater outputs with no increase in inputs. Goal Collective performance Synergy -Positive Accountability Individual and mutual Skills Complementary Synergy is an attribute of work teams which results in a level of performance that is greater than the sum of the individual inputs. A company switched from assembly lines to self-managed work teams. What can team members do to improve the synergy and success of their teams? Assign individual roles rather than mutual team roles Organizational Culture: Advantages of a Strong O. C. : 1. provides stability to an organization, 2. ees have the same opinions about the orgs mission and values as leaders, 3. the orgs core values are both intensely held and widely shared. 4. should reduce ee turnover because it demonstrates high agreement about what the org represents -unanimity of purpose builds cohesiveness, loyalty, and organizational commitment. 5. less of a need for mgmt to be concerned with developing formal rules and regs to guide ee behavior. What does a positive organizational culture emphasize? building on employee strengths, rewards more than it punishes, and emphasizes individual vitality and growth. 7 primary characteristics of an organizations culture: 1. Innovation and risk taking 2. Attention to detail 3. Outcome orientation. 4. People orientation 5. Team orientation 6. Aggressiveness 7. Stability Organizational culture is descriptive, whereas job satisfaction is evaluative. When does an organization experience culture creation success? the founders personality becomes embedded in the culture. How do organizations transmit their culture to their ees? 1. stories (history), 2. rituals (repetitive activities of key values), 3. material symbols (what is important), and 4. language ( acronyms and jargon)

Comparison of numbers of organisms In Coniferous And Deciduous Woodlands Essay Example

Comparison of numbers of organisms In Coniferous And Deciduous Woodlands Paper An experiment was done to find out whether there was a difference in the number of organisms in the coniferous and deciduous woodlands. A quadrat of 10m by 10m was used and co-ordinates 5,1 5,2 5,3 5,4 5,5 5,6 5,7 5,8 5,9 5,10 were used because these were exactly in the middle of the quadrat area. Ten samples of leaf litter and ten samples of humus was obtained from each woodland. In the laboratory tullgren funnels were set up, the samples were tested and the organisms were collected. A results table was made to record the numbers of organisms in. The results were displayed in graphs and tables. The graphs show the average number of each organism and the actual number of each organism in each of the woodlands. In the third graph five significant organisms have been picked out. This is because they have significant values and reasons for these values. The tullgren funnel was set up using a certain amount of the leaf litter that acted as a sieve that the organisms could fall through from the humus that was placed on top of the leaf litter. 20g of humus and 10g of leaf litter was used in the tullgren funnel because only a small amount was needed. A 100w bulb was used in both experiments (for each woodland). The organisms were driven, by the drying effect of the bulb, down the tullgren funnel and eventually they fell into the 30cm3 of ethanol. The organisms died but their bodies were preserved so that at the end of five days the different organisms in the ethanol and the larger organisms in the dried up leaf litter could be identified and recorded using a microscope and a dichotomous key. We will write a custom essay sample on Comparison of numbers of organisms In Coniferous And Deciduous Woodlands specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Comparison of numbers of organisms In Coniferous And Deciduous Woodlands specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Comparison of numbers of organisms In Coniferous And Deciduous Woodlands specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This method was used because it was the most reliable, and ensured that all organisms present were removed from the sample in the tullgren funnel. Some very small organisms that were not affected by the drying effect of the bulb were not counted. During the experiment predation between organisms were occurring, this was not accounted for. The average test and the t-test were used, because two averages were being compared and there were less than 25 unmatched organisms in each sample. The value of t = 5.524 was greater than the value given for 22 points of freedom so that the Ho (null hypothesis) was rejected and the alternative hypothesis was accepted. Therefore the assumption, that the number of organisms are greater in the deciduous woodland, can be made. So the number of organisms did differ in the deciduous and coniferous woodland. The decomposition rate in the deciduous woodland is faster because organisms such as the earthworm can survive in this environment, because this environment is more alkaline than the coniferous woodland, which is more acidic. If conditions are less acidic then organisms such as the earthworm can survive and continue the fast decomposition, keeping the surrounding environment more alkaline. This is a negative feedback effect. So the number of species was greater deciduous woodland, with the exception of Springtails and small spiders. This is because these organisms have adapted to the acidic conditions of the coniferous woodland. Hypotheses Null Hypothesis (Ho) there was no difference in the number of organisms in the two soils. Alternative Hypothesis (H1) there was a difference in the number of organisms in the two soils. The Aim The aim of this investigation is to compare the difference in numbers of invertebrates in the coniferous and deciduous woodlands when samples are taken from each. The samples taken will be tested, recorded and evaluations will be made. Prediction The data collected will show that a coniferous woodland will contain fewer of the organisms that have been selected for study than in the deciduous woodland, and also that the depth of leaf litter will be considerably more in the coniferous woodland than in the deciduous woodland. Evidence In the deciduous woodland where the experiment was done, many different species of trees were growing. These trees have large, thin green leaves, to absorb the maximum amount of sunlight available. When these leaves fall off the trees to the ground, detritivores such as the worm, start the chain of decomposition. Without the detritivores the saprophytes (bacteria) cannot continue the process, after the detritivores, of breaking down the complicated organic matter. These leaves have a large surface area for detritivores to start the process of decomposition. Decomposition occurs relatively quickly therefore the layer of leaf litter will be thinner. However, in the coniferous woodland where the experiment took place there was only one species of tree and that was the pine. The pine needles are long and thin which are thought to increase the surface area for the absorption of sunlight. This surface area is also where, when the pine needles fall to the ground, the detritivores start the process of decomposition. Because of the conditions in the coniferous woodland the detritivores take longer to decompose the leaf litter. Therefore if the rate of decomposition is slow, and the rate of the pine needles falling are fast, then there will be more leaf litter on the ground of the coniferous woodland than on the floor of the deciduous woodland. The exotic conifer grows at a faster rate than the native broardleaves. Because the conifer is exotic, there are few insects and birds associated with it and so the exotic conifer is useless for use by native organisms. Because conifers are planted as a monoculture they are easy to manage (i.e. planting, weeding, fertilising, etc). But each tree needs exactly the same amount of nutrients and water because they are of the same species. This causes a deficiency of nutrients in the soil and so fertilisers have to be used. This could eventually lead to pest epidemics and so pesticides may also be needed. When a monoculture is planted, all the trees are of the same age and so are easily managed because there is little variation in height. The conifer woodlands and forests are planted in straight lines and are therefore easier to manage. However, this arrangement looks odd and unnatural because trees in a deciduous woodland are not planted in this way. If the conifers are planted densely then this ensures reduced side branch growth and increased height (therefore increasing the value of the timber). If all the trees are removed at the same time there will be a drastic change of the landscape which may result in a large amount of soil erosion. Variables * Light intensity in the coniferous woodland = 3.5 * Light intensity in the deciduous woodland = 3.5 * Temperature in the coniferous woodland = 28oC * Temperature in the deciduous woodland = 27oC Syllabus Areas Climate (i.e. local and micro climates, vegetation, landuse, topography). The Lithosphere (i.e. soils, nutrients, acidity). Ecological Relationships (i.e. ecosystems). Soil (i.e. conservation, cultivation techniques). Mathematical Skills (i.e. plotting graphs, understanding graphs, etc).

