Labeling Theory - 1717 Words

Running Head: | Labeling Theory | Labeling Theory Stacie O Reilly Miller-Motte Lisa Bruno October 20, 2012 Abstract According to the works of Frank Tannenbaum, Howard Becker, Edwin Lemert and the Labeling Theory, career criminals are often created by our juvenile justice system and by our society and their labeling of juveniles who have been convicted of committing a deviant act. These youngsters are often labeled as juvenile delinquents . The Labeling, not the juvenile s characteristics, can create a habitual offender. Labeling Theory Frank Tannenbaum, also known as the Grandfather of the Labeling Theory, in 1938, wrote against popular beliefs that juvenile delinquents were different in many ways than†¦show more content†¦The answers to the survey questions are harsher than expected: 0 Would you hire someone you recently saw in the local mug shots? The answers were in multiple choice formats and are as follows- no, probably not, probably, or yes. Of the persons surveyed, 26.7% responded no , 53.3% responded probably not , 20% responded probably and no one responded yes . 0 Would you allow your teenager to date someone you recently saw in your local mug shots? With the same four choices for answers, 60% answered no . 26.7% responded probably not , 20% responded probably , and no one answered yes . 0 Would you feel comfortable walking next to someone you recently seen in the local mug shots? Having the same answering options as the above questions, 6.7% answered no , 13.3% answered probably no t , 66.7% responded with probably and 13.3% answered yes . The above numbers show how negatively people are thought of after an encounter with the law, regardless of guilt or innocence. This must be apparent to the person being labeled silently by those in his/her community, the treatment received may have a major impact on his/her self-image and they may accept this view as true and will be accepted by others in the same situation. Felons, by definition, are those people who have been convicted of a serious crime. These convictions can be of many things from conspiracy toShow MoreRelatedLabeling Theory Or Social Reaction Theory Essay915 Words   |  4 PagesChapter 7 contains a discussion of the labeling process. Describe that process. Schmalleger describes the labeling theory or social reaction theory as one that sees persistent criminal behavior as a result of not, having the chances for normal conduct that follow the negative responses of society to those that have been labeled as criminals. There is an expectation of a continuous increase in crime that is a direct effect of the label that is attached. The result of negative labels creates limitedRead MoreSchool Drop Outs/Labeling Theory Social Learning Theory1499 Words   |  6 Pagesdifferent theories than can be applied to being a dropout. The two that will be discussed and given examples of are the Social Learning Theory and the Labeling Theory. The social learning theory was proposed by Albert Bandura and has become perhaps the most influential theory of learning and development. While rooted in many of the basic concepts of traditional learning theory, Bandura believed that direct reinforcement could not account for all types of learning. The Social Learning Theory focusesRead MoreLabeling Theories And Labeling Theory843 Words   |  4 PagesLabeling theory focuses on the formal and informal application of stigmatization of deviant labels or social â€Å"tags† by society on some of its members. The process of labeling involves an engagement of â€Å"Social groups [that] create deviance by making the rules whose infraction constitutes deviance, and by applying those rules to particular people and labeling them as outsiders. From this point of view deviance is not a quality of the act the person commits, but rather a consequence of the applicationRead MoreThe Basis Of Labeling Theory As A Whole Is Practicall y1777 Words   |  8 PagesThe basis of Labeling Theory as a whole is practically exactly as it sounds, the labeling, or stigmatizing, of a person or group of people throughout their life. This labeling is the result of how that person, or group of people, identifies and behaves throughout their life. This idea of the Labeling Theory comes from Becker, who claims that individuals will conform with what is said and assumed about them. Becker’s theory states the idea that those who are labeled throughout life as deviant willRead MoreLabeling Theories And Labeling Theory3093 Words   |  13 PagesLabeling Theory Introduction to the Labeling Theory: Labeling theory is a theory of how individuals’ self-identity and how behavior can be determined or influenced by the labels used to describe or classify them. The theory is a huge part of criminology that aims to dictate why certain people who commit crimes are defined as deviant, while others who commit crimes are not depicted as deviant. The labeling theory asks who applies what label to whom, why they do this, and what happens as a resultRead MoreLabeling Theory2105 Words   |  9 Pagesï » ¿Intro: The labeling theory is based upon the idea that one is not considered deviant through their actions, but instead deviance is built upon from people negatively judging an individual with disparate behavioral tendencies from the cultural norm. It centralizes around the idea that deviance is relative, as nobody is born deviant, but become deviant through social processes when surrounding peers consistently label a person as deviant. Therefore, one becomes a deviant because one believes thatRead MoreLabeling Theory3304 Words   |  14 PagesLABELING THEORY Sociologyindex, Sociology Books 2008 Labeling theory arose from the study of deviance in the late 1950s and early 1960s and was a rejection of consensus theory or structural functionalism. Tannenbaum was among the early labeling theorists. His main concept was the dramatization of evil. He argued that the process of tagging, defining, identifying, segregating, describing, and emphasizing any individual out for special treatment becomes a way of stimulating, suggesting, andRead MoreLabeling Theory1928 Words   |  8 PagesLabeling Theory When an individual become labeled as a criminal it becomes their master status. Â…deviance is not a quality of the act the person commits, but rather a consequence of the application by others of rules and sanctions to an offender. The deviant is one to whom that label has successfully been applied; deviant behavior is behavior that people so label Howard S. Becker, (1963) Outsiders, (p.9). If you are labeled as a criminal, people do not consider all the good things you haveRead MoreThe Theories Of The Labeling Theory2041 Words   |  9 PagesHistorical Theoretical Conceptualization The labeling theory is a theoretical development within the field of criminology, it is a theory that is used to determine self-identity and behavior of individuals. The theory is also used to classify and or describe the identity and behavior of individuals. It is connected to the concepts of self-fulfilling prophecy and stereotyping (Paternoster Bachman, 2013). The primary authors of labeling theory are Howard Becker and Edwin Becker. The works of theseRead MoreLabeling Youths...and The Consequences Thereof1394 Words   |  6 Pagesthem and whether or not they become an outsider. Labeling youths is an unnecessary evil that often times changes children into criminals. To understand labeling we must first look at its definition. Labeling Theory is a theoretical approach to deviant behavior, basically stating that applying formal definitions to an individual results in a negative self-concept that may subsequently provide motivation for further acts of deviance. (Rush 203) Labeling became a popular perspective during the 1960s

