Know the Health and Safety Policies and Procedures of the Work Setting Essay

CU1512 : Contribute to Children and Young People’s Health and Safety 1. Know the health and safety policies and procedures of the work setting 1.2 Identify the lines of responsibility and reporting for health and safety in the work setting. In my work setting the responsibility of ensuring that the health and safety is suitable is down to the manager mainly. Although all members of staff should always be aware and checking as well. If a member of staff does find something that is not complying to health and safety then said member of staff should then report this to the manager or the deputy manager/room leader if necessary. 1.3 Explain what risk assessment is and how this is managed in the work settings. A risk assessment is set in place for the protection of children, parents and staff from any hazards. Hazards can occur from equipment, any activities done in the nursery, material and going on trips from the nursery. Doing a risk assessment in the nursery setting minimizes the risk of hazards occurring. However, when doing a risk assessment you must also consider children’s development. You don’t want the environment to be overly safe because children need some level of risk but these level must be suitable for the child. There are many risks and hazards that can be found in a nursery setting. A risk is something that hasn’t yet happened but could potentially and then would become a hazard. A hazard is something that already exists and can already cause harm. In the risk assessment there is a list of things that need to be checked to see if they are hazardous or a risk. If they are, then further actions would need to be taken to prevent either the risk becoming a hazard or the hazard causing any harm. For an example, if it was a cold day and there is a drain pipe running next to an entrance/exit there is a risk of the water turning to ice therefore this is a risk and the wate r should either me redirected or a sign to acknowledge other people of the risk. Otherwise this could turn into a hazard. This would happen by the water actually turning into ice, therefore, there is a chance of someone slipping. If this was to happen then the area should be corned off and a notice put up to make sure people are aware of the situation. To help prevent harm, it is the employees of the work setting responsibility to complete a check list every morning. This could be anything from a broken toy, to a leak or loose flooring. If a hazard or a risk has been found, then the employee must follow the correct procedure to prevent anything happening anybody. Throughout the day, all employees must also continually make checks especially when going into another setting, such as a garden or leaving the building. If it is a risk or hazard that can’t be dealt with by the employee then it must be cornered off so it is restricted and then reported to the health and safety offic er.

Love: Filipino Psychology Essay

Filipino Values for Productivity Values have much to do with the way we act. It is, therefore, important that we understand our Filipino Values. Understanding our own Filipino Values means looking closely into our beliefs, mores, customs, norms, and traditions, examining them closely, looking at their positive and negative polarities, and harnessing the positive polarities of our values as norms of our behavior at work. Our values and norms greatly affected by the several rulers that came on our country. Some norms are inspired by the Spanish rulers; also, some norms are inspired by the Americans, Chinese and Arabs. Thus, with the variety background of our norms, ethical or unethical, we cannot deny the fact that we management to survived from our struggles with the help of our combined norms coming from the different foreign rulers who ruled and help us mold the so called Filipino Values. Even if these values are copied by our ancestors from the different nationality, we tend to claim that these values, combined by the other values we have learned are the values that will consist our own Filipino Values. Values have much to do with the way we act, in the organization, this is truly manifested. As discussed in my first reaction paper, I did presents the strengths of Filipinos in terms of working under an organization. Filipino values for productivity implies the characteristic of Filipinos of hard-work ( masipag at matiyaga). Also, I did present the ability of Filipinos to make use of the little resources available in the workplace. Giving emphasis on the ability of Filipinos of being creativeness depicts a picture of Ma-utak or Madiskarte. Truly Filipinos possessed these strengths but it out weighted by the weaknesses that I will present in this reaction paper. This is from the book of a popular human behavior book author, a Filipino who conducted study in order for him to know the negative values that affect the quality production of Filipinos. Negative values of the Filipinos that affect the quality production are the following: 1. Ningas kugon 2. Bahala na System 3. Baka makalusot Notion 4. May quality controller naman 5. Hindi naman mababawasan sweldo ko 6. Hindi naman malalaman kung sino ang gumagawa ng mali 7. Di na baling ma-reject, may fixer naman 8. Bakit and iba diyan, mas marami pang reject 9. Tahi lang ng tahi 10. Mamaya System. 11. Kahit may reject babayaran pa rin tayo Some of these negative values are mostly seen in a plantation where Filipino workers usually work. To separate the ones that generally manifested even if office and in some other work place, in this reaction paper I will just discuss the necessary values that greatly affect the productivity of us, Filipinos. â€Å"Ningas Kugon ay isang idioma na nangangahulugang sa umpisa lang magaling at kalaunay mag-iiba’t hindi na ipagpapatuloy ang magandang pagsisimula. † To start right and not to continue a good start as you go on to the work. This is a trait that contradicts the essence of hard-work. For Filipinos, first impression is very relevant to build up your image to your boss. Well, this bad, working is not building your image but it is about working to help the organization attain organizational goal. Maybe, you can build up your personal image to your co-employee and boss as your second priority in the organization because I cannot deny the fact that in an organization human relation exist. Doing good from the start will take Juan from humble beginnings to the top if only, he would just continue that good performance from that of the start. The mere point of motivation is being demolished having this kind of trait. This kind of Filipino value is commonly seen in a Campaign Period in an Election. Candidates are here and there, building up and making some name to the people in order for the people to vote for them. In the campaign period they act like he person that could be trusted and the person who will represent them and answer some social problem but when this candidate win and sit in the position, the fairytale is over. In the start, you could see and talk them, but as the time goes by, it will be the opposite. Filipinos are now fighting this kind of situation by which they tend to know the past performance of every candidate and decide who do not have this kind trait. Relating it to productivity, performing good at the start and not continuing that really affects productivity because the product that you will be giving to your customers will be highly observed especially to those customers who are passionately buying your customers. â€Å"Hay nako, nagbago ang lasa ng tinapay nila dati malinamnam ito. † The satisfactory value from the customers is one of the factors that the workers should consider in order to attain success on productivity. â€Å"Ang pagsasawalang-bahala ay isang idioma na nangangahulugan ng pagpapabaya sa isang bagay at iisiping magiging maayos din ang lahat sa bandang huli. † Bahala na means â€Å"I do not care what will happen†. The thought of ‘everything will going to be alright’ also constitutes the this so called Bahala na System. Keep pushing on something that you know it may be not be successful is one of the examples of the bahala na system. Such notion of leaving everything just the way it is and praying that it will going to be okay is the main ideal of this system. For just an example, in a construction project of a bridge, the project team leader knowing that the newly constructed bridge is unstable and not ready to use, but the city government is pushing for its use and then the project team leader let the city government for its use. â€Å"Bahala na, yan ang utos sakin eh†, is the thought of leaving behind the project and not letting yourself be involved in the liabilities. â€Å"Bakit ang iba diyan, mas marami pang mali? † Counting the numbers of your co-worker’s mistakes will not benefit you neither the organization. Filipinos possessed a trait keeps on rotting an organization until it will go down, it is the Crab Mentality. Crab Mentality has to do with the productivity because it one the elements that tend to decrease the average of quality production of Filipino workers. Looking for a loop hole in the personality of your good performing co-employee will is not an act of helping the organization attain its aspired status. Instead of making some rumors about that person, why won’t you make him/her as one of your motivating factor to contribute your efforts to the organization? An exam would be the practice of politicians running for the same position and they present each other’s mistakes and wrong doings in the past to the people. Pulling down those who are trying they best to climb in the ladder of success is one of the Filipino Values that is considered a hindrance on good productivity of the organization. â€Å"Marami pa naming oras, mamaya nalang yan. † Procrastination, this is an act that also, diminishing the essence of hard-work. Filipinos are fan of saying the words – LATER or WAIT FOR A WHILE. We Filipinos have this innate attitude of doing first what is necessary and then doing what you wanted to do. But, having in mind the urgency of the things that needed to be done do not requires a quick action, we tend to postpone it for a while and continue to do the things that you wanted to do. Thinking about when is the deadline of a project and doing the whole project the day before or on the last minute before the submitting hour or day. In the a plantation, procrastination is not observed for the company should produce more than what is demanded in a fixed period of time. Well, in a company producing items this is true, but in an organization running an office giving services, the urgency is observed. Services should always be there, prepared, so when the time comes, if that specific service is needed. In some cases, services that are prepared before an actual demand by the customer is a good quality product. There is this saying by the Filipinos, â€Å"Aanhin pa damo kung patay na ang kabayo†, services or products that are late will result to poor satisfactory feedback from the customers. â€Å"Hindi na baleng ma-reject, may fixer naman na mag-aayos. † Filipinos love on depending everything to something they know that it can help or cure or fix anything they have done wrong or they will do wrong. â€Å"Di bale nalang† means quitting on it or sort of quitting on something and letting it go the way it is. And thinking about the fixer that will easily fix whatever is wrong in the item is the principle of depending on the machine. Instead of making the item in the right manner in order to lessen the use of a fixer machine, Filipinos continue to do the wrong manner of producing the item just meet the deadline. In this point of view you can now see the relationship of procrastination with this trait of depend the item to the machine and to the time of its deadline. With this kind thinking, it manifests the attitude of sacrificing the quality production. The â€Å"Okay na yan† attitude is also one of the elements of this act. Concentrating on quantity and not on the quality of the product is the main thought of this attitude. Filipinos, usually we, as a student would say – â€Å"Okay na yan, basta may maipasa lang† as a â€Å"pampalubag-loob† in not meeting the desired quality of the project or usually in times of examinations. Settling on the quantity produced and not on the quality is not accepted in the organization strictly observing the quality of the products or services being produced. â€Å"Katamaran – ito ay isa sa mga hindi kanaisnais na katangian ng mga Pilipino na kung saan ang mga dapat na gawin ay hindi naisasakatuparan sa kadahilanang nagkukulang and motibo para maigalaw ang kanyang katawan upang magtrabaho’t magbanat ng buto. † To sum up all that is being discussed above, the word laziness is the back bone of such acts and behavior of Filipinos towards productivity. Laziness means not being productive for your organization’s desired status in the future. Lazy, as a song lyric described, it is an act of doing nothing. Laziness is the opposite side of hard-working. Keeping asleep or just lying in your bed could be one of the common acts of laziness. But in the organization, laziness deals about the behaviors of an individual inside the work place showing nothing or no any single accomplishment at all. Laziness is also in line on the idea of not wanting to work inside in the work environment. It indicates the factors of unmotivated or unsatisfied with the management’s way of handling the working conditions they have gone to. Some Filipinos are people who prefer to take a day for a rest and do nothing instead of doing something that are actually to be done on an appropriate time. Some Filipinos tend to do a certain work and as it goes by and by, they will left it unfinished. Some Filipinos work well on the starting period of his job, but eventually take the opportunity to not work effectively in the succeeding time of his job. While some other Filipinos love to depends everything on something that can be the answer for their undertaking. Well, even in any of this behavior you are under, the bottom line will be the picture that depicts Juan, waiting for that ripe guava to fall right into his mouth.

