Intrinsic and Extrinsic Motivation Essay

A motive is a specific need or drive that arouses you and directs your behavior toward a certain goal. Emotion refers to the experience of feelings, (such as fear, sadness, happiness, etc) which also affects behavior. They push us to take some kind of action whether we are aware of it or not. Psychologists have put these behaviors into 3 categories: Arousal Theory, Drive-Reduction Theory, and Intrinsic and Extrinsic Motivation (Morris, 2012). Intrinsic & Extrinsic Motivation Shannon comes to work every day on time. She does her job as assigned, works hard, takes on challenging tasks to improve performance, and ensures that this is noticed by others. She is very clear about the expectations for her position as well as the criteria for evaluation. During annual evaluations, she hopes her evaluation scores are high enough for her to be eligible for a merit raise. One of her primary goals for this year is to be nominated for the employee of the year at the company’s annual dinner, which comes with both a preferred parking and a cash bonus. Intrinsic and Extrinsic Motivation may increase Shannon’s motivation because it motivates her to see others see her doing a good job and this behavior can be defined as intrinsic motivation because of the praise she gets from others. Her behavior is also motivated by the goal of being employee of the year, which comes with rewards and this can be defined as extrinsic motivation. Although Shannon enjoys her job the motivation of an award is what motivates her the most. She is motivated extrinsically by the rewards she may receive for her behavior at work, therefore her intrinsic motivation and sense of responsibility for her behavior are likely to increase. The Arousal theory may decrease Shannon’s motivation because she doesn’t need to be stimulated to do her job, and there are no incentives in the end to reward her for a job well done. She is not seeking a thrill for her behavior; she will perform better with praise and rewards (Morris, 2012). Arousal Theory Joe enjoys coming to work each day. He finds pleasure in the outcome of his work. He believes his work helps others. He seeks out new ways to make his work more effective, and often initiates new work projects. He likes to stay busy throughout the day. He sometimes has a hard time if there is not enough work to do. He has no desire to leave the organization and would like to continue to be promoted within the company as he gains experience. The Arousal Theory can best motivate Joe because he is a thrill seeker and is motivated by the challenge of seeking new ways to make his work more effective. Joe is a sensation seeker and without it he will become bored with his work. He needs to keep his arousal at an optimum level in order to be productive. The Drive- Reduction theory may decrease Joe’s motivation because it’s the drive that keeps him going. Homeostasis or balance may not be enough excitement for him, and will lower his motivation and ambition at work. His primary and secondary drives are already established by his work performance, and his reward is the knowledge he has gained (Morris, 2012). These achievement-oriented behaviors can be very useful in the work place because everyone need a motive to do a good job. An employee can motivate by giving new challenges to a bored employee whose job has become routine and boring like in the Arousal Theory, or by giving incentives such as praise and bonuses as mentioned in the Intrinsic and Extrinsic Theory. Once an employer observe an individual’s behavior and work ethics they can decide which method will best motivate their employee to do a good job and enjoy it as well (Morris, 2012). References Morris,C. (2012). Understanding Psychology( 10th ed.).

Nursing Research Utilization Project: Section C Essay

Several articles have been reviewed as a research base for this project. Identification of appropriate research is critical to the successful implementation of nurse-led evidence-based practice protocols. Each article was carefully selected for what it could contribute to the quality of the project. Using the evidence in this research will help with the development of an implementation plan. Article #1 Adams, D., Bucior, H., & Day, G. (2012, January). HOUDINI: make that urinary catheter disappear-nurse-led protocol. Journal of Infection Prevention, 13, 44-48. This article discusses the use of 7 criteria that must exist in order to keep an indwelling urinary catheter in place. According to Adams (2012), the average daily risk of developing a bacteremia with an indwelling urinary catheter increases by 3%-7% for every additional day the catheter remains indwelling. The study uses the acronym HOUDINI to demonstrate the criteria. The acronym stands for Hematuria, Obstruction, Urologic surgery, Decubitus ulcer, Input and output measurement, Nursing end of life care, and Immobility. In the absence of these aforementioned indications, according to the study, the catheter should be removed to decrease the risk of catheter-associated bacteremia. Article #2 Bernard, M. S., Hunter, K. F., & Moore, K. N. (2012). A Review of Strategies to Decrease the Duration of Indwelling Urethral Catheters and Potentially Reduce the Incidence of Catheter- Associated Urinary Tract Infections. Urologic Nursing, 32(1), 29-37. This article discussed different strategies to decrease the incidence of indwelling urinary  catheter times. It was a retrospective study that analyzed data obtained from hospital databases. The study supports nurse-led or electronic chart reminders every 24 hours to assess the need for indwelling urinary catheters on a daily basis. The conclusion lists timely removal as one of the main factors affecting the incidence of CAUTI. Article #3 Clarke, K., Tong, D., Pan, Y., Easley, K., Norrick, B., Ko, C., & †¦ Stein, J. (2013). Reduction in catheter-associated urinary tract infections by bundling interventions. International Journal For Quality In Health Care: Journal Of The International Society For Quality In Health Care / Isqua,25(1), 43-49. doi:10.1093/intqhc/mzs077 This article reviews the affect on incidence of CAUTI by bundling interventions. Also a retrospective study, this research reviewed the effectiveness of bundling four interventions for patients with indwelling urinary catheters. The bundle consisted of 1) Using a silver alloy impregnated catheter 2) Using a securement device to limit the catheter movement 3) Repositioning of the catheter tubing if it was found to be kinked or on the floor 4) Prompt removal of the catheter on post operative day one or two. Implementing this bundle of care for patients resulted in a significant decrease in CAUTI for these study participants. Pre implementation of the bu ndle the CAUTI incidence rate was 5.2/1000. Seven months post implementation the CAUTI incidence rate was 1.5/1000. The authors have proven with statistical significance that the four-intervention bundle will be successful in reducing the incidence rate of CAUTI in indwelling urinary catheter patients. Article #4 Levers, H. (2014). Switching to an antimicrobial solution for skin cleansing before urinary catheterisation. British Journal Of Community Nursing, 19(2), 66-71. This study suggests that switching to an antimicrobial cleaning solution for the area prior to insertion of a urinary catheter will reduce the incidence of CAUTI. The research recommended using Octenilin solution for cleansing the meatus prior to catheterization. The case studies are ongoing and no results were mentioned in the study except for to say the change was cost neutral and the practice change is promising. This study failed to show a statistically significant decrease in CAUTI post  implementation. Article #5 Meddings, J. A., Reichert, H., Rogers, M. M., Saint, S., Stephansky, J., & McMahon Jr., L. F. (2012). Effect of Nonpayment for Hospital-Acquired, Catheter-Associated Urinary Tract Infection. Annals Of Internal Medicine, 157(5), 305-312. This study reviewed the Centers for Medicare Services (CMS) recent (2008) initiative to hold or eliminate reimbursement for costs associated with hospital acquired CAUTI. This study alluded to the misuse of coding in failing to identify CAUTI when it actually did exist, therefore claiming the financial impact on health care organizations is low for non-payment of hospital acquired CAUTI. Even when the researchers included all urinary tract infections catheter associated and otherwise, the loss of reimbursement to healthcare organizations would have been less than 1% due to improper coding. Conclusion In conclusion, the prevalence and incidence of CAUTI is affected by many factors. First health care workers need to be aware of the significance of CAUTI and be compliant with new practice guidelines to decrease risk. Second, adherence to inclusion criteria for indwelling urinary catheters and their placement using the HOUDINI protocol (Adams, Bucior, & Rimmell, 2012). Lastly, implementation of a bladder bundle to decrease the incidence of hospital acquired CAUTI. Each factor focuses on a unique evidence-based prevention, reduction, or eradication strategy to address the problem of CAUTI. Health care workers, who possess an awareness of the need to decrease this preventable infection, will add to the forward trajectory of solving this problem, and implementing this project. References Adams, D., Bucior, H., & Day, G. (2012, January). HOUDINI: make that urinary catheter disappear-nurse-led protocol. Journal of Infection Prevention, 13, 44-48. Bernard, M. S., Hunter, K. F., & Moore, K. N. (2012). A Review of Strategies to Decrease the Duration of Indwelling Urethral Catheters and Potentially Reduce the Incidence of Catheter- Associated Urinary Tract Infections. Urologic Nursing, 32(1), 29-37. Clarke, K., Tong, D., Pan, Y., Easley, K., Norrick, B., Ko, C., & †¦ Stein, J. (2013). Reduction in catheter-associated urinary tract infections by bundling interventions. International Journal For Quality In Health Care: Journal Of The International Society For Quality In Health Care / Isqua,25(1), 43-49. doi:10.1093/intqhc/mzs077 Levers, H. (2014). Switching to an antimicrobial solution for skin cleansing before urinary catheterisation. British Journal Of Community Nursing, 19(2), 66-71. Meddings, J. A., Reichert, H., Rogers, M. M., Saint, S., Stephansky, J., & McMahon Jr., L. F. (2012). Effect of Nonpayment for Hospital-Acquired, Catheter-Associated Urinary Tract Infection. Annals Of Internal Medicine, 157(5), 305-312.

