Harrison Surname Meaning and Origin

Harrison is a patronymic surname meaning son of Harry. The given name Harry is a derivation of Henry, itself a derivation of the Germanic name Heimirich, which means home ruler, from the elements heim or home and ric, meaning power, ruler. Like many patronymic surnames, the surnames HARRISON and HARRIS are often found used interchangeably in early records - sometimes within the same family. Harrison is the 38th most common surname in England and 123rd most common surname in the United States. Surname Origin:  English Alternate Surname Spellings:  HARISON, HARRESON, HARRISEN, HARRIS, HARRISSON, HARRYSON, HARRYSSON Where in the World Is the HARRISON Surname Found? According to  WorldNames public profiler, the Harrison surname is found in greatest numbers (as a percentage of population) in the United Kingdom, especially in the northern England regions of East and West Midlands, Yorkshire and Humberside, North and Northwest. It is also a very popular surname in Australia and New Zealand, followed by the United States and Ireland. Famous People With the Surname HARRISON Benjamin Harrison - 23rd U.S. PresidentWilliam Henry Harrison - 9th U.S. PresidentGeorge Harrison - musician; member of The BeatlesChris Harrison - television actor; the host of The Bachelor and The Bachelorette Genealogy Resources for the Surname HARRISON 100 Most Common U.S. Surnames Their MeaningsSmith, Johnson, Williams, Jones, Brown... Are you one of the millions of Americans sporting one of these top 100 common last names from the 2000 census? The HARRISON Genealogy RepositoryFind records, family trees and more for a number of different HARRISON families, most in the United States and England. Bill Harrisons Genealogy SiteExplore Bills extensive research on his Harrison family from Staffordshire, England. The Harrison DNA ProjectOver 100 Harrison participants have joined together to use DNA as a tool to help sort out Harrison families worldwide. Harrison Family Genealogy ForumSearch this popular genealogy forum for the Harris surname to find others who might be researching your ancestors, or post your own Harris query. There is also a separate forum for the HARRIS surname. FamilySearch - HARRISON GenealogyExplore over 15 million historical records and lineage-linked family trees posted for the Harrison surname and its variations on this free genealogy website hosted by the Church of Jesus Christ of Latter-day Saints. HARRISON Surname Family Mailing ListsRootsWeb hosts several free mailing lists for researchers of the Harrison surname. DistantCousin.com - HARRISON Genealogy Family HistoryFree databases and genealogy links for the last name Harrison. The Harrison Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the Harrison surname from the website of Genealogy Today. References: Surname Meanings Origins Cottle, Basil. Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Menk, Lars. A Dictionary of German Jewish Surnames. Avotaynu, 2005.Beider, Alexander. A Dictionary of Jewish Surnames from Galicia. Avotaynu, 2004.Hanks, Patrick and Flavia Hodges. A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick. Dictionary of American Family Names. Oxford University Press, 2003.Smith, Elsdon C. American Surnames. Genealogical Publishing Company, 1997. https://www.thoughtco.com/surname-meanings-and-origins-s2-1422408

The United States s Foreign Policy Essay - 1559 Words

Answering the question as to what postures serves â€Å"American interests† going into the future can be incredibly complex. The answer will vary depending on who you ask, and what they think the United States’s foreign policy goals should be. To ease the process of answering this question let us assume that I alone dictate what is good for the United States, and I will harbor no questioning of my judgement. There are four choices, or combination of choices, that were put forward in lecture that could be used to answer this question. Neo-Isolationism - A reimagining of the Western Hemisphere focused foreign policy that dominated American politics up until around the Spanish-American War in the late 19th century. Selective Engagement - A foreign policy that isn’t quite isolationist, but realizes that the United States cannot be the world’s police, and when we do decide to be involved in foreign engagements they should serve our interests as well as be debated by the public. Leadership in Cooperative Security - In other words depending a great deal on multilateralism, NATO, UN, etc. Deals with rogue states as needed, and occasionally gets involved in humanitarian crises. Primacy - To have the largest military, the ability to project in efficiently, and using it as you see fit while not worrying what unreliable allies might think about your actions. It focuses on larger threats(Russia, China, etc), but fails to adequately address what has warfare has morphed into(terrorism,Show MoreRelatedThe United State s Foreign Policy2078 Words   |  9 PagesJ. Lee Utter 11/19/14 American Foreign Policy Essay What will be the biggest future challenge for American foreign policy and what should be done to address it? Hypothesis: The United State’s foreign policy will make a shift in the coming years to focus more intently on suppressing individual groups that use terrorism as a political strategy, rather than focusing on specific and identifiable States as in the past. The organizations mentioned before will be using the Internet to coordinate attacksRead MoreTruman s Foreign Policy On President Of The United States2120 Words   |  9 PagesThroughout his tenure as the President of the United States, the public opinion of Harry S. Truman has varied wildly, from being beloved by most all the American population, to being opposed by that same populace a few short years later. Though his domestic policy certainly did not help him, Truman’s foreign policy, the most famous, or infamous, depending on how one looks at it, was the most influential with the public. The anti-communist fervor in the United States, coupled with a few other factors, ledRead MoreU.s. Bush s Administration On For eign Policy Over The Last Forty Years1717 Words   |  7 Pagesdefinition of unilateralism and its application to US foreign policy over the last forty years. In defining the term, this essay will leave aside the debate between the competing concepts of unilateralism and multilateralism, which has occupied extensive literature after the 9/11 attacks and the following military actions. The essay will  Definition of unilateralism (800 words) Meaning of unilateralism Unilateralism in american foreign policy Was Bush the first one? How long it has beenRead MoreForeign Policy, Reformed, And The United States1437 Words   |  6 PagesStefan Danilov Pol S 321 B Professor Robin Datta Response Paper 1, Prompt 1 October 18, 2015 Foreign Policy, Reformed Looking back at the history of the United States, we find ourselves in the midst of a revelation. The country of grandiose influence and excessive wealth, that we have come to know during our lifetimes, actually had quite humble beginnings. At a time when most of us are used to having most countries come to the US to inquire for help and assistance, we may not be all too aware thatRead MoreThe Impact Of Exceptionalism On The United States944 Words   |  4 PagesExceptionalism is neither new, as explained above, nor exclusive to the United States. Several historical actors, such as Great Britain, France and the former Soviet Union claimed exceptionalist ideas (Ignatieff, 2005; Holsti, 2010). The current U.S. President Obama also stresses a similar point by stating that â€Å"I believe in American exceptionalism, just as I suspect that the Brits believe in British exceptionalism and the Greeks believe in Greek exceptionalism† (Obama, cited in Ceaser, 2012, p.4)Read MoreTreatie s Against Terrorism And Aircraft Hijacking1200 Words   |  5 Pageswar. The Geneva convention was ratified by 189 countries including the United States. All countries involved have agreed to search for persons regardless of nationality to courts for trial who are reasonably accused of crimes. Kissinger worries that the ICC was vague and ran the risk of being used for political agenda. Roth assures him that in fact that the treaty s definition for war crimes follows closely to the Pentagon s very own military manuals as well as the Geneva convention. The fear thatRead MoreU.s. Foreign Policy Decisions716 Words   |  3 Pagesreasons.† (Kaufman pg. 3). Here Kaufman begins to unravel the differences between these two types of foreign policy. The extraordinary are the issues surrounding war, terrorist attacks, cyber warfare. The mundane, is as simple as the labels on your clothing, but as complex as who is allowed entry into the U.S.. These topics do not elicit as much of a rea ction, because as Kaufman argues â€Å"the foreign policy decisions that most people know about and follow closely are those that are extraordinary becauseRead MoreNational Security Structure Development in Steven Hook and John Spaniers Book, American Foreign Policy Since WWII807 Words   |  4 PagesSummary and Critical Evaluation of the Key Issues In Post-World War II National Security Structure Development Steven Hook and John Spaniers 2012 book titled â€Å"American foreign policy since WWII serves as one of the most important texts that can be used in understanding the underlying complexities on American foreign policies. Like the first readings that are analyzed in class (American Diplomacy by George Kennan and Surprise, Security, and the American Experience by John Lewis Gaddis), this textRead MoreMao Zedong Of The World Essay1657 Words   |  7 Pagesdecade. The Bush Doctrine vastly expanded what the United States deems a â€Å"vital interest†Ã¢â‚¬â€dragging preà «mptive action, unilateralism, and anti-terrorism under its umbrella. Democratizing nations plays a critical role in the strategy as well. A spirit of liberalism flows through the Doctrine, as it attempts to depose tyrannical dictators to ease relations between nations and foster democracy. It made naà ¯ve assumptions about nations’ foreign policy objectives. If a nation acted dictatorial at home,Read MoreThe Pursuit For World Domination1305 Words   |  6 Pagessatirically describing the pursuit for world domination as a â€Å"game† between coercive countries and highlighting the deceptive nature of these countries to win the â€Å"game†. Also through the use of satire, Twain cleverly emphasizes America’s poor foreign policy by depicting the viewpoint of potentially vulnerable countries, whom he refers to as â€Å"those sitting in darknes s†. Twain also effectively portrays America as being overly self-righteous by covertly challenging the â€Å"Blessings of Civilization† and