Biotech benifits drought and salinity resistant crops

Biotech benifits drought and salinity resistant crops A study released March 14 concluded that more than 500,000 people could die due to the effects of climate change on food production. And it isn’t the first warning. This headline comes after a 2013 report from the U.S. Department of Agriculture saying that climate change could devastate agriculture. The warming climate, the report explained, could lead to dramatic increases in weeds, pests, and diseases. Other scientists have said the change in frequency and severity of extreme weather events (like heat waves, droughts, and floods) could lead to lower yields.â€Å"we’re going to end up in a situation where we have a multitude of things happening that are going to negatively impact crop production†, said Jerry Hatfield, a USDA plant physiologist. At the same time our climate is changing, our population is growing quickly: We’ll need to feed an estimated 9.7 billion people by 2050.Biotech crops, designed to withstand the effects of climate change, are one tool that could help us meet the challenge of feeding more people in a changing world. Here’s how: Drought-tolerant corn: This corn variety, available in the United States, was specifically designed for dry, drought-like conditions. These plants still need water, but they have been engineered to protect farmer’s yields in moderate drought years. A public-private partnership in Africa is now working to develop a drought-tolerant variety specifically designed for the continent. It’s estimated that better corn varieties could increase yields by 20 to 35 percent in food-insecure communities. Hyper-efficient, drought-resistant rice: Scientists in the UK are using genetic engineering to change the photosynthesis process in rice. The new variety could double water efficiency and increase tolerance to warmer temperatures. It could increase productivity up to 50 percent, and it has been called â€Å"one of humanity’s best chances for ending world hunger.†Salinity-tolerant crops: Climate change is expected to make river water (which is used for irrigation) saltie r. Scientists are experimenting with genetically modified wheat and barley that will be able to withstand higher levels of salt in water. In addition to allowing farmers to grow food in changing conditions, these varieties would free up more fresh water for drinking. Biotech crops won’t just help with climate change adaptation in the future; they’re also helping to mitigate climate change right now. Biotech crops make it easier for farmers to practice no-till farming. It’s a way of farming without plowing the soil. This means carbon stays in the soil and is not released into the atmosphere. Insect-resistant crops need fewer pesticide sprays, leading to less use of tractors and the fuel they need. In 2010, the use of biotech crops helped remove 19.4 billion kilograms of carbon dioxide from the atmosphere, almost the same as taking 8.6 million cars off the road for a year. So while climate change certainly poses a threat to agriculture, we have an important tool to mitigate and adapt. Biotech is part of the solution. Specially designed crops will be one more tool in the toolkit for feeding a hungry, growing population in warming world.

Psychology - Ethical Dissonance Essay Example | Topics and Well Written Essays - 1000 words

Psychology - Ethical Dissonance - Essay Example Of course, in psychology, we have Leon Festinger’s theory of cognitive dissonance that says, â€Å"If a person holds two cognitions that are psychologically inconsistent, he experiences dissonance: a negative state (not unlike hunger or thirst)† (Aronson 128). Elliot Aronson elaborated that Festinger’s theory of cognitive dissonance hold that the experience of dissonance is â€Å"unpleasant† and, thus, â€Å"the person will strive to reduce it----usually by struggling to find a way to change one or both cognitions to make them more consistent with one another† (128). According to Aronson, Festinger integrated the dynamic marriage between the cognitive and the motivational (128). Thus, given the Aronson review, it is just as viable to define ethical dissonance as the unpleasant experience of having two divergent ethical perspectives on the use of drugs that enhance or that claim to enhance physical and mental capacities. Following Aronson’s in terpretation on Festinger’s theory of cognitive dissonance, the ethical dissonance described to modify one or both ethical perspectives to make them consistent with one another because of discomfort. ... by where the individual has to struggle to modify one or both ethical perspectives within himself or herself to make his or her perspective consistent. Smith and others defined cognitive dissonance theory as a theory that â€Å"assumes that there is a drive toward cognitive consistency, meaning that two cognitions---or thoughts---that are inconsistent will produce discomfort, which will in turn motivate the person to remove the inconsistency and bring the cognitions into harmony† (Appendix G-3). Ethical perspectives, after all, are also types of cognition. My interpretation of the Gary Stix assertions on ethical dissonance is that there are three ethical perspectives on the use of drugs or medical treatments or procedures for boosting physical or mental capacities or enhancers (the focus of the Stix article was on the cognitive). The first ethical perspective holds that physical and cognitive enhancers are unnecessary, unfair, and that it is improper to use enhancers or employ medical procedures that would boost one’s physical or cognitive capacities except for such conditions like dementia, Alzheimer’s or Parkinson’s patients. The premise for the first ethical perspective is not evidence but perspective. The ethical perspective assumes that enhancers do work. The assertion that the use of enhancers is unfair or that it is improper involves perception and not evidence. The second ethical perspective hold that enhancers or medical procedures that boost physical or cognitive capacities are similar to wearing eyeglasses and that we must dispense with the notion that drugs or medical procedures are only for illnesses. Related to this, Stix noted that an article from an influential journal in 2008 raised â€Å"the prospect of a shift away from the notion of drugs as a

Operations Strategy Coursework Example | Topics and Well Written Essays - 2750 words