A Study on Employee Attitude and Leadership Behaviour

ABSTRACT The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. The Researcher has proposed to use descriptive type of research Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc. , and in order to analysis the various types of behaviors, the researcher has also planned to use cause and effect of diagram. CHAPTER 1 INTRODUCTION 1. 1INTRODUCTION Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. Individuals vary in their value systems. For example, achievement is a concern for the advancement of one’s career while concern for others may reflect caring, compassionate. Supervisory behavior may vary considerably in the same job situation. Behaviors such as encouraging other employees or helping others work on difficult tasks. A supervisory behavior may adopt democratic orientation or punishment when interacting with employees and thus may affect the work behavior. Though research on leadership styles, work values, and attitudes is concerned with finding the conclusions as to what specific leader behavior, work values and attitudes would produce a strong impact on employee work motivation and performance, no clear-cut conclusions have yet been rendered. It is, therefore, necessary to examine these issues, on a relative basis, which characteristics may act as more effective motivators in employee motivation and work performance. With such an understanding, management would better be able to use available motivational tools for their maximum impact on employee work performance. Thus the objective of this study is to examine the importance of values, attitudes and leadership behaviors in employee work motivation and performance. To gain a deeper insight into the exact nature of such influence, the roles of employee values, attitudes and leadership behavior in influencing intrinsic versus extrinsic motivation and performance are examined. Finally, the study explores the managerial implications of the findings and discusses the actions that might lead to improvements in employee motivation. VALUES, ATTITUDES AND EMPLOYEE WORK MOTIVATION The following description relates to values, attitudes, and employee motivation. VALUES Values are enduring beliefs 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, M 1973). Some basic values, which are expected to affect the attitude and work motivation of an employee, would logically include: Family: The extent to which the job offers family well-being to the employees Recreation: The extent to which the job offers recreational facilities to the employees A sense of accomplishment: The degree to which the person feels the job gives the person a sense of accomplishment after the job is done. Advancing at the company: The degree to which the person feels the job will create opportunities for advancement. Financial security: The extent to which the job offers financial security to person. Integrity: The extent to which the job provides information accurately and emphasizes impartiality and recognizes different points of view ATTITUDES Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable—concerning objects people, or events. It has been treated both as a general attitude and as satisfaction with five specific dimensions of job: pay, the work itself, promotion, opportunities, supervision and co-workers (Smith, Kendall, and Hulin, 1969; Balzer and Smith et al, 1990). The combined effects of these factors produce for the individual some measure of satisfaction and dissatisfaction (Herzberg, Mausner, and Snyderman, 1959). Definitions of these five dimensions of the job are given as under: Definitions of key Job Dimensions Job DimensionsDefinition Work SatisfactionThe extent to which an employee is satisfied with work, including opportunities for creativity and task variety, allowing an individual to increase his or her knowledge, changes in responsibility, amount of work, security, and job enrichment (Balzer and Smith et al, 1990; Smith et al, 1969) Pay SatisfactionThe extent to which an employee forms an attitude toward pay based on perceived difference between actual pay and the expected pay. Expected pay is based on the value of perceived inputs and outputs of the job and the pay of other employees holding similar jobs or possessing similar qualifications (Balzer and Smith et al, 1990) Supervision SatisfactionThe extent to which an employee is satisfied with his or supervision, as measured by consideration and employee-centered actions of the supervisor and the perceived competency of the supervisor by the subordinate (Balzer and Smith et al, 1990, Herzberg et al, 1957) Satisfaction with promotionsThe degree to which an employee is satisfied with the Company’s promotion policy, including frequency of promotions, and the desirability of promotions (Balzer and Smith et al, 1990, Herzberg et al 1957) Co-workers’ SatisfactionThe work-related interaction and the mutual liking or admiration of fellow employees (Bazler and Smith et al, 1990, Smith et al, 1969, Alderfer, 1969) Overall Job SatisfactionThe extent to which an individual’s desires, expectations and needs are fulfilled by employment (Szilagi, Sims, and Terrill, 1977) 1. 2INDUSTRY PROFILE As the study is applicable only for e-Learning industry let us have a brief introduction about the software industry below. The current e-learning boom in India has added to the existing woes. Standards apart, the industry hangs on the edge where processes and players are dubious. Much of this blame can be put on the Indian government’s inability to put together a regulatory body. Unregulated and unstructured, the e-learning industry in India is likely to wreck havoc for the global e-learning industry as small vendors pile up huge learning garbage for clients worldwide. E-learning in India has come of age. Two decades and the nation already cherish several global e-learning players on its soil. This can be attributed to some basic reasons like cheap human resources, a large pool of English-speaking workforce and ‘business discounts’ offered by the central and state governments. Although exact figures of the size of the industry is not available, a conservative estimate shows the offshore e-learning industry at about $150 million in 2004-05, up almost by 200 percent in the last two years. In spite such impressive figures, the e-learning industry in India remains mired with a plethora of issues. Some of these issues include lack of uniform e-learning standards and workplace practices, and the lack of adequate human resources to power the spiraling upward growth. These concerns apart, government apathy has also bolstered fly-by-night e-learning entrepreneurs who eye quick bucks and increasingly deliver ‘learning garbage’ to a global clientele. Smaller vendors in India have setup e-learning business houses with paltry investments of a few thousand dollars – in the hope of getting a sizeable pie of the global e-learning business. Most of these short-term vendors run their shows from North India – from places in and around the National Capital Region of Delhi. The modus operandi for these vendors is simple. They rent in a couple of rooms in an urban area and advertise for resources in job websites and newspapers. Writers, designers and technology professionals – mostly unskilled – are hired by the dozens. The average salary of the employees ranges anything between $100 to $400 and the working hours stretch well over 72 hours per week. Next, these companies setup small sales calling teams to call up international clients asking for work. The sales pitch is often exaggerated and boasts of a few â€Å"big names†. To show their experience, these vendors cull-out a few odd CBT’s from other companies or ‘steal’ courses through their contacts. The basic quality that behooves a standard e-learning company is absent in these companies. Proprietors remain ignorant of even the most basic information that is essential to run the show. A Java programmer, for example, is asked to hone his skills in C++ or any other program since he is responsible for all ‘programming’ needs. Almost anyone who walks in for the position of writers is employed as an ‘instructional designer’, primarily because they can be asked to work for lesser salaries on the pretext that they lack instructional designing experience. Vendors also rely on these writers to validate the learning content for authenticity even when content validation remains the domain of the expert, the Subject Matter Expert (SME). The writers and designers are instructed to download content from Internet websites and ‘rewrite’ them before using it. A basic ignorance of the Internet medium on the part of the owners means that the writers are often confused with the content because no single idea or information on the Internet appears consistent. E-learning processes are virtually absent in these companies. All that offers a direct benefit to the proprietor becomes part of the practiced processes. A Project Manager, for example, may be required to recruit people, review e-learning courses, undertake marketing activities, and do just anything that catches the fancy of the owner. In some companies, it was observed that programmers were asked to work as typists. The motto: no resource should sit idle. Employees who work for more than 9 hours a day are neither paid additional remuneration nor are given facilities like cabs and food for their late stay and long hours of work. As an e-learning professional once remarked, â€Å"employees in these fly-by-night ventures reminds one of the rampant practice of human slavery in Africa and Arabian countries a few centuries back. Professional torture apart, these employees are also subjected to extremely inhuman conditions of work – congested workplace, outdated computers, stinking toilets, and the same paltry salary year after year. Employees in these companies too appear to have resigned to their fates – partly because their poor education that doesn’t stand them in good stead for jobs in big e-learning MNCs and also because most do not have a professional competence in English language. This phenomenon is rarely reported by any section of the Indian media, perhaps due to ignorance or for fear of antagonizing the international fraternity. The abysmal condition and the unplanned e-learning sector, however, have both a positive and a negative side to it. The positive side is that these e-learning ventures help to reinforce the fact that there is no alternate to quality, and quality comes from the big guys, not the fly-by-night operators. The flipside is that the employees in tiny Indian -learning ventures rarely get the exposure to standard work processes and world-class e-learning products thereby subjecting themselves to professional impairment. Unfortunate for the Indian e-learning industry, at a n era of globalization and information revolution, Indian laws too have failed to contain these IT hawks. While the existing labour laws do have provisions against inhuman practices in the private workplace, in practice they remain a mirage. Most of the employees neither have the financial resources to chase litigation nor are they willing to ‘waste’ their time. The Southern part of India presents a striking contrast to the North. Recent years have seen a rapid and strategic development of global e-learning companies in the South, in places like Bangalore and Chennai. Several global players have also setup their centers in Pune, Mumbai and Hyderabad. Not surprising, the South has become a favorite e-learning destinations for serious e-learning players because of the absence of the mayhem so rampant in the Northern part of the country. Although the same Indian laws apply to all states across India, security and infrastructure is usually better in the Southern states than in the North. Consequently, most of these global giants are reluctant to setup their operations in the North for obvious reasons: lax security, incompetent e-learning resources, and rampant corruption. However of all the paraphernalia, one primary reason that dissuades the big names in e-learning from setting bases in North India is the abysmally poor skill-sets of the workforce here. In an era of cut-throat competition, generalized skills fetch little or paltry returns. In the past companies like Tata Interactive Services, Brainvisa, Sify e-learning and Accenture have all failed to locate substantial trained workforce from the North for its setups in the South. Amidst all the rigmarole, smaller global clients seeking ‘cheap’ e-learning courses remain unconcerned about the operatives of these vile businessmen. The only thing that seemingly matters for them is ‘cheaper products’, even if it comes in poor quality or if the employees who developed them are subjected to inhuman practices. Its time that global clients shed their ignorance and act responsibly by seeking detailed credentials from smaller e-learning vendors in India on their HR processes, employee welfare schemes and workforce competence. Failing to do this will not result in the development of shabby e-learning courses. The state of e-learning in India, particularly the frenzy in North India, remains a serious concern for the industry. Either the law of the land has to haul-up the desperados or wait till the hawks eat up the industry for the worse. A regulatory authority is essential now, if the industry is to survive and prosper. Money-eyed hawks can’t be allowed to have a field day. If they hang around for long, the death of the industry in India is imminent. 1. 3 COMPANY HISTORY 1. 3. 1 SIFY SOFTWARE LIMITED Sify eLearning was formed in December 2000. With over 8 years of experience in the training domain and our speciality in Instructional Design and Interactive Multimedia Content Development, we have developed over 5000 hours of learning content comprising Web based training (WBT), Computer based training (CBT), and Instructor Led training (ILT) courses. We have close to 300 employees located in our offices in India, the US, UK, and the Middle East. In India, Sifys offices are located in Chennai, Delhi, Mumbai, and Bangalore. Sify eLearning, which ranks among the top three eLearning Services providers in India, is a part of Sify Technologies Ltd. (NASDAQ:SIFY), with a revenue of US$150 million in 2008. Sify Technologies (www. sifycorp. com) is a pioneer and leader in the Internet, networking, and e-Commerce services in India and serves more than 1500 corporate and 600,000 retail consumers. We are proud to be the preferred eLearning vendor to many Fortune 100 companies. 