Waleed Allohaibi Essays - Protestantism, Christianity,

Waleed Allohaibi German Church of Missouri 10 May 2017 German Church in Missouri According to many people church is simply a building booked for the worship of Allah. Biblical understanding of church is much different. It's derived from the Greek work ekklesia that means assembly or collection of different things. We can't say here we get together for worship only it increases cooperation among the community and promote the welfare. When we analyze in depth we find the deep meaning of church is people not the building. According to different believers it is their house not a simple building about the worship of God. The number of inhabitants in Germany in 1933 was around 60 million. All Germans were Christian, having a place either with the Roman Catholic (ca. 20 million individuals) or the Protestant (ca. 40 million individuals) places of worship. The Jewish people group in Germany in 1933 was under 1% of the aggregate populace of the nation. Hence they all go in different churches and there are many different believes about each. History of each church is enveloped by many interesting event. In the vicinity of 1830 and 1845, approximately 40,000 individuals left Germany every year for America where they joined the westbound development. In 1840 the cooperation of ministers and individuals was sorted out. In 1849, the principal church, St. Paul's in St. Louis, joined the peaceful gathering, the Kirchenverein . In 1847, the Kirchenverein delivered its own Evangelical Catechism, abridged in 1862 by Andreas. The goal was not to force Christian still, small voice at purposes of difference, however to give images to the expression of God, behind which was the truth of God's reclaiming love through Jesus Christ. By 1857, an Agenda (Worship Order) was embraced and in 1862, an Evangelical Hymnal. Among the German workers there were free-speculation pragmatists, who put their expectation in science, training, and culture. A hefty portion of them Deists, they clung to their liberation from the congregation and, feeling edified, rather joined hotels, clubs, and singing social orders. Many were derisive of ministers and houses of worship, contributing unnecessarily to hardship on the wilderness. They were unmoved by the infrequent evangelist who went to their outskirts groups. Nonetheless, when their own particular youngsters hinted at lack of education and irreligion, many were adequately irritated to stretch out cordiality to a very much prepared minister of genuine confidence, who frequently needed to serve a few groups without a moment's delay. In this way German people started their worship in their holy churches formed in various states that include Missouri, California and many others. They started to gain education of their religion and started to preach about their religious believes in all across the world. Asia and Africa was their main target. The Lutheran Church that is also known as Missouri Synod was in German make up just before the World War I. This synod was extended and gains millions of followers in late nineteenth century and in start of twenty century. There are 2.4 million followers of this church. This is not only church but a hub of learning as it owns about ten universities and colleges. LCMS emphasizes greatly on the doctrines of Bible. Its amazing fact is that it operates more than one hundred schools and has the largest school chains in US and Canada. LCMS is trying to spread the love of Christ in all across the world that is changing continually. According to the admin of LCMS in Missouri their main mission is to spread the love of Christ in churches, educational institutes and in all across the globe.