Operations Strategy - Coursework Example The paper begins with business description and SWOT analysis of each of these three fast-food chains. From the SWOT analysis and business background information the paper shall identify the key operations performance objectives for each company and relate them to their competitive factors. The paper shall then conclude by identifying which internal performance objectives that McDonald’s, Subway and KFC need to focus on in their operations strategy if they are to remain competitive in future. 2.0. Business description and SWOT Analysis 2.1. McDonald’s McDonald’s Corporation franchised and operated a total of 32,737 restaurants in 117 countries as at end of 2010. This essentially makes it the biggest fast-food retailer in the world. McDonald’s revenues come from sales by its own restaurants and fees – in form of royalties and rent – from its franchised restaurants. Fees levied to these franchises vary depending on a myriad of factors stipulated in the franchise agreement that typically runs for 20 years. McDonald’s realised sales slightly in excess of US$ 24 billion in 2010 which was a 6 per cent increase over the 2009 revenue figures (McDonald’s, 2011). The business is managed as distinct geographic segments, namely: the US, Latin America and Canada, Asia/Pacific, Middle East and Africa (APMEA), and Europe. The bulk of its revenues originates from Europe, US and APMEA in that descending order. Within Europe, more than half of the company’s revenue comes from three countries: France, Germany and the UK. The UK therefore is a major market for McDonalds. Also according to the 2010 Annual Report, restaurants in the U.K., France and Russia are entirely company-operated (McDonald’s, 2011, p.14). 2.1.1. SWOT Analysis Strengths McDonald’s is the global market leader in the retail fast-food industry. Its huge international presence enables it to benefit from economies of scale that bring dow n its costs which supports its low-cost pricing strategy. Additionally, this huge international presence, allows the company to spread risk thus so as to reduce negative effects that may emanate from poor economic performance of certain countries. The McDonald’s brand, which is among the world’s best known is another source of strength as the company benefits from all the advantages that accrue due to brand recognition and loyalty such as increased sales. An additional strength for McDonald’s comes from its large real estate portfolio. McDonald’s real estate operations bring in large revenues and allow it to open more stores. Moreover, the strategic location of McDonald’s outlets – in areas of high visibility, traffic volume and ease of access – further strengthen its brand recognition. The company has also continued to innovate in terms of its menu variety – for example introducing limited offers, introduction of healthy salad s and shakes – and restaurant re-imaging. McDonald’s â€Å"Plan to Win† strategy that focuses on people, products, place, price and promotion that has been in operation since 2003 is also another source of strength as it shows alignment with the company’s corporate strategy. Weaknesses According to Zagat’s 2011 fast food survey, despite being the global leader in market share, McDonald’s was ranked third in the overall ratings of retail mega chains. This implies that the company’s average for food quality, facilities and customer service is lower than expected from its strong brand. Threats Rivalry among competitors in retail fast food industry is intense and it is slowly gravitating towards price competition largely because products and services offered by McDonald’s and its rivals are almost identical and there are virtually nil

Economic Freedom Essay Example | Topics and Well Written Essays - 500 words

Economic Freedom - Essay Example hey please when it comes to issues of trade or should there be a governing body present to ensure that the playing field is leveled allowing every organization an equal chance to conduct business without the fear of being bullied or losing out to the larger companies that may be present in the area. In order to attain a clear view of economic freedom and the potential repercussions, it entails one has to study both sides of the argument to determine which makes a more valid point (Proudhon, 2005). The first group advocates for economic freedom without the limitations that may be set upon them by governing bodies in order to achieve a more liberal market that allows for business transactions without the bother of external influences that may step in from time to time whether the parties involved consent to it or not. The main basis of this argument is that businesses established by individuals or organizations were done so in order to profit from their transactions and the fact that external forces are able to influence these profits should not be allowed as long as the transactions that are carried out are perfectly legal and are not achieved through means such as force or fraud (Lawson, 2006). This side argues that as long as these external forces (mainly policies set by the governments) are able to interfere, true economic freedom cannot be achieved and by extent one is not able to benefit from the sweat of their hard work (Hayek, 2007). This group advocates that those entering into contract agreements are of sound mind and do so for a particular reason thus they should be allowed to function as they please as long as their activities are not hurting other. On the other side, the group that supports the involvement of governments in business activities allows for a more level playing field for everyone involved in the business world. This group argues that should the economic freedom that their opponents are seeking be allowed, the smaller businesses existing

SOCIOLINGUISTICS Essay Example | Topics and Well Written Essays - 1000 words

SOCIOLINGUISTICS - Essay Example However, quantitative study is the ideal methodology in studying variations in English language as a second language because it clearly outlines effects of language transfer. There have been a number of notable studies in the field of sociolinguistics from the view of English as a second language. However, in this case the main focus is on two studies. The first one was conducted in New York City by William Labov where he investigated the variations in pronouncing variable /r/. Labov argued that New Yorkers, especially the young people, had developed a tendency of pronouncing /r/ variable after vowels in their speech. This case would probably occur while pronouncing words like floor and fourth. Labov conducted his research in three stores in the city which included S. Klein, Saks, and Macy’s. His approach in testing these hypotheses involved face to face interviews with the store employees. He repetitively asked for directions to departments in the fourth floor and intentional ly made the respondent to repeat â€Å"fourth floor† pretending not to have heard it the first time (Wardhaugh, 2006). Moreover, the research involved a number of social factors such as social-classes ranging from high, middle, to low class. Labov found out that a significant number of employees in all the three stores never used variable /r/ in the first respond. The results of those employees who never used variable /r/ reflected 79 percent in S. Klein, 38 percent in Saks and 49 percent in Macy’s. However, in the second or third response of same words, the percentage of those using variable /r/ increased. The research also showed that variable /r/ was mostly observed while pronouncing â€Å"floor† than â€Å"fourth†. These in relation to individuals using English as a second language shows that there are higher possibilities of such individuals using /r/ variable in most cases. Labov further examined the results from the three stores and discovered that young employees, in Saks, used the variable /r/ more compared to elderly employees. On the other hand, Macy’s data showed an increase in the use of /r/ variable with age while S. Klein’s data did not show much variation. These results led Labov to conclude that, there is relatively minimal or no change of pronunciation developed in adolescence regardless of the social-class of an individual (Wardhaugh, 2006). Later, Labov conducted a more compressive research to test the hypothesis on pronunciation of the /r/ variable in relation to social class. He discovered that most upper middle class people in New York value pronunciation of the /r/ variable in words such as guard and car. This is, however, contrary to the history of / r/ variable pronunciation in New York. Use of variable /r/ in New York between eighteenth century and World War II had reduced significantly. Therefore, the only explanation behind the tremendous increase in using /r/ variable in New York would be the influence of immigrants, mostly English second language speakers, moving into the city (Bayley, 2005). Therefore, using English as a second language contributes to variation in the use of language. In this case, Labov interviewed more New Yorker, although this time, they were just required to give their view about the people whose speech differs only in pronunciation of /r/ variable. People between the age group of 0-20 years approved and used more of

Country Analysis Essay Example | Topics and Well Written Essays - 1000 words

Country Analysis - Essay Example Some scholars argue that the process of globalization is beneficial for a country’s economy because it is based on the principle of free trade and thus increases the overall competition levels and consequent efficiency of the world’s markets. However, in the specific case of India, scholars have elaborated on how the process of globalization has in fact had negative effects on the country’s economy. Since partition in 1947, India’s trade and industrialization policies have varied; up until 1961 the trade policies were quite â€Å"liberal†, from this point onwards and up till 1977 the government of India geared its trade agenda to prioritize domestic industry, 1978 onwards they were again aligned towards liberalization and finally in 1991, after a severe financial crisis India opened its doors to free trade and globalization. To aid the process, IMF and World Bank provided the Indian economy with loans. The country strove to meet its import demands w hile simultaneously removing import duties in stable phases. In 1995, India formally joined the World Trade Organization. 2004 was a precipice for the Indian economy and saw privatization of several public sectors companies, the crash of their stock exchange and the slowdown and in some places the reversal of the globalization process for the Indian economy. The time period from 1991-2004 was the time in which India experienced the highest levels of foreign direct investments yet. India also received aid from several countries all over the world; to name a few, the UK provided grants aimed towards developing the education sector and alleviating poverty, Japan provided loans and grants aimed at the development of power industry, railways, telecommunication and poverty alleviation and Denmark gave India grants and loans for private sector businesses related to imports. There were also some measures taken by GATT and WTO on India’s account geared towards solving India’s b alance of payment problems, increasing the economy’s productivity and global competitiveness and local equity management. Foreign direct investment in India peaked by 1961 and had increased up to 90% by 1990. From 1991 onwards FDI kept increasing as India was now open to free trade and liberalization policies. Globalization also affected the export levels and levels of outsourcing from India; the export basket was made up of mostly law value goods like textiles, handicrafts and garments. The levels of outsourcing however, were phenomenal; India had strong footing in the supply of cheap labor, thin margins and competitive markets. In recent years, outsourcing in India has expanded to involve the technology sector and other backend services sectors. Simultaneously, the outward foreign direct investment from India has also expanded which shows that India’s competitiveness and productivity in the global market has also increased however, improvement is still required as In dia’s outward FDI consists mainly of basic and commodity products and has not yet reached the efficiency levels required of global standards. Nayar (2006), talks about how globalization in India has had an impact on three important elements, namely the flow of goods and services, the flow of capital and the migration of people. This paper

Human Development Coursework Example | Topics and Well Written Essays - 500 words - 1