Benazir Bhutto Shaheed Bibliography Free Essays

Benazir Bhutto , 1953-2007, prime minister of Pakistan (1988-90; 1993-96), daughter of Zulfikar Ali Bhutto . Educated at Radcliffe and Oxford, she returned to Pakistan shortly before her father was overthrown by General Zia ul-Haq in 1977. Under detention and then in exile, she returned in 1986 to lead the Pakistan People’s party (PPP) and to fight military rule. We will write a custom essay sample on Benazir Bhutto Shaheed Bibliography or any similar topic only for you Order Now In Nov. , 1988, three months after President Zia ul-Haq died in a plane crash, Bhutto’s alliance gained a narrow majority in parliamentary elections, and she became prime minister, the first female leader of a Muslim nation. Her government, marked by continuous intrigue and able to accomplish little, was dismissed by President Gulam Ishaq Khan in Aug. , 1990. He accused her, her husband, Asif Ali Zadari, and her party of corruption. Zadari was held (1990-93) on various charges, although eventually acquitted, and the PPP lost the late 1990 elections. In 1993, Bhutto again became prime minister. By then a more seasoned politician, she made alliances, including with the military, that enabled her to deal with some of Pakistan’s deep-seated problems. In Nov. , 1996, though, her government was again dismissed. Zadari was accused of murdering Bhutto’s brother, a political rival, as well as of accepting kickbacks, and was imprisoned; sweeping corruption charges were brought against Bhutto. In 1999, Bhutto and Zadari were both convicted of corruption; Bhutto appealed the verdict while living in exile in England and the United Arab Emirates. In 2001 the Pakistani supreme court set aside the corruption charges facing Bhutto and Zadari and ordered their retrial, but a Swiss court convicted the couple of money laundering in 2003. Bhutto was barred from running in the 2002 Pakistani parliamentary elections. Zadari was released from prison in 2004, a move that appeared designed to improve the Musharraf government’s relations with the PPP; he subsequently left Pakistan. In Oct. 2007, after extended negotiations with the government, Bhutto returned to Pakistan, intending to run for prime minister in the scheduled Jan. , 2008 elections. On her return, she survived an attempt on her life that killed more than 130 persons, but was assassinated two months later in an attack, widely ascribed to Islamic militants, that followed a political rally in Rawalpindi. Her 19-year-old son, Bilawal Bhutto Zardari, assisted by her husband, succeeded her as PPP leader. How to cite Benazir Bhutto Shaheed Bibliography, Papers

Organizational Culture and Innovation Practice †MyAssignmenthelp

Question: Discuss about the Organizational Culture and Innovation Practice. Answer: Introduction: Enabling a proper culture helps in managing proper values, ethics and beliefs within the organization and creates good working conditions for them to perform to their potential. If the employees are comfortable and satisfied with the working conditions along with the organizational rules, regulations and procedures, then the organizational productivity will increase and the working lives of employees will be improved too. By maintaining an appropriate culture within the organization, it would be easy to manage work values and ethics and promote communication between the workers, furthermore maintain a effective structure of the organization (Buschgens, Bausch and Balkin 2013). Culture not only facilitates the communication between individuals but also can improve their working behaviors and lives by allowing them to gain satisfaction and contribute to the organizational excellence. The objectives in strategic plans include the development of a vision through communication of the mission statement and make the employees working within the organization know about the business goals and objectives that are needed to be achieved. The objectives of the operational plans, on the other hand, are to become more flexible, create a skilled and knowledgeable workforce and improve the workforce efficiency to accomplish the business objectives perfectly (Lingg 2014). The operational plans focus on increase in sales and profit whereas the strategic plans focus on improving the strengths of the company and achieve the vision and mission. The profile created for managing the staffs within the organizations include balancing the experiences and skills of the staffs by making sure that necessary investments are done for providing them with training and developmental sessions. This would not only improve their potential but also could lead to the enhancement of their performances, finally bringing out the best from them to improve the business functioning capability (Li et al. 2012). The budgetary requirements include investing on maintaining a proper structure of the organization, manage the managerial, administrative and contract staffs properly. Human resource plan is an effective planning process for identifying the present and future human resourcesneeds and fulfill those for the achievement of business goals and objectives with ease. The human resource plan could act as an effective link between the strategic plan and human resource management for allowing the staffs to know about their roles and responsibilities and commit to those with dedication (Bratton and Gold 2012). The senior human resource management develops the human resource plan by consulting with the senior managers and human resources team members to ensure that the human resources are managed appropriately. The main aims and objectives of the human resource planning are to create a strategic direction for the employees to understand the mission statement and ensure creation of a skilled and flexible workforce (Purce 2014). The human resource planning is done for creating higher level of customer satisfaction and manages a multi-generational workforce consisting of employees with vast amounts of skills, knowledge and expertise. This would increase the organizational productivity and encourage the workers to perform better for the organization and bring positive outcomes. The policies within the organization are established to set up various rules, regulations and guidelines for enhancing the workforce efficiency and create good working conditions. The organizational policies would also help in protecting the rights and responsibilities of the employers and employees within the company. The organizational procedures include various standards that are set for creating a direction through which the accomplishment of tasks will be possible. There are HR procedures and policies that could make the employers make sure that the rights of employees are protected. The procedures also help in managing the employment practices properly and manage good relationship between the employer and employees. With having the effective workplace in the organization, one of the key merits will be the fast learning for the employees. This is due to the reason that, in an effective workplace, leadership roles are being effectively manages and the employees are being well guided (Bennett, Pitt and Price 2012). Thus, the guidance that they receive enables them to learn more effectively in their workplace. Effective workplace is only being successful when the workload is being strategically and effectively distributed among the employees. In an effective workplace, the jobs are being efficiently distributed and managed among the employees. All the employees are being given task in such a way that, they will not feel monotonous as well as stressed in their workplace. The more effective will be the workplace, the more will be the mutual bonding and understanding among the internal stakeholders. This is due to the reason that, effective workplace promotes teamwork and effective communication. Thus, these help in enhancing the bonding among the employees. Effective workplace also promotes healthy competition among the employees. They are being motivated by the way of rewards and recognition to compete with others. Effective workplace also promotes generation of innovative and creative ideas (Wooten and Ulrich 2017). Employees are being provided the free space and using of their own skills and they are being encouraged to think out of the box. With the help of the effective workplace, job satisfaction of the employees is also being enhanced. This is due to the reason that, effective workplace promotes initiation of various welfare schemes and motivational activities for the employees which in turn enhance the job satisfaction for them. The more effective will be the workplace, the more effective will be the employees. This is due to the reason that, effective workplace promotes training and skill development program for the employees, which make them more skilled and experts in dealing with their jobs. Effective workplace promotes teamwork among the employees. They are being trained about the benefits of teamwork along with the responsibilities of the team members. It refers to the duties for the team members to accomplish their roles in team. Working as a team not only promotes coordination between the employees but also ensures accomplishing the tasks and performing to their potential with ease and effectiveness. The opinions and ideas of every team members are shared and are communicated between each other to make effective decisions in business. Leadership skills must be present for enhancing the team working capabilities and establish good relationship between the workers too. The level of trust and faith among the team members would increase, which could motivate the employees to work as an unit and improve the production level, thereby allow the organization to gain more profit and competitive advantage in business too. Not working as team is having several negative consequences for the organizations. One of the impacts will be the lacking of mutual understanding and cooperation among the employees. They will not be connected with one another and thus, the internal organizational environment will not be effective. Moreover, not working as a team will cause accumulation of huge workload on individual employees, which will further reduce their effectiveness. Effective communication refers to the initiation of the process of communication, which will cover all the relevant parties and will provide equal communicating opportunities for all the parties. There are three types of communication skills. Verbal communication skills refer to the use of words and speaking skills. This is oral form of communication. Non-verbal communication refers to the use of gestures, voice tone and facial expression to communicate with others. Written communication is the written form of communication. It is being used for the official and formal communication. LACE refers to listen, acknowledge, check and explore. Listen refers to the effective listening before going for reply. In this step, it should be communicated to the opposite party that their message is being actively followed (Saunders et al. 2016). Acknowledge refers to the process of verbally or non-verbally communicating with the communicator that their words are being listened. Checking refers to the cross-checking of the words being communicated by the other party by repeating their words. It will reduce the chance of miscommunication among the involved parties. Exploring refers to the evaluation of the alternatives and actions, which should be taken after being communicated. Some barriers of good communication are language differences, geographical distance, and ineffective choice of medium and lack of involvement of any involved parties (Baxter et al. 2012). One of the legislations is the Health and safety at work Act, 1974, which covers the maintenance of safe working environment and providence of health and safety training for the employees (Pouliakas and Theodossiou 2013). Another legislation is the workplace regulations, 1992. It covers the working condition in the organization and providence of basic facilities in the workplace. The purpose of workplace policies is to make the internal stakeholders adhere to the singular policies of the organization. Moreover, it acts as yardstick for the organization to align the employees with the standard rules (Rios, McConnell and Brue 2013). Thus, the effective and clear and prices will be the procedures and policies in the workplace, the more east it will be for the employees to follow them. In addition, it will also enable the managers to measure the effectiveness of the employees accordingly. Reference Baxter, S., Enderby, P., Evans, P. and Judge, S., 2012. Barriers and facilitators to the use of high?technology augmentative and alternative communication devices: a systematic review and qualitative synthesis.International Journal of Language Communication Disorders,47(2), pp.115-129. Bennett, J., Pitt, M. and Price, S., 2012. Understanding the impact of generational issues in the workplace.Facilities,30(7/8), pp.278-288. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A meta?analytic review.Journal of product innovation management,30(4), pp.763-781. Ji, L., Huang, J., Liu, Z., Zhu, H. and Cai, Z., 2012. The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development.The International Journal of Human Resource Management,23(14), pp.2995-3008. Lingg, D., 2014. Bite-size learning marks the road to workforce efficiency.MHD Supply Chain Solutions,44(1), p.16. Pouliakas, K. and Theodossiou, I., 2013. The economics of health and safety at work: an interdiciplinary review of the theory and policy.Journal of Economic Surveys,27(1), pp.167-208. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Saunders, G.H., Smith, S.L., Chisolm, T.H., Frederick, M.T., McArdle, R.A. and Wilson, R.H., 2016. A Randomized Control Trial: Supplementing Hearing Aid Use with Listening and Communication Enhancement (LACE) Auditory Training.Ear and hearing,37(4), pp.381-396. Wooten, J.O. and Ulrich, K.T., 2017. Idea generation and the role of feedback: Evidence from field experiments with innovation tournaments.Production and Operations Management,26(1), pp.80-99.

Homelessness and Rwanda Genocide Act free essay sample

Eric Walters Ian is a sixteen year old high school student who is failing a course so he needs to go to a homeless shelter and put in his service hours or else he will fail. While going there he is saved from a bunch of thugs by a former soldier (peacekeeper) / (currently homeless) named Jacques. Ian wants to know more about Jacques’ past as a soldier. He finds out that Jacques was part of a genocide act in Rwanda where over 800 000 people were slaughtered. Jacques was one of the many who witnessed, lived and feared this act of genocide. Ian doesn’t know very much about the Rwanda genocide act so for a few nights he stays up to look up that terrifying moment in history. He learns about the story of a boy named Jacob and his whole family was murdered and how he had is left arm cut off by a machete. We will write a custom essay sample on Homelessness and Rwanda Genocide Act or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Also, he learns that one death to just a single victim is a tragedy but death to hundreds of thousands of victims is just a statistic. In this book Ian is realizing how much pain soldiers had to go through and how homeless people aren’t worthless but they are worth less than him. Ian gets taken to the dirtiest and poorest parts of his city to learn about the homeless and also to find more and more about Jacques. In Shattered the author Eric Walters brings a lot to the plate with some really important issues.

