If I Could Go Back in Time Essay

I’m sure that everyone at least once in his or her life thought: â€Å"If I could go back in time, I would†¦Ã¢â‚¬ . I think every person has something in their past that would want to change: some people regret about mistakes they’ve done, others about things they wanted to do, but didn’t resolve to. Mine would be that if I could go back in time I would pick one of the gifts I am good at and focus on one of them. I am a multi-talented person. It must have been because as a pastor’s kid I had to be ready to function wherever my father needed me. A pastor in Puerto Rico is different than a pastor here. My father was the church driver, taxi driver (taking people to go do groceries and other runs), carpenter, plumber, preacher, teacher, etc†¦ you get the picture right? Well, being part of his ministry I also learned how to do a little bit of everything. I am a musician, handy man, involved in real estate, pastor, now a student, and a few other things I am involved in. The big problem is that, though I am good on most of all the things I do, I have not been successful on any of them because I am doing a little bit of everything. I truly believe that if I had focus on any or maybe two, I would have been very successful. As a musician I have made some recordings, wrote my own songs and my own music. In real estate I have bought houses, rented houses, and renovated and sold houses. As a handy man I’ve worked in all kinds of building jobs (carpet, drywall, tile floors, doors, roofing, etc). As pastor I have helped many people and brought many to the Lord. As a student I am trying to get my Associate this year. There is a saying in Spanish that says â€Å"el que aprieta mucho abarca poco†. It means â€Å"he who squeezes much retains little†. If I could go back in time I would take one or two of these areas focus on them and give it my best. As a matter of fact I have been working on making those changes now. I have come to the conclusion that this opportunity of going back in life is not going to take place. Therefore, I have decided to stop doing some of the things that I have been doing and focus on two of them. My number one desire is to continue to do the work of the Lord as a pastor. I want to grow and continue to work for the Lord. I love helping people and being able to meet their needs, both material and spiritual. The other area I am focusing on is Real Estate. I have decided to go 100 percent on it and give it the best. Next week I am taking my license and becoming a full time real estate agent. Of course, I will continue playing my music and singing my songs but it will now be a hobby that I will enjoy to do.

Essay About Effect Of Pollution Essay

Earth, a beautiful planet fill with various animals and plants. Clean air for living things to breath and an amazing assortment of nature for all to share. It is our responsibility to pass down this gift of nature intact to the future generation. We should take care of the environment by not polluting it. Clean technologies should be utilised to improve better living and not pollute the Earth. The common pollution that we see everyday is air, land and water pollution. Water pollution is caused by chemicals and water that were dumped into the river, lake and sea. The polluted water will slowly kills all the fishes, plants and animals which drinks the water. Eventually, human will be affected too as there won’t be clean water to drink and fishes or sea food as food. Humans can also get diseases from contaminated water or seafood that comes from polluted water. Gases and chemicals released by factories and cars will eventually produced acid rain. The acidic rain causes buildings to decay, damages trees and many other human-made structures. Air pollution will also cause breathing difficulties in humans, lung cancer and worsen asthma. Deforestation due to the rapid increase of population and industrialization will seriously damage Earth. By excessive cutting of trees, the earth will slowly lose its cover which leads to soil erosion, worsening greenhouse effect and global warming. We should all wake up and realised that we need to pollute less and take care of mother nature, otherwise it will be too late to save the environment.

Conflict Management Essay

Webster’s defines conflict as: To come into collision; be in mutual opposition (274). If you wanted to choose an organization to study conflict in, you would have to look no further than the military. The military has no single approach to conflict management. There are too many individual personalities within a multitude of internal systems to be able to singularize the conflict. It is often the case that the conflict you are having was caused by a system put into place by someone outside your organization. It could be as simple as the cause and effect syndrome. For example, if the 335th Forward Support Battalion (FSB) commander put a policy in place, that his battalion would perform mandatory proficiency training on processing Department of the Army Form 2406 on Mondays; this would cause his leaders to close the shops in order to conduct this training. While on the other hand, the 1-5th Infantry Battalion commander put in place a policy that his battalion would perform equipment maintenance on Mondays. His battalions’ leaders would have a conflict because if they had equipment that needed to be turned in, they would not be able to do so. The FSB’s shops would be closed due to their training. Inadvertently, these two battalion commanders have caused a system conflict. This type of conflict happens quite often in the military because these commanders are very goal oriented; but fail to take into account the conflicts that may arise from the system that he just emplaced. It would now fall on the battalions’ Executive Officer to negotiate a win-win solution to this conflict in a very rapid manner. Without a win-win solution, there would be a visible conflict that would eventually become apparent to the hierarchy and a solution may be imposed that might not be favorable to both parties involved. The driving force for the resolution of this conflict would be not allowing the conflict to reach the â€Å"boss†. I work in the Division staff which often task or gives directives to the Division’s Main Support Command’s (MSC’s). These task or directives often cause great pain in the MSC’s. This is a perfect example of a win-lose  conflict. The MSC’s can submit a declination of tasking, but they often are directed to do the tasking anyway. In essence, these tasks are coming straight from the General himself and cannot be simply dismissed. At this point it has become an authoritative command to do the tasking. An example of this situation would be a battalion that has been over tasked beyond its physical means. This battalion has been tasked to supply more personnel than it physically possesses. The problem may be that all the other battalions are in the same boat. The battalion has to adapt and be creative in order to meet to end goal. The most common approach that I have seen used is the appeal to our common goal of successfully completing the mission. I have had to work with many individuals whom I just could not come to a mutual understanding with. This conflict may have been caused by a personal difference, a different view of how to perform the mission, or even how to utilize our forces. In the end, we have to realize that to continue with this conflict means jeopardizing your common goal of accomplishing the mission. This may result in a lose-lose conflict where both party’s had to compromise their positions in order to secure success. Collaboration, authoritative, accommodation, and compromise are conflict management styles that I have used and seen used on an almost daily basis. It really depends on the person and whom that person has the conflict with. It may be that the individuals themselves do not have a conflict, but that a system has been emplaced that is causing their conflict. Avoidance is a management style that I do not see a lot of. When it does rear its nasty head, it is at the lower levels of the organization. It is usually there because the individual thinks that it is not a serious problem and his time would be better utilized doing something more productive. This chain of thought usually leads him to a path of discord because the conflict will snow ball into a larger problem that has become visible to his superiors. The two conflict management styles that I myself am prone to are competing and collaborating. I am very aggressive in my views and will dominate by  force if I need to. I am also very attune to recognizing that there is a problem or a conflict may arise because of circumstances of an issue. I am not locked into the two styles though. They are just my natural trends. I am very quick to analyze a situation or individual to determine what course I will take to get the maximum effectiveness from. The end goal is the objective. How I get there can be adjusted according to situational awareness. Works Cited Smith, S. Stephenson, et al, ed. Webster Comprehensive Dictionary International Edition. Chicago: Ferguson, 1987.

Like A Girl Essay Example | Topics and Well Written Essays - 500 words

Like A Girl - Essay Example The first impression of this video is that it does not show anything wrong. It shows an adolescent boy who shows how girls do things. It also shows people that adolescent boys are usually conscious of people telling them they are doing things like girls (Kuypers 32). It plays the idea that what an adolescent boy wants is to be appreciated as a grown man. This video convinces the audience that it is normal for people to attribute things to girls, which means that an individual is doing something in a weaker manner.Deeper ImpactThe main message of this video is the idea that people believe that doing things like a girl is comparable to doing things in a frailer way. Both boys and men believe that girls do things in a weaker manner. It is surprising that even adolescent women believe they are fragile hence they do things in a punier style (Kuypers 43). On the other hand, young boys are confident of themselves and believe they are equal to men since they do things with a lot of energy co mpared to adolescent boys. It is obvious that people believe that girls are the weaker gender, which is why they prefer doing things in a feminine manner.An alternative interpretation of this video is that it is insulting to tell someone that they are doing things like a girl. This is a false assumption because young boys feel they are equals to men and can do things with the same energy. Even though boys feel they are insulted when told this phrase, it is evident that they portray themselves to be real men.

Chemistry of hazardous materials Essay Example | Topics and Well Written Essays - 250 words

Chemistry of hazardous materials - Essay Example Thus, not only gloves but also other equipments along with protective measures are also necessary while handling phosphorus (Lenntech, 1998). Phosphorus slowly reacts with water and forms phosphine. It should be noted that Phosphine is a poisonous gas that is released when solids like phosphorus are exposed to water. Therefore, phosphorus becomes a water reactant. When this poisonous gas is exposed to water, it can contribute to the danger to the firefighters because the basic element that they use while extinguishing a fire is water. Thus, water can release oxygen from the water-reactive materials and can add to the fire causing the fire to aggravate rather extinguish. In order, to reduce the fire and finally extinguish it, it is necessary to use dry sand rather water to reduce the risk of aggravation of fire. Thus, it is advisable to the fire fighters to use dry sand while extinguishing the fire that is ignited due to red phosphorus (Burke,

Gender And Family Health Essay Example | Topics and Well Written Essays - 3250 words

Gender And Family Health - Essay Example This study "Gender And Family Health" involves two main things: 1/ the reaction of the public towards the health issues and 2/ the effect of the public health programs and policies in the society that is covered by a particular community or gender who come under the health issue. To understand the ethical and social perspectives of the health problems it is also necessary to study the sexual behavior, diet practices and quality of the hygienic conditions in which they live etc. Ethics are set of moral standards that affect our conduct in the social atmosphere. Ethics helps in shaping different parts of the society. It also involves the combined decisions of a group or community of people to determine the future of the society. Ethics also decides the discussion of worldwide issues in the cultural background by a certain group of people. The argument that how ethical perspectives affect the health outcomes depends on health care, clinical and research care and public health issues. Th e reaction of the members of the society demonstrates the ethics of health in the society. Our present society now faces common problems and health issues in every part of the world, such as old age, HIV aids, obesity, diabetes, etc. Of course, the intensity of these issues differs according to the type of ethical and cultural background in which the people live. The ethics might also influence the matters related to health if a group or community of people in a society combines to make decisions for its future.