Critical Analysis on the Context of Multi-agency Team Work Free Essays

string(184) " A shows the ways that clients enter the psychiatric services, and where inter-professional collaboration happens, it also shows that this care team is a hybrid parallel pathway team\." This essay will focus upon a critical incident analysis in the context of multi-agency team work and inter-professional working. The details of the incident will be drawn from the authors recent experience with the Community Housing Support Team, in particular from Care Programme Approach meetings. The names of both clients and staff, as well as details pertaining to their locale have been changed or omitted to comply with the UKCC†s Code of Professional Conduct, Clause 10, (UKCC, 1992). We will write a custom essay sample on Critical Analysis on the Context of Multi-agency Team Work or any similar topic only for you Order Now The situation used within this assignment is based upon two clients who co-habit in a first floor maisonette as common law husband and wife. Mr Client has a diagnosis of paranoid schizophrenia which is controlled with xenobiotics and is the main carer for Mrs Client who has a diagnosis of chronic schizophrenia also controlled by xenobiotics that are administered by Mr Client. Mrs Client also has a prolapse of the uterus which causes her to suffer from double incontinence. Arrangements have been made for Mrs Client to have the required operation to repair the problem, however prior to admission Mrs Client becomes very anxious and has twice refused to have the operation. Both clients have a poor dietary intake, poor personal hygiene, high caffeine intake, and a heavy smoking habit. The conditions that the clients are now living in due to the above being ongoing for some time are now less than satisfactory, and to that end the present situation and what should be done about it, has become the primary focus of the various professionals and agencies involved in care of the clients. Each client has their own keyworker representative from the agencies and professionals involved in their care, these are a community psychiatric nurse (CPN), social worker, and a member of the housing support team (HST). Both the clients have home care workers visiting as part of the social work input, and they also share the same general practitioner (GP), and psychiatric consultant. Housing support team input was on a daily basis with both clients and their role was to assist the clients with shopping and encourage the clients to use leisure facilities and local transport. The housing support team although referred to separately within this essay are officially part of the social work team, as this is the source of their funding. The social work keyworkers roles were to visit the clients on a regular basis and to assist with benefits, finances etc, as well as assisting the clients in conjunction with the rest of the care team if a crisis arose. The social work department had also arranged for home help to visit on a regular basis to assist with housework and hygiene. The clients community psychiatric nurse†s role was to monitor medication and mental state. These are the defined roles as the author understands them, however the care team as a whole interchanges, shares, or crosses over roles as a matter of course throughout the care deployment. In order to properly analyse the inter-professional working of the clients care team, it is important to collate the differing aims of each profession involved. Mr and Mrs Client†s keyworkers from the housing support team were of the opinion that the client†s accommodation had reached the stage where it was posing a health risk for both the clients and other residents in the building. Because the housing support team had daily input with both clients they were also able to pick up on various other aspects of care that appeared to require revaluation, such as medication and mental state, and had encountered such an issue with Mr Client giving Mrs Client the incorrect dosage of medication. Taking into account the issues raised the housing support team felt that they were maintaining a poor quality of life for the clients, and that alternative sheltered accommodation, and care approach should be discussed as this was unacceptable. The social work keyworkers in addition to their normal visits had arrangements for further visits outside of the care plan agreement as there was a recognised need for more intense support at this time. It was felt that placement in a nursing home as a couple with continuing input from the housing support team and community psychiatric nurse, would improve the clients quality of life. The clients general practitioner and consultant had made a referral to residential services. Both clients community psychiatric nurse felt that the clients mental state did not warrant an admission into hospital, however further arrangements should be made regarding medication and accommodation. These various agencies and professionals come together, in this case every six months, to partake in a care programme approach meeting (CPA). The care programme approach was first considered in nineteen eighty-nine then again in nineteen ninety in a Department of Health circular, before being implemented in nineteen ninety-one as an official guideline. However inter-collaborative working has been an aim of government policy in mental health services since the nineteen seventies, (COUCHMAN, 1995). Its target group being psychiatric clients in hospital, community or other specialised mental health service. The aim of the guidelines were to encourage greater efficiency and co-operation between the various agencies and professionals involved in the care of a client or clients. This was to be done by systematically assessing all the clients needs and the agency or profession that could best meet those needs, the appointment of a keyworker from one of the agencies or professions involved, to reach agreement between the carers involved and the client, and then to implement, monitor and set regular review dates, (COWART SEROW, 1992), In addition to the care plan approach meetings there is almost daily interaction between the agencies and professions involved. In addition to this there are meetings within each individual agency or profession, usually on a weekly basis, concerning the most appropriate delivery of care within the role of the individual agency or profession. The diagram in Appendix A shows the ways that clients enter the psychiatric services, and where inter-professional collaboration happens, it also shows that this care team is a hybrid parallel pathway team. You read "Critical Analysis on the Context of Multi-agency Team Work" in category "Essay examples" Efficient inter-professional collaboration exists only where there is good group dynamics and working relationships, both within the care team and within the government who†s laws and guidelines that care team follows. However when reviewing the history of British social policy it is easy to become pessimistic, Webb, (1991) points out, â€Å"exhortations to organisations, professionals and other producer interests to work together more closely and effectively litter the policy landscape, yet the reality is all to often a jumble of services fractionalised by professional, cultural and organisational boundaries and by tiers of governance†. In order to overcome these problems they must first be identified and then strategies devised to overcome them. Whilst in the community with the housing support team the author observed that the main problem or cause of problems was communication, whilst ironically, most if not all of the problems encountered could have been avoided or solved more efficiently with effective communication. However the author feels this may be viewed by many as an over-generalisation, and so will break this down further into some of the ‘sub† problems. A key difficulty is that working together appears to be the logical way forward, yet it is the authors experience that little consideration is given to the effects of such an activity, (CARLING, 1995). From an agencies or professions point of view collaborative activity raises two main difficulties first it looses its freedom to act independently when it would prefer to maintain control over its domain and affairs. Second, it must invest scarce resources and energy in developing and maintaining relationships with other organisations, when the potential returns on its investment are often unclear or intangible, (HUDSON, 1987). The main sources of conflict within an organisation and inter-professional collaboration are communication, power, goals, values, resources, roles and personalities. As mentioned previous a major source of conflict is the misunderstanding or breakdown of communication. However communication can also be used as a tool for clarifying opposing views. It is the authors observation that most values within an organisation are internalised and are therefore difficult to change, but they can be clarified through communication so as not to become a barrier. This kind of logic is a skill that can only be learnt through the application of common sense and the wisdom of experience, (BILLIS HARRIS, 1996). Conflict situations often arise suddenly, the author has observed that the more people that attend a meeting or that are involved in a decision regarding care organisation the more potential there is for conflict to occur. Power causes conflict when there are relationships within organisations between individuals of unequal power, the classic example being the doctor/patient relationship, or the nurse and the consultant. This can cause additional conflict where there are differently structured organisations working together as the power differences between individuals then become unclear. For example the power relationship between the community psychiatric nurse and the social worker. Another common cause of conflict is different goals, different methods of reaching those goals, different values, unclear or overlapping designation of responsibilities, lack of information and personality conflicts. It is acknowledged within health care that some conflicts can not be resolved, Mallory, (1981) states that unresolved conflicts need to be managed carefully within any work group in order to balance the level of conflict. Banton, (1985) remarks that the essential point is that conflicts of interest are of fundamental importance in all major areas of life in our society and therefore full consensus is only possible when people are prepared to restrict themselves to the trivial. Conflict in an open environment can be beneficial to the work environment as when handled in a mature and professional manner conflict can lead to creativity, innovation or growth, however if to much energy is expended in non productive activity then conflict becomes destructive. It is the authors opinion that conflict is an inherent part of the nursing and general health care culture, and that psychiatric nurses in the community are prime candidates for this because of the need to work collaboratively with people both professional and non professional of varying social, ethnic and educational backgrounds. Collaboration suggests that the combined power of the agencies or professions is distributed evenly, yet nurses are employed in a hierarchical system. Huber, (1996) suggests that nurses find that working in groups creates a situation in which there are a number of different colleagues and a variety of client types and different personalities to work with, these are complex interrelationships, and added to that complexity is the fact that there are multiple providers requiring co-ordination and communication to manage the care for any client. Within healthcare as a whole there is an interdependence between its members. The multi-disciplinary team breaks down into multiple care providers each relying on the other to carry out a portion of the work. For example a member of the housing support team can not monitor a clients medication if the clients community nurse has not organised the Doset box from the pharmacy. The source of conflict can be organisational, interpersonal or a combination of both. Personal and organisational goals and values may also be in conflict with or over general policies, a general policy being the course of action taken by an institution, department or unit. Policies in the main are meant to soothe conflicts over specific issues, they are designed to give about standard ways to make decisions in recurring situations. However different people within the care team may approach situations with differing viewpoints on how to best deal with certain issues, differences may occur over such things a clerical or managerial routines, or over record keeping and information sharing. Clashes may result at the intersection of a nurses professional judgement as an autonomous professional with standardised policies developed by the institution and designed to produce uniform behaviour, (AJN, 1987). Resource allocation comes under organisation issues and is especially important in the case of Mr and Mrs Client as the general consensus is that sheltered accommodation of some description is required, which inevitably will require funding. Budgeting has caused conflict over scarce resources within organisations. In the case of Mr and Mrs Client the funding for the accommodation should come from the social services department. Power conflicts can be both organisational and interpersonal and result in role conflicts. Role conflicts have been identified as being of two types, role overload and role ambiguity. Role overload is when a carer is expected to perform the work of other employees or disciplines in addition to providing their normal care tasks. Whereas role ambiguity is when the role and responsibilities of the carer expands faster than is officially recognised, (JOHNSON, 1994). To assist in making interprofessional collaboration joint working recommendations such as those stated in Building Bridges, (1996) have been suggested these include commitment on all levels of care approach and delivery, to maintain a primary focus on the service users, jointly owned or shared strategies for care of people with severe mental health problems, agreed procedures for access to services, agreed procedure for information exchange, clarification of roles and responsibilities and regular reviewing of interprofessional dynamics. vretveit, (1997) states that UK policy in the nineteen nineties has asked the question, what is wrong with the service? Rather than what problems need tackling in the outside world. In future it should re-focus on how partnerships between the users of the service, professional workers and managers can be achieved, in other words how can we make an integrated service truly democratic? The solutions to nearly all the crisis encountered by the care team can be or could have been solved or at least minimised through the effective use of communication. It is felt that it would also be important in interprofessional collaboration to have shared values and cultures, while a mismatch along these lines between health and social services has been well documented. (SMITH, 1993). Collaboration is the basis for team building and with the changes to healthcare, work redesign, restructuring and reengineering depend on effective collaboration, co-operation and group accomplishment. Proactive conflict resolution in work groups is the essence of building successful teams which are flexible and adaptable, and have a high degree of trust and communication. Therefore the ingredients for successful interprofessional collaboration may be a common goal, interdependence, co-operation, co-ordination of activities, task specialisation and therefore role clarity, equal division of effort and mutual respect. Team building is defined as being the deliberate process of creating and unifying a group into an effective functioning work unit to accomplish specific goals, (FARLEY STONER, 1989). In conclusion, collaboration has been called the most effective strategy for managing conflict to achieve long term benefits. However a wide differential in power (both felt and actual), exists between nurses, social workers, and consultants, and this hinders effective collaboration. Therefore with wide differences in power the most commonly used techniques seem to be compromise and accommodation. There are indications however that this is changing as the health service as a whole is and has undergone some major changes with the implementation of the care plan approach, care management and the formation of community teams such as housing support and community support teams, and as a result effective interprofessional collaboration could soon become more commonplace. (BALDOCK, 1974). How to cite Critical Analysis on the Context of Multi-agency Team Work, Essay examples

Oscar Wao free essay sample

The ending of a novel can be evaluated by the reader in several different ways, however to properly analyze the work is to further explore the logic of how everything has come to be. The ability of the author to show the reader that the ending is reasonable from the preceding action and the character’s nature is what should truly be examined. Not only is the ending of The Brief Wondrous Life of Oscar Wao by Junot Diaz both happy and unhappy, it is logical in the sense that it follows logically from the climax of the novel all while the character’s have been constant throughout, except Oscar. Oscar, the protagonist experiences a life-changing transformation that leads to his untimely death. However, the ending is convincing because of this transformation and it is convincing that the novel would end the way it would. Diaz wrote this novel in a way that kept the reader captivated and interested because his logic can not be questioned. We will write a custom essay sample on Oscar Wao or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As the novel is coming to a close, the reader finds that Oscar’s attitude and appearance changes rapidly, he experienced some great burst of energy to adjust his reclusive lifestyle. The sudden alteration in his life is never revealed to the reader, but seems to be more of a â€Å"deux ex machina† tactic to go with the ending. Because of the frequent switching of stories and histories, when the reader is reintroduced to Oscar at the end, chapters of his life are left out and he had suddenly transformed. Having been shunned by society during his high school and college years due to his odd looks and awkward social habits seemed to be too cruel for Oscar. There had had to be something bigger in store for him. Oscar even began to branch out from his hermit way of life after the change; he even visited his family in the Dominican Republic where he was driven too far by love for a woman he met. His determination and passion eventually led him to his death but it seemed just right. Oscar had shown throughout the ending an unbreakable determination to court this woman and win over her love. His new appearance and outgoing personality drove him to pursue her and never give up. Trouble began to brew because of the woman, and it seemed logical to any normal person to discontinue the pursuit; but Oscar’s stubbornness that was frequently depicted in situations throughout the novel led him to his death. In this novel there was no other way for Oscar to die logically; he needed a big bang to bow out of his eccentric life and what better way for him, than to die for love. True love, what Oscar had been searching for his entire life and finally found, had killed him. The conclusion of The Brief Wondrous Life of Oscar Wao by Junot Diaz is satisfying because the ending revolved around Oscar’s death, the separate stories of the novel now intertwined because of him. His transformation and new personality was ultimately the cause of his death, but in a sense it can be considered happy because it seems just right. Oscar becomes a new person and breaks free of his nerdy and rejected persona. Diaz seamlessly weaves the ending of Oscar Wao’s story and all the characters around him due to their natures and the preceding actions. The ending of this novel is convincing and logical because of Oscar’s new transformation which led him to do things which he would have not done before. These things that he did, most specifically pursuing a woman he should not have, led him to his death. Despite the morbid ending, it is not unreasonable; it is certainly logical and therefore satisfying to the reader.

