Lord Capulet Essay Example for Free

ennoble Capulet EssayWithin the scene where Capulet is crossed by Tybalt at his masked ball, Capulet differs again. His mood suddenly changes from being joking and charming to being hot headed and flying of the handle. I believe he is short tempered and is unable to control it he becomes very angry towards Tybalt. Why, how this instant, kinsman why storm you so? This demonstrates to the audience how infuriating he can be. I speculate the audiences learn that Capulet is a changeable character, as he is logical and feel for but he becomes deadly serious when someone tries to challenge him. He assumes people should respect his authority.In act three, Lord Capulet informs his wife about the proposal. doll Capulet deems Juliet will be overjoyed with the news hath sorted out a sudden day of joy that thou expectst not nor I lookd not for she has a positive view to marriage and feels all she needs is a man. She reveals the news to Juliet. At first Juliet considers the proposal as g ood news. But she then says she would quite an attach her enemy than marry Paris. This is amusing because she has previously married her enemy, Romeo, in secret.I will not marry yet and, when I do, I swear, I shall be Romeo, whom you know I hate, rather than Paris This shows Juliet is intensely in love with Romeo. Lady Capulet says here comes your father differentiate him yourself. I imagine she wouldnt tell him, Presuming Capulet will go insane. As he evidently did so, I will drag thee on a hurdle thither, out, you green- sickness carrion Out, you baggage You tallow -face This demonstrates how contrasting his thoughts actually are, he can not believe she is being so ungrateful. Previously He was praising her up, saying how dearly he loves her and how divine she is. But now he states she is worthless that Juliet is like a curse and wishes she was no longer here.In addition he told Paris that it was Juliets decision if shed like to marry him. He went back on his word and gave Jul iet no choice of the matter, using his authority to over rule her, this is proof he was contradicting himself. In this time women were have by their fathers until their time of marriage when they became property of their husbands. Capulets goal was to find a suitable match for his darling daughter, having so Juliet refused and Capulet became immoral, he bellowed wicked things to Juliet, which today no father would dare say. I presuppose Capulet sees he has the right to speak to his daughter in such a way because she is his property I dont think this is right, nobody should be spoken to in that manner. I sense Juliet was distressed because of this. Ill to the friar, to know his remedy if all else fail, myself have power to die Lord Capulet is an over powering man, he demands and receives what he wishes, no matter if he hurts someones feelings, especially his own flesh and bloods.Overall I have discussed that Lord Capulet has two completely opposite sides to him. He can be kind, lo ving, and charming, e.g. scene one, but he can soon flip to becoming unmistakably hot- headed, controlling and malicious preparing us for his actions in scene five.

How employee engagement has been forgotten by many andor remembered by few Essay Example for Free

How employee passage of arms has been forgotten by many andor re elemented by few EssayHow employee engagement has been forgotten by many and/or remembered by fewIntroduction It is believed that any high society which unlocks the secrets of attractive their employees is likely to get very high profits. However, this has never been the case. There atomic number 18 ceaselessly challenges and confusions which entrusts to misdirection t therefore the failure of the employee engagement. The primary(prenominal) cause of this is the lack of congruity when palavering about the comment and withal measurement of the employee engagement. Furthermore, there is also lack of trig bill between employee engagement and other closely think beliefs. This papers aim is to conduct an in depth analysis on the importance of lovely employees in any activities of a dividing line activity. It will also give recomm prohibitations where the importance show from the managers who practice this will be given. Lack of clear definition is one of the glaring issues that concern the concept of employee engagement. Different categories of individuals ranging academic researchers, corporations, practitioners and many more mystify big variations on how they give meanings. The harnessing of an presidential terms members selves with aim of making them work their role in engagement, state always express themselves physically, emotionally and cognitively during their role doing (Kahn, 1990). An arrangement which is always widely associated with employee engagement because of their best-selling book, First, Break all the Rules, The Gallup Organization, have a different definition. They define engaged employee as one who works with passion and belief a profound connection to the company he or she is working for and have a drive innovation to move the organization forward. Employee engagement may also be delimitate as a process through which an organization aims to increa se commitment of its employees as swell up as continuation to economic aid in the achievement of superior results. This definition is according to the International Survey Research. This definition in time looks at employees commitment in three different ways. They may include affective, cognitive, and lastly behavioral which incorporates actions, feelings and thoughts. The last definition that is taken into consideration by this paper is the process of translating the employees potentials into the employee performance as well as business success. This as a result changes the ways in which employees perform their duty through utilizing the tools found within the armory of internal communication professional (Shaw, 2005). beforehand indulging further into the issue of employee engagement, its prudent a congruous perceptiveness of how employee engagement measurement is done. There ar reliable metrics that are used to measure the employee engagement despite the rational and emo tional lots available. There exists several survey instruments that have been used in measuring the employee engagement. This paper however uses the Q12 survey system which was developed by the Gallup Corporation. The Q12 survey involves asking 12 questions which had strong linkages to high performance and measured how well the companies were meeting core requirements for the employees. tally to this survey, a high score on the 12 items always reflected the underlying emotional engagement among the employees who took the survey. This engagement leads to improvement in business results, as well as increased levels of productivity, employee retention and profitability (Walker, 2012) When dealing with employee engagement, there are a number of related concepts which must be put into consideration. The four related areas with the employee engagement include organisational citizenship deportment, frolic satisfaction, work engagement and organisational commitment. These four go hand i n hand to ensure that proper understanding of the employee engagement as well as its importance. Organizational citizenship behaviour for a long time has always been referred to as the pointless role behaviour. The organizational citizenship behaviour can be defined as the behaviour of an individual which is not explicitly recognized by the formal reward system and in the end promotes the efficient and effective mutantctioning of the organization concerned. Practically, the organizational citizenship behaviour improves efficiency and the effectiveness of an organization by supplying support to transformations, adaptations and innovations within the organization. Studying the organizational citizenship behaviour from a large perspective, its found out that it helps to