A Proposal For Gender Mainstreaming In Company Xyz Social Work Essay Essays

A Proposal For Gender Mainstreaming In Company Xyz Social Work Essay Essays A Proposal For Gender Mainstreaming In Company Xyz Social Work Essay Essay A Proposal For Gender Mainstreaming In Company Xyz Social Work Essay Essay Economic growing is a cardinal engine of development and important to cut downing poorness UNIFEM, 2009. Promoting womens engagement in the labour force and increasing adult females s incomes hold a critical potency for poorness decrease and economic growing, including constructing an independent and feasible Palestinian State. Most of the clip, adult females s economic chances are much less than their capablenesss, in economic footings, this is inefficient, because increased adult females s employment reduces poorness and contributes to faster economic growing. Women themselves gain from their employment chances and so do work forces, kids, and the society as a whole. Higher income for adult females improves the state of affairs of their households ; taking to greater passing on household public assistance, nutrition, and instruction ( UNIFEM, 2009 ) . Investings in gender equality and adult females s authorization have a multiplier consequence on the develop ment advancement of a state, but unluckily, the mechanisms disadvantaging adult females s engagement are deep-rooted in most of our local establishments and organisations. I believe that gender inequalities and favoritism exist in cardinal establishments such as household, community, authorities and markets, and it is most seeable in political relations and employment. This papers comes to function the constitution of a baseline for gender mainstreaming in our company, it provides recommendations to steer future action in developing and implementing a comprehensive vision for this company. This papers will seek to clear up the importance of heightening gender mainstreaming in our state in general and company in peculiar. It will seek to give some thoughts about how this can be achieved and what are the long and short term consequences. It besides aims to supply an attack to research, preparation, action and protagonism to accomplish an apprehension of the Convention on the Elimination of All Forms of Discrimination against Women ( CEDAW ) which is used as a tool to beef up adult females s staff rights in this establishment. Introduction Power exists and works at different degrees including political, institutional, family and single degree. Unfortunately, adult females most of the clip are non given this power, therefore they are far from determination devising procedures and entree to resources within all the above mentioned degrees. Furthermore, there are still cases where the human rights of adult females are non acknowledged in Torahs, societal patterns and sometimes national policies. As portion of the uninterrupted attempts to progress rules of equality and non-discrimination and fight misdemeanors of the human rights of adult females that are widespread in different establishments, this papers comes to function the betterment of our capacity to mainstream gender, the recommendations contained in this papers are intended to help our company in developing a scheme which includes gender mainstreaming as a agency to accomplish our vision, mission, equal chances and 50/50 balance at all degrees by twelvemonth 2011 . From an organisational position, our company should be committed to being an equal chance employer, but the managerial indorsement is a requirement for accomplishing this mission. This proposal is designed based on CEDAW Convention which is one of the most widely ratified human rights pacts ; it is a comprehensive measure of rights for adult females. It is based on the rule of equality between work forces and adult females and on the impression that adult females experience peculiar signifiers of favoritism because of their gender, it sets the construct of equality of chance and consequences. The CEDAW Convention recognizes that despite legal rights being granted to adult females in many states where favoritism persists. It acknowledges that adult females s entree to legal rights is frequently limited by the denial of adult females s human rights to economic and societal development. Hence, the Convention bridges the traditional division between civil and political rights, and societal and economic rights, and mandates both legal and policy steps to vouch the human rights of adult females ( UNIFEM, 2009 ) . CEDAW Convention focuses on systems, political orient ations and establishments that perpetuate favoritism. It acknowledges that public histrions such as the State and its establishments, every bit good as private histrions such as communities and corporations, can go against adult females s human rights and deny adult females s entree to chances. It besides recognizes that inequalities adult females face are socially constructed, and that societal, customary and cultural patterns which are based on the thought of the lower status or the high quality of either sex, have a negative impact ( UNIFEM, 2009 ) . Aims and Definitions The United Nations Economic and Social Council ( ECOSOC ) define gender mainstreaming as aˆÂ ¦the procedure of measuring the deductions for adult females and work forces of any planned action, including statute law, policies or programmes, in all countries, at all degrees. It is a scheme for doing adult females s every bit good as work forces s concerns and experiences an built-in dimension of the design, execution, monitoring and rating of policies and programmes in all political, economic and social domains so that adult females and work forces benefit every bit and inequality is non perpetuated. ( ECOSOC 1997 ) . Most of the clip, gender is non good understood as a construct, it is frequently confused with sex or it is taken to intend women s issues . However, sex refers to biological classs ( male, female and neuter ) while gender refers to a set of qualities and behaviours expected from a female or male by society ( Engender Development, 2000 ) . Gender functions are learned and are affected by instruction, civilization, faith and economic sciences. While an person s sex does non of course change, functions associated with gender are socially determined and can germinate over clip ( Notes from the talk by Dr. Baboun, 2009 ) . Gender functions and outlooks are considered obstructions to the equal rights and position of adult females that affect their lives, households, socioeconomic position and wellness ( UNIFEM, 2009 ) . On the other manus, gender equality refers to the construct that all human existences, both work forces and adult females, are free to develop their personalities and do picks without the restrictions set by stereotypes, stiff gender functions or biass ( Engender Development, 2000 ) . Gender equality means that the different behaviours, aims and demands of adult females and work forces are considered and valued every bit without any favour. Gender equality does non intend that work forces and adult females have to go the same, but instead that their rights, duties and chances will non depend on whether they are born male or female ( Notes from talks by Dr. Vera Baboun, 2009 ) . Therefore, adult females s authorization as a construct includes: geting cognition, apprehension of gender dealingss and the ways in which these dealingss may be changed ; developing a sense of dignity, a belief in one s ability to procure desirable alterations and the right to command one s life ; deriving the ability to bring forth picks and exerting dickering power ; developing the ability to form and act upon the way of societal alteration to make a more merely societal a nd economic order, nationally and internationally. ( Compiled from different UN information webs ) . What is the current company s position in gender mainstreaming? From the preliminary research that I have conducted, I believe that the company lacks a clear vision of the gender mainstreaming ; it lacks capacities in gender issues where both adult females and work forces require consciousness ; besides most of the adult females staff are unable to act upon of import decision-making procedures in add-on to unequal entree to resources and services. This is due to the deficiency of cognition and apprehension of rights, unaccessible and irrelevant Torahs and ordinances both on the company and the state degrees. It is critical to understand that gender mainstreaming requires: Strengthening gender equality at work ; Supporting adult females s engagement in decision-making ; Strengthening adult females s staff through capacity edifice ; Targeting work forces with activities for the intent of gender equality ; Enhancing and increasing adult females s voice at all degrees ; Increasing adult females s chance to obtain nice and productive work ; Bettering adult females entree to protection and justness. To accomplish organizational gender equality, means to do certain that adult female and work forces are every bit represented at all the degrees of our organisation and bask equal chances in footings of calling growing, professional and personal development. It is of import to take into consideration, that gender equality is non merely 50/50 balance, but it is to hold staff on board, both adult females and work forces, whom are cognizant and supportive to the construct. From here, I would wish to ask for our direction to take the lead and act strongly to pattern a coveted direction civilization towards mainstreaming gender across this company. What should be done? I would wish to suggest the undermentioned points in order to mainstream gender in this company at all degrees: Through an external adviser, conduct an internal self-assessment through: I ) a questionnaire that is distributed among all staff ; two ) participatory follow-up focal point group treatments ; and iii ) semi structured interviews. In this manner we assess and examine the internal institutional civilization of our company. Afterwards, we must back the gender appraisal and findings by the company s senior direction and staff. This includes airing of the completed gender appraisal every bit good as understanding on the intercessions prioritized by fixing an action program. Along with this, is the demand for understanding on institutional agreements and resource deductions every bit good as monitoring and rating procedures. Strengthen the company s internal capacity for gender mainstreaming through engaging a gender focal point. The gender focal point must be at a sufficient degree of influence to guarantee the company s gender mainstreaming policy is operational. Her or his cardinal undertakings might be: I ) carry frontward the recommendations of the appraisal ; two ) provide ongoing capacity to staff ; three ) set up and develop a cognition base on gender equality ; four ) set up and develop a working relationship on gender equality and adult females s authorization ; V ) develop a adult females s authorization programme and place possible funders and resources ; six ) build capacity to supervise and measure the gender position and often describe to direction. Develop guidelines to clear up the company s gender policy to guarantee the full acknowledgment, enjoyment and exercising of rights contained in the CEDAW Convention ; take stairss to reprobate and take necessary actions to rectify misdemeanors. Guidelines must guarantee that the rules of gender equality and a rights-based model, as embodied in CEDAW and other relevant international instruments, are mainstreamed into the policy and activities of the company. It should exemplify the company s gender mainstreaming policy and what it means ; it should hold sufficient information about gender inequalities in Palestine in relation to our forte and in general. Besides, it should be reader friendly including definitions of cardinal footings and the know-how to incorporate gender mainstreaming into everyday processs and operations. The company s policy requires dedicated resources for adult females s authorization. Cardinal intercessions in this regard should include: capacity edifice for ge nder mainstreaming and the development of a cognition base that facilitate planning in relation to gender. Review and revise operational processs peculiarly in relation to human resources and procurance. Behavior for human resources a gender appraisal and take action to turn to inequalities. The human resources must reexamine the places of all employees in relation to rate, wage ; preparation, publicity position and a set of recommendations should be proposed and endorsed by direction. Such a survey will assist us to place abnormalities, unfairnesss and take actions to rectify them. The publicity and interview panels should be 50/50 work forces and adult females in all places to guarantee that the company becomes an equal chance employer. Procurement unit should take stairss to carry its spouses to go equal chance employers. Besides the company s direction should back the debut and publicity of initiation period and classs. Therefore human resources must put aside 4 or 5 yearss to let new recruits to finish the compulsory preparations and to familiarise themselves with our policy. We must guarantee that gender is reflected in the footings of mention, occupation descriptions and in the interview procedure. The thorough survey for all the human resources Torahs and ordinances will assist us to place the cause of the misdemeanors or favoritisms. There might be certain places and classs within the company that are gender biased either in favour of work forces such as ( drivers and security staff ) or adult females such as ( administrative places and janitors ) , besides there might be indicants that work forces are graded higher than adult females for similar work and have a faster path to publicity. We must guarantee that the company s enlisting and publicity board has equal representation of work forces and adult females. Such reappraisals will assist us to amendment Torahs that are inconsistent with commissariats of the CEDAW Convention in add-on to the discriminatory applications. Form an in-house gender support group that work with employees that might be abused or harassed, such group can move as internal hearers for gender that define term of mention, provide reding services, protection, medical aid and legal assistance. Supply ongoing orientation on gender for staff through some obligatory preparation classs for the both the current and new comers employees. Ensure that the compulsory preparation classs are taken under supervised conditions by all employees and preparation records are reviewed and easy accessed. A gender analysis should be made to place who is profiting from preparation and stairss should be taken to guarantee that work forces and adult females have equal entree at all degrees. There should be compulsory exercisings within the organisation that covers the subjects of sexual torment, gender mainstreaming, adult females empowerment, communicating accomplishments, etcaˆÂ ¦ Such preparations will reenforce one another, better gender dealingss in the workplace and aid set uping good working patterns between work forces and adult females. In add-on to heightening accomplishments, there should be processs and mechanisms in topographic point together that support and reflect gender in mundane work. The Public Relations section should work with the media to do certain that our vision and attempts in gender mainstreaming is seeable. Our company s policy could be used by other organisations and establishments as a theoretical account. Design particular activities for work forces, it is indispensable for adult females s authorization to guarantee that the work forces co-workers accept adult females as equal spouses. Supply some services that are considered critical for adult females such as supplying quality twenty-four hours care services with low-cost costs, increase their entree to preparations, portion clip work policy, adjust the length of pregnancy and paternity paid leave in add-on to supplying transit. Long and short term impacts of gender mainstreaming Through gender mainstreaming we demonstrate our committedness to advancing adult females s human rights. We will be a existent protagonist for national mechanisms in gender mainstreaming and adult females empowerment and we will be one of the innovator companies that supported the promotion of gender equality and the publicity of human rights, we will be a theoretical account and we can carry on preparations and presentations about our experience. We will supply chance to bring forth greater consciousness of the CEDAW Convention at the organisation degree and promote greater coherency in the Palestinian National Authority policy and action in this field. Obstacles and restrictions During our work in gender mainstreaming and gender equality, we might confront opposition by some employees that might decline to collaborate. Human resources records might be hard to entree and some employees might be threatened in this exercising ; they might fear that they will lose their occupations. Therefore, our attempt should be gradual with uninterrupted updating to employees to cut down the tenseness and anxiety. We might confront some fiscal jobs due to the figure of preparations, classs, workshops, transit, gender adviser and other related costs. But this can be easy solved, since we can raise financess to carry through these undertakings, particularly that there are many international organisations and UN organic structures that are willing to back up such attempts. Decision Gender favoritism remains relentless in many dimensions of life. The nature and extent of favoritism vary across parts, provinces and establishments. But the form is striking, where no part in the underdeveloped universe are adult females equal to work forces in legal, societal, and economic rights. The spreads are immense in entree to and command of resources, economic chances and commanding power ( Engender Development, 2000 ) . It is of import to cognize that adult females should hold equality in chances, equality to entree chances, and equality in consequences. All establishments must extinguish any favoritism, exclude and curtail the actions that contribute to the glass ceiling for their development and impede their attempts. It is of import for all establishments, including our company, to see maximising the potencies of CEDAW, this should be done in ways that promote adult females s functions in the human rights arena by supplying them with chances to actively originate and re commend for their ain rights in systematic ways. All establishments must be cognizant of certain issues to guarantee strategic usage of CEDAW, including the demand to develop normative criterions of rights, promote consciousness among employees that will reflect ethical issues that push our company and even our province frontward. It is critical to reform establishments, including our company, to set up rights and chances for adult females and work forces. Reforming economic establishments is necessary to set up foundations of equal rights and chances for adult females and work forces because the domestic jurisprudence uninterrupted to give unequal rights in different facets of life including employment and economic chances ( Engender Development, 2000 ) .

