Neuroscience and Spirituality Dissertation Example | Topics and Well Written Essays - 12750 words

Neuroscience and Spirituality - Dissertation Example In recent years however, there is a growing interest in how spirituality or religion may play a role in managing mental and physical health and this interest has led to the exploration of the changes that spirituality or meditative practice may bring about in the human mind. This chapter contains a review and critical analysis of the available literature and research on the topic of neuroscience and spirituality. The aim of the chapter is to present and evaluate the evidence that backs the linkages between spirituality or meditation and brain activity using scientific empirical methods. There is a growing field of neuroscience that aims to understand the specific impacts of spirituality, religiosity and meditation on the brain functions and correspondingly on the mental and the physical health of the human beings. The current review is an attempt to collate and critically assess the available research in terms of the validity of the findings and claims and the validity of the methodo logy that has been employed by the numerous scholars. This niche field is still in a growing stage and most of the research undertaken is exploratory in nature, and hence a review of the available work in the area is expected to provide an understanding of what is already known and what potential future research may hold for the topic. This chapter is divided into sections that follow a logical structure from an overview of the methods, tools and techniques that are being employed and the approaches or hypothesis used in recent meditation studies. Next, the review focuses on the changes that occur in the brain during spiritual experience or among people who are high on religiosity. Finally, the literature review delves deeply into the analysis and evaluation of available research that are aimed at specific impacts of meditation, namely, attention and arousal, immunity, self-regulation and emotions, and pain management. 2.2 Meditation Studies There has been a large number of scholars who have aimed to assess the impact of meditation on the human brain and hence on the body functions. The studies are methodologically designed to assess autoimmune indicators like the blood pressure or the heart rate, hormonal indicators or immunity markers, and more recently, electroencephalographic (EEG) and brain scanning techniques to directly view the changes in the neural reactions. Meditation is the technique of focusing on the breath and proactively ignoring the thoughts. It is said to lead to physiological changes that are found to produce a body relaxation response (Newberg and Iversen, 2003). Several researchers have found that the physiological indicators of blood pressure and heart rate are decreased during a mediation phase. Early research conducted by Banquet (1973) had already established that the EEG patterns for people doing meditation are different from those people not doing meditation. In addition, it has also been found that sleep EEG patterns are different f rom the meditation EEG patterns, indicating that meditation involves a more powerful neural activity that is not seen during sleep. There are studies that have found that an increased alpha-wave activity in the frontal area associated with meditation (Al-Kandari), a change in heart rate and blood pressure (Koeing et al, 1998) and cortisol levels (Sudsuang et al., 1991). Most of the studies mentioned above have been done from an earlier era where neuroimaging was not available. However, with the advent of technologies like functional imaging

Money Cannot Substitute Passion :: Personal Narrative, Autobiographical Essay

Money Cannot Substitute Passion "Tuan, this is the last time I'm going to tell you, you better clean the house." said my father. "I'll do it later," I replied. "Later?" he said. "Why don't you just make some money and hire a maid to do it. Then you don't have to worry about it!" Coming from a blue-collar background, my father constantly reminded me of the importance of money. It was many years ago that he arrived in this country, carrying me in one arm and his hopes and dreams on the other. It was upon arriving in the advertised land of opportunity that he quickly learned that money was the only ticket to upward mobility. It was rough in the beginning. My father was forced to scrape and save in hopes of providing us with a better home. A family of four, we shared a bedroom in which we all slept together, never separated by more than a few inches apart. We did not have much except the daily warmth and undying devotion for one another. Through diligence and sacrifice, his hard work paid off and newfound success smiled upon us, changing our lives forever. As our new home quickly filled with all the luxuries and amenities the newly reaped profits and investments could afford, it seemed to become emptier to me. Money soon became a substitute for our slowly vanishing relationships. Lazy Sundays spent with him at the Japanese gardens feeding goldfish were replaced by late nights at the store and a brand spanking new widescreen television. The once friendly dinner table where our lives were intertwined through bowels of rice porridge and bean sprouts was abandoned for meals in seclusion. We ate not together, but in our own rooms. The doors and the walls sealing us off in our own separate worlds, closing us off from one another, and hence leaving only a bad taste lingering inside of me. It was not until I left home for college that I was able to fully comprehend what was happening. You see, I lived on the inside and my father lived on the outside. Standing on the hilltop of the university, I am able to look out and see all the possibilities my brick and ivy education has opened up for me.