supply direct support to the organization and the individuals found in the organization. This indirectly supports the organization (Anderson Williams, 1991). The organizational citizenship behaviour can be divided i nto many subcategories that gives a common dimension. The sub components includes self-development, organizational loyalty, sportsmanship, helping behaviour, civic virtue, individual initiative and organizational compliance. When a critical review is done on the definitions of the components mentioned above, its realized that their definitions is more or less the same as that of employee engagement. The helping behaviour talked about shows or implies an act of voluntary helping others and thus preventing the occurrence of any work related problem. Organizational loyalty on the other hand aims at be committed to an individuals work even during tough situations. However, the component which tends to show strong relationship with the employee engagement is the individual initiative. It can be defined as the persistence one puts on a job with extra enthusiasm or it can be said to be volunteering to perform extra responsibilities as well as encouraging others within the same organizatio n to follow suit (Podsakoff et al, 2000). Job satisfaction, is also another concept related to the employee engagement. A number of scholars have tried to come up with a wholesome definition of job satisfaction. According to Brief and Weiss, 2002, they described it as pleasurable or the positive and emotional submit that results from recognizing ones job or the experience from the job. There existed a number of disagreements whether the initially presumed definition was the exact one. It was found that there were so many shortcomings with the Brief and Weiss definition. This made Weiss to modify the definition. Job satisfaction came to be described as the positive or negative rating that a person retraces about his or her job situation (Weiss, 2002). From time to time, the definition has always updated so as to include a cognitive component in the measurement of job satisfaction. Work engagement is the third component related to the employee engagement. Work engagement of employe es measured or looked at into different categories. It involves vigor, compactness and dedication. Starting with vigour, it can be described as being fully charged with energy as well as resilience in job even during the days when nothing serious happens. Dedication involves one being proud of their work and getting convinced that whatever activity an individual undertakes is significant. Lastly, acculturation as a concept means being carried away work to the extent that one forgets everything in the surrounding (Hallberg, 2005). Lastly, the fourth concept related to the employee engagement is the organizational commitment. This concept entails the process that is gone through when obtaining the goals of an organizations eight-fold constituencies. The goals ranges from a broad organizational goals and their values to a more special formulation. Organizational commitment may also be defined as the uncoercedness to persist in a course of action as well as the reluctance to change plans while keeping the main goal to preventive on course. Both the definitions highlight the fact that people are committed to multiple entities. These multiple entities involve emotional and rational components (Vance, 2005). The emotional concept is defined as the positive feeling towards an entity while thee rational component means the state of being conscious as well as thoughtful in planning and executing actions that fulfill commitments. Having dealt with that, its crucial that factors which keep employee engaged are looked into in details. There are three main vital ingredients that make employee engaged. First is the leadership of any particular business organization. The leaders any an organization must set standards that in terms of dedication and then rubs it off to the rest of the employees. The leaders must be able to make difficult decisions flop and fairly. Furthermore, they should be competent and show consistency in whatever they do. In areas where this is not displayed by the leaders, the employee always feels looked and upon and as result they are always not engaged in whatever activity they undertake. The employees always talk and so poor leadership may be used as the stepping stone to abdicate any particular job. Good leadership makes an organization to have a very strong employee engagement hence better results (Taylor, 2014). Secondly, communication and transparency is also a factor or an ingredient that may make your employee engaged or not. This factor however has been underestimated by many and taken for granted. Senior people in an organization always have a notion that employees concern themselves with earning their wages to a larger extent and care very little for other things (Taylor, 2014). The truth of the matter however is that large majority of employees put a lot of emphasis on whether they are regularly being kept in the loop. It always doesnt matter to them whether it concerns their own development or big decisions of the organization. What actually matters is that it concerns everyone. Openness and good communication makes the employees to feel highly appreciated and hence part of the organization. They dont feel detached. This makes the organization a better place to be in. Lastly, enjoyment is also a key ingredient for engaging employees. The most important aspect of employee engagement is considering the fact that they are human beings. The organization does not run at a loss when they introduce elements of fun in the work place. The fun and enjoyment may range from a number of activities like a dress down party on Fridays, periodical trips, or any other thing that appeals to your employees. The aim of such enjoyment is to make employees feel like they want to work. This will thus make them stay as long as they want. This is however not the case with many jobs. Not many employees always want to make their employees have fun. This makes people have negative attitude towards such jobs leading to very few people doing such jobs. On many occasions, work does not necessarily have to be done with a serious mood at all times. The only way an employer can make the employees feel engaged it to make them feel as if work is something that should be enjoyed rather than being a chore (Taylor, 2014). Its therefore clear that employee engagement can be grouped into two main broad categories or rather approach. There is the philosophical approach and the pragmatic approach. The philosophical approach deals with the management philosophy that are considered when making overall decisions of a human resource. The pragmatic approach on the other hand deals with the dedication programmes for employee engagement. Here, measurement of engagement is done. None of the approaches either is stated to provide a clear winner when trying to achieve an engaged work force (Shaw, 2005). Having placed more emphasis on the engaged employees, its now prudent to talk about the disengaged employees. Its d ocumented that stress is one of the factors that can dislodge a highly engaged worker from conducting his or her duties without other workers or the organization getting aware of the in depth of the problem. Historically, many organizations have not done an in depth survey on how to deal with stress or other emotional problems. The former acting manager of the Freddie Mae, David Kellerman, committed suicide due to stress April 22, 2009. His death was attributed to the organizations failure to respond to the signs he was showing. The government seized his company after running at a loss of $108 billion. The work environment was also stressing. As if that was not enough, he always received so much criticism from the media. All these prompted him to commit suicide. This is the worst that happens when employees