The need for job satisfaction in workplaces - Free Essay Example

Sample details Pages: 13 Words: 3937 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Locke (1989) gives a wide-ranging explanation of job satisfaction as a pleasing or optimistic emotional condition resulting from appraisal of ones job or job experience. According to Smith, Kendall and Hulin (1975), job satisfaction is the perceived characteristics of the job in relation to an individuals frames of reference. Alternatives available in given situations, expectations, and experience play important roles in providing the relevant frame of reference. Don’t waste time! Our writers will create an original "The need for job satisfaction in workplaces" essay for you Create order These authors put yourself forward that the evaluation of satisfaction or dissatisfaction is made on the basis of a frame of reference which may be either an internal, absolute standard of value that is unaffected by context or an external, relative standard that is specific to a particular context. In their view, a persons general assessment of how satisfied he/she is on the job is made according to an absolute frame of reference, while a persons assessment of level of satisfaction with individual job facets (e.g., play or management) is based on a relative standard that is specific to the work context and that involves comparison with the situation of other employees. Job satisfaction has been distinct as an enjoyable touching situation resulting from the assessment of ones job; a sentimental response to ones job; and an approach towards ones job. Weiss (2002) has argued that job satisfaction is an attitude but points away that researcher ought to clearly differentiate the bits and pieces of cognitive assessment which are affective (emotional), beliefs as well as behaviors. This description explains that we form attitudes towards our jobs by captivating keen on explaining our feelings, our beliefs, and our behaviors. JOB SATISFACTION VARIOUS FACTORS Job satisfaction is an attitudinal variable that reflects how community feel about there jobs overall as well as various aspects of them. The term job satisfaction refers to the perceived feelings, which an employee has towards his job. It is a psychological feeling and has both rational and emotional elements. Job satisfaction, being global aspect is affected by a large array of variables such as salary, promotion, age, experience, primary and secondary needs, opportunity for advancement congenial working conditions, competent and fair supervision, and degree of participation in goal setting and perception of employees. It is the perceived characteristics of the job in relation to and the individuals frame of reference. Alternatives available in the given situations, expectations, and experience play important roles in providing the relevant frame of reference.(Smith, Kendall Hulin, 1975). Affective satisfaction is that founded on an overall positive emotional assessment of the employees job, this satisfaction focuses on their mood when working; i.e., whether the job evokes a good mood and positive approach while working. Positive feelings or a positive mood displayed by the employee may indicate job satisfaction. Conversely, cognitive satisfaction is satisfaction that is established on a more logical and rational appraisal of the job conditions. Therefore, cognitive satisfaction is an assessment based on comparisons that do not rely on emotional judgments, but are evaluations of conditions, opportunities and/or outcomes (Moorman, 1993). Social scientists have consistently established that job satisfaction differs with age for both women and men in various occupations (Weaver, 1980; Rhodes, 1983; Lee et al., 1985; Lowther, Gill, and Coppard, 1985; Kacmar and Ferris, 1989; Snyder and Dietrich, 1992; Ang, Goh and Koh, 1993). Mood and emotions while functioning are the resources which cumulate to form the moving element of job satisfaction (Weiss a nd Cropanzano, 1996). Moods have a propensity to be longer permanent but often weaker states of uncertain source, while emotions are often more concentrated, short-lived and have an understandable objective or foundation. DIMENSIONS OF JOB SATISFACTION The authority of job satisfaction and its components is one of the more thoroughly investigated topics in organizational commitment literature. Job satisfaction refers to an overall affective orientation on part of individuals towards work rules, which they are presently occupying. This conceptualization implies that job satisfaction is a unitary concept and that individual may be characterized by some sort of vaguely defined attitude towards their job situation. A worker level of job satisfaction is a function of range of specific satisfaction and dissatisfactions that he experiences with respect to various dimensions of work. Attitudinal commitment is related more strongly to overall job satisfaction, whereas calculative commitment is more highly related to satisfaction with promotional opportunities and pay. Mathieu (1991) investigated the relationship between commitment and job satisfaction and concluded that commitment and satisfaction are reciprocally related, however, the in fluence of satisfaction on commitment was found to be stronger than reverse effect. Work attitude have two dimensions: the first dimension is motivation factors, which lead to job satisfaction; the second dimension is maintenance factors. Maintenance factors must be present and sufficient in order to permit motivational factors to exist. If it is not sufficiently present, this may lead to dissatisfaction. Herzberg (1959) maintains that it is not proper thinking that reducing the impact of dissatisfaction will enhance job satisfaction. The sources of dissatisfaction according to Metzler (1994) include: salary, fringe benefits, departmental policies, supervision, interpersonal relations and other extrinsic work aspects. Herzberg (1959) contends that the origins of satisfaction are: achievement, recognition, advancement, growth and the challenge of work itself. While representative satisfaction with the job overall, the literature also documents a pattern of differing degrees of satisfaction with exact facets of the occupation. The lowest ratings nearly always obtain in the areas of extrinsic rewards such as pay and especially advancement opportunities. Other usually voiced dissatisfactions are in the areas of recognition and administrative policies and practices. With admiration to supervision, the findings are mixed, as some studies find high satisfaction with supervision (Lester, 1985; Watland, 1988), others show this to be an area where satisfaction is low (Chen, 1977), and still others demonstrate that the level of satisfaction with supervision is lower for some groups than others (Cole, 1977) According to Robbins (1993) there are four primary factors that determine job satisfaction. The first factor is for employees to have mentally challenging work. Employees generally enjoy jobs that provide them opportunities to make use of their skills and abilities, as well as contributing a diversity of tasks, feedback and freedom. Jobs that have too little c hallenge will often create frustration and feelings of failure. The second determinant of job satisfaction is equitable rewards. Employees want to pay system and promotion policies that they recognize at the same time as being immediate, unmistakable, and in line with their prospect. When employees believe their pay is fair based upon job order, community pay principles and individual skill level, they are likely to feel satisfied; the same is true for promotion standards. The third determinant of job satisfaction is supportive working conditions. Employees prefer working environments that are safe and comfortable, not dangerous. This comfort level may include issues such as lighting, temperature, noise and other environment factors. Many employees in addition, prefer to work close to home with adequate tools to perform their tasks. The last determinant of job satisfaction is supportive colleagues. For many employees, work fulfills the need for social connections. Not shockingly, th erefore, having friendly and supportive coworkers lead to increased job satisfaction. Luthans (1998) describe three dimensions of job satisfaction that can consider more important. First, job satisfaction is an affecting response to a job satisfaction such, it cannot be seen; only is inferred. Second, job satisfaction is over and over again strong-minded by how well outcomes get together or go beyond prospect. E.g if managerial participants experience that they are working much harder than others in the departments but are getting few rewards, they will almost certainly have a negative approach toward the work, the boss, and or co-worker. They will be dissatisfied. On the additional hand over, if they feel they are being treated very well and are being paid justifiably, they are likely to have optimistic attitude towards the work. They will be job satisfied. Third, job satisfaction represents more than a few related attitudes. THE JOB DESCRIPTION INDEX (JDI) The Job Description Index (JDI), formed by Smith, Kendall, Hulin (1969), is an exact survey of job satisfaction that has been comprehensively used. It check ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. RELATIONSHIP BETWEEN JOB SATISFACTION LENGTH OF EMPLOYMENT Ronen (1978) examined the association between job satisfaction and length of employment in a particular job. He long-established the hypothesis that the change in job satisfaction with length of service resembles a U-shaped curve. It is recommended that intrinsic satisfaction in a job is a major contributor to change in the overall satisfaction of workers over time. Thus, according to Ronen, extent of service is related with job satisfaction and job dissatisfaction. Nicholson and Miljus (1972) accomplished in their own studies that promotion and policies and administrative practices appear to be very core of the turnover problems. The researchers did not directly relate turnover and length of services with satisfaction or dissatisfaction. RESEARCHES MADE ON JOB SATISFACTION TO ENSURE TO WHICH EXTENT IT IS IMPORTANT TO AN ORGANZIATION While much of the traditional job satisfaction research (Seymour and Busherhof, 1991; Carr and Kazanouski, 1994; DenSantis and Durst, 1996) demonstrates that employees generally want stable employment, opportunity for promotion and satisfactory compensation, some recent research of employees (Daley, 1996; Emmert and Taher, 1992) show that such things as flexible working hours, social satisfaction and the characteristics and behaviors superiors also have an affect on employees satisfaction levels. The result of such studies support the idea that job satisfaction is a product of many different variables operating on the employees (DeSantis et al., 1996). A enormous deal of the research on this issue has been dominated by the purported structural or job related explanation of job satisfaction. Such explanation centers on the attributes of good jobs as the principal factors explaining worker satisfaction. This approach contends that two fundamental categories of job characteristics are of crucial importance in attaining satisfaction among workers: the jobs internal rewards such as having diverse and challenging work, and the jobs external rewards such as fair compensation and fringe benefits (Hertzberg, Mausner, Peterson and Capwell, 1957; Hertzberg, Mausner and Snyderman, 1959). Although the Hertzberg model is well documented, more recent investigations into job satisfaction have questioned the utility of the two-dimensional model and sought a more interactional approach. Specifically the works of Kalleberg (1977), Lee and Wilbur (1985), and Martin and Hanson (1985) propose that the characteristics of the employee interact with the internal and external characteristics depicted in the structural model. The realization that personal characteristics ( i.e. age, education, gender and job security) have a distinct affect on job satisfaction implies that job satisfaction may perhaps be more a result of the fit between employees need and work requirements on the on e hand and the actual job and characteristics on the other. Blackburn and Bruce (1989), suggest that quality of work life factors have a comparatively diminutive impact on job satisfaction level as compared to the personal factor of age, length of Service and education. Abraham and Medoff (1984) obtainable survey evidence that shield against job loss grows with employees length of service even after controlling for the apparent net value of people to the firm. While long time examination generally translates into extra protection, we have no evidence that this protection directly increase the job satisfaction level of workers. However, it would be levelheaded to expect that protection against arbitrary dismissal directly increase the job satisfaction level of workers, giving characteristics of the current job market in the UK. Abraham and Medoff (1985) also provide confirmation on the relative importance of length of service and ability in the promotion process. Since promotion i s one of the