1. 3. 2EVERONN EDUCATION LIMITED Everonn is one of the leading educational companies in India. Everonn today is the largest VSAT education network in the World. Everonn is listed in both the NSE and BSE. With a firm belief that technology-enabled learning can truly nullify social and economic boundaries, Everonn’s achievements have helped millions of students achieve their dreams. From its pioneering VSAT-enabled virtual and interactive classrooms to its emphasis on offering only the highest-quality content to students, Everonn’s quest for excellence has enabled the company to repeatedly break new grounds in the Indian education industry. Everonn’s commitment to a better standard of education is the guiding principle behind all its activities, from making Pre-school toddlers school ready to enhancing the employability of college students and providing the best entrance exam guidance in the nation. 1. 4PROBLEMS IDENTIFIED The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. 1. 5NEED FOR THE STUDY The need for the study is to bring out the various attitude of employee in different groups and its impact on the performance of individual, group or team organization. This research study is restricted to employees working in Sify Software limited Everonn Education Limited. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. Further the researcher has made an attempt to analyze the change in leadership behavior due to changes in employee attitude. In addition, the study will also be helpful in finding out the significant relationship between the attitude of employees and its impact on completion of module, work, deadlines, and target. 1. 6OBJECTIVE OF THE STUDY 1. 6. 1PRIMARY OBJECTIVE 1. To study the changes in attitude of employees and the behavioral changes of leadership at Sify software limited Everonn Education Limited. 1. 6. 2SECONDARY OBJECTIVES 1. To identify and analyze the relationship between employee attitude and leadership behavior in Sify Software Limited Everonn Education Limited. 2. To analyze the level of impact of leadership behavior on the team and performance of team. 3. To find out various ways to improve the attitude of people towards organizational commitments. 4. To identify the relationship between the attitude of employees and their performance towards their job. 1. 7SCOPE OF THE STUDY The study may help to find out the style to be adapted by leadership that may help them to effectively control the attitude of employees and also it helps to influence the workers and to extract work from them. This study may show the various characteristics of employees and its impact on the performance. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. CHAPTER 2 LITERATURE SURVEY 2. 1REVIEW OF LITERATURE ?Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable concerning objects people, or events. Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. ?Leadership Theory Leadership Styles: Leaders and followers each have different traits, values and levels of motivation. Theories that explain leadership effectiveness in terms of situational moderator variables are called contingency theories of leadership (Yukl 2006). Fiedler’s (1964) contingency model of leadership effectiveness is contingent upon the interaction of leadership style and situational favorableness (Liu et al. 2003). Thus, leader effectiveness is the product of many variables related to the followers, the task, and the organization (Tatum, et. al. , 2003). Transformational leadership theory emphasizes longer-term and vision-based motivational processes (Bass Avolio, 1997; Liu et al, 2003) and attempts to capture the emotional and symbolic aspects of leadership, helping researchers understand how leaders influence followers and motivate them to make self-sacrifices, putting the needs of the mission or organization above materialistic self-interests (Yukl, 2006). Researchers have found that most managers believe there is no single universal style of leadership applicable in all situations (Yun, Cox, and Sims, Jr. , 2006; Lord et al. , 2001). For example, a task-oriented leadership style may be most appropriate where a job involves psychologically immature or inexperienced workers; whereas, a relations-oriented leadership style may be most appropriate where workers are highly experienced and can be trusted to work autonomously (Tatum, et. al. , 2003). ?Group Types: Yukl (2006) defines several types of teams that can be found within an organization; two such teams include: Functional and Cross-Functional. Yukl (2006) provides the following about each team: â€Å"Functional teams are characterized by members of an organization with specialized jobs but are all part of the same basic function (e. g. maintenance, quality, etc. ). These teams operate for a long duration of time with membership that is relatively stable. Cross-Functional teams are characterized by members from a combination of functional subunits (e. g. quality, production, sales, and maintenance) working together on projects that require joint problem-solving skills. These teams operate until their task is completed. Membership may be stable over the life of the team or it may change as some functions increase/decrease in importance†. Leadership Credibility: Credibility is the foundation of leadership, and employees want their leaders to be honest, inspiring, competent, and forward looking (Kouzes and Posner, 2000). The credible leader must be seen as well informed and worthy of belief (Stoner, 1989). Credibility n urtures collaborative, cooperative relationships where employees assume responsibility for accomplishing work-related objectives voluntarily (Gabris Ihrke, 1996). For credibility to exist there must be trust between leader and follower (Kouzes Posner, 2000). Leadership credibility deals with perceived believability toward the leader-supervisor as someone an employee can trust in a supervisor-subordinate relationship (Gabris Ihrke, 1996). Organizational Justice: Organizational justice theory is intimately tied to leadership and decision processes (Tatum, et. al, 2003) and is based on the idea that a set of justice rules is used by individuals to evaluate fair treatment; and the extent to which those rules are satisfied or violated determines perceptions of justice or injustice (Mayer, et al. , 2007). Procedural justice refers to the perceived fairness of the methods used to make organizational decisions (Tepper, et. al. , 2006; Bauer, et al, 2001). In procedural justice, employees are concerned about whether the decision process is fair and the process used to determine the outcome was just (Fernandes Awamleh, 2006). Perceptions of fair procedures enhance employee acceptance of organizational outcomes (Latham Pinder, 2005), lead to organizational commitment (Lind Tyler, 1988) and satisfaction at the individual level (De Cremer, 2007). Shared perceptions of justice at the group level are positively related to satisfaction and commitment to the organization (Mayer, et al. , 2007). Just outcomes signal to employees that they are valued by the organization (Tyler Lind, 1992). Individuals experience procedural injustice when they are denied voice and decision control (Tepper, et. al. , 2006). Interactional justice is defined as the interpersonal treatment people receive as procedures are enacted (Bies Moag, 1986; Colquitt, 2001). Interactional justice is concerned with how information is communicated and whether individuals affected by a decision are treated with respect and dignity (Fernandes Awamleh, 2006). ?Group Commitment: Commitment is believed to affect organizational performance (Fiorito, et al. , 2007) and outcomes such as job satisfaction (Williams Hazer, 1986). Commitment is strongly influenced by leadership (Kouzes Posner, 2000). When employees feel unfairly treated, they may respond affectively with low commitment (Latham Pinder, 2005). The effect of leadership style on group interaction depends on both the consistency of the leadership style and the attitude group members have toward the leadership style (Kahai, Sosik, Avolio, 1997). Describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives, and empowering members to find creative solutions to problems (Yukl, 2006). If members see leadership as legitimate, they should remain more attached to the team and exert more effort to benefit it (Colquitt, Noe, Jackson, 2002). ?It is readily accepted that organizational change impacts employees in a variety of ways (French, Bell, Zawacki, 2000). Consequently, the impact of organizational change on employee attitudes has received considerable research attention (e. g. Gardner, Dunham, Cummings, Pierce, 1987; Griffin, 1997; Lines, 2004; Saari Judge, 2004; Schweiger DeNisi, 1991). Research indicates that employee attitudes are related to how individuals perceive or react to change (Mossholder, Settoon, Armenakis, Harris, 2000). This is important since positive perceptions of change can enhan ce the implementation of these organizational initiatives (Lines, 2004; Armenakis, Harris, Feild, 1999). In this study, employee attitudes are investigated when organizational change is caused by the introduction of new technology. As depicted in Figure 1, salient attitudes of interest include job satisfaction, organizational commitment, intent to turnover, and job stress. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psy-chology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. Continuing this theoretical development, Judge and his colleagues (Judge Bono, 2001; Judge, Locke, Durham, Kluger, 1998) found that a key personality trait, core self-evaluation, correlates with (is statistically related to) employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction—the job itself—is linked to what may be the most important personality trait to predict job satisfaction—core self-evaluation. Evidence also indicates that some other personality traits, such as extra-version and conscientiousness, can also influence job satisfaction (Judge, Heller, Mount, 2002) In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) and the Mi nnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England, Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself. The JDI is reliable and has an impressive array of validation evidence. The MSQ has the advantage of versatility—long and short forms are available, as well as faceted and overall measures. Another measure used in job satisfaction research (e. g. , Judge, Erez, Bono, Thoresen, in press) is an updated and reliable five-item version of an earlier scale by Brayfield and Rothe (1951). All of these measures have led to greater scientific understanding of employee attitudes, and their greatest value may be for research purposes, yet these measures may be useful for practitioners as well. In practice, organizations often wish to obtain a more detailed assessment of employee attitudes and/or customize their surveys to assess issues unique to their firm. ?Job satisfaction is one of the most extensively researched work-related attitudes (Loscocco Roschelle, 1991). Saari and Judge (2004), however, observed that HR practitioners lack thorough knowledge of job satisfaction and related antecedents. Job satisfaction is operationally defined as an individuals assessment of the degree to which their work-related values have been achieved (Locke, 1969; Locke, 1976). Research suggests that organizational change has a discernable impact on job satisfaction (see, for example, Ferguson Cheyne, 1995) which is associated with organizational citizenship behaviors that are beneficial to organizational effectiveness (Organ, 1990). ?Organizational commitment is also a frequently studied job attitude (Lines, 2004; Loscocco Roschelle, 1991). Definitions and conceptualizations of the organizational commitment construct are numerous and diverse. Morrow (1983) observed at least 25 different conceptualizations of organizational commitment. Despite this diversity, OReilly and Chatman (1986), among others, suggest that psychological attachment to an organization is a theme underlying most conceptualizations of organizational commitment. Of particular interest in this study is the relationship between affective organizational commitment and reactions to the organizational changes since individuals with high levels of affective commitment tend to exert extraordinary effort on behalf of an organization (Porter, Steers, Mowday, Boulian, 1974). In addition, individuals with high levels of affective commitment are likely to remain with an organization because they want to remain with the organization (Porter et al. , 1974), not because they have no other alternatives or because of social pressure. CHAPTER 3 RESEARCH METHODOLOGY 3. 1PROPOSED METHODOLOGY 3. 1. 1FOR EMPLOYEES The Researcher has proposed to use Qualitative and Analytical type of research. The Researcher has proposed to use Qualitative type of research, to assess the behavior of various employees in different teams which has an impact on overall performance of the team. The Researcher has also proposed to use Analytical type of result to analyze the effect of behavior on their individual performance towards their relationship with peers etc. 3. 1. 2FOR MANAGERS To assess the changes in leadership behavior due to changes in employee attitude, the Researcher has used the same Qualitative and Analytical type of research design. 3. 2RESEARCH DESIGN The research design is the blue print for fulfilling objectives and answering questions of specific research problem. A research design is purely and simply the framework a plan for a study that guides the collection and analysis of the data. The research designs used in this project are listed below. 3. 2. 1 DESCRIPTIVE RESEARCH To describe the characteristics of certain groups e. g. users of a product with different age, sex etc. , to determine whether certain variables are associated e. g. , age and usage of a product. 3. 2. 2 ANALYTICAL RESEARCH To analyze the behavior of employees and its impact of deadline productivity. 3. 3DATA COLLECTION METHOD In this study the researcher has proposed to use both Primary and secondary data. 3. 3. 1PRIMARY DATA Primary data will be collected through a structured Questionnaire from the target respondents.