The Coming Military essays

The Coming Military essays In changing political landscape of the 21st century and the wake of the end of the cold war the US is scrambling to invent the way wars will be fought and the protection of the United States by those who wish to harm it in the coming years. As the US struggles to harness new technology and weaponry to thwart off the changing types of risks to the United States, it is faced with critical decisions of what to expect in the coming century. The new Bush administration is making it one of its highest priorities to review and change the way the military will operate Ten years ago the US stormed across the Iraqi desert crushing Sadam Husseins armies and restoring peace in the region. The Desert Storm War might be the last ground war of its kind the U.S. military will ever fight. Instead, military experts envision future wars fought at great distances with missiles or in close terrorist style attacks. In secret, behind closed doors, Defense Secretary Donald Ruhmsfield is trying to change the way the pentagon thinks and fights tomorrows military threats. The entire U.S. military will have to become lighter but more lethal. Massive aircraft carriers could eventually be replaced by smaller faster carriers protected by an armada of sleek, newly designed warships wrapped in newly designed stealth technology to protect against missile attack. An entire new generation of transports could get troops and equipment in and out of warships faster. The air force could depend more on long-range bombers and stealth aircraft. Army infantry would be geared for more rapid response; each soldier a walking, killing machine of the future. To make that change, the military will have to make some hard choices and give up some of its more conventional weapons like the armies 70 ton Abrams tank which may be too slow for battle and traditional carrier battle groups too vulnerable to enemy missiles. ...

Evangelism Essay Example | Topics and Well Written Essays - 750 words

Evangelism - Essay Example Rainer reports the findings of a survey done of more than four thousand churches in US and he points out that many congregations are abandoning the biblical model of pastoral ministry. The pastor is actually required to spend time in prayer and in the ministry of word. However, congregations are demanding more attention and time from the Pastor for tasks that are not related to the biblical foundation. As time passes, more and more new and unreasonable expectations would be placed on the overburdened pastors and if the pastors have to meet all the perceived needs and demands of church members, they would have little time to devote to their primary and main calling preaching. The author has also attempted to justify that though the pastor is expected to be involved increasingly in the community in non-theological tasks but the extent of involvement should not be considered as the measure of success and failure when attendance at a Church starts reducing. The author also reports that a few decades back, the pastor had a position of respect and esteem and unfortunately today, many pastors get very little respect in the communities where they survive. In fact, many of the harshest and most unloving critics of pastors can be found within their own congregations (Rainer, 2001, p. 55). In later sections of the Chapter, Rainer gives details of the interview he conducted with 353 formerly unchurched people. Two main questions were asked that brought about significant responses about pastors and the first was did the pastor and his preaching play a part in your coming to the Church?" For this question, more than 97% of the respondents replied that they agreed. The second question require a much more subjective response and asked about what factors led you to choose the Church?". The subjective question items and the percentage of responses are indicated as below. As seen in the above figure, the

Strategic Management (H) Essay Example | Topics and Well Written Essays - 1500 words

Strategic Management (H) - Essay Example A market analysis of various players in the industry has also been carried out. The global automobile industry is one of the leading industries in the world today. This industry has its roots in Europe and the USA where it started in the late second half of the 19th century. It started expanding to the rest of the world in the early 20th century. The global automobile car manufacturing industry deals with the assembly of passenger cars, Sports Utility Vehicles, vans and some light duty motor vehicles (Sturgeon, Biesebroeck and Gereffi, 2008). The world-wide car manufacturing industry is run mostly by large multi-national corporations that also engage in the production of other types of automobiles and automotive parts. The industry market has an oligopolistic structure, which is controlled by the big market players in the industry. The best investment in this industry can be done in an untapped market since getting into established markets is quit hard (PWC, 2009). At present, the critical success factors include: quality, image, cost control, meeting energy standards. A lot of attention is being paid to the quality of the different brands of cars being manufactured for specific markets. Competition arising from a high level of mergers in the industry is pushing manufacturers to enhance their image through production of quality cars. Cost control is also a major critical success factor as manufacturers look for ways to counter financial constraints caused by the global economic crisis. Many of these companies have developed cost-effective production of high quality cars. The high cost of fuel and other environmental factors have also led to manufacturers producing cars that meet the highest standards as pertaining to energy consumption (Ralf, 2001). The future critical success factors are likely to be pegged on the manufacturers’ image through brand management. Aspects of image such as design, service strategies, brand experience as well

What Is The Concept Of Electromagnetic Conduction? Essay

What Is The Concept Of Electromagnetic Conduction? Essay The concept of electromagnetic induction was discovered simultaneously in 1831 by Faraday in London and Joseph Henry, an American scientist working in New York that same year. Faradays law describes electromagnetic induction, whereby an electric field is induced, or generated by a changing magnetic field.. but Faraday is credited for the law since he published his work first An emf can be induced in many ways-for instance, by moving a closed loop of wire into a region where a magnetic field exists. The results of these experiments led to a very basic and important law of lectromagnetism known as Faradays law of induction. This law states that the magnitude of the emf induced in a circuit equals to the time rate of change of the magnetic flux through the circuit. With the treatment of Faradays law, we complete our introduction to the fundamental laws of electromagnetism. These laws can be explained in a set of four equations known as Maxwells equations. Together with the Lorentz force law, they represent a complete theory for describing the interaction of charged objects. Maxwells equations relate electric and magnetic fields to each other and to their ultimate source, namely, electric charges. To see how an emf can be induced by a changing magnetic field, let us consider a loop of wire connected to a galvanometer. When a magnet is moved toward the loop, the galvanometer needle deflects in one direction,arbitrarily. When we take magnet away from the loop, the needle deflects in the direction . When the magnet is held stationary relative to the loop, no deflection take place. Finally, if the