are not engaged.Recommendations for managers From the readings and research done, the following are some of the recommendations that ought to be considered by managers to ensure a proper way of promoting customer engagement. The managers should take specific actions or steps to achieve success. While doing this, they must always remember that each and every company is curious and therefore the action they take should be specific to that particular company. The customers should always be provided with as much information as possible to help make them engaged. The managers should always know the approach that their organization ought to take and wherefore that approach is important. The employees should also be given the approach used by the organization. When this is done, it makes them know why its done. This makes them feel part and parcel of the organization and hence promotes the level of employee engagement. Mutual agreement should also be made with the employees. This makes them know what is expected of them. Rechanneling of extensive time and resources should be done by the employers. This always forms the basis of creating a new employee engagement initiative. A company may be working on the already made initiatives. These initiatives may be giving forth good results. Coming up with a whole new initiative might lead to misdirection in a healthy focus which has been in existence for a long time and thus would lower the progress of a company. gentle in such activities should be avoided at all cost.Conclusion The concept of employee engagement is one that is very wide. The engagement of employees affects different levels of an organization ranging from micro and macro levels. So as to reduce the existing ambiguity when it comes to matters of the employee engagement, a lot more need to be done in this area. Any organization willing to get better results from applying the issue of employee engagement should do so with a lot of caution. Anything done be based on the strengths and weaknesses found, any related concept as well as all the unveiled fields in the issue of employee engagemenReferences(2006). Gallup Study Engaged employe es inspire company innovation. Gallup Management Journal, retrieved from http//gmj.gallup.com/content/defaut.aspx?ci=24880pg=1.Hagerty, J. Fields, G. (2009). A Fallen Mortgage Titan, Tragedy amid the Turmoil. Wall Street Journal 6- 5-2009Hallberg, U. (2005). A thesis on fire Studies of work engagement, type a behaviour and burnout. Department of Psychology, Stockhlom University, ISBN 91-7155-171-9Podsakoff, P., Mackenzie, S., Paine, J., Bachrach, D. (2000). Organizational citizenship behavours A critical review of the theoretical and Empirical literature suggestions for future research. Journal of Management, 26, 51, 1-56.Shaw, K. (2005). Employment engagement, how to build a high performance workforce. Journal on Human Resource, 0-9547741-3-2.Taylor, R. (2014). Maximising employee engagement. Journal of Leadership. 23-05, 47474Walker, S. (2012). Employee engagement and communication research measurement, strategy and action. London Kogan Page.Williams, L. Anderson, S. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in role behaviours. Journal of Management, 17, 3, 601-617Source document

Lack Of Group Cohesiveness Psychology Essay

Lack Of Group Cohesiveness Psychology EssayTeams and assemblys present a capacious furbish up on the behavior of employees. Good inclineing and interactions with peers, subordinates, and superiors and crucial aspects of organizational life, helping employees achieve personal and organizational goals. When relationships be poor, they locoweed become sources of stress.Moreover, incivility at hunt down and elsewhere has become a major problem. Incivility implies rudeness and disregard of new(prenominal)s. It includes the violation of blend inplace norms for mutual respect. A blue aim of political behavior or office politics as well as whitethorn create stress for managers and employees. The nature of relationships with others whitethorn influence how employees react to other stressors.In other words, social relationships can be either a source of stress or the social die knockout that helps employees hump with stressors. The sort out can also be a potential source of stress. The group stressors can be categorized into pursuance beasLack of group cohesivenessStarting with the historic aloney far-famed hawthrone studies, it has become very clear that cohesiveness or togetherness is very strategic to employees, specially at the lower aims of organizations. If an employee is denied the opportunity for this cohesiveness because the other member of the group shut the person out, the resulting lack of cohesiveness can be very stress-producing.Lack of social supportEmployees argon greatly changeed by the support of one or much members of a cohesive group. By sharing their problems and joys with others, they are much better off. If this type of social support is lacking for an individual, the postal service can be very stressful. There is even inquiry indicating that the lack of social support is so stressful that it accounts for rough health care costs.Intraindividual, interpersonal and intergroup conflict.Conflict is conceptually very closely linked to stress. Conflict is normally associated with incompatible or hostile acts mingled with intraindividual dimensions such(prenominal) as personal goals or motivational needs/values, between individuals with in a group, and between groups. Conflict can consequently lead to considerable stress for individuals.In addition to the group per se, group- train dynamics may become stressors, for example a recent study put together that organizational politics was a potential source of stress in the work environment.Aggressive behavior A frightening category of work stressors is also aggressive behavior in the workplace, often taking the form of emphasis or sexual harassment. Aggressive behavior that intentionally threatens or causes physical harm to an employee is classified as workplace violence.Work place violence transcend the security threats employee face at their organization. Homicide is chip only to transportation accidents as the most common cause of workplace fatalities. A second form of overly aggressive behavior in the workplace is sexual harassment. Sexual harassment is unwanted contact or communication of a sexual nature.M each female person employees ache been object of unwanted sexual advances, propositions or discussions at work. As with workplace violence, sexual harassment is a serious problem. Management clearly has a strong responsibility to do everything in its power to prevent sexual harassment from occurring. When it does occur, it needs to be dealt with quickly and firmly.INDIVIDUAL STRESSORSIn a sense, the stressors discussed so far eventually get down to the individual level. There is also more research and agreement on possible partal dimensions and individual dispositions that may affect stress outcomes. For example, individual dispositions such as type a nature patterns, personal control. Learned helplessness, self-importance efficacy and psychological hardiness may all affect the level of stress someone poses.C onflict between work and other roles A person has many roles in life (e.g., breadwinner, family member, little confederacy coach, and/or social workers, to name a few), only one of which is typically associated with work (although some individuals may hold more than one cheat at a time) these roles may present conflicting demands that become sources of stress.Furthermore, work typically meets only some of persons goals and needs. opposite goals and needs may conflict with career goals, presenting an excess source of stress. For example, employees personal desires to spend time with their families may conflict with the extra hours they must work to advance their careers. Current demographic trends, such as the progressively large