Ford Mustang Assignment Example | Topics and Well Written Essays - 500 words

Ford Mustang - Assignment Example For instance, in order for an automobile company to remain relevant in the market, most of them employ the strategy of lowering their costs to attract customers. This has been the war witnessed between Toyota and Ford and General Motors Company as noted by John (1999). Political/Government factors also impact on the automobile industries strategic planning as government laws and regulations requires them engage in production of eco-friendly automobiles (John, 1999). John reports that due to environmental concerns, car companies are being forced to abide with the regulations aimed at mitigating the levels of pollution. For instance, car companies are expected to adhere to Average Fuel Economy, which took effect in 1975 (John, 1999). Failure to comply with these regulations attracts heavy fines, which proves costly to these companies. For instance, these regulations have forced most of these companies to engage in the manufacture of eco-friendly and fuel efficient cars (John, 1999). John reports that the governments bid top lower the rate of employment has discouraged Ford Motors for instance, from fully automating its operation, which would in a way take up local jobs. The same has been witnessed with General Motors Company and Toyota as well. Technological changes taking place all over the world requires technological changes within automobile industries (Reynolds and Lancaster, 2012). This is due to the fact that some companies in the automobile industry have come up with more eco-friendly, and fuel efficient cars that are on high demand. A case in point is the most recent electric car. This means that other companies have to emulate this in order to remain relevant and have a competitive advantage over other competitors. Economic trends are the changes that occur in the economies of countries across the globe. The automobile industry is among the industries largely affected by

Researching politics Essay Example | Topics and Well Written Essays - 1500 words

Researching politics - Essay Example At the same time there lies one problem with this definition of informal sense because all decisions made are deliberative and consistent in nature and therefore it becomes difficult to distinguish between the rational and the irrational. Taking cue from this we can say that everything comes under the definition of informal choice. (Grundmann et al, 2001, p. 106) The second sense in which the professions use the rational choice theory is more formal in nature. This definition of the rational choice theory says that consumers have transitive choices and they try to maximize their utility from the set of preferences they have. The consumers in fact try to maximize their benefits from the choices in spite of the various constraints which they face while making their choices. Some of the economists find the formal sense of the theory so very obvious that they believe that it can have no limitation.   The critics of the formal definition of the theory on the other hand say that even the formal one is tautological in nature like the informal definition. They have tried to say that there is almost no behavior that does not seek to maximize the utility through their choices. The second criticism about the informal sense says that one can show some inconsistencies or puzzles in the notion of transitive preferences. (Grundmann et al, 2001, p. 106-10 7) Researchers have said that the rational choice theory is very helpful in formulating hypothesis regarding market behavior. They have given five reasons as to why the rational choice theory is of much use. First of all it is seen that the theory allows the economists to make predictions about economic behavior and those predictions are mostly based on the empirical evidence. For instance the rational scenario predicts that the when the wage rate increases all the other factors remaining constant the supply of labor increases. (Grundmann et al, 2001, p. 107) Secondly the

How did the plan to put a man on the moon by 1969 succeed, or was it Research Paper

How did the plan to put a man on the moon by 1969 succeed, or was it the moon landing faked - Research Paper Example Arguments from both sides have led to the dilemma whether man was able to land on the moon with the level of technology back then the manned landing was planned on earth for reasons of fame and power. Most of the conspiracy theories argue that The United States faked the moon landings to beat the Soviet Union and assure Americans that J.F. Kennedy has achieved his long-term goal. It was clear that the moon landing was faked until NASA counter-attacked the critics on behalf of the government. The landing of man on the moons surface was not a hoax. NASA claimed that it had it had carried out various researches on sending astronauts to the moon and the 1969 program was its first successful landing on the moon after the Apollo 1 program failed. According to NASA sources, the first program was not successful due to a fire in the cabin that led to the deaths of all astronauts. Improvements and renovations were made to the Apollo 11 making it possible for humans to land on the moon using the Lunar module (Braeunig). Kennedys administration funded the programs leading to the construction of two space centers, the Kennedy Space Center and the Johnson Space center. Funding of these centers at the time led to advances in technology in NASAs computers, avionics, and telecommunication systems. These technological advancements led to Armstrong and Aldrin landing on the moon on July 20, 1969 (Braeunig). Michael Collins was left at the command spacecraft to ensure departure preparation s for the Lunar Module. To present proof, the astronauts took pictures and recorded videos. They also took rock and soil samples from the moon and Neil Armstrong left the American flag on the surface of the moon (Knight 500). Above all, the Americans were the first to take a man to the moon and were ready to provide proof. Critics emerged as soon as NASA started transmitting the

Strategic management of Nokia India Assignment Example | Topics and Well Written Essays - 2500 words

Strategic management of Nokia India - Assignment Example It is now facing the dilemma of introducing Nokia Life Tools services for the rural population; the main services that will be offered are Education, Entertainment and Agricultural services. In order to have complete roll out in India, the company will have to implement systems that will help it in offering consistent services to the customers along with up-to-date information so that the users can benefit from such valuable source of information. The company will have to develop the system that will ensure that every customer in India is given proper services; it has been successful in meeting the demands of urban population and it will definitely capture the rural market share. Introduction to Nokia and Nokia India Nokia Corporation is a multinational company of the telecommunication sector that has its headquarters in Keilaniemi, Espoo which is a city near Finland. Nokia has been present in the market for almost a decade and has been developing extraordinary, high quality and inno vative mobile devices. The company has even entered into Internet and communication sectors; it has its roots in four distinct segments i.e. Mobile Devices, Enterprise Solutions, Networks and Multimedia. In the case study, it is mentioned that as of 2009, Nokia Corporation is present in more than one hundred and fifty countries and is earning global revenue of EUR 4.1 billion. Nokia Corporation is considered to be the leading manufacturer of mobile devices as it has the latest technologies and its workforce comprises of well-qualified and highly trained employees. For every major segment and its ethical practices, the company is producing mobile devices that have additional features such as Code Division Multiple Access (CDMA), W-CDMA and Global System for Mobile Communications (GSM). It is also offering various Internet services like music, maps, media, applications, games and text messages via its Ovi platform. Nokia Corporation has entered into various partnership agreements like Nokia Siemens Network that produces equipment, services and solutions for the telecommunication network. Hence, it is the best company in the telecommunication industry that has been serving customers by exceeding their expectations level (Aspara et al., 2011). In India, Nokia Corporation started its operations in 1995 and it played a revolutionary role in the cellular technology’s robust growth. Currently, Nokia has its operations in five major cities of India i.e. Mumbai, Bangalore, Ahmadabad, New Delhi and Kolkata. The operations of the company comprise of the handsets and network infrastructure businesses like Nokia Siemens (both companies merged to share the telecom network operations and equipment division) so that it can take advantage of business opportunities in the market. This strategic alliance has helped the companies in becoming the main supplier to all top

The difficulties that Indian learners might have in American's Essay

The difficulties that Indian learners might have in American's classroom to learn English - Essay Example Similarly, most of the languages in India have no difference between writing and pronunciation and this can result in confusion among the Indian learners in American classrooms. Thesis statement: The Indian learners in American classrooms face a number of difficulties because Indian languages (first language) alter the learner’s accent, there are differences in word order, sentence structures, sound systems, pronunciation, and these can affect the process of learning English. One can see that first language deeply influences a learner because the process of acquisition of the same is natural. Within this scenario, the first language determines a learner’s accent, and the same is related to dialectical differences within any language. For instance, if an Indian learner’s mother tongue is Hindi, his/her accent will be different from those who use English as their first language. If the Indian learner migrates to America and start learning English, the influence of first language (say, Hindi or other regional languages in India) may hinder him/her from following the native speaker’s accent in English. Shilpa S. Dave stated that, â€Å"For Asian Americans, accent is another way of pointing out that difference is a socially nuanced and a socially constructed reality† (5). If the Indian learner is totally exposed to English, he/she can easily escape from the influence of first language and can improve his/her accent related to the t arget language (English). To be specific, there are hundreds of different languages and variations of the same in India. Besides, the word order within the sentences in these languages is entirely different from English. An Indian learner is totally exposed to this word order and regularly applies it in writing and conversation. Tej K Bhatia stated that, â€Å"The order of words in a Hindi sentence is not as rigidly fixed as it is thought to be by