Darwinism Essays - Biology, Evolutionary Biology, Charles Darwin

Darwinism Essays - Biology, Evolutionary Biology, Charles Darwin Darwinism Charles Darwin Like many students, Charles Darwin was only intrested in topics that was intresting to him and although his father was a doctor, Darwin was very unintrested in medicine and he also couldnt stand the sight of surgery. He did eventually get a degree in Theology from Cambridge University, Although Theology was a minor intrest to him. What Darwin really liked to do was climb over hills, observe plants and animals, collecting new specimens, studying their structures, and categorizing his findings. In 1831, when Darwin was 22 years old, the British government sent her Majesty's ship The Beagle on a 5 year expedition that would take them along the coastline of South America and then onward around the world. During the trip the Beagle would carry along a naturalist to observe and collect Geological and Biological specimens. Thanks to a recomendation from one of Darwins old college professors, he was offered the position aboard the Beagle. The Beagle sailed to South America, ma king many stops along the coast. Here Darwin observed the plants and animals of the tropics and was stunned by the diversity of species compared with Europe. The most significant stop the Beagle made was the Galapagos Islands off the northwestern coast of South America. It was here that Darwin found huge populations of Tortoises; and he found out that diffrent islands were home to diffrent types of tortoises. He found that islands without tortoises, pricky pear cactus plants grew with their fruits spread all over the ground. And on Islands that had lots of tortoises, the prickly pears grew really thick, tall, bearing the fruit high above the tortoises reach. He wondered if the differences in the two plants were from being isolated from one another on seperate islands. In 1836, Darwin returned to England after his 5 year expedition. He became established as one of the best naturalists of his time. But Darwin sought to prove his idea of evolution with simple examples. Darwin maintaine d that seperate species evolve as a result of Natural Selection, or survival of the fittest. Darwin never said that human beings evolved from apes. He said that all life began with molecules acting on each other. So from the first single celled organism all life came. One single organism, by many diffrent molecules could make many diffrent species of animals. It was in this way that he stated Ape and Man are similar by each having similar life beginning. Darwin's theories caused people to begin to question where they actually came from. His response was the book on the origin of species. In his book he addressed the concerns of the people. He said It is interesting to contemplate an entangled bank, clothed with many plants of many kinds, with birds singing in the bushes, with various insects flitting about, and with worms crawling through the damp earth, and to reflect that these elaborately constructed forms have all been produced by laws acting around us. These laws, taken in the highes sense, being growth with reproduction; Inheritance and Variability; a Ratio of Increase so high as to lead to a strugle for life, and as a consequence to Natural Selection, entailing Divergence of charector and extinction of less-improved forms. There is grandeur in this view of life, with its several powers, having been originally breathed into a few forms or into one, and that, whilst this planet has gone cycling on according to the fixed laws of gravity, from so simple a beginning endless forms most beauthiful and most wonderful have been, and are being, evolved.

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

Descartes - Essay Example nd republished in 1642, â€Å"Meditations of First Philosophy,† which covers a number of philosophical topics that he was heavily invested in discussed some of these topics. One of these topics includes the existence of God and whether or not such a thing could possibly exist. However Descartes lived in an era where the Catholic Church held a great deal of power. Had Descartes come to any other conclusion than an affirmative confirmation of God he might have been excommunicated from the Church or, worse, branded a heretic. So this begs the question did Descartes believe in God or was he padding his conclusions to avoid Church persecution? Descartes said, â€Å"†¦were it not the case that God really existed. By ‘God’ I mean the very being the idea of whom is within me, that is, the possessor of all the perfections which I cannot grasp†¦Ã¢â‚¬  (Descartes 1-132). Descartes makes his case in the â€Å"Meditations† that there must be a God. It is like a geometric shape, constant, ever present, and unwavering. He supported his conclusions, essentially, based on the following reasons (Kurtin). Essentially this works out as God is perfect but man is not, which means that God must exist because an imperfect being would not be capable of conceiving of a perfect one. In fairness, there are a number of flaws in Descartes thinking on this topic. He makes an assumption that because humanity is flawed then God must be perfect. Because God is perfect then man could never have invented a perfect being. However, none of these lines of thinking ever offer tangible proof of the existence of God. If works from the perspective, a biased one, because people wanted to believe in God. It seems likely that that Descartes was no different. However, as a philosopher he could not consider the reality without reflection and thought. He wanted God to be real so he created a logic that allows God to be real. This sort of thinking serves the thinker very well, but may not be received as well by

Strategic analysis of IBM from 2000 to 2005 Essay

Strategic analysis of IBM from 2000 to 2005 - Essay Example 133). The company has recently adopted an integrated supply, manufacturing and distribution operation into one operating unit. In addition to its own manufacturing operations, the company uses a number of contract manufacturing (CM) companies to manufacture IBM-designed products. In their website, IBM stated that it spends nearly $2 billion a year with diverse suppliers, for example, greater than any other technology company. Yet more than managing their expenditures, IBM had emphasized a responsibility to hold themselves and their suppliers to high standards of behavior. This means complying with all applicable laws and regulations. They seem to support a strong commitment to work with suppliers to encourage sound practices and develop sound global markets. Despite their company's strong performance in the recent years, IBM is aware that it competes with several large players in the various industries it operates in. In the consulting and outsourcing industry, it faces stiff competition from Accenture and Capgemini. In the application infrastructure software business, IBM faces competition from BEA Systems, Oracle, Sun Microsystems and Microsoft. In software, IBM is second to Microsoft, the world's largest software company. ... This is useful, because it could assist people in understanding both the strength of an industry's current competitive position and the strength of a position the industry is looking to move into. In analyzing the IBM's competitive environment, Porter's Five Forces will delineate that there are five important forces that determine competitive power in a situation: Supplier Power, Buyer Power, Competitive Rivalry, Threat of Substitution and Threat of New Entry. Supplier Power In their website, IBM mentioned that it developed an IBM Global Procurement, which is part of the Integrated Supply Chain organization. This arm of the IBM acquires goods and services for IBM and its clients. This is done with flexibility to sense and react to changing market dynamics. With few exceptions, this organization is the only group authorized to commit IBM funds to external suppliers. Furthermore, IBM explained that their Procurement fulfills its mission by using Global Commodity Councils to strategically source goods and services through a network of international, regional and emerging suppliers for IBM's varied businesses. Procurement is conducted in an environment of pervasive e-procurement across all steps of the acquisition process - from initial market segment intelligence and strategic sourcing, to tactical order placement, invoicing and electronic payment. With enhanced supplier interaction, Procurement takes responsibility to maintain IBM's competitiveness by enga ging suppliers to provide competitive advantage in cost, technology, innovation, speed to market, quality, and supply assurance. This responsibility includes activities such as supplier selection, negotiation

Surgical care practitioners in the UK Essay Example | Topics and Well Written Essays - 1000 words

Surgical care practitioners in the UK - Essay Example ing Time Directives must also be accounted for in the emergent field of Surgical Care Practitioners and their placement in the realm of healthcare management. The objective is to understand how a theatre nurse may progress into the role of surgical care practitioner. (Troy, 398) Theatre nursing plays two major roles and those two roles are scrub nurse, and the circulator. The scrub nurse is the one who is sterile, and the circulator is the one who is not sterile. Surgical care practitioners would in fact be a new facet to surgical procedures in the operating theatre. The surgical care practitioner has the knowledge of infection control and maintains a safe environment, ensuring a sterile field for the patients and the rest of the medical staff. As a surgical care practitioner you have all the information of the anatomy and physiology of patients to ensure the best standards of care as a medical professional. The added benefits of surgical care practitioners would be in the fact that they are an asset in the operating theatre. They provide assistance to physicians and surgeons with the high level of training that is pursued prior to their licensure. The introduction of the surgical care practitioner would in fact augment the severe shortage of medical person nel in hospitals throughout the UK. There are problems in that junior physicians on occasion will consider surgical care practitioners to be a threat to their advancement or their position. Surgical care practitioners are involved in many different duties within their job description. Those duties include carrying out pre-operative assessment and physical examination as directed by the surgical team. Surgical care practitioners would also assist in patient preparation for surgery. This includes venepuncture, male and female catheterisation, patient positioning and preparation. (Troy, 321) There seems to be a common misconception that surgical care practitioners will share more patient contact than junior