A Paper on Domestic Violence

Domestic violence is phenomenal societal problems that are plaguing human society at the present times which victims are mostly women and children.   They are usually victims of physical or sexual assault.Because women are prone to be victims of domestic violence, Feminist expressed concern about the widespread problem plaguing the present generation and struggle towards getting protection for women from the court.Although, most of the offenses were hidden under family affairs, Carol Bolimer, Jennyfer Brandth, Denise Bronson, and Helen Hartnett, in their article, Domestic Violence Law Reforms: Reaction from the Trenches, say that, Feminists are gaining success in their efforts, as criminal justice personnel are now getting   more objective investigative in handling domestic violence cases.But despite of this hundreds of thousands of American women and children suffer domestic violence each year, studies have shown that sixty percent up to seventy-five percent of families fall vic tims to domestic violence every year; and this problem has already taken thousands of women’s lives.What is domestic violence? How can one determine that he or she is standing on that very dangerous ground?   And what are the solutions to the problem, are some of the contents that this paper attempts to present.Definitions of Domestic ViolenceDomestic violence is defined as a continuum of behavior ranging from verbal abuse, physical and sexual assault, to rape and even homicide.   Most of the cases of domestic violence are perpetuated by â€Å"men against women and their children† In C.J. Newton’s article, domestic violence â€Å"an overview,† he presented a United States Department of Justice report published in May 2000 through the National Crime Victimization Survey and the FBI data, defining domestic violence as â€Å"violent crimes by current or former spouses, boyfriend and girlfriend.   In their definition of violent, it includes lethal (hom icide) and non lethal which they enumerated as rape, sexual assault, robbery, aggravated assault, and simple assault.   The report mentions more than one million crimes committed against persons by the current or former spouses.Deborah Lockton, LLB, MPhil and Professor Richard Ward LLB, identified domestic violence as an act of physical and mental cruelty progressing from a slap or shore, to punch or kick, and to the more extreme manifestation of violence, in suffocation, strangulation, attempted murder and murder.†Causes of Domestic ViolenceDifferent group of people explained the causes of domestic violence, however, as one analyze the causes of the problem, they are similar in terms of gender roles which is fact has something to do with the cultural and historical origin of family.   It is also noted that, changes in terms of roles contributed a lot in the existence of this particular problem.According to feminism, one of the causes of domestic violence is the legal syst em which in their view is patriarchal on several levels. They argue that the law is â€Å"sexist in that it generally treats men better than women.†Ã‚   They emphasized that the criminal justice personnel prior to their effort to gain equal rights with men, treats domestic violence as a family matter and out of the reach of the legal system.They also reveal that police would simply â€Å"take perpetrator for a walk to discuss keeping the little woman in line† and then return her home without further action.†Ã‚   Kristin L. Anderson says Feminist emphasized that domestic violence is â€Å"rooted in gender and power and represents men’s active attempts to maintain dominance and control† (Anderson, 1997).   Feminist sociologist maintains that the main cause of domestic violence is the issue of gender and power.Anderson pointed out that Feminist contend that this is a system of which men â€Å"maintain societal dominance over women.†Ã‚   Lockto n and Ward say, domestic violence continues for years, before the victims take action which sometimes results to the death of either the victim or the perpetrator.But sociologist finds other causes of domestic violence.   They suggested that cohabiting status, unemployment and socio-economic status rank as one of the causes of domestic violence (UNICEF).They agreed that main causes of domestic violence pertain to unequal power relations.   Family institution, where traditional control lies with husband as the head of the family, is seen as breeding ground for domestic violence too.   Beliefs in male traditional superiority and other sanctions that do not recognize women’s and children’s legal rights in the society are also seen as causes of domestic violence plaguing human society worldwide.Nowadays, domestic violence includes physical aggression in which the perpetrator controls the victim by using fear and force.   It occurs usually in traditional marriages o r same-sex relationship especially when relationship is in the verge of collapse.