IMPROVING JOB SATISFACTION AND MORAL THROUGH EFFECTIVE COMMUNICATION Essay

IMPROVING JOB SATISFACTION AND MORAL THROUGH EFFECTIVE COMMUNICATION - Essay Example Extrinsic motivators don’t do much in this regard that is why intrinsic motivators like satisfaction. Employees rate pleasant working conditions like a gift from the firm (Organ, 1988). In a study conducted by Burke and Wilcox (1969) it was found that a clear effect was attributable to openness in communication between superior and a subordinate; the greater openness of either superior or subordinate (or even both), the greater satisfaction of subordinate regarding five variables that directly depend on satisfaction. These comprise of â€Å"(1) Satisfaction with the Company, (2) Satisfaction with the Job, (3) Satisfaction with Performance Appraisal and Development Interview (climate for growth), (4) presence of a "Helping Relationship," and (5) Satisfaction with Supervisor† (Burke & Wilcox, 1969). This openness is more effective when initiated by the superior. When a superior initiates openness in conversation and behavior, the subordinate responds accordingly. The open ness doesn’t respond to any causal relationship (Burke & Wilcox, 1969). Communication is inevitable and absolutely essential for healthy functioning of an organization (Burke & Wilcox, 1969). Degree of openness in communication process is the key element that decides its effectiveness (Burke & Wilcox, 1969). An organization can cash in dividends by fostering effective communication and overcoming barriers to it (Burke & Wilcox, 1969). Summary Various studies have been conducted on recognizing patterns regarding job satisfaction. Obvious factors like personal preferences and the nature of job also play their part for an employee, but that is solely on employee’s discretion.... The author concludes that effective communication doesn’t need to be rigid and formal, in fact researches emphasize on the openness of communication and how it generates comfort level between superior and subordinate. Gone are the days of threatening an employee with firing unless certain benchmarks are met. These days the nature of work has changed dramatically, it is not possible anymore to impose rigid measuring frames to ‘qualify/quantify’ and employee’s performance. So under this added complexity at work, how employers cope with job frustration and boredom from employees? They bring in the motivational language. Job satisfaction increases productivity, the more the workforce considers themselves a part of the corporate the more they contribute. Now the question remains as what qualifies as a positive motivator and what constitutes as a failure. Incentives and perks has their importance as well as effective communication. Moreover, communication needs t o be effective in order to fulfill its purpose. The level openness in a talk between superiors and subordinates can achieve this effectiveness. This openness needs to be initiated by the superiors, as subordinates respond to this openness in a desired way. Such rapport creates comfort level at job. The easier the work environment becomes the low the job turnover will be. Job satisfaction is also related with employee participation in corporate dynamics. The more the employees involve in work place affairs, the greater is job satisfaction as well as performance.

T-Bags Essay Example | Topics and Well Written Essays - 2500 words

T-Bags - Essay Example T-Bags is a specialty teahouse concept offering a broad and creative selection of tea beverages and accompaniments at convenient and accessible locations in the Metropolitan areas. The company provides its customers with a new tea experience by creating a new context for the traditional idea of "afternoon tea". T-Bags is different to other tea-based businesses in the U.K. market today. Most teahouses in the U.K. are usually family businesses (passed through generations) located in the countryside, or if they are in the city area, they are upscale and are housed in high-end hotels. Essentially, T-Bags is based on the specialty espresso bar concept (like Starbucks) which is already rampant throughout the country. Like the espresso bar concept, the specialty teahouse has a strong product focus - tea. However, unlike the other traditional teahouses, T-Bags offers an usually wide menu range in an environment where customers are encouraged to explore different tea flavorings and blends brought in from all over the world. In the short term, The Company's goal is to implement this concept, first, in a retail outfit of less than 800 square feet. The Company's medium term goal will then be to pursue an aggressive expansion strategy in London and other major Metropolitan areas in the U.K. to create a strong brand identity. In the long term, The Company's goal is to become the leading brand of specialty teahouses in the U.K. Although The Company's key selling point is its wide product offerings, The Company is aware that other teahouses in the market today are also able to follow this product strategy. However, The Company's unique selling point which encompasses wide product offerings, a unique customer experience and customer loyalty cannot be easily copied. The following five elements will differentiate T-Bags from its competitors and foster customer loyalty. High Quality Product Offerings. T-Bags has scoured the best places in the world that produces quality tea leaves and the products offered are uncompromising. To complement the tea-drinking experience, T-Bags also offers high quality accompaniments like sweets and pastries sourced from the same regions as the tea in order to provide a consistent experience. Customer Service. Since this business concept is new to the U.K., it is important that first purchases from customers are followed by repeat businesses. Therefore, it is crucial that all employees understand the concept of the business in informing customers of the

Civil Rights in the 1960s Essay Example for Free

Civil Rights in the 1960s Essay Have you ever sat down and wondered to yourself, what it would be like if schools, restrooms, restaurants, and even public transportation were still segregated today? The majority of people who were born after the 1970’s take for granted how lucky we are as a country and nation to have overcome slavery and the steps against racism we have battled are way through. Slavery was ended when Abraham Lincoln wrote the Emancipation Proclamation in 1863 and was later ratified in December of 1865. Though this law ordered the end to slavery it did very little if nothing to stop the racism that was given towards blacks or any other minority. Until the late 1950’s not many presidents or Congressman had tried to legislate civil rights laws. The Civil Rights struggle that heated up to its climax in the 1960’s was neither a simple nor wanted task by any means. Many Presidents tried taking on the civil rights movement starting with Harry S. Truman. Truman was not for racial equality among blacks and often said so, but he wanted fairness and equality before the law (Patterson 378-382). Once Truman got the ball rolling for the first time since Abraham Lincoln, Truman pushed for a Civil Rights bill and the movement quickly started to escalate and it became one of the main issues of American politics. The next man to take office was John F Kennedy; Kennedy acted as though he had plans to address civil rights issues and is known for saying â€Å"Ask not what your country can do for you†¦ask what you can do for your country† in his inaugural address( ). Kennedy’s plans were never met in his short time as president due to assignation in 1963. Kennedy dying meant Lyndon Johnson was the next president to take president and her went on to make the next big civil rights legislation when the Civil Rights Act of 1964 was established. It took the support of millions and the lives of thousands for our country to realize that people should not be segregated because of their ethnicity or color of their skin. One of the first and largest groups of civil rights movement supporters was young people and in particular college students. A college student in 1963 saw a very different daily landscape than a current college student sees today. Today kids grow up side by side with minority kids throughout their daily lives; back then they might have been the lucky few and grown up looking at blacks as equals, but more than likely they viewed them as inferiors, or even just plain animals. Then these young racists knew know better and went away to College and found themselves in one of the first places you could find support of the civil rights movement. There are many reasons to why the ball picked up speed so fast at universities. The first reason being the young people of the 60’s had not lived alongside slaves or indentured servants nor did they see the great depression or WW2 as had many of their parents and politicians of the times, so they had a different view on racism. The young people of the 60’s were viewed by the older generations specially those of the south, as being soft for not having to deal with the hardships they had to such as the great depression and the World Wars ( ). Instead of going to work before graduating high school like people in the1920’s and 1930’s people were graduating high school and even getting jobs. This caused for a more educated and affluent generation which usually runs along with having certain moral standings such as treating people of a different race equally to people of your own. With a generation bigger than ever before and more people going to college than ever before it caused for a huge explosion of self-freedom. There was many different ways students would show there want of freedom (Patterson 407-408). A very common practice in the 1960’s was for blacks and fellow college students to have sit-in’s at all white diners or transportation places. These sit-ins consisted of a group or single African American going in and taking a seat where only whites are allowed to sit and refuse to leave. Hundreds of sit-ins occurred around the nation and many taking place on university campuses run by students themselves. Several of these sit-ins are famed for the effectiveness they afterwards achieved and others for the violence that was caused upon the protestors (Patterson 382-386).The most famous case is the story of Rosa Parks. Rosa Parks was on a public bus in the racist Montgomery, Alabama when the bus driver asked her to give her colored seat to a white man, because the white section was full. Rosa refused to get out of her seat and it resulted in her getting arrested. Rosa was not the first African American to refuse leaving her seat for a white person but she was viewed by th e NAACP as the best case to fight in court.( ) In the famous words of Jesse Jackson, â€Å"In many ways, history is marked as before and after Rosa Parks. She sat down in order that we all might stand up, and the walls of segregation began to come down( ).The support of white students to follow fellow African American students to sit-ins was not always there. Local and national news stations started to air live footage of what was happening on the streets to protestors of segregation. The emotion put on a young college student when they see one of their peers that attend college to get an education just like them gets blasted with a fire hose from ten feet away or gets viciously attacked by police dogs. This picture caused thousands of other students to want to fight for change as well. Along with the new access to live feed news there were people such as Martin Luther King Jr. who were doing all they could to paint the realistic picture of the life of an American black man during segregation. Luther got his point across in multiple ways including his famous memoir, â€Å"Why We Can’t Wait†, in this memoir he explains how horrible the everyday life of an African American in America can be and how politicians for years have just looked over the horrific treatment of blacks and that it has been too long and the time is now(King Jr 11-13). Besides the sit-ins occurring across the nation African Americans and whites were also organizing marches to protest segregation as well. Along with the marches inspiring speeches such as Martin Luther King’s famous â€Å"I Have a Dream† speech were given. King’s 17 minute speech that was given in front of over 250,000 Americans on the steps of Lincoln Memorial, is one of the most well-known and moving speeches in American history(Patterson385-386). A large number of the people in the crowd were college students, due to the appeal Martin Luther King drew from young people. He gained this appeal by talking of equality of races and the chance for any man or woman to become whatever they pleased and not be held back due to race, religion or any other difference a person may have. While students saw the abuse blacks were taking simply for the color of their skin they started to join together on marches and attending civil rights rallies. The more the King, Thurgood Marshall, Rosa Parks, and many others protested and spread the word of unfair treatment the more support of younger generation people began to support the civil rights movement. Another reason for the large involvement of college students within the civil rights movement of the 1960’s was due to the dramatically growing amount of student organized groups that were fighting for true democracy and equality to all. One of these organizations was the Students for Democratic Society (SDS). SDS was founded in 1960 but had roots dating to the early 1900’s; the goal of SDS was to mainly protest and voice the message that equality to all and peaceful means makes a successful country ( ). SDS was not the only organization that was taking big steps to get the civil rights movement moving, there were hundreds if not thousands of organizations that were meeting about and protesting the civil rights movement. These groups were known for telling young people what they wanted to hear and some even became militant groups. Membership in these organizations grew drastically once Lyndon Johnson started sending more and more troops into Vietnam. The Vietnam War itself had little impact on the civil rights movement of the United States, but it did however portray the world image that America was not going to let communistic governments take control of countries and deny their own people of civil rights. Many Americans did not agree with the war and saw it was neither the time nor the place to go and fight a war on foreign soil when the devastating effects of WW2 were still in the back of people’s minds. The largest critic of the war was overwhelming young people, they saw themselves as the ones being sent to die for a reason that was not worthy of American lives. Though segregation and a war in Asia seem to have little in common on the surface, during the reform of the 1960’s they found each other going hand in hand. Many African Americans of the United States believed that if we were fighting in a foreign country to reserve their people’s civil rights, then they would soon get their civil rights protected as well. They were mistaken and by this and the huge support of the anti-war movement and the animosity growing against the current segregation laws molded into one giant movement. This movement being carried by young people, who saw the possibility of change, carried throughout the nation and became the biggest civil rights movement in American history since abolishing slavery (Patterson 413-422). Now that we have an idea of what growing up with segregation looks like and how it can split a nation in two, I think I can say that joining the activist movement when it began in the 1960’s was almost a no brainer to many young people of that generation. They had a tremendous amount of pressure from their fellow black peers to be viewed as equals, they had an unwanted war fueling a large part of the country, and they were also a generation that believed in change and ending the horrible acts that were committed under segregation. With all the pressures from outside sources and the generation as a whole going through a freedom crisis, college students came together and became the perfect torch barrier’s for the civil rights movement.