magnet is held stationary and the loop is moved either toward or away from it, the needle deflects. From these observations, we observe that the loop knows that the magnet is moving relative to it because it experiences a change in magnetic field. Thus, it seems that a relationship exists between current and changing magnetic field. Faradays Law: an Explanation Listed below are the two mathematical forms of Faradays Law: the point or differential form, and the integral form. Although the two forms appear highly distinct, they mean exactly the same thing and can be used interchangeably in calculations. The point form equation can be transformed to the integral form equation and vice versa by the application of a single vector calculus theorem 1. Although synonymous, the two forms of the law lend themselves to different conceptual understanding depending on the physical context. Physicists and electrical engineers often like to state Faradays Law in the more compact point form, but prefer using the integral form for calculations since it is more physically intuitive. Avoiding the drudgery imposed by attempting to understand the sundry mathematical symbols, Faradays law says that a time-varying magnetic field induces an electric field. More formally, here is the essence of Faradays Law: The sum of all electric field components tangent to a closed spatial path, or loop, is equal to the negative time-rate of change of the magnetic flux through the surface bounded by that path. First, lets understand what is meant by flux. Imagine water flowing through a pipe in which a screen spans the cross-section . The flow of water across the screen can be considered flux. Similarly, magnetic flux refers to a magnetic field intersecting a surface. Now imagine that, as the water flows through the creen in the pipe, its rate of flow increases, i.e. it accelerates. This means that the time-rate of change of the water flow is positive relative to the direction of flow. On the other hand, if the flow rate decreases, then this time-rate of change is negative with respect to the direction of flow. The same applies to the magnetic flux through a surface: if its magnitude is increasing with respect to the fields direction, then the time-rate of change is positive; otherwise, it is negative. In this figure, there is a changing magnetic field, represented by the red arrow coming out of the page. Surrounding this changing magnetic field (and flux) is an arbitrary closed path along which are marked several tangential electric field components. The sum of these components, relatively speaking, is what is indicated by the left sides of the equations in table 1. Faradays Law equates the two last concepts: the total electric field summed around a closed path (the left side of the equation) is equal to the time-rate of change of the magnetic flux through the surface bounded by that path (the right side of the equation). Physically, this means a time-changing magnetic flux gives rise to an electric field in its neighbourhood. Recall from our earlier discussion that there must be an electric potential, or voltage, associated with every electric field. Thus our understanding of Faradays law can be extended to say that a time-variant magnetic field induces an electric potential or voltage. Faradays Law: Consequences Faradays Law is so fundamental to the workings of our universe that if the truths it conveys were not so, it is difficult to imagine how the universe as we know it would be different. One could say that electromagnetic waves wouldnt exist, and without these, perhaps, the universe wouldnt either. Or, perhaps, life would continue, but in a dramatically different way than what we experience. But this is a discussion best left for philosophers. What we do know for certain is that mankinds understanding of these laws has had a colossal impact on how we live in our world today: various inventions and technologies that incorporate Faradays Law have revolutionised mankinds living for well more than a century. Faraday law describe how electromagnetic (EM) waves are generated and, with the help of two other electromagnetics equations, propagated through various media. EM waves are essential to our existence and to our quality of life. EM waves of many different frequencies are responsible for myriads of different phenomena: low frequency EM waves are used for radio transmissions and television broadcasts; low- to mid frequency microwaves are used in satellite and mobile communications and in microwave ovens; mid-frequency infrared radiation from the sun heats our planet; mid-frequency visible light waves allow us to see and makes plant and animal life on earth possible; mid-frequency ultraviolet radiation is enjoyed by tanning sunbathers; high frequency x-rays are used in medical diagnostic equipment and in materials analysis; and ultra-high frequency gamma radiation is involved in subatomic phenomena Now let us describe an experiment conducted by Faraday. A primary coil is connected to a switch and a battery. The coil is wrapped around a ring, and a current in the coil produces a magnetic field when the switch is closed. A secondary coil also is wrapped around the ring and is connected to a galvanometer. No battery is present in the secondary circuit, and the secondary coil is not connected to the primary coil. Any current detected in the secondary circuit must be induced by some external agent. Initially, we might guess that no current is ever detected in the secondary circuit. However, something quite amazing happens when the switch in the primary circuit is either suddenly closed or suddenly opened. At the instant the switch is closed, the galvanometer needle deflects in one direction and then returns to zero. At the instant the switch is opened, the needle deflects in the opposite direction and again returns to zero. Finally, the galvanometer reads zero when there is either a steady current or no current in the primary circuit. Th e key to under-standing what happens in this experiment is to first note that when the switch is closed, the current in the primary circuit produces a magnetic field in the region of the circuit, and it is this magnetic field that penetrates the secondary circuit. Furthermore, when the switch is closed, the magnetic field produced by the current in the primary circuit changes from zero to some value over some finite time, and it is this changing field that induces a current in the secondary circuit.As a result of these observations, Faraday concluded that an electric current can be induced in a circuit (the secondary circuit in our setup) by a changing magnetic field. The induced current exists for only a short time while the magnetic field through the secondary coil is changing. Once the magnetic field reaches a steady value, the current in the secondary coil disappears. In effect, the secondary circuit behaves as though a source of emf were connected to it for a short time. It is customary to say that an induced emf is produced in the secondary circuit by the changing magnetic field. The experiments shown in Figures 31.1 and 31.2 have one thing in common: In each case, an emf is induced in the circuit when the magnetic flux through the circuit changes with time. In general, The emf induced in a circuit is directly proportional to the time rate of change of the magnetic flux through the circuit. Where is the magnetic flux through the circuit (see Section 30.5). If the circuit is a coil consisting of N loops all of the same area and if _B is the flux through one loop, an emf is induced in every loop; thus, the total induced emf in the coil is given by the expression. The negative sign in Equations 1 and 2 is of important physical significance. Suppose that a loop