Why has human trafficking become such a popular crime over the last Essay

Why has human trafficking become such a popular crime over the last three decades - Essay Example Human, weapon and environmental trafficking is alleged to influence all nations in the world, even though in diverse ways. States are separated into three groups: transit, origin and destination (Rumford 2008). Modern trafficking has been promoted by the poor economic conditions. Trafficking occurs as a result of imbalanced economic status. Internationally the majority poor are women. The number of those living under the poverty line has continued to increase tremendously as compared to the unreasonable number of men (Rumford 2008). Women frequently have the additional financial and economic load of caring and providing for children. Women and girls face discrimination that restricts their learning and employment chances. Women and girls also excessively experience sexual assault in the workplace (Kempadoo and Doezema 1998). This circumstance forces many girls and women to find alternatives abroad for job opportunities and these makes them principally defenseless to abuse. The economic position of girls and women is rampant in developing countries undergoing economic change. All of the nations of Eastern and Central Europe and Soviet Union have experienced impressive political and economic changes as they progress from centralized economies to open market structures. Although, there is remarkable variation in how these nations in this areas have experienced the change, women and girls have been pessimistically impacted by the high rates of unemployment and the failure of social agendas that survived the past (Rumford 2008). Women in Soviet states, the change has meant that they are not economically autonomous than they were before. Economic inequality both between and within nations is another factor that has greatly that promoted human and weapons trafficking in the contemporary world. Human trafficking has persistently continued to take place in low-income states

Hitler's table talk Essay Example | Topics and Well Written Essays - 1000 words

Hitler's table talk - Essay Example The book â€Å"Hitler's Table Talk† by Cameron et al. containing private talks by Hitler between 1941 and 1944 reveals important details about Hitler’s personality. This essay discusses Hitler’s personality as the main contributing factor to the actions of Hitler by drawing reference to the book, â€Å"Hitler's Table Talk†, as well as other secondary sources. Among the various factors that contributed to the outbreak of the Second World War were activities of one leader Adolf Hitler of Germany. In fact, most of the blame for the outbreak of the war rests on his activities as well as ideologies. As the world went through the Second World War, most people Germans included, hated their dictatorial leader. When the war broke out, other factors contributed to its growth and development to a fully blown war. One of the biggest contributing factors to the actions of Hitler was his personality (Encyclopedia of World Biography web). Although the world knew Hitler a s a dictator, he was a religious man, who strongly believed in religion. Little literature exists about this man’s religious affiliations and beliefs. However, Cameron et al reveals that Hitler not only engaged in different talks about religion, but was also a believer in Christianity. He believed that it was only with the help of the Orthodox priest that it was possible to do something on Russia. As such, this shows that he had strong respect for Christianity (Zalampas 6). Further, his agreement that the priest played a big role in uniting the Russians reveals his undisputable respect for the Christians. Although it is not clear whether himself was Christian or not, this recognition of the Christians in the society significantly contributed to the development and shaping of his personality  (Giblin 66-70). He even believed in the existence of God, who makes the natural laws throughout the universe. In his description about the nature of God, he agreed that he was mighty an d bigger (Cameron et al 3). He even agreed that the Jesuits would play a significant role in the winning of the war against the soviets. Hitler was a philosopher who believed in his philosophies and those of other people. Before he started engaging in talks with other allied nations, he held the philosophy that only war could solve the problems that the world was facing then. Even before the war broke up, Hitler was aware that his activities would spark another war, with much intensity than the first intensity (Hitler 46-50). This was actually his main intention and target. Subsequently, he took his time in developing strong ties with different leaders in order to win their trust. He even developed philosophies such as the philosophy of fear intimidation. He did not see the use of his goods competing with cheap goods from the English region. Rather, he believed that Germany should have controlled the world trade since it had a more superior military then most of the countries involv ed in the international trade (Cameron et al 9). He believed that despite the differences that existed between Germany and England, the war would unite the two countries, making them friends (Cameron et al 12). Hitler from a tender age was a highly ambitious person, who dedicated his time and efforts in pursuing his dreams. Since a young age, Hitler was a passionate artist who loved painting and drawing. He even used the concept of art in the war against England, as he observed the culture of the English

Perfect Position Paper Essay Example | Topics and Well Written Essays - 1250 words

Perfect Position Paper - Essay Example This is a leadership position which involves allocating resources to projects or activities within the company. I can passionately hold, communicate to others, at the heart of the leader’s activities and priority. To my integrity, I will act outwardly in a mode that would be consistent with inner values. I have the dedication to providing time to achieve the vision and set the example. Humility grants me the recognition that I am not a perfect person than the rest in the team. I can listen to novel ideas even if they confront the views I may hold. Creativity enables me to think differently, encourage and develop new ideas. I would be able to treat everyone justly and consistently, without jumping into conclusions before listening to facts. I would take responsibility for failures and give others credit where they deserve. Through a sense of humor, I would relieve tension, engage followers and diffuse hostility. For the sake of the company’s success, I would perform seve ral roles. Create plans and strategies; providing the task to be accomplished, the time it should be accomplished, who should accomplish it, and how it should be accomplished. This will enable the team accomplish tasks. Strategies provide a well established environment to perform projects of the company (Mintzberg, Lampel, Quinn & Ghoshal, p. 41). Creating long-term vision; this will ensure that the team has foreseen the future and carry out duties towards achieving the company’s objectives. Inspiring others; this should be in accordance to the created vision. Communicating direction; setting up strategies for effective communication enables followers to perform the right task at the right time. Facilitating change; every partisan would provide ideas for transformation. Building consensus; this would be after a critical view from facts created upon several members’ opinions. Developing groups and the individual talent; teamwork enables members to achieve a common objec tive from a common ground. Allocating resources; financing fundamental activities in the company enhances profit realization. Through a critical analysis of my roles within the company, I would apply a transformational leadership style. Transformational leaders incorporate change. They follow a vision and inspire others towards the vision. They build opportunities for the team to show flair and are responsible for innovative ideas. This leadership style requires one to be strategic, charismatic and extravert. These are leaders who can make out the broad picture instead of detail. They inspire vast loyalty and set examples. If the followers recognize them as hypocritical, the team becomes cynical or disillusioned (Robbins & Judge, 2011, p. 69). Implementing the success cycle provides a stepping stone in becoming a transformational leader. This involves vision, goals, plans, action, monitoring progress, and reviewing achievements. The vision would be for the collective success instead of an individual one. The vision should be shared and sold to the team. Selling a vision would entail conviction, courage, a wish to inspire others, and a desire for adjustments. Goals are milestones towards the ultimate vision. They would define the achievements and outcomes in a minute, more tangible and manageable than the vision. The plan will outline the criteria to achieve the set goals and specify the required resources for success. The

Corporate governance in the GCC Dissertation Example | Topics and Well Written Essays - 3000 words

Corporate governance in the GCC - Dissertation Example By doing this, it also provides the structure, through which the company objectives are set and the means of attaining those objectives and monitoring performance† (Baydoun, Ryan and Willett, n.d., p. 2). The practice of financial reporting and auditing standards are considered as an integral part of good governance. In the literature review, it has been argued that the managers need to think beyond the belief that mismanagement in the microeconomics policies lead to poor corporate governance, and then only they will succeed in designing a holistic and systematic corporate governance model. Many of the researchers have emphasized on the creation of situation specific corporate governance structure, which has created difficulties in finding one universal definition of corporate governance. Some other sets of researcher have emphasized on the relational aspect between the managers and the shareholders. Some researchers have revealed that corporate governance is different from man agement, where management only looks at successful running of the organization but corporate governance looks at conducting the operations of the organization in a proper and transparent manner. Different tools like controlling and accountability can be incorporated by the business leaders in the management, for monitoring the activities of the agent and motivating them, so that they can act in accordance with the expectations of the external and internal stakeholders. The organizations should accept certain set of corporate values otherwise, there might be some possibilities that the employees might act according to their own interest. Moreover, for creating an environment of knowledge sharing, the board members must create a knowledge sharing environment inside the organization in order to fill up the scope for implementing corporate governance. Various research scholars have stated various principles for corporate governance, which can be summarized as an obligation for the organ ization to maximize the value of the shareholders. The literature review has discussed about various theories proposed by the research scholars, like the inherent property right theory, stewardship theory, principal-agent model (finance model) and myopic market model etc that discussed about the major issues related to the shareholder-oriented corporate governance. The literature review has also evaluated the principles and enactment that are followed by different countries and have summarized them to indentify the major areas of Corporate Governance, such as board constitution, board remuneration, auditor’s remuneration and responsibilities, transparency in disclosures, stakeholder and shareholder information and influence of ownership structure. However, it has been emphasized that there is no such singular model of corporate governance that is followed by every country. Due to difference in time zone and orientation, there is difference in corporate governance policies of different countries. In this context, there are several issues related to the corporate governance structure that have been identified. Then empirical research studies related to corporate governance has been analyzed and found that in most of the countries benefits and