Synthesis and Characterization of Nylon-6,6 Polymer

Synthesis and Characterization of Nylon-6,6 Polymer Abstract Synthesis and characterization of nylon-6,6 polymer was performed in this experiment. Nylon-6,6, was obtained from adipoyl chloride and 1,6-hexanediamine monomers, dissolved in cyclohexane and water. Employing interfacial polymerization technique, thin film of nylon product was formed and collected. The final product were white peaces of small fragile strings with a total mass of 0.0694 g and 4 cm in length. Infrared spectroscopy then characterized the final product and confirmed successeful synthesis of nylon-6,6 polymer due to the appearance of N-H stretching, C=O stretching, and N-H bending from the secondary amide group and from the nylon polymer. Introduction Polymers are macromolecules consisting of smaller subunits, called monomers.4 There are two main types of synthetic polymers, according to the mechanism by which they are synthetically made: step- growth and chain-growth polymers.4 One of the most popular synthetic polymers is nylon-6,6 due to low cost and ease of synthesis. There is no human activity where plastics are not used on a daily basis. Nylon in particular is widely used, due to variety of properties such as: elasticity, flexibility, lightweight and strength.5 Clothing, electronics, packaging, cars, airplanes, medical supplies, cookware, ropes all examples of nylon fabrics.5 In this experiment nylon is made by step- growth polymerization and condensation reaction. The monomers involved in this polymerization reaction are adipoyl chloride and 1,6-hexanediamine dissolved in cyclohexane, respectively. The chloride from the acid and the hydrogen proton from the amine group form a hydrochloric acid.4 The rest of the adipoyl chloride and hexanediamine will link together to form a larger polymer molecule. In each end of this polymer is a primary amine group in one end or an acid chloride group in the other end.4 These groups can act in a similar way with other acid/amine groups from the adipoyl chloride and hexanediamine. If many steps of this process are repeated, nylon-6,6 polymer will be formed.4 Hydrochloric acid is generated as a byproduct upon nylon formation, therefore a strong base must be added to neutralize the acidity of HCl, and maintain the pH of the solution. In this experiment sodium hydroxide was used as base. Infrared (IR) spectroscopy will be applied as method of characterization. It will provide information regarding   functional groups present in a molecule because the location of the absorption peaks observed have been associated with specific types of chemical bonds.6 It could be determine which functional groups from the starting monomers, are present in the nylon spectrum. Results Table 1: Nylon-6,6 Polymer Mass of nylon-6,6 0.0694 g Length 4 cm Appearance White fragile strings Table 2: IR spectrum of adipoyl chloride Functional Group Molecular Motion Observed Wavenumber (cm-1) Literature Value Range(cm-1) Peak Intensity Peak Shape   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Alkane C-H Stretch 2952.44 3000-2850 Weak Broad Acyl chloride C=O Stretch 1779.80 1820-1780 Weak Sharp Alkane C-H in plane bend 1404.56 1480-1350 Medium Sharp Acyl chloride C-Cl Stretch 681.43 800-600 Strong Sharp Table 3: IR spectrum of 1,6- hexanediamine Functional Group Molecular Motion Observed Wavenumber (cm-1) Literature Value Range(cm-1) Peak Intensity Peak Shape 1 ° amine N-H Stretch 3323.78 3300-3250 Medium Sharp Alkane C-H Assym. Stretch 2921.17 3000-2850 Strong Sharp Alkane C-H Sym. Stretch 2846.91 3000-2850 Strong Sharp 1 ° amine N-H Bend 1603.91 1640-1530 Medium Sharp Table 4: IR spectrum of nylon-6,6 polymer Functional Group Molecular Motion Observed Wavenumber (cm-1) Literature Value Range(cm-1) Peak Intensity Peak Shape 2 ° amide N-H Stretch 3299.0 3300-3250 Strong Sharp Alkane C-H Assym. Stretch 2932.0 3000-2850 Medium Sharp Alkane C-H Sym. Stretch 2859.0 3000-2850 Medium Sharp 2 ° amide C=O Stretch 1636.0 1680-1640   Ã‚   Strong Sharp 2 ° amide N-H   Bend 1538.0 1560-1530 Medium Sharp Discussion In this experiment, sythesis of nylon-6,6 was carried out. The final product had an appearance of white pieces of small fragile strings with a total mass of 0.0694 g and 4 cm in length. A way of improving the yield could be: different molar ratios of water to solvent; changing the solvent. No theorytical yield could be calculated for this reaction because all the polymer chains will have   variety of different lengths.1 The ability of nylon-6,6 to undergo hydrogen bonding results in high molecular order and high degree of interchain interaction as shown below2 (Figure 1). Each single chain of nylon fiber will interact with the adjacent one, forming a hydrogen bond between the nitrogen proton of the secondary amide and the lone pairs of the oxygen on the carbonyl, thus making the nylon polymers strong, difficult to separate and resistant to outside reaction.2 The signals for the IR spectrum of adipoyl chloride, are presented in Table 2. The spectrum shows the characteristic weak and narrow alkane peak, C-H stretch at 2952.44 cm-1. This value was within the range 3000-2850 cm-1 for the secondary alkane functional groups.   The weak and sharp C=O stretch appeared at 1779.80 cm-1 thus correlating with the literature value 1820-1780 cm-1. A C-H bend for alkanes should appear at 1480-1350 cm-1, which did appear at 1404.56 cm-1 as a medium and sharp peak. A C-Cl stretch was observed at 681.43 cm-1, within the expected range of 800-600 cm-1. This peak appeared weak to strong and sharp. The IR spectrum for 1,6-hexanediamine exhibits the following stretches: N-H stretch; N-H bend; alkane C-H asymmetric stretch; and an alkane C-H symmetric stretch. The primary amine is causing the N-H stretch. The literature value for this stretch is from 3300 to 3250 cm-1, which corresponds to the experimental value of 3323.78 cm-1. The peak intensity is medium and the shape is sharp. There is another sharp peak with medium intensity caused by the primary amine as well, which appear to be a N-H bend. The experimental value of 1603.91 cm-1 correlates well with the literature value range of 1640-1530 cm-1. There is C-H asymmetric stretch observed at 2921.17 cm-1 and it corresponds to the literature value range of 3000-2850 cm-1, caused by the alkane. It exhibited strong intensity. The C-H symmetric stretch falls in the appropriate range of literature values 3000-2850 cm-1 and it is caused by the alkane as well (See table 3). Analysis of IR spectrum of nylon-6,6 polymer showed successful synthesis. There were five distinct peaks associated with this compound include the following: N-H stretch; C=O stretch; C-H symmetric stretch; C-H antisymmetric stretch; and N-H bend. The N-H stretch had an observed peak value of 3300.81 cm-1 and its caused by the secondary amine. It correlates well with the literature values of 3300-3250 cm-1 and with the N-H stretch of 1,6-hexadiamine at 3323.78 cm-1. The two peaks have the same shapes, just slightly different intensities. Nylon-6,6 has strong intensity whereas the 1,6- hexanediamine, medium one. The C=O stretch had an observed peak value of 1634.04 cm-1. It falls within the expected literature values for this peak 1300-1100 cm-1. It appears at lower wavelength, compared to the adipoyl chloride. The proximity of the carbonyl to the nitrogen, lowers the energy of that stretch, due to interchain molecular interactions3. The alkane C-H assymetric and symmetric stretches e vident at 2932 cm-1 and 2832 cm-1 are nearly identical with the C-H stretches of 1,6- hexanediamine (See Tables 2 and 3). Differing only in their intensities- medium for the nylon and strong for the 1,6- hexanediamine.   All of the observed values fall within their literature range. The N-H bend at 1538 cm-1 with medium intensity and sharp peak, is caused by the secondary amide. It is in the accepted literature data of 1560-1530 cm-1. The major peak not present in the nylon-6,6 spectrum and evident in the starting material spectra for adipoyl chloride is the C-Cl stretch. The acyl chloride stretch is missing because there is no chlorine in the nylon composition, thus explaining why there are no observed stretches below 1000 cm-1. The other major difference is the N-H stretch observed at 3323.78 cm-1 in the hexanediamine spectrum, which appears at lower wavelength and becoming one peak for a secondary amide in the nylon spectrum. Conclusion This experiment demonstrated successful synthesis of nylon-6,6 polymer. It was accomplished using infrared spectroscopy technique. The IR analysis revealed the appearance of N-H stretching, C=O stretching and N-H bending from a secondary amide group and from the nylon polymer. It showed that there is no C-Cl stretch explaining the absence of chlorine in the nylon polymer as well as the N-H observed on the hexanediamine spectrum, appears on a lower wavelength as a secondary amide in the nylon spectrum. The final product had an appearance of white pieces of small fragile strings with a total mass of 0.0694 g and 4 cm. However, this experiments allows for multiple errors; such as improper pipetting technique; improper washing technique; incorrect rate of taking out the nylon product from the reaction beaker.   A chemical error could be not adding enough sodium hydroxide to neutralize the acidity of HCl, not allowing the reaction to be pushed towards the product.

The Minimum Wage Should be Raised Essay -- Increase Minimum Wage Essays

Minimum wages go all the way back to 1938, during the great depression, when the stock market crash and bank loan were failing. Families need income of some type, were they wanted to make it fair were individual could get pay the same without a college degree. I am going to start off with a little about minimum wages history and how this could help our Economic. In 1892 Federal Government adopt an 8 hour workday and other wages standard for employee. In 1903 Congress create the U.S. Department of Commerce and Labor. In 1933 Congress passes the National Industrial Recovery Act covering private sector wage hour (Congressional Digest). â€Å"On Saturday, June 25, 1938, to avoid pocket vetoes 9 days after Congress had adjourned, President Franklin D. Roosevelt signed 121 bills. Among these bills was a landmark law in the Nation’s social and economic development- Fair Labor Standards Act of 1938† (Jonathan Grossman, Dol.gov). Fair Labor Standards Act of 1938 becomes basic federal statute governing minimum wage, working hour, equal pay, and child labor. Minimum wages was set at .25 cents an hour (Congressional Digest). Congress could raise minimum wages if our economic growth was better. Congress just cannot change minimum wage overnight. This take time and also studies to make sure the United State business can afford to pay more. But also now that minimum wages is only $7.25. Now, somehow the President and Congress think that a low-income family can live off less than $15,080 a year in 2012, according to David and Doug. Minimum wages did not fall pass the poverty line till about 1980. But also the value of a dollar was worth way more back then. During are economic growth has expanded, in which it means more people, and not enough job... ... in better shape today we would be making more than $7.25. But the value of a dollar is not worth what it once was. I believe that today minimum wage should be raised because everyone will need to have health insurance because it became a law in 2014. Works Cited Cooper, David, and Doug Hall. "Raising the Federal Minimum Wage to $10.10 Would Give Working Families, and the Overall Economy, a Much Needed Boost." N.p., 13 Mar. 2013. Web. 01 Dec. 2013. "Fair Labor Standard Timeline Evolution of Fedral Minimum Wage Law." Congressional Digest. N.p., Mar. 2007. Web. 1 Dec. 2013. "Home - Wage and Hour Division (WHD) - U.S. Department of Labor." Home - Wage and Hour Division (WHD) - U.S. Department of Labor. N.p., n.d. Web. 04 Dec. 2013. "Rebuilding an Economy That Works for All of Us." Fair Minimum Wage Act of 2013. N.p., n.d. Web. 05 Dec. 2013.