key satisfaction measures (Imparato, 1972; Smith et al., 1969; Wanous and Lawler, 1972; Scarpello and Campbell, 1983), it is logical to link increasing length of service to greater job satisfaction level. JOB SATISFACTION A VITAL FACET Job satisfaction and organizational obligation are significant because they have, in turn, been associated with other positive organizational outcomes. For instance, employees who are more satisfied with their jobs are also absent and less likely to leave ( Carsten and Spector,1987), and they are more likely to display organizational citizenship behavior (Organ and Konovsky, 1989) and to be satisfied with their lives overall ( Judge and Watanable, 1993). Workers who are more dedicated are less likely to intend to leave their jobs (Mathieu and Zajac, 1990) or to actually leave less likely to experience stress (Begley and Czajka, 1993); and more likely to perform well (Methieu and Zajac, 1990) and behave prosaically (Oreilly and Chatman, 1986). Internationally, commitment has been linked to lower intend to leave in India (Agarwal, 1993), and Japan (Marsh and Mannari, 1997) and to higher organizational citizenship behavior in Israel (Kosolowsky, Capsy and Iazar, 1988) and New Zealand (Inkson, 1977). Captivatingly, a consistent body of literature has identified differences in levels of satisfaction and commitment across cultures (Clugston, Howell and Dorfman, 2000; Kanungo and Wright, 1983; Lincoln and Kalleberg, 1985; Luthans, McCaul, and Dodd, 1985; Near, 1989; Palich, Hom, and Griffeth, 1995; Sommer, Bae, and Luthans, 1996; Verkuyten, de Jong and Masson, 1993). LOYALTY Loyalty (characteristically identical with obligation) to the association has from time to time been viewed as an approach (Meyer Allen, 1991). On the other hand, it is not so much an attitude (or consideration component) that is significant in organizations, but rather it is the end product action constituent. Some of these behaviors are basically prearranged aspects of the employees on paper job description, e.g., operational safely, adhering policy, following instructions, maintaining excellence of output, and taking care of corporation property. But supplementary behaviors are based on unrecorded policies or norms of the managerial culture, e.g., staying late to absolute a project, participating in supplementary activities, contributing to company charities, offering suggestions, and remaining with the organization. During outline, four most important themes seem to capture the real connotation of the varied definition of employee loyalty: 1. A keenness stay with the ass ociation (Solomon,1992). 2. Efficiency that exceeds standard prospects, i.e., goes away from the sense of duty (Mowday, Porter Steers, 1982) 3. Altruistic behavior (Laabs, 1996). 4. Reciprocal, i.e., the employees loyalty to the organization have got to be synchronized by the organizations loyalty to the member of staff (Solomon, 1992). In this look upon, a useful framework in which to envisage loyalty behaviors is to examine them as mechanism of a fair exchange between a corporation and its employees. DEFINITION OF LOYALTY In the Encyclopedic Dictionary of Business Ethics, Axinn (1997) writes that loyalty refers to a willingness to sacrifice. It carries that notion of sacrifice with it, because a loyal individual designates some one who is willing to act for the benefit of someone or something else. A quick etymological sidestep shows such interpretation is very partial. Loyal is traced back through Old French loial and leial to Latin legalis and legalem, with roots leg- and lex-, which designate law. Loyal hence means what is conforming to the law, or that which is of the conditions required by the law. In this sense it is said of goods that they are loyal, or legal. However, when it is said of persons, the reference to an explicit object or promise is still there. Loyal then means true to obligations, faithful to plighted troth, faithful or steadfast in commitment to the independent or constituted government. In that wisdom it is connected with and sometimes mentioned as a synonym for fidelity, whi ch means unfailing fulfillment of ones duties and obligations, but also a strict adherence to vows or promises. Furthermore stemming from that Old French leial is the English Leal which means loyal, faithful, honest, true and also true, genuine, real, actual, exact, accurate. In the light of the realignment of the concept of loyalty, it is important to keep those historical semantic links in mind. For Solomon (1997), loyalty is not an abstract principle but rather a question of mutual obligations. What a company can expect from its employees depends on what employees expect, and have got, from the company (Solomon, 1997). However, Solomon sees that as a new kind of loyalty. A big kind of loyalty seemed to have been one-sided employee loyalty to the corporation and taken for granted, because jobs were hard to come by and important promotions came from the inside. But that kind of loyalty emaciated as corporate mobility increased and job hopping became a way to improve salary and s tatus. That is the context, which has, according to Solomon, made loyalty to a certain extent a question of fair exchange. But that does not mean that loyalty is a material of financial incentives. These might encourage people to stay, but will not inspire loyalty. What Solomon seems to emphasize in winning employee loyalty, is explicitness and exemplarity in standards being set, in expectations, in feedback and in coaching. Hartman (1996) argues that loyalty contributes to organizational effectiveness because it preserves the commons. Indeed, not taking loyalty seriously can have bad economic consequences, like a costly competition among organizations for employees, a lowered willingness to make joint or long-term investments that are in the interests of both employer and employee, and the cost of free rider occurrence.(Hartman, 1996) Loyalty makes an employee further the interests of on organization: (a) because it feels right to do so, (b) because he/she is convinced it is the right thing to do, or (c) a combination of (a) and (b). Also, Hartman sees a kind of second-order desire as characteristic of a loyal person, more precisely: (a) to be motivated by that which serves the interests of the beneficiary of ones loyalty, and (b) to rationally believe that the beneficiary of loyalty is loyal as well. LOYALTY TO THE ORGANZIATION According to Reichheld (2001), unless leaders of an organization have built relationships on loyalty then nothing will keep staff and other stakeholders from jumping ship the instant a better opportunity comes along. This is likely to be reflected in the level of job satisfaction and staff retention rates, and involves staff being loyal to the organization and the organization being loyal to staff. Reichheld (2001) also states that true employee loyalty includes responsibility and accountability for building successful, mutually valuable relationships. Many of the interviewees considered themselves loyal to the service, were happy, and would stay with the service forever. DIMENSIONS OF LOYALTY The first dilemma in studying loyalty in human organizations is so as to not be in general conventional definition of this idea. Frequently, as it has been confirmed above, loyalty is taken to mean outstanding in an association for an extended time. But some studies have exposed how it can have much dissimilar magnitude. Cole (2000), for instance, interviewed David L. Sturn, President of the Loyalty Institute, an arm of Chicago-based Aon Consulting, about a study undertaken by that organization interviewing the employees of more that 200 of its corporate clients. According to that study, what characterizes a committed employee is that (1) he is a team player; (2) willing to make sacrifices for the good of the company; (3) believes in the companys products; (4) will recommend the company as among the best places to work, and (5) is prepared to continue in the company for the next several years, even if offered a modest pay increase elsewhere (Cole, 2000). Perceptibly, the first four individuality of a committed employee go well ahead of the fifth one, which is the simple one connected with outstanding in the organization; and, still qualifying the reality of enduring in the organization by rejecting a revolution with a modest pay boost elsewhere. INDICATORS OF LOYALTY Powers (2000) offers an attractive set of indicators of loyalty: Enduring with the corporation; not leave-taking, not job hunting Staying not on time to complete a mission Maintenance the companys business secret; no whistle blowing Promoting the company to clientele and community Adhering to policy without close up administration Sacrificing individual goals to attain companys goals No gossiping, deceitful, dishonest or robbery Exchange companys products Involvement to company-sponsored charities Offering development suggestions Participating in companys extracurricular behavior Following orders Delightful concern of company belongings and not being wasteful Working safe and sound Not abusing go away policies; including sick leave Serving coworkers; cooperating. LOYALTIES ORGANIZATIONAL IDENTIFICATION: THE BARNARD-SIMON VIEW The Barnard-Simon theory of organization has some implicit concept of loyalty imbedded in it from the beginning. The Barnard (1938) criterion of efficiency essentially means that participants in the cooperative system called organization (including, of course, customers) should find their motives satisfied by the organizational actions and results. But Barnard never dealt with the concepts of loyalty and identification explicitly. Herbert Simon, in contrast, devotes an entire chapter (Chapter X) of his first book, Administrative Behavior published first in 1947, to developing and applying those concepts, from a standpoint similar to that of Barnard. He directly looks at organizations and discusses the concepts of loyalty and organizational identification as two variables that are very close to each other. The two concepts are, in fact, crucial to his work, in the context of Bounded Rationality. In 1985 Ronald Duska, however, did not take that wait-and-see strategy, but rather tr ied to affirmatively argue that employees loyalty to businesses is unjustified. The article in which he tried to do that, however, leaves it somewhat unclear what precisely its crucial argument is. The text arguably allows at least four possible ways of reconstructing the argument: (1) Loyalty is appropriate only in those relation ships that demand self-sacrifice without expectation of reward; employee-employer relationships are not of that nature. (2) Loyalty requires reciprocity; employers will not reciprocate employees (attempts at) loyalty. (3) Loyalty is incompatible with the commercial character of the employee-employer relationship, i.e. with the fact that both parties to it are aiming at a monetary payoff. (4) Loyalty is incompatible with the fact that the employee-employer relationship is, for both parties, merely an instrument for accomplishing something outside the relationship (i.e. that the parties do not aim at the flourishing of the relationship itself for its own sake). LOYALTY TO THE ORGANZIATION Finally, job satisfaction loyalty will impact on motivation to work well and this directly influences employees willingness to share corporate knowledge and their willingness to voice new ideas. Out of the etymological roots and literature review, the framework within which loyalty can be rethought is constrained by four criteria: Loyalty is an attitude aimed at an object. Loyalty has an explicit external referent. Loyalty is a learned attitude. Loyalty is bilateral. Rational loyalty allows consistent decentralized decision-making. It merges with Castells concept of the network enterprise we mentioned earlier on as that precise outline of endeavor whose method of way is constituted by the connection of segments of independent systems of goals (Castells, 1996, p. 171) in the sense that rational loyalty allows autonomous systems of goals to willingly intersect as means to the object of that loyalty. Loyalty is a variable that is at the same time important, elusi ve and equivocal. It is important, as witnessed by its frequent presence in the non academic periodicals, where many writers even ask whether it has altogether disappeared (see, for instance, Evans, 2000; Sheppard; 2000; or Watson, 2000b); although it has to be recognized that this is usually done with the intention to claim that it shouldnt, and to stress the need for it. It is elusive and equivocal, because like trust, or identification, it is difficult to define and to grasp. Nobody seems to be too happy when loyalty is defined merely as permanence in an organization for a long period of time, but it is difficult to see what other dimensions are involved. Powers (2000), and the study of the Loyalty Institute (cited in Cole, 2000) have suggested several other possible dimensions, similar to believing in the companys yield, or taking concern of company material goods and not being wasteful, but for the moment in time being the conception and its applications have not been analyzed in deepness.