Acquisition is a High Risky Strategy Essay Example for Free

Acquisition is a High Risky Strategy Essay In the literature, several motives for takeovers have been identified. One is the desire for synergy. That is, similarities or complementarities between the acquiring and target firms are expected to result in the combined value of the enterprises exceeding their worth as separate firms (Collis and Montgomery, 1998). A second motive involves the expectation that acquirers can extract value because target companies have been managed inefficiently (Varaiya, 1987). A third motive is attributed to managerial hubris the notion that senior executives, in overestimating their own abilities, acquire companies they believe could be managed more profitably under their control. Agency theory motive is the anticipation that firm expansion will positively impact the compensation of top managers since there tends to be a direct relation between firm size and executive pay. Contemporary specialists contend that managerial ownership incentives may be expected to have divergent impacts on corporate strategy and firm value. This premise has been recognized in previous studies. For instance, Stulz (1988) has examined the ownership of managers of target companies and has proposed that the relationship between that ownership and the value of target firms may initially be positive and then subsequently become negative with rising insider ownership. Moreover, Shivdasani (1993) empirically shows that the relationship of the ownership structure of target companies with the value of hostile bids is not uniformly positive. McConnell and Servaes (1990) have likewise analyzed the relationship of equity ownership among corporate insiders and Tobins q. Their results demonstrate a non-monotonic relation between Tobins q and insider equity stakes. Wright et al. (1996: 451) have shown a non-linear relationship between insider ownership and corporate strategy related to firm risk taking. Ownership Incentives and Changes in Company Risk Motivating Acquisitions An agency-theoretic motive for acquisitions has been used to explain managerial preferences for risk-reducing corporate strategies (Wright et al., 1996). The implication is that both principals and agents prefer acquiring target companies with higher rather than lower returns. In that, shareholders and managers have congruent interests. The interests, however, diverge in terms of risk considerations associated with acquisitions. Because shareholders possess diversified portfolios, they may only be concerned with systematic risk and be indifferent to the total variance of returns associated with a takeover. Senior managers may alternatively prefer risk-reducing corporate strategies, unless they are granted ownership incentives. That is because they can not diversify their human capital invested in the firm. In the literature, it has been argued that agency costs may be reduced as managerial ownership incentives rise. The reason is that, as ownership incentives rise, the financial interests of insiders and shareholders will begin to converge. Analysts conjecture, however, that such incentives may not consistently provide senior executives the motivation to lessen the agency costs associated with an acquisition strategy. Inherent is the presumption that the nature of executive wealth portfolios will differently influence their attitudes toward corporate strategy. The personal wealth portfolios of top managers are comprised of their ownership of shares/options in the firm, the income produced from their employment, and assets unrelated to the firm. Presumably, as senior executives increase their equity stakes in the enterprise, their personal wealth portfolios become correspondingly less diversified. Although stockholders can diversify their wealth portfolios, top executives have less flexibility if they own substantial shares in the firms they manage. Hence, if a significant portion of managers wealth is concentrated in one investment, then they may find it prudent to diversify their firms via risk-reducing acquisitions. In the related literature, however, takeovers and risk taking have been approached differently from the described approach. Amihud and Lev (1999) have contended that insiders employment income is significantly related to the firms performance. Thus, managers are confronted with risks associated with their income if the maintenance of that income is dependent on achieving predetermined performance targets. Reasonably, in the event of either corporate underperformance or firm failure, CEOs not only may lose their current employment income but also may seriously suffer in the managerial labor market, since their future earnings potential with other enterprises may be lowered. Hence, the risk of executives employment income is impacted by the firms risk. The ramification of Amihud and Levs (1999) contentions is that top managers will tend to lower firm risk, and therefore their own employment risk, by acquiring companies that contribute to stabilizing of the firms income, even if shareho lder wealth is adversely affected. Consistent with the implications of Amihud and Levs arguments, Agrawal and Mandelker (1987) have similarly suggested that managers with negligible ownership stakes may adopt risk-reducing corporate strategies because such strategies may well serve their own personal interests. With ownership incentives, however, managers may be more likely to acquire risk-enhancing target companies, in line with the requirement of wealth maximization for shareholders. The notion that at negligible managerial ownership levels, detrimental risk-reducing acquisition strategies may be emphasized, but with increasing ownership incentive levels, beneficial risk-enhancing acquisitions may be more prevalent is also suggested in other works (Grossman and Hoskisson, 1998). The conclusion of these investigations is that the relationship between insider ownership and risk enhancing, worthy corporate acquisitions is linear and positive. Some experts assert that CEOs personal wealth concentration will induce senior managers to undertake risk-reducing firm strategies. Portfolio theorys expectation suggests that investors or owner-managers may desire to diversify their personal wealth portfolios. For instance, Markowitz (1952: 89) has asserted that investors may wish to diversify across industries because firms in different industries. . . have lower covariances than firms within an industry. Moreover, as argued by Sharpe (1964: 441), diversification enables the investor to escape all but the risk resulting from swings in economic activity. Consequently, managers with substantial equity investments in the firm may diversify the firm via risk-reducing acquisitions in order to diversify their own personal wealth portfolios. Because they may be especially concerned with risk-reducing acquisitions, however, their corporate strategies may not enhance firm value through takeovers, although managerial intention may be to boos t corporate value. The above discussion is compatible with complementary arguments that suggest that insiders may acquire non-value-maximizing target companies although their intentions may be to enhance returns to shareholders. For instance, according to the synergy view, while takeovers may be motivated by an ex-ante concern for increasing corporate value, many such acquisitions are not associated with an increase in firm value. Alternatively, according to the hubris hypothesis, even though insiders may intend to acquire targets that they believe could be managed more profitably under their control, such acquisitions are not ordinarily related to higher profitability. If acquisitions which are undertaken primarily with insider expectations that they will financially benefit owners do not realize higher performance, then those acquisitions which are primarily motivated by a risk-reducing desire may likewise not be associated with beneficial outcomes for owners. Additionally, it can be argued that shareholders can more efficiently diversify their own portfolios, making it unnecessary for managers to diversify the firm in order to achieve portfolio diversification for shareholders. Risk Associated with HRM practices in International Acquisitions There are a number of reasons why the HRM policies and practices of multinational corporations (MNCs) and cross-border acquisitions are likely to be different from those found in domestic firms (Dowling, Schuler and Welch, 1993). For one, the difference in geographical spread means that acquisitions must normally engage in a number of HR activities that are not needed in domestic firms such as providing relocation and orientation assistance to expatriates, administering international job rotation programmes, and dealing with international union activity. Second, as Dowling (1988) points out, the personnel policies and practices of MNCs are likely to be more complex and diverse. For instance, complex salary and income taxation issues are likely to arise in acquisitions because their pay policies and practices have to be administered to many different groups of subsidiaries and employees, located in different countries. Managing this diversity may generate a number of co-ordination and communication problems that do not arise in domestic firms. In recognition of these difficulties, most large international companies retain the services of a major accounting firm to ensure there is no tax incentive or disincentive associated with a particular international assignment. Finally, there are more stakeholders that influence the HRM policies and practices of international firms than those of domestic firms. The major stakeholders in private organizations are the shareholders and the employees. But one could also think of unions, consumer organizations and other pressure groups. These pressure groups also exist in domestic firms, but they often put more pressure on foreign than on local companies. This probably means that international companies need to be more risk averse and concerned with the social and political environment than domestic firms. Acquisitions and HRM Practices: Evidence from Japan, the US, and Europe In contemporary context, international human resource management faces important challenges, and this trend characterizes many Japanese, US and European acquisitions.   From the critical point of view, Japanese companies experience more problems associated with international human resource management than companies from the US and Europe (Shibuya, 2000). Lack of home-country personnel sufficient international manage ­ment skills has been widely recognized in literature as the most difficult problem facing Japanese compa ­nies and simultaneously one of the most significant of US and European acquisitions as well. The statement implies that cultivating such skills is difficult and that they are relatively rare among businessmen in any country. Japanese companies may be particularly prone to this problem due to their heavy use of home-country nationals in overseas management positions. European and Japanese acquisitions also experience the lack of home country personnel who want to work abroad, while it is less of an impediment for the US companies. In the US acquisitions expatriates often experience reentry difficulties (e.g., career disruption) when re ­turning to the home country: This problem was the one most often cited by US firms.   Today Japanese corporations report the relatively lower incidence of expatriate reentry diffi ­culties, and it is surprising given the vivid accounts of such problems at Japanese firms by White (1988) and Umezawa (1990). However, the more active role of the Japanese person ­nel department in coordinating career paths, the tradition of semi ­annual musical-chair-like personnel shuffles (jinji idoh), and the continu ­ing efforts of Japanese stationed overseas to maintain close contact with headquarters might underlie the lower level of difficulties in this area for Japanese firms (Inohara, 2001). In contrast, the decentralized structures of many US and European firms may serve to isolate expatriates from their home-country headquarters, making reentry more problematic. Also, recent downsiz ­ing at US and European firms may reduce the number of appropriate management positions for expatriates to return to, or may sever expatri ­ates relationships with colleagues and mentors at headquarters. Furthermore, within the context of the lifetime employment system, individ ­ual Japanese employees have little to gain by voicing reentry concerns to personnel managers. In turn, personnel managers need not pay a great deal of attention to reentry problems because they will usually not result in a resignation. In western firms, reentry problems need to be taken more seriously by personnel managers because they frequently result in the loss of a valued employee. A further possible explanation for the higher incidence of expatriate reentry problems in western multinationals is the greater tendency of those companies to implement a policy of transferring local nationals to headquarters or other international operations. Under such a policy, the definition of expatriate expands beyond home-country nationals to en ­compass local nationals who transfer outside their home countries. It may even be that local nationals who return to a local operation after working at headquarters or other international operations may have their own special varieties of reentry problems. Literature on international human resource practices in Japan, the US and Europe suggest that the major strategic difficulty for the MNCs is to attract high-caliber local nationals to work for the company. In general, acquisitions may face greater challenges in hiring high-caliber local employees than do domestic firms due to lack of name recognition and fewer relationships with educators or others who might recommend candidates. However, researchers suggest that this issue is significantly more difficult for Japanese than for US and European multinationals. When asked to describe problems encoun ­tered in establishing their US affiliates, 39.5% of the respondents to a Japan Society survey cited finding qualified American managers to work in the affiliate and 30.8% cited hiring a qualified workforce (Bob ; SRI, 2001). Similarly, a survey of Japanese companies operating in the US conducted by a human resource consulting firm found that 35% felt recruiting personnel to be very difficult or extremely difficult, and 56% felt it to be difficult (The Wyatt Company, 1999). In addition to mentioned problem, Japanese acquisition encounter high local employee turnover, which is significantly more prob ­lematic for them due to the near-total absence of turnover to which they are accustomed in Japan. The US, European and Japanese companies admit very rarely that they encounter local legal challenges to their personnel policies. However, in regard to Japanese acquisitions large   amount of press coverage has been given to lawsuits against Japanese companies in the United States and a Japanese Ministry of Labor Survey in which 57% of the 331 respondents indicated that they were facing potential equal employ ­ment opportunity-related lawsuits in the United States (Shibuya, 2000). Conclusion This research investigates whether corporate acquisitions with shared technological resources or participation in similar product markets realize superior economic returns in comparison with unrelated acquisitions. The rationale for superior economic performance in related acquisitions derives from the synergies that are expected through a combination of supplementary or complementary resources. It is clear from the results of this research that acquired firms in related acquisitions have higher returns than acquired firms in unrelated acqui ­sitions. This implies that the related acquired firm benefits more from the acquirer than the unrelated acquired firm. The higher returns for the related acquired firms suggest that the combination with the acquirer’s resources has higher value implications than the combination of two unrelated firms. This is supported by the higher total wealth gains which were observed in related acquisitions. I did however, in the case of acquiring firms, find that the abnormal returns directly attributable to the acquisition transaction are not significant. There are reasons to believe that the announcement effects of the transaction on the returns to acquirers are less easily detected than for target firms. First, an acquisition by a firm affects only part of its businesses, while affecting all the assets (in control-oriented acqui ­sitions) of the target firm. Thus the measurability of effects on acquirers is attenuated. Second, if an acquisition is one event in a series of implicit moves constituting a diversification program, its individual effect as a market signal would be mitigated. It is also likely that the theoretical argument which postulates that related acquisitions create wealth for acquirers may be underspecified. Relatedness is often multifaceted, suggesting that the resources of the target firm may be of value to many firms, thus increasing the relative bargaining power of the target vis-a-vis the potential buyers. Even in the absence of explicit competition for the target (multiple bidding), the premiums paid for control are a substantial fraction of the total gains available from the transaction. For managers, some implications from the research can be offered. First, it seems quite clear from the data that a firm seeking to be acquired will realize higher returns if it is sold to a related than an unrelated firm. This counsel is consistent with the view that the market recognizes synergistic combinations and values them accordingly. Second, managers in acquiring firms may be advised to scrutinize carefully the expected gains in related and unrelated acquisitions. For managers the issue of concern is not whether or not a given kind of acquisition creates a significant total amount of wealth, but what percentage of that wealth they can expect to accrue to their firms. Thus, although acquisitions involving related technologies or product market yield higher total gains, pricing mechanisms in the market for corporate acquisitions reflect the gains primarily on the target company. Interpreting these results conservatively, one may offer the argument that expected gains for acquiring firms are competed away in the bidding process, with stockholders of target firms obtaining high proportions of the gains. On a pragmatic level this research underscores the need to combine what may be called the theoretical with the practical. In the case of acquisitions, pragmatic issues like implicit and explicit competition for a target firm alter the theoretical expectations of gains from an acquisition transaction. Further efforts to clarify these issues theoretically and empirically will increase our understanding of these important phenomena. Bibliography Sharpe WF. 1964. Capital asset prices: a theory of market equilibrium under conditions of risk. Journal of Finance 19: 425-442 Markowitz H. 1952. Portfolio selections. Journal of Finance 7: 77-91 Grossman W, Hoskisson R. 1998. CEO pay at the crossroads of Wall Street and Main: toward the strategic design of executive compensation. Academy of Management Executive 12: 43-57 Amihud Y, Lev B. 1999. Does corporate ownership structure affect its strategy towards diversification? Strategic Management Journal 20(11): 1063-1069 Agrawal A, Mandelker G. 1987. Managerial incentives and corporate investment and financing decisions. Journal of Finance 42: 823-837 Wright P, Ferris S, Sarin A, Awasthi V. 1996. The impact of corporate insider, blockholder, and institutional equity ownership on firm risk-taking. Academy of Management Journal 39: 441-463 McConnell JJ, Servaes H. 1990. Additional evidence on equity ownership and corporate value. Journal of Financial Economics 27: 595-612. Shivdasani A. 1993. Board composition, ownership structure, and hostile takeovers. Journal of Accounting and Economics 16: 167-198 Stulz RM. 1988. Managerial control of voting rights: financing policies and the market for corporate control. Journal of Financial Economics 20: 25-54 Varaiya N. 1987. Determinants of premiums in acquisition transactions. Managerial and Decision Economics 14: 175-184 Collis D, Montgomery C. 1998. Creating corporate advantage. Harvard Business Review 76(3): 71-83 White, M. 1988. The Japanese overseas: Can they go home again? New York: The Free Press. Bob, D., ; SRI International. 2001. Japanese companies in American communities. New York: The Japan Society.