Hinduism An Influential Aspect Of Lifestyle - 1049 Words

Modernity is an influential aspect of lifestyle that alters continuously to adapt to the present time period. It is defined in numerous ways, while the closest one relating to contemporary India is the time we are present in as impacted by reforms. Reforms that occurred gradually changing the time period along with the lifestyles of the people in India in manners such as the way they lived their daily lives, what they believed in, what practices they performed, etc. A prominent feature that influenced the life pertaining to the guide to live was religion; Hinduism. Hinduism passed through various reforms that shaped it in one way or another. Hinduism is what it is due to the reforms such as the British colonization, the diaspora of Hindu communities, and historical context. The evolution of Hinduism has occurred many times that it emerged countless branches that each holds it’s own interpretation to what is crucial. This change lead to the creations of organizations each promo ting its biased ways. Hatcher’s edited volume, Hinduism in the Modern World, illustrates the alterations in the religion due to reforms which represent the biased promotions of the religion by the BAPS Swaminarayan Sanstha’s film, â€Å"Mystic India†. It is vividly present in the content of both the volume and the organization that BAPS is simply just showing the image it wants to create whether one is more factual than the other or not. The Bochasanwasi Shri Akshar Purushottam Swaminarayan Sanstha (BAPS) isShow MoreRelatedCultural Convergence And Its Effects On People s Lives994 Words   |  4 Pagesan American visiting a third world country, whose way of communicating, dressing, and greeting could be a lesson to a third world person about American lifestyles. Likewise, people learn western lifestyles through experiencing western music, movies, and other media and interpret those experiences in their societies. The learning of western lifestyles will be advantageous for easterners because they can use their knowledge while visiting western nations. Cultural influence contributes different setsRead MoreCulture in Britain1419 Words   |  6 Pagesas, Church of England or Jehovah’s Witness. Nonetheless, religion still forms the basis of many celebrations and holidays, such as, Christmas, the celebration of Jesus’s birth and Easter, the celebration of his resurrection. Marriage, still influential by religion, as many are performed by vicars within churches. It is traditional for the couple to say vows and for the bride to wear white, a symbol of purity. She throws her bouquet to the guests as it is considered lucky if caught by a singleRead MoreCulture : The Light Of A Society1097 Words   |  5 Pagesbuild the architecture of the city, yet they caused a tremendous amount of destruction and death with unpredictable floods. Unlike Egypt, Mesopotamian religion focused on the gods as living realities who affected all aspects of life. The realization of writing’s potential was another aspect of Mesopotamian culture. They verbalize themselves artistically with what is called cuneiform writing. This form of art later inspired Egyptians to form hieroglyphics writing, which they used to keep track of theirRead MoreReligion Information Paper : Buddhism3761 Words   |  16 Pagesall. I disagree with that, in that Buddhism is concerned with the rel ationship between the individual and the whole of life; and that s what the root of the word religion alludes to binding together the whole and the parts. Hinduism There is a theory that Hinduism evolved after the historical meeting between the Aryans and Dravidians. It has no recorded â€Å"founder† but rather seems to have developed in the early period of interaction between the Aryans and the Dravidians, and the followers ofRead MoreEssay on Womens Roles in Religion2728 Words   |  11 Pagesnotable women are taking steps to promote a more egalitarian future. Nick Maki Historically, women have held prominent and influential roles in several religions, but women have been deprived of these roles as the majority of religions have become increasingly institutionalized. In this analysis, I will review women’s roles in Indigenous Religions, Hinduism, Buddhism, Judaism, Christianity, and Islam to highlight how androcentric cultures have led to women’s diminished religious influenceRead MoreFactors Affecting The Local Community2984 Words   |  12 Pagesenvironment. This leads on to the last factor which is ‘considerations’. The main ‘considerations’ involved with working on a project in a foreign country is the local religious beliefs, which may to different to what you are used to, and also the lifestyle, which again you may not be used to in your local community. If proper research is conducted beforehand and also you are just simply mind worthy when you are in a foreign country then there should not be any prob lems, however if neither of thoseRead MoreTheravada Buddhism : The Way Of The Elders Essay2442 Words   |  10 Pagesfundamental creator of their religion, and his beliefs and teachings especially in Theravada Buddhism are strictly enforced, he would be the closest comparison to a God for the Buddhism religion. However ‘God’, as most religions believe is not an included aspect of Theravada Buddhism, also the religion does not believe in any incarnations of God. As Theravada Buddhists predominant objective is to become an arhat, they do not wish to be reborn into another life, as that does not follow that principle. AlthoughRead MoreReligion And Its Role Within Societies 600 B.c11006 Words   |  45 Pagesreligions were developed in. For example, Christianity was built upon the already existing beliefs of Judaism and the Hebrew God, Hinduism was built upon the ancient Arian religion and the Vedas, Buddhism partly built upon Hinduism, and Islam built upon Christianity. But let’s start with the first monotheistic religion, Judaism and what would later become the most influential religion to the Western Society, Christianity. Judaism was built upon the beliefs of ancient nomadic Hebrew peoples that livedRead MoreSocial Institution3293 Words   |  14 Pagesthat sets itself apart from society as a whole chief feature: voluntary association Example: the Amish of Pennsylvania are a classic sect. Though Christian, they choose to set themselves apart from the rest of society by their lifestyle, which eschews many aspects of modernity. Cult - a religious group that is outside standard cultural norms, typically centered around a charismatic leader has a high degree of tension with the surrounding society, but its beliefs are (within the contextRead MoreThe Myths of Cultural Globalization Essay3502 Words   |  15 Pagessocial context. They have to be related to specific worldviews, gender relations and the local meaning of death and wealth. An ethnographic approach to globalization But how does one study these intersubjective aspects of life? Many of the writings on the cultural aspects of globalization generalize from experiences gained in the West to other parts of the world. What we need instead are decentralized perspectives, ethnographic deep descriptions (Geertz) from local communities all over