Reflections On Privilege And Difference - 1258 Words

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Team Work Effectiveness Free Essays

There are many standard to evaluate where a team work effectively. According to Mcshane, Olekalns, Travaglione (2011), a team is effective when it benefits its organization, its member and its own survival. Based on my experience I feel that a team work effectively not only when it finishes its objective on time and accurately, but it also motivates its member in order to survival. We will write a custom essay sample on Team Work Effectiveness or any similar topic only for you Order Now Motivation can increase responsibility of members in working. Being responsible in teamwork is very important because teamwork is a group of people who depend on each other to finish objective. As a result, when any members are not responsible for their tasks other people will feel uncomfortable or even angry, which can influence negatively to results. For example, in week 5, our team played role as ML team which had to provide ID and pass of keepandshare website for whole class. Unfortunately, we got trouble when account had not worked. Additionally, this is the first time we work in team; therefore, some problem still happen. To be more specific, sometimes in our team, there are still some arguments contributes to debate and then, members feel uncomfortable and we did the tasks not very well. What is more, an effective team also depends a lot on leadership. Mcshane, Olekalns, Travaglione (2011) claim that an effective leader always want to create good working environment for members and support them willingly instead of put leadership on the position of power. During short-time I led my team, I’ve learned that this point is reality because, for example, sometimes I did not understand feeling of other members in my team so some feel unconfident and results were affected negatively. There are some solutions to make a team more effective. Firstly, an effective team should have clarity of direction. Each team member has to have a specific purpose when working so as to focus on the main jobs. When everyone has a clear goal, the team can work efficiently, so the team effectiveness could be greater. Secondly, it is necessary to create an appropriate structure and strict rules to build an effective team. There are some different people in one team so that there are competing interests and personality clashes in team and that could lead to conflicts between members. Therefore, leader has a very important role in the team. The leader must contribute some rules to clarify for the team what is and is not acceptable behavior. Furthermore, leadership requirement for contributing an effective team is that the team has the appropriate skills to succeed. A common think in constructing teams is that having enough members to work on the objectives will lead to team effectiveness. It is a common mistake because more people does not mean more effective if they are not the suitable people for what is being asked to do. The leader is responsible for making sure that the team has sufficient skills and resources to fulfill its submissions. Finally, one of the most important factors of contributing team effectiveness is the respect. Each team members in one team need to listen many different ideas of other members and respect their ideas. Arguments in the team are good when that lead to an agreement between team members at the end. Each team members should be polite in communication to avoid conflicts which can make the team ineffective. How to cite Team Work Effectiveness, Papers

None Provided7 Essay Summary Example For Students

None Provided7 Essay Summary The Day of the piercing finally came and I was ready. The whole day during school all I could think about was what it was gonna feel like and look like. I definately could not focus on my school work. 3:30 finally rolled around and it was time to meet my mom at Tribal Ways. My friend Shay asked if she could come with me and I said sure. It only took me like 5 minutes to get to Tribal Ways from school because my school is right around the corner so I was all set. I met my mom in front of Tribal Ways and then Shay, my mother and I all took the elevator to the second floor where Tribal Ways is located. I met Megan my piercer and she went over everything with me. She was really nice and made me feel comfortable. She said she would be using a 14 gauge 7/8 barbell on my tongue. She was using a longer barbell because when it swells you dont want the balls to be sucked into your tongue. She then gave me a cup of listerene and told me to go to the bathroom and swish for two minutes. When I came back she took me into the piercing room. It was VERY clean. She then had me sit in a hot pink hair dressing type chair and then marked my tongue with an all natural purple ink and a tooth pick. Then I checked it out in the mirror and I told her it was fine. I then sat back in the chair and she put the clamps on. Personally I dont think the clamps hurt like most people say they do. Then I closed my eyes and she put the needle through. I made a quick wince but it actually didnt hurt. It was just a quick sharp pain and that was it. Then she put the barbell in. I was pierced! I couldnt believe it. Then she had me go back to the bathroom and rinse with listerene and water. My mom paid her and Bibliography:

Education Essays - Education, Knowledge Sharing,

Education Education is one of the most important tools that a society possesses. The right implementation of this tool is one of the greatest ways of assuring the quality of life within a society. The ability to better ourselves, is one of the strongest inherit abilities of the human race. Without the consistent development of the human race, life would be nothing more than survival. At its most basic level of definition, education is nothing more than the teaching of ideas. The early stages of schooling instill more attitude and social skills than knowledge. The younger stages of a person's life are usually the most definable years of their lives. For this reason many rudimentary skills are taught. As the age and skill level of the student increases, more education is based upon the interest of the student. For society to progress and excel every generation must learn just a little more. Education has its downfalls. Students are only taught what society sees fit to teach them. This ideology has an astound effect when used as controlling propaganda. If a society doesn't want students to learn about a certain period of history, then it is not taught. Children might hear stories or tales from elders, but the majority is left in ignorance. In the United States, education is a tool to succeed in life. The quality of education that a student receives depends upon many issues. One of the biggest differences in education is between public and private schools. In a society that values money, such as ours, the rich are given a better background in education than most people. For the general public, students are taught the same material, and excel at different rates than other students. The people that don't grasp the material usually fall behind and become the working class within our society. Those that excel become the backbone of our society, fueling our economy and developing ideas within our world. The difference in education is not only is not only the skill that is provided, but also the attitude. I read a quote once that stated, "Invention is 1% inspiration and 99% perspiration." The skills that are learned are definitely important, but the determination and attitude learned is priceless. The communists came up with the idea of equality for everyone. Every person gets the same schooling and education. This concept cannot possibly work. Every person is different, and some people lack the ability to work in a technical field. Everyone has a place in society, and some people will work hard physically all of their lives. Not everyone can be number 1. Inequalities definitely exist in education. The rich seem to get richer, and the poor seem to become poorer. A society consists of different classes of people, and each class is essential to the survival of all. The gap between the rich and the poor can never be eliminated, but by educating our people maybe it can become smaller.

Free Essays on Mossflower

Have you ever read a book so captivating that you just can’t put it down? Have you ever bought a book you thought was good and then it wasn’t? Don’t waste your money again! The Redwall series are all the really good books you need! There are about ten different books already and each one is better than the last. My book Mossflower is the first book in the Redwall timeline. It is full of animals there are moles, mice, rats, ferrets, bobcats, otters, badgers, voles, and more. This story takes place in the country known as Mossflower. It starts off with a mouse getting caught by the evil forces of Kotir (rats, foxes, and, weasels) and the tyrannous princess Tsarmina (bobcat). The mouse fights back with all his might. This is unusual because nobody is brave enough to fight back in Mossflower. Later you find out his name is Martin. Martin gets caught and thrown in the Kotir prison. He makes some friends and then he escapes. Thus the adventures begin! He eventually finds a way to destroy the castle and Tsarmina in it. For all the dwellers of Mossflower peace and prosperity sweep over the land. There is much more detail in the actual book and it has 380 pages in it. This book is actually so detailed you feel as if you are in it, so it is really nice to sit on a quiet sunny day and read under some shade. If you want to know the next book in the timeline so far is the Legend of Luke. I greatly recommend this series to anyone and this is one of my favorite books. Read this book!... Free Essays on Mossflower Free Essays on Mossflower Have you ever read a book so captivating that you just can’t put it down? Have you ever bought a book you thought was good and then it wasn’t? Don’t waste your money again! The Redwall series are all the really good books you need! There are about ten different books already and each one is better than the last. My book Mossflower is the first book in the Redwall timeline. It is full of animals there are moles, mice, rats, ferrets, bobcats, otters, badgers, voles, and more. This story takes place in the country known as Mossflower. It starts off with a mouse getting caught by the evil forces of Kotir (rats, foxes, and, weasels) and the tyrannous princess Tsarmina (bobcat). The mouse fights back with all his might. This is unusual because nobody is brave enough to fight back in Mossflower. Later you find out his name is Martin. Martin gets caught and thrown in the Kotir prison. He makes some friends and then he escapes. Thus the adventures begin! He eventually finds a way to destroy the castle and Tsarmina in it. For all the dwellers of Mossflower peace and prosperity sweep over the land. There is much more detail in the actual book and it has 380 pages in it. This book is actually so detailed you feel as if you are in it, so it is really nice to sit on a quiet sunny day and read under some shade. If you want to know the next book in the timeline so far is the Legend of Luke. I greatly recommend this series to anyone and this is one of my favorite books. Read this book!...