Personal case study Example | Topics and Well Written Essays - 1500 words

Personal - Case Study Example I major in Hutment development and leadership with concentration area of the HDL in Murray state. I anticipate graduating on 5th October 2014. Erikson’s Psychosocial Theory My life dates back when I was a little girl. I was a jovial and playful baby. The people around me were truthful which led to the elemental sense of my trustworthiness. I depended on my mother and my father for care, comfort and sustenance. By this time, my relative comprehension of the world came from my parents, particularly my mother, and their interactions with me. My parents’ regularity, warmth and reliable fondness exposed me to a world ruled by trust. There was no point in my life that my parents failed to offer a secure surrounding to meet my basic need. Just like noted under Erikson’s Psychosocial Theory, this would have created mistrust which would have resulted to suspicions, lack of confidence, withdrawal and frustration to me. Just like the Erik Erikson’s theory explains, m y mother and father took good care of me as I went through a critical stage of growth. It is essential that a child is taken good care at that age since trust and mistrust can be gained and affect the future life of the child. The theory explains how the child gains mistrust to the surrounding people if he is mishandled. The care giver that I had was appropriate in terms of response and attendance. My parents ensured that they responded on time for any need that required them to attend me. Handling me with great concern was one of the critical factors that shaped me to what I am today. During this age nearing two years, I learned about love from the surrounding. I gained immense affection from the attendance they offered me. When I needed anything, my parents ensured that they provide for me and responded to my cries in the best way possible. This contributed towards achieving the strong platforms that am founded on. The theory explains that when an infant fails to have trust toward s his or her care givers, he embraces mistrust towards the surrounding and the entire care givers. Contrary to this, I gained trust towards them and the entire surroundings. This enabled me to have an interesting life as I went through this stage. I also went on my life embracing the aspect of secure world. As I grew older, I started to choose cloths by myself. By the age of 3, I had gained control over eliminative roles and would make choices in my life while I explored the environment around me. Needless to say, my parents still provided a secure environment where I would carry out my own activities at will. My parents were patient and would wait to look at my choices and would correct me if I had gone wrong at some point. At this time of my life, I had developed a strong interest in reading and played with the radio. My parents gave me a chance to express myself and be using different things inside the house and outside. I realized that I could move my limbs through the support o f items like the table. After my parents realized that I could move through the support of a items, they bought me a walker that I used to move swiftly with. The walker gave me confidence of moving and enhanced my muscles, where I later decided to walk on my own without support. During this period, I was about two years and was going through the stage of autonomy verses shame and doubt. This is a theory well explained by Erik. I learned many things that allowed me to express myself

Copyright law Essay Example | Topics and Well Written Essays - 750 words

Copyright law - Essay Example â€Å"Work made for hire† is defined under  § 101, Chapter 1 of Title 17 on Copyrights of the US Code as work, which is either prepared by a person as part of his work during his employment or works which are especially commissioned. The ‘work made for hire’ rule constitutes an exception to the general rule that copyright ownership naturally belongs to the author or creator of that work, implying that in such cases, the employer or the person for whom the work is done or created for is deemed the copyright owner of the work.However, this can be true only if there is no express agreement in writing signed by the parties indicating a contrary intention ( § 210, Chapter 2 of Title 17, USC). Under the first definition of ‘work made for hire,’ the term employee is constructed in accordance with the holding of the Court in Community for Creative Non-Violence v Reid, 490 US 730 (1989). In that case, an artist’s help was solicited by a non-profit o rganization to aid in their campaign against homelessness. The artist acceded, but no agreement between them as to copyright ownership over the sculpture was entered into. When the artist later claimed copyright ownership, the organization went to court. The US Supreme Court held that the term ‘employee’ should be taken in the context of the conventional employee-employer relation, without resorting to the control test often employed in common law. The SC’s decision relied on the agency law, where agency is determined under a ten-factor test. Since the conditions in the case did not satisfy this, the Court held that it was not within the ambit of the ‘work made for hire’ and copyright ownership belonged to the artist. On the other hand, ‘work made for hire’ under the second type, or the especially commissioned works, is easier to determine because the law itself confined it to nine types of work: â€Å"as a contribution to a collective work; as part of a motion picture or other audiovisual work; as a translation; as a supplementary work; as a compilation; as an instructional text, or; as an atlas, if the parties expressly agree in a written instrument signed by them that the work shall be considered a work made for hire† ( § 101, Chapter 1 of Title 17, USC). Q2 Under  §102, Title 17 on Copyrights of the US Code, there are eight kinds of works of authorship upon which copyright protection can be had: literary works; musical works, including any accompanying words; dramatic works, including any accompanying music; pantomimes and choreographic works; pictorial, graphic and sculptural works; motion pictures and other audiovisual works; sound recordings, and architectural works. Copyright registration may be made either online or using paper forms, although online registrations can only be made for basic registrations. For non-online registrations, each type of work of art must use a corresponding form. Liter ary works, whether published or unpublished, for example, must use Form TX. Specifically Form TX is used for non-dramatic literary works such as fiction, non-fiction, poetry, textbooks, reference works, directories, catalogs, advertising copy, compilations of information, and computer programs. On the other hand, visual arts, published or unpublished, must use Form VA, with ‘visual arts’ comprising pictorial, graphic, and sculptural works. Works of artistic craftsmanship and design are also registrable under Form VA, but protection extends only to their form and not to their other aspects. For works of performing arts, published or unpublished, Form PA is used for registration. The performing arts category include within its ambit musical works, dramatic works, pantomimes and choreographic works, and motion pictures and audiovisual works. Form SR is the form used for the registration of sound recordings, published or unpublished, but may also be used to simultaneously r egister the underlying musical, dramatic or literary work accompanying the sound recording. Sound recording, however,

Marketing Report and research (mobile phones) Paper

Marketing Report and (mobile phones) - Research Paper Example For the primary data gathering and analysis, a questionnaire was designed and survey conducted. The data gathered from the survey was then analysed. From the analysis it was derived that a mobile phone which includes computing as well and is priced low is the need of the hour, mainly for foreign nationals residing in Australia. To further strengthen this conclusion, industry/ competitor’s analysis and PESTL was also done. The above mentioned analysis also yielded favourable results. The next step was to work on the SWOT of the organization and decide the marketing mix. It is found that organization is strong in technology and pricing but suffers from the lack of a brand image as of now. To overcome this brand positioning was also decided. Main challenge that confronted the students, while preparing this report, was during the primary research phase. Seeking cooperation, from what constituted the sample, and urging them to give correct answers to the questions was time intensive exercise. Nevertheless, it definitely enabled the students to realize the hard ground realities. It gave a feel of what real marketing is like and was definitely an enjoyable experience inspite of all the hardships. After going through the process of new product conceptualization and development, it is realized that launching a multi technology device (MTD) for foreign nationals residing in Australia would be profitable venture. MTD is a combination of mobile phone and computing technologies. As per the forecast on the basis of past trends in the Australian telecom industry at least 35% international students, 30% households and atleast 10% of the 18-65 age bracket people would purchase the MTD. Since SWOT, PESTL, primary research and secondary research all point to the viability of the project, it is recommended to go ahead with the new product concept of launching the mobile phone based on the research undertaken by the students. The