Understanding Human Behaviour

UNIT 4 Objectives UNDERSTANDING HUMAN BEHAVIOUR Indian Environment: The Changing Scenario After going through this unit you should be able to understand: †¢ importance of understanding human behaviour. Structure 4. 1 4. 2 4. 3 4. 4 4. 5 4. 6 4. 7 4. 8 4. 9 4. 10 4. 11 4. 12 4. 13 4. 14 4. 15 4. 6 Introduction Models to Understand Human Behaviour Implications for the Organisation Personality Determinants of Personality Type and Trait Approaches to Personality Theories of Personality Importance of Personality Attitudes Attitudes and Organisation Values Socialisation's Influence on Personality, Values and Attitudes Schein Socialisation Model Summary Self-Assessment Questions Further Readings 4. 1 INTRODUCTION It is very essential to understand human behaviour in today's world as the existence of the organisation depends op the employees/individuals.Without understanding human behaviour it is very difficult to work in an organisation. In order to understand human behaviour let us se e how the perception of human being has changed from time to time. All organisations are composed of individuals, with different personality, attitudes, values, perception, motives, aspirations and abilities. The main reason to understand behaviour is that individuals are different. No two individuals are similar. In the early studies, theories of organisation and management treated people as though they were the same; scientific management was based on the similarities among workers, not the differences.In contrast, modern theories of human behaviour are based upon the differences among people and how those differences can affect the organisation. Individual differences are many for example some employees are motivated to work and some are not. This can be due to several reasons, and can be known by further reading the unit. Before we proceed to understand human behaviour, it is better to know what the term `behaviour' means. Behaviour can be defined as a response/s which is observ ed directly/indirectly. Direct observation is possible by studying the responses of people to a work environment.Indirect observations are decision 5 Social Processes and Issues making processes and attitudes, in terms of results or how people describe them verbally. Human behaviour is very much unpredictable. In behaviour we cannot assume one set pattern of behaviour. Lavitt classified behaviour as: (i) Caused behaviour, (ii) Motivated behaviour, (iii) Goal oriented behaviour. From these observations it can be understood that behaviour is a dependent factor. By understanding behaviour one can predict, direct, change and control behaviour of individuals or group.There are generally four basic assumptions regarding nature of people: individual differences, a whole person, caused behaviour (motivation) and value of the person (human dignity). In an organisational set up it is essential for managers to understand behaviour. as they are constantly with people, interacting with them in t erms of communication (either written or oral) in terms of work (either by specifying the work and getting things done). Understanding past behaviour is important for developing effective human skills, and it also provides a framework for predicting behaviour.It also gives an idea to managers as to how behaviour is similar in certain circumstances and changing in changing environmental conditions. Another skill which an effective manager or leader needs is the ability to direct, change and control behaviour. Managers have to understand that there are-going to be individual differences among the employees, as no individual is similar to other. Each individual is unique by themselves. Then one has to understand that each individual has to be taken care of as a whole person by taking care of. his needs as well as training and making him up to date in terms of work.Ultimately human beings have to be treated with respect only then you can expect effective performance. With the following descriptions you will be able to understand the concept better. Dan's analyses the nature of people in terms of four assumptions. 1. Individual Differences Behaviour is the result of interaction between individual characteristics and the characteristics of the environment in which the behaviour occurs. Each person has a unique combination of characteristics. Some of these characteristics are present from birth; others develop over time. These can be called as inherited and learned characteristics.Although there are some inherited Table 1: Learned Characteristics and its Effect on Behaviour Characteristics Tolerance for conflict Relative importance of Behaviour Perceived role conflict Expressed job satisfaction Relationship found Less role conflict with greater tolerance for conflict â€Å"Extrinsic Managers† expressed less job satisfaction extrinsic versus intrinsic rewards Stronger work ethic associated with greater attendance High general interest of performance diversity a ssociated with better performance More stress with emphasis on external locus of control Value or work ethicAttendance Diversity of interests Salary based measure 6 Locus of control Experienced job stress characteristics, but these are very few, and not so significant. Learned characteristics are very important. Individual differences can be because of environment, personal and psychological factors. It is also due to physical and social factors. Learned characteristics are acquired as people grow, develop and interact with their environments. This is depicted by Table 1. `Environmental factors' are characteristics of the broader environment such as economic conditions, social and. ultural norms, and political factors that can affect the individuals behaviour. Personal factors include physical and personal attributes e. g. , age, sex, race, education and abilities, psychological factors are less observable. They are mental characteristics and attributes such as values, attitudes, pe rsonality and aptitudes that affect behaviour through complex psychological processes. These are studied, in the subsequent units. All aspects of the physical world that can be seen, heard, felt, smelled or touched are part of the physical environment of behaviour.The social environment of an individual includes relationships with family, friends, co-workers, supervisors and subordinates and membership in groups such as unions. The behaviour of others (as distinct from the individuals relationship with them) is also part of an individual's social environment. Any ‘norms, rules, laws or reward systems that originate with other individuals or groups help to form an individual's social environment. 2. A Whole Person Indian Environment: The Changing Scenario When an employee works in an organisation, the organisation takes care of that person by making him effective, as a worker and as a person. . Caused Behaviour (Motivation) People's behaviour is need based. By fulfilling these needs he is motivated positively and there occurs effective performance. So the management in the organisation has to take care of these needs in order to have an effective performance. The management can show them how certain actions will increase their need fulfilment and if not; how it decreases their need fulfilment. 4. Value of the Person (Human Dignity) People have to be treated with respect and as individuals and they can not be treated like machines as how scientific management use to treat them.By recognising them and treating them with uniqueness the value of the person gets increased. By this we can understand how the concept of treating human beings from machines to human capitals have evolved. If one accepts the fact that human skill development is necessary then managers and leaders must have necessary understanding in order to influence the behaviour of other people. It was felt that the managers acquire three levels of expertise. Firstly they have to understand the p ast and current behaviour, so that they are able to predict behaviour and than they learn to direct change, and control behaviour. . 2 MODELS TO UNDERSTAND HUMAN BEHAVIOUR Early classical approaches made the assumptions that people are naturally lazy and self-serving, neutral, or positive and self-motivated. In simpler terms they need to be pushed and controlled and kept under surveillance, never to be trusted to put in a good day's work by themselves. Economic rewards were the only one considered, and close autocratic supervision was suggested. Systems and contingency theorists viewed people as adaptable and felt that much of behaviour was learned and not attributable to predispositions to be negative or positive. Social Processes and Issues Likert, Mc Gregor and Bennis who developed and extended the findings of humanrelations theorists had a positive view of human nature. Employees were seen as striving for personal and social well-being. If left alone, they would work hard for th e intrinsic satisfaction of a job well done- The emphasis was on democratic decision making and leadership. Jobs were to be challenging and allowed the individual employee to be creative. Models of Human Behaviour Psychoanalytic Model: Freudian approach depends on conflict model of humans.By using clinical techniques of free association and psychotherapy Freud felt that behaviour is not always consciously explained. â€Å"Unconscious† is the major factor which guides the individual's behaviour. Freud felt that the individual's behaviour depends on three factors: (i) id, (ii) Ego and (iii) Super ego. Id: By Id it means pleasure. To certain degree of having Id in an individual is constructive but may also lead to destructive tendencies like being aggressive, dominating, fighting and generally destroy. This kind of instinctive is more dominating in childhood.But once individuals develop and mature they learn to control the id. But it is always unconscious. Throughout life the `i d' becomes important source of thinking and behaving. Ego: Ego represents `conscious' stage in one's behaviour. Though Id comes in conflict with ego, the ego depends on the super ego. Superego: It represents â€Å"conscience†. An individual is not aware of the superego's functioning. The conscience is dependent on two factors that is cultural values and moral of a society. Superego's development depends mostly on parent's influence.Once the child grows up the child will unconsciously identifies with parents value and morals. There is always tussle between id, ego and superego. The degree of each of them varies from person to person. So the variations in individual's behaviour can be better understood with the help of this model. But the modern theories have severely criticised this theory as it is not based on any empirical facts and as such it can not be accepted in totality. But the concept of â€Å"unconscious† is a significant contribution in understanding specific behaviour of humans. Existential Model: This model is not scientifically based.It's base is literature and philosophy. The existentialists believe that the depersonalising effects of this environment forces individuals to make their own destiny. So the individuals shape their own identity and make their â€Å"existence† meaningful and worthwhile to themselves. This is more true and happening in today's urbanisation. Because people have become so materialistic and busy, they do not have time for traditional values and norms and it becomes impractical sometimes to follow them. Existential model is, especially true when you are employed in today's world.Though this model is not scientific it can be definitely be used in understanding human behaviour. Internal vs. External Determinants of Behaviour Environment plays a major role in shaping behaviour and genetic endowment and personality development is influenced by our historical heritage. 8 Personality vs the Environment Both p ersonality and situational variables must be taken into account in order to explain an individual's behaviour but a focus on the environment is as important or perhaps slightly more important than focusing on personality traits.Indian Environment: The Changing Scenario Cognition vs the Environment To understand one's behaviour all we have to know is the individual's past responses to similar (stimulus) situations and the rewards or punishments that followed that response. There are two models which come out of these approaches: 1. Behaviouristic Model: In this model the behaviour is dependent on two factors i. e. , stimulus and response. Learning occurs with this kind of model. Pavlov and Watson with their research felt that behaviour can be best understood by stimulus and response.Behaviourist model is represented as: S – R (Stimulus-Response) 2. Cognitive Model: S-OR-R. This model emphasises the positive and free-will factors of human beings and uses concepts such as expect ancy, demand and incentive. Tolman with his experiments found that the basis of learning as of `expectancy' which is understood as one particular event leading to a particular consequence i. e. , goal. Human behaviour is based on these goals. The cognitive model is represented as: S – O – R (Stimulus-Organism-Response model) Both approaches see learning and the environment as having a major impact on behaviour.From these different approaches it can be said that: i) Behaviour is caused by instincts, genetic background and personality traits that are formed at an early age. Change is very difficult for the individual and that one's capacity is severely limited. Behaviour is mostly learned through our interactions with the environment. Present events rather than past events are important. Even though there are some limitations on. one's capacities, one is capable of great amounts of change. ii) 4. 3 IMPLICATIONS FOR THE ORGANISATION Behviour of individuals is caused, and follows a pattern, because of this, behaviour is unpredictable.Study of behaviour is however, rewarding and necessary for management. It is doubtful whether the manager can perform his tasks satisfactorily without developing a fair degree of understanding of the people around him. Any attempt to learn why people behave as they do in organisations requires some understanding of individual differences. Managers spend considerable time making judgements about the fit between individuals, job tasks and from these approaches it can be concluded that there is an overwhelming consensus that the, environment has a much greater effect than it is believed.The implications for organisations are important. It means that large areas of human behaviour are modifiable. Organisational design, training and development can have a profound impact on the behaviour of the members of an organisation. 9 Social Processes and Issues 4. 4 PERSONALITY Gordon Allport defined Personality as the dynamic organisa tion within the individual of those Psycho-Physical Systems that determine his unique adjustments to his environment. Personality can be described more specifically as â€Å"how a person affects others, how he understands and views himself and his pattern of inner and outer measurable traits. From this definition, it can be understood one's physical appearance and behaviour affects others. Understanding oneself means one is unique with a set of attitudes and values and a self-concept. Finally, the pattern of measurable traits refers to a set of characteristics that the person exhibits. Some of the other definitions are â€Å"Personality is a vehicle to integrate perception, learning, values and attitudes and thus to understand the total person. † â€Å"Personality is an individual's total sense of self, it is an organising force for the persons particular pattern of exhibited traits and behaviours. â€Å"Personality is the culmination of experiences and genetic influences. † Personality is influenced by the personal life and where he is working. 4. 