Education Through Imagination Essay Example for Free

Education Through Imagination Essay William Butler Yeats said, â€Å"Education is not filling a bucket but lighting a fire.†(The Language of Composition, Yeats page 174) As a high school student aspiring to be an actress, I most certainly agree with his intelligent statement. Education to me, just as to Yeats, is not about having the maximum capacity of knowledge in every subject; it is finding that burning desire to learn about whatever it is that interests you. It is unnecessary to fill our heads with facts that will essentially be useless in our future, personal lives. Instead, we should be inspired to go and learn about the subjects that we are passionate towards, or at least what is related to those passions. For instance, as a student working in the direction of becoming a theatre major, it is not under my impression that it should be mandatory of me to participate in classes that do not involve some type of lessons that will aid my acting career. Here is an example: I’m not going to rely on my knowledge of math or science to pursue a successful profession in theatre. But as an alternative I should become well-informed about many types of literature. The subject of English will be the most helpful to me while going through life as a performer of the arts. Yeats’ description of education reminds me somewhat of another quote from the highly gifted Albert Einstein. Einstein said, â€Å"I am enough of an artist to draw freely upon my imagination. Imagination is more important than knowledge. Knowledge is limited. Imagination encircles the world.† (GoodReads, Einstein, www. Goodreads.com/quotes/tag/imagination). Both of them touch on the importance of the free mind, and how some knowledge is not always necessarily needed in life. Now, don’t misunderstand the meanings of these expressions. By no means should knowledge as a whole be absent from your qualities, but your main focus should not be to overflow your mind with knowledge. This topic is very controversial- most people would disagree in a heartbeat. People who disagree have a right to their opinion, but, they must also respect the opposing one too. The way that these theories are worded just provokes close-minded people to argument. But, if they were to try and un derstand the importance of what your imagination can teach you, they may change their minds. From my personal standpoint, by practicing the art of imagination, and by allowing my mind chase its dreams, I have fueled a spark in myself that has lit a fire. This fire is why I burn to be educated about the performing arts and all of the beautiful things I learn about myself while doing so. I have learned more and more about myself every day that I let my imagination educate me. My experiences at school have never come close to revealing the amount of truth in learning as my minds eye has. Einstein also said, â€Å"Education is what remains after one has forgotten what one has learned in school.† (Albert Einstein, brainyquote.com) Therefore, it is what we take away from our education that shows what we have really learned. These are the things we will apply in our lives. We will prosper through the things we enjoy, and forget the useless information. Though to say what information is useless is entirely up to each individual. Also, as time passes we may change our minds as to what is useful to us or not, but that is the beauty of being able to change our minds and educate ourselves about whatever makes us happy. It is passion that drives us, and passion that will truly educate us. â€Å"Develop a passion for learning. If you do, you will never cease to grow.† (Anthony J. D’Angelo, quotationsbook.com/quote) If you are to take anything away from these words let it be this: Have a desire to learn, and be passionate about your education.