Traits Theory Of Leadership Management Essay

Traits Theory Of Leadership Management Essay Early research by Burns (1978) concluded that leadership is one of the most observed and least understood phenomena on earth (Burns, 1978). To enhance our understanding of leadership this chapter will critically review the early theories of leadership to current leadership research on transformational and transactional leadership style. It will also discuss how the current findings on leadership are likely to impact the commitment of members in National Union of Bank Employees (NUBE). 2.0 Leadership Leadership has become a hot topic with a burgeoning but fragmented literature in the past few years that draws on both the arts and the sciences. So far there is no agreed paradigm for the study and practice of leadership. The concept of leadership has seized the attention and concern of many researchers in the field of management, psychology, sociology, anthropology, and others in the last century. Such a concern is due to the important roles leaders play in facilitating organizational effectiveness and performance through their behaviors or styles they exhibit and competencies they posses. Indeed, in this context, one measure organizational effectiveness is members commitment (Meyer et al., 2002). It is the contention that the present study is conducted to determine how leadership style affects commitment amongst employees at work. So, what is leadership? The concept of leadership has been defined differently by scholars in terms of the emphasis on leaders traits, influence, competencies, individual vs., and group orientation and cognitive vs. emotional orientations. Burns (1978) defines leadership as a mobilization process by individuals with certain motives, values and access to resources in a context of competition and conflict in the pursuit of goals. More recently, Nigel Nicholson speaks of leadership as either a position or a process (Bradshaw, 2002). If a process, he says, it is about influencing other people, and this requires knowing oneself, knowing those other people, and knowing how to influence them. In order to understand how leadership is conceptualized, it is necessary to look at the leadership styles and variety of leadership theories developed, as follows. Traits Theory of Leadership Trait theories on leadership started in the twentieth century and formal theories on leadership were given by sociologists, experts in human behavior and psychologists. The researchers from 1920s to 1960s focused on the personality of leader and tried to find some traits as the basic of successful leadership (Adair, 1984). Frederick Taylor (1856-1915) cultivated the theory of leadership for the first time for leading in the formal organizations. His basic idea was to increase output by using scientific parameter. According to Bass (1990), successful leadership is determined by factors classified into six groups: achievement, responsibility, capacity, participation and situation. He also claimed that leaders are born but no made. The main assumptions of trait theory are the (a) the common features that characterize are considered as the criteria to define the suitability and successfulness of leadership; (b) an effective leader inherits and learns his/her traits, and (c) leaders are born and not made. To test the traits theory, Gordon (1987) carried out a study to define the relationship between characteristics of personality and leadership. He found a significant relationship between the ability of taking responsibility and leadership. He further found a weak but positive relationship between intelligence, authority and intelligence, and leadership. In a different study to illustrate the differences between leaders and non-leaders in terms of their personalities and traits, Beer et al. (1990) found that leaders were identified as being serious, self-dependent, confident of their competencies, best decision makers, and reasonable in expressing thoughts. They also revealed that leaders are characterized by being able to take responsibility, are self motivated, more persuasive, more capable in influencing others, more energetic, and more diplomatic. Stogdill (1974) carried out a survey of the factorial studies between 1945 and 1970 to define the main features of a leader. He found that leadership traits are defined into six main types: corporal traits, social background, intelligence, capability, personality traits, relevant to task, and social features. The results also showed that an effective leader has skills such as social and personality skills, technical skills, managerial skills, intellectual skills, friendship-achievements skills, being supportive for team work, and being defensive towards work. Situational Theories of Leadership Situational theories appeared as a reaction to the trait theory of leadership. Situational Leadership Theory Ability level of the officer High 5 4 3 2 1 Delegating Supporting Coaching Directing Willingness level of the officer Low High Low 1 2 3 4 5 The Situational Leadership Theory suggests that effective leadership requires both acts of leadership and management. Depending on the level of each of these acts necessary, four different styles of leadership can be utilized. These are delegating, coaching, directing, and supporting. For a leader to be purposeful in their direction, they must use the correct style by being able to evaluate a followers readiness level. In other words, they must meet a follower where they are. Fiedler Contingency Model Functional theory 2.3 Early Description of Relation- Oriented and Task-Oriented Leadership Behavior The study of leadership has an important place in the study of management and organization behavior for several decades. There is no other role in organization has been focused more interest than the leader (SchwandtMarquardt, 2000). The early study of leadership behavior separate those behaviors into relation-oriented and task oriented leadership. Relations-oriented leadership focuses on the quality of the relationship with followers, whereas task oriented leadership focus on the task to be accomplished by followers (Bass, 1990). Researchers have used various terms to describe relations-oriented and task oriented leadership behaviors. Bass (1990) provides an overview of terms used by several researchers. For example, descriptions of relations-oriented leadership behaviors have included participatory decision making (Ouchi, 1981), supportive (Bowers Seashore,1966), concern for people (Blake Mouton,1964), emphasizing employee needs(Fleishman,1957), people centered (Anderson,1974) and leadership (Zaleznik,1977). For both types of leadership behaviors, the most recent descriptions came from Bass Avolio (1995, 1997). They describe relations-oriented behaviors as Idealized Influence (attributed), Idealized Influence (behavior), Individualized Consideration, Intellectual Stimulation and Inspirational Motivation. Their task-oriented description include contingent reward, management-by-exception (active) and management-by-exception (passive) Burns (1978) comprehensive theory formed the foundation for Basss (1985) transformational-transactional differentiation which has become considerable importance in the study of leadership in organization. 2.4 Transactional and Transformational Leadership Leadership style is defined as a pattern of emphases, indexed by the frequency or intensity of specific leadership behaviors or attitudes, which a leader places on the different leadership functions (Casimir, 2001). Theorists have come up with various leadership styles, namely autocratic leadership, transactional leadership, transformational leadership, and servant leadership. Some have been widely studied of by researchers and their effects on organizations have been established. Transformational leadership is one of the leadership styles that have been studied and its relationships with various elements in management have been established. Transformational leadership is a style of leadership whereby a leader can motivate a subordinate to perform above and beyond what he or she had previously believed possible (Bass, 1985). A study performed by Parry (2003) in public sector organizations found that transformational leadership style has a positive effect on the innovation and effectiveness of these organizations. According to Bass Avolio(1995), transactional leadership refers to an influence process to exchange valued rewards for performance. Thus, transactional leadership embraces based exchange relationship. The leader promotes uniformity by providing extrinsic (positive or negative) reward to the collaborators (Cardona, 2000). Transactional leadership encompasses fairly traditional managerial styles where managers or leaders gain compliance and performance by either offering rewards or punishing deviations from standards. This is the pattern of leadership prevalent in most organizations and organizational situations because it contains a basic mechanism of exchange relations which becomes possible when there is no outstanding sense of impeding threat or anxiety. Bass (1985) conceptualized transformational leaders as unique motivators who encourage follower to go beyond their believed capabilities in pursuit of a shared, common goal. Transformational leaders are concerned about efficiency and the achievement of organization goal. They do so with a focus in supporting staff emotionally and intellectually. Basss initial views, characterized transformational leadership as the ability to elicit support and participation from followers through personal qualities. The significance of transactional and transformational leadership has been elaborated in the Full Range of Leadership Model (Avolio and Bass,1991) 2.5 The Full Range Leadership Model The full range leadership model is probably the most validated leadership model in use world-wide today. The originality of the full range leadership (FRL) model lies in the concept of a range of leadership behaviors which all leaders demonstrate. This model required a change for a balanced leadership behavior whereby moves away from the more transactional leadership towards the transformational leadership style. Bass (1999) was the one of the researcher to argue for a transformational style of leadership to transactional forms. Scholars have studied the full range leadership model (FRL) as a predictor of a variety of outcomes in organizations such as employees commitment, employee satisfaction, motivation, organizational effectiveness and performance. (Base and Stogdill, 1990; Barbuto et al., 2007) The Full Range Model describes three main types of leadership behavior to transformational behavior ranging from completely inactive (laissez-faire) to transactional behaviors to transformational behaviors. Thus, transactional and transformational leadership are seen to be in a continuum rather than being mutually exclusive (Yammarino, 1993; Bass and Avolio, 1994). According to Base and Avolio(1995) Laissez-faire is non leadership behaviors that imply the leaders indifference towards both followers actions and organizational outcomes, as well as demonstrating an attitude of abdicating responsibility (to make decisions, or address important issues). The laissez-faire leader, who is also referred to as non transactional is characterized by a relative lack of concern for his subordinates (Bass and Riggio, 2006). The Full Range Leadership (FRL) Model consists of three transactional leader characteristics. Contingent Reward Contingent reward is the classical transactional leadership style. Here the leader sets very clear goals, objectives and targets and clarifies, either openly or by inference, what rewards can be expected for successful completion. Contingent reward leaders are found to be reasonably effective, although not as much as the five Is in transformational leadership for motivating others to achieve higher levels of performance. These leaders assign agreements on what needs to be done and promise rewards or actually reward followers for satisfactory carrying out the assignment. Management by Exception (passive) Management by exception (passive) refers to the process of paying attention to the exceptional rather than the normal. Thus management by exception leaders tend to be relatively laissez-faire under normal circumstances but take action when problem occur, mistakes are made or deviation from standards are apparent. Leaders wait passively for deviances and errors to occur and then take corrective action (Avolio and Bass,1991) Management by Exception (active) Management by exception (active) leaders is found to be less effective than contingent reward leaders but is still required in certain situations. They arrange to actively to actively monitor deviances from standards, mistakes and errors in the followers assignments and to take corrective action as necessary. The leader pays very close attention to any problem or deviations and has extensive and accurate monitoring and control system to provide early warnings of such problems. In the Full Range Leadership (FRL) Model, Bass (1998) divided transformational leadership into four scales. Idealized Influence Idealized Influence is often associated with charismatic leadership (e.g Shamir et.al., 1993; Yulk,1999). Leaders portraying idealized influence attributes have the socialized charisma (Avolio and Bass, 2002). They are perceived as being confident and powerful, and viewed as focusing on higher-order ideals and ethics. Such leaders are often seen as being high on morality, trust, integrity, honesty and purpose. House and Shamir (1993) have said that charismatic leaders demonstrate determination, optimism, and confidence in them to accomplish the mission and realize the vision. For example, Dr Martin Luther King inspired people through his oratorical skills in the face of unpromising resistance. Leaders who exert idealized influence behave in ways that demonstrate high standards of ethical and moral conduct (Bass, 1998). Idealized influence is behavior that encourages followers to use their leaders role model. Inspirational Motivation Inspirational Motivation involves communicating the vision to followers, fostering follower identification with the vision, focusing follower efforts, arousing their self awareness of higher goals and motivations and sustaining positive emotional arousal and identification with these goals (Bans, 1990).Inspirational motivation leaders motivate and inspire followers by providing meaning and challenge to work. These leaders engage followers in envisioning attractive future states and created communicated expectations that followers want to meet. Intellectual Stimulation Intellectual stimulation essentially involves the leader stimulating the follower to think through issues and problems for themselves and thus to develop their own abilities. This leadership approach reflects in large measure the coaching, morale building strengths of individualized consideration. Leaders stimulate followers effort to be innovative and creative by questioning assumptions, reframing problems and approaching old situations in new ways. New ideas and creativity problem solutions are solicited from followers who are included in the process of addressing problems and finding solutions. Individualized Consideration Individualized consideration includes mentoring, coaching, continuous feedback, and linking the individuals current needs to the organizations mission (Bass, 1990).leaders pay special attention to the needs of each individual follower for achievement and growth. Leaders who use this style of leadership show consideration for their workers need and are prepared to encourage and coach the development of appropriate workplace behavior. Individualized consideration leaders pay special attention to the needs of each individual follower for achievement and growth. Followers are developed to successively higher level of potential (Fukushige and Spicer, 2007) In the Full Range Leadership (FRL) Model, the transformational leader follower relationship is viewed as one of mutual stimulation (Barbuto, 1997). The influence of transformational leaders was distinguished on the hierarchical scale of moral development measured by Kohlbergs conceptualization (Popper et, al., 2002). This in more study also reports transformational leaders are classified as more morally advanced than transactional leaders. Figure 1: Full Range Leadership Model 1 PASSIVE ACTIVE Effective Transactional Laissez-faire Laissez-faire Transformational Leadership Management Figure 2: Full Range Leadership Model 2 Increase impact on commitment Laissez-faire Management-by-exception Contingent Reward Intellectual Stimulation Inspirational Motivation Idealized Influence Individualized consideration McGuire and Kennerly (2006) identifies the relationship between organizational leadership and members commitment in the literature since 1950s. McGuire and Kennerly states that transactional and transformational leadership style provides a framework for interaction that might affect the employees relationship, commitment, and work environment. The leadership style adopted by the leaders of National Union of Bank Employees(NUBE) will influence all the activities of union.