Organizational Behavior Essay Example

Organizational Behavior Essay Organizational Behavior Dennis Gillispie BUS 610 Organizational Behaviors Instructor: Gary Shelton Date February 11, 2013 Abstract Organizational behavior may be defined as the investigation of the behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels. Although managers supervise many activities as they direct employees of difference task. Organizational behavior mainly concentrates on the people side of a business, whether it is nonprofit, private or a governmental entity. The concept of organizational behavior is designed to help a company accomplish its full potential by creating a satisfying and positive environment that leads to a higher level of success, profitability, and growth. By creating a satisfying and positive environment an organization is able to connect the human element with the operational elements of an organization. However there are many things that impact the behavior of an Organization and its people (Baack, 2012). Also there are many important areas which must be considered when analyzing the condition of a selective organizational behavior. When an organization is selective to be analyzed there are areas that must be measured for its effectiveness in order for managers to become effective, as well as for the people to enjoy being productive in their work environment. This paper will analyze various behavioral components, within the Holder organization, viewing its culture, the modes of communication within, its social rank, and the organizations motivations, how well the organization embraces the theory of emotional intelligence and virtual organization. We will write a custom essay sample on Organizational Behavior specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Behavior specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Behavior specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Organizational behavior may be defined as the investigation of the behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels. Although managers supervise many activities as they direct employees of difference task. Organizational behavior mainly concentrates on the people side of a business, whether it is nonprofit, private or a governmental entity. The concept of organizational behavior is designed to help a company accomplish its full potential by creating a satisfying and positive environment that leads to a higher level of success, profitability, and growth. By creating a satisfying and positive environment an organization is able to connect the human element with the operational elements of an organization. However there are many things that impact the behavior of an Organization and its people (Baack, 2012). Also there are many important areas which must be considered when analyzing the condition of a selective organizational behavior. When an organization is selective to be analyzed there are areas that must be measured for its effectiveness in order for managers to become effective, as well as for the people to enjoy being productive in their work environment. The Holder Construction Culture which is what they really call it. The Holder way is the way Holder do business, meaning the way they dress the way they act, and the expectation of attitudes across the broad as it relates to respect, response and responsibility. Holder takes the word responsibility and looks at it as the ability to response with respect to all and the actions of all employees’ exhibits that behavior within the Holder culture. Within the Holder culture we have a diversified makeup of employees from 80%White Americans, 10% Black Americans, 2% Hispanic and 8% others, however the authority recognized social rank is of the 80% White Americans which have set the ethical standards of the organization. The Holder organization is a family own business and has be in existence for over 50 years. Over the past 20 years the company has made some major transition in order to remain competitive pursuing talent as well as working consistency to retain good employees. As a matter of fact they say they what the best of the best. In order to understand how strategy impact organizational culture and why, an in-depth understanding of culture needs to be obtained. An organization’s culture is actually developed by the company’s way of doing business. It starts with how employees and customers are treated within the organization and if the stakeholders are empowered to contribute and be heard (Baack, D. 2012). Many in the Holder organization understands that culture is necessary in order to establish values and beliefs that shape the organizations objectives of how and what they want to accomplish (Pearce Robinson 2009). They also understand clearly that the holder culture represents their shared values among employees and shareholders. The loyalty and commitment which ea ch employee exhibits, out of the sense of respect for each other provides an atmosphere of family. The employees have a set of standards that guide them as individuals as well as groups to achieve the organizational gold’s. They are approachable and have no problem with questions asked and allow opportunities to ask questions. The culture is Pluralism, full of freedom, and democracy based. There is rarely outburst, or non- compliance from employees, mainly because the working environment is very positive. Although there is segregation once each ethic group depart from the work environment, once they all return to work the Holder culture began. It’s as everyone leave as much of their culture of origin at home, except the founding culture which is the dominant culture which is 80% white American. However this is understood and is likable to all culture so as it relates to culture attire, the attire is to meet the white American business attire, for example no braids for African America are allowed in the office work area. Although in the earlier decades, the modes of communication in the Holder culture was dominated by a form of verbal, face to face communication, due to the rapid pace of artificial intelligent such as fax machines cell phones and emails most communication is now non- verbal which is welcome by all Holder teams. In any changing organization, learning from mistakes is very important and the most important communication skill is listening. So due to the rapid pace of artificial intelligent communication has change in many ways. The ability to understand difference writing skill is very important, because of the frequent use of texting and emails. At Holder one main constant which everyone is aware of is if an email disappoint or seems to make you anger, do not answer that email until after 1pm that day if it was read that morning embracing a great amount of emotional intelligent. There are many variations in attitudes and managing the emotions that prompts feeling are sometime hard. However attitudes describe an individuals feelings toward a person, objects, concept, or event, and can be broken down into three components: cognitive, affective, and behavioral (Baack 2012) By waiting until after 1pm this allows Holder employees to become self awareness of their own emotions and then allow themselves to become sensitive the feelings of others, making time for their cognitive abilities to improve (Sole 2011). The Holder way emphasizes the mportance of clear, concise communication as a critical part of the success of the company and how effective communication occurs when the sender’s message is interpreted the way the sender intended it to be. When communication is interpreted the way the sender intended it to be understood, work can be accomplished accurately and efficiently (Johnson Johnson, 2009, p. 133). Communication in groups is sometime difficult, mainly because each member has differences personal circumstance and the motives sometime have hidden agendas. Holder has a motivation programs which is tailored to fix each Individual employee. The extrinsic motives which are tangible and visible, all employees have an ideal of others performance appraisals, pay raises and other compensation packages. These motives can be adapted to fit the needs of various organizational members, so each member communicates in ways that is competitive among each other (Baack 2012). Holder has also used group bonus incentives for performance and group achievement which sometime create friendly interactions with members of the group; also create a greater financial portfolio which serves at the individual needs level (Baack 2012). The Holder culture also know that change is to be anticipated, and their managers must work to give their employees a sense of control over changing situations as motivation technique to change (Rosenberg 1993). The Holder organization is a construction company in Atlanta GA and (Baack 2012) position on motivation theories says that many say that accountants and engineers are not necessarily representative of every type of occupation. Interviews of construction workers might result in different answers regarding workplace satisfaction and motivation, as would answers given by employees from other countries and cultures. In spite of these criticisms, many managers believe the two-factor theory helps explain workplace dissatisfaction. One of the strengths of two-factor theory, when compared to other need-based theories, is that the research was conducted in a work environment and was directed toward employment-related, rather than more general, motives. Herzbergs two-factor theory proposes that a certain set of factors is responsible for workplace dissatisfaction, while another set is responsible for workplace satisfaction. The theory has also been described as motivation-hygiene theory, because Herzberg calls the factors that affect satisfaction motivators and the factors that cause dissatisfaction hygiene factors (Baack 2012). Emotional Intelligence (EQ) is areas of important at The Holder organization in so much that all leadership positions before filled, the person that apply for the position must have completed the Myers-Briggs Type Indicator (MBTI) testing as well as have spent two week in the mountains of Denver to interact under observation with other peers. It is also a requirement at Holder that each salary employee takes at least one class per year to update their awareness of emotions which is an emotional awareness class that Holder provides in house. The Holder Company understands that there are many variations in attitudes and managing the emotions that prompts feeling are sometime hard. These attitudes which describe an individuals feelings toward a person, objects, concept, or event, must be under control at all times in the Holder organization. As (Baack 2012) indicates these feeling can be broken down into three important components which is the cognitive component, affective, and behavioral components. The thoughtful logic of an attitude is a significant part of the cognitive component of an attitude. The cognitive component provides reasons with premises in a person thought life that is important in the everyday business at Holder. The affective component is and very important component because the holder way say no matter what you are thinking in your head as it relates to your cognitive component, the outcome must not exhibit a negative behavior. How ones attitude is affective on behalf of the cognitive reasoning which one has concluded, the behavioral component of an attitude is based on how a person may intends to act or respond toward a situation which is presented by their cognitive reasoning, so that is why if there is an email that one may be unconformable with that email can’t be answered until after 1pm that day (Baack, 2012). According to Sole (2010) Emotional intelligence is a set of skills that can be learned and improved when the awareness of emotional issues are increased, as well as attaining the ability to identify, manage , assess, and feel. By improving cognitive abilities to reason, and improving the awareness emotional issues, a person attitudes could be emotional difference, as well as the behavioral component would have difference intents. Holders culture really embraces Emotional intelligence, understanding that an attitude is a predisposition toward a person, object, concept, or event, the outcomes of one’s attitudes can be favorable or unfavorable (Baack, 2012). Most employees at Holder try and take the approach when take become angry at someone, to ask themselves three things which are learn in the Holder classes. Does anything need to be said? 2 Do they need to be the one to say it, and 3 does it need to be said then? According to (Baack 2012), emotional intelligence reflects a persons ability to detect and manage emotional cues and information. In Holders culture it is expected that everyone has a self awareness of their own emotions and able to process reason. Managing emotional is sometime very diffic ult, however as Sole and Baack indicated self awareness of one’s own emotions and being able to sense the feelings of others, then ones cognitive abilities can improve. Believing just because there’s something going on up in a person head, doesn’t mean it needs to come out of my mouth. In the process of reasoning, some time people have to, what Holder calls (play the tape all the way through); this is to insure their the cognitive reasoning has been reviewed, and all the details as well as all the consequence has been accurately assumed . However there are times when the consequences or outcomes are negative in a given situation, then the opportunity to learn and develop new emotional understanding of self is availed. The understanding that attitudes always affect logic is very important at Holder; so the intent to act or respond toward a situation needs to be carefully approached because difference outcome provided difference awareness of an emotional state. Analyzing various behavioral components, within the Holder organization, viewing its culture, the modes of communication within, its social rank, and the organizations motivations, how well the organization embraces the theory of emotional intelligence and virtual organization. Organizational behavior may be defined as the investigation of the behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels. Also there are many important areas which must be considered when analyzing the condition of a selective organizational behavior. The Holder Construction Culture which is what they really call it. The Holder way is the way Holder do business, meaning the way they dress the way they act, and the expectation of attitudes across the broad as it relates to respect, response and responsibility. The Holder organization is a family own business and has be in existence for over 50 years. Over the past 20 years the company has made some major transition in order to remain competitive pursuing talent as well as working consistency to retain good employees. Many in the Holder organization understands that culture is necessary in order to establish values and beliefs that shape the organizations objectives of how and what they want to accomplish (Pearce ; Robinson 2009). Although in the earlier decades, the modes of communication in the Holder culture was dominated by a form of verbal, face to face communication, due to the rapid pace of artificial intelligent such as fax machines cell phones and emails most communication is now non- verbal. The Holder way emphasizes the importance of clear, concise communication as a critical part of the success of the company and how effective communication occurs when the sender’s message is interpreted the way the sender intended it to be. Communication in groups is sometime difficult, mainly because each member has differences personal circumstance and the motives sometime have hidden agendas. Holder has a motivation programs which is tailored to fix each Individual employee. Holder has also used group bonus incentives for performance and group achievement which sometime create friendly interactions with members of the group; also create a greater financial portfolio which serves at the individual needs level (Baack 2012). Holders culture really embraces Emotional intelligence, understanding that an attitude is a predisposition toward a person, object, concept, or event, the outcomes of one’s attitudes can be favorable or unfavorable (Baack, 2012). Reference Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc. Johnson D. W. , Johnson F. P. (2009). Joining Together: Group Therapy and GroupSkills. Upper Saddle River, NJ: Pearson Education, Inc. Pearce J. , Robinson R. (2009). Strategic management: Formulation Implementation and? Control (11th ed. ) New York: McGraw-Hill Irwin. Sole, K (2011) Understanding Interpersonal communication San. Diego,CA Bridgepoint Education, Inc. , Rosenberg, D. (1993). Eliminating resistance to change. Security Management, 37(1), 20-20. Retrieved from http://search. proquest. com/docview/231144681? accountid=32521 Organizational Behavior Essay Example Organizational Behavior Essay One of the most important subject in each organization is the measurement of the effectiveness of the communication between the employee and their mangers. In other word the more effective In communication you are the more productive involvement you will create as a manger. These are the three aspect I would focus on In these research: verbal communication, nonverbal communication. And the written. Also I would discusses some barriers that effect the communication in the organization. The verbal communication is the central what best of us do and It could be writing or speaking, for example all of the debate between our president or the meeting, face to face, telephone conversation or even the interviews is verbal, therefore, the verbal communication is the most Important type of communication. Since we born the first thing we try to learn Is the verbal communication and we do It step by step till we become good at it. However As business major knowing the verbal communication is not enough I have to prepare my self to be a provisional at it. We will write a custom essay sample on Organizational Behavior specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Organizational Behavior specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Organizational Behavior specifically for you FOR ONLY $16.38 $13.9/page Hire Writer I remember when I use to work at Saudi Telecoms company as assistant to a general manger I have met many CEO from all over the world such as the CEO for Oracle company in the middle east and many others I remember some of them they came with their assistant or other employee and the reason was because the mangers were not good at negotiations or presentation at that time I did not notice the important of having a professional skill in communication and how it can persuade others but now I complicit new the important of it and I would mention the nine way to improve verbal communication according to Illumine. O. UK 1- read more the reason it says the more the person read the more he/she can express her self better by having more vocabulary which Is make sense I remember when I use to go to the English program back in 2008 every time I learn a new vocabulary I could express myself better and in the business world the more vocabulary the person have the more he/she can persuade people o r at least sound dedicated. The second way it says Think about the rods and it means go down to the level of the audiences in other word now your audiences, for example do not use very old language or big vocabulary in the front of forefinger company because they will not understand and some time they will not ask what does this word means. The teller way Is prepare before for speaking and that means the speaker should spend time thinking about what he/she would say and what is the best way of saying it, for example if he/she would talks about globe worming he/she should bring fact and organized the idea as much as possible. The fourth one is listen and be interested and that means show emanation during the conversation for example if one of the audiences ask question act if It important Arabic it says the man has tow ears and one mouth and that means he/she should lotion more than talk. The fifth one it says be aware of non-verbal communication traps: and that means the presenter or the speaker should be a area of his movement, tone, or even his body language because the people are watching you and making Judgment more than listing therefore,