enclosing an area A lies in a uniform magnetic field B. From this expression, we see that an emf can be induced in the circuit in several ways: The magnitude of B can vary with time. The area covered by the loop can vary with time. The angle _ between B and the normal to the loop can vary with time. Any combination of the above the three can occur. Faradays law as two different phenomena Some physicists have remarked that Faradays law is a single equation describing two different phenomena: The motional EMF generated by a magnetic force on a moving wire, and the transformer EMF generated by an electric force due to a changing magnetic field. James Clerk Maxwell drew attention to this fact in his 1861 paper On Physical Lines of Force. In the latter half of part II of that paper, Maxwell gives a separate physical explanation for each of the two phenomena. So the flux rule that the emf in a circuit is equal to the rate of change of the magnetic flux passes through the circuit applies whether the flux changes because the field changes or because the circuit moves (or both). Yet in our explanation of the rule we have used two completely distinct laws for the two cases. Applications of Faradays Law The ground fault interrupter (GFI) is an interesting safety device that protects electrical appliances against electric shock. Its operation makes use of Faradays law. In the GFI wire 1 leads from the wall outlet to the appliance to be protected, and wire 2 leads from the appliance back to the wall outlet. An iron ring surrounds the two wires, and a sensing coil is wrapped around part of the ring. Because the currents in the wires are in opposite directions, the net magnetic flux through the sensing coil due to the currents is zero. However, if the return current in wire 2 changes, the net magnetic flux through the sensing coil is no longer zero. (This can happen, for example, if the appliance gets wet, enabling current to leak to ground.) Because household current is alternating (meaning that its direction keeps reversing), the magnetic flux through the sensing coil changes with time, inducing an emf in the coil. This induced emf is used to trigger a circuit breaker, which stops the current before it is able to reach a harmful level. Another interesting application of Faradays law is the producing sound in an electric guitar. The coil in this case, called the pickup coil , is placed near the vibrating guitar string, which is made of a metal that can be magnetized. A permanent magnet inside the coil magnetizes the portion of the string nearest the coil. When the string vibrates at some frequency, its magnetized segment produces a changing magnetic flux through the coil. The changing flux induces an emf in the coil that is fed to an amplifier. The output of the amplifier is sent to the speakers, which produce the sound waves we hear. (a) In an electric guitar, a vibrating string induces an emf in a pickup coil. (b) The circles beneath the metallic strings of this electric guitar detect the notes being played and send this information through an amplifier and into speakers. Applications of electromagnetic induction that has had a tremendous impact on the way the society functions is electric power generation. The electric generator (figure 7) uses electromagnetic induction by rotating windings (loops of wire) in a magnetic field. As the windings rotate through the field, a time-varying flux is incident across them, resulting in an induced voltage. Are Monarchies More Stable Than Republics? Are Monarchies More Stable Than Republics? ISRAA EMAD Are monarchies more stable than republics in the Middle East? Many of the political observers stood bewildered and astonished against how to explain the ability and solidarity of the Arab Monarchs, Emirs and Sultans to ride out and stand against the storm and the tide of the Arab Spring Revolutions that have swept the Arab Countries during the past three years. For many of them, the fetch out answer to this shear dilemma has to be a matter related to the typology of the regime itself. The Arab Monarchs possess a unique cultural and hereditary legitimacy entailed their solidarity and stability rooted in the grounds of better governmental performance. This can help us understand the variation between two types of monarchies prevailing in the Arab World; the dynastic one applicable in the GCC countries and the Individual one as in the case of both Morocco and Jordan (Gause, 2013) No Arab Monarchy has been toppled during the Arab Uprising Revolutions save the Kingdom of Bahrain. These dynastic regimes survived for decades against the political storms that have blown away the republican neighboring states. Claims that monarchies in the ME region are inherently more solid and stable or on the other hand, their fall and collapse are only a matter of years away misinterpret the overwhelming situation justifiably as the Arab monarchies are there to stay. Typology of Regimes : Political scientists classify regimes according to their types; Monarchy as in case of the Sultanate of Brunei and Saudi Arabia, totalitarian dictatorship as in the case of the Nazi of Germany and Qaddafi of Libya, Aristocracy as in the ancient Sparta, Democracy as in ancient Athens and United states, anarchy as in recent Somalia, Authoritarian as in the case of Egypt and China and Constitutional as in the case of united kingdom and Japan (Linz, 2000). Arab Spring Shakes Regimes prevailing in the ME: What were called the Arab Spring Revolutions has erupted in several Arab countries, commencing with Tunisia, then crawling to touch Egypt, Libya, Yemen and strikes Syria, leading to the collapse of the republican regimes produced by the revolutionary legitimacy. Accordingly, a significant and remarkable phenomenon has appeared, which should be studied, analyzed and considered deliberately and objectively. Such phenomenon is represented in fact that the Arab monarchy regimes, with its constitutional legitimacy, withstood, even if for a period of time, against the waves and tides of the Arab Spring Revolutions compared to the notorious collapse of republican regimes. The republican regimes could not withstand it terms of its revolutionary legitimacy; alleged fifty years earlier, to resist such revolutions. One should ask what are the reasons beyond such phenomenon? (Al Abdeh, 2012). The most important reason this domino phenomenon is represented in the fact that the constitutional legitimacy upon which the monarchy regimes grounded their superstructures is emerged from societal, religious and historical heritage of the royal families as in the case in Jordan and Morocco. Moreover, the genealogy of these families is ascribed to the Prophet Mohammad (Peace Be upon Him). Such families have not risen to power through the military barracks or conferences. Additionally, these families have not usurped the power through coup detat or assassinations as was the case with most republican regimes that rule the Arab world since a half of century (Kurzman, 2004). The second reason is that the Arab monarchies have stable semi-democratic regimes resulting from constitutional and institutional heritage that is not owned by the dictatorial, totalitarian and absolute republics of fear that ruled the countries in the name of the leading party and the absolute leader. These dictatorial regimes have never recognized the constitution, elections or parliament except for the last decades (Stavestrand, 2013). Monarchy vs Republican Stability Paradigm On the contrary, the monarchy regimes rely on a constitutional and institutional heritage represented in old and permanent constitutions and parliaments with Bourgeoisie political elites that are educated and aware. Under such regimes, the power is peacefully