As a Mercerian, what do you consider the most importasnt leadership Essay

As a Mercerian, what do you consider the most importasnt leadership quality and why - Essay Example Intelligence appeals to me as the core leadership quality because it arouses and supports all the other requisite qualities for successful leadership. It is out of intelligence that a leader would be able to communicate sense to the audience, understand the desires of the followers and appeal to their support for the intended course. It is intelligence that would give a leader the confidence to communicate to with followers and earn confidence in whatever decisions made. Indeed, intelligence could be attributed to the success of many leaders be it in political, social, professional or religious circles. For example, Steve Jobs, the co-founder of Apple Inc., a leading international technological company, was endowed with intelligence that not only enabled him innovate the most marketable technological gadgets but also appeal to employees of Apple Inc. to live to the vision of the organization. It is the intelligence of Nelson Mandela, the first president of independent South Africa, which saw the country attain independence from colonialists and in addition unite the people of South Africa after apartheid regardless of their background. Therefore, I am certain that intelligence is the most important leadership

Simulation of Address Resolution Protocol Dissertation

Simulation of Address Resolution Protocol - Dissertation Example HTYPE (Hardware Type). This is a 16-bit field defining the type of the network on which ARP is running. Each LAN has been assigned an integer based on its type. For example, Ethernet is given the type 1. ARP can be used on any physical network. PTYPE (Protocol Type). This is a 16-bit field defining the protocol. For example, the value of this field for the IPv4 protocol is 080016. ARP can be used with any higher-level protocol. HLEN (Hardware Length). This is an 8-bit field defining the length of the physical address in bytes. For example, for Ethernet, the value is 6. PLEN (Protocol Length). This is an 8-bit field defining the length of the logical address in bytes. For example, for the IPv4 protocol, the value is 4. OPER (Operation). This is a 16-bit field defining the type of packet. Two packet types are defined: 1 for ARP request and 2 for ARP reply. SHA (Sender Hardware Address). This is a variable-length field defining the physical address of the sender. For example. For Ethernet this field is 6 bytes long and contains the MAC address of sender. SPA (Sender Protocol Address). This is a variable-length field defining the logical (for example, IP) address of the sender. For the IP protocol, this field is 4 bytes long. THA (Target Hardware Address). This is a variable-length field defining the physical address of the target. For example, for Ethernet, this field is 6 bytes long. For an ARP request message, this field is all 0s because the sender does not know the physical address of the target.... ARP can be used with any higher-level protocol. HLEN (Hardware Length). This is an 8-bit field defining the length of the physical address in bytes. For example, for Ethernet, the value is 6. PLEN (Protocol Length). This is an 8-bit field defining the length of the logical address in bytes. For example, for the IPv4 protocol, the value is 4. OPER (Operation). This is a 16-bit field defining the type of packet. Two packet types are defined: 1 for ARP request and 2 for ARP reply. SHA (Sender Hardware Address). This is a variable-length field defining the physical address of the sender. For example. For Ethernet this field is 6 bytes long and contains the MAC address of sender. SPA (Sender Protocol Address). This is a variable-length field defining the logical (for example, IP) address of the sender. For the IP protocol, this field is 4 bytes long. THA (Target Hardware Address). This is a variable-length field defining the physical address of the target. For example, for Ethernet, this field is 6 bytes long. For an ARP request message, this field is all 0s because the sender does not know the physical address of the target. TPA (Target Protocol Address). This is a variable-length field defining the logical (for example, IP) address of the target. For the IPv4 protocol, this field is 4 bytes long. Encapsulation: An ARP packet is encapsulated directly into a data link frame. For example, an ARP packet is encapsulated in an Ethernet frame. Operation: Let us see how ARP functions on a typical internet. First, the steps involved have been described, then the four cases in which a host or router needs to use ARP have been discussed. STEPS INVOLVED. These are the steps involved in an ARP process: 1. The

You can choose any topic Essay Example | Topics and Well Written Essays - 500 words

You can choose any topic - Essay Example The film Real Women have Curves was directed by Patricia Cardoso and produced by George LaVoo in 2002. The film can be overly attributed to depicting the female gaze. This is evident in that the main character, Anna Garcia, displays the levels to which a female can rise if only she releases herself from the societal limitations placed on her based on gender. In the film, she goes against her family’s will of taking up employment immediately she clears high school and opts to pursue further education. Her family’s intent was to put her into employment so that she could support them. However, she disapproves of this and pursues university education at the Columbia University (Cardoso n.p.). The portrayals of Anna seek to suggest that women have the right to their choices in life, and that by ignoring the societal construction of their weakness, they can achieve as much as they dream of. One point in the film which supports the female gaze concept is that Anna’s mother thinks that it is unattractive and unacceptable of a woman to have excess weight. This is seen in that she is constantly complaining about Anna’s weight saying she will never find a suitor. Anna however despises this statement which suggests of her mother’s possession by the male gaze. She appreciates herself and does nothing to reduce her weight so as to â€Å"please men† (Berardinelli 327). Additionally, Anna is free to speak up her mind and does not care as long as it means the best for her while not disrupting anyone else. In the film, this is seen in that she openly shoots down her mother’s suggestion that she should not further her education since education is useless. In its place, her mother offers to teach her to be a good housekeeper, being a good mother, and raising children. Anna again says that she is never going to be a housewife, and that education is the best way of achieving her dreams

Role Of Government In Tourism

Role Of Government In Tourism Introduction The role of government is an important and complex aspect of tourism, involving policies and political philosophies. State intervention in the trade is a relatively recent practice for central government. State participation increased as tourism became a mass phenomenon, reaching a peak shortly after the Second World War in 1939-45. A slow withdrawal began in the boom years of the 1980s with the shift to the market-oriented economy. These trends are noted in this chapter, together with an examination of the principal aspects of state intervention: Areas for state action. Definitions of the role of the state. Principal state functions. Tasks of the destination authority. Government tourism policies. International intergovernmental bodies concerned. International trade organizations with an advisory role. International regional organizations. The importance of many international organizations depends to some degree on the extent to which national governments have delegated their powers to intergovernmental bodies. This is the case with the European Union (EU), where many functions in taxation, regional and infrastructure development, and policy matters in transport, social and environmental regulation, are now within the competence of the administration in Brussels. For the most part, intergovernmental bodies activities are advisory or technical in character. There have been few intergovernmental initiatives outside the EU leading to action in the travel field, but there has been a slow movement towards liberalization of movement. Areas of state intervention In general the state recognizes that the duties of the public sector must cover such matters as health, safety, fair trading and consumer interests and infrastructure in transport such as roads, railways and ports. These are all matters of direct concern to the resident population. There is a mixed record in the provision of leisure facilities, environmental protection and conservation which includes responsibility for the unique cultural heritage, an important part of Europes visitor attractions. Strategy Whatever form of organization or degree of devolution in the states role, it is essential that the public authority, central or local government should agree an overall strategy. This should be reinforced by an outline plan or guidelines, to present a coordinated picture of the destinations future shape as a tourism area, both at national and local level. This may apply at regional level where the regional destination is in fact an accepted tourism entity, for example the Lake District or the Norfolk Broads in England. The state tourism agency, tourist board or government department will have an important role to play in advising on the strategy, offering opportunities to consult and cooperate with a dispersed private sector, and preparing a destination marketing strategy based on an identification of the appropriate markets and their needs and wishes. This leads to a product market fit indicating products and services required to attract the preferred visitor traffic. This is a vita l role. The market will determine the outcome and the marketers have the essential responsibility to ensure product development to suit the required visitor movement. Based on periodic surveys of the government role by the WTO, the OECD and individual countries, the principal functions of a Ministry of Tourism or of agencies under government control can be summarized as: Research, statistics and planning. Marketing. Development of tourism resources. Regulation, including trade regulation. Training and education. Facilitation/liberalization. Local and regional tourist organizations At the local level the regional or local authority has a role similar to that of the central government and in many ways a more comprehensive and important one. Indeed, in the early days of mass travel stimulated by the growth of the railway network, public sector intervention in tourism was solely at the local level. There were no national tourism organizations. The growth of large resorts, pioneered in Britain at the main seaside centres, encouraged the development of local tourism administrations to carry out the responsibilities of the host destination. International organizations There are a number of international bodies, both government and nongovernment, with tourism interests. Government bodies reflect the national governments interest in, and political will regarding, tourism intervention. In the industrialized countries, the tourism priority tends to be low. Because of the wide range of tourism activity the number of organizations with some concern or responsibility is great, but coordination and often ooperation as at the national level is weak. Furthermore, consultation with industry and operating sectors is often inadequate, as the sectors voice is weak. The main sector industry bodies inevitably present the case of their own trade, sometimes as in modes of transport in a competitive situation. Thus the collective tourism approach is hard to organize and sustain, even when cooperation at the operating level is effective. World Tourism Organization The World Tourism Organization (WTO), an intergovernmental body recognized by the UN as an official agency with a consultative status, has taken the lead in representing its member governments collective view in tourism issues. Like its predecessor body, the International Union of Official Travel Organizations, it has developed useful technical programmes in statistics, research and the exchange of ideas and experience and in technical aid, particularly for poorer countries. The WTO has made efforts recently to strengthen its links with commercial and non-government partners through its system of affiliate membership which should help in the provision of practical guidance and as a basis for cooperative action. Non-governmental international organizations As the work of the intergovernmental bodies expanded, trade sectors and professional bodies found it necessary to organize both at the world and regional international level, first to respond or react to government interventions, and second, where practical, to seek a more positive relationship in cooperative and collective tasks. The need for consultation at appropriate levels became more pressing and although clearly essential not always accepted by government bodies. Industry sectors have established their international associations or groups, such as: Alliance International du Tourisme (AIT). International Air Transport Association (IATA). International Chamber of Commerce (ICC). International Hotel Association (IHA). International Road Transport Union (IRU). International Union of Railways (UIL). Universal Federation of Travel Agents Associations (UFTAA). International regional organizations Both at UN and geographic regional level there are regional bodies concerned with their regional needs. So long as liaison is maintained, such regional action and support can be very effective in tourism. This is certainly the case in Europe, which is seen at world level as a destination entity with many common interests. The Council of Europe with Cultural Activities and the United Nations European Economic Commission are examples. The latter body, covering both East and West Europe, has been active in transport matters among others. (An introduction to tourism book) Governments to: Develop holistic and comprehensive tourism development strategies in partnership with community and industry stakeholders (including major foreign tour operators or industry associations, where appropriate), that include realistic expectations for the social, cultural and environmental benefits to be reaped from tourism Create positive investment structures to support and encourage sustainable development of tourism destinations Pressure industry associations to report on how they are achieving more sustainable tourism (e.g. industry associations are asking their members to sign up to guidelines and charters but few are enforcing this as a criteria for membership) Legislate for corporate social reporting Facilitate arenas to share best practices between sectors (hotels, tour operators, airlines and cruise lines) so that they can learn from one another Ensure sustainable tourism measures are seen as a core value in wider development plans and policies rather than solely focusing on economic benefits Legislate or provide incentives to businesses who adopt internationally recognised certification schemes or standards within their country (http://www.ifc.org/ifcext/economics.nsf/AttachmentsByTitle/CSR+in+the+Tourism+Industry/$FILE/CSR+in+the+Tourism+Industry.pdf)