Should You Really Trust College Ranking Lists

Should You Really Trust College Ranking Lists SAT / ACT Prep Online Guides and Tips Since the U.S. News World Report college rankings list debuted in 1983, college-bound students and their parents have become quite enamored with college ranking lists. While the U.S. News list may be the most well-known, there are a plethora of college ranking lists out there. All use slightly different criteria to rank colleges and all claim to be the best and most reliable. However, should you trust any of these lists? Should you use them when deciding which college to attend? Do they provide any valuable information? In this article, I'll answer those questions. I'll let you know how much you can trust college ranking lists. Furthermore, I'll explain the pros and cons of these lists and how to use them to your benefit. How Are College Rankings Determined? Most ranking lists use a combination of objective statistics and subjective opinions based on survey responses to compile their rankings. Objective Numbers That Influence the Rankings These are the most common statistics used by the most popular college ranking lists that help determine the rankings. Retention: Some lists use the freshman retention rate, the percentage of students who return for their sophomore years, to help to determine their rankings. The logic behind using this statistic is that if a student is happy with a college and receiving the necessary support, then she will return for her second year. Also, lists use the 6-year graduation rate, the percentage of students who graduate within 6 years. If a college is providing quality instruction and nurturing its students, then the vast majority should be able to graduate within 6 years. Class Size: US News measures the proportion of classes with less than 20 students and the proportion with 50 or more. The idea here is that very small and large classes are indicative of having more resources. Also, students in smaller classes receive more attention and personalized instruction. Faculty Salary: The reasoning for using this metric is that schools that pay their faculty most generously are able to attract the best professors. Student-Faculty Ratio: If there is a low student-faculty ratio, then students can possibly get more attention and there will be more opportunities for students to interact with professors. SAT/ACT Scores: Schools with higher average standardized test scores are seen as being more selective and having more academically capable students. Percentage of Students That Graduated in the Top 10% and 25% of Their High School Classes: Colleges whose students all graduated near the top of their high school classes are judged positively for having the highest caliber of student. Acceptance Rate: The logic behind using this number is that if a college admits only a very small percentage of its applicants, then those that it does admit are likely to be the best and brightest. Average Spending Per Student: US News calculates spending per student by using the average spending per student on instruction, research, student services, and related educational expenditures in the most recent two fiscal years. Spending on sports, dorms, and hospitals doesn't count. If a college is spending more per student on education, then you may be able to assume that its students have more educational resources and quality instruction. Alumni Giving Rate:The alumni giving rate is the percentage of graduates who gave to the school, usually within the last year or two. According to various studies, the alumni giving rate is a measure of student satisfaction. However, I enjoyed my experience at Stanford, but I don't donate to my alma mater. Maybe somebody from Stanford will read this and I'll stop getting incessant letters and phone calls asking me for my money. Financial Aid: Some lists measure the average amount of financial aid awarded and others measure the percentage of financial need that is met. Better colleges should have the resources to enable all qualified students to attend regardless of financial need. US News also measures how satisfied students are with their financial aid, but that is a much more subjective rating. Salary of Alumni: The logic behind using average alumni salary in college rankings is that colleges that provide an excellent education and can offer good professional connections will have alumni with high salaries. Opinions That Influence The Rankings Academics US News World Report relies heavily on "undergraduate academic reputation" in its rankings. The academic reputation of a school is determined by how top academics and administrators at other colleges assess its academics. US News also surveys counselors from high schools to rate the academic programs of colleges to help determine "academic reputation." Princeton Review conducts a survey on how hard students work and how much they get back for their efforts to assess academics. Quality of Life Most college ranking lists assess the quality of life at a college through student surveys. Princeton Review grades quality of life through student assessments of "their overall happiness; the beauty, safety, and location of the campus; the comfort of dorms; the quality of food; the ease of getting around campus and dealing with administrators; the friendliness of fellow students; the interaction of different student types; and the quality of the school's relationship with the local community.† For the first time this year in its rankings, Forbes used a student satisfaction survey on Facebook where students were asked how satisfied they were with their school from 1-5. Obviously, the logic behind using quality of life measurements in rankings is that students should be happy if they're attending a good school. Pros of College Ranking Lists Discover New Colleges College ranking lists can introduce you to colleges that may be a good fit for you. I think this is probably the most valuable thing about these lists. Many students are not as familiar with smaller, well-ranked schools. Seeing these schools on ranking lists can provoke a student to research them, apply to them, and maybe even attend a school he would not have previously considered. For example, schools like Harvey Mudd and Williams are excellent schools that may not be as prestigious or have the same name recognition as Harvard or Yale, but they consistently rank very highly in college ranking lists. Provide Extensive Data for You to Compare Schools In one ranking list, you can see the average class size, high school GPA, or SAT/ACT score for many different colleges. These lists can offer you a resource for numerical comparisons. If you're considering a few different colleges, you can refer to a rankings list to compare the available statistics for each school and that may help you narrow down your list of colleges to apply to. Give You an Idea of What Others Think While the rankings can be disputed and these lists are subjective, college ranking lists do provide some insight into the reputations of different colleges. Graduate schools and employers often consider the reputations of different schools when they make decisions. Going to a #12 vs. a #20 school will probably have little impact on those decisions; however, going to a #12 vs. a #200 school could. Learn What You Need to Do to Be a Qualified Applicant Many of the ranking lists give you the average high school GPA, standardized test scores, and the percentage of students who graduate in the top 10% and 25% of their high school classes. From these numbers, you can determine what you need to do to make yourself competitive for admission to a specific school. If you want to have a decent shot at getting into a certain college, your numbers should compare favorably to those of the average student there. Cons of College Ranking Lists Some of the criteria used to evaluate colleges are highly subjective. For US News World Report, top academics and high school counselors answer survey questions about other schools' academic programs. Are they well-informed enough to have educated opinions on the academic programs of colleges they may have never worked at nor attended? Are they just relying on hearsay and the reputations of these schools to answer these questions? Similarly, some quality of life assessments may not account for natural variances in opinions. If the campus of a school in a rural environment is ranked as beautiful, that means little for the student who prefers urban environments and would find the rural campus unappealing. Some of the criteria used to rank schools may have no real impact on your educational experience. The rate of alumni giving and selectivity of a school will probably not impact the quality of instruction you'll receive at a particular college. Students can get too focused on the rankings instead of figuring out which school is the best fit for them. There's probably not much difference in the quality of education at a #5 school vs. a #10 school. The #10 school may be a much better fit for a student who could excel academically at both. Finally, colleges are very motivated by the rankings. They'll convince students who have little chance of getting accepted to apply to increase their selectivity rating. They'll spend countless hours and tremendous resources hitting up alumni for money to up their alumni giving percentages. Perhaps these schools could improve their academic programs or support services if they allocated their resources without regard to college rankings. College ranking lists can be both good and bad. What Do Some College Experts Think? Generally, in my research, the "experts" on record seem to have echoed some of my sentiments about college rankings. Jeffrey Brenzel, Dean of Admissions at Yale from 2005-2013, believes that college ranking lists are of limited value to students: The formulas used to rank schools are based on factors that in themselves are often irrelevant to individual students. Their composite scores reflect alumni giving rates, student-to-teacher ratios, median SAT scores, persistence to graduation, admissions selectivity and other data that