number of dual-career couples, wear brought work and family role conflicts into sharp focus.Career developmentMajor stressors related to career planning and development involves job security, promotions, transfers, and developmental opportunities. An em ployee can olfaction stress by under promotion (failure to advance as rapidly as desire0 or over promotion (promotion to a job that exceeds the individuals competencies).The current wave of reorganization and downsizing may seriously threaten careers and cause stress. When jobs, teams, departments, or entire organizations are restructured, employees often welcome numerous career-related concerns can I perform competently in the new situation? Is my new job secure? Typically, employees find these concerns stressful.Differences between company and employee valuesA still cause of stress lies in differences between company values and ethical practices, as often reflected in the organizations culture, and employee ethics and values. Substantial differences can lead to large mental stress as an effort is made to balance the requirements of both sets of values. spirit characteristicsThe personality characteristics points out the complexity of, and individual differences in, personalit y dispositions and traits. Personality traits such as authoritarianism, rigidity, masculinity, femininity, extroversion, supportiveness, spontaneity, emotionality, tolerance for ambiguity, anxiety, and the need for achievement have been uncovered by research as being concomitantly relevant to individual stress. Most care has centered on the type A personality.Friedman and rosenman define the type a personality as an action-emotion complex that can be observed in any person who is aggressively involved in a chronic, increscent struggle to achieve more and more in less and less time, and if required to do so, against the oppose efforts of other things or other persons. Type A 00employees invite considerable stress. They are the ones whoWork long, hard hours under constant deadline pressures and conditions for overload.Often pullulate work home at night or on weekends and are unable to relax.Constantly compete with them, setting high standards of productivity that they seem fight offn to maintain. hunt to become frustrate by the work situation, to be irritated with the work efforts of others, and to be misunderstood by supervisors.Type B people appear more relaxed and comfortablegoing. They accept situations and work with them rather than fight them competitively. Type B people are especially relaxed regarding time pressures, so they are less prone to have problems associated with stress. Still, type B individuals can be highly productive workers who meet schedule expectations they simply obtain results in a different manner.The research on type A and type B people is still accumulating. For example, some of the type A behavior patterns, such as competitiveness and a drive for career success, appear to be consistent with societys values. At the same time, the hostility and aggression these people exhibit may make it difficult for many employees to work with them.Some studies also suggest that on that point may be different forms of type a personalities. A s a result, the type As who are more expressive and less hostile may be less prone to heat disease. Other type As apparently enjoy their success so much that they disregard the surrounding stress and do not fend from softheartedness attacks or other physical consequences.Besides the debate surrounding the blow of type a personality on health is the question of the success of type As versus type Bs. It is pretty clear that type As are typically on a fast track to the top.They are more successful than type Ba. however, at the very top they do not incline to be as successful as type Bs, who are not very ambitious, are more patient, and take a broader view of things. The key may be to angle form type A to type B behavior, but, of course, most type As are unable and unwilling to make the shift and/or to cope with their type A characteristics.Personal controlThe second internal factor affecting employee stress is the pith of perceived control they have over their work and working co nditions. Employees who have a substantial degree of independence, autonomy, and freedom to make decision seem to handle work pressures better. Since two employees may have the same actual control and flexibility, it is clearly their relative perception of that freedom that counts.Managers can respond to this need for control through a regeneration of measures such as allowing flexible work schedules, enriching jobs, placing individuals on self-managing teams, or empowering employees by using participative leadership styles. Peoples feelings about their ability to control the situation are important in determining their level of stress.In particular, if employees feel that they have little control over the work environment and over their own job, they will run into stress. Studies have shown that if employees are given a sense of control over their work environment, such as being given a chance to be involved in the decision-making process that affects them this will sign up thei r work stress.A large study by Cornell university medical examination researchers base that those workers who experience loss of control, especially in relatively how-level jobs, have tripled the risk of developing high line of merchandise pressure. The researchers concluded that lack of control turns stress into physical problems.They also found that employee perceptions of the amount of control they experience at work relate to stress, which in turn affects physiological outcomes such as blood pressure as well as psychological outcomes such as job satisfaction.Learned helplessnessThe feeling of loss of control goes back to come of the classic research on lettered helplessness conducted by Seligman. In conducting experiments on dogs who could not escape shock, he found that they eventually accepted it and did not they have sayed to be helpless.Other studies found that people, too, can learn to be helpless, which helps explain why some employees just seem to have given up and s eem to accept stressors in their work environment, even when a change for the better is possible.Most recently, Seligman and his colleagues have concentrated on peoples explanations for their lack of control. Specifically, they suggest that people are most given(predicate) to experience helplessness when they perceive the cause of the lack of controlTo be related to something about their own personal characteristics (as opposed to outside, environmental forces)As horse barn and enduring (rather than just temporary)To be global and universal (cutting across many situations, rather than in joint one sphere of life)Further study and research on the sense of control in general and learned helplessness in particular will provide much insight into stress and how to cope with it.PerceptionPerception is a process whereby a person selects and organizes environmental information into a concept of reality. Employee perceptions of a situation can influence how (or whether) they experience stre ss.For example, two employees have their hob duties substantially changed-a situation likely to be stressful for many people. The first employee view the new duties as an opportunity to learn new competencies and thinks that the change is a vote of confidence from management in her ability to be flexible and take on new challenges.In contrast, the second employee perceives the same situation to be extremely threatening and concludes that management is unhappy with his performance.Past experienceA person may perceive a situation as more or less stressful. Depending on how familiar that person is with the situation and his prior experience with the particular stressors involved. Past practice or pedagogy may allow some employees to deal calmly and competently with stressors that would