circulated through elections, while the Monarch shall be non-responsible and have all religious and ethnic diversities in the societies of such countries. Accordingly, the peoples of such countries have peaceful and democratic mechanisms for reform; including the right to protest and exercise pressures on the government calling for cabinet reshuffle. These peoples do not need to overthrow such regimes leading to a constitutional vacuum that cannot serve their countries interests and leads to a great chaos and anarchy. Republican regimes Disappointing the youth generation : The third reason lies in the fact that the Arab youths who lived under the republican regimes suffering their oppression and tyranny have hated and fed up with such regimes. On the contrary, such youths and their counterparts that lived under the monarchy regimes tend to the monarchy ones and watch and observe their stability, openness and democracy, not only within the Arab world, but also all over the world. These youths have found that everything is good with these monarchy regimes compared to what they have felt and found under the totalitarian militarized republics of fear and agony. As for the generations that lived under the monarchy and republican regimes in some Arab countries, they have realized for a long period the big difference between the days of Monarchs and princes in comparison with the rule of military who proved to be amateurs and youngsters in terms of politics (Sean, April 2012). The fourth reason is represented in the fact that the Arab societies are mostly parental thus the monarchy regimes are more consistent with their social nature. Under the monarchy regime, there is the Monarch, who is the comprehensive symbol for all people. The republican regimes are, unlike, unfamiliar with the Arab societies and have not proven their success up to date; whatever their supporters introduce any justification that cannot convince even an infant. The unfamiliarity is attributed to the fact the president, in the republican regime, is usually unknown and unqualified amateur of politics. Such a president comes to the power through a military coup or a party and when he/she rise to the power, the same changes into a dictator and seeks to stay in power for life in spite of the fact that such a president does not come to power through the satisfaction and consent of people. Monarchies in the ME and Reform : The last reason lies in the fact that the possibility of reform and change that is available for the Arab Monarchy regimes are absent inside their republican counterparts. The mechanisms of power and constitutional establishments by which the monarch regimes enjoy allow the people to express opinion and thus criticizing corruption and wrong actions and calling for bringing about the change without being subject to punishment. Moreover, the nature of the democratic regime and power rotation between the parties creates a state of competition for the interest of citizen hoping that these parties be reelected. Under the republican regimes, nevertheless, the criticizing and calling for change are regarded as prohibited, treason and assault against the sacred leader and his/her absolute leading party. Hence, there are no elections to overthrow such leaders and in case there are any elections, they are reelected by 99% and thus, they are not obliged to make reforms and offer service to the citizen, as they do not fear of the latter who has no mechanism for expression and change (Halpern, 1993). Conclusion: The generation of spring revolutions in Egypt, Iraq, Syria, Yemen and Libya, who rushed inattentively, without awareness or thinking, after the military machine and their totalitarian revolutionary parties, have come now to realize how awful are the impacts and effects of the catastrophe and the disgusting crime they have committed fifty years earlier against themselves, their sons and grandsons generation after a generation as they have opened their eyes to find themselves under dictatorial totalitarian republics of fear, especially as they have found out that the monarchy regimes that were called the Vanishing Ones are still alive, vital and dominating, while their revolutionary publics encouraged, promoted and propagated by their leaders and parties have vanished and come to end. In fact, the remarkable governmental and constitutional reforms recently carried out by some Monarchs, like Abdullah II; the reigning king of the Hashemite Kingdom of Jordan, and Mohammed the VI‎, the present King of Morocco, including cabinet reshuffle and making essential constitutional amendments, place confirmation on the fact that the Arab monarchy regimes are more stable and persistent compared to their republican counterparts that collapsed in the wave of the first challenge as a result of the domino effect of the arising Arab Spring revolutions. Bibliography : 01/Al-HYPERLINK http://www.majalla.com/eng/author/malik-al-abdehAbdeh, M. (Dec. 2012) The Monarchical Exception While republican dictators fell, Arab monarchies remain stable, Some reflections on the very different fates of Arab Nasserite-type republics and Arab monarchies. 02/Gause, G. (2013) Kings for all Seasons, How the Middle East monarchies survived and persisted the Arab Spring Revolutions. Brookings Center Number 8, September 2013 03/Kurzman C., (2004) The Islamic Revolution in Iran Harvard University Press, 2004, p. 121. 04/Linz, J. (2000) Totalitarian vs Authoritarian Regimes 01/01/2000 Lynne Rienner Publishers 05/Sean, L. (April 2012), Understanding the Monarchial Resilience During the Arab Spring revolutions. 06/Stavestrand, E. (2013) Freedom and Stability in Contemporary Monarchies, Testing the Theory of Monarchical Exceptionalism. Department of Comparative Politics, University of Bergen Spring 2013 Are Happy Employees More Productive? Are Happy Employees More Productive? Happy employees are productive employees. Happy employees are not productive employees. The topic of employee attitude and job attitude has always been a debatable and confused topic among practitioners even though during periods when employees are being referred to as valuable asset for organizational success and competitiveness. Employees have attitudes or viewpoints about many aspects of their jobs, their careers, and their organizations. However, from the perspective of research and practice, the most focal employee attitude is job satisfaction. The most-used research definition of job satisfaction is by Locke (1976), who described it as a state which is enjoyable or positive that results from the appraisal of ones job or job experiences. Implicit in Lockes definition is the importance of both affect, or feeling, and cognition, or thinking. Organizations are social systems where human resources are the most important factors for effectiveness and efficiency. In order to achieve their goals and objectives organizations require efficient managers and employees. Without their personnel efforts and commitment success cannot be achieved by these organizations. Job satisfaction is critical to retaining and attracting well-qualified personnel. Employee job satisfaction can be described as an attitude that employees have about their organization and job. Methodologically, it can be said that job satisfaction is an employees emotional response which can be compared between actual outcomes and desired outcomes (Mosadeghrad, 2003b). One of the greatest challenge facing service organizations is possibly pursue for quality service. (Sohal, 1994). Thus finding ways for maintaining and improving service quality is necessary. (Bitner et al., 1994). In management employee attitude and reactions to organizational change are associated with departmental performance and this considered