provide little information about specific program strengths, honors programs or the general way in which the school lifts and supports student aspirations. The simplicity and clarity that ranking systems seem to offer are not only misleading, but can also be harmful. Rankings tend to ignore the very criteria that may be most important to an applicant, such as specific academic offerings, intellectual and social climate, ease of access to faculty, international opportunities and placement rates for careers or for graduate and professional school. Colin Diver, former Dean of the University of Pennsylvania Law School and former President of Reed College, also wrote of his dislike for ranking lists. He wrote positively of Reed's decision to not submit information to US News World Report for its rankings list: For ten years Reed has declined to fill out the annual peer evaluations and statistical surveys thatU.S. Newsuses to compile its rankings. It has three primary reasons for doing so. First, one-size-fits-all ranking schemes undermine the institutional diversity that characterizes American higher education. The urge to improve one's ranking creates an irresistible pressure toward homogeneity, and schools that, like Reed, strive to be different are almost inevitably penalized. Second, the rankings reinforce a view of education as strictly instrumental to extrinsic goals such as prestige or wealth; this is antithetical to Reed's philosophy that higher education should produce intrinsic rewards such as liberation and self-realization. Third, rankings create powerful incentives to manipulate data and distort institutional behavior for the sole or primary purpose of inflating one's score.Because the rankings depend heavily on unaudited, self-reported data, there is no way to ensure either t he accuracy of the information or the reliability of the resulting rankings. However, some college admissions experts do see some value in the ranking lists. Lynda McGee is a college counselor at Downtown Magnets High School, ranked as a gold medal high school by US News interestingly enough. Like I previously mentioned, she states that college ranking lists can help introduce you to excellent colleges: Many factors go into college rankings, including alumni donations and how other institutions perceive them. Take that into account when you start to think that school #1 must be much better than school #20. What the rankings can do is introduce you to great schools you may be unfamiliar with. So check out those rankings, but remember that you will find an excellent education up and down the list. Keep in mind that while you may not find many representatives from colleges to speak positively about ranking lists, in general, hundreds of colleges routinely brag about their rankings and prominently display them on their websites and in their brochures. Colleges tend to care about these rankings, and they know they matter to students, their parents, and influence popular opinion. Rankings matter to many people. Final Word on Whether You Should Trust College Ranking Lists Don't trust the exact ranking. The #5 school isn't necessarily better than the #10 school in any given list. Use ranking lists to find colleges you may have not previously considered. Focus on the factors that are important to you in a college when looking at a ranking list. You want to go to a college that is a good fit for you. Use the objective available statistics like average high school GPA and SAT/ACT score to compare colleges and determine what you need to do to be a qualified applicant. College ranking lists do provide a rough idea of how colleges are perceived in the academic and professional worlds. What's Next? College ranking lists should only be one of many resources you use in your college search. Make sure you know how to choose a college. Also, look at the best college search websites. Finally, as you're deciding which schools to apply to, learn about reach and safety schools. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Definition and Examples of Composition-Rhetoric

Definition and Examples of Composition-Rhetoric Composition-rhetoric is the theory and practice of teaching writing, especially as it is carried out in composition courses in colleges and universities in the U.S. Also known as composition studies and composition and rhetoric. The term composition-rhetoric emphasizes the function of rhetoric (with its 2,500-year tradition) as an underlying theory of composition (a relatively new invention, as Steven Lynn points out in Rhetoric and Composition, 2010). In the United States, the academic discipline of composition-rhetoric has evolved rapidly over the past 50 years. Examples and Observations When we discuss rhetoric and composition, we are really talking about a much more complex set of interactions than the phrase implies. Our scholarly literature is rife with examples of rhetoric for composition, composition reacting to rhetoric, and rhetoric in composition. Of these, rhetoric in composition provides the most opportunities for integration of rhetorical theories and the teaching of composition. However, we seem easily sidetracked by the vagueness of and, the seeming simplicity of for. (Jillian Kathryn Skeffington, Looking for Rhetoric in Composition: A Study in Disciplinary Identity. PhD dissertation, University of Arizona, 2009)When conjoined with composition, rhetoric is generally understood as the broader field of subject matter. But many who locate themselves in composition studies . . . identify their intellectual projects with a variety of broader knowledge enterprises besides or instead of rhetoric. These include, for instance, literacy, linguistics, or discourse studies; cultural studies; English; English education; and communication. . . . College composition itself (originally freshman English), once isomorphic with the whole field, is now only one focus within rhetoric and composition, which has become progressively more intertwined with multiple, parallel, or transdisciplinary studies of discourse. (Composition Studies. Encyclopedia of Rhetoric and Composition: Communication From Ancient Times to the Information Age, ed. by Theresa Enos. Taylor Francis, 1996) Background of Composition-Rhetoric ​As a body of information, written rhetoric was brought into being between 1800 and 1910.Since, therefore, the methods and theories associated with teaching writing in America after 1800 are neither changeless, nor unified, nor seriously current in todays scholarly field, nor strongly related to traditional rhetoric, I propose in this book to eschew the term current-traditional rhetoric and to refer instead to older and newer forms of composition-rhetoric. History enthusiasts will recognize that I have appropriated the term from the title of a forward-looking but not very successful textbook produced in 1897 by Fred Newton Scott and Joseph V. Denney. Like Scott and Denney, I use the term to identify specifically that form of rhetorical theory and practice devoted to written discourse. Writing, of course, had always been a small but necessary part of the older rhetorical tradition, but composition-rhetoric after 1800 was the first rhetoric to place writing centrally in rhetoric al work. (Robert J. Connors, Composition-Rhetoric: Backgrounds, Theory, and Pedagogy. University of Pittsburgh Press, 1997) The Development of Composition-Rhetoric Studies: 1945-2000 Sometime between [the end of World War II] and 1990, a host of graduate programs, scholarly journals, and professional organizations dedicated to composition-rhetoric studies emerged in North American higher education. Despite the continued complaints raised against it, the freshman course itself persisted and grew during this period; but now undergirding it was a bona fide academic discipline, increasingly autonomous from other fields and capable of not only supervising, growing, and questioning that course but of sponsoring full and independent curricula at both the undergraduate and graduate levels, rich and seemingly limitless research projects, and dedicated academic careers of every rank and tenure. By the end of this period, comp-rhet boasted book series, endowed chairs, grant programs, research centers, and radically enhanced intellectual and professional self-confidence. . . .[B]y the early 1990s, there were more than 1,200 comp-rhet doctoral students in the United States, s tudying in seventy-two different graduate programs, together granting more than a hundred PhDs a year (Connors, Composition History 418). . . .By the end of the twentieth century, in other words, using the doctorate as the key marker of academic status, a discipline had been born. (David Fleming, Rhetoric Revival or Process Revolution? Renewing Rhetorics Relation to Composition: Essays in Honor of Theresa Jarnagin Enos, ed. by Shane Borrowman, Stuart C. Brown, and Thomas P. Miller. Routledge, 2009) [A]ll areas of the humanities except one have undergone drastic reductions. That one field is composition-rhetoric studies, which . . . continues to flourish among the second series of downsizings, the 1990s version. Why is composition-rhetoric exempt? One of the various answers is that we have enacted the New Paradigm for our 30 years of growth as a discipline. In short, the public, which as a whole understands but cannot articulate that language study is vitally important, supports massive support of the teaching of writing and the research that accompanies and drives it. . . .Although we are immersed in university cultures that regard research as the peak, teaching as the valley, and service as the underground (so that it is invisible), composition-rhetoric scholar-teachers embrace pedagogy, work hard at it, share current research with students, and generally possess an identity (or what Diotima or Aspasia might call an ethos) in which pedagogy is definitive. (Kathleen E. Welch, T echnology/Writing/Identity in Composition and Rhetoric Studies: Working in the Indicative Mood. Living Rhetoric and Composition: Stories of the Discipline, ed. by Duane H. Roen, Stuart C. Brown, and Theresa Enos. Lawrence Erlbaum, 1999)