Torture Throughout The Ages :: World History

Torture Throughout The Ages Whoever's listening, Do you know what an Iron Maiden, a Garrote, or maybe Water Torture are used for? No? Well here's the answer; they were all forms of torture a long time ago. Iron Maiden's were female effigies constructed of wood or iron with the inside hollowed out and filled with sharp iron spikes. The iron maiden would be opened up and the offender placed inside. The person would then be embraced by the iron maiden, being impaled by all the spikes. A Garrote was anything that was tied around someone's neck that would tighten and eventually they would suffocate. Water Torture was when water was poured on top of the prisoner's head and a large bucket of water was also placed under their chin to simulate the feeling of drowning. Torture started because people thought the legal codes should be tougher. Reasons for this was simply that people thought that criminals, traitors, or just "wrong-doers" should be tortured instead of killed because they will die sometime anyway so they didn't consider it much of a punishment. Because of this they began torture. As time went on and civilizations grew, the need for a code of laws came. Because of this code of laws, people could now perform torture only on enemy tribes and animals. In many cultures, religious sacrifices were the start of torture practices. The early European codes were usually based on the principle of Lex Talionis, who gave the idea of an eye for an eye in the Bible. "Punishment for crimes should be similar to the offense" is the Law of Hammurabi, written around 2000 BC. This civil code would soon be expanded to include other crimes in the Mosaic Code 1000 years later. This code formed into the basis of Hebrew, Greek and Roman legal systems. The Greeks and others were still operating under the Law of Lex Talionis and at the time, torture was mainly used as a means of extracting retaliation for real or imagined (accused) crimes or wrongs. Public displays such as stoning (throwing stones at a person) or crucifixion were used mainly to discourage other criminals from committing crimes. The savagery of torture had not yet entered into the European culture yet. All this, however, would soon change. Early Roman rulers were actually quite humane; it was only Julius Caesar that tortured his conquered enemies as an example for other likely adversaries.

A visit to the art institute of chicago museum

On South Michigan Avenue, stands the Art Institute of Chicago Museum. One of the first things that I noticed and one problem that I encountered is that The Art Institute of Chicago does not have its own parking lot. Good thing there are public garages nearby.   Ã‚  Ã‚  Ã‚  The Art Institute has an â€Å"H† shape, if one will imagine from a bird’s-eye-view.   It is a three-storey building housing work spaces, study rooms, auditoriums and enclosed galleries. But what will truly stand out are its vast collections of paintings, sculptures, photographs, videos, textiles, and architectural drawings. (The Art Institute of Chicago 2005). I was simply impressed with the exhibits. I marveled at the extensive and interesting collections there. As evident on the other people’s reactions, I think they felt the same way. Different reactions and moods were elicited from each of the art pieces. The exhibit about the Icons of Divinity from South and Southeast Asia caught my interest. This focused mainly on the art of the Hindus and Buddhists. The images display complex ideas about divinity. And it is always appealing to learn about the art of other cultures. Another is the exhibit featuring the different treatments in the works of Harry Callahan, a photographer. (The Art Institute of Chicago 2005). The ‘Portrait of Cardinal Zelada’ by Anton Raffael, for me, presents the subject as someone dignified and regal. Emphasis is given on the position of the subject, sitting upright. The eyes and the small smile forming on the subject’s lips may also signify the graciousness of the subject. The artist may be portraying the righteousness and the nobility of the cardinal. I would also probably choose Anton Raffael to do my portrait. I would like my natural traits to be showed in the portrait, with more emphasis on the good characteristics. ‘Day of the Gods’ by Paul Gauguin and ‘Charity’ by Francesco de Mura both depict female nudes. Gauguin’s work has more eroticism in it than that of de Mura’s. That is because ‘Day of the Gods’ puts more emphasis on the physical beauty of the female, a Tahitian female in particular, than the other work. De Mura’s ‘Charity’, on the other hand, seems to dwell on motherhood and motherly love, thus, less erotic. I think the impact of eroticism is that it makes the visuals more attractive. Most people admire the physical beauty of the woman. Depicting and emphasizing that in the painting will draw more people into looking and appreciating the work of art. And lastly is the seascape, ‘The Beach at Sainte-Adresse’ by Claude Monet. The painting seems to express melancholy. Elements that point to such are the muted colors, the couple seated on the beach watching a regatta sail away, the coarse texture of the sand and the density and grayness of the sky. (The Art Institute of Chicago 2005) Even if only one of these parts is to be deleted, the message of the painting is not as full anymore. For instance, if the colors of the sky are changed into brighter hues, the painting won’t be so gloomy anymore. Or if the silhouettes of the sailboats are rubbed out of the painting, it won’t seem as though many people are sailing away. This just proves that all the elements in a painting contribute to the desired effect that an artist wants to show. Work Cited: 2005. The Art Institute of Chicago. http://www.artic.edu (accessed August 1,2006).      