Human Development - Coursework Example Burton highlights key arguments that are principal in heralding ethnography as the best tool of understanding teenagers’ behavior in high-risk neighborhoods. This thrives on the valid belief that teenagers growing in high-risk areas may attach a different meaning to adolescence than teenagers from safer areas. Adolescence, thus, occurs differently to teenagers as depending on one’s context. She highlighted the concept of accelerated life force. This suggests that teenagers in high-risk areas are highly likely to perceive their lifespan as relatively short (Burton, 1997). Such a perception may give way towards liberal handling of mortality and incarceration. In turn, a teenager is highly likely to engage in high-risk activities believing that one has no future. It emerges that these teenagers view teenage hood as a non-existent stage as they grow up to fend for themselves. This cultural perspective is consistent with the concept of diffused age hierarchies. In high-risk areas, there is a tendency towards condensed age structures. This means that it is not easy to distinguish individuals as based on their age. In turn, teenagers may behave as adults while adults may possess similar behavior as teenagers. It is arguable that such behavior emanate from the economic situations of such livelihoods. In families broken down by poverty, a teenager begins fending for one’s family early in life. In cases of absentee fathers, teenagers take a huge economic responsibility over one’s family as such family strives to pull resources from every possible source. Such responsibilities may make teenagers live an unconventional teenage life. This causes a rift with school institutions. This is because in schools, the system treats teenagers according to their age, while they are treated as adults at home. Such a teenager has to develop a dual

Forensic Accountants as Fraud Buggers Case Study

Forensic Accountants as Fraud Buggers - Case Study Example A forensic accountant must be equipped with investigative skills. These skills are important in gathering, evaluating and analyzing accounting data and audited information from business organizations (Ramaswamy, 2010). It is through these skills that a forensic accountant will be able to determine possible discrepancies and loopholes within audited accounting data and information (Carnes & Gierlasinski, 2001; DiGabriele, 2008). The effectiveness of a forensic accountant is measured by the ability to apply investigative skills to interpret accounting information and financial evidence to back misappropriation of resources within a business organization or company (Fleming, Pearson, Riley & Richard, 2008). Fraudsters within companies and business organizations often devise methods of embezzlement or fraud that are hard to detect. It is in this regard that a forensic accountant must have effective investigative skills to detect accounting problems which would not be determined by ordina ry auditing and accounting approaches (Bawaneh, 2011). Investigative skills also allow a forensic accountant to adhere to the ethics and regulations that govern investigations of criminal cases. Computing or technical skills are required for an effective forensic accountant. This is due to the fact that contemporary companies and business environments have adopted and implemented information technology methods in accounting and finance (Fleming, Pearson, Riley & Richard, 2008).... This is due to the fact that contemporary companies and business environments have adopted and implemented information technology methods in accounting and finance (Fleming, Pearson, Riley & Richard, 2008). Through computing skills, a forensic accountant is able to retrieve, analyzed and report financial evidence in electronic formats (Topping, 2008). More importantly a forensic accountant must be able to apply computer software and applications and other computer assisted tools to detect fraud or embezzlement of resources within companies (Fleming, Pearson, Riley & Richard, 2008). Modern business organizations are characterized by what is referred to as white collar crime in which technology is used to defraud or embezzle resources and hide evidence. It is in this sense that computing skills of a forensic accountant become significant (Carnes & Gierlasinski, 2001). Litigation skills area also required for effective forensic accountants. These skills are significant in the role of a forensic accountant as an arbitrator or mediator in legal accounting problems. These skills are also important because they enable forensic accountants to be effective experts and credible consultants who could be used by companies to detect and report fraud or embezzlement of resources. Through litigation skills, forensic accountants are able to evaluate damages and losses and find ways of resolving disputes among the disputants (Topping, 2008). Other important skills of a forensic accountant include analytical and forensic skills. Effective forensic accountants must have analytical skills that will empower them to determine the importance of the gathered financial evidence in reporting fraud (DiGabriele, 2008). Through analytical skills, forensic accountants analyze and professionally

Intellectual and Cognitive Development Essay Example for Free

Intellectual and Cognitive Development Essay Intellectual and Cognitive Development Explain the sequence and rate of development Age Range 0-3 Months Babies at this age are learning a lot about their parents they are beginning to recognise the sound of their voices, especially Mums voice and smell, they may stop crying when Mums voice is heard. 3-6 Months Objects and toys become very interesting to babies at this time. Toys are explored with fingers and mouth. They are very alert. 6-9 Months Around this time babies will cry when their primary carer leaves the room but then around 8 or 9 moths learn that people and objects do not disappear but continue to exist even when they are out of sight. 1-2 Years At this time in their life they recognise routines throughout the day, babies may get excited when they see a familiar face or toy or when a bib is put on for feeding. They enjoy toys that they put things in to containers and out again, they may pull off hats and socks repeatedly. They also respond well to brothers and sisters. 2-4 Years Children begin to know what they like and play with the same games over and over again. They like pretend play games like drinking from an empty cup or dressing up in clothes of their heros. 4-7 Years This is the age they gain load of confidence and co-ordination. They start school and learn to read, write and count they also do simple maths. -12 Years By this age children are well co-ordinated, the way children think and reason is reflected in their play, they are much more organised and focused. 12-16 Years Children of this age have learnt how to solve problems and have an understanding of reasoning. 16-19 Years Decisions have to be made at this tae of ones life, if to stay in education or to find a job. If leaving your familiar environment you have to embrace new settings, rules and people.

Appendix dorder - completed Essay Example for Free

Appendix dorder completed Essay 1. The exporter harbors some degree of anxiety because fluctuations in the exchange rate affect the real value of the currency used in trading. This might result in the exporter losing some money at the end of the day if the value of the currency falls. 2. The exporter can protect itself in the following ways: Hedging (Forward Exchange Market Hedge, Currency Options Hedges, Credit or Money Market Hedge), Acceleration or Delay of Payment, Exposure Netting and Price Adjustments. 3. The money market hedge involves borrowing money. This is based on a premise that the importer would pay for the goods bought at a certain date in the future. The exporter borrows the equivalent of the cost price of the goods being sold from a bank in the importer’s country, on the date of selling of the goods. He immediately converts this money to the currency in his own country, giving him the real value of the goods he sold. When the importer eventually pays him, he would use the money to settle the loan he got from the bank in the importer’s country. However, the exporter must make judicious use of the loan he got. He must invest it in his own country. Moreover, this depends on the prevailing interest rates in both the importer and exporter’s countries. The cost of might be too high if the interest rate is high in the importer’s country is higher than the amount the exporter con earn in his own country. 4. Acceleration or delay in payments is so important for international companies. The international company can use these as tools. These are tools that the International Company (IC) can use to protect itself against unwarranted losses arising as a result of fluctuations in the exchange rate market. The dynamics of the money market affects the IC but not these other small companies. 5. In this type of exposure netting, I would consider a strong currency and a weak currency. I would buy more of the strong currency hoping that the strength of that currency would balance out the weakness of the other currency. 6. The price adjustment device is important to the international company in the sense that he can use these instruments to protect himself (or herself) from the uncertainties of fluctuating exchange rates more importantly when an exporter is dealing with a customer in a country that has a weak currency. However, this must be done within legal limits. 7. They are important because as long as these gains or loses are accounting entries, they count against the importer / exporter if loses arise and the gains mean that more money is made eventually. 8. Yes, the parallel loan is a form of swap. The parallel loan involves two parent companies in different countries lending money to the subsidiary company of the other. The aim of this swap is to get the loan to the subsidiary company in the other country, in the currency of the subsidiary company. By so doing, the capital market is completely sidelined and no money is lost to the process of buying foreign currency. This loan swap in flexible because if it does not need guarantee from the parent company. If one of the companies defaults in payment, the other can withhold the payment. Also, it can involve more than two companies at the same time. 9. Countertrade is a type of transaction in which a buyer pays for the goods bought rather than in cash. It comes in various forms namely: Counterpurchase, Compensation, Barter, Switch, Offset and Clearing Account. A seller still decides to sell to a buyer who has no money as long as the seller can provide alternate means of payment though the above methods. In the long run, the seller still gets the value for his sales. 10. Inspection of the goods either at the point of manufacture or before they are exported from the developing country. This inspection is carried out by a trusted independent organization. Guarantee by banks is another way. By this, the bank guaranties the quality and delivery of the good from a bank in the developing country. With this, the bank supervises the process of manufacturing the goods, up to the point of packaging. By so doing, the bank does not have to pay for damages in when the contractual agreement is broken because there is a breach in the quality of the foods delivered. Reference Ball, D. A. , McCulloch, W. H. Jr. , Frantz, P. L. , Geringer, J. M. , Minor, M. S. (2006). International business: The challenge of global competition (10th ed. ). New York: McGraw-Hill.