Protocol on Assessing and Treating Autism Essay Example for Free

Protocol on Assessing and Treating Autism Essay Introduction Autism has been the focal point of extensive study and contentious debate. Issues pertaining to its etiology, classification, treatment, and education prolong to maneuver those who come into contact with this exigent disorder.   In a contemporary perspective, clinical practitioners used the term to describe a withdrawal into fantasy in schizophrenia.   Characteristics of autism, such as avoiding the gaze of others and showing no detection of a parents absence, continue to be viewed as archetypal symptoms—writers later described this communal dearth as withdrawal. Thus, despite all these, there has been overpowering sighting on autistic individuals; scholars resolute that children with autism had good cognitive potentialities. This then gave a spark of hope to parents and later scoured for means to at least try preventing the child from becoming autistic during his or her adulthood (Sicile-Kira, 2004). Autism: In a Broad Perspective   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Autism is described as multifaceted neurobehavioral disarray which is distinguished by mutilation in shared societal relations, communication impairment, and the existence of monotonous and typical prototypes of action, wellbeing, and activities. Basically, symptoms occur in the age bracket of three years and below, thus the severity of the medical impairment varies dependent on the diagnoses and on to what doctors would define as its â€Å"spectrum.†   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Children with autism may be initially hard to distinguish since that the cases of autism are similar to that of the actions pf a normal infant (Ami Klin, Schultz, Volkmar, 2003).   Thus, it ranges on the verity of social interaction and the ability to express emotions that the distinction is then patterned.   As a matter of fact, language and communication deficits are also considered as stereotypical factors, hence not undermining the possibility of being a â€Å"late bloomer.† However, unlike the previous centuries where autism has been treated as a genetically acquired and inevitable to cure impairment, studies and researches have shown that there are far more better means and   a series of protocols to help treat autism in the verge of its early years to not only help the child   but also give light to its families as well (Treatment, 2008). Behavioral Approach Behavioral and didactic interferences have turn out to be the principal approach for treating individuals with autism. It includes operant conditioning, respondent (Pavlovian) conditioning, and cognitive approaches.   Basically, it involves a reinforcer and a punisher.   In this sense, the key players in the treatment process and similar to that of Ivan Pavlov’s theory, the student shall learn the essence of following the reinforcer so as not to be punished. Cognitive Developmental Approach   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Despite the behavioral factors that have been brought upon by scholars and medical practitioners, the neurodevelopmental differences were also observed to be an underpinning to the whirlwinds of autism.   These are considered because of the following reasons: firstly, autism is a varied turmoil and is prone to have manifold potential etiologies; secondly, structural neuro studies have specified an array of dispersed anatomical dissimilarities, thus weighty to that of an untimely developmental transformation in the expansion or pruning of neural tissue.   Further, relatively than contained abrasions; similarly, neurochemical researches advise early, neuromodulatory incongruities better than sickening or localized idiosyncrasies.   And lastly, numerous boundaries on studies of neurologically involved activities that to date disqualify definitive answers to questions of how the brain functions and responds differently in autism. Medical Approach   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Detecting autism earlier using new approach—this is the proposed strategy posted in me Medical News Today compliant to that of a press release of psychologists and psychiatrists in the University of New South Wales.   By this means, it is said that it is an up-to-date way of understanding the autistic inclined disorder through the collaboration of psychological and biological factors which are most likely to lead to conditions that are medically curable. Enactive Mind Protocol: Actions to Cognition Level of evidence   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Due to the increasing demand of resolving the magnitude of discrepancy upon understanding the pathophysiology of autism as transcribed in newer techniques, researches have been made to document and decipher the answer to the social discrepancy of these individuals.  Ã‚   The EM protocol instigated from the work on ‘embodied cognitive science’—a neuroscience scaffold that drafts cognition as physical occurrences ensued as a product of an organism’s adaptive behaviour upon significant facets of the contiguous atmosphere. Perceivably, such offers a developmental premise of autism in which the progression of gaining of personified societal cognition is overturned prematurely, as an effect of condensed salience of social spur and parallel passing of generally extraneous aspects of the setting (Ami Klin et al., 2003). Ease of use   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Perceivably, two of the most intriguing puzzles posed by autistic individuals are their social reasoning discrepancy and their failure to do naturalistic actions on normal situations.   Such distinction in character pounds them to the cognitive deficit of being different thus with the help of EM will then teach them better reasoning skills, which will have an impact on their real-life and communicative competence.   Further, the fact that these individuals have several cognitive, linguistic, knowledge-based and potentially useful vocational assets—but consequently in the contrary finding social situations challenging—would serve as their strength which will help them compensate their autism, and EM will help make it easier.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   For individuals with autism, however, the topology of salience, defined as the foveal elicitation of socially relevant stimuli—exemplified in eye-tracking tests and in studies of preferential attention to social versus non-social entities. If corroborated in larger studies, this finding would point to a major disruption in a highly conserved skill that is thought to be a core ability underlying social engagement and, subsequently, the capacity to attribute intentionality to others. The EM approach early social predispositions are thought to create the basis and the impetus for the subsequent emergence of mental representations that, because of their inseparability from social action, retain their adaptive value (Ami Klin et al., 2003). Barriers to implementation In contrary though, when an effectual interference protocol is executed at as juvenile an age as possible, it is most likely to create a vast distinction in the childs upshot and height of functioning later on in his or her adulthood.   The kit is to be in an array of books, medicine and other materials which have been compiled by distinguished medical practitioners who have been focusing on looking for means to treat autism. The risk points out however, that the â€Å"social interaction tests† in this protocol may not hold hard evidence on determining a child from being autistic or the otherwise. But then again, even though the protocol is risky, giving the task to parents or guardians, it may help the general public save time and save money for that matter. Rationale I chose this protocol for the reason that several studies have been documented similar to such and therefore, its level of evidence and feasibility in assessing and treating autism is valuable.   We have learned that these characteristics—counting, tapping, flicking, or repetitively reiterating words—and habitual behaviors including as an inflexible observance to usual and an obvious struggle to change—are the most explicit signs of autism in a child.   In essence, medical teams and concerned parents of these children are collaborating together to find the most efficient and effective protocol in treating autism before it becomes worse in the later life of any autistic child’s life (Simmons, 2007).   Most importantly, these new protocols are characterized to be â€Å"out-of-the-box† since that it does not only focus on the potency of â€Å"psychological† instances but it has dwelled more on tangible factors which are then easier to dist inguish. The provisions of information and supplements to assist parents of young children who have been lately found to be within the autism gamut hastily put into practice an intercession course which is believed to bridge a treatment for autism (Ami Klin et al., 2003).   Such protocol has profited a considerable proportion of brood within the vortex of the issue.   Further, it is a sarcasm to articulate that it is overpowering to obtain a distressing judgment of autism and then to try to speedily establish a course of action to facilitate the medical challenge. Conclusions and further remarks Efficiency of the protocol, evaluation on the possible gaps, barriers to implementation—these are perceivably the astounding thoughts that may sprout in the midst of these shared and introduced protocols.   Thus, the sheer actuality that science is always open to new ordeals is an assurance that there is always hope in anything.   Even though these questions continue to be clouded by polemics, the results from systematic groups, as well as from classrooms all the way through the country point toward those constructive efforts to instruct students with autism can and do work (Sicile-Kira, 2004).   In a like manner, the field of autism and developmental disabilities is beginning to recognize that the questions asked in the past may need to be changed. There is an increasing identification of values such as enclosure, preference, and self-determination from mischief, and these are now being integrated into programs that concern the issue on assessing and treating autism.   Protocols serve as proof that the challenge is well taken. References Ami Klin, W. J., Schultz, R., Volkmar, F. (2003). The Enactive Mind, or from Actions to Cognition: Lessons from Autism. Journal, 358(1430). Retrieved from http://www.jstor.org/stable/3558147 Mehl-Madrona, L. (2008). Imaging Children with ADHD: MRI Technology Reveals Differences in Neuro-signaling. Journal. Retrieved from http://www.healing-arts.org/children/ Sicile-Kira, C. (2004). Autism Spectrum Disorders: The Complete Guide to Understanding Autism, Aspergers Syndrome, Pervasive Developmental Disorder, and Other ASDs. New York, NY: Perigee Trade. Simmons, K. (2007). Autism Treatments. Journal. Retrieved from http://www.autismtoday.com/alternative_options.htm The Association for Science in Autism Treatment   (2008). About Autism. Journal. Retrieved from www.asatonline.org