Comparison and Contrast

Comparison and Contrast ‘To a Locomotive in Winter,’ is a poem by Walt Whitman. It is a poem about a powerful and strong locomotive. The speaker supports technological advancement of America as it is represented by the given locomotive. There is an attempt by the poet to connect science and poetry.Advertising We will write a custom essay sample on Comparison and Contrast specifically for you for only $16.05 $11/page Learn More The poet tries to bridge the Romanticism movements which preceded him and modernism which was to follow. He romanticizes nature by bringing out its beauty, for instance he says, â€Å"O magnetic south.† The poem shuns classical emphasis on the order as well as the balance hence creating a unique style. Imagery has been used in the poem vividly to develop the theme, for aesthetics, movement and power. The poem describes the beauty and strength of the train. The port uses words like, â€Å"Thy ponderous side-bars† (Kennedy and Gioia 4 26). The poet uses words like â€Å"delicate† and â€Å"great† to bring out the beauty and strength of the train. All these come together creating the train’s motion. Onomatopoeia as well as the Doppler Effect has been used in the poem so as to create melodic effect. The poet has used poetic form and diction to bring out the tone and theme of the poem. The lyrical ‘I’ has been used to refer to the locomotive. Anaphors have also been used. Almost each line starts with â€Å"thy† or â€Å"thee.† The speaker is explicit as evident in the use of the lyrical ‘I’ which makes the poem seem like a prayer. The poet has used a formal structure. The poem is has free verses and it follows no regular pattern, a further symbolism for the locomotive that does not appear to move in a normal pattern. There is foreshadowing of the poem’s theme in the headline. It is clear from the start that the poet is going to talk about a locomoti ve. Description has been used to bring out the sound, motion, and appearance of the train (Kennedy and Gioia 427). In the second poem with the title, â€Å"I like to see it lap the miles.† As much as the subject is not explicitly named, the poem is about a train just like the first one. The poet seems to enjoy watching the train as it travels through the country as evident in the title. Imagery has been used at different levels in the poem. The imagination of the poet about the train is that of giant horse figure moving far and fast, in the process appearing to ‘lick up’ the countryside.Advertising Looking for essay on comparative literature? Let's see if we can help you! Get your first paper with 15% OFF Learn More The train is imagined as feeding at the tanks, either loading passengers or refueling. The size and might of the train are so enormous to the point that it is able to take a giant step around a mountain pile. Due to its pride i n enormous power and speed, the train looks arrogantly while passing sharks. This is a clear indication that the poet has used personification to give the train which is inanimate humanly characteristics. The poem has been framed as a riddle. This gives emphasis to the disconnection that exists between it as a mysterious creature as well as the natural environment inhabited by it. A strong juxtaposition has been used between the train and the natural world. In contrast to the first poem, the poet does not seemingly have a positive tone towards the poem. She does not have a liking for it. She describes it as superfluous and explicitly brings out the negative portrayal of the train. She doesn’t like the way in which it carves space out so as to fit its own ribs and in the long run transform the natural world to meet its own self centered needs. The poet carefully chooses the diction in bringing out the negative aspects of the train like, â€Å"†¦horrid,† â€Å"hoot ing,† and even â€Å"complaining.† While on its downhill movement, he describes it as â€Å"chasing itself.† Its great power irritates and disturbs them. The poet is almost pedantic in vocabulary use. A poem which in the real sense is something ordinary has been turned into something that is extraordinary through the description used. The poet has used natural images in describing this thing that has almost been named in the pun. It is first described as a cat which laps and licks. The overriding metaphor in the poem though seems to be comparing the horse. Much of the analogy use is in comparison to the horse (Kennedy and Gioia 427). The two poems therefore exhibit much imagery and personification in particular. Rhyme has also been used in the poem to bring out the musicality in the poem just as it is in the first poem. The heading in itself is a metaphor as well as it has been used symbolically. Kennedy, John and Gioia, Dana. Literature: An Introduction to Fict ion, Poetry, Drama,  and Writing, 6th Compact Edition. New York: Pearson, Longman, 2010. Print.Advertising We will write a custom essay sample on Comparison and Contrast specifically for you for only $16.05 $11/page Learn More

organzation behavior Essay Example

organzation behavior Essay Example organzation behavior Essay organzation behavior Essay Organization behavior Name: Institution: Lecturer: Course: Date: Organization behavior Case 1 Some of the possible reasons for absenteeism in an insurance company are associated with internal and external factors. From the MAR’S model, four key factors determine the individual behaviors in a company. First, motivation determines the performance of workers. Thus, lack of motivation could have been one of the reasons for absenteeism. Another factor that negatively affects the company is ability. Ability for analyzing data is vital; thus, poor ability might affect the individual behaviors and performance. Factors such as role perception and situational factors can be the reasons for absenteeism. Therefore, poor communication within the company can discourage employees thus making many of them have poor role perception. Stress and lack of job satisfaction can be challenging to employees thus contributing to their absenteeism. This might be reduced through creating conducive working environment, which is stress free. Moreover, good communication, motivation of workers and g ood role model will reduce absenteeism. Case study 2.1 The captain is trying to displays the problems he is experiencing. Captain beliefs the cause of the problem was through hiring inexperienced people who do not have role perception or competence. Using MARS model, the possible causes of unacceptable behavior are varied. First, hiring of inexperienced young people who are not exposed to work before. This directly affected the performance level because of poor paperwork that was done. Secondly, insufficient training programs thus poor performance. The problem of hating paperwork could have not risen if training programs were carried out. This could enable the officers have better skills for the job. Thirdly, poor motivation that led to poor performance in paperwork. Captain did not motivate officers thus they became unaware of organizational goals. Lastly, poor role perception made the officers dislike paperwork. This is because there was no clear role perception and acknowledgment of the paperwork description. Moreover, they were not aware that the organization would suffer in case they could not perform paperwork. Lastly, the officers were hired to perform jobs, which are not matching with their job requirements. This contributed to poor performance in paperwork thus putting the company at risk. The captain has not identified all the possible solutions to the problems. This is because there are some problems a part from lack of motivation, determination and interests of officers towards the written crime description. There are some factors that captain did not mention thus, needs to evaluate and make adjustments for better organizational performance. First, evaluating the stressing environment and make sure that the working environment is stress free. Training workers is vital because it will enable them to have abilities to perform better paperwork. Motivation alone cannot be successful if workers do not posses the required abilities for a specific position. Comprehensive job descriptions can be done indicating clear expectations. This will aid the employees in understanding the role perception thus producing better results in paperwork. Furthermore, the captain should act a role model to employees. This is vital because he will make employees understand the ways through wh ich employees are supposed to play a part in the company. Additionally, captain can analyze the situation, redesign job, encourage competence and ensure that the working environment is conducive. He will communicate well in order to eliminate the problems that he is undergoing in the company. Therefore, by adopting the MARS model, the captain will enable employees to discover the driving force behind their action thus improving in paperwork.

Discussion board forum Assignment Example | Topics and Well Written Essays - 500 words - 1

Discussion board forum - Assignment Example the required limits in law may keep corporations out of courts, but businesses are ware that holding themselves responsible to a high standard will stand them in good stead as far as their employees, customers, suppliers, communities, regulators and shareholders are concerned. This therefore means that any enterprise if at all it wants to be sustained over a long period of time must maximize its proceeds; nevertheless it should do so in a way that meets the requirements of its stakeholders who in essence allow it to stay viable. When there is a change of those requirements, corporations have got a responsibility to become accustomed to their actions accordingly, if at all they wish to survive. This is the aspect missed by Friedman’s argument. The game and its rules have changed in indispensable ways –and customers today anticipate and even demand more of a corporation than basically that they increase their returns without coming to anguish by some breach of law. Custom ers require and anticipate attributes from what they purchase-safety, value, quality-which of course depends on the price they have paid (Bryan, 2010).Employees on the other hand require more than just a paycheck and the society needs the enterprise to be a better corporate citizen and employ from the community. Regulators require corporations to adhere to the legal line, communities frequently require companies to go an extra mile and do more than is needed of them; leading to a lot of strategic philanthropic efforts that are an aspect of ,but nevertheless don’t by themselves comprise a responsible company, particularly if they seem to be like giving back for a business culture or model that is not desirable (Bryan, 2010). Break-even point is that point at which a product stops costing Sarah’s company/enterprise money to produce, and sell, and thus starts making a profit for the company. Her total expenses for this enterprise are ($12,000+148000=160,000) plus her salary of $35,000.The

IT Project management Essay Example | Topics and Well Written Essays - 250 words

IT Project management - Essay Example It is software designed by a company called Uniplus and has been of great significance to the day-to-day operations of most academic institutions. To be precise, Uniplus entails a set of well-integrated software components, which facilitate efficient management of university information. It is divided into three main user access levels, which include student portal, staff portal and top management portal. According to research, Uniplus has specifically been developed to enhance management of University data, which is for a number of top institutions in Africa such as Egerton University. Uniplus has been of great significance particularly in promoting the business need of many institutions. For instance, at Egerton University, Uniplus was regarded as a very crucial tool for ensuring that the University efficiently managing its revenues. As a result of its use, the university attained higher fee collection since it introduced self-service for students and improved access to information. Financially, the system is needed to ensure that all the institution’s financial data is protected from any unauthorized access. This is a very crucial requirement in maintaining the financial stability of any business organization. The system has also been considered to be of great significance in ensuring the integrity of student performance data. As aforementioned earlier, Uniplus has been of great significance in the day-to-day operations of a University. The development of this project at Egerton University had been scheduled to be conducted within a period of six months. It is important to acknowledge that Uniplus Company was very successful in ensuring that it delivered the project within the allocated time frame. In general, Uniplus, which is an integrated University management system, was finished on schedule (Petrides 60). A significant number of key stakeholders were involved in the development of this project. The top one

Digital revolutions (6) Essay Example | Topics and Well Written Essays - 1250 words

Digital revolutions (6) - Essay Example It has been observed that owing to implementation of advanced technology in the global market has become more effective in nature (Crown, 2015). The principle aim of the study is to describe about the positive impact of adopting digitalisation within the existing marketing process. Apart from this, the study will also describe how digitalisation can be helpful in building effective global marketing strategies. The digital revolution is recognised to be incorporated within the global marketing strategy during the third industrial revolution, which has made a positive impact over the global economic development. The business industry has become more cautious regarding the application of the same. It has been stated that by implementing the digitalisation within marketing strategy companies are more able in developing effective connection with the costumers. It has been also observed that the traditional ways of marketing are unable to create connection with its customers. In this regards the marketing practitioners have become more eager to adopt the digitalisation within their marketing strategies. Therefore, several companies have launched new strategies of handling online marketing segments, which will facilitate the companies to generate more customers as per the needs of the global marketing segments (Breene & Whipple, 2011). In this regard, the creation of electronic commerce industry has become more active participant for the development of new business circle. Most of the marketing practitioners consider e-commerce industry as a popular domain among the mass media as well as informatics circle also. It has been noted that the implication of e-commerce industry are playing an important role for developing the financial services as well as retail industry as well. Correspondingly, it can be stated that the digital revolution in the global business encourages adoption as well as practice of

How to Be Professional Engineer Essay Example for Free

How to Be Professional Engineer Essay Hong Kong is many large-scale infrastructures in future. There are many job chances. Chances are often but my lower educational background may not be able to secure. If I want to fight for more chances, I must continue to enhance me. Become a professional engineer, experience and education are same important. When I success join the HKIE member, it can certificate I have professional qualifications because become corporate membership need definite experience and education and after different assessment. That is a long way, cannot short time to complete. In route to membership, there are two way, it is Corporate Member and Associate Member. Corporate Member there is two types. It is Fellow and Member Fellow is a senior Corporate Member who is usually at least 35 years of age and has achieved positions of responsibility to which he/she has brought superior knowledge and practice in an engineering discipline. Member is a qualified professional engineer who has attained the age of 25, obtained an accredited/recognised degree or the equivalent in an acceptable engineering discipline, received adequate training, had sufficient responsible experience, and successfully completed the Institutions Professional Assessment or the equivalent. Associate Member is an engineering technologist who has attained the age of 23, obtained a Higher Diploma or Higher Certificate accredited/recognised by the Institution, or an acceptable equivalent in a recognised engineering or technological discipline, received adequate practical training, had appropriate responsible experience, and successfully completed the Institutions Assessment Interview In my own choice, I will think out join Associate Member, after Promotion to Member because I will have Recognised Higher Certificates, it is one of the main factors while I have Minimum of 3 to4 years experience. I can take the last step to Assessment Interview.