(Naude and McCabe,2005). According to Bass (1990), transformational leaders demonstrated the four characteristics of idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Transformational leaders inspired others to improve performance, satisfied and achieved outcomes beyond expectations. McGuire and Kennerly (2006) reported increased loyalty, organizational commitment, job satisfaction, and morale with transformational leaders compared with limited levels of job satisfaction and lower levels of organizational commitment with transactional leadership. Many studies involving the broad categories of transformational and transactional leadership behaviors, as well as specific behaviors within those categories have demonstrated that these behavior impact both individual and organizational effectiveness. Organizational commitment is a construct that explores effectiveness outcomes in similar areas. 2.6 Organizational Commitment Organizational commitment plays an important role in the study leadership. This is in part due to the number of works that have found relationships between organizational commitment and attitudes and behaviors in the workplace (Porter et al, 1974, Angle and Perry, 1981). Organizational commitment has linked to leadership behaviors that are relations-oriented and task-oriented. DeCotiisSummers(1987) found that when employees were treated with consideration they show greater level of commitment. Jermier Berkes (1979) discovered that employees who participate in decision making had higher levels of commitment to the organization. Organizational commitment provides a broad measure of the effectiveness of leadership behaviors. This relationship offers a way to further explore the subject of leadership. Bycio, Hackett, Allen (1995) reported positive correlations between the leadership behaviors of charisma, intellectual stimulation, individualized consideration, and contingent reward and affective, continuance and normative commitment. Studies suggest that committed workers contribute to the organization in more positive ways (Meyer and Allen,1997). 2.6.1 Definition of Commitment Organizational commitment has been defined differently by different scholars depending on their background. Multiple definitions of organizational commitment are found in the literature. However, Mowday et al (1979) defines organizational commitment as the relative strength of the identification of the individual and his involvement in his particular organization. According to this definition, organizational commitment has three basic components: A strong belief in and acceptance of the organizational goals and values(identification) A willingness to exert a considerable effort on behalf of the organization(involvement) A strong desire to remain with the organization. Sheldon (1971) defined commitment as being a positive evaluation of the organization and the organizational goals. According to Buchanan (1974) most scholars define commitment as being a bond between an individual (the employee) and the organization (the employer). In explaining the significance of organizational commitment, Bateman and Strasser(1984) state that the purpose of studying organizational commitment are related to (a) employees behavior and performance effectiveness, (b) attitudinal, affective and cognitive constructs such as job satisfaction, (c) characteristics of the employees job task, such as responsibility and (d) personal characteristics of the employee such as level of education. Commitment involves a willingness to exert considerable effort on behalf of the organization and acceptance of the values and goals of the organization (Ingersoll et al., 2000). Organizational commitment is influenced by such factors as individuals and organizational characteristics (Angle and Perry, 1983). For example organizational members continued commitment towards an organization could be influenced by such factors as benefits, status, monetary and interpersonal rewards. 2.6.2 Three Types of Organizational Commitment Meyer and Allen (1991) and Dunham et al (1994) identified three types of commitment; affective commitment, continuance commitment, and normative commitment. The differences between these three types of commitment reflect the psychological state that binds the individual to the organization. They argued that the affective component is determined by work experiences relating to the job of the person and structural characteristics. Continuance is determined by the magnitude and number of investments that have been made in the current organization and the number of perceived alternatives. Lastly, the normative component is determined by an individuals experiences prior to entry and during employment in the organization in terms of familial, cultural and organizational socialization. Affective commitment is defined as the emotional attachment, identification, and involvement that an employee has with its organization and goals (Mowday et al., 1997, Meyer Allen, 1993). They further state that affective communication is when the employee identifies with a particular organization and its goals in order to maintain membership to facilitate the goal. Meyer and Allen (1997) continue to say that employees retain membership out of choice and this is their commitment to the organization. Continuance commitment is the willingness to remain in an organization because of the investment that the employee has with nontransferable investments. Nontransferable include things such as retirement, relationship with other employees, or things that are special to the organization (Reichers, 1985). Continuance commitment t also includes factors such as years of employment or benefits that the employee may receive that are unique to the organization (Reichers, 1985). Meyer and Allen (1997) further explain that employees who share continuance commitment with their employer often make it very difficult for an employee to leave the organization. Normative Commitment (Bolon, 1993) is the commitment that a person believes that they have to the organization or their feeling of obligation to their workplace. In 1982, Weiner discusses normative commitment as being a generalized value of loyalty and duty. Meyer and Allen (1991) supported this type of commitment prior to Bolons definition, with their definition of normative commitment being a feeling of obligation. Normative commitment can be explained by other commitments such as marriage, family, religion, and etc. Therefore when it comes to ones commitment to their place of employment they often feel like they have a moral obligation to the organization (Wiener, 1982). In arguing for their framework, Meyer Allen (1991) contended that affective, continuance, and normative commitment were components rather than types because employees could have varying degree of all three. For example, one employee might feel both a strong attachment to an organization and a sense of obligation to remain. A second employee might enjoy working for the organization but also recognize that leaving would be very difficult from an economic standpoint. Finally, a third employee might experience a considerable degree of desire, need and obligation to remain with the current employer (Meyer Allen, 1997). Even though the authors present this argument, they do not imply that there is a rationale for summing all the scales to obtain an overall score for organizational commitment. 2.6 Previous Studies Ooi Chai Liang(2002) has conducted a research to identify whether there is a significant relationship between transformational leadership style and commitment in the organization. Research sample consist of 35 employees under the supervision of supervisors in Hotel Mercure Ace,Johor Bharu. Results from this research have proven that when situational factor is taken into consideration, motivation does not show significant effect on the relationship between transformational leadership and commitment in the organization. Whereas, situational motivation factor act as a predictor to the commitment in the organization. Research result also shows that there is no significant relationship between transformational leadership and commitment in the organization. Tan Bee Hong (2000) has conduct a research to identify the relationship between transformational and transactional leadership style with job performance. Research sample consist of 282 employees of blue collar in Technocom System Sdn Bhd(TSSB), Johor Bahru. Statistical technique such as Pearson Correlation Analysis used to determine the relationship between transformational and transactional leadership style with job performance. Research result shows that there is a significant relationship between dimensions of transformational and transactional leadership style with job performance. Wee Kok Cheng (2000) carried out research to identify the relationship between transformational and transactional leadership with job satisfaction. The researcher has concluded that transformational leadership style show a greater relationship with job satisfaction compared to transactional leadership. The study has been conducted on 45 respondents who are nurses and assistant nurses. The purpose of the study is to identify the leadership styles and job satisfaction of nurses in the department of Hospital Daerah Mersing, Johor Bahru. Research result shows that there is a positive relationship between transformational and transactional leadership style with job satisfaction. There were two dimensions of transformational leadership (Idealized Influence and Intellectual Stimulation) which shows the highest significant relationship with job satisfaction. Othaman Mohd Yunus(1994) has conduct a research to study the effect of transformational and transactional leadership between organizational culture and inspiration of a police and job performance and work stress among Polis Diraja Malaysia. Findings of the study shows, in certain situation dimensions of transformational and transactional leadership style plays a moderate role especially in the relationship of PDRM cultures with performance and work stress. Liong (1990) has carried out research to identify the validity of the transformational leadership in a sample of principles and teachers who were selected from 90 secondary schools in Singapore. According to the researcher, principals and teachers who adopt the characteristics of transformational leadership shows high level of job satisfaction and commitment towards schools. Effectiveness of leadership is manifested indirectly through measuring the effectiveness of schools such as higher academic achievement in public examination and success in the field of curriculum. Wiener Vardi(1980) states the impact that organizational commitment had on commitment to the job and career commitment. Their respondents were 56 insurance agents and 85 professional staffs. The researcher reported positive relationship between organizational commitment and the other two types of commitment. In nine studies involving 2734 people, Dunham, Grube Castaneda (1994) examined how participatory management and supervisory feedback influenced employee level of commitment. The researcher founds found that when supervisors provided feedback about performance and allowed employees to participate in decision making, employee levels of affective commitment was stronger than both continuance and normative commitment. It indicated employees staying with the organization were more related to wanting to, rather than needing to or feeling they ought to. In the study of 238 nurses, Cohen (1996) investigated the relationship between affective, continuance and normative commitment and the following other types of commitment: work involvement, job involvement, and career commitment. Findings revealed that affective commitment was more highly correlated with all the other types of commitment. In other words, exhibit higher levels of commitment to their work, their job and their career. Irving, Coleman,Cooper(1997) investigated the relationship between affective, continuance, and normative commitment and the outcome measures of job satisfaction and turnover intervention. Total participants for the study included 232 employees. Results revealed that job satisfaction was positively related to both affective and normative commitment. However, job satisfaction was negatively related to continuance commitment. All three types of commitment were negatively related to turnover intentions, with continuance commitment having the strongest negative relationship. . 2.2 Leadership Styles(Intro)chap 1 Grint (2000) has underscored that a clear understanding of leadership requires an historical approach. He stresses that a particular leadership style during a process of change is time based and that every period has room for a limited palette of leadership qualities (Velde, 2002). A style organizes the pragmatic activity of a leader, indicates how his actions are coordinated and how things and people that matter are determined and changed (Spinosa et al., 2001). It has been argued that organizations beliefs, values and assumptions are of critical importance to the overall style of leadership that they adopt (Bunmi, 2007). Leadership style is the behavior pattern used by leader to resolve the organizational issues. There are several different leadership styles that can be identified in various leaders.