Personality and Organizational Commitment Relationship

Personality and Organizational Commitment Relationship ABSTRACT The objective of this study was to explore the relationships between the personality traits and organizational commitment among non teaching employees in government schools in the Sultanate of Oman. Data was collected by using Big Five Inventory (BFI) and revised Organizational Commitment Scale (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this study suggest us the relationships between personality traits and organizational commitment among non teaching staff in the government schools. KEYWORDS Affective commitment, big five-factor model of personality, continuance commitment, normative commitment, organizational commitment. INTRODUCTION This study explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational Commitment is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational Commitment with increasing interest and importance. Due to increasing interest of employers and researchers, organizational commitment has become highly researched job attitude. It is evident from the fact that commitment has been the subject of many meta-analyses (Cooper-Hakim Viswesvaran, 2005; Mathieu Zajac, 1990; Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. Theoretical reviews by Lawler (1992) and Reichers (1985) have also widely explored this attitude. This job attitude has become important for employers because employees with low levels of commitment are more likely to leave their organizations (Meyer et al., 2002). Research into Organizational Commitment has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antecedents to organizational commitment are like age; gender; education level; marital status; position and organization tenure; personality; and role states (Camilleri, 2002). Meyer and Allen, (1984); Grusky, (1966) and Mowday et al (1982) have thoroughly examined various relationships between antecedents and organizational commitment. This study was designed to contribute to the Organizational Commitment related literature by exploring the relationships between age, tenure, personality traits (using Big Five Model) and organizational commitment. THE FIVE-FACTOR MODEL OF PERSONALITY The Big Five model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the study of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five dimensions in Big Five model of personality are Extraversion, Conscientiousness, Openness to Experience, Agreeableness and Neuroticism. Each of the Big Five traits is a set of traits that tend to occur together in individuals (Kumar, Bakhshi Rani, 2009). Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to measure this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991). Conscientiousness refers to the tendency to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard working, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991). Openness to experience is a general appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It also reflects need for variety, aesthetic sensitivity, and unconventional values (McCrae John, 1992). Agreeableness refers to a tendency to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991). Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). ORGANIZATIONAL COMMITMENT Organizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is willing to exert effort to help it succeed (Herscovitch Meyer, 2002). According to Allen and Meyer (1990) Organizational Commitment is made up of three components or dimensions. First component is affective commitment and it refers to the employees emotional attachment to, identification with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization. DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENT RELATIONSHIP BETWEEN AGE AND ORGANIZATIONAL COMMITMENT According to meta-analysis by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). Therefore they would tend to be more committed to the organization. Thus, H 1: Non teaching employees commitment to the organization will positively relate to their age. RELATIONSHIP BETWEEN TENURE AND ORGANIZATIONAL COMMITMENT Various studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively related to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits such as pension plans (Mathieu and Zajac, 1990, p.8). Thus, H 2: Non teaching employees commitment to the organization will positively relate to their length of tenure. RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENT AFFECTIVE COMMITMENT Affective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus, H3: Non teaching employees extraversion will positively relate to affective commitment. CONTINUANCE COMMITMENT Continuance commitment refers to an awareness of the costs (economic and social) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997). Extrovert individuals tend to be more socially active and may develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore, H4: Non teaching employees extraversion will negatively relate to continuance commitment. Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may prefer to stick to same job instead of facing new work environment. Thus, H5: Non teaching employees neuroticism will positively relate to continuance commitment. Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,  deliberation  (the tendency to think carefully before acting), and need for  achievement. According to Organ and Lingl (1995), due to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore, H6: Non teaching employees Conscientiousness will positively relate to continuance commitment. NORMATIVE COMMITMENT Normative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus, H7: Non teaching employees extraversion will positively relate to normative commitment. METHOD SAMPLE A sample of 95 non teaching employees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and total job tenure as 8.21 years (SD = 2.9). MEASUREMENTS THE BIG FIVE The Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly disagree (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91). AFFECTIVE COMMITMENT Affective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.82. CONTINUANCE COMMITMENT Continuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88. NORMATIVE COMMITMENT Normative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89. RESULTS A factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244; Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot. Graph 01: Scree Plot Showing Eigen Values of Factors These variables within factors are correlated, is confirmed by the Bartletts test of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables. The table 01 comprises the means, standard deviations, partial correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained after running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affective commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of approximately all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent. DISCUSSION The findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988; J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts believe that their extraordinary service by providing congenial social environment may enhanc e the psychological contract with the organization (Watson, 2000; J. Erdheim et al. 2006). Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics. Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chances of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations. THEORETICAL AND MANAGERIAL IMPLICATIONS The results of the present study reflect that the role of personality is vital in the development of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc. Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002). LIMITATIONS AND FUTURE DIRECTIONS Furthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming research is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously. The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting. REFERENCES Allen, N.J., and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization, Journal of Occupational Psychology, Vol. 63:1-18. Barrick, M. R., Mount, M. K. (1991). The big five personality dimensions and job performance: A Meta-Analysis. Personnel Psychology, 44, 1-26. Camilleri, E. (2002). Some Antecedents of Organizational Commitment: Results from an Information Systems Public Sector Organization. Bank of Valletta Review, 25. Clayton, B., Petzall, S., Lynch, B. Margret, J. (2007). An Examination of the Organizational Commitment Of Financial Planners. International Review of Business Research Papers, Vol.3, No.1. Pp. 60 72 Cooper-Hakim, A., Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131, 241-259. Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 21, 417-440. Erdheim,J., Wang, M. Zickar, M.J. (2006). Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences 41, 959-970 Grusky, D. (1966) Career Mobility and Organisational Commitment, Administrative Science Quarterly, Vol. 10, 488-503. Hair, J.F., Anderson, R.E., Tatham, R.L., Black, W.C. (1998), Multivariate Data Analysis, 5th ed., Prentice-Hall, Upper Saddle River, NJ, . Herscovitch, L. and Meyer, J. P., 2002. Commitment to organizational Change: Extension of a three-component model. Journal of Applied Psychology, 87: 474-487. John, O. P., Donahue, E. M., Kentle, R. L. (1991). The Big Five InventoryVersions 4a and 54. Berkeley, CA: University of California, Berkeley, Institute of Personality and Social Research. John, O. P., Naumann, L. P., Soto, C. J. (2008). Paradigm shift to the integrative Big Five trait taxonomy: History, measurement, and conceptual issues. In O. P. John, R. W. Robins, L. A. Pervin (Eds.), Handbook of personality: Theory and research (pp. 114-158). New York, NY: Guilford Press. Kumar K., et al (2009). Linking the Big Five Personality Domains to Organizational Citizenship Behavior. International Journal of Psychological Studies. Vol. 1, No 2 Lawler, E. J. (1992). Affective attachment to nested groups: A choice process theory. American Sociological Review, 57, 327-339. Magnus, K., Diener, E., Fujita, F., Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis. Journal of Personality and Social Psychology, 65, 1046-1053. McCrae, R. R., John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 2, 175-215. Mathieu, J. E., Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194. Meyer, J.P. and Allen, N.J. (1984) Testing the Side-Bet Theory of Organisational Commitment: Some Methodological Considerations, Journal of Applied Psychology, Vol. 69: 372-378. Meyer, J. P., Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551. Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. California: Sage Publishers Inc. Meyer, J. P., Stanley, D. J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52. Mowday, R., Porter, L.W. and Steers, R.M. (1982) Employee-Organisation Linkages: The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA: Academic Press. Nummenmaa, T., Konttinen, R., Kuusinen, J., Leskinen, E. (1996), Tutkimusaineiston Analyysi , Analysis of Research Data WSOY, Helsinki, . Organ, D. W., Lingl, A. (1995). Personality, satisfaction, and organizational citizenship behavior. Journal of Social Psychology, 135, 339-350. Reichers, A. (1985). A review and reconceptualization of organizational commitment. Academy of Management Journal, 10, 465-476. Shepherd, J. L. Mathews, B. P. (2000). Employee commitment: Academic vs practitioner perspectives. Employee Relations, 22(6): 555-575. Watson, D., Clark, L. A. (1997). Extraversion and its positive emotional core. In S. R. Briggs, W. H. Jones, R. Hogan (Eds.), Handbook of personality psychology. New York: Academic Press. Watson, D., Clark, L. A., Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Watson, D. (2000). Mood and temperament. New York: Guilford Press. Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101. Personality and Organizational Commitment Relationship Personality and Organizational Commitment Relationship CHAPTER 1 INTRODUCTION Chapter Overview This study will focus on the relationship between personality and organizational commitment. This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary. Background of the Study Organizational commitment is a positive psychological state of attachment that pushes the employee’s performance upward to successfully turn the firm’s strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempted to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan. Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many of research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover intention, absenteeism, job performance, motivation and job withdrawal behaviors. Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job performance (Vandenberghe and Bentein, 2009; Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism. Researchers have identified different factors that can be affected for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has special contribution to the understanding of individual differences in behavior and experience. Individual’s personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2). Understanding employee’s personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individual’s personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990; John Srivastava, 1999) SSRN-id2220719. Most of the studies on organizational commitment focus on identifying the environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources mainly known as personalities are being ignored. A study done by Kumar †¦ (2010) stated that there is little attention given in investigating the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers Sdn Bhd, Bangsar. Problem Statement Research Questions Research questions of this study are: What are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd? Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? Research Objectives The research objectives of this study are: To identify the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd. To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. Scope of the Study This study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhd’s employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen randomly as research sample to participate in this study. The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness. For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured: affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. Significant of the Study Many researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010; and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees’ organizational commitment. Additionally, this study will help managers to understand more about employees’ personality and how they react toward organizational processes. Understanding employees’ personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help managers to increase employees’ loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company. Conceptual Definition 1.8.1Personality: Big Five Model Personality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is defined as the inner organization of psycho physiological system of a person to create a person’s unique behavior, feeling and thoughts (Lin, 2010). For this research, Big Five personality approach will be used to identify employees’ personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011). 1.8.2Organizational Commitment As Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that links an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organization’s goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment. Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (†¦,2001). Operational Definition Big Five Personality Big Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peer’s personality trait. The factor that concludes from Norman’s Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the â€Å"culture† dimension is changed to â€Å"openness† dimension (Lin, 2010). Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and retiring (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, contented and stable. Conscientiousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F†¦, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011). Organizational Commitment Meyer and Allen’s Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees’ emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this study, namely affective commitment, continuance commitment and normative commitment. According to Meyer and Allen (1997), affective commitment is the employee’s emotional attachment and participation of the employee in the organization. In this study, it refers to the employees’ emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employee’s obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization. Summary In conclusion, this chapter outlines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees’ personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.