5 DETERMINANTS OF PERSONALITY Personality is the result of both heredity and environment and also the situation. Heredity Heredity refers to those factors that were determined at conception. Physical appearance, temperament, energy level and biological rhythms are the characteristics which are generally influenced by one's Parents' i. e. , One's Biological, Physiological and Inherent Psychological Make up.The Heredity approach feels that personality of an individual is the Molecular Structure of the genes, located in the chromosomes. Environment Culture plays an important role in the formation of personality, i. e. , early conditioning, the norms among the family, friends and social groups. With the socialisation process in the group, personalities are altered over time. Situation Though an individual personality is constant, it does change depending on the situation. Different demands in different s ituations call forth different aspect of one's personality.The relationship of these three factors affects the formation and development of Personality. Psychological inheritance is entirely an internal contribution. Group and culture are the early environmental factors that form later behaviour. Family and social setting during the early stages of education are the important factors which influences the initial formation of personality. Whatever the child learns here lasts for life time. Later in life, it is the Peer groups or Primary affiliations at work, social activities which shape the Personality. 0 4. 6 TYPE AND TRAIT APPROACHES TO PERSONALITY Indian Environment: The Changing Scenario The traditional viewed individuals as Shy, Lazy, Melancholy, Ambitious, Aggressive. These were called a Traits. Groups of these traits were then aggregated to Personality types. Trait Approach Cattel (1973) identified 16 source traits/Primary Traits. These traits were found to be generally stead y and constant sources of behaviour. But there was found to be no scientific relevance.Figure 1: Sixteen Source Traits 1) 2) 3) 4) 5) 6) 7) 8) 9) 10) 11) 12) 13) 14) 15) 16) Reserved – Outgoing Less intelligent – More intelligent Affected by feelings – Emotionally stable Submissive – Dominant Serious – Happy go Lucky Expedient – Conscientious Timid – Venturesome Tough minded – Sensitive Trusting – Suspicious Practical – Imaginative Forthright – Shrewd Self-Assured – Apprehensive Conservative – Experimenting Group-dependent – Self-sufficient Uncontrolled – Controlled Relaxed – Tense In the type approach, several behaviours are seen as cluster characterising individuals with high degree of stability.Locus of control: People are assumed to be of two types: `Internals' and `Externals'. Internals are people who believe that much of what happens to them is controlled by their de stiny. Externals believe that much of what happens to them is controlled by outside forces. Machiavellianism: High Machs tend to take control, especially in loosely structured situations; Low Machs respond well to structured situations. High Machs tend to be more logical, rational and Pragmatic. They are more skilled in influencing and coalition building. Type ‘A’ or Type ‘B’People who are Hard-driving, impatient, aggressive, and super competitive are termed as Type `A' Personality. Those who are easy-going, sociable, laid-back and non-competitive are termed as Type `B' Personality. Type A people tend to be very productive and work very hard. They are workaholics. The negative side of them is that they are impatient, not good team players, more irritable, have poor judgement. Type B people do better on complex tasks involving judgement, accuracy rather than speed and team work. 11 Social Processes and Issues 4. 7 THEORIES OF PERSONALITYCarl Jung identified three basic assumptions in theory, 1) Personalities are developmental in that they are influenced by past and hopes for the future. 2) All people have the potential for growth and change. 3) Personality is the totality of a person's interacting sub-systems. Emotional Orientations Jung feels that the two basic Orientations of People are extroversion and introversion. Introverts are primarily oriented to the subjective world. They look inward at themselves, avoid ‘social contacts and initiating interaction with others, withdrawn, quiet and enjoy solitude.Extroverts are friendly, enjoy interaction with people, are generally aggressive and express their feelings and ideas openly. Managers should gain an understanding of themselves and learn how understanding others can make them better managers. Validity results showed that introvert/extrovert is really applicable to only the rare extremes. Most individuals tend to be ambiverts, that is, they are in between introversion and extrov ersion. Figure 2: Extroverts versus Introverts: Characteristics of Each Extroverts Introverts Likes variety and action. Tend to work faster, dislike complicated procedure.Are often good at greeting people. Are often impatient with slow jobs. Are interested in results of their job, getting it done and in how other people do it. Often do not, mind interruption of answering the telephone. Often act quickly, sometimes without thinking. Like to have people around. Usually communicate freely. Like quiet for concentration Tend to be careful with details, dislike sweeping statements. Have trouble in remembering names and faces. Tend not to mind working on one project for a long time uninterruptedly. Are interested in the idea behind their job.Dislike telephone intrusions and interruptions. Like to think a lot before they act, sometimes without acting. Work contentedly alone. Have some problems in communicating. Problem-solving Styles Jung identified two basic steps in problem solving: colle cting information and making decision. Collecting data occurs in a continuum from sensing to intuition. In terms of decision-making, it ranges from `thinking' to `feeling' types. Sensing-type: The person approaches the problem in a step by step organised way. The person works steadily and patiently with details.Intuitive type: One who does not show a lot of emotion, who can put things in a logical order and who can be firm and fair. The feeling type is very aware of other people, dislikes telling people unpleasant things and prefers harmony among people. 12 The interaction of these two aspects of problem solving results in four problemsolving types. 1) The sensing-feeling person likes to collect data in an orderly way and make decisions that take into account the needs of people. This person is very concerned with high-quality decisions that people will accept and implement. ) The intuitive-feeling person is equally concerned with the people side of decisions but the focus is on new ideas which are often broad in scope and lacking in details. 3) Sensing-thinkers emphasise details and quality of a decision. They are not as concerned with the people aspect of an organisation as with a technically sound decision. 4) Intuitive-thinking likes to tackle new and innovative problems, but make decisions primarily on technical terms. They tend to be good planners, but not so good at implementing. There is always a combination of these types in a person.General attitudes: The last personality sub-system Jung identified was general attitude work, namely judging and perceptive. Judging types like to follow a plan, Figure 3: Sensing Types versus Intuitive types: Characteristics of Each Sensing Types Dislike new problems unless there are standard ways to solve them. Like an established way of doing things. Enjoy using skills already learned more than learning new ones. Work more steadily, with realistic idea of how long it will take. Usually reach a conclusion step by step. Are patient with routine details. Are impatient when the details get complicated.Are not often inspired, and rarely trust the inspiration when they are. Seldom makes errors of fact. Tend to be good at precise work. Intuitive Types Like solving new problems. Dislike doing same thing repeatedly. Enjoy learning a new skill more than using it. Work in bursts of energy powered by enthusiasm, with slack periods in between. Reach conclusion quickly. Are impatient with routine details. Are patient with complicated situations. Follow their inspirations, good or had. Frequently makes errors of fact. Dislike taking time for decision. Indian Environment: The Changing ScenarioFigure 4: Thinking Types versus Feeling Types: Characteristics of Each Thinking Types Do not show emotion readily and are often uncomfortable dealing with people's feelings. May hurt people's feelings without knowing it. Like analysis and putting things into logical order; can get along without harmony. Tend to decide imper sonally, sometimes paying insufficient attention to people's wishes. Need to be treated fairly. Are able to reprimand people or fire them when necessary. Are more analytically oriented; respond easily to people’s thoughts. Tend to be firm minded.Feeling Types Tend to be very aware or other people and their feelings. Enjoy pleasing people, even in unimportant things. Like harmony. Efficiently may be badly disturbed by office feuds. Often let decisions be influenced by their own or other people's personal likes and wishes. Need occasional praise. Dislike telling people unpleasant things. Are more people-oriented; respond easily to people's values. Tend to be sympathetic. 13 Social Processes and Issues Figure 5: Judging Types versus Perceptive Types: Characteristics of Each Judging Types Work best when they can plan their work and follow the plan.Like to get things settled and finished. May decide things too quickly. May dislike to interrupt the project they are on for a more ur gent one. May not notice knew things that need to be done. Want only essentials needed to begin their work. Tend to be satisfied once they reach a judgement on a thing, situation, or person. Perceptive Types Adapt well to changes. Do not mind leaving things open for alterations. May have trouble making decisions . May start too many projects and have difficulty finishing them. May postpone unpleasant things. Want to know all about a new job.Tend to be curious and welcome new information on a thing, situation, or person. like to make decisions, and want only essentials for their work. On the other hand, perceptive types adapt well to change, want to know all about a job and may get overcommitted. Development of Personality: Erikson's eight life stages Erikson identified eight stages of life that characterise the unending development of a person. He characterised each stage by a particular conflict that needs to be resolved successfully before a person can move to the next stage. Howe ver, These eight stages are not totally separate, and the crises are never fully resolved.Movement between stages is developmental. Movement can even involve regression to earlier stages when traumatic events occur. Stage One, Infancy: During the first year of life a person resolves the basic crisis of trust vs. mistrust. An infant who is cared for in a loving and affectionate way learns to trust other people. Lack of love and affection results in mistrust. This stage makes a serious impact on a child that influences events for remaining life. Stage Two, early childhood: In the second and third years of life, a child begins to assert independence.If the child is allowed to control these aspects of life that the child is capable of controlling, sense of autonomy will develop. If the child encounters constant disapproval or inconsistent rule setting, a sense of self-doubt and shame is likely to develop. Stage Three, play age: The four and five year olds seek to discover just how much they can do. If a child is encouraged to experiment and to achieve reasonable goals, he or she will develop a sense of initiative. If a child is blocked 14 and made to feel incapable, he or she will develop a sense of `guilt and lack of selfconfidence'.Stage Four, school age: From ages 6 to 12, a child learns many new skills and develops social abilities. If a child experiences real progress at a rate compatible with his or abilities, the child will develop a sense of industry. The reverse situation results in a sense of inferiority. Stage Five, adolescence: The crisis of the teenage years is gain a sense of identity rather than to become confused about who you are. While undergoing rapid biological changes, the teenager is also trying to establish himself or herself as socially separate from parents.The autonomy, initiative, and industry developed in earlier stages are very important in helping the teenager successfully resolve this crisis and prepare for adulthood. Stage Six, youn g adulthood: The young adult (20's and 30's) faces the crisis of intimacy versus isolation. The sense of identity developed during the teenage years allows the young adult to begin developing deep and lasting relationships. Stage Seven, adulthood: During their 40's and 50's adults face the crisis of generativity versus self-absorption.Self-absorbed persons never develop an ability to look beyond themselves. They may become absorbed in career advancements and maintenance; and they may never learn to have concern for future generations, the welfare of organisations to which they belong or the welfare of society as a whole. Generative people see the world as much bigger than themselves. Productivity in work or child rearing or societal advancement become important to them. Through innovation and creativity, they begin to exert influence that benefits their organisation.Stage Eight, later life: The adult of integrity has gained a sense of wisdom and prospective that can truly help guide future generations. Sheldon: He labeled three body builds and certain Personality Characteristics they reflected. The three body types are: 1) Endomorph – Fleshy and inclined towards fatness. 2) Mesomorph – Athletic and inclined to be muscular 3) Ectomorph – Thin and inclined to' be fine-boned and fragile. The personality characteristics reflected are: Endomorph: Friendly, oriented towards people, seek others when troubled, slow to react, loves to eat.Mesomorph: Seeks physical adventure, needs and enjoys exercise, restless, aggressive, likes risk and chance, competitive. Ectomorph: Likes privacy, socially inhibited, quick to react and hypersensitive to pain. Indian Environment: The Changing Scenario Passages Theory Sheehy (1976) with her extensive research concluded that adults progress through five crises: 1) Pulling up Roots: This period occurs between the ages of eighteen and twenty two, when individuals exit from home and incur physical, financial, and emot ional separation from parents.They cover their fears and uncertainty with acts of defiance and mimicked confidence. 2) The Trying Twenties: This period is a time of opportunity, but also includes the fear that choices are irrevocable. Two forces push upon us — one is to build a firm, safe structure for the future by making strong commitments and the other is to explore and experiment and keep flexible as to commitments. 15 Social Processes and Issues 3) The Catch – Thirties: Approaching the age thirty is a time in which life commitments are made, broken or renewed.It may mean setting towards a new phase or calming down of idealistic dreams to realistic goals. Commitments are changed or they are deepened. There is change, turmoil, and often an urge to be out of the routine. The Deadline Decade: The ten years between the age of thirty-five and fortyfive represent a crossroad. This period is characterised by a re-examination of one's purposes and how the resources will be spent from now on. Renewal or Resignation: The mid forties bring a period of stability.The individual who can find a purpose and direction upon which to continue _ building his or her life, the mid forties may well be the best years. 