FBD For Types Of Support And Analysis Mechanics Essay

FBD For Types Of Support And Analysis Mechanics Essay In any problem where you are considering the forces acting on an object which is a large percentage of the problems in physics one of the first steps is to create a free-body diagram to depict the situation. Meaning A free-body diagram is a picture of the physical situation you are analyzing, which depicts all of the relevant forces acting on the objects of interest. Forces are vector quantities and should, therefore, be indicated with a magnitude and direction in the free-body diagram Coordinate Systems FBD When creating a free-body diagram, you must orient it in a coordinate system, typically a two-dimensional one. This is almost always done so that the force of gravity is pulling straight down (in the negative-y direction). Its generally preferred to orient things so that any horizontal movement will be in the positive-x direction (i.e. to the right), although so long as you maintain the same orientation you will get physically identical results. Types of Forces Acting on FBD The majority of forces in free-body diagrams, at least as they relate to classical mechanics, come from the application of Newtons Three Laws of Motion and the Law of Universal Gravitation. Free-body diagrams of other situations can involve other forces. When creating the free-body diagram of an electron, for example, you would want to include electromagnetic forces acting on it. 1.Gravitational Force You will almost always consider the gravitational force, or weight, in a free-body diagram. The magnitude of this force is calculated by mass (m) times the acceleration of gravity (g), typically treated as a constant of 9.8 m/s2 on the Earths surface. In the case of an air born object, such as a basketball player who is jumping, the only force that is typically acting on it while in the air is the weight of the object. 2.Normal Force The normal (or perpendicular) force is the contact force the surface an object rests or moves on against the object. It is directed perpendicular to the surface. In most cases, these surfaces are depicted in a free-body diagram as horizontal, with gravity down, so the normal force is directed upwards and is equal to the total force into the surface. 3.Frictional Force An object resting on a surface interacts with the surface. The force of this interaction is the frictional force, or just friction. Friction requires a bit more of an in-depth discussion than what I will present here, but for the moment I will state that friction is: Always parallel to the surface the object is interacting with. Always in the opposite direction of the force moving an object across the surface. Proportional to the normal force. 4.Tension Often, free-body diagrams will depict one component of a larger system. When we discuss a man pulling a stone slab with a rope, and were interested in the motion of the slab, we dont care about all the forces acting on the man. As such, what we really care about is the tension the force that the rope is exerting on the stone slab. Tension at any point is the magnitude of the force at that point, so tension at the point where the rope meets the object is what we care about. Assumptions The free body diagram reflects the assumption and simplifications made in order to analyze the system. If the body in question is a satellite in orbit for example, and all that is required is to find its velocity, then a single point may be the best representation. On the other hand, the brake dive of a motorcycle cannot be found from a single point, and a sketch with finite dimensions is required. Force vectors must be carefully located and labeled to avoid assumptions that presuppose a result. For example, in the accompanying diagram of a block on a ramp, the exact location of the resulting normal force of the ramp on the block can only be found after analyzing the motion or by assuming equilibrium. Other simplifying assumptions that may be considered include two-force members and three-force members. Steps for making FBD Step 1: Identify the object or system and isolate it from other objects clearly specify its boundary.Step 2: First draw non-contact external force in the diagram. Generally it is weight.Step 3: Draw contact forces which acts at the boundary of the object or system. Contact forces are normal reaction, friction, tension and applied force. In a Free Body Diagram, internal forces are not drawn, only external forces are drawn. FBD EXAMPLE These are simplified representations of an object (thebody) in a problem, and include force vectors acting on the object. This body isfreebecause the diagram will show it without its surroundings. Lets take Figure 1 to be a pictorial representation of our problem: a boat on the floor, with a rope pulling it. First we will represent the boat the body in our problem as a (really) simplified figure, a square Gravity The first force we will investigate is that due to gravity, and well call it thegravitational force. We know that the acceleration due to gravity (if on Earth) is approximatelyg= 9.8 m/s . The force, by Newtons Second Law isF= mg Wheregis the acceleration due to gravity. Lets add this to our diagram. Note that the force vector, labeledFmg, points downward, as this is the direction in which the gravitation force acts. Note that this force is commonly calledweight. This weight (mg) is different from our everyday use of the word weight (which is known in physics as mass). Normal Thenormal forceone which prevents objects from falling into whatever it is they are sitting upon. It is always perpendicularto the surface with which an object is in contact. For example, if there is a crate on the floor, then we say that the crate experiences a normal forcebythe floor; and because of this force, the crate does not fall into the floor. The normal force on the crate points upward, perpendicular to the floor. It is called the normal force becausenormalandperpendicularmean the same thing. The normal force is always perpendicular to the surface with which a body is in contact. For a body on a sloped surface (say a ramp), the normal force acting on that body is still perpendicular to the slope. In the case of our problem, the ship, we will pretend the ship is being pulled on a floor. (This is because on water there is the complication with another force, buoyancy. For simplicitys sake, we will ignore buoyancy by putting the ship on the floor.) Lets add the normal force to our FBD (Figure), and represent the normal force with the script N,. Friction Related to the normal force is thefrictional force. The two are related because they are both due to the surface in contact with the body. Whereas the normal force was perpendicular to the surface, the frictional force is parallel. Furthermore, friction opposes motion, and so its vector always points away from the direction of movement. Friction is divided into two categories, static and kinetic. These are represented by the script F, with a subscript s for static friction:, and a subscript k for kinetic friction,. As its name suggests,static frictionoccurs when the body is not moving (i.e. static). It is the force which makes it difficult to start something moving. On the other hand, kinetic frictionoccurs when the body is in motion. This is the force which causes objects to slow down and eventually stop. Friction is usually approximated as being proportional to the normal force. The proportionality constant is called the coefficient of (static or kinetic) friction. The constant is represented asfor static friction, andfor kinetic friction; it depends on the actual surface with which the body is in contact. To summarize, Weve added (kinetic) friction to our free body diagram, Figure . Push and Pull Another force which may act on an object could be any physical push or pull. This could be caused by a person pushing a crate on the floor, a child pulling on a wagon, or in the case of our example, the wind pushing on the ship. We will label the push force caused by the wind withFpush Tension Tension in an object results if pulling force act on its ends, such as in a rope used to pull a boulder. If no forces are acting on the rope, say, except at its ends, and the rope itself is in equilibrium, then the tension is the same throughout the rope. We will use the letterTto represent tension in a free body diagram. If we say that our ship is being pulled by a rope at its front end, then we can add this force to our FBD (Figure). And there we have it: all the forces acting on our ship has been labeled in Figure. This is the complete FBD for our problem of a ship being pulled along a floor by a rope Types of supports Structural systems transfer their loading through a series of elements to the ground. This is accomplished by designing the joining of the elements at their intersections. Each connection is designed so that it can transfer, or support, a specific type of load or loading condition. In order to be able to analyze a structure, it is first necessary to be clear about the forces that can be resisted, and transferred, at each level of support throughout the structure. The actual behaviour of a support or connection can be quite complicated. So much so, that if all of the various conditions were considered, the design of each support would be a terribly lengthy process. And yet, the conditions at each of the supports greatly influence the behaviour of the elements which make up each structural system. SUPPORT TYPES The three common types of connections which join a built structure to its foundation are: roller or frictionless,pinned andfixed. A fourth type, not often found in building structures, is known as asimple support. This is often idealized as a frictionless surface). All of these supports can be located anywhere along a structural element. They are found at the ends, at midpoints, or at any other intermediate points. The type of support connection determines the type of load that the support can resist. The support type also has a great effect on the load bearing capacity of each element, and therefore the system. 1. ROLLER SUPPORTS Roller supports are free to rotate and translate along the surface upon which the roller rests. The surface can be horizontal, vertical, or sloped at any angle. The resulting reaction force is always a single force that is perpendicular to, and away from, the surface. Roller supports are commonly located at one end of long bridges. This allows the bridge structure to expand and contract with temperature changes. The expansion forces could fracture the supports at the banks if the bridge structure was locked in place. Roller supports can also take the form of rubber bearings, rockers, or a set of gears which are designed to allow a limited amount of lateral movement. 2. FRICTIONLESS SUPPORTS Frictionless surface supports are similar to roller supports. The resulting reaction force is always a single force that is perpendicular to, and away from, the surface. They too are often found as supports for long bridges or roof spans. These are often found supporting large structures in zones of frequent seismic activity. The representation of a frictionless support includes one force perpendicular to the surface. 3. PINNED SUPPORTS Pinned support can resist both vertical and horizontal forces but not a moment. They will allow the structural member to rotate, but not to translate in any direction. Many connections are assumed to be pinned connections even though they might resist a small amount of moment in reality. It is also true that a pinned connection could allow rotation in only one direction; providing resistance to rotation in any other direction. The knee can be idealized as a connection which allows rotation in only one direction and provides resistance to lateral movement. The design of a pinned connection is a good example of the idealization of the reality. A single pinned connection is usually not sufficient to make a structure stable. Another support must be provided at some point to prevent rotation of the structure. The representation of a pinned support includes both horizontal and vertical forces. 4. FIXED SUPPORTS (CANTILEVER) Fixed supports can resist vertical and horizontal forces as well as a moment. Since they restrain both rotation and translation, they are also known as rigid supports. This means that a structure only needs one fixed support in order to be stable. All three equations of equilibrium can be satisfied. A flagpole set into a concrete base is a good example of this kind of support. The representation of fixed supports always includes two forces (horizontal and vertical) and a moment. 5. SIMPLE SUPPORTS Simple supports are idealized by some to be frictionless surface supports. This is correct in as much as the resulting reaction is always a single force that is perpendicular to, and away from, the surface. However, are also similar to roller supports in this. They are dissimilar in that a simple support cannot resist lateral loads of any magnitude. The built reality often depends upon gravity and friction to develop a minimal amount of frictional resistance to moderate lateral loading. For example, if a plank is laid across gap to provide a bridge, it is assumed that the plank will remain in its place. It will do so until a foot kicks it or moves it. At that moment the plank will move because the simple connection cannot develop any resistance to the lateral loal. A simple support can be found as a type of support for long bridges or roof span. Simple supports are often found in zones of frequent seismic activity. IMPLICATIONS and REACTIONS The following figure shows the analysis of the type of support condition on the deflection behavior and on the location of maximum bending stresses of a beam supported at its ends Simple Beams that are hinged on the left and roller supported on the right. Reference: Book concerned: 1) Engineering Mechanics by D.S. KUMAR 2) Engineering Mechanics by RAJPUT 3) Mechanical Sciences, G. K. Lal and Vijay Gupta, Narosa Publishing ouse Web Site concerned: 1) http://web.mit.edu 2) http://eta.physics.uoguelph.ca 3) http://www.physics.uoguelph.ca

robotics Essay -- essays research papers

Robots-unethical/immoral? Lately there have been more and more smart machines that have been taking over regular human tasks but as it grows the bigger picture is that robots will take over a lot of tasks now done by people. But, many people think that there are important ethical and moral issues that have to be dealt with this. Sooner or later there is going to be a robot that will interact in a humane manner but there are many questions to be asked like; how will they interact with us? Do we really want machines that are independent, self-directed, and has affect and emotion? I think we do, because they can provide many benefits. Obviously, as with all technologies, there are dangers as well. We need to ensure that people always maintain control, that they serve human needs. Robots cou...