as an important assumption. In a service business, customer satisfaction is a critical performance indicator along with measures of unit productivity and administrative effectiveness. In the recent years it has been noticed that the effects of many human resource development factors on business performance has been extensively discussed in business research literature. In service industries, where services are often characterized by an encounter between service providers and customers, the quality and capability of the service providers have a direct, significant effect on the service delivery process and customer satisfaction. The initial interaction, having a great influence on how customers evaluate the service quality, has been better known as the moment of truth as customers start to form their opinion and expectation of the service delivery experience (Normann, 1984). This brief encounter can be vital in achieving a reputation for higher quality and continuous business. PERFORMANCE What is performance? Performance is the result of achieving organizational objectives; a yardstick of success. Porter (1980) asserts that the basis of above average performance in the long run is sustainable competitive advantage. Measuring performance Performance measurement is necessary because it enables firms to take a snapshot of current activity to assess their progress and help refocus strategy. These snapshots must always be compared against others both inside and outside the firm in the following three  main ways: (1) Past performance: recorded successes and achievements in the past. (2) Benchmarking: contrasting performance against that of other firms. (3) Goals: comparing achievements with strategic aspirations and expectations. The problems arise in deciding the criteria by which performance should be measured. Our customers judge quality on a range of objective and subjective issues which are often difficult to pin down. Employee attitude, for example, was ranked as the most important critical success factor to hotel companies, but is difficult to measure accurately. One answer is the balanced scorecard which is a reporting system which shows financial performance for actions already implemented as well as measures that drive performance in the future. These may be viewed in four perspectives as shown in Figure 2: customer perspective financial innovation and learning perspective internal perspective Customer satisfaction Customer satisfaction is related to customer loyalty Service providers are expected to increase their service value over time because customers today are very knowledgeable in seeking out new service alternatives and will defect if they are just merely satisfied. Very satisfied customers were found to be six times more likely to repurchase than those who were just satisfied ( Jones and Sasser, 1995). Other studies, such as Gummesson (1993) and Storbacka et al. (1994), also discussed the link between satisfaction and loyalty. Job satisfaction and job performance The study of the link between job satisfaction and job performance has a controversial history. The Hawthorne studies, conducted in the 1930s, are often credited with making researchers aware of the effects of employee attitudes on performance. Shortly after the Hawthorne studies, researchers began taking a critical look at the notion that a happy worker is a productive worker. Most of the earlier reviews of the literature suggested a weak and somewhat inconsistent relationship between job satisfaction and performance. However, further research does not agree with this conclusion. Organ (1988) suggests that the failure to find a strong relationship between job satisfaction and performance is due to the narrow means often used to define job performance. Organ argued that when performance is defined to include important behaviors not generally reflected in performance appraisals, such as organizational citizenship behaviors, its relationship with job satisfaction improves. In addition, in a more recent and comprehensive review of 301 studies, Judge, Thoresen, Bono, and Patton (2001) found that when the correlations are appropriately corrected (for sampling and measurement errors), the average correlation between job satisfaction and job performance is a higher .30. In addition, the link between job satisfaction and performance was found to be even higher for complex (e.g., professional) jobs than for less complex jobs. Thus, contrary to earlier reviews, it does appear that job satisfaction is, in fact, predictive of performance, and the relationship is even stronger for professional jobs. Relationships between attitudes, performance and customer satisfaction Past research has found positive but weak relationships between employees job-related attitudes and performance (Iaffaldano and Muchinsky 1990 ). Recent research has included customer satisfaction as a correlate of employee attitudes and performance, stressing the importance of quality service to organizational achievement (Wiley 1990, Zeithaml et al., 1985). In todays competitive marketplace, organization effectiveness depends on understanding what customers value and communicating this understanding to employees in the form of employee-performance goals and expectations. ( Crom 1994, Heskett et al.,1994) In another study of relationships between organizational performance, customer satisfaction, and employee attitudes, (Wiley 1990) studied data from over 200 retail stores. He found that, overall, those stores most favourably described by employees were those most favourably described by customers. In particular, customer satisfaction ratings were strongly and positively related to employees descriptions of key aspects of their working environment, especially working conditions, minimum obstacles to accomplishing their work, and a strong sense that supervisors and co-workers stress customer service. A number of employee attitude dimensions were related to customer satisfaction. One such employee attitudinal dimension was effective communication. Thus this study concerns examining relationships between employee attitudes, performance, and customer satisfaction over time. The goal is to determine the extent to which employee attitudes distinguish between departments and the extent to which these differences are associated with productivity, administrative effectiveness, and customer satisfaction. In general, we hypothesize that work groups differ in employee attitudes and that these differences relate to recently achieved performance and customer satisfaction and also predict future performance and customer satisfaction. Defining attitude Secord and Beckman (1969, p. 167) defined attitudes as an individuals feelings, judgment and predispositions which helps to behave in accordance to his environment. Arnold et al. (1995) indicated that attitudes reflect a persons tendency to feel, think or behave in a positive or negative manner towards the object of the attitude. According to Elizur and Guttman (1976), attitudes toward change in general consist of a persons cognitions about change, affective reactions to change, and behavioral tendency toward change. Positive attitudes to change were found to be vital in achieving organizational goals and in succeeding in change programmes (Eby et al., 2000; Martin, 1998; Kotter, 1996; Gilmore and Barnett, 1992). Indicators of employee attitude: The concept of the employees attitudes encompasses a wide range of organizational phenomena (Loscocco and Roschelle, 1991). However, the most significant aspect of this study is the view that employees attitudes are the extent to which people of the organization are able to meet the essential individual needs through their experience to give better performance. There