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

Reflections on Privilege and Difference Nowadays, with the improvement of social culture and the transformation of educational concepts, parents and society have become more and more concerned with the education of children. However, children’s growth environment will be affected by many aspects like economic condition, race, parents’ attitude and so on. The most important one I think is the socio-economic factor. Poverty, especially in the extreme, can add to people’s sense of humiliation and powerlessness, particularly where the gap between rich and poor is growing. In this case, children who come from different family conditions will have totally varied childhoods. To overstate the case, the middle class parents with high expectations subject their children to a rigorous, meaningful and very busy schedule of study time and extra-curricular activities. They are preparing their children for admission to a famous college or university, and they expect them to succeed. Furthermore, they expect their c hildren, once they are adults, to carry this demanding social process with them, governing their lives, and, in due time, even the lives of their children. On the other hand, although the less affluent parents value education, they give it little thought. For the children who are born in poor families, the future is open-ended. Their parents expect to get by using familial sources of extended-family support that served them well as children. Their expectations, however,Show MoreRelatedwhite privilege1595 Words   |  7 Pagesï » ¿ White Privilege: Reflection Paper Northeastern State University Abstract This paper is about my reflection of White Privilege in the United States. I got my information from four resources. The first resource was the handout provided for this assignment; White Privilege: Unpacking the Invisible Knapsack, by Peggy McIntosh. The second resource was the website, www.jstor.com. Access is provided via Northeastern State University as a resource for peer-reviewed articles. ThirdlyRead MoreBeing Majoring Or Minoring Into Integrated Educational Studies Course925 Words   |  4 Pagespersonal levels. For these reasons, I am currently enrolled in IES-300: Valuing Difference in American Society during the 2016 Summer Semester. This is the second Integrated Educational Studies course I have taken at Chapman—I was enrolled in IES-102: Social Constructions of Difference during the 2015 Summer Session—and as Summer Session I approaches its halfway point, I can say that the subject matter taught in Valuing Difference in American Society manages to be just as informative and thought provokingRead MoreCultural Safety And Nursing Practice1699 Words   |  7 Pagespersonal information necessary to providing best care. I believe that conversations like this contributed to creating a judgmental culture in the nursing station that would be experienced by the patients on the floor. Reflection Personal privilege To understand personal privilege, we must come to an understanding of the context of our own lives. As a young white woman in the nursing profession, I must realize that I am privileged and in specific situations, at an advantage. This is not because ofRead MoreLiterature And Everyday Life : Toni Morrison s The Dark, And White Privilege And Male Privilege Essay1699 Words   |  7 Pagesimpact of race in literature and everyday life specifically. Through self-reflection and attempts to see from others’ perspectives, both Morrison and McIntosh manage to answer their own questions regarding race and its role in literature and everyday life while articulating their discoveries and intentions in similar and comparable ways. Both of their pieces, â€Å"Playing