Graduation Speech: Lift Up Your Eyes :: Graduation Speech, Commencement Address

Here, in this day’s waning light, we are gathered to commemorate the graduation of County High School’s Class of 2012; and as this evening’s setting sun descends beyond our horizon, the sun is, moreover, setting on our tenure as students at County High School. Just as day gives way to night, high school must give way to a new phase of life, one that introduces an abundance of responsibilities and brings with it enormous possibilities. Alexander Graham Bell once stated, "When one door closes another door opens; but we so often look so long and so regretfully upon the closed door that we do not see the ones which open for us." In this momentous transition from high school to college, vocational training, employment and the armed forces, dwell not on the life being left behind but look instead to future residences, friendships and accomplishments. Memories are everlasting. In these final hours, paint the pictures in your mind of everything and everyone you wish never to forget. Encapsulated in the brain, the happiest moments of your life and the faces of loved ones exist in eternal illumination unaffected by this day’s dimming light. So when this sun finally falls below the horizon, look not to the darkness left in its absence. Turn your back on the void, empty sky and look to the East, for it promises a new day. In the steadfast vigil for tomorrow’s rising sun, acknowledge the hopes and dreams you harbor deep within. In the light of the new day dawning, find the strength and courage to pursue your own destiny. As Albert Einstein said, "Few are those who see with their own eyes and feel with their own hearts." Approach tomorrow with bravery. Allow your goals to guide you. Shield yourself with unwavering determination and fight to achieve your each and every dream.

Values Education Essay -- Education

A multitude of complex and contentious legal issues face individuals and groups alike in Australia on a day-to-day basis. By notion, Legal Studies is then intended as an opportunity for students in their senior years of schooling to develop knowledge and tangible skills, as well as shape the values, attitudes and beliefs necessary to enhance their awareness and ability to actively participate as informed, proactive and critical members of society (Queensland Studies Authority, 2007). To effectively navigate the legal and moral mindfield that beckons, it is vital for students to be informed about their rights and responsibilities within legislation (Eekelaark, 1992). Essential to the progression of students through the syllabus is the concept of Values Education, which when taught in conjunction with Productive Pedagogies models in the classroom describes explicit or implicit school-based activities which promotes a student’s knowledge and understanding of values, which develop s the skills and dispositions of students so they can enact particular values in their everyday lives as individuals and members of the community (Queensland Government Department of Education and Training, 2004). In Queensland, Legal Studies consists of six prescribed sections of study throughout Year 11 and 12: â€Å"The legal system†; â€Å"Crime and society†; â€Å"Civil obligations†; â€Å"You, the law and society† (renting and buying; family; jobs; sport; environment; consumers; technology; rights and responsibilities – at least two units to be chosen); â€Å"Independent study† and â€Å"Law in a changing society† whereby students collect, organise, analyse and synthesise relevant information and evaluate its quality and validity across a variety of sources (Queensland Studies Aut... ...ueensland Government Department of Education and Training (2004). Productive Pedagogies. Retrieved from Queensland Government Department of Education and Training website http://education.qld.gov.au/public_media/reports/curriculum-framework/productive-pedagogies/pdfs/prodped.pdf Schultz, J. (2004). The Place of Values in SOSE Inquiry: An example related to the topic of Reconciliation. The Social Educator, December 2004, 15-23. United Nations Educational, Scientific and Cultural Organisation (1998). Learning To Live Together In Peace and Harmony: Values Education for Peace, Human Rights, Democracy and Sustainable Development for the Asia-Pacific Region. Bangkok, TH: UNESCO Principal Regional Office for Asia and the Pacific. Woodgate, R., Black, A., Owens, B., Biggs, J. (2011). Legal Studies for Queensland Volume 1 (6th Ed.). Brisbane, AU: Legal Eagle Publications.

Using one case study film assess the relationship between the industrial context and the representation

The representation of gender in the British film industry throughout the 1960s can be seen in a variety of examples and can be seen as indicative of a general shift in cultural attitudes. In this assignment, we shall be concerning ourselves with the film Goldfinger in particular. Goldfinger was made in 1964 by the British film company (SPHP, 1964). What is of particular interest in this film is the iconic portrayal of the female character that spawned something of a tradition for depictions of idealised femininity.We will pay particular interest to the significance of her role in relation to the rest of the characters in the film. However, we shall first outline a number of industrial and cultural changes that were occurring throughout the 60s in the British film industry. The British film industry of the 1960s saw a degree of significant changes that reflected the cultural mood of this period throughout greater western culture (Coates & Topham 1968).For example, the notion of popula r culture was becoming highly marketable at this time and the subsequent move away from WWII was becoming something of an artistic focus (Laing, 1986). Essentially, Hollywood was promoting a new liberalisation that incorporated sexual imagery as a counter to traditional gender roles based upon social utility (Ewen & Ewen, 1982, p. 37). Although this was embraced throughout the film world, it affected the British film industry in two notable ways. This is given by Curtis who states that,‘’What was striking to us – an audience of artists, writers, journalists and filmmakers – was the assumption evident in all these films, that making cinema could be a first-person-singular affair, and that film language could be as complex and highly individual. In contrast, The films supported by the one source of public funding at the time, the British Film Institute's Experimental Film Fund, were very definitely cinema shorts, stepping-stones to cinema features. ’à ¢â‚¬â„¢ (Laing, 1992, p. 258)This use of short film techniques in which quick iconic symbolism was used in relation to characters made for a mutual embrace of the film techniques being produced by Hollywood. This incorporated sexual and iconic symbolism at its fore (Nuttal, 1968). This was a distinct detraction from the emerging realist depictions found in the dickens-like portrayals common to the kitchen sink drama or the playfulness of slap stick that had gone before (Hebdige, 1988). However, it is perhaps unwise to think of the industry as becoming entirely divorced of its British artistic tradition.Rather, Thompson states that, â€Å"We must remember the ‘underground' of the ballad singer and the fairground which handed on traditions to the nineteenth century; for in these ways the ‘inarticulate' conserve certain values – a spontaneity and capacity for enjoyment and mutual loyalties – despite the inhibiting pressures of magistrates, mill-owners, and Me thodists. † (Thompson, 1963, p. 63) It is with this notion of Hollywood driven sexual symbolism and the British tradition of mutual loyalties that we will now turn to the example of Goldfinger and the depiction of gender.Goldfinger was cast in the genre of the international spy film indicative of the archetypical male hero James Bond (Cohan & Hark, 1993). It features Bond as the main protagonist and Goldfinger as the main antagonist. However, it also involves the depiction of strong and sexualised female characters in crucial roles. In this, we see that although the females are highly sexualised objects and in many ways used by the two main protagonists, they are not subordinate or peripheral to the plot (Hebdige, 1988).This sexualised empowerment is articulated by their being made indicative to the overall consequence of the film. The leading lady is an intelligent and very beautiful woman caught between the loyalties of the two opposing characters. She is modelled on the for mer depictions of beauty founded in the 40s and 50s as seen in Marlin Monroe (Nixon, 2003). However, unlike Marilyn Monroe who was portrayed as a sexually exploitative and superficially unintelligent female figure, she is given as an intelligent woman caught in an ethical dilemma.This clearly highlights the implementation of the depiction of the female in line with Hollywood at this time (Murphy, 2004). However, with the character traits of intelligence and up front honesty and naivety, this is perhaps indicative of the British tradition and the mutual loyalties that drive the spontaneity of the plot. Unintentionally playing upon Bond’s sympathies, she is taken away from Goldfinger and given the approval of the Bond character. However, in her death scene we see the significance of her betrayal.Essentially, she is cast in Gold, which is indicative of the title, and left to die. However, this form of martyrdom is not a moral consequence of her flirtation between characters, but rather an idealisation of the power of iconic female sexuality (Mort, 2004). Furthermore, it evokes a cosmopolitan reference by symbolising the Egyptian sexual princess Cleopatra. In doing so, this reflects a strong use iconic sexuality to superficially relate to the international, cosmopolitan domain (Green, 1998).In summary, it would appear from the depiction of gender of the film Goldfinger, that British film was moving to incorporate a cosmopolitan portrayal in relation to the changes in culture of the time. It would appear that in the depiction of gender, sexuality was an explicit ingredient as was the case in Hollywood films. However, rather abandoning all sense of British tradition, the use of sexual symbolism was employed through a plot involving mixed loyalties and unseen conditional forces. BibliographyCoates K Topham A (1968) Industrial Democracy in Great Britain: a book of readings and witnesses for workers control London: MacGibbon and Kee (ed. ) Cohan, S. , & Hark, I, R. , (1993) Screening the Male New York: Routledge Ewen, S. , & Ewen, E. , (1982) Channels of Desire Minnesota: University of Minnesota Goldfinger, Sony Pictures Home Entertainment, (1964) Green, P. , (1998) Cracks in the Pedestal Massachusetts: University of Massachusetts Press Hebdige, D. , (1988) Hiding in the Light London: Comedia Laing, S., (1986) Representations of Working Class Life 1951-1964 London: Macmillan Mort, F. , (1996) Cultures of Consumption: Masculinities and Social Space in late twentieth-century Britain. London: Routledge. Murphy, P. F. (2004) â€Å"Introduction†, in Murphy, P. F. (ed. ) Feminism and Masculinities, pp. 1-21. Oxford: Oxford University Press. Nixon, S. , (2003) Advertising Cultures: Gender, Commerce, Creativity. London: SAGE. Nuttal, J. , (1968) Bomb Culture London: MacGibbon and Kee Thompson, E, P. , (1968) The Making of the English Working Class Harmondsworth: Penguin