Economic race and gander Essay Example | Topics and Well Written Essays - 750 words

Economic race and gander - Essay Example Other concern is whether they can fully rely on or trust their partners. Divorce rates were going up. Religious beliefs and broad social attitude were also among the reasons. The main reason for divorce is financial instability and insecurity of future etc., Unanticipated events, sudden job loss and liberalized state divorce loss were also reasons for increased rate of divorces. The divorce rates stood at 2.2 divorces per thousand population in 1960 and increased to 3.5 to 5.2 divorces per thousand population in 1980. Births to unmarried mothers is also on the raise because of economic independence and social security available to mothers. Co-habitation or living together has been accepted by the society. Individuals who never married co-habit prior to first marriage or after they have been divorced. Co-habitation often ends in marriage or breakup. Co-habitation between gay and lesbian couples are also on the increase. Whether to have children or how many to have is decided on the ec onomic opportunities. The changing economic opportunities affect the fertility decisions. As the women's wage raises the opportunity cost of the time they spend with children also increases. However, the preoccupation with their employment and social activities force them to postpone the pregnancies. The fertility rate at the year 1955 was much higher compared to the year 1955 was much higher compared to the year 1974. However, because of economic independence and better opportunities in employment there were marked increases in fertility rate of unmarried mothers starting in 1970s from 11 percent of all births to 28 percent in 1990. At 2005, 37 percent all births in US were to unmarried women. Dual earner families increase from 45 to 58 percent of all married couple families. Dual earner family or female headed family became more common rapidly replacing the traditional married couple family or the breadwinner husband and home-maker wife. Dual earner earns more income on average th an the single earner family. However, the maternal employment during first year of the child may negatively affect children's cognitive developments. The specific finding about single parent family report that the children raised by single parent have a higher high-school drop out and higher rate of teen births than those raised by double parent family. Chapter 11 titled as "Polices affecting paid work and the family" focus on polices to alleviate poverty, government tax policies etc., This chapter examines major changes that occurred during last few years in the US welfare system. The expansion of EITC has played an important role in reducing poverty. In contracts to many tax credits which can benefit only households with income high enough to pay taxes in EITC the refundable feature of tax credit means that government provides a refund if the amount of the credit exceeds tax owed. The EITC transfers income to low income household. The employment outlook for welfare recipients tend s to be especially bleak because as a rule they have little education and fewer job skills. Following the effects in developing countries such as Grameen Bank in Bangladesh micro enterprises assistance programs have been developed in US funded by government and private foundations. Child support award for never married mothers continue to raise children under age 15 may receive federally funded health care

Performance Management Project Essay Example | Topics and Well Written Essays - 2500 words

Performance Management Project - Essay Example Performance management systems are not built out of the blue. In fact, there is always some basis of establishing the system of performance management. Policies of performance management comprise immensely on the internal structure of the organization. The entire formation of the policies of PMS is based upon the structure, requirements, position and condition of the organization and its employees. A performance management system is vital because it benefits the organization in ensuring that the day to day activities of the organization and its employees are aligned with the goals and objectives of the organization. Performance management system not only benefits the organization but it also benefits the employees by providing them with continuous feedback about their performance and also provides them with the opportunities to enhance their performance. The most critical aspect which had been overlooked is that not only achievement of goal is crucial but how the goals are attained is equally considerable as it reflects the element of Corporate Social Responsibility. The idea that implementation of PMS will immediately improve the employee’s performance is quite unrealistic. To obtain the full potential benefits of performance management system, the organizations needs to invest with resources so that managers and employee own that system, otherwise the system will be treated as obligatory activity and neither the organization nor the employees will enjoy the benefits of this system. Any PMS will cannot be complete or perfect and when the organizations evolve, their PMS must also evolve accordingly. This report will evaluate some common issues related to the system of performance management and will also provide recommendation about how the PMS can be implemented effectively. Generally, performance management is the procedure to

Pleasantville Essay Example for Free

Pleasantville Essay The movie â€Å"Pleasantville† (Produced and directed by Gary Ross in 1988) is more than just your ordinary film. Pleasantville sends a message within a message. Not only is it a great film, (made popular by New Line Cinema) it contains numerous biblical references. Some of the biblical references in this film may be easier to see and understand than others. But when asked to analyze this film and critique the biblical references you will understand just how many there are. To me the most obvious relation to the bible is in a scene where the main character David (Tobey Maguire) is the first to see a fire that breaks out in a tree in his front yard. Ironically enough, the tree is on fire, but is not consumed by the flames, it’s burning but not disintegrating. David then ran to the fire and distinguished it while commanding the fire fighters on what to do. How does that relate to the bible? In Exodus 3: 1-15 is the story of the burning bush. The burning bush was also on fire and not consumed by the flames, this was when God appointed Moses to lead the Israelites out of Egypt. Much like how David was then appointed a leader of Pleasantville. The only real difference is that the biblical story says that the burning bush talks to David. (The burning bush being God). Another obvious biblical relation in the film goes along with the story of Adam and Eve. The biblical version of the Adam and Eve (Genesis 2 and 3). story says that God created man (Adam) and placed him in the Garden of Eden to work and watch over it. God allows Adam to eat from all trees except from the â€Å"tree of knowledge of good and evil†. God tells Adam â€Å" for on the day you eat from it, you will surely die†. Later on in Genesis 2, Adam needs a help mate to look over the garden, but none of the animals in the garden are to Adam’s satisfaction, so God then makes a woman (Eve) out of Adam’s rib while he is asleep. On a side note, Adam and Eve are both naked and neither one of them are ashamed of themselves. Finally the serpent is introduced in Genesis 3, the serpent is said to be â€Å" slier then every beast on the fieldâ€Å". The serpent eventually persuades Eve to eat from the â€Å"Tree of Knowledge†. After she eats from it, she has Adam eat from it. Shortly after, they finally notice they are naked and become self conscious and cover up. God then asks about what they have done and Eve blames Adam, while Adam blames the Serpent. God curses them, and makes Eve suffer through labor and banishes both of them from the Garden of Eden. The relation in the movies comes from a scene in the end involving David and another girl from his school. Color starts to fill Pleasantville, and the girl he is sitting with in the lawn gets up and grabs a fruit of off the tree, and then she hands the fruit to David to eat, much like Eve did with Adam. As soon as they ate the fruit, it started to rain in Pleasantville for the first time ever, symbolizing God’s anger, and color now completely filled Pleasantville. The discovery in books also reminds me of the â€Å"Tree of Knowledge of good and evil†, the books being good, and the reading of them being evil because it made people curious to as what else was out in the real world. Therefore there is an effect in both cases, the biblical one, and also the movie. Pleasantville, (before David and Jennifer) is a â€Å"dream world† if you will, everyone is always happy and there are never any conflicts with anyone. Once the two of them arrive however, everything changes. In Pleasantville everything is black and white, but after Jennifer has sex with someone in Pleasantville, the first sighting of color comes out. To me, this symbolizes sin. The more people sin in the movie, the more color there is. So this biblical reference doesn’t necessarily correspond with any specific part of the bible, just sin in general. The people that sinned were turned into color, and at first if you were colored, you were frowned upon. But as more and more people â€Å"sinned† it became the â€Å" new norm†. So at first sinners were looked at in a negative way, but as more and more people sinned it became okay, and there was a neutral outlook on them. If I had to match a few characters in the movie to people in the bible I would say that Betty Parker (housewife) is most life Eve. I say this because at first she is so innocent and has no idea what sinning (or having sex) is. Then when she finally did sin she didn’t even understand or realize what she was doing was wrong. Jennifer ( Mary-Sue) to me, is most closely related with Satan. I say this because she was the one that first had sex (sinned), and she also spreads the knowledge of evil (sex). For example, in the movie Jennifer teaches her mother how to please herself, and she was also the first one to bring sex to Pleasantville. I would also say that David reminds me most of a Prophet because he is sent to Pleasantville and all in all he â€Å"delivers a message† to say the least. Another biblical allusion in the film that most people do not catch, would be the scene where David, and the soda shop owner paint a mural on the wall. They are expressing themselves, but, after doing research and seeing a picture of the mural that they made, I noticed something. On the left side of the mural there is a picture of a snake wrapped around an apple that is half eaten. This reminds me of the Garden of Eden and the serpent persuading Adam and Eve to eat the apple. At first glance you may not notice this, but after looking at the picture you can. The snake comes off us a very sneaky creature, much like the Serpent and how he tricked Even into eating from the Tree of Knowledge of Good and Evil. I don’t think that the film maker (Gary Ross) necessarily had an agenda when making this film, I think he just put in all these biblical allusions in the film to make people think. If I were to watch this film without trying to draw a connection with the bible, I wouldn’t have noticed any reference to it at all.

Communication Processes Essay -- Successful Communication Effective Co

Communication Processes Communication occupies up to 75% of every working day and can occur in verbal and non-verbal means. In order for an organization to be successful, it must demonstrate successful communication among staff members. Communication is considered to be successful when the desired objective is attained. All communication has a purpose, whether to inform, to convince or to serve some other purpose; communication is what ties all departments within an organization together. Without communication an organization is sure to fail. Within the University of Texas- University Health Services, one can observe several means of successful communication. It is this form of communication that ensures quality patient care, happy students and happy staff members. Unfortunately, if one looked close enough he could also see unsuccessful communication taking place. This is where improvement is needed to ensure patients are taken care of properly, staff members remain happy and nothing is missed during p atient care. One reason UHS has successful communication is because the managers take the time to ensure their staff members clearly understand the messages they are trying to send. Whether they send the message verbally or electronically, the managers do not assume their staff members understand the message. Instead, they follow-up with the staff to see if any clarification of the message is needed. If clarification is needed, then further communication takes pl...