4) 5) These stages are related to working places. It is expected that all employees face crises during their careers – Just as young people pass through identity crises, during their teenage years, adults too go through stages – insecurity, opportunities presented, opportunities forgone and lost, and either the acceptance of new challenges or resignation.These crises create the opportunity for an employee to alter his or her goals, commitments, and loyalties to the organisation. When employees reach their forties, they re-examine their goals and make important adjustments in their lives. Their personalities may undergo significant changes resulting in behavioural patterns quite different from his or her environment. Maturation Theory: Chr is Argyris has postulated a maturation theory of personality development that proposes that all healthy people seek situations that offer autonomy, ise interests, to be treated equally, and the opportunity to exhibit their ability to deal with complexity. Healthy individuals tend to move from immaturity to maturity: 1) 2) 3) 4) 5) 6) 7) From being passive to engaging in increasing activity. From dependence on others to independence. From having few ways to behave to possess many alternatives. From having shallow interests to developing deeper interests. From short time perspective to having a longer time perspective. From being in a subordinate position to viewing oneself as equal or superior. From lack of awareness of oneself to awareness of oneself,According to Argyris, healthy people will show the behaviours of maturity while unhealthy people tend to demonstrate childlike immature behaviours. Further, Argyris argues that most organisations tend to their employees like children, m aking them dependent. The manager who understands personality development is better able to predict these crises and recognise them as natural transitions that adults encounter. Neither trait nor type approach, or theories of personality presented help in predicting behaviour of an individual. The reason is, they ignore situational contexts. 4. 8 IMPORTANCE OF PERSONALITY 16Understanding of personality is very important because by determining what characteristics will make for effective job performance, it can aid in personnel selections; by increasing understanding of how personality and job characteristics interact it can result in better hiring, transfer and promotion decisions, and by providing insights into personality development it can help to anticipate, recognise and prevent the operationalising of costly defenses by organisational members. There are certain procedures by which personalities can be predicted: 1) 2) 3) 4) `Rating Scales' from peers or friends help in predict ing the ehaviour. `Experimental procedures' which help in the assessment of some characteristics of person. With the help of `Questionnaire' one can assess behaviour of the other, provided the answers are genuine. Projective Tests like Thematic Appreciation Test, Rorschach's Ink-Blot test help in predicting the personality of an individual. Indian Environment: The Changing Scenario These measures help in effectiveness of the organisation. 4. 9 ATTITUDES Attitudes are a way of responding either favourably or unfavourably to objects, persons, concepts etc. They are evaluative statements.They reflect how one feels about something. Attitudes are related to behaviour. It is an unidimensional variable, i. e. , positive or negative. They are hypothetical constructs. It is something inside a person. It may be observed but the attitude itself cannot. Attitudes in a person could be observed in three ways: 1) Direct experience with the person or situation. 2) Association with other similar per sons or situations. 3) Learning from others their association with the person or situation. `Direct experience' is the concrete experience stage of learning.Association is similar to abstract conceptualisation and generalisation. Learning from others is like reflection and observation. Attitudes evolve out of perception and learning process. One is not born with attitudes but acquires them through life experiences. But certain basic attitude of trust or mistrust occurs during the infancy. If a child's basic needs are met in a loving manner, the child will develop a sense of trust otherwise a sense of mistrust develops. The child also develops a sense of autonomy or shame and doubt. All these affects one's behaviour.And this linkage to behaviour is what managers are concerned with; and they also tend to understand the ways in which behaviour affects attitudes. 4. 10 ATTITUDES AND ORGANISATION In organisations, attitudes are important because they affect the job behaviour. These job r elated attitudes top positive or negative evaluations that employees hold about aspects of their work environment. There are three primary attitudes; job satisfaction, job involvement, and organisational commitment. Job satisfaction refers to an individual's general attitude towards his or her job, which is either positive or negative, i. . , satisfied or dissatisfied. Job involvement measures the degree to which a person identifies with his job, actively participates in it and considers his performance important to his self-worth. Organisational commitment is an orientation in terms of loyalty, identity and involvement in the organisation. These attitudes are measured so that behaviours like productivity, absenteeism and turnover can be predicted. Managers need not be interested only in understanding the attitudes of the people, but also in changing them. Since attitudes are learned they can be changed.Persuasive communications are used to change attitudes. But attitudes are slow t o change. Because they are based on deep-seated beliefs and values. I 7 17 Social Processes and Issues 4. 11 VALUES Values are encompassing concepts. American Management Association indicated that values are at the core of personality, and that they are ,powerful, though silent force affecting behaviour. Values are so embedded that it can be inferred from people's behaviour and their expressed attitudes. But values are a strong force in people.What may `appear' to be strange behaviour in an employee can make sense if managers understand the values underlying that behaviour. Rokeach (1973) â€Å"values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. † Rokeach divided values into two broad categories: `Terminal values† relate to ends to be achieved e. g. comfortable life, family security, self-respect and sense of accomplishment. `Instrumental values' relate to means for achieving desired ends, e. g. mbition, courage, honesty and imagination. Terminal values reflect what a person is ultimately striving to achieve, whereas instrumental values reflect how the person get there. Values are so embedded that it can be inferred from people's behaviour and their perception, personality and motivation. They generally influence behaviour. They are relatively stable and enduring. This is because, the way in which they are originally learned. Allport (1951) identified six types of values. 1) 2) 3) 4) 5) 6) Theoretical – Places high importance on the discovery of truth through critical and rational approach.Economic – Emphasises to be useful and practical. Aesthetic – Places the highest value on form and harmony. Social – The highest value is given to the love of people. Political – Places emphasis on acquisition of power and influence. Religious – Concerned with the unity of ex perience and understanding of the cosmos as a whole. People in different occupations place different importance on the six value types. The knowledge that people have different types of values has led a few of the more progressively managed organisations to initiate efforts to improve the values – job fit in order to enhance employee performance and satisfaction.Texas Instruments for instance, has developed a programme to diagnose different value types and to match properly these types with appropriate work environments within their company. Some individuals, for example, are classified as â€Å"tribalistic† – people who want strong, directive leadership from their bosses; some are â€Å"egocentric† desiring individual responsibilities and wanting to work as lovers in an entrepreneurial style; some are â€Å"sociocentric† seeking primarily the social relationship that job provides, and some are â€Å"existential†, seeking full expression of growth and self-fulfilment needs through their work, much as an artist does.Charles Hughes, director of personnel and organisation development at Texas Instruments, believes the variety of work that needs to be done, in his organisation is great enough to accommodate these different types work personalities in such a manner that an individual and organisational goals are fused. 18 4. 12 SOCIALISATION'S INFLUENCE ON PERSONALITY VALUES AND ATTITUDES Indian Environment: The Changing Scenario Organisations play a major factor in people's lives and it has a significant impact on people's personality, values and attitudes.Socialisation is the process by which an individual adapts himself to the working environment and gains loyalty and commitment to an organisation. `Through this process, a person learns the goals of the organisation, the means to achieve those goals, an employee's responsibilities and accepted ways of behaving in the organisation. In addition, the person learns the organ isation's attitudes and values. As the person becomes socialised in the organisation, there is also a tendency to adapt to the attitudes and values of the organisation.Thus, the organisation influences the personality, values and attitudes of an individual. Stages of Socialisation 1) Pre-arrival stage: Individuals develop preconceived notions about an organisation based on previous education, work experiences and contacts with organisation. 2) Encounter with the Organisation: A person's initial orientation, training and experiences with other employees who exhibit the accepted attitudes in the organisation all influence and change the person. ) Change of the Person and Acquisition of the new attitudes and values: When a person works in a company, he or she gradually learns what is expected and begins to develop a new personality that is consistent with the organisation depending, the person works for sometime in the same organization. Socialisation process is not limited to the entr y point in an organisation. Rather, it is a continuous process throughout person's career path. Socialisation occurs every time employee makes a move in an organisation.As people move vertically up the organisation's hierarchy, they encounter different norms, values and attitudes. At the entry stage, employees must assimilate these new factors if they are to be successful, and the potential is there for an alteration of their personality. Economic conditions, competitions and technological advances can cause an organisation to change its basic orientation: The resulting adaptation will bring new forces to bear on each organisation member – forces which may alter personalities 4. 13 SCHEIN SOCIALISATION MODELSchein identified three ways in which individuals respond to the socialisation forces of the organisation and thus exert influence on their own personalities. 1) Rebellion: The new employee could attempt to fight the organisation. The result might be dismissal, or change i n the organisation, or change in the person (regardless of whether the individual wins or losses). 2) Creative Individualism: Where an employee accepts the organisation's values and attitudes which are important and rejects the others. The employee uses a combination of personal and organisational values in relation to the organisation. ) Conform: A person could simply conform to the organisational forces and exert very little influence on the organisation. 19 Social Processes and Issues Thus socialisation is a process that exerts influence toward changing personality. But previous socialisation, learning and attitude formation create forces that operate to maintain personality as a consistent type. Perceptual process filters socialisation forces in an attempt to maintain consistency between people's surroundings and their self-concept and it depends on strength ‘of these forces.Personality, Attitude and Values continue to develop and evolve over a time. To understand the proc ess of socialisation is necessary for a manager because it relates directly to work organisation. 4. 14 SUMMARY From this Unit, it was learnt that understanding human behaviour is essential for an effective manager, as it facilitates to achieve organisational goals better. The reasons for individual differences and approaches of understanding human behaviour are explained. It was understood from this unit, that attitudes are opinions about things.Values represent deep-seated standards by which people evaluate their world. The past plays an important role in the development of attitudes and values. Personality is the result of person's experiences and genetic influences. Approaches, theories and determinants of personality were explained. Finally, the process of socialisation in an organisation that alters one's personality, values and attitudes was discussed. 4. 15 1) 2) 3) 4) 5) 6) 7) 8) SELF-ASSESSMENT QUESTIONS Why should organisations give importance in understanding human behav iour? What is individual difference?What are the factors which affect individual differences? Describe various models in understanding human behaviour. Define value. Define attitudes. How are they similar? Different? What is the source of values and attitudes? Values have been described as the foundation of individual behaviour. On what basis do you think such a statement was made? Explain why personality is developmental in nature, what are the primary factors that influence the evolution of personality? Why are the first three stages of Erikson's model of personality so crucial to long-term ersonality development? How do the crises of these three stages relate to the crises of the remaining stages? Describe locus of control, â€Å"Machiavillianism† and type A or B as types of personality. 9) 10) Describe the differences between type and trait approaches. . 11) 12) Describe the sub-systems of Jung's Personality Theory. Also explain the four dimensions of the theory. Describe the socialisation processes and explain how it influences personality, attitudes and values. 20 4. 16 FURTHER READINGS Indian Environment: The Changing ScenarioB. Narayan and Bharati Sharma, 1993; â€Å"Behavioural Science in Management† Omsons Publications, New Delhi. Harlow/Hamke, 1975; Behaviour in Organisations Text, Readings and Cases, Little, Brown and Company. Randolph, Black Bown, 1989; Managing Organisational Behaviour, Richard Irwin, Inc. Stephen P. Robbins, 1985; Organisational Behaviour, Concepts, Controversies and Applications, Prentice Hall of India Private Limited, New Delhi. Terrence R. Mitchell, 1982; `People in Organisations', McGraw-Hill International Book Company. Terrence R.Mitchell, 1983; People in Organisations, An Introduction to Organisational Behaviour, McGraw-Hill International Book Company. The Myers-Briggs Type Indicator (Consulting Psychologists Press, Palo Alto, Cal. , 1962) is a very popular instrument for Jungian types. Please Understand Me b y David Keirsey (Prometheus Nemesis Book, Del, Mar, Cal, USA, 1978) is a good simple introduction to Jungian types based on Keirsey Temperament Sortex (70 item pair comparison questionnaire). Usha Haley and S. A. Stumpf in â€Å"Cognitive trails in Strategic Decision Making† (Journal of Management Studies, 1989, 26, 77-497) have discussed what Heuristics the four Jungian types use to gather data, and to generate and evaluate alternatives. Also the four types use different cognitive trails, and can consequently fall prey to biases that lurk in these trails. The Heuristics of biases of the four personality are: Types STs NTs SFs NFs Heuristics Anachrony Perseverance Availability Vividness Biases Functional fixedness and regularity and structure. Positivity and representativeness. Social-desirability and fundamental attribution Reasoning-by-analogy and illusory-correlation. 21