Impact of Hrd Mechanism on Emotional Intelligence

Firstly, we cannot express sufficient appreciation to our advisor Mrs. Koran Taker. We are fortunate to have such a passionate and exemplary advisor. Her patience and support enabled us to overcome the challenges encountered by us during our entire journey as an MBA student. She has read our dissertation literally word by word and provided insightful and invaluable feedback that we would not have been able to receive from anyone else. We have truly learned from her how to live as a scholar, a teacher, and a Mentor. We also thank our H. O. D. Ms.Supreme Sinai, for building our inundation as a researcher and teaching us how to write a dissertation. We owe a debt of gratitude to all of the Lovely Professional University colleagues in the program. We also want to thank members of LEAP for their prayers and support. They treated us like their own family. Our love and appreciation go to our family for their endless support. Special thanks to our parent's, who have provided all of the wonde rful opportunities in our life. Executive Summary Emotional intelligence is gaining prevalence in all the walks of personal and professional lives of individual as well as the organizations.With the increasing individual adapt better and manage a meaningful work life with enhanced values and ethical standards. It is desirous on the part of the organizations to tap this potential and lead the company towards an ethical work environment leading to effective performance and heightened satisfaction. With this forethought in mind, the current paper sets out to examine the relationship between the dimensions of emotional intelligence and HARD climate at workplace in Indian Banking sectors.The results suggest that emotional intelligence and its dimensions are significantly related to HARD climate at workplace and variables of emotional intelligence namely, elf awareness, interpersonal connectivity and emotional regulation have a predictive relationship with HARD Climate at workplace. In th is study, it was investigated whether there is any impact of HARD Climate on emotional intelligence (II). A survey questionnaire was administered to 1 50 employees from different Banks in Calendar.In this context, HARD is playing an important role in the organizations. HER meaner employees in organization, who work to increase the profit for organization. Development, it is acquisition of capabilities that are needed to do the present Job, or the future expected Job. HARD is the process of helping people to acquire competencies. Climate, this is an overall feeling that is conveyed by the physical layout, the way employees interact and the way members of the organization conduct themselves with outsiders.Organizational climate is a set of characteristics of an organization. To survive it is very essential for an organization to adapt itself to the changes in the environment and also continuously prepare their employees to meet the challenges; this will have a positive impact on the o rganization. The HARD climate is changing due to some factors which are influencing change in the business scenario which are globalization, merger and acquisitions, technology, outsourcing. The HARD climate plays a crucial role in determining organizational performance.The objective of incorporating HARD mechanism is to develop the individual as a person to continuously recognize, develop and use their potential. This will develop the individual in relation to their Job and their future expected role. The overall impact would be the development of the organization as a whole to promote capabilities of the employees. This would create a climate conducive to accomplish organizational effectiveness. The success of an organization largely depends on the favorable HARD climate.Existence of a favorable HARD climate will give space to a supportive atmosphere which allows the employees to improve their skills. A proper functioning HARD climate is like an investment on employees which will lead to higher returns in terms of increased performance. The employee giving higher performances will definitely be content with his Job and personal development and will step to the other level of emotionally stable. HARD mechanisms are required for the growth of a company and the idea is that the entire process should be transparent and known to all the employees.The real concern is to find out the area which needs which needs improvement. There are many HARD mechanisms available to develop the competencies and skills of employees and improve the overall organizational climate. The HARD mechanisms are like performance appraisal, potential appraisal, feedback [5] resource planning, recruitment, selection and placement. Besides this, trend in the organizations is changing these days. To attain personal and organizational success the factors required go beyond the intellect, such as maturity, empathy, communication, stability.To understand and manage emotions is very much important when working in an organization. We are all aware of IQ or intelligence quotient. But we are not much familiar with emotional intelligence. Emotional intelligence was popularized by Daniel Coleman in his book, Emotional Intelligence. The concept of emotional intelligence is a broad term that encompasses a wide range of individual inherent skills and capabilities, usually called soft skills or inter and intra-personal skills, which fall outside the category of that are outside the conventional skills and knowledge.Emotional intelligence is more like being fully acquaint of our own emotions and behavior pattern and their dynamic relationship with traditional intelligence. The emotionally intelligent person will be able to handle pressures and adapt to the continuous work related changes. Both emotional intelligence and cognitive intelligence are like two sides of the coin which are really essential for the human mind. It is said that if one is lacking the other part has to be compensa ted to accustom and survival. Since 1990, Peter Salvoes and John D.Mayer have been the leading researchers on emotional intelligence. In their influential article â€Å"Emotional Intelligence,† they defined emotional intelligence as, â€Å"the subset of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to criminate among them and to use this information to guide one's thinking and actions† (1990). As they defined emotional intelligence, they also proposed four branches of emotional intelligence which are perceiving emotions, reasoning with emotions, understanding emotions and managing emotions.The idea is to see that if good HARD climate helps in retaining the employees and increase their level of motivation to perform better and stay in the organization. The purpose of the study is to study about what are the implications of HARD mechanism in developing emotional intelligence among the employees. Significance of the Study This study is one of the first known attempts to uncover the relationships among El and HARD climate in empirical research. Because it is currently difficult to find an empirical study that integrates these concepts, this study can provide foundational knowledge for further research on the topic.The results of this study will also have implications for practitioners in the field of human resource development. Though applications of El are already actively used in training and development programs after the concept was popularized by Coleman (1995), the problem is that there is not efficient scientific evidence for the effect of El in the workplace (Matthews et al. , 2002). Though there are a few studies that have found significant relationships considered neither the contextual factors of the work settings nor the effect of emotional intelligence experienced by workers.Thus, it is still not certain in which circumstances El and HARD climate have an effect on work outcomes. Thi s study will identify the contextual factors that interact with the employee's El to bring about consequences in the workplace. Therefore, human resource development restrictions may be able to apply the findings of this study in exploring the possibilities of designing and implementing El development programs. There is still a lack of research on the construct in the field of human resource development . F significant relationships among employees' El are found in this study, practitioners may apply this finding to explore the possibility of reducing employees El . Limitations of the Study 0 Because this study will be conducted in specific work settings, the findings may not be applicable to a Job environment with different characteristics. 0 Also, the results of his study may not be generalized to employees in organizations that have a different culture because emotion display rules are a function of societal norms, occupational norms, and organizational norms. In addition, cautio n is needed when interpreting the results of this study. Even if an individual's El is found to have positive effects, this does not necessarily imply that people with high El should be selected when organizations hire employees. Nor will this [7] research provide any evidence about whether El development programs are possible or effective. 0 Finally, there is much controversy over whether emotions can be assured empirically. Thus, the limitations of the instruments used in this study may have an effect on the usefulness of the results in a workplace setting.Objectives:o To study the implication of HARD mechanism on emotional intelligence. Hypothesis:Ho -There is no significant relation between HARD mechanism and emotional intelligence. Hal- There is a significant relation between HARD mechanism and emotional intelligence. Definitions of Key Terms Key terms in this study are defined as follows. Emotional intelligence (E') :-is the ability to identify, assess, and control the emotion s of oneself, of others, and of groups. It can be divided into ability El and trait El.Ability El is usually measured using maximum performance tests and has stronger relationships with traditional intelligence, whereas trait El is usually measured using self-report questionnaires and has stronger relationships with personality. Emotional awareness:-emotional awareness is the first step needed towards getting an emotion in order to be able to get rid of it. For example you might be feeling happy while being with your friends then suddenly and out of no where your mood swings.This didn't happen out of nothing as it seemed but you Just didn't notice the trigger hat resulted in the mood swing because you didn't develop proper emotional awareness Self-assessment: -Self assessment is the process of looking at oneself in order to assess aspects that are important to one's identity. It is one of the motives that drive self-evaluation, along with self-verification and self-enhancement. Self -confidence:-self confidence relates to self-assuredness in one's personal judgment, ability, power, etc.Self-control:-Self control is the ability to control one's emotions, behavior, and desires in order to obtain some reward, or avoid some punishment. Presumably, some smaller) reward or punishment is operating in the short term which precludes, or reduces, the later reward or punishment. Empathy:-Empathy is the capacity to recognize emotions that are being experienced by another sentient or fictional being. Performance Appraisal:-let is a method by which the Job performance of an employee is evaluated.Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Feedback:- Information about reactions to a product, a person's performance of a task, etc. , used as a basis for improvement. Social competence:-Social competence is a complex, multidimensional concept consisting of social, emotional (e. G. , affect re gulation), cognitive (e. G. , fund of information, skills for processing/acquisition, perspective taking), and behavioral (e. . , conversation skills, proboscis behavior) skills, as well as motivational and expectancy sets (e. G. , moral development, ceaselessly) needed for successful social adaptation. Social competence also reflects having an ability to take another's perspective concerning a situation, learn from past experiences, and apply that learning to the changes in social interactions. Personnel competence:- The set of individual personality traits which enable individuals to manage themselves independently and capably.Emotional Intelligence: Conceptual framework Concepts of intelligence have evolved over the last 100 years. In the first half of the 20th century, there was a common belief that the adequate measure of IQ test. But looking into the findings of current researches, it is said that the IQ scores as the measure of intelligence need to be interpreted with caution . Academics as well as the practitioners have conveyed that the intelligence of human beings and its implications for the organization should be considered from the cognitive and emotional perspectives.They say that as compared to cognitive intelligence, it is the emotional intelligence that has greater relevance to organizational successes. In 1900 Alfred Binge begins administering tests to French school children for intelligence and first large scale administration of IQ test was held to US army. The notion of El can be traced to Thorniness (1920) concept of social intelligence, Heckler's (1940) proposition conceptualization of of non-intellective abilities as well as Gardener's (1983) personal intelligence. However, the term of 'emotional intelligence' (E') owes its origin to Salvoes and Mayer (1990).They originally defined emotional intelligence as the ability of an individual to monitor one's own and others emotions, to discriminate among the positive and negative effects of em otion and to use emotional information to guide one's thinking and actions. Then emotional intelligence has been popularized by Coleman (1997), the concept is derived from social intelligence Monsoons and Indris, 1999). Unlike abstract intelligence, which refers to the ability to understand and manipulate symbols, or concrete intelligence, social intelligence refers to the ability to understand and relate to people.According to the Coleman†s emotional intelligence model he identifies four emotional intelligence domains and 19 associated competencies. These four domains are self awareness, self management, social competence and social management El is also can define as an individual's ability to accurately perceive reality so as to understand and regulate their own emotional responses as well as adapt and respond to others (Mayer and Salvoes, 1997; Paltrier, 2002). This emerges as four interrelated social skills, grouped around knowledge, perception, regulation and mineral int elligence (Mayer and Salvoes, 1997).Leaving aside general intelligence, the other components relate to the individual's ability to manage their emotional response (Coleman, 1998; Mayer and Salvoes, 1997). [10] Emotional perception allows individuals to respond congruently, as they recognize their own and others† emotional responses. Emotional regulation meaner individuals self-monitor the intensity and direction of their own and others â€Å"emotional responses, as Paltrier (2002) highlights, allowing them to moderate negative emotional reactions and remain positive.Regulation, the third component, allows individuals to utilize their emotional knowledge to promote creativity and flexibility, framework be personalized in the following ways. First, individuals who understand their own emotions can more accurately identify their responses and so change if need be. Second, the intellectual use of emotions meaner individuals† cognitive decisions are more acute, so they are b etter able to assimilate information, make Judgments or be creative and solve problems.This suggests emotionally intelligent people are more self-aware regarding their strengths and limitations, and because of this they are claimed to be more confident, optimistic, legible, innovative and comfortable with new ideas (Black, 1999; Coleman,1998; Mayer and Salvoes, 1997). Clearly,employees offer advantages to contemporary organizations wanting to gain competitive advantage through adaptability, rapid response and change innovation. At this point, we must acknowledge that studies of emotional intelligence are in their infancy, with some questioning the veracity of the concept (Hunt, 2001) and its measures (Becker, 2003).Relationship of Emotional Intelligence with other organizational factors Factual Ihram. Et. Al. (2002) investigated the relationships of the five dimensions of emotional intelligence: self-awareness, self-regulation, motivation, Emma-thy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining. Data (N = 1 ,395) for this study were collected with questionnaires from MBA students in seven countries (U. S. , Greece, China, Bangladesh, Hong Kong and Macaw, South Africa, and Portugal).The results in the U. S. Suggested that self- awareness is positively associated with agglutination, empathy, and social skills; self regulation is positively associated with empathy and social skills; empathy and social kills are positively associated with motivation; which in turn, is positively associated with problem solving strategy and negatively associated with bargaining strategy. Differences among countries in these relationships were noted and implications for organizations discussed. [1 1] Brewer,et. L(2012) examined different models of emotional intelligence with respect to capability, competency, and traits. It offered a comparison of emotional intelligence with other leadership styles and the associate d skill sets which can be both learned and taught. It discussed the implications of emotional intelligence as to organizational culture wherein examined are the applicability of business models with other theories of emotional intelligence. Detailed are information on the ability and mental model of emotional intelligence which can be achieved at four levels from infancy to adulthood.Gulling trip also carried out study on emotional intelligence on the different model of emotional intelligent with respect to capability, competency,trait. Laura. Et. Al. (2011) examined the effects of emotional intelligence on getting along and getting ahead leadership behaviors at work. The results found room an analysis of a dataset derived from a 3600 leadership behavior survey effect on collaborative behaviors at work, and collaborative behaviors directly affect the inspirational side of leadership performance.Floret Elizabeth also visualized the study and examined the effects of emotional intellig ence on getting ahead leadership behavior at work. Gardenia. Et. Al(2012) conducted a study to investigate the relationship between emotional intelligence and agility of the workforce in order to determine how indicators of emotional intelligence facilitate the agility at the individual level. Statistical Population of this study included managers, supervisors and staffs of food companies and the simple random sampling method was used. The survey results have showed that emotional intelligence factors have an impact on workforce agility.The results also have revealed that factors which are related to interpersonal competence (Self-awareness, self-control and self-motivation) have more effects on the agility than factors which are related to social competence (empathy and relation management) and have a greater role in workforce agility changes. Toadied Massey. Et. Al (2010) assessed a study to investigate the relationship twine emotional intelligence and variety of organizational po wers among them is one of the research goals. Pearson correlation and a questionnaire were the tools used to collect data.The results shown that there is a directionally positive relationship between emotional intelligence and the tendency to admittance of expert and referent power. Moreover, there is a reverse relationship between emotional intelligence and the tendency to admittance of coercive power, legitimate power and reward power. Should Stayed. Et. Al (2010) demonstrated a study to measure the effect of emotional intelligence and [12] ender on Job satisfaction in three different governmental organizations in Egypt (Information and Decision Support Center (ODDS), Ministry of Communications and Information Technology (MIMIC) and (N.B.).A survey method was used to gather 48 questionnaires from employees who have worked in the three organizations. It employed a linear regression with emotional intelligence and gender as the independent variable. The results lead that employees w ho are of high emotional intelligence are more satisfied with their work more than the employees who are of low emotional intelligence. The outcomes of testing the research hypotheses showed here major findings: First, gender has insignificantly influenced with Job satisfaction, second, emotional Intelligence significantly influences with Job satisfaction.Third, emotional intelligence and gender interact to influence with Job satisfaction. Emotional Intelligence at the Workplace: The benefits of applying El in the workplace may include higher tolerance for stress, better people management skills and more effective performance as part of a team (Killeen, 1996). Researches have also showed the linkages between Job satisfaction and El. Higher levels of El predicted higher levels of Job satisfaction and stronger inspections with co-workers and supervisors (Abraham, 1999).Fisher (2000) linked emotions and moods with Job satisfaction. Recently, Cote and Morgan (2002) found that amplificat ion of positive emotions increased Job satisfaction while suppression of unpleasant emotions decreased Job satisfaction. The El construct has important (Cooper and Safe, 1997) . In the organization domain, several studies examine the relevance and prevalence of emotional intelligence in the context of the corporate sector.Sings (2003) compared Japanese and Indian managers and concluded that Japanese managers were high on thinking, while Indian managers were high on leaning. Further it has been argued that since Indians, by and large have high affiliation need, this needs to be tapped effectively through the appropriate use of the concept of El that yields enhancement in productivity. This shows that the need of El is not uniform across occupations. The relationship of El was studied with leadership effectiveness, success and Job satisfaction among Indian army officers by Survivalist (2003).It was found that emotionally more intelligent army officers adopted a transformational style of leadership to motivate their subordinates to perform beyond expectations. They also perceived them to be more successful in their careers. Highs (2004) have studied the relationship between [13] emotional intelligence and performance in UK call centers. To explore the relationship between the El of call center agents and ratings of their performance, a sample of 289 agents from three organizations was studied.Results included a strong relationship between overall El and individual performance as well as between several El elements from the model and performance concluding that individuals having good emotional intelligence were better on their work performance. Another study examining the relationship of emotional intelligence and job satisfaction among 291 Indian army officers using a structured interview schedule was reported by Survivalist (2004). The result showed that the overall regression equation between the dimensions of El as predictors and Job satisfaction as criterion variable was not significant.This result suggested that El does not contribute towards satisfaction with the Job. Whereas, other researches have showed the linkages between Job satisfaction and El. Higher levels of El predicted higher levels of Job satisfaction and stronger connections with co-workers and supervisors Abraham,1999; Kahn, 1990). Vender Zee and Wave (2004) examined the usefulness of trait emotional intelligence among a sample of 1,186 top managers who filled out questionnaires for emotional intelligence and were evaluated by a consultant on their competencies.Three higher order factors were found to underlie the Bar-on emotional quotient Inventory (Bar-On,1997): Sense of accomplishment, empathy and playfulness. On the whole, top managers scored higher on the El dimensions compared with a general population sample. High El scores were particularly found among managers from enterprising occupational environments hat is environments dominated by activities that entail pe rsuading the leading others to attain organizational goals or economic gain.Another review was reported by Giddier, Matthews and Roberts (2004) for conceptualizations and empirical evidence in support of emotional intelligence and its claimed role in the occupational environment. Consideration is given to the purported status of El in occupational and career assessment (with particular emphasis on personal selection and placement), Job performance, and satisfaction. Overall this review demonstrates that recent