are various employees attitudes that have been selected for inclusion in this study and they will be discussed further. Job satisfaction: The first major cause that will be addressed is job satisfaction. In general, HR practitioners recognize the value of the work condition as a cause of employee attitudes, and it is an area HR can help influence through organizational programs and management practices. In addition, one of the most important areas of the work situation to influence job satisfaction the work itself is often overlooked by practitioners when addressing job satisfaction. Currie (2001) suggests that satisfaction is linked to level to which an individual is satisfied with terms and conditions of employment and the factors relates to the physical work environment. For example, an employee may be satisfied with its pay and their relationship with their peers at work or are satisfied with company policy. Job satisfaction is generally known as a versatile construct which encompasses employee feelings about a range of both intrinsic and extrinsic job elements. It includes important aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers (Misener et al., 1996). As stated, the work situation also matters in terms of job satisfaction and organization impact. Contrary to some commonly held practitioner beliefs, the most notable situational influence on job satisfaction is the nature of the work itself-often called intrinsic job characteristics. Research studies across many years, organizations, and types of jobs indicate that employees give more importance to the nature of the work itself when asked to evaluate different facets of their job such as supervision, pay, promotion opportunities, coworkers, and so forth. (Judge Church, 2000; Jurgensen, 1978). This is not to say that good salary or effective supervision is not important but rather much more consideration should be given to job satisfaction by ensuring that work is interesting and challenging as possible. Of all the main criteria of job satisfaction the works nature involves job challenge, autonomy, variety and scope with other key results like employee retention. (e.g., Fried Ferris, 1987; Parisi Weiner, 1999; Weiner, 2000). Thus, to understand what causes people to be satisfied with their jobs, the nature of the work itself is one of the first places for practitioners to focus on. Employee satisfaction: Employee satisfaction is often referred to as job satisfaction. This is to say that employee needs and wants are satisfied when they perceive certain rewards from the organization, including compensation, promotion, recognition, development, and meaningful work, meet or exceed their expectation (Hackman and Oldham, 1980). The next general point to look at is the notion of wellbeing at work, which (Peccei, 2004) suggests concern an overall sense of happiness, physical and mental health of the workforce. (Currie, 2001). However Warr (2002) argues that job-related wellbeing refers to peoples satisfaction with their jobs in terms of facets like pay, colleagues, supervisors, working conditions, job security, training opportunities, involvement, team working and the nature of the work undertaken. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. leadership style Among the different factors of job satisfaction, leadership is viewed as an important predictor and plays a central role. Leadership is a management function, which is mostly aimed at people and social interaction, as well as motivating people so that they will work towards achieving organisations goals. (Skansi, 2000). Organization believes that their success is in achieving its goals and objectives and this depends on the managers and their leadership style. By adopting the needed leadership style managers can influence employee job satisfaction, commitment and productivity. Leadership style can be categorized as a variety of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values. (Mosadeghrad, 2003b). It is the ability of the leader to motivate employees do perform to the maximum and is also the extent to which management respects workers, operates with honesty and integrity, promotes efficiency, and has open lines of communication with employees (Aronson et al., 2003). Leadership styles comprises of autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership (Mosadeghrad 2003b, 2004). If can be noticed that it is not that a certain style of leadership should necessary result in successful organizational behavior. There is need of different styles for different situations and leaders should know which approach to adopt. A leader may have the skills to act effectively in a particular situation but may not able to perform so in another context. A lot of research stem from research on transformational and charismatic leadership, which have been found to positively affect followers performance and attitudes (Bass and Avolio, 1993 and Shamir et al., 1993). According to Bass (1990, p. 21), transformational leadership takes place when leaders expand and promote the interests of their employees, when they create awareness and acceptance of the purposes and mission of the group, and when they encourage their employees to work towards the benefit of the group and not for their own self interest. Howell and Frost (1989) found that individuals working under a charismatic leader had higher task performance, task satisfaction, and lower role conflict. Employee commitment The concept of organisational commitment refers to a persons affective reactions to characteristics of his employing organization. (Cook and Wall, 1980) Commitment is an internalised employee belief, often associated with soft HRM and a high-trust organisational culture (Mathews and Shepherd, 2002) and is frequently associated with an exchange relationship between the employer and employee. From the point of view of employees, they commit to an organization in return for certain rewards, which can be extrinsic (salary) and intrinsic (belonging, job satisfaction). Legge (1995) suggests that the attitude conceptualization suggests that dedicated employees have confidence on the organisations goals and values, show enthusiasm to put maximum effort and have a strong will to stay with the organization. As such, affective commitment is viewed as an employees positive attachment to the employing organisation and a willingness to contribute towards the attainment of organisational goals (Mowday et al., 1979). It is argued that commitment often establishes an exchange relationship in which individuals attach themselves to the organization in return for certain rewards from the organization (Buchanan, 1974). People join organizations with certain needs, skills, expectations and they hope to find a work environment where they can use their abilities and satisfy their needs. When an organization can provide these opportunities, the likelihood of increasing commitment is increased. It is obvious that this exchange doesnt mean exploitation of employees. Commitment can be characterized by at least three related factors; a strong acceptance of the organizations values and goals, a willingness to exert considerable effort on behalf of the organization and a strong desire to maintain membership in the organization. Other research also indicated that organizational commitment is a better predictor of behavioral intentions than job satisfaction within a change context (Iverson, 1996; Iverson and Roy, 1994). Employees with high organizational commitment are more willing to put more effort in a change project and, therefore, it is more likely to develop positive attitudes towards organizational change (Iverson, 1996; Guest, 1987). It is in the interests of employers to find means of increasing