Palestine By Joe Sacco; A Book Review Essay -- essays research papers

Joe Sacco’s graphic novel, Palestine, deals with the repercussions of the first intifada in Israel/Palestine/the Holy Land. The story follows the author through the many refugee camps and towns around Palestine as he tries to gather information, stories, and pictures to construct his graphic novel. While the book is enjoyable at a face level, there are many underlying themes conveyed throughout its illustrated pages and written text. The most obvious of the themes is that of violence, brutality, and torture. Tied into this also is the idea of injustice. Many of these themes are intertwined. Constantly the reader is berated with violent images, or descriptions of violence. These must be on nearly every second page of the novel. A good example of all these themes together is in the section called â€Å"Moderate Pressure: Part Two† This deals with a story of a man called Ghassan who was accused of an affiliation with an illegal group that could not be proven. Ghassan was forced to stand or sit in certain positions for hours on end, he was beaten, deprived of sleep, and restricted from medical attention that he needed. Continually he went to court, and the case was adjourned to later dates to try to confiscate some kind of evidence against him. There was no justice for Ghassan until after several days (approximately 14); he was released for lack of evidence. Ghassan suffers from violence (which is unjust), fro m brutality (one of the inspectors trying to induce a heart attack), and torture. Ghassan’s ordeal is illustrated in both written and pictorial form. Likewise to this, there are many other pictorial examples and textual examples from front to back of violence, brutality, injustice, and torture . There is also the theme of hypocrisy littered throughout the pages of Joe Sacco’s novel. This idea of hypocrisy is mainly centred on what the Israelis do to the Palestinians. In images the hypocrisy is apparent. Often there are pictures of the Palestinians on the same page, or on the second page but aligned with the Israelis. Often the Israeli side is shown as more optimistic, brighter, or livelier than those portraying the Palestinians. An excellent example of this is on page 260, where both Tel Aviv and Nablus are portrayed. In Tel Aviv, Sacco is reclined on a chair, with two attractive women, and it appears to be a sunny warm day, in Nablus, Sacco is with a crowd of... ...seem unnecessary and oppressive, but to certain Palestinians it is a matter of religious faith. Another example that shows this is when Sacco is in a car with Khaled . Kahled asks Sacco about things in the West that strike him as ‘bad’, but are quite normal to people from the West (i.e. Sex). These characteristics of evil also impact on an individual’s personal opinion of what is evil. In Palestine, the reader is exposed to various characters’ personal opinion of what evil or good is. An example of this is the figure of Suddam Hussein, to many people (Westerners, Israelis); Hussein is a very ‘evil’ figure. However, to some of the Palestinians represented, Hussein was a force of good, of liberation, the ‘final hope’. Evil in the novel is portrayed to the reader in many contexts that our society and cultural norms and values can understand. Brutal violence, deprivation, apartheid, and torture are all symbols of what we would see as evil. The book portrays the evil as seen by the Palestinians, many of these characteristics matching our own societal ideas of evil, so that the reader can comprehend. Bibliography Sacco, Joe. Palestine. Fantagraphics Books, Seattle: 2001.

Post-colonialist Perceptions of Lewis’ Out of the Silent Planet :: Post Colonialism Out of the Silent Planet Essays

Post-colonialist Perceptions of Lewis’ Out of the Silent Planet The Italian artist Michelangelo Buonarroti viewed the goal of sculpting as the manipulation of a marble block until the figure within is set free. Just as a carving artist seeks to release its piece from rock, a literary artist desires his art form to be carved from an obscure idea into clear apprehension. The most beautiful of these art pieces are placed in a museum of their own right, the literary canon. A great part of literature’s beauty is the ability of the artist to present his purpose in indiscrete ways, in some degree or another, sliding his message in the literature’s elements during its construction. In an enjoyable science fiction/fantasy book, C.S. Lewis uses his own techniques to convey his feelings and attitudes as he often had in the past. With Out of the Silent Planet, Lewis reveals his acquiescence to â€Å"Post-colonialist† thought in a very hidden way. He presents a story on an alien world, navigating around a reader’s earthly par tialities to open their minds to his beliefs. Post-colonialism is a discourse draped in history. In one point in time or another, European colonialism dominated most non-European lands since the end of the Renaissance. Naturally, colonialists depicted the cultures of non-Europeans incorrectly and inferior. Traditionally, the canon has misappropriated and misrepresented these cultures, but also the Western academia has yet to teach us the valuable and basic lessons that allow true representations to develop. Partly in response, Post-colonialism arose. Though this term is a broad one, Post-colonialists generally agree on certain key principles. They understand that colonialism exploits the dominated people or country in one way or another, evoking inequalities. Examples of past inequalities include â€Å"genocide, economic exploitation, cultural decimation and political exclusion†¦Ã¢â‚¬  (Loomba 9-10). They abhor traditional colonialism but also believe that every people, through the context of their own cultures, h ave something to contribute to our understanding of human nature (Loomba 1-20). This is the theme that Lewis prescribes in his, self described, â€Å"satirical fantasy†, Out of the Silent Planet (Of Other 77). Sold in bookstores throughout the world and mostly on the â€Å"religious† shelves, C.S. Lewis is hardly recognized in the post-colonial field. But of dozens of authors that could express this discourse, there is no better suited than the British professor.

Social Concerns in the Romantic Period :: essays research papers

In the Romantic period, many authors make references to different social concerns. This enabled the authors to hint towards different concerns in their writing, but not come directly out and state their concerns. Three great examples of authors like this include: William Blake, Robert Burns, and Anna Laetitia Barbauld. Each of these authors had unique concerns that they were able to get across in their own way.   Ã‚  Ã‚  Ã‚  Ã‚  Blake wrote two poems with entitled â€Å"Chimney Sweeper.† One version was found in his ‘Songs of Innocence’ and the other was found in ‘Songs of Experience.’ Although the first was told with a child almost in mind, and the second was told in a darker, colder point-of-view, they both contain the same concern. This concern is having very young children working as chimney sweepers. Blake talks about how you boys are almost forced into this career   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"When my mother died I was very young,   Ã‚  Ã‚  Ã‚  Ã‚  And my father sold me while yet my tongue,   Ã‚  Ã‚  Ã‚  Ã‚  Could scarcely cry â€Å"’weep! ‘weep! ‘weep! ‘weep!   Ã‚  Ã‚  Ã‚  Ã‚  So your chimney’s I sweep and in soot I sleep† This was a horrible was to live, yet hundreds and hundreds of little children do this work on a daily basis.   Ã‚  Ã‚  Ã‚  Ã‚  Another author that alluded to social concerns in his writing is Robert Burns. His poem, â€Å"To a Mouse† makes references to different classes and the effects of social order on them. The poem tells a simple story of a mouse who builds a house to with-hold winter, only to have it knocked down by a man with his plow. Now although its house is gone, the mouse doesn’t seem horribly bothered by it. In the more complex story, the mouse represents the lower class, and the former with the plow represents the upper class. To the lower class material possessions do not surround their life as they do in the lives of the upper class.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The Best-laid schemes o’ mice an’ men   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Gong aft a-gley,   Ã‚  Ã‚  Ã‚  Ã‚  An’ lea’ us naught but grief an’ pain,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  For promised Joy.† Burns starts out life in the lower class, but due to the high success of his poems he ends up more in the middle class. This poem is a way for him to show how he feels life was better when he was in the lower class, because he didn’t have to worry about the things he worries about in the upper middle class.   Ã‚  Ã‚  Ã‚  Ã‚  Barbauld tried to get across some of the responsibilities of women in the nineteenth century through her poem, ‘Washing-Day.