in the Dark,† and â€Å"White Privilege and Male Privilege: A Personal Account of Coming to see Correspondences through Work in Women’sRead MoreThe Awareness Through Performance : Privilege Unplugged, An Eve nt That Took Place957 Words   |  4 Pagesto attend was the Awareness Through Performance: Privilege Unplugged, an event that took place on February 22nd at the Cartwright center. The focus of this event was to raise awareness in a predominately white campus and community, about the impact that white privilege has on minorities in American society today. The ATP Troupe acted out a series of scenarios that depicted different topics such as racism, identity, privilege, and cultural differences in a way that made the conversation continue evenRead MoreTeaching Diversity And Equitable Classrooms Versus Teacher Activism Essay1155 Words   |  5 Pagesunlearning as a teacher candidate. Throughout this course, I learned that educators should engage in critical social action, and these actions can come in many different forms. The school is a place where students can share experiences and knowledge differences. Educators can start by create a classroom environment where these conversati ons can occur and bring then these conversations outside of the classroom. There are several key concepts that resonated with me through my journey in this course. TheseRead MoreProcess Pl Multicultural Competence1689 Words   |  7 Pagesinteract effectively with people of different cultures. There are four major components present when discussing multicultural competence: (1) the individual (me) must be aware of one’s own cultural views, (2) know ones attitude towards cultural differences, (3) Knowledge of different cultural practices and worldviews, and (4) having cross-cultural skills (Adapted from class 2 and 3 definitions handout, as adapted from Pope, R.L. Reynolds, A. L. (1997)). How does one gain this competency though?Read MoreMy Culture Has An Impact On My Socialisation Essay1238 Words   |  5 Pagessocialisation influenced the way I think or behaved, in relation to people that were different to me and how that impacted privilege disadvantage status, in regards to culture. Also, examine how socialisation reinforced a broader social impact and how privileges or disadvantages of socialisation apply to culture. Lastly, discuss why an understanding of socialisation and process of self-reflection is important for human service professionals and in the context of Aotearoa and Tangata Whenua. How my upbringingRead MoreAnalysis Of The Meaning Of Serena Williams Essay1190 Words   |  5 Pagesthe idea that black excellence cannot be achieved without understanding its relation to apparent racist perpetrations. In an essay discussing Serena Williams, entitled â€Å"The Meaning of Serena Williams†, by Claudia Rankine, she states, â€Å"the notable difference between black excellence and white excellence is white excellence is achieved without having to battle racism. Imagine.† The prevalent absurdity exuded by this statement is the unfortunate reality we now inhabit. Rankine’s essay centrals aroundRead MoreEssay about Excerpt of The Morphing of Whiteness in America706 Words   |  3 Pagesand historically erratic depictions of what represents the racial categorization of â€Å"white†. Vacillating between racial portrayals of â€Å"whiteness†, embodying a divergence between the fluidity of historic and social transformation and a disingenuous reflection of bigotry, disrespect, and intolerance, Duster distinguishes race as a compilation of divergent biochemical, neurological, and social identities (Duster n.d.). Cognizant of concessions shown to the â€Å"white† race, Duster denotes an inevitability

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