employee commitment. High levels of organizational commitment lead to several favorable organizational outcomes. These include increased attention to safety practices, increased attendance, fewer grievance filings, larger profit margins, and higher customer satisfactions scores (Thompson, 1996), increased organizational effectiveness (Leung, 1997; Ostroff, 1992), more frequent organizational citizenship behaviors (Mayer Schoorman, 1992), higher productivity, lower scrap rates, and reduced turnover (Arthur, 1994), improved customer contract retention (Tornow Wiley, 1991), long-term profitability and shareholder value  (Kravetz, 1991) and higher customer satisfaction (Wiley, 1991; Pugh et al, 2002, Terzo,  2005). Furthermore, employee satisfaction has been positively correlated to service quality, which was then linked to increased customer satisfaction (Pugh et al., 2002). Customer satisfaction has been linked with the financial performance of the company, suggesting that employee satisfaction is linked to financial performance (Terzo, 2005). Further research has shown that satisfied employees have a positive impact on the companys revenues and profits (Jakobson Rauch, 2005). Different variables from employees all link to the customer, which links to the companys profitability and revenue growth (Pugh et al., 2002). Employee voice has been viewed as an aspect of high commitment HRM, and it is considered essential that workers should have the opportunity to express their grievances openly and independently, in addition to being able to contribute to management decision making on task-related issues (Gould-Williams, 2004). Employee involvement and information sharing is another essential component of the high commitment paradigm. Open communication about business matters ensures workers are informed about organizational issues and conveys a symbolic and substantive message that they are to be trusted in an open and positive manner (Marchington and Wilkinson, 2005). Thus it can be said that business success requires more than just satisfied and loyal employees. Instead, it demands the kind of employees who are willing to serve as advocates for the organisation, i.e. committed employees. So, employee commitment represents employee dedication to help the company to achieve its goals. It includes manifests like dedication to doing work of high quality, commitment to resolving customers problems, the investment of adequate time and effort in the work and the will to recommend the companys products and services. Job involvement Job involvement is likely to be affected by aspects of organizational culture. Job involvement is important because of well-established associations with a range of organizational outcome (Gray et al., 2003). It is also found that employees who are more involved in jobs are more satisfied with their jobs and can be expected to be more committed to their organization (ODriscoll and Randall, 1999). Employees who are highly committed towards their organization are more likely to stay than those who are relatively uncommitted (Tett and Meyer, 1993). Employee attachment is an important determinant in predicting organizational success. They describe attachment as having a strong affective component-the degree to which the customer or employee has a positive emotional connection with the organization. It is believed that the way employees are treated (HR practices) leads to a shared employee mind set. This, in turn, leads employees to behave in ways (employee practices) that contribute to a customer mindset that, in turn, contributes to a retention and attraction of customers and the resultant competitive advantage. Therefore, job satisfaction and job involvement are attitudes which are determined by individuals perceptions of their total job situations, including the physical work environment, the terms and conditions of their employment and the degree to which they are given autonomy, responsibility, authority and empowerment in their jobs (Kersley et al., 2006) Thus Organisations that promote and maintain commitment, job satisfaction and work-life balance satisfaction (wellbeing) of their employees through the implementation of high commitment HRM practices will benefit most by superior organisational outcomes and productivity through establishing long-term relationships of support and trust with employees. Organisations that do not pay attention to employee wellbeing at work will have in the long term to deal with the effects of less productive employees. Career satisfaction Career satisfaction was included since such satisfaction refers to overall affective reaction of individuals to their career (Greenhaus et al., 1990). It is reasonable to expect that high levels of career satisfaction would enhance organizational commitment since employees who are satisfied with their careers should perceive greater benefits in retaining membership in their organization than employees whose career have been less gratifying (Igbaria and Greenhaus, 1992). Motivation Herzberg et al.s (1959) two-factor theory of motivation stated that satisfaction and dissatisfaction are two separate entities caused by different facets of work and they were labeled as hygiene factors and motivators. Hygiene factors are categorized as extrinsic factors of job design that contribute to employee dissatisfaction if they are not met. Some examples are: supervision, working conditions, company policies, salary, and relations with co-workers. On the other hand motivators are intrinsic to the job and include achievement, development, responsibility and recognition. There is a very old discussion on whether hygiene factors do contribute to job satisfaction. (Furnham et al., 1999; Warr, 1987). Big five The big five model include five dimensions of personality traits. These traits are useful in determining the behaviour of individuals. These are: extraversion, agreeableness, conscientiousness, neuroticism and openness to experience. Furnham (1997) found that extrovert persons are highly motivated by intrinsic factors. It has been seen that extrovert person would respond more quickly to rewards than introverts. There are other examples that shows how personality traits may affect attitudes is an individual openness to experiences and this allow them to be more innovative and thus more satisfied with their job. (Furnham et al., 2005). Conscientiousness is viewed in earlier findings and suggests that this trait is a constant predictor of job satisfaction. (Furnham et al., 2002). This influence can be explained as conscientious individuals are prone to greater level of intrinsic and extrinsic reward as they are well organized therefore continuously increasing job satisfaction. Managing Employee Negative Attitudes Managers can influence employees in having positive attitudes. Employees should understand behaviours so as to help them to change their attitudes. There should be the will to implement changes even if certain disagree with the idea. Moreover the organization must focus on opportunities rather than concentrating on maters that is not working. Like this negative attitudes can be controlled a to a certain extent. Constraints to achieving positive employee attitude It is said that everyone should have a positive attitude. In practice it is really difficult to maintain a positive attitude every time. Whenever a problem arises, change in attitude is obvious to such an extent that having negative attitude cannot be avoided. The lack of positive attitude is the root cause of tension, anxiety, demoralization, nervousness and depression. Now a day almost everybody is in tension. Employees are tensed because of job dissatisfaction. Conflicts Lack of communication Adaptation in the working environment