Projected Total Sales of Sundance Direct Sales Essay

Introduction Billboards, signage and eye-catching advertisement paraphernalia of different direct selling companies are sprouting everywhere, either local or international. Many companies established names and compete to prolong their standing in the business world. Defined in businessdictionary.com, direct selling is a face to face presentation, demonstration, and sale of products or services, usually at the home or office of a prospect by the independent direct sales representatives. Direct Selling contributes greatly on the economic development of the country; it manifests the Filipino spirit of enterprise and self-reliance. This industry gains greater popularity today than its early years. One of the popular direct selling companies in the Philippines is Sundance Direct Sales (Footworks Marketing Corporation). It was established on August 1999. Before they came with the business’ name, they first thought of fancy Italian names but they had decided on an original and easily remembered name- SUNDANCE. It was originated from the Hollywood movie, Butch Casedy and the Sundance Kid. Mr. Peter Yu is the managing director of Sundance Direct Sales. It is a fashion clothing and shoe retailing company with wide expertise in manufacturing industry. This company is engaged in selling of clothes, shoes, bags, cosmetics, accessories and infant and children lines. Currently, it is partnered with Maybelline New York, Afficionado and I2I eyewear. In its 12 successful years of existence, it has approximately 500,000 dealers and continuously increasing. It produced 16 branches and 400 local outlets nationwide. The mission of Sundance Direct Sales in helping fellowmen is to bring standard of excellence to all parts of the world. In lieu of their mission, they have reached and served international countries such as HongKong,  Dubai, UAE, Qatar, Oman, Abu Dhabi, Singapore. Sundance Direct Sales is an industry that continuously progressing, competing and creating new styles of fashion, awarding them as the Best Direct Selling brand of Apparel. Methodology Many business organizations used tools or techniques, like quantitative forecasting, that helped them determine the possible result of the business operation in the future. Quantitative forecasting technique bases its forecast from past data. This tool helps the manager or the decision maker to accomplish their organizational goals. Specifically, if a company has the record of its past 30-year sales, then it can project the sales for the next year and this may help him to determine the inventory levels, scheduling of production and the like. However either quantitatively or qualitatively, forecasting is not 100% certain; it has uncertainties so we need to measure the accuracy of the forecast. Forecast accuracy can be measure by MAD (mean absolute deviation) MSE (mean square error) and MAPE (mean absolute percentage error); the best model depends on the measure. The goal of this study is to project the total sales for one of the Sundance branches –Calamba -2011 so that the branch manager can have preparations in their inventory levels. In order to get the projected total sales of Sundance Direct Sales Calamba branch in 2011, time-series regression and smoothing linear trends were used. Time-series regression is the process of estimating the relationship between two variables- in our case time and sales per month. Smoothing linear trends is just the same with simple smoothing however the intercept and the slope of the trend line are continually adjusted in each period. Two methods were used for comparative purposes. The data were also tested for occurrence of seasonality. MAD was used to evaluate the forecast accuracy since most of the errors were too large. It weighted the errors equally. MSE is not advisable for this kind of problem because it will result to a very large number. The data collected was a 3-year monthly sales of the Sundance Direct Sales Calamba branch for the years: 2008, 2009 and 2010. The sales representative allowed the author to have the data with proper and legal consent. A hard copy of the data is handed down to the author (Appendix A). To analyze the data for occurrence of seasonality, the data were graphed first. In figure 1 is an illustration of the comparison of the sales in the three years of operation of Sundance Direct Sales –CALAMBA. Figure 1.Monthly Sales of Sundance Direct Sales – Calamba in 2008, 2009 and 2010. Seasonal time series repeats over a specific period such as day, monthly, quarterly or yearly. According to Levin, to determine seasonality two questions must be satisfied. First, are the peaks and troughs consistent? Looking back to Figure 1, there are peaks and troughs in year 2009 and year 2010 that are consistent but if you look at year 2008 it did not follow those peak and troughs. Second, there is an explanation for the seasonal pattern? Since there is no consistency in the trends of the data points, then we will not answer this question anymore. Both questions were not satisfied so we can say that the data didn’t exhibit seasonality. We can now proceed in forecasting the sales using the two methods mentioned earlier. Forecasting models are evaluated by dividing the samples into two parts: warm-up samples and forecast samples. Warm-up samples are used to fit the forecasting model while forecast samples are for testing the model. In a long time series, data are divided into half. Using time-series regression, warm-up samples – periods 1-18 –was used to get the equation the best-fitting trend line. Using the data in Appendix B, it was determined that the equation for the best-fitted line is  Ft = 2340883.46 + 3800.51(t) .