A Psychological Perspective of The Turn of the Screw Essay -- Henry Ja

A Psychological Perspective of The Turn of the Screw   Ã‚  Ã‚  Ã‚   Henry James was one of the famous writers during the nineteenth and early twentieth centuries. He was known as an innovative and independent novelist. One of James' novels, The Turn of the Screw (1898), has caused a lot of controversy among many critics, and each of them has had a particular interpretation. James' creative writing built a close connection between his novel and his readers. The reactions of the readers toward The Turn of the Screw can be researched psychologically by analyzing how James developed his story using questionable incidents, an unreliable narrator, unexpected changes, an interesting prologue, and effective images and words. The influences of James's writing on his readers can be explained clearly from a psychological perspective. Readers have their individual perceptions and experiences which are defined as ego. Sigmund Freud pointed out that under the effects of the external world, the ego starts to react in various forms such as storing, adapting, learning, or fighting against external events (2). The external world includes all the things happening outside human minds such as activities in real life, in movies or in books. When readers react to the behaviors of the Governess and other characters in The The Turn of the Screw, it means their ego responds to the story that is the external world in this case. Since the perception and experiences of each person are different from the other, the reactions to this novel are varied. Moreover, James's story was written in a very sophisticated way, which is likely to lead to complex reactions. Henry James skillfully has his readers integrated into his story. While the readers are reading T... ...Screw. Works Cited Auchincloss, Louis. Reading Henry James. Minneapolis: University of Minnesota Press, 1975. Freud, Sigmund. An Outline of Psycho-Analysis. New York: W. W. Norton & Company, Inc., 1969. James, Henry. "The Turn of the Screw". The Turn of the Screw and Other Short Novels. New York: New American Library, 1995. Luckacher, Ned. "'Hanging Fire': The Primal Scene of The Turn of the Screw." Henry James's Daisy Miller, The Turn of the Screw, and Other Tales:. Ed. Horold Bloom. New York: Chelsea House Publisher, 1987. 117-132. Nunning, Ansgar. "Unreliable Narrator." Encyclopedia of the Novel. Ed. Paul Schellinger. Chicago: Fitzroy Dearborn, 1998. 1386-1388. Wagenknecht, Edward. The Tales of Henry James. New York: Frederick Ungar Publishing Co., 1984. ---. Seven Masters of Supernatural Fiction. New York: Greenwood Press, 1991.

Plague - Bacillus Yersinia Pestis Essay -- Biology Medical Biomedical

Identification and Prevention of What Makes Life â€Å"Nasty, Brutish, and Short† Plague is caused by the bacterium bacillus Yersinia pestis, and is carried by rodents, fleas, and mammals. Plague takes three forms: bubonic, pneumonic, and septicemic. Bubonic plague affects the lymph glands, while the pneumonic and septicemic forms affect the lungs and the blood. Today, plague can be prevented by antibiotics and strict public health measures. Three methods of controlling carriers involve sanitizing the environment, educating the public on how to prevent exposure, and using prophylactic antibiotics. â€Å"O happy posterity, who will not experience such abysmal woe and will look upon our testimony as a fable,† wrote the Florentian Renaissance author Francesco Petrarch to a friend in the midst of the Black Plague (Benedictow 3). Indeed, the Black Plague and its timeless infamy define when life was nasty, brutish, and short. Between 1346 and 1353, the Black Plague cast its dismal shadow over Europe, North Africa, the Middle East, and Western Asia. The plague also recurred in the late 19th and early 20th centuries in huge pandemics in Asia, and continues to be a threat today. The agent of plague, the bacterium bacillus Yersinia pestis, is transmitted to humans through the bite of infected fleas. Yersinia pestis is carried in the circulatory systems of chipmunks, prairie dogs, ground squirrels, mice, and other mammals. The plague is spread among humans by the inhalation of coughs of plague pneumonia. Although it is tempting to dismiss this pathogen as only active in outbreaks like the Black Death, and despite that the medical community found solutions to plague, plague continues to threaten those who live in areas of poor housing and sanitati... ...f Person-to-Person Transmission of Pneumonic Plague.† Healthcare Epidemiology. 27 July, 2006. 15 April, 2005. . Kopp, Elizabeth, and Medzhitov, Ruslan. â€Å"A Plague on Host Defense.† The Journal of Experimental Medicine. . â€Å"Plague Fact Sheet.† Centers for Disease Control and Prevention. Department of Health and Human Services. 30 March, 2005. 26 July, 2006. . â€Å"Plague Prevention and Control.† Centers for Disease Control and Prevention. Department of Health and Human Services. 30 March, 2005. 26 July, 2006. . VeriMed Healthcare Network. â€Å"Plague.† Medline Plus. 17 June, 2005. 26 July, 2006. .

Conservatism Is Merely A Ruling Class Ideology

Conservatism has three strands: Traditional, New Right and Post New right conservatism. It serves in the interest of the rich and powerful and it serves in the interest of every social class, including the poor. Marxists in particular would argue that conservatism is a class based ideology. They would also argue that ideologies reflect the interest of a particular class. Burke was a traditional conservative and he believed in the organic state. Traditional conservatives are motivated by the organic state they believe that the society is a living entity, rather than a mechanism. They consider society as a pyramid and command structure, which serves in the interest of the rich because society is fixed and the rich will always be at the top. Society can never have social equality because of hierarchy. They do not believe in meritocracy and individualism, they believe that society is more important than the individual, therefore they believe in collectivism. People may believe that the ideology is good but in reality it is not because people do not have rights they have duties and conservatives only recognize equality of status. Socialists believe in economic equality, this is the only equality that does not keep people down. Conservatism was reaction against Liberalism (French revolution). Burke was against the French revolution. Disraeli was also motivated by class interest. He introduced One-nation conservatism, which was about keeping social cohesion between the rich and the poor. Disraeli gave the vote to the urban working class male because if he did not the Liberals would have done so. Burke once said that he ‘the palace is not safe when the cottage is not happy' meaning that the rich are not happy when the poor are not satisfied. If the poor is not satisfied then there will not be social stability, because there will be a revolution. Burke introduced social reforms to stop a revolution. Randolph Churchill formulated ‘Tory democracy' which stated that in order to gain the support of the working-class they have to develop the empire by making them believe in it. They did not want to do too much for the poor, but rather to help them enough to keep them happy. Conservatives voted against the NHS, which was brought in by Labour, because it is a ruling class ideology. They only decided to accept the NHS because they are pragmatic and they did not believe in nationalized industries because it took power away for the poor. They believed in the mixed economy. They disliked nationalization and wanted to privatize most nationalized businesses. They introduced the minimum wage and it was popular and a vote winner. In 1979, Thatcher became Prime Minister and she also served the interest of the rich. She privatized industries such as British telecom, British railways. Liberal New right believed in and rolling back the state, hence the belief in laissez-faire economics. They believed in the non-interventionist state, that the state will not intervene in the economy to help the poor. For example: the Battle of Orgreaves, the miner's strike; the government refused to subsidize what they called the uneconomic picks. Thatcher setup grant maintained schools which got more money. Schools were a two tier system and the ‘better-off' benefited from this. This basically suggests that Thatcher reeks of the rich. Society was more differential because people had more respect. Disraeli introduced one-nation conservatism, and he was genuinely concerned about the poor, evidenced in his quote, ‘there is a gap between the rich and the poor' and his Crystal Palace speech. Disraeli detested capitalism because it creates inequality and exploits workers. He did what he had to do to stop a revolution, the invention of One-nation. Burke believed in the organic state and this was not just about the rich and the poor, as a traditional conservative he believed that everyone should be valued equally. The whole of the ideology was paternalistic meaning that conservatism like a father cares for the people, not just in the interest of the rich. This is confirmed in the quote, â€Å"Society is a partnership between†¦ † it suggests that we are all valuable. All traditional conservatives believe in social reforms because of the rule of One-nation. In Harold Macmillan's ‘Middle Way' (1938), he advocates the mixed economy. After the WWII, they realized that there was a new way to help the poor by accepting the welfare state, they also accepted Keynesianism by reflate the economy. Conservatives were very Keynes on grammar school, after all Thatcher went to a Grammar school. As Liberal New right Thatcher believed I meritocracy, individualism and embourgeoisement. Individualism means you can make it and meritocracy means that you can make it on merit. For example, selling councils houses; buying it means that it is now our property, owned democracy. People could buy shares, share owning democracy, not just the rich and the powerful, but also the poor. Post-New right, neo-liberal leaders: Hague, Smith, Major, Howard and Cameron, all have business interest. Cameron has adopted and fused neo-liberalism with elements of One-nation. Cameron believes in social responsibility. This means that society has to work together to look after and care for each other, however if we care for each other the government will not help us. For example: Jamie Oliver; it was not the government that improved school dinners. Social responsibility is a way of saying ‘rolling back the state', Cameron uses One-nation rhetoric, though he still wants a smaller state, he does not want to regulate the state. He wants to take politicians out of the NHS. He fused neo-liberal elements and one-nation because he cares about the economy, example targeting families who have to pay child-minders; instead they pay money to family relatives to look after your children. This is One-nation because keeps social cohesion. In 1979, the working-class voted Thatcher in because in 1983, the Conservatives promised that people could buy council houses and Labour said they would nationalize the banks. Thatcher would win because she had taken on the Falklands war and found victory.