IRHR scientific management Essay

This essay explores the concepts and reasoning behind ‘The ideas or Frederick W. Taylor; An Evaluation’ (Locke 1982). Techniques will also be examined in relevance to Taylor’s contribution to modern day management. Overall this essay will determine how Taylor’s philosophy is interlinked to current modern day theories about employer- employee relationships and whether his principles are considered still binding. Scientific Management was a turning point for management theories, according to Frederick W. Taylor it is simply a scientific based approach to professional decision making. Taylor’s approach involved logical techniques, experiments and detailed and supported research. Taylor’s time and motion study was a component of his approach that assisted in finding out the â€Å"one best way† of completing work, resulting in maximum production and eliminating as much waste as possible along with time and money (Taylor, 1912/1970). The standardization technique that Taylor used in his scientific management is commonly used globally in modern day organisations. Money being a focus motivator in society, regardless of the era in time Taylor used this as an incentive to inspire high worker output and proficiency. After much observation and investigation into his approach, Taylor saw that employees would work harder and more productively when they were encouraged through the dollar. Taylor was a man of logic and structure; goal- setting (tasks) was a component of his approach that involved using every worker and separating tasks up to divide out ensuring quality (Locke, 1982). Taylor’s philosophy is widely acknowledged and useful in today’s advanced business world; although changes and improvements have been made, the origin of his philosophy is still attributed to Taylor’s main concepts in scientific management. A prime example of a modern day organisation that employs Taylor’s scientific management theory is Burger King. This method assists with more accurate production, proficiency and worker fulfilment. Burger Kingis an organisation that is concerned very much with goal setting, all staff are trained specifically to complete necessary tasks. There are many stations in the workplace such as behind the register taking transactions with the customer and taking orders, those who are in charge of the cooking and organising of meals, cleaners that ensure the eating areas are clean and that bathrooms are regularly cleaned. McDonald’s uses the scientific management theory in their operations and has been so far successful and efficient with production for the business. Burger King, successfully and efficiently uses Taylor’s Scientific Management in their day-to-day operations. Taylor’s theory supports and guides Burger Kings human resources department, finances, advertising and more. All their sub departments are run similar to Taylor’s approach. Dividing out specific jobs and classing them in groups for specialised and skilled people to get them done as efficiently as possible. The idea of training as well as rewarding and therefore can provide their staff with a stable working environment, when the workplace is stable and comfortable, workers work harder. Another way Taylor’s approach assist Burger King is regular monitoring of performance and pushing for improvement which avoids this ‘under working’. The employee- employer relationships at Burger King are well maintained due to open communication and equal power is distributed among the staff. Similar again to Taylor’s philosophy, Money is a motivator. And Burger King, being a fast food chain, is certainly motivated by the dollar. There are many similarities between how Burger King is operated and run, although very few, if any, differences. It is clearly evident that Burger King, along with most other fast food chains follow Taylor’s Scientific Method of management. Outlined above is Taylor’s influence to management, as well as the difficulties some businesses have with applying and understanding his theory. I have favoured Taylor’s scientific management philosophy, after much research I reached a solid understanding which led me to believe that his concept was a significant push forward for modern day management. Taylors contributions, although out-dated have been altered to suit todays technologically savvy business society. Reference List Locke, Edwin A , (Jan 1982). The ideas of Frederick W. Taylor: An Evaluation . The Academy of Management Review (pre- 1986), pp.14-22, 7, 000001; ABI/ INFORM Global Maqbool, M., Zakariya, A., &Paracha, A.. (2011) A Critique on Scientific Management. Interdisciplinary Journal of Contemporary Research in Business, 3(4), 843- 855. Retrieved August 20, 2013, from ABI/INFORM Global Robert, K. (2007). Taylorism Up Close and Personal: Hugh G. Aitken’s Taylorism at Watertown Arsenal. , 48(1), 1-9 Taneja, S., Pryor, M., & Toombs, L.. (2011). Frederick W. Taylor’s Scientific Management Principles: Relevance and Validity. Journal of Applied Management and Entrepreneurship, 16(3), 60-79. Retrieved August 20, 2013, from ABI/INFORM Global

Hormones and Behaviors

Duncan Hormones play an important role in bodily functions of the living human as well as mental functions that allow us to create, write, act, or in general be productive humans. When any of our hormones or the glands that produce them are not in sync or producing properly, we may not be able to think at all, or we may be so emotionally dysfunctional that we become nonproductive. Thus hormones may have a tremendous effect on our human behavior.Our endocrine system is made up of any glands that secrete chemicals directly into our bloodstream or lymph system. These chemical are called hormones, which are carried through the body, having an effect both on internal activities and visible behavior (Icon, Mutterer, 2012). Hormones are like transmitters, activating other cells in the body. Melatonin is one such hormone that is released by the pineal gland in response to daily variations in light. The Pineal gland is a well developed light sensitive organ once considered useless, an unneces sary leftover of evolution, that we now know regulates body withy's and sleep cycles.Melatonin levels may have a great deal to do with our sleeping patterns as levels in the bloodstream rise at dusk, peak around midnight, and fall again as morning approaches. Thus according to our brain, it is bedtime when melatonin levels rise and get up time when those levels decrease. This is a natural response accordingly to our environment, thus melatonin is the hormone that regulates our natural sleep patterns according to the sun coming up and the sun going down.This is one element in support of how related not only mind and body ay be, but also its relation to our planet or living environment. Other hormones affecting human behavior is a set called corrections, which have the Job of regulating salt balance in the body. When there is a deficiency of certain corrections, a powerful craving for salt can be evoked. Corrections play an important role in helping our body adjust to stress, they are also a secondary source of sex hormones. Corrections are produced by the adrenal glands, located under the back of the rib cage, on the kidneys.It is the outer â€Å"bark† of the adrenal glands that produce the set of corrections. An over secretion of corrections can cause woman to grow a beard, or premature puberty. One androgen, or male hormone, is testosterone, which is secreted in small supply by the adrenal gland however, for males, most testosterone comes from the testes. This particular sex hormone can regulate sexual potency, breast growth, voice changes, heart problems, liver damage, stunted growth, Just to name a few, when off balance one way or the other.

In what ways could the Hundred Flowers movement Essay Example

In what ways could the Hundred Flowers movement Essay Example In what ways could the Hundred Flowers movement Paper In what ways could the Hundred Flowers movement Paper The Hundred Flowers undoubtedly had a less significant Impact than other events considered turning points in Mayos China such as the establishment of the PRE, the Great Leap Forward and the Cultural Revolution, but It did still have a notable Impact on various areas of Chinese life, particularly In the short term. Politically, the Hundred Flowers movement had a significant part to play In the purging of the party. In the spirit of letting a hundred flowers bloom and a hundred schools of thought intend to allow the progress of science and society, Intellectuals, party members and even the public were encouraged to speak out with any criticisms of the party. This policy fitted with the rather pragmatic approach taken by the ICP In the early years of Its rule in order to transform Itself from a revolutionary group to a legitimate organized government capable of ruling a country as vast and diverse as China. A later change of policy by Mao led to the great political legacy of the Hundred Flowers event, as he placed a quota of 5% of intellectuals who had spoken out to be arrested and imprisoned so as to ensure he was cleansing the country of rightists and counter-revolutionaries. 43% of all court cases in 1958 were about alleged counter-revolutionary activities and 550,000 intellectuals were arrested. There was also significant social change following the Hundred Flowers movement. At first the people kept to relatively mild and moderate discussion but as they grew in confidence expressed more radical dissent. The call for public discussion recalled the ales of the earlier May 4th Movement. The expression of dissatisfaction the ICP peaked with 86 strikes in Shanghai in 1956, showing the disapproval of the proletariat the ICP theoretically represented. However, following the same reversal of policy that led to the arrest of intellectuals, those who orchestrated strikes were taken away while their comrades who remained became fearful and ceased to continue expressing disapproval at the party. Not only did Mao encourage the expression of opinions but he ensured any resulting campaign against those who poke out would only entail mild or moderate punishment. After the turnaround, many people began to come to the conclusion that the word of the party was not always to be trusted and that the party may not have the peoples Interests at heart. This has manifested itself years later, for example peasants being slow to take up the opportunities presented by Dens reforms, worried about later consequences for them that might ensue. The purge that followed the Hundred Flowers movement enforced Miffs total dominance. Those critics who were not arrested were too fearful and cowed to continue to speak out. The betrayal of those who were at first encouraged to speak out helped to usher In a new era of red or Ideologically-led rule The chaos and mayhem of the Great Leap Forward followed, which Mao may not have been able to implement without the conformity and lack of opposition that resulted as a legacy of the Hundred Flowers. While not a major turning point, the Hung area Flowers allow EAI Mao to carry on Walt later, more gallantly polices.