I Love Yous Are for White People Essay

In the book â€Å"I Love Yous Are for White People† Lac’s quest for acceptance takes him through an intense journey to acquire self love and acceptance. The author Lac Su navigates through his childhood and adolescence seeking an extraordinary desire for love, acceptance and belonging he has been deprived from by his family. During his journey, Lac attempts to gain acceptance by friends and family, no matter what the consequences are. Lac Su’s upbringing was without much love and nurturing. His father was abusive, physically and mentally. For seemingly menial issues Lac would get a beating, one of those examples would be when he would get homework answers wrong. His father would grab anything that he could get his hands on to beat him. Lac stated that his father would grab â€Å"the plastic rod from the mini blinds, a spatula, a rice bowl, a fishing rod, my notebook, a radio antenna, a wooden yard stick, and a broom handle before settling on an extension cord as his weapon of choice. † (p62). Lac clearly was beaten often; his home life did not include any love, rather physical assaults and degradation. The impact of the blows grow dull and impersonal; I feel less of each new layer he adds to the wounds. † (113) Due to the horrid amount of beatings Lac Su would have to endure, he created a surreal world when it came to his home life. He learned to cope with the pain and impersonalize it in order for him to make it through the mental and physical abuses. Lac really had no other way to cope with the abuse be sides impersonalizing it. He disassociated himself from his pain both physically and internally due to the psychological absence from his family. Being a human being and needing some sort of approval, he sought after the love and attention he desperately craved for outside of his home. Outside of his home, Lac was able to exercise his other faculties which eventually made him feel more human, more loved and accepted.. He compensated the lack of feeling numb; therefore, he took the necessary consequences to feel more alive. Trying to gain a friend was one way to fulfill Lac’s need for acceptance and love. Lac’s desperate desire for a friend had him take drastic measures such as stealing. He would steal money from his parents’ piggy bank even though he knew that they were financially struggling. He was isolated from his family and the real world; therefore, he attempted to buy his way into a relationship: â€Å"I think I’m almost there. Last week, Javi brought me over to his house to show me his basketball card collection. His mother even made me a bean burrito and homemade horchata. I’m also hanging out with him at school every day. Javi lets me cut in line at lunch, and he always picks me to be on his team when we play socco – and his team always wins. After a long cold winter of solitude it feels like things are warming up – it feels like I belong. † (108) The acceptance of Lac from Javi gave Lac a sense of belonging. He felt belonging when he would be picked by Javi to be on his team and also due to Javi hanging out with Lac at school. Before Javi, Lac had no friends at all to hang out with, he felt like a looser. Javi provided Lac with his friendship; however, this came at a price. Lac could care less. â€Å"When I have money, we’re playing Spy Hunter. I don’t mind because Javi’s reliance on my money gives the impression that we’re tight. (94) The sense of belonging even if it pertained to Lac’s money was much more than the lack of love and respect Lac was receiving at home. To Lac the only important thing was gaining a friend who somehow portrayed a sense love and belonging. In this case, Javi would hang out with Lac at school, take Lac to his house, pick him to be on his team al l in return for Lac’s funding of his games. Lac also made friends with a boy whose street name is Frog. Frogs older brothers are in a gang called the Kingsley Street Gang. The Kingsley Street Gang intimidates Lac; however, their acknowledgement of Lac makes him feel accepted. Despite my insecurity, nothing bad ever happens to me when I’m around them, except for the occasional racist jokes aimed in my direction. But even the teasing makes me feel accepted. † (85) Lac’s insecurities came from not being able to adapt with the American norms. His family did not help him to adapt; instead, they made him feel isolated by not being there for him. His father did not validate Lac which caused Lac to have to deal with his insecurities on his own. Lac knows that the Kingsley Street Gang boys are intimidating for numerous reasons. Their tattoos, their macho ttitude and outfits; however, even being around these people does not stop Lac to be friends with them due to their acknowledgement of Lac. Since Lac was unable to get the acceptance of his father, he finds a substitute in the Kingsley Street Boys. Their acknowledgement gives Lac a sense of acceptance, love and fulfills some of his desires. The reason he also likes hanging out with the Kingsley Street Gang is because of some form of protection Lac is trying to have. The Kingsley Street Gang is consisted of boys who look tough and act as if they are not scared of anything; they somewhat resemble Lac’s father. Lac could be seeking protection from these boys in the gang due to the physical and mental abuse he has to go through on a daily bases. In some ways these boys gave Lac the opportunity to feel accepted; however, Lac was never able to open up to these boys and have a close relationship with them. This was because they did not have many commonalities culturally. They did not understand where Lac was coming from, instead of being there for him; they would make racist jokes due to not understanding what Lac was really going through. â€Å"I can’t believe it; Dragon Head is actually talking to me. He is approaching me because of the one thing I’ve never done in public—speak Vietnamese. † (139) Dragon Head is a leader of a gang called the Street Ratz. Lac immediately bonded with Dragon Head due to their similarities. They both are Vietnamese, speak the language and have the same background. It was only natural that Lac would try to be a part of the Street Ratz due to the commonalities he had with them and for the acceptance he desperately was searching for. â€Å"The Street Ratz have treated me like family, even though I’m not a member of their graffiti gang. It’s comforting to have peers with the same interests. (156) The Street Ratz understood where Lac was coming from culturally; therefore, the way they interacted with Lac was more common to Lac and this made him fit in. In some ways they knew what his family life was like and they too sought after love and acceptance, and the way they found it was by from forming a gang and being there for each other. Due to their commonalities the bond Lac shared with boys especially with Dragon Head was very strong. â€Å"I don’t even know where to begin telling Dragon Head what keeps me up at night. But I sense he understands me anyways. (162) Both Dragon Head and Lac understood each other clearly, no words needed to be said. They both were going through similar issues. Through the Street Ratz Lac was able to escape his physical and mental abuse. He felt like that for once he truly fits in and that others understand where he is coming from. This also came at a price, the Street Ratz had bad reputations. For the acceptance, Lac was battling between being a part of the gang or doing the right thing and getting out. He was unable to escape from the love and acceptances the Street Ratz were providing him with. This was the reason Lac was involved in a few vile crimes which he was unable to get out of due to his emotional connection and acceptance from the Street Ratz. Not only did Lac try to seek acceptance outside of his home but also, he tried to be accepted by his father. â€Å"The real poverty is inside my house – where I go to bed hungry most nights, where I’m starved for affection, and where my father’s unpredictable anger has us walking on eggshells. † (81) The lack of affection from Lac’s father was making Lac crave it even more. He needed the assurance of his father, the love and affection from him; however, he never got it. Instead he would get beatings due to his father’s unstable stage of mind and his unawareness on how to be a father. â€Å"I don’t know quite what being smart is in his eyes, but I want to be that for him. †(62) Lac clearly tried to be exactly what his father wanted him to be. Being abused by his father clearly had nothing to do with what Lac was doing. He tried to be a good boy, he tried because he wanted to fulfill the emptiness he was feeling due to the lack of emotional connection he had with his father. Lacs father’s physical and mental abuse was the root cause of Lac’s low self esteem and for his desire to belong and to be accepted by others. If Lac would have received the affection he deserved as a child, his intense journey to acquire self love and acceptance would not have led him to befriend people who were bad influences in his life. Lac would have thrived in school and in life without having to make painful mistakes. Like many abused children, Lac Su may live his life always trying to please others for acceptance and love which he was lacking in his childhood.