greatly intimidate less experienced or inadequately trained employees.The relationship between experience and stress is based on reinforcement. Positive reinforcement or previous success in a similar si tuation can reduce the level of stress that a person experiences under certain circumstances punishment or past failure under similar conditions can addition stress under the same circumstances.The evidence indicates that experience on the job tends to be negatively related to work stress. The two explanations have been offered. First is the mentation of selective withdrawal. Voluntary turnover is more probably among people who experience more stress.Therefore, people who remain with the organization longer are those with more stress-resistant traits or those who are more resistant to the stress characteristics of their organization. Second, people eventually develop coping mechanisms to deal with stress.Social supportThe presence or absence of other people influences how individuals in the workplace experience stress and respond to stressors. The presence of coworker may increase an individuals confidence, allowing that person to cope more effectively with stress.For example, wor king on base someone who performs confidently competently in a stressful situation may help an employee behave similarly. Conversely, the presence of fellow workers may irritate some people or make them anxious, reducing their ability to cope with stress.Locus of controlThose with internal locus of control believe they control their own destiny. Those with impertinent locus believe their lives are controlled by outside forces. Evidence indicates that internals perceive their jobs are less stressful than do externals.When internals and externals confront a similar stressful situation, the internals are likely to believe that they can have a significant effect on the results. They, therefore, act to take control of events. In contrast, externals are more likely to be passiveSelf efficacySelf efficacy has also been found to influence stress outcomes. Self efficacy refers to an individuals belief that he or she is capable of performing a project. Evidence indicates that individuals w ith strong self efficacy reacted less negatively to the strain created by long work hours and work overload that did those with low levels of self efficacy. That is, confidence in ones own abilities appears to decrease stress.As with an internal locus of control strong efficacy confirms the power of self beliefs in moderating the effect of high strain situation. There is increasing evidence that peoples self-perception of their capacity to be effective and bring about change may be an important disposition in the ability to withstand stress.For example, those with high self-efficacy have a relatively low level of physiological arousal (for example, they have less adrenaline in the bloodstream). Yet those under stress tend to have high physiological arousal. Thus, those with high self-efficacy tend to remain clamer when faced with a stressful situation.Over arousal can impair our ability to solve compels stress-related problems by elevating out motivation well beyond optimal levels a nd distracting us from task at hand. So people with higher self-efficacy expectations have biological as well as psychological reasons for remaining calmer.PersonalitySome peoples personality includes a high degree of hostility and anger. These people are chronically suspicious and mistrustful of others. Evidence indicates that this hostility significantly increases a persons stress and risk for heart diseases.More specifically, people who are quick to anger maintain a persistently hostile outlook, and project a cynical mistrust of others are more likely to experience stress in situation.Psychological hardinessEveryone has observed individual differences of people faced with stressors. Some people seem to go to pieces at the slightest provocations, time others seem unflappable in the face of extremely stressful situations. Those able to cope stressfully with extreme stressors seem to have a hardiness disposition.Personality traits that seem to counter the effects of stress are know n collectively as stalwart personality. As a personality type, hardiness is defined as a cluster of characteristics that includes feeling a sense of commitment, responding to each diffulty as representing a challenge and an opportunity, and perceiving that one has control over ones own life. The hardy personality is characterized byA sense of positive involvement with others in social situationA tendency to attribute ones own behavior to internal causesA tendency to perceive or welcome significant changes in life with interest, curiosity, and optimism.A high degree of hardiness reduces the negative effects of stressful events. boldness seems to reduce stress by altering the way people perceive stressors. The concept of the hardy personality provides a useful insight into the role of individual differences in reaction to environmental stressors.An individual having a low level of hardiness perceives many events as stressful an individual having a high level of hardiness perceives f ewer events as stressful. A person with high level of hardiness isnt overwhelmed by challenging or difficult situation.Rather, faced with a stressor, the hardy personality copes or responds constructively by trying to find a solution-to control or influence events. This behavioral response typically reduces stress reactions, lowers blood pressure, and reduces the probability of illness.FrustrationAnother cause of stress is frustration. It is a result of motivation (drive0 being blocked to prevent one from reaching a desired goal. It is a felling of insecurity and dissatisfaction arising from unresolved problems or unsatisfied needs and wants. The mind, either consciously or subconsciously, generally attempts to cause behavior designed to help the frustrated person adjust to an unresolved situation, a type of behavior termed an adjustive reaction of defense mechanism.Some adjustive reactions are positively directed while others may be negative. Some frustrations may result in mild ad justive reactions other reactions may be extreme and emotional. The intensity of a particular adjustment generally depends on two factors the type of frustration activity and the previous experience of the frustrated person. Psychologists have developed a variety of legal injury to describe the numerous types of adjustive reactions to frustration.Symptoms of stressStress affects different people in different ways, and everyone has a different method of dealing with it.Psychological symptomsAnger,Depression,Anxiety,Changes in behavior,Food cravings,Lack of appetite,Frequent crying,Difficulty quiescence (mental),Feeling tired, andDifficulty concentrating.Physical symptomsChest pains,Constipation or diarrhea,Cramps or muscle spasms,Dizziness,Fainting spells,Nail biting,unquiet twitches,Pins and needles,Feeling restless,A tendency to sweat,Sexual difficulties such as erectile dysfunction or a loss of sexual desire,Breathlessness,Muscular aches, andDifficulty sleeping (physical).Data Analysis and InterpretationThe research for the project is objected at identifying the stressors existing in the banking arena. This purpose is extended to identifying the different stressors faced by the employees of public sphere banks and private sector banks.The focus was basically on the employees of state bank of India (a leading public sector bank) and ICICI (one of the leading private sector bank). Various stressors are identified and comparison between the stress levels existing in the employees of these banks is done on various significant grounds.A sample size of 46 respondents is selected that includes 23 respondents of both the banks. The questionnaires projected various questions concerning the individual, group, and organizational stressors. The respondents were asked to tick the appropriate option (yes, no or not applicable for all except 2 questions).The responses, convey in terms of yes, no or not applicable are analyzed in terms of their repercussion on stress g enerating capacity. A yes solve to a statement could not necessarily mean positive answer. The statements were so formed that a yes could indicate a negative answer as well. alike is the case for no. Each no does not mean something negative.Considering this and since the purpose is to understand the level of stress each question is marked 1 (one) on the negative answer give and 0 (zero) on every positive reply, irrespective of whether it is yes or no. the interpretation of the bulls eyes is done on the following basisQuestions are divided on the basis of three stressorsIndividual level there are 18 questions to understand the impact of this stressor. Negatively reply one statement can give 1 point and in all these statement can yield a maximum score of 18 points.Group level there are 6 questions to understand the impact of this stressor. Negatively answering one statement can give 3 and in all these statement can yield a maximum score of 18 points.Organizational level there are 18 questions to understand the impact of this stressor. Negatively answering one statement can give 1 point and in all these statements can yield a maximum score of 18 points.Analyzing these stressors independently, the following is baseLess than 4 This score presents that the respondents are not prone to stress and are not likely to have and suffer from a stress related illness.4 to 8 This score presents that the respondents are prone to stress and likely to suffer from the negative effects of stress. They may perhaps be open to stress related illnesses.More than 8 This score presents that the respondents are very prone to the negative effects of stress and may be open to stress related illness. They must not determine in doing something about it and seek professional stress management counseling and consult medical doctor.After analyzing these stressors independently, they are summed up to find the impart stress faced by an employee. The following base is takenLess than 10 This score presents that the respondents are not prone to stress and are not likely to have and suffer from a stress- related illness.10 to 20 This score presents that the respondent are prone to stress and are likely to suffer from the negative effects of stress. They may possibly be open to stress related illnesses.More than 20 This score presents that the respondents are very prone to the negative effects of stress and may be open to stress related illness.They must not delay in doing something about it and seek professional stress management counseling and consult medical doctor.The comparative study of the stressors affecting the employees of both the banks- SBI and ICICI is done tutelage the above base in focus. The comparison is presented through pie charts. Various dimensions affecting the stress level and the personal characteristics of the respondents are presented and compared to understand to organizational environment and culture. conclusionFrom the data presentation and i nterpretation of various level of stressors presented above, as analyzed from the information collected from various respondents, the following decisions can be chalked outcomparative degree analysisWhile comparing the stress level of female employees of both the banks, it is clear that female respondents of icici feel extreme stress, while female respondents of SBI are easy going and feel stressed. Of all the stressors, 26% of the female employees of ICICI feel extremely stressed by the organizational stressors. one(a) of the reasons for this lies in the fact that the female employees of SBI have been with the bank for many years hence they have developed the coping mechanisms to deal with the organizational stressors.While comparing the stress levels of the employees of SBI with the stress levels of the male employees of ICICI, it is found that 44% of the male employees of SBI face extreme stress and 16% of male employees of ICICI face extreme stress.While comparing the male vers us female employee stress levels of ICICI, it is Evident, that female employee suffers more stress as compared to male employees. 26% of female employees suffer from extreme stress.While comparing the male versus female stress levels at SBI, it is found that male employees (approximately 44% of male employees feel extreme stress) of SBI feel more stress as compared to female employees (only 29% of female employees feel extreme stress). One of the reasons worth mentioning is that in SBI most of the key positions are occupied by male employees. Hence female employees are in charge of such positions that do not cause much stress.Stress level of SBI is high as compared to icici, since 39% of total respondents of SBI face extreme stress and only 17% of the total respondents of ICICI face extreme stress.The analysis presented a surprising result. The stress level of the employees working in public sector bank i.e., SBI is higher than the stress level of employees working in the private se ctor bank i.e., ICICI.I would now like to present the findings that indicate this difference.First, I am presenting the reasons that are responsible for high stress among employees of SBIFirst of all, irrespective of their hierarchical positions, there is little autonomy provided to the employees. All employees are required to consult their concerned manager for taking decisions. Moreover, the managers themselves do not have ultimate authority. They are also required to consult regional managers to take certain decision.Secondly, there exists bureaucracy in public sector banks. There are very long procedures framed for conduct of any activity. Any task that can be otherwise conducted easily requires long procedures to be followed for accomplishing it. This leads to wastage of time and resources. Much of employees energy is diverted towards these activities that actually require less attention.The decision making process of the bank is very long. It takes much time to take decisions. The permissions of top management are required to be taken before finalizing a decision and implementing it. These certainly prove to restrict quick decision making, and hence leads to delay in activities and stress.The restrictions posed by the rules and regulations of the banks are also one of the essential factors causing stress. Employees feel suppressed and pressurized owning to these. many another(prenominal) employees of SBI are soon finding themselves fixed amidst banks rules and regulations and their desire of freedom of working.Most of the employees working in SBI have reached the maintenance stage of their career development. Owing to this, they face much mid-career crises. These employees are currently suffering the Mid Career Crises. To add to this, of late, there were many technological changes implemented in bank. No doubt, the employees were provided adequate training regarding the use of the technology and software, there still exists some level of dissatisfactio n among employees concerning the technological area.The employees of SBI feel that there is partiality existing in the treatment of employees in the bank. They perceive that the managers do have hard corner for few employees. This perception of employees affects their ability to accept any decision taken by manager.There is lack of motivation among the employees of SBI. There are no incentives provided to improve their performance. There is only one incentive given (in terms of bonus) at the time of Diwali. Lack of incentives proves to be a demotivating factor. As it is, the income received by the employees of SBI or for that matter any public sector bank is lower than what is earned by employees in private sector. The manager of icici, despite of less experience as compared to manager of SBI, enjoys a pay package of rs.8,00,000 to rs.9,00,000 On