Development of New University Sports facility

Development of New University Sports facility 1.0 Introduction Before the day, the sport is no more joining by the students because they put most of the effort to their class study, and the sport facilities only was important to the minority of applicants who hoped to play in university teams. Although the sport not making interest for student to join at pass time, but nowaday, that has changed, many student was take part in regular physical activity since the benefit of healthy was attach important now. So a University was require the University sports executive in relation to their project for developing a new University Sports facility. The executive is impressed with most of the work that has been done but has concerns about the viability of the project. It has a problem that these students who study in University may use other facilities nearer their home rather than join the new University facility, because more of them live at home than University hostel. This problem may make University bear a high expensive because of lack of member going join their new sport facibility, so they need to investigate a potential secondary segment of clients for the sports facility other than the full-time students for incerease their revenue to recover the high expensive. For this goal, the University sport executive need to make a reseach or report of detail and justification of secondary segment, the specific macro environmental issues in the market which will bring the opportunities or threats. Beside that, the promotion and offering of the new University Sports facility is need to plan for attract the new member from outside of the University and also giving a reasonable price to new member for this new University Sports facility . 2.0 Content 2.1 Detail and justification of the secondary segment Since the University worry about there may lack of their student to joining their new University sport facilities, so they wish can aim to the second segment to rises thier revenue for it.The second segment is target to the ppl who are age 38-56 years old, adult.This is target to the person who are on the way to retire or already retired. This kind of people are very take care for thier healthy at life after their retire and the following life, and since they were reaching a high salary with working many year for their company.So, they willing to pay for the product or service that can improve their healthy. The new University sport facilities can satisfying their need and provide the profesional coach to train thier strenght and health by teach them using the new sport facilities to exercise. 2.2 Macro environmetal Issue The company and all of the pther actors operate in a larger macroenvironment of forces that shape opportynities and pose threats to the company.(Kotler,Armstrong 2004) The macroenvironment include demographic environment, economic environment, natural environment, technological environment, political environment, and cultural environment. Demography refers to the study of the human populations in terms of size, age, race, occupation, density, location, and density. It is very important to undestand the demographic environment because it is very helpful in deivide the human populations into the market segment and how they going target into which market. For example, according to the born of the years,we can saw there have 3 generations before this, such as baby boomers, who are born between 1946 and 1964, generation X, who are born between 1965 and 1976, and generation Y, who are born between 1977 and 1994. The generation of the baby boomers are the larger number of this 3 generation. So if the marketing segmatation can include this generation and that may bring a high revenue for the market because they are become mature nowaday and getting a stable job and may reaching they higher income earning in this many year they work before. They would like to spend and making purchases when thier income is getting high than ot her new generation. According to all of this, they also treat their healthy very important because of the larger age and willing to pay for their health care, so if the new Universitiy sport facibilities can segment to this generation and it will bring a opportunities for the University. Economic environment refer what is the way that make the potential consumer would like to make purchases and willing to pay for the products or services. Change in major economic variables such as income, cost of living, interest rates , and savings and borrowing patterns have a large impact on the marketplace.(Kotler,Armstrong 2004) For example, if the personal income of every worker is rising then their purchasing power will increasing and would like to make payment for the products and services, it is provide opportunities to market. In other hand, if the economic fall down and getting bad,such as increasing of the unemployment rates, then the money will be hold by the consumer to survive and reduce the purchasing power. Natural environment is about the natural resources that a company uses as inputs and the possible of their marketing activities may cause pollution to the natural or no. Threat for this enviroment will bring to the firm or company when their marketing activities are increasing the pollution, cause the shortages of raw materials seriously and increasing governmental intervention because of the complaint from the public sector. All of this will affect the companys reputation and make it hard to getting their goal or mission because the intervention of the government to their business activities. The technological environment is one of the fastest changing factors in the macroenvironment and no one can ignore this. That is very important to understand the changes of technological because competitors will exploit it sooner or later, with implications for your product and its market. (Brassington, Stephen) Technological advance in a company can help and give opportunity for them to create the new markets and new uses for products and maximum their profit in market. Another advantages that getting technological in advance are can negotiating the right of the skill or technological right and development of the marketable product with successful from it before the competition. The political environment is strongly affect the marketing decisins and it include the laws and regulation set by the government that limit the business action in social. That is very important for the company to be aware of these restrictions in this market.It always cause the threat for the company since the law and regulation often limit thier activities and they need to making decision for a long time period to fulfill in the right situation. 2.3 Outline of the new university sport facilitiess offer The benefits that the new university sport facilities going to offer to the member can attract the interest of the people to join whether the main objective of it is improvement of healthy. The offer provided just is a activity that influece and increase the motivation of them to join the new universitiy sport facilities. Here are the offers that provide to the new members: Bonus for introduce of new member Lastest model of sport facilities provided Free professional coach teaching Security Free safety insurance Free try for a day Discout of member fees 2.4 Pricing strategy In this new University sport facilities, the amount of the fees to the new member is very important because it may decide how many people willing to join depend to the price. The pricing strategy that use must satisfying the consumer need and enable to pay from every one. The market-penetration pricing can using for it and it is setting a low price with provide high quality of the product and service. It bring advantages to attract larger amount of the consumer to join and also gain larger market share. The lower price setting also can bring the opportunity to consumer to choose the new Universities sport facilities as their first choice. In other hand, it also will have the threat that seeting the lower price.Some of the consumer will treat the lower price will just provide the low quality product or service and they may no willing take risk to try, so in this case, it is need to making communication with them for provide the clearly information from the promotion.

Another Chance Of Life Essay -- essays research papers

Another Chance of Life Can there be another you? The answer is no, but by human cloning you can reproduce an offspring that grows into an exact genetically double of you. All of us want to prolong the lives of our loved ones and have a healthy newborn baby. Many infertility couples wanted to have a baby that is genetically theirs, not from adopting a child from a different family background. In the cloning technology, eggs or sperms would not be needed to be conceived by a person because any cell would do. One parent contributes DNA, making the child almost an identical twin. He or she would differ from the parents much more than identical twins differ from each other. In many parts of the world, human cloning is banned. For example, Canada's new Human Reproductive and Genetics Technologies Act made it illegal to clone human embryos, research on human embryos later than 14 days after conception, and the creation of embryos for research purposes alone. This act will make it more difficult for the estimated 280,000 infertile couplesin Canada to obtain domestic assistance in having a genetic child of their own. Human cloning should not be banned because it has many promising benefits to infertility couples and to the basic research for treatment of various diseases. Most people would not want to clone themselves. Those people think a human clone resembles the person it is made from. The genes do not form our character and so identical twins would never get 100 percent ident...

Investigation of Scriptural References Essay -- Religion Bible

Investigation of Scriptural References We find one hundred and ninety times the Hebrew verb rà »m, â€Å"to be high, or to be exalted† in the Old Testament. Basically rà »m represents either the â€Å"state of being on a higher plane,† or the â€Å"movement in an upward direction.† The second emphasis represents what is done to the subject or what it does to itself. Like the stormy wind that lifts up the waves of the sea (Ps. 27:5). God is the Most High, the great king over all the earth and exalted far above all gods (Pss. 47:2; 83:18); 97:9). He alone rules over mankind and grants dominion to whomever he wishes (Dan. 4:17, 25, 32; 5:21). Therefore Israel in response must exalt him above all others as they are his people. It must result that all nations and all creation are called to praise God and exalt him (Ps.148:13). Fanning concludes that all of life is put in its proper perspective only when God is exalted in this way. In the Old Testament â€Å"exaltation† is related to the Kingdo m of God, reflected by God’s chosen people, Israel. We will see later in this point that these reflections have priestly, prophetically and royal tendencies. In the New Testament various Greek verbs are used to express â€Å"exalt†: hupsoÃ…  â€Å"to lift up† for the exaltation of Christ by God the Father (Acts 2:33); huperupsoÃ…  â€Å"to exalt highly† with reference to Christ (Phil. 2:9); epairÃ…  â€Å"to exalt oneself† for being lifted up with pride (2 Cor. 10:5); and huperairÃ…  â€Å"to exalt oneself exceedingly† for the exceeding self-exaltation (2 Cor. 12:7). In this regard we note that exaltation is an act of God alone (Luke 1:52). The exaltation causes also a social effect (2 Cor. 11:7) and contains an eschatological element (1 Pet.5:6 and explicit Phil. 2:5). In the New Testament foll... ...0. Matt. 1:20-23. Jacob van Bruggen, Commentaries New Testament Matthew (Kampen: Kok, 2004), 33. Mark 1:14-15. Jacob van Bruggen, Commentaries New Testament Mark (Kampen: Kok, 1998), 50. Matt. 9:27-29. Donald A. Hagner, WBC Matthew1-13, vol 33a (Colombia: Thomas Nelson, 1993), 254. G. Van den Brink, Centre for Biblical Research, Matthew (Utrecht: Van Wijk, 2003), 539. Mark 1:11. Jacob van Bruggen, Commentaries New Testament Mark (Kampen: Kok, 1988), 45. Matt. 4:3. Donald A. Hagner, WBC Matthew1-13, vol 33a (Colombia: Thomas Nelson, 1993), 69. Matt. 14:33 Matt. 11:27. Donald A. Hagner, WBC Matthew1-13, vol 33a (Colombia: Thomas Nelson, 1993), 69. Stephen R. Holmes, God of Grace and God of Glory (Grand Rapids: Eerdmans, 2001), 142. Holmes, God of Grace and God of Glory, 149. Holmes, God of Grace and God of Glory, 252.