Emma Woodhouse and Mr. Woodhouse Analysis

both(prenominal)(prenominal)(prenominal) Emma Woodho manipulation and her gravel have a goodish deal of s track everyplace the lives and give(prenominal) matters of the new(prenominal) members of their community. In the startle snapshot of the hand, we learn that Mr. Woodho enjoyment finds homes for maids in other households, date Emma does essenti in eithery the same(p) for her acquaintances, in attempting to cope calling cardh them off with husbands and wives. The narrator establishs this overzealous push for other peoples sound world as an simply harmless char formeristic, in Mr. Woodhouse at least. While his invasions into the ain lives of rase non-family dealings and frequent effusions of worry argon vexing to readers and parts a analogous, Mr. Woodhouse never actually does any champion the slightest bit of genuinely or lasting harm.Read excessively Analysis of Characters in Flannery OConnors The Life You Save May Be Your Own unconstipated Mr. Jo hn Knightley batch non persist in mad at him for very enormous. Emma, on the other hand, is resourceful of doing existent personal damage, and her wilful intrusions into the lives of her acquaintance atomic number 18 presented as compulsive presumption her characters major dent The real evils of Emmas situation be the occasion of having quite an too much(prenominal) of her deliver way, and a disposition to think a precise too well of her self. (4) The key disparity between her acts of presumption and those of her vex is that she has a stronger will and take heed than he.Her actions are thitherof non however more prejudicious to others just when likewise more cognizant and deliberate. Though she may, like her father, be acting out of good intentions, she is fully sensible of the ways in which she manipulates. Emma non simply sees that she is cast of charactersing Harriets weaker mind, she understands how best to do it. If good perceive exonerates h er more responsible for her actions than the fumbling Mr. Woodhouse, it as well increases the distance she has to fall when she acts irresponsibly. Because Emmas station is the highest in her neighborly circle, her machinations go largely unchecked, barely for the rebukes of Mr. Knightley. The quantity of goodness in the book and its moral compass, Mr Knightleys criticism is the narrators way of on the qui vive us to Emmas faults. After all, amicable protocol forbids anyone else from attempting such criticism. The accompaniment that Knightley practices great for given(p)ess with Mr. Woodhouse but sorbs exception to just about of Emmas deportment highlights the differences in each characters culp world-beaterfulness. In short, Mr. Woodhouse is forgive because he cannot help his effrontery, speckle Emma is not because she can.The distinction is related to each characters tractability Mr. Woodhouse is the nearly stagnant character of the book, while Emma is the one mos t capable of growth. assumption Mr. Woodhouses profound fear of change, it seems mindless to punish to mend his flaws at this late age. Emma however, possesses the psychogenic and spiritual instruments, which, applied correctly, and could bring her to a near-perfect existence, elevating her actions and awareness to a par with her affectionate status. The work of the novel, and of Mr. Knightley himself, is to instil in Emma the obscureness that she lacks and help her evolve so as to deform worthy of him, not only socially but also morally.The books last(a) happy gist (448) is a pledge that Emma has achieved that end. Unlike Emma, whose vibrancy of person and skill of intellect substantiate her claims to social prowess, Mr. Woodhouses author derives touch only from his landed status. In Emma and Knightleys first conversation, we are told that Mr. Woodhouse understands but in protrude (5) as a person and a character he is static, lacking in awareness, and defined entirel y by his limitations. mint defer to Mr. Woodhouses stack and subsequent social standing rather than his intellect or any belief in his cosmos correct.The hypochondriac worries that he imposes on others are rarely given any bankers acceptance because Mr. Woodhouse is never perceived as capable of solid reasoning. In fact, common hotshot almost always stands in foeman to Mr. Woodhouses c at oncerns. The likelihood of anyone getting trapped at Randalls on Christmas Eve because of half an progress of snow is not particularly high, unless the party is broken up archean all the same. Everyone is quick to do Mr. Woodhouses bidding, no matter how silly the cause.Such power, to make people act entirely buffet to their deliver sense of reason, could be precarious if put into more potent pass. fortuitously Mr. Woodhouse would never deliberately manipulate anyone in fact, he is sh take in to be quite harmless. In expressing his personal displeasure at his junior lady Isabellas going to a particular seaside resort, he actually twists the truth, attributing many of his receive feelings and expressions (99) to Mr. Perry. However, the narrator is emphatic in noting that this is do unconsciously. And even when Mr. Woodhouse is conscious of trying to throw upon others, he affects no real damage. He is constantly trying to get other people to take a can of gruel with him, but Isabella is the only one who ends up complying. When Mrs. Bates and Mrs. Goddard be intimate to keep Mr. Woodhouse Company during the Coles party, his power as host is actually trumped by Emmas. Against his wishes, she sees to it that all of their guests are well fed, with as much cake as they desire. Emma, like her father, enjoys a social dominion of fortune and station but joins it with a real superiority of intellect.Situations like the gruel debate point up the in mutation of the traditional family body structure at Highbury, in which the daughters authority exceeds the parents. Emma takes treat of her father, and the books only other mother-figure, send packing Taylor, has drop dead more like a wizard than a parent, at least at the point where the story picks up The fanny of authority being now long passed away, Emma does just what she likes, highly esteeming scarper Taylors imaginement, but directed chiefly by her own (1).Beyond the smaller family unit, there is no one but Knightley to challenge Emmas reign. She is at the highest spot on the social ladder, as indicated by the name of her estate, Highbury. Her peers are all inferior, in status as well as quickness and depth. Harriet is entirely futile she can sit, without any idea of anything in the world, for full ten minutes. (163) And although Emma may misplay the direction of Eltons gallantry, she sees right through it there is a sort of parade in his speeches which was very apt to inc lineage her to laugh. (46) Even in comparison to her sister, Emma has the stronger hand. (241) In truth, Em ma is wholly worthy of most of the praise bestowed upon her end-to-end the book. The most obvious example would be her ready wit, (66) which Mr. Elton cites in his charade. The obvious occupation with Emmas ready wit, though, and all her other powers, is that they are so often put to severely use. Where Mr. Woodhouses social power is always prove to be harmless, Emma is the one with the potent hands that can at times represent havoc.At the party at package Hill, Emma cannot resist (342) making a jeering comment to Miss Bates, simply because it is too clever to be kept in. The sole extenuating circumstance here (though it is one based on Emmas arrogance) is that she may not have anticipated its full force I dare say she did not understand me. (346) but Emmas misuse of her own power of understanding is apparent(a). The remark is both consciously derisive and deliberately aimed, and the evident pain it causes Miss Bates brings home the truthfulness that Emmas understanding at that moment has become more limited than Miss Bates.Moreover, the match of the harm extends both beyond the present moment and beyond the single personal relationship, revealing that unlike her father, Emma has the power to do real lasting damage. Miss Bates tries to blur when Emma next comes to visit, and it will take a while to repair their rapport. The event also affects the larger public land. As Mr. Knightley notes in his later reprimand, Emmas comment was made in the presence of others, many of who would be entirely guided by your treatment of her. (346) In this social order, people who esteem the assessment of those superior in station use it as a model for their own. not only has Emma spoken cruelly to Miss Bates, she has set up a standard of treatment which others may choose to follow. flock cater to Mr. Woodhouse because they respect him, but they use Emma as a model because they take her opinion very seriously. Where until now Emma has been seeing power in terms only of its perks, the ripple effect of even a single lapse of judgment highlights the responsibilities that go with social power.The moment is an important twist point in Emmas progress of self-transformation. Knightleys prior reprimand, Better to be without sense, than misapply it as you do (51) targets this larger responsibility that Emma has been both too young and too blur to see. (As an inte equalisering side note, the movie version of Emma actually has Knightley and Emma shooting during this scene, and while knightly delivers this comment his arrow hits a bulls-eye. ) The most striking example of Emmas misapplication of sense along with her most deliberate act of manipulation appears in her treatment of Harriet.Emma literally tries to create Harriet, forging explanations of her parentage and image portraits in which she alters Harriets body structure. The craftsmanship of this nice aspect of her assumed spot is highlighted by Knightleys recognition, she really does you credit. (53) As pointed out in lecture, Emma even plays the literal puppet-master, using a set of strings, her bootlaces, to direct the scene when she and Harriet spark into Mr. Elton after visiting the poor family. Emma presses on with her schemes despite the many clues that contradict her understanding.Whenever fortune displease her, she creates explanations in her head that electric discharge foreign to her own sense of reason, besides accepts them all the same. When Mr. Eltons behaviour does not habilitate that of a cacoethesr, Emma makes various excuses for him, laughing at his description of what she presumes to be Harriets ready wit but attributing such an ill-judged felicitate to the consequence of his being very much in love. (66) Even when Mr. Elton himself tries to clear up the confusion, in the scene in the carriage, Emma attempts to allure them both that he is hopelessly drunk. by chance Emmas most blatant self-deception is her slight of class and birth differences between Mr. Elton and Harriet You and Mr. Elton are by situation called together you break down to one another by either circumstance of your respective homes. (68) This statement could not stand in starker contrast to the acute, even over-conscious sense of social standing, which Emma displays throughout the rest of the book. She revolts at the idea of a union between Jane Fairfax and Mr. Knightley, but wilfully ignores the same obstacles in her matchmaking of Harriet and Mr. Elton.Emma presumes to know what is best for other people, and in pursuit of her slated end goal will even act contrary to her (often accurate) perceptions of their feelings. When she writes Harriets letter of refusal to Robert Martin, (an intrusion in itself,) Emma senses that if the young man had come in her way at that moment, he would have been judge after all (50) yet she seals and sends it all the same. The comment testifies not only to Emmas disposition of Harriets true feelings, but to her arrogance, in deferring to her own judgment of Harriets best interests rather than to Harriets.The fact that Harriet ends up happily, but in merely the same place that she started, is the narrators way of putting Emma in her place. As in the encounter with Miss Bates, the gap between Emmas self knowledge and the perspective we are given on her suggests the conclusion that the proper sphere for exercising human judgment is on ones personal shortcomings instead of on anyone elses. What is most ironic about Emmas many social blunders is that, apart from Mr. Knightley, she has the deepest social consciousness of anyone in the book.Emma has a truly devoted sense of responsibility to her father, cares deeply for her family and friends, and is constantly smoothing over various social rifts that only she can foresee and repair, like those between her father and John Knightley. Readers understand the great possibilities that come with Emmas characteristic awareness we see the possi bilities for a perfection which goes beyond the mere bearing of perfection introduced in the first line of the book and it is this consciousness that makes Emmas blunders seem all the more blind and regrettable.The turning point of the book is when Emmas awareness begins to work to her receipts when she starts to become more aware of herself. Emmas ability to reflect and feel powerfully is what fuels her self-transformation once she directs that power inwards to observe her own heart instead of outwards to mold other people and events. It takes only the right catalyst, namely Mr. Knightley, for Emma to become able to acquit her own wrongdoing. She responds to his reprimands about her treatment of Miss Bates, not with the defensiveness of someone truly arrogant but with anger against herself, mortification, and deep concern. (347) A similar moment of realization and self-chastisement comes at the first big climax of the book, when Emma learns of Harriets love for Mr. Knightley a nd realizes her own with insufferable vanity had she believed herself in the secret of everybodys feelings with unpardonable arrogance proposed to localize everybodys destiny. (383) Emma proves herself capable of the character revolution which her father is not when she gives up her own pretensions to judge the best interests of others.The fact that it is Knightley who sparks Emma reformation of character might seem to give ultimate power to him rather than to Emma herself. After all, his intrusion into her personal life ends up being the most positive force of the book. But it is important to keep in mind that Knightley is only a catalyst, a reserve for the authors criticism of Emmas flaws, while Emma shares something like the role of the author herself. Like the playwright or novelist, she learns through trial and error the limitations of power exercised in trying to create and set up the course of other peoples lives.