Effect of Temperature on Enzyme Activity

Investigating the Effect of Temperature on Enzyme Activity Almost all chemical reactions that occur in living organisms are catalyzed by enzymes. Many factors in a cell’s environment affect the action of an enzyme. In this investigation, you will design an experiment to determine the effect of temperature on an enzyme-catalyzed reaction. You will complete an entire lab write-up using the CHS LAB REPORT FORMAT. Fundamental Question How does temperature affect the rate of an enzyme-catalyzed reaction?Materials †¢Raw liver†¢Forceps †¢Petri dish†¢Labeling tape and pen †¢Dropper pipette†¢Ice bath †¢0. 1% hydrogen peroxide solution†¢3 thermometers †¢Liver puree†¢Warm-water bath †¢25-mL graduated cylinder†¢Clock or watch with second hand †¢5 50-mL beakers†¢Paper towels †¢Filter-paper disks Part A: Observe the Catalase Reaction 1. Put on apron and safety goggles. Use forceps to place a small piece of raw liver in an open petri dish. Use a dropper pipette to put a drop of hydrogen peroxide solution on the liver.CAUTION: Hydrogen peroxide can be irritating to skin and eyes. If you spill any on yourself or your clothes, wash it off immediately and tell your teacher. Observe what happens. RECORD in notebook. Liver contains the enzyme catalase, which breaks down hydrogen peroxide (H2O2) to water (H2O) and oxygen gas (O2). When hydrogen peroxide is broken down by catalase, bubbles of oxygen gas are released. 2. With your teacher’s guidance, select the proper equipment and technology to measure catalase activity—a filter-paper disk. . To measure the activity of catalase, use a graduated cylinder to place 25 mL of hydrogen peroxide solution in a 50-mL beaker. 4. Use forceps to dip a filter-paper disk in liver puree. Place the filter-paper disk on a paper towel for 4 seconds to remove any excess liquid. 5. Use the forceps to place the filter-paper disk at the bottom of the beaker of hydrogen peroxide solution. Observe the filter-paper disk, and record the number of seconds it takes to float to the top of the liquid.RECORD in notebook. Part B: Design an Experiment 1. Use your observation and knowledge to develop a TESTABLE QUESTION and about how temperature will affect the rate at which catalase breaks down hydrogen peroxide. RECORD in notebook : TQ in When†¦Will format; 2. Write a BACKGROUND section of the lab by doing some research about enzymes. Use part A of this lab, and the information in section 2-4 of the textbook to help you write this.Be sure to include the Biological significance (why does it matter how enzymes function; why is it essential to rid the cell of H2O2; why is enzyme specificity important to the speed of the reaction), the Content of the class (what is the enzymatic reaction; what are the products, reactants, and enzymes involved in the chemical reaction; what do you expect to happen to the speed of the reaction when temperature is ma nipulated; what do enzymes do in chemical reactions), and the Link to this lab (how will you test this in lab; what are the mv, rv, and cvs in the lab).RECORD in notebook in paragraph format. 3. Write a HYPOTHESIS to include your prediction of what will happen in the lab. RECORD in notebook: HYP in IF†¦THEN†¦BECAUSE format. 4. Design an experiment to test your hypothesis. Your experimental plan should include PROTOCOL (materials and procedure in pictures) as well as any appropriate controls and replications (repetitions). Be sure to identify all manipulated, responding, and controlled variables in your experimental plan. Include any necessary safety precautions and safety equipment in your plan. . As you plan your investigative procedures, refer to the Lab Tips box on p. 55 of your textbook for information on demonstrating safe practices, making wise choices in the use of materials, and selecting equipment and technology. 6. Construct a DATA table similar to the one below in which to record the results of your experiment. Perform you experiment ONLY after you have obtained your teacher’s approval of your plan. RECORD data in your notebook. Data Table Temperature (oC)Time (seconds)Observations Trial 1Trial2Trial3Control Temperature: 7. Make a graph of the results of your experiment. Plot temperature on the x-axis and the variable by which you measured catalase activity on the y-axis. RECORD the graph in your notebook under the ANALYSIS section. Explain this graph. 8. Make a graph of class results in the ANALYSIS section. Explain this graph. In addition to your graph, write the rest of the ANALYSIS section of the lab, using the CHS LAB REPORT FORMAT. Include the following in your notebook: Explain what should have happened Identify what should have happened including the relationship between the time it takes the disk to float to the top and the amount of catalase activity; the optimal temperature for the enzyme; the shape change of enzymes when not in homeostasis and how that changes the effectiveness of the enzyme. Explain what actually happened †¢Summarize data Explain why these results occurred by incorporating background information †¢Again, use the information from the background section (enzyme structure, enzyme function, homeostasis, temperature, pH, etc) to explain the actual results.Compare actual to expected results (describe and explain similarities and differences—use numbers) Use simple statistics to explain data †¢Be sure to use both extremes represented (coldest, hottest, fastest, slowest) and be sure to use averages (group and class) calculate percent change if appropriate State likely human errors and how these affected the data †¢What did go wrong, what could’ve gone wrong, explain Explain how the experiment could’ve been done differently †¢Did this lab protocol actually test the testable question? Were the controlled variables actually controlled? †¢Wha t could’ve been controlled better? †¢Was the experimental control actually controlled? 9. Write a CONCLUSION for the lab, again referring to the CHS format. RECORD in your notebook and be sure to include the following: †¢Re-state the hypothesis and indicate whether it was supported or rejected †¢Did this protocol answer the fundamental question? †¢What controlled variable(s) could be changed to better answer the fundamental question? (Describe at least two different ones)