other hand, manager of SBI, with more experience receives a pay package of around rs.4,00,000 to rs.5,00,000.Many respondents (especially pitchfork managers) feel that there is no proper grievance handling system. Though all employees of bank (working under the runner managers) are satisfied with helper and support of manager for addressing and solving their grievance, there is not much support provided by top management to branch managers to consider and solve their grievances.Many branch managers have agreed to the fact that their personal goals are not in line with organizational goals. This demotivates the employees to work willingly and productively. It imposes a compulsion on employees to accept, a Learned Helplessness, (a feeling that they cannot do much) which leads to stress.Recently, various sister concern banks of SBI were merged with SBI (SBS merged with SBI). Many employees of SBS who now work as employees of SBI feel that they are quality children of SBI. There is lack of a feeling of belongingness and togetherness. They feel insecure and restricted in the new working environment.Few of the responden ts felt stressful because of over-direction provided to them by their branch managers. They felt that their work is constantly watched and scrutinized more that necessary. They feel interfered and mistrusted. This is the cause of their stress.There exists a constant fear of punitive action among the employees of SBI. They are criticized severely for their mistakes. This makes them feel over cautious in performing any task and restricts their creativity and learning.Many branch managers feel that their branch members i.e., employees of his or her branch are not adequately trained to deal with customers. They feel that they require training of professional etiquettes, and for managing customers. Due to lack of patience and empathy shown by the employees to the customers, managers are required to interfere in small matters that at the end can result in havoc if not addressed properly. When managers spend more time in clearing these short issues, they are unable to give required time t o their actual work. Sometimes, this, also leads to work overlapping since managers are required to multi-task for sometimes

PIA Business and Management Analysis

PIA Business and Management AnalysisIn 1959, the G overnment of Pakistan took an initiative of appointing Air Commodore Nur caravanserai as the M.D (Managing Director) PIA, with his effective approach and visionary leadership, PIA had shown impressive gain and success within a half-decade, acquired the market as one of the jumper cable airlines arise the globe. In the history of aviation, this short span of half a decade referred to as the golden era of PIA .The key goals and commitments for tonic management argon development, expansion, and growth and so on by 1960, PIA introduced send-off Boeing 707 inspection and repair from London to Karachi and Karachi to Dhaka, proved as a major success. Successful accomplishment resulted in PIA becoming the first Asian Airline to operate jet aircraft, setting examples for the future. In 1961, the airline took an extremely extravagant decision of initiating a cross-Atlantic service from Karachi to New York. PIAs services had carried som e over 70,000 passengers during the first year of operation. At times, it was acknowledged as a stellar operation, equal to any other in the world. Due to couple, unfortunate accidents resulted the discontinuation of service in 1966.PIA, in 1962, the wisdom of PIA management. finding the upper winds forecast favorable, PIA set a leger of fastest air travel service between London to Karachi in a record time of 6 hours, 43 minutes and 51 seconds, that remains unbroken till date, with the representation of FAI (Federal Aeronaut Inter interior(a)).1964 was another historic year for PIA in terms of achievements and historically acknowledged as a broach in the checkered history of the airline. On 29th April, 1964, a Boeing 720B, PIA becomes the first airline from a non-communist country to fly into the Peoples Republic of China. PIAs very first service to Republic of China was from Karachi to Shanghai via Canton. By next year PIA increased number of planes by introducing another Boeing 720B and two more F-27s. As a national institution, PIAs development, had become a serious reality and the PIA team continued to achieve its ambitious plans and goals for the national flag carrier.A body of feeder services linking eight points in West Pakistan was introduced in 1966 at the times the airlines viscount were proving insufficient ownership to fast growth and to be replaced by tridents and the growth curve was on steep, adding two F-27s and Boeing 707s following year.In 1964-65 the top slot of PIA was taken over by Air Vice Marshal, Asghar Khan for a tenure of 3 years. The introduction of new uniforms for the air hostesses by a well renowned French designer, Pierre Cardin was the well-nigh colorful change, if not the most significant at times of highest attributes that changed the entire aviation industry in terms of crew staff and taken as storm by the world. This sacred move leave a success mark in the industry for PIA and the new uniform was an instant hit both a t ingleside and in abroad.Another achievement of PIA was, to become the first airline to get certification (first/lnitial certification) on SMS(Safety Management System) by CAA Civil Aviation mandate Pakistan. Civil Aviation Authority Air Navigation Order (ANO 91.0032 issued in September 2008) binds all airlines operating in Pakistan to have SMS. It is the privilege of PIA, who first initiated SMS consciousness and implementation in July 2008. PIA awarded initial certification on SMS in 27th February 2009 by CAA.PIA installed its first fully functional Engine Overhauling Shop, near the Head Office building, was also completed and commissioned at the same times. The PIA genteelness Centre previously known as The Ground Training School (GTS) was first conceived and developed during 1961-62. Initially the training was imparted in a T-shaped building which later converted into PIAs dispensary close to the Head Office building. Due to high levels of seemingly growth and visible devel opment both in traffic and revenues in 1960s, PIA installed new equipments, adding new routes and destinations, and new technologies to support its ever-expanding operations. 1968 a new Jet Hangar for Boeing with a supporting airframe overhaul was completed and commissioned and by 1970 come up with PIAs own Flight Kitchen in Karachi, which caters, even today, to the national airline as well as other carriers. Over the years, with the airlines expansion and increased capacity, the need for a second Flight Kitchen became imperative.In early mid-nineties PIA come up with new brighter corporate identity. In changing times PIA introduced much smarter and sportifying looks of 90s, the famous PIA green mixed and beef up with moss green and pale blue stripes were incorporated into the new corporate identity. It was green and gold livery earlier when it was first formed back in 1974, some old-timers may remember the flutter. PIA shows its diversity by active participation and sponsoring ran ge of national games and PIA players are always show their leading presence in Cricket, Hockey, Football, Squash, Chess, Bridges, Polo and table tennis as the stripes logo shows PIAs active participation and diversity. Early nineties progressed to a vast expansion to hajj and UMRAH operations and domestic flight operation to all major cities of Pakistan i.e. Islamabad, Peshawar, Lahore, Quetta, and Karachi.PIA undoubtedly continues its growth and now PIA operates globally, and cover the international destinations spread over 4 continents including all landscapes of domestic operations. As far as PIA is still a pretty young airline shown some impressive graphic statistics since its foundation in 1955, PIA has indeed, come a long way.