Social Influence on Bullying in Schools

Social Influence on Bullying in Schools Introduction There is no globally agreed definition of bullying. Tattum (1993) defines bullying as, â€Å"the desire to hurt or put someone under pressure†.Advertising We will write a custom research paper sample on Social Influence on Bullying in Schools specifically for you for only $16.05 $11/page Learn More Bullying is the most malicious and malevolent form of deviant behavior widely practiced in schools and yet it has received only scant attention from national and local authorities (Tattum Lane, 1998). The vast cases of bullying take place in on school premises and most students in playgrounds are affected (Whitney and Smith, 1993). It is therefore vital to understand better the interactions and activities of students in schools in order to place specific behaviors like bullying into context. Over the past two decades, there has been a growing awareness of the extent of bullying in schools. Research in this area, inspired by the work of Olweus in Scandinavia, has done much to focus attention on characteristics of bullies and victims. A good deal of research on bullying in schools has developed around a concern with personality and other individual attributes of bullies and the victims. This is obviously vital but can sometimes obscure the situational and social influences on bullying behaviors (Blatchford, 1993). The fact is that most bullying in schools goes undetected for the very good reason that the victims are too terrified to report their suffering for fear of reprisals which can often be brutal (Pepler, Rigby, Smith, 2004). The characteristics which typify a student who is being regularly bullied are known to us. Once a student has fallen foul of the bullying menace, and demonstrates that he will not ‘split’, the bullying becomes more intense and the ensuing terror increases (Pepler, Rigby, Smith, 2004).Advertising Looking for research paper on education? Let's see if we can help you! Get you r first paper with 15% OFF Learn More Social Influences of Bullying Behaviors Much has been written about the reciprocal interplay among the individual, family, peer group, school, community and cultural influences on human behavior (Espelage Swearer, 2011). Social dominance theory, Demographics, School and Family characteristics are very strong factors which affects the behavior of bullying in schools. Social Dominance Theory A social biological or evolutionary perspective offers a view of peer harassment through the social dominance theory (Sanders Phye, 2004). The theory helps us to understand that the behavior of bullying has to do with the bully-victim interaction with the individual who bullies (Sanders Phye, 2004). According to Pellegrini Long (2002), social dominance theory is, â€Å"harassing or bullying behavior which occurs to force someone into a position of submission, which can especially be seen in boys during the transition from primary to second ary schools as they figure out the new social hierarchy†. According to this theory the evidently stronger students in any school will tend to dominate over the weaker ones (Sanders Phye, 2004). This is the core reason why physical bullying has to do with the size and strength of an individual subjecting his colleagues to bullying (Carney Merrell, 2001). The theory helps us to understand why the stronger members of the school population are likely to â€Å"rule† over the weaker members of the school as described in the social hierarchy concept in the theory (Sanders Phye, 2004). For example, within-groups aggression can take place in the context of the school as a whole, a grade within the school, a particular classroom within a grade, or a friendship group (Sanders Phye, 2004). One clear method of establishing social hierarchies and status within groups is through the use of aggression (Sanders Phye, 2004).Advertising We will write a custom research paper s ample on Social Influence on Bullying in Schools specifically for you for only $16.05 $11/page Learn More Perhaps aggressive students are admired by peers because rather that threatening group cohesion they actually promote a clear hierarchical organization within the groups (Sanders Phye, 2004). This theoretical approach sheds some light on why the aggressive victim group of students is so disliked and rejected by classmates (Sanders Phye, 2004). These are the students who have the capacity to destabilize the hierarchy, thus making individual group members feel uncomfortable (Sanders Phye, 2004). Aggressive students have been found to attack both weaker and stronger individuals, whereas â€Å"pure† bullies most frequently bully weaker students (Sanders Phye, 2004). Social dominance theory provides rationale for occurrence of peer harassment across the lifespan (Sanders Phye, 2004). However, an evolutionary/developmental approach to this theory can expl ain why using peer harassment as a means to establish social hierarchies might be especially prevalent and important during adolescence (Sanders Phye, 2004). Demographics and Bullying Demographic factors such as family, self-esteem, peers, ethnicity and socio-economic status also have an impact on the bullying behavior in schools. Students who portray low self-esteem are usually at great risk of being bullied and being forced to submission to the aggressive individuals (Hinduja Patchin, 2010).Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, it must be pointed out that, self-esteem is not the key factor that makes a student to be victimized. There is simply a correlation between low self esteem and being a bullied. The way children are taken care of by their parents is also a contributing factor to bullying behaviors in schools. According to Wang, et al. (2009), â€Å"higher parental involvement led to children being less involved in all forms of bullying†. Wang, et al also notes that, parents who have over protective behaviors for their children and also over involved in their children’s affairs predisposes their children to bullying victimization at school (Juvomen Graham, 2001). Friendship also affects bullying behaviors in schools. A student with more friends is likely to be less physically, verbally and relationally bullied. On the other hand, a student with few friends is more likely to be physically, verbally and relationally bullied (Wang et al., 2009). Socio-economic status is also a fac tor which leads to bullying behaviors in schools. A survey conducted by National Association of Health Education Centers in 2004 found that, students from low socio-economic status families in Black/Hispanic schools were more likely to be bullies. There is high correlation between being a bullying victim and the socio-economic status of the student’s family. Due et al. (2009) asserts that, â€Å"Adolescents who attend schools with larger economic inequality among students, and adolescents who live in countries with larger economic inequality, are at elevated risk of being victims of bullying† (p. 907). School and Family Characteristics Associated With Bullying Because school culture varies by individual schools and school climate is created by staff and student attitudes, it logically follows that school and family characteristics are linked to bullying and victimization (Espelage Swearer, 2011). A study conducted by Kasen and Cohen helps us to understand bullying at the school level (Kasen Cohen, 1990). Through their study this authors reveals to us the impact of school climate on the intersection of personality and bullying. They concluded that students who are bullied perceive less social support in their peers and students who are bullying perceive less social support from parents and teachers (Espelage Swearer, 2011). Conclusion It is imperative that the role of social support is an important contextual factor in bullying prevention and intervention programming (Espelage Swearer, 2011). The research base regarding bullying has grown exponentially since Dan Olweus’ pioneering intervention research in the late 19th Century. However, the field is still in a relatively early phase of development (Espelage Swearer, 2011). Several types of measures have been developed to assist school professionals in monitoring the progress of bullying interventions (Espelage Swearer, 2011). It is recommended that practitioners and educators work toge ther to identify a set of measures for determining the most effective school based bully based prevention programs. References Blatchford, P. (1998). Playtime in the primary School: Problems and Improvements. Windsor: NFER-Nelson. Carney, A.G. Merrell, K.W. (2001). Bullying in schools: Perspectives on understanding and preventing this international problem. School Psychology International, 22(3), 364-382. Espelage, D. and Swearer, M. (2011).Bullying in North American Schools. New York: Routledge publishers. Juvomen, J. and Graham, S. (2001). Peer harassment in schools. New York: The Guilford Press. Kasen, S., Johnson, J. and Cohen, P. (1990). The impact of school emotional climate on student’s psychopathology. Journal of Abnormal Child Psychology, 18(1), 165- 177. Namie, G. and Namie, R. (2011). The bully-free work place: stop jerks, weasels, and snakes from killing your organization. Hoboken, New Jersey: John Wiley Sons. Pellegrini, A. and Long, J. (2002). A longitudinal s tudy of bullying, dominance, and victimization during the transition from primary school through secondary school. British Journal of Developmental Psychology, 20(2), 259-280. Pepler, D., Rigby, K. and Smith, P. (2004). Bullying in schools: how successful can interventions be? Cambridge: Cambridge University Press. Sanders, C. and Phye, G. (2004). Bullying: implications for the classroom. San Diego, Califonia: Elsevier Press. Schaffer, A. (2008). The impact of the word bully and providing the definition of bullying on the reported rate of bullying behavior. USA: ProQuest. Tattum, D. (1993). Bullying: Understanding and managing bullying. London: Heinermann publishers. Tattum, D. and Lane, D. (1998). Bullying in schools. London: Trentham Books Limited. Wang, J., Iannotti, R., and Nansel, T. (2009). School bullying among adolescents in the United States: physical, verbal, relational, and cyber. Journal of Adolescent Health, 45(4), 368-375. Whitney, I. and Smith, P. (1993). A survey of nature and extent of bullying in junior and secondary schools. Educational Research, 35(3), 25.