The Farewell Sermon of Muhammad :: Islam Religion Essays

The "Farewell Sermon" of Muhammad The apostle continued his pilgrimage and showed the men the rites and taught them the customs of their hajj. He made a speech in which he made things clear. He praised and glorified God, then he said: "O men, listen to my words. I do not know whether I shall ever meet you in this place again after this year. Your blood and your property are sacrosanct until you meet your Lord, as this day and this month are holy. You will surely meet your Lord and He will ask you of your works. I have told you. He who has a pledge let him return it to him who entrusted him with it; all usury is abolished, but you have your capital. Wrong not and you shall not be wronged. God has decreed that there is to be no usury and the usury of `Abbà ¢s b. `Abd al Muttalib is abolished, all of it. All blood shed in the pagan period is to be left unavenged. The first claim on blood I abolish is that of Ibn Rabà ®`a b. al Hà ¢rith b. `Abd al Muttalib (who was fostered among the Banà » Layth and whom Hudhayl killed.) It is the first blood shed in the pagan period which I deal with. Satan despairs of ever being worshiped in your land, but if he can be obeyed in anything short of worship he will be pleased in m atters you may be disposed to think of little account, so beware of him in your religion. "Postponement of a sacred month is only an excess of disbelief whereby those who disbelieve are misled; they allow it one year and forbid it another year that they may make up the number of the months which God has hallowed, so that they permit what God has forbidden, and forbid what God has allowed." [Koran 9:37] Time has completed its cycle and is as it was on the day that God created the heavens and the earth. The number of months with God is twelve; four of them are sacred, three consecutive and the Rajab of Mudar, which is between Jumà ¢dà ¢ and Sha`bà ¢n. You have rights over your wives and they have rights over you. You have the right that they should not defile your bed and that the should not behave with open unseemliness. If they do, God allows you to put them in separate rooms and to beat them but not with severity.

Christchurch Earthquake Essay

On Tuesday 22nd of February 2011 there was a 6.3 magnitude earthquake at 12:51pm. The damage in Christchurch was far more substantial than the damage caused in the 7.1 earthquake only 5 months before. 185 people were killed in the February earth quake and thousands more were injured. The epicentre of the earthquake was very close to Lyttelton and only 10 kilometres out from Christchurch Central city. The fault line that ruptured and caused the earth quake was the 15 kilometre fault along the southern edge of the city from Cashmere to Avon Heathcoat estuary. The build-up of stress or pressure in the rocks below Christchurch The earth is made up of many tectonic plates. It is the movement of these plates that has created the geographical features of many countries. New Zealand lies on the boundary between two of these plates: The Pacific Plate and the Australian Plate. This boundary is most obvious along the Southern Alps. From this main fault there are many smaller ones spreading outwards. Some of these spread into Canterbury. Before the 2010 and 2011 earthquakes it was not thought that there were any significant fault lines near Christchurch. Now we know there are. Stress is not caused by the movement of tectonic plates, but more by when the edges of the plates jam against each other and stop moving. The pressure builds up behind the part that has jammed. Eventually the pressure is so great that the plate moves suddenly and this causes earthquakes. The build-up of stress and the sudden movement when the stress is released shakes the rocks deep under Christchurch. The fault lines under and near the city shake, causing the rocks to move. This causes the major earthquakes.The outer core of the earth is layer of molten rock. On top of this is the mantle. On top of the mantle is the earth’s crust that we live on. The mantle gets very hot and in thin places molten rock rises to its top. Because of this hot and cold relationship, the crust on top is broken into tectonic plates. The movement of molten rock causes energy to be moved upwards into the crust. When the crust can no longer hold this energy, it moves along the boundaries of the tectonic plates. These boundaries are the weakest parts of the crust and will therefore be the first bits to break and move. Release of stress The Port Hills fault line that caused the 6.3 magnitude earth quake in February was 15km long and stretched east to north east along from Cashmere to the Avon Heathcoat estuary. The fault line that caused the Feb 22 quake was one that was previously unknown close to the Port Hills. This fault line did not break the earth’s surface, so there was nothing visible for scientists to go and look at. Using instruments that measure earthquakes and earth movement scientists were able to determine exactly where this fault was and that the bit that actually moved, causing the earthquake was 15km long. Fault lines are the weakest part of the earth’s crust. When there is stress caused underneath by movement, the fault lines are the first part to move. It is a bit like a piece of glass: if there is a crack in the glass that will be the first place where the glass will break. So pressure is released under the earth’s crust. The earth’s crust will actually hold a lot of t his pressure. When the pressure becomes too much for the crust to hold, the fault lines are the first bits to move. One of the ways scientists measure and record the fault movement was through the displacement of GPS stations, whose displacements were used to create the fault slip model. http://www.gns.cri.nz/Home/Our-Science/Natural-Hazards/Recent-Events/Canterbury-quake/Hidden-fault The transmission of energy through the earths crust The energy released when a fault line moves is like a stone being dropped in a puddle of water. It causes ripples to move out from the centre. The ripples are worst nearest the centre and they get smaller as they get to the edge of the puddle. The centre of an earthquake is the epicentre. When energy is released at an epicentre, waves of energy move outwards, causing the ground to shake. As the epicentre of the Christchurch earthquakes was quite close to the city, the energy that caused the ground to move under Christchurch was violent. If the epicentre had been further away the quakes would have felt smaller.There was movement up, down and sideways during the February quake. The block of land on the south side of the fault line rose about 2.5 metres – this included the Port Hills. The land on this side of the fault also moved westwards. The land on the north side of the fault moved eastwards towards the sea. However, much of this movement was underground. The land has risen as much as 40 centimetres around the western side of the Avon-Heathcote estuary.The amount the Port hills has risen  varies a lot , under Lyttelton Harbour it has risen about 5 centimetres but at the base of the hills near the Heathcote valley, it has risen to a maximum of around 25 centimetres. As a result of the fault slip, areas like Bexley, Aranui, Wainoni, Avondale and New Brighton have sunk, mostly by less than 15 centimetres. Northern, northeastern and central areas of Christchurch have also sunk, but generally by less than 5 centimetres. Earth quakes / fault movements are measured with a sensitive instrument called a seismograph. Earth quakes generate seismic waves and the seismograph is used to detect them. The magnitude of an earthquake depends on how big or small the fault is and the amount it has slipped. The seismograph shows the recordings made on the seismographs detected at the surface of the earth to determine how large the earthquake was. A short wiggly line that doesn’t move very much means a small earthquake, and a long wiggly line that wiggles a lot means a large earthquake. Through the seismograph we get the Richter scale. The Richter scale is a scale used for expressing the magnitude of an earthquake based on the height of the largest shake 100km from the epicentre. There are different types of seismic waves that can be detected; there are P waves and S waves (primary and secondary) P-waves are travel at the greatest velocity through the earth making them the first waves to be recorded on a seismograph during an earthquake. S waves are transverse waves that travel slower than P waves but are more destructive because of their large amplitude. The effects on man-made structures and aftershocks Liquefaction is a substance where strength and stiffness of a soil is reduced by tectonic plates shifting or other rapid movement. Liquefaction occurs in sodden soils. The water applies a pressure on the soil particles this controls how tightly the particles are pressed together. Before an earthquake, the water pressure is relatively low. However when the tectonic plates start shaking it can cause the water pressure to build up to the point where the soil particles can readily move. Some Areas of Christchurch are more prone to others as some suburbs have up to 9cm of liquefiable substances such as sand and soft soil. These substances turn into liquefaction easily as they mix well with the water underground. Costal areas are also more prone as the soft sand mixes well with the water also. There was more damage caused by liquefaction in the central city and eastern  suburbs than other places simply because it depends on the soil. Since Christchurch is built on marsh land our soil is very susceptible to liquefaction and there is very little we can do to stop it. Some Areas of Christchurch are more prone to others as some suburbs have up to 9cm of liquefiable substances such as sand and soft soil. These substances turn into liquefaction easily as they mix well with the water underground. Costal areas are also more prone as the soft sand mixes well with the water also. Most buildings that survived the Christchurch earth quake were wooden because when wood is shaken it is able to bend and twist with the movement, whereas for bricks and stone they can’t move at all and just have to absorb the shock of the shaking which generally leads to buildings collapsing all together E.g. Christchurch Cathedral, CTV building and Knox church. Buildings like the Christchurch Women’s Hospital survived through the September and February earthquake because its foundations are base isolated. Base isolation is when a building is separated from the ground that it is built on. Large plates separate the ground and the building. One plate is secured to the ground and the other is secured to the bottom of the building. During an earth quake these plates only move a little bit, absorbing mos t of the shock from the earthquake minimizing damage to the rest of the building. Also depends on the soil under the building, if it is prone to liquefaction or not. Some houses had liquefaction coming up through their floors damaging the foundations so much they had to leave their homes, and basements of office buildings or apartment blocks were flooded with liquefaction, making them un-use able.A tsunami didn’t occur after the Christchurch earth quake because the epicentre was in land and no seismic energy was released under the sea. Tsunamis only happen when the epicentre is in the sea, making the energy from the earth quake ripple the water on to land. The bigger the earth quake is, the bigger the tsunami. Aftershocks? After shocks are a lots of smaller earth quakes that happen after the initial earth quake. They occur because the fault line that ruptured needs to settle down again and release stress, aftershocks are the fault lines way of releasing remaining energy. According to http://www.christchurchquakemap.co.nz/february there have been 8673 after  shocks since February 22nd 2011 as of Monday 19th May 2014. Including after shocks that have been so big they are classed as an earth quake of their own like the 13th of June 2011 and the 23rd of December 2011. After shocks do not occur in the exact same place, but they do occur along the same fault line and in the same region. The main earthquake has already happened and released most of its energy already, but further along the fault line the rocks are now out of place and the grinding between them causes more earthquakes (aftershocks). Bibliography http://www.ipenz.org.nz/IPENZ/forms/pdfs/ChChFactSheets-Answers-critical-questions-buildings.pdf http://keithwoodford.wordpress.com/2011/02/27/understanding-the-christchurch-earthquake-building-damage/ http://scienceblogs.com/startswithabang/2013/05/10/where-does-an-earthquakes-energy-come-from/ www.scoop.co.nz/stories/SC1103/S00054/the-canterbury-earthquakes-scientific-answers.htm http://www.mona.uwi.edu/earthquake/quickinfo.php http://all-geo.org/highlyallochthonous/2011/02/magnitude-6-3-earthquake-rocks-christchurch/ http://www.gns.cri.nz/Home/Our-Science/Natural-Hazards/Recent-Events/Canterbury-quake/Hidden-fault http://en.wikipedia.org/wiki/Peak_ground_acceleration http://www.scoop.co.nz/stories/SC1103/S00054/the-canterbury-earthquakes-scientific-answers.htm http://file.stuff.co.nz/stuff/12-51/ http://www.teara.govt.nz/en/historic-earthquakes/page-13