My View on School Library and Three Strong Steps to Improve Essays

My View on School Library and Three Strong Steps to Improve Essays My View on School Library and Three Strong Steps to Improve Essay My View on School Library and Three Strong Steps to Improve Essay My view on School library and three strong steps to improve the present library services to attract users of the school. By Santosh kumar Akki It is my belief, simplistic and idealistic, that schooling is all about providing the best learning opportunities for young people to make the most of their lives as self directed, self determined and creative individuals. Preparing our students today for tomorrow’s unknown world.In essence, strong library and information services are essential to a learning program that values the cognitive, cultural, social, affective technological land spiritual development of individuals. meanwhile I dont want to discuss about the present library status but will give you how to improve present position to next level with support and help of the school management. The school library is an educational and cultural center where individuals are exposed to ideas through the use of print and non-print resources in many media formats.The school library fosters the development of lifelong learning abilities and a love of reading in It’s students. It also provides teachers with instructional materials and professional resources. On the basis of my previous years experience I want to develop a three years or five years plan with the assistance of an advisory committee, broadly representative of many disciplines. Setting yearly goals following the suggestion in the administrator remarks. Below I have mentioned some of the important things to attract students to the library.I strongly believe these three important aspects to develop library in all the way for students learning. * Public relations, displays and publicity * Effective information literacy programme * Activities and services: 1. Public relations displays and publicity * An adjacent to public relations is display. The look of the library informs users about the resources and how they can be used. * Displays are a means of assisting students to know and enjoy the library.We have to think about that the resources available for display books, posters, students’ art work and writing, photograph and maps are just small examples. Displays can be used to promote to among us to authors favorite books, themes, different cultural festivals and new resources in the library. Books, magazines, cuttings and leaflets, posters, C. D. ROMs etc. can be used to support the display. Guiding and Signing * Signs at the top of shelving bays those are readable from across the room. * Shelf guides that are movable for when the stock moves on the shelves. Spine labels on information books. Public relation tools: A library guide: is useful tool to know their library better, it could include names of the staff and helpers with photos it’s possible, opening hours, range of resources including information technology, number of books that can be barrowed, lending period, reservations etc†¦ Book marks: Either printed or homemade can remained users of the family-basic information can be included such as opening hours and staff names. Book lists: For each grade level for vacation reading ideas for parents or relating to a particular author or class project.A library news letter: that involves students in its production can include details of new stock and book reviews. 2. Effective information literacy programme Library instruction aims at helping learners understand the process of seeking information that leads to knowledge in an increasingly complex and rapidly changing information rich environment. First of all we have to teach the students what is library? And How to get information from library sources and other so many important things. Below I mentioned some of them. To provide resources and consulting services to teachers and students while supporting and enhancing schools curriculum; * To provide instruction in the evaluation, selection, identification, and use of appropriate information resources in all formats; * By planning and working directly with class room teachers, to actively participate in the instructional process. * To provide resources and consulting services to parents and community groups. * To identify and implement access to resources and information that will enable teachers to implement new teaching strategies. To effectively and efficiently manage the library facility, resources, and programme to benefit the entire school community. * To encourage and provide resources that support and extend the multy lingual capabilities of the students. Library membership standards: Understand the concept of the library as a source of reading. Understand the role of the librarian. Exhibit appropriate library behavior. Exhibit proper care and handling of library material. The student will understand procedures for checking out and returning library materials.Understand the prefixes on call numbers know the difference between fiction and non-fiction. Know about library resources: Student will recognize simple parts of a book, know the difference between books and magazines, and know the range of formats of library materials recognize award winning children’s authors and their work. 3. Activities and services: Activities: * Activities for toddlers reading aloud, storytelling, rhymes and songs, because this age is a crucial time in the development of a language skills. 3 to 5 years age they usually enjoy participating in group activities including reading aloud, storytelling, films, puppet shows, arts and crafts etc.. * For school aged children 6 to 9 are an espatially critical time for children, these are the years when they normally make the transition from just hearing and looking at picture books to reading independently for enjoyment and for school work then a story that will make them laugh or cry or want to know what happens next will motivate them to read. For middle school students we have to conduct below mentioned activities in the library for their improvement in school days. * Author visits * Competition like photography, poetry, story , essay writing and book review competition * Treasure hunts * Book fairs, events such as world book day, librarians day etc * Quizzes based on popular shows and school subjects Services: Friendly, positive and an biased user interaction are the goal of every school library. As we strive offer courteous professional services to all library users. * Reference and related services New additions and display services * Reprographic services * Periodical and display services * Develop collection to reflect the information needs and interest of teens. * Take the requests of teens seriously and ask for their input in developing collections for them. * Recognize that home work is a major part for teen information seeking and that home work assistance is a necessary service for this age group.