Privateers in the War of 1812

Privateers in the War of 1812 Privateers were captains of merchant ships legally sanctioned to attack and capture ships of enemy nations. American privateers had played a useful role in the American Revolution, attacking British ships. And when the United States Constitution was drafted it contained a provision for the federal government to authorize privateers. In the War of 1812, American privateers played a major role, as armed merchant ships sailing from American ports attacked, seized, or destroyed a great many British merchant ships. The American privateers actually did much more damage to British shipping than the U.S. Navy, which was greatly outnumbered and outgunned by Britains Royal Navy. Some American privateer captains became heroes during the War of 1812, and their exploits were celebrated in American newspapers.   Privateers sailing from Baltimore, Maryland were especially aggravating to the British. London newspapers denounced Baltimore as a nest of pirates. The most significant of the Baltimore privateers was Joshua Barney, a naval hero of the Revolutionary War who volunteered to serve in the summer of 1812 and was commissioned as a privateer by President James Madison. Barney was immediately successful at raiding British ships on the open ocean and received press attention. The Columbian, a New York City newspaper, reported on the results of one of his raiding voyages in the issue of August 25, 1812: Arrived at Boston the English brig William, from Bristol (England) for St. Johns, with 150 tons of coal, ; a prize to the privateer Rossie, commodore Barney, who had also captured and destroyed 11 other British vessels, and captured the ship Kitty from Glasgow, of 400 tons and ordered her for the first port. The British naval and land attack on Baltimore in September 1814 was, at least in part, intended to punish the city for its connection to privateers. Following the burning of Washington, D.C., British plans to burn Baltimore were thwarted, and the American defense of the city was immortalized by Francis Scott Key, an eyewitness, in The Star-Spangled Banner. History of Privateers By the dawn of the 19th century, the history of privateering stretched back at least 500 years. The major European powers had all employed privateers to prey upon the shipping of enemies in various conflicts. The official commissions which governments gave to authorize ships to operate as privateers were generally known as letters of marque. During the American Revolution, state governments, as well as the Continental Congress, issued letters of marque to authorize privateers to seize British merchant ships. And British privateers likewise preyed upon American ships. In the late 1700s, ships of the East India Company sailing in the Indian Ocean were known to have been issued letters of marque and preyed upon French vessels. And during the Napoleonic Wars, the French government issued letters of marque to ships, sometimes manned by American crews, which preyed upon British shipping. Constitutional Basis for Letters of Marque The use of privateers was considered an important, if not essential, part of naval warfare in the late 1700s when the United States Constitution was written. And the legal basis for privateers was included in the Constitution, in Article I, Section 8. That section, which includes a lengthy list of Congressional powers, includes: To declare war, grant letters of marque and reprisal, and make rules concerning captures on land and water. The use of letters of marque was specifically mentioned in the Declaration of War signed by President James Madison and dated June 18, 1812: Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, That war be and is hereby declared to exist between the United Kingdom of Great Britain and Ireland and the dependencies thereof, and the United States of America and their territories; and the President of the United States is hereby authorized to use the whole land and naval force of the United States, to carry the same into effect, and to issue private armed vessels of the United States commissions or letters of marque and general reprisal, in such form as he shall think proper, and under the seal of the United States, against the vessels, goods, and effects of the government of the said United Kingdom of Great Britain and Ireland, and the subjects thereof. Recognizing the importance of privateers, President Madison personally signed each commission. Anyone seeking a commission had to apply to the secretary of state and submit information about the ship and its crew. The official paperwork, the letter of marque, was extremely important. If a ship was captured on the high seas by an enemy ship and could produce an official commission, it would be treated as a combatant vessel and the crew would be treated as prisoners of war. Without the letter of marque, the crew could be treated as ordinary pirates and hanged.

Genetic Enhancement essays

Genetic Enhancement essays Complaining about What is scarring people in these days is the possibility of cloning discoveries. At this point the question is: how this discovery will affect our society? And what is the scientists goal?. We all are worried about this discovery because what come out from scientists it is not really reassuring. Even scientists dont know what will be the long- terms effects of playing with genes if they might have bad results on patient's descendants. Moreover, by altering the natural course of nature on people, making them thinner, healthier we might increase marginalizazion and discrimination of people who cant or just dont want to be genetically enhanced. In response to pressure from society, We should stop and think before allowed scientists to go on without strict controls. All the attention these days to concerns about human cloning has pushed other controversial areas of medical science into shadows. The first attempts are to carry out genetic enhancement in humans could soon be under way. The goal of genetic enhancement is not to treat people with diseases or abnormalities, but to make healthy people more attractive. To do so, it would employ the recombinant- DNA techniques from monocular biology that emerged in the 1970s. This permits scientists to remove individual genes from one organism and introduce them into another, even on another species. Although we belief that The therapy aims to overcome health problems by giving the effected individuals the normal- or functioning- gene. Allowing genetic enhancement in more than a few very special cases poses real problems. First, the risks to the patient at present are very great compared with the possible benefits. We sill know very little about how they act- a single gene can have multiple effects in different parts of the body. Moreover, genes do not act alone: the ire effects are amplified, demitted, or counterbalanced by others ge ...

Managerment Essay Example | Topics and Well Written Essays - 1500 words

Managerment - Essay Example In South Africa, the private sector comprises of 2.7 million numbers of small enterprises. Majority of these employees are informal and micro enterprises. Only 12,000 of them are considered to be medium and large scale enterprises. 2.7 million enterprises in the country generate employment for 9.3 million people across the country. About three-fourth of these employees are engaged in the small and medium scale enterprises. These enterprises play a major role in uplifting the economic condition of the country, however their progress have remained substantially slow over the last few years. The employment generated according to the size of enterprises has been presented in the following diagram1. In fact the government of South Africa considers the development of small businesses as an important step towards strengthening the economy2. Small businesses are said to contribute significantly to the employment growth in Sub Saharan Africa. The small businesses have been able to absorb more than 40% of the labor force in the region. The most prominent improvements have been witnessed in the five countries, namely, Kenya, Malawi, Botswana, Zimbabwe and Swaziland. The increase in the number of start-ups specifically accounts for the improvement in the level of employment in the region. Only about 25% of these small businesses have grown substantially, but their contribution towards employment creation has is substantial. Only 1% of the start-ups has effectively transformed into the intermediate sized firms3. The small firms are said to the backbone of the sub Saharan economy. The size distribution among the firms existing in Africa is highly skewed with large number of small firms4. The small and medium enterprise sector in Nigeria comprises of 50% of the country’s employment and 50% of the country’s industrial output. The contribution of small economies to the economic growth of Africa is at par with the advanced nations of the

How did the term 'Butskellism' arise Was it justified Essay

How did the term 'Butskellism' arise Was it justified - Essay Example In this paper the historical view will look at the content of ‘consensus’ and how it emerged and was translated into actual policies. In short what actually was the postwar consensus? There onwards the academic debate which surrounds and is continuing as we write; so to speak; will be examined. The core questions like; was it a consensus or was it political rivalries misnamed as consensus? Was it an elite consensus or a broad consensus of electorate to the political center? Reference will also be made to the consensus or otherwise of the interest groups (trade unions etc.). An attempt will be made to situate this discussion within the overall structural matrix of British Political System. The purpose is to show that the structure and the dynamics within, actually construct constraints and boundaries which form the context of UK Politics and any radicalism/drastic change is perceived as out of context. This argument will be supported by a brief comparative political analy sis with mainland European model. It will also be supported by referring to the underlying core value structure of UK, which forms the basis of any socio-political construct. The consensus has probably always existed in British Politics, in its different variants, within the confines of practically two-party parliamentary system. This will be demonstrated in the later part of this paper, as for now, as a point of departure of this paper, it is suffice to address the ‘postwar consensus’ and it’s ‘moderately satirical’ Economist typification as Butskellism. It is perhaps an erroneous assertion to call consensus; postwar. It did not spring up suddenly between two political antagonists just after the Second World War. The War time Conservative government was a consensus government. The achievements of the Coalition Government of 1940-45 are termed as the harbinger of postwar-consensus (Addison.1975). Our assertion however is that consensus is the quintessential British Political