Business Ethics for Practices and Processes-myassignmenthelp

One of the industries prone to risks and accidents is the oil and gas industry (Gardiner, 2011). Ethical considerations while operating in this industry is highly fundamental because a simple mistake can lead to mass destruction and even loss of lives (Danielle, 2015). While operating oil and gas organizations, the management should know that the pany has the responsibility of ensuring everything goes as expected to prevent environmental pollution, and accidents which result from fire and other aspects associated with these products. One of the ethical risk management in oil and gas industry includes reducing the chances of oil leaks, spillage and explosion. Corporate governance aids in reducing accidents in the fact that managers emphasize on ensuring there is safe working environment for all employees (Iqba, 2015). Through working in a system of rules, practices and processes, employees as well as the management considers avoiding accidents which result from negligence. Corporate governance in oil and gas industry helps in balancing the interest of different stakeholder and working based on the law (Humphrey etl., 2016). This help in minimizing accidents because the employees and the management work for the benefits of not only the organization but also for the wellbeing of all stakeholders. Managing risks includes certification and training employees on how to reduce accidents from happening (Wicksten, 2015) managers should empower employees through allowing them to play a role in developing policies, procedures and incentives. The major importance of empowering employees to develop policies is that they will be able to understand and follow them while undertaking their day to day duties. When employees are trained concerning their responsibilities while handling oil and gas products, they understand it is unethical to let living things perish because of negligence. Training employees is important because it improves workplace safety productivity and satisfaction. It also provides them with skills which enable them to handle the products with keenness to ensure the chances of accidents are minimized. Managing risk relates with reducing accidents in the fact that taking risk prevention measures leads to the reduction of accidents. Establishing code of conduct for employees is vital for the organization because it plays a significant role in outlining the organization’s expectation and guiding principles for appropriate workplace behavior (Kihyun, 2016). The code of conduct in the oil and gas industry is vital because it provides legal and ethical guidelines which strengthen the relationship between clients, service users and employees. With this type of relationship, accidents are minimized because the pany manages risks to improve the wellbeing of all stakeholders. There should also be provision of incentives to improve the safety culture. This should start by training employees on risk management techniques and also letting them know that managing risks in this industry contributes to reduction of accidents (Danielle, 2015). The three incidences provided in the case study shows managing risk is related to reducing risks because all accidents resulted from not taking the required measures to manage risks. How ethical leadership assist the oil and gas industry to manage risk. Performance of every organization is always determined by the kind of leadership exercised by the senior officials. Ethical leadership in gas and oil industry can aid in managing risk in a number of ways (Cardenas, 2015). First, if the people in charge of the panies practices ethical leadership and understand the risks of neglecting things which can lead to accidents, they will always ensure all procedures required during production, transporting and storing these products are followed (Kihyun, 2016). The major cause of most accidents which occur in oil and gas industry is lack of valuing ethics in leadership. A leader who leads a pany which operates in is industry should always understand that the products which the firm deals with risk the lives of human beings, animals and plants (Banerjea, 2010). Therefore, they should lead the organizations in a manner which allows everyone to understand that it is unethical to risk lives because on negligence. This can be obtained through leading by example, training, setting rules and regulations and so forth (Danielle, 2015). Ethical leadership leads to making other people in the organization to be ethical. If a leader understands doing a particular thing will lead to a particular risk, he/she will also make other people in the organization understand that (Iqba, 2015). Through enabling everyone in an organization understands doing a particular thing is wrong or wring, there will be reduction of risks because people will be doings things which can ensure maximum safety of environment and living things. The characteristic which define ethical leadership are the ones which assist in managing risks in this industry (Iqba, 2015). For example, ethical leaders know it is unethical to neglect doing what can prevent accidents from happening. The fact that they exercise kind of leadership which is directed by respecting ethical beliefs, dignity and the rights of other people will always prioritize minimizing risks which can harm others. Ethical leadership will also reduce risks in oil and gas industry through informing other staff members that every living thing has the right to live, and neglecting to prevent things which risk other people’s lives is unethical (Kihyun, 2016). Ethical leaders direct organizations to do what is right for not only the benefits of the organization but also for the benefit of other people. Ethical leaders respect the rights of individualism, dignity and opinion of other people. This kind of leadership does not force its viewpoints on subordinates but seeks to understand and a modate the positive differences and standpoints of other people (Kihyun, 2016). Respecting other people’s rights assist in minimizing accidents in this industry because the management understands human beings have the right to live, and therefore manages all risks in their organizations. Ethical leadership encourages the culture of responsibility and transparency (Gardiner, 2011). In all industries, oil and gas is among the industries which require the essence of accountability because lack of taking responsibilities may lead to serious risks. Ethical leadership makes all the people in the organization to understand that they are accountable for whatever lack of managing risks (Aaron etl., 2017). Practicing ethical leadership reduces risks in the fact that it assists the management and other employees to know the importance of including corporate social responsibility and obeying the law in their operations (Iqba, 2015). The other reason why ethical leadership can help in managing risks in gas and oil industry is that ethical leaders do not encourage culture of corruption and greed. In some cases, some of the accidents which occur in this industry result from leaders entertaining greed and corruption in their organizations (Banerjea, 2010). A good example from the case study is the kind of leadership associated with Enron case of the 90’s. The other way which ethical leadership can assist in managing risks in oil and gas industry is through quality management and safety control. Ethical leaders understand that organizations should ensure there is safety for not only the employees but also for other stakeholders (Douglas, 2010). Ethical leaders ensure no deaths, injuries or environmental pollution which results from lack of following the required guidelines during production and transportation of these products.   ensuring quality management also plays a significant role minimizing risks in this industry because ethical leaders emphasizes on regular inspection of pipes, storage tanks and other facilities to ensure they are of   good quality. According to Iqba (2015), oil and gas industry is one of the industries prone to accidents and therefore quality of not only the oil and gas but also for all equipment involved in production, transportation and storage should be prioritize. Ethical leaders direct organizations to operate based on rules to attain their objectives (Kihyun, 2016). Operating based on the law means the organizations does the right thing and follows the required procedures during production, transportation or storage of the oil and gas products. Ethical leaders make employees understand the consequences of breaking not only the national law but also the pany rules and regulations. This makes every person in the pany to do the right things even when the results do not benefit them. Ethical leaders direct organizations to adhere to the required policies and procedures of doing things. In some cases, accidents in this industry because of using shortcuts while handling the products (Banerjea, 2010).   Following procedures during transportation, production or storage of oil and gas products aids in minimizing risks because people do not neglect doing what is right. According to Julie (2015), ethical leaders empower employees through trust and encouraging open munication. Through empowerment, leaders who practice ethical leadership manage risks because employees have an input and control over their work. They also openly share ideas about how to minimize risks. According to Iqba (2015), empowered employees mit themselves to the tasks they undertake and ensure they mind the wellbeing of their counterparts and that of the society. Ethical leadership can help in managing risks in gas and oil industry through various ways. Some of these include encouraging culture of responsibility and transparency, environmental risk management, and through quality and safety management. Ethical leaders do what is right for the benefits of not only their organization but also for the benefits of other people. This means if all leaders in oil and gas industry adapt this kind of leadership, risks which arise from various aspects like spillage, bursting and leakage can be managed.   Aaron W. Tustin, 1 Annemarie G. Hirsch, 2 Sara G. Rasmussen, 1 Joan A. Casey, 3 Karen Bandeen-Roche, 4 and Brian S. Schwartz, 2017. Associations between Unconventional Natural Gas Development and Nasal and Sinus, Migraine Headache, and Fatigue Symptoms in Pennsylvania. Envorimental Health Perspectives https://ehp.niehs.nih.gov/EHP281/   Banerjea, P. K., 2010. Wholesome Ethical Leadership[dagger]. IUP Journal of Corporate Governance, 9(1/2), pp. 45-57. Cardenas, G. J., 2015. The Era of Petroleum Arbitration Mega Cases: mentary on Occidental V. Ecuador, ICSID Award, 2012. Houston Journal of International Law, 35(3), pp. 34-56. Danielle, K. A., 2015. Transporting Oil and Gas: U.S. Infrastructure Challenges. Iowa Law Review, 100(3), pp. 67-78. Douglas, P. A., 2010. At What Cost, Intelligence? A Case Study of the Consequences of Ethical (and Unethical) Leadership. Military Review,, pp. 25-45. Enzo, F., 2011. Review: Blowout in the Gulf: The BP Oil Spill Disaster and the Future of Energy in America. Electronic Green Journal, Volume 42, pp. 56-67. Emilia Hermelinda Lopera Pareja (1), Ana Garcà ­a Laso (2), and Domingo Alfonso Martà ­n Sà ¡nchez (2), 2015. Discourses and values underpin public debate on fracking in Spain: Acase study at the crossroad. Geophysical Research Abstracts. Vol. 17, EGU2015-1934, 2015 Gardiner, S. M., 2011. A Perfect Moral Storm: The Ethical Tragedy of Climate Change. New York: Oxford University Press. Humphrey, P., Carter, D. A., & Simkins, B., 2016. The market's reaction to unexpected, catastrophic events. The Journal of Risk Finance, 17(1), 2-25. Retrieved from https://search.proquest /docview/1756475345?accountid=30552 Iqba, Z., 2015. CEO Age, Education, and Introduction of Hedging in the Oil and Gas Industry. Journal of Economics and Finance,, 39(1), pp. 65-78. Juanes, Ruben & Shaw, John H., 2017.Coupled Flow and Geomechanical Modeling and Assessment of Induced Seismicity, at the Castor Underground Gas Storage Project, Final Report. Page 73 Conclusions ; Page 74 R endations Julie, C., 2015. What Is an Ethical Leader?: The Characteristics of Ethical Leadership from the Perceptions Held by Australian Senior Executives. Journal of Business and Management, 21(1), pp. 123-128. Kihyun, L., 2016. Ethical Leadership and Followers' Taking Charge: Trust in, and Identification with, Leader as Mediators. Social Behavior and Personality: an international journal, 44(11), pp. 234-256. Nyankson, E., Rodene, D. & Gupta, R.B. 2016, "Advancements in Crude Oil Spill Remediation Research After the Deepwater Horizon Oil Spill", Water, Air and Soil Pollution, vol. 227, no. 1, pp. 1-22. Perry, R., 2011. THE DEEPWATER HORIZON OIL SPILL AND THE LIMITS OF CIVIL LIABILITY, Washington Law Review, vol. 86, no. 1, pp. 1-68. Urbanavicius, Jonas, 2015. European Networks Law and Regulation Quarterly (ENLR) ; Berlin 3.2 (2015): 93102. Wansley, Matthew T., 2016. Regulation of Emerging Risks.   Nashville 69.2 (Mar 2016): 401-478. Wicksten, M. K., 2015. Vertical Reefs: Life on Oil and Gas Platforms in the Northwestern Gulf of Mexico. College Station, TX: Texas A&M University Press.