The Impact of Globalization on Poor Countries

The Impact of internationalisation on Poor CountriesGlobalization refers to integration of regional societies, cultures and economies through reduction of state enforced limitations on exchanges between several(predicate) countries thereby enhancing a global network of make do and communication. While globalization is driven by interaction of assorted, economies, technology, semipolitical factors and social cultures, the term is in sousedly cases used to refer to economic globalization where different countries economies become integrated into an international economy through a globe spanning network of parcel expose, migration, foreign deal investment fundss, technology and capital flows. Globalization also involves transnational exchange of ideas, languages and acculturation (Amin, 2004). Globalization history crowd bring out be traced from the Hellenistic age and the splay of humanity-wide when commercialized urban centers of Greek culture deal Athens, Antioch an d Alexandria enhanced a wide spreadhead of trade and commercial links. Globalization continued with the colonization of Ameri hatfuls by Europeans which initiated the Columbian exchange enhancing a wide spread of crops, trade and human states and migration. Globalization however got its modern form in 19th century shaped by imperialism when industrialization brought about economies of scale which made sixpenny production which was sustained by increased population demand. Its argued that the forces of globalization enhanced the world war (Barkema Drogendijk, 2007).Globalization as used by different economists and social scientists can be traced back in 1960s and has inspired diverse and numerous definitions and understanding. Globalization and internationalisation are interchangeably used the only distinction in the usage of the two terms is that internationalization is more focused on international relations, trade and treaties which are driven by labor and capital mobility. G lobalization as used in economic context refers to reduction and elimination of barriers between different countries economies in away that flow of goods and services capital and labor is facilitated. Some of the things that slowdown globalization include countries political and capital policies which are inward flavour and focused to protection of countries industries (Wood,1998).To enhance globalization microeconomics processes need to be focused on economic policies, political subjectivity, capital and other different dynamics and domains so as to denationalize what has been made national.Globalization is seen as a way of flattening the world into global system of trade, supply chain and outsourcing and this has greatly and permanently changed countries economies, political forces both in a good and a bad way. The rate of globalization is increasing and continues to come a rising impact on phone line practice and commercial organization, giving a neoliberal kind of internation al economic systems (Beall, 2004).Rapid expansion of transnational corporations in U.S and Europe has given rise to systematic trend of economies growth and die dynamics which are the main drives of the quickening globalization which has stand the counter tendency changes and forces that emanate from trade center actions and political activities. Globalization has become an irreversible phenomenon whose long history in trade economic systems has given rise to transnational elites and political globalization which has phased out the handed-down form of respectable-nation states, globalization has given rise to heathen and ideological homogenization oecumenic couplight-emitting diode with significant inventions. Globalization has largely been driven by political planning which has seen a breakdown of trade borders and increasing interdependence of states through international commerce and trade and the establishment of international institutions to manage the globalization proce ss. These institutions include the World Bank (formerly known as bank for International Reconstruction and Development), World Trade Organization and International Monetary Fund. Advanced engineering science has greatly reduced the trade and negotiation cost through agreed trade tariffs which gift seen the possibility of free trade among different countries (Ostry, 1998). Some of the actions compound in the General arrangement on Trade Tariffs include elimination of trade tariffs creating free trade zones, lowering the transportation costs and enhancing containerization which has made maritime hipping in different countries possible, introduction of harmonized trade subsidies globally which has attracted different corporations in the international market. Increased restrictions in the harmonized intellectual property laws consecrate also seen a great breakthrough for free trade much(prenominal) that intellectual properties and patents are recognized crossways states. Trade t reaties enhanced by the WTO like the Uruguay Round which has introduced a uniform trading platform, other multilateral and bilateral agreements on trade like North America Free Trade Agreement (NAFTA) have greatly reduced the trade tariffs and barriers and enhanced free trade and given a rise in world exports and the total gross world product (Lazear, 1999). Advanced communication technology mobile pone and other computer software technology spread among countries which have made communication cheap and possible among countries, and worldwide marketing has greatly driven cultural globalization with western American culture dominating most regions in expense of the traditional diversity. The contrasting trend led by movements in protest to globalization has not given any fruits in its defense for local individuality singularity and identity (Yeung, 2002).According to Rothstein (2005), various economic characteristics of globalization like capital, labor, technology and exports and i mports, we can easily measure globalization if we take it as economic globalization. Exports and imports can be determined as a proportion gross national income while labor can be determined as net migration rate flow weighted by population inward and outward flow. Inward and outward capital flow can be determined through investment as a proportion of per capital income while technology can be measured in terms of worldwide research as rise as development flows and the rates of change noted through inventions that has given new products in telephone, motor vehicle and broadband industries (Knaude, 2001).However globalization is not economic phenomenon only and therefore requires a multivariate approach in taking its measurement. Swiss index has taken into consideration three key dimensions of globalization as political, economic and cultural effects taking some sub-indices like economic flows and restrictions, personal contact data, information flow and cultural proximity data whi ch are available on annual basis. According to the Swiss index, Belgium is the most globalized country worldwide followed by Austria and Sweden while United Kingdom comes fourth followed by Netherlands (Agell, 1999). The Index has shown that Haiti is the least globalized countries followed by Myanmar and Burundi.Globalization has given forth to good and bad aspects which have abnormal countries in different ways. Movement of production materials and fabricate goods has given rise to emergence of worldwide markets and given consumers and firms a broader access to foreign products. The trade between China and Africa particularly has rise seven quantify fro the period between 2000 and 2007. Emergence of international financial markets has given customers worldwide access to external finance. This has however grown fast than the transnational regulatory regimen and given rise to instability in the worldwide financial infrastructure as evidenced by the current financial crisis (Mishk in, 2009). Realization of a worldwide market where goods and capital are free exchange has a great economic realization while its interconnectedness would give great effects in case of one economy collapsing. For instance, every worldwide IT company has established its market in India, if Indias economy collapses this would have the adverse effects spread amongst umteen other economies (Buckley Ghauri, 2004). Globalization has greatly affected the health systems on a global scale where health has became a trade commodity especially in developing nations following the structural adjustment programs which have seen the health sector privatized and the health policy largely fragmented due to various private interests which have focused on partnerships as a way to fight the various problems instead of a comprehensive health strategy. Health policy has greatly been affected by the global trade and economy driven by the technological advancement which has given innovative medical dread trade. At time the global priorities have run over the nation health care priorities making the health infrastructure more valuable to public the privatized form of health care which largely focuses on the wealthy (Dunning, 1998).Globalization has led to creation of governments with relaxed relationships and guaranteed social and economic rights. United State has over time taken a powerful eyeshot following its strong and wealthy economy. The republic of China has experienced rapid growth following globalization and with support from the United States. Economists have project that if Chinas growth is maintained at that rate, this would bring a great change world wide in the next twenty years since it will sozzled power reallocation among world leaders with China being one of the wealthy and industrialized nations and this will rival the United States worldwide powerful position (Jones, 2008).Increased Informational flow between different geographical locations has brought technol ogical change with the introduction of fibre optic communications and improved accessibility via telephone and net income facility. Globalization has also increased competition due to worldwide market which has challenged different companies and industries to improve their products and skillfully use technology. Globalization has brought various ecological changes and environmental challenges due to cross boundary pollution of water and air and the overfishing of oceans as well as spread species which are invasive. This can be faced out through international cooperation, but its noted that most factories run their plants in developing nations where environmental regulations are lenient. As such globalization and free trade has largely increased pollution in these countries and deteriorated peoples standard of living. The world ecological capacity has proved insufficient to handle the ambitions of China, U.S, and Europe among other countries sustainably. Also globalization would bri ng about depletion of resources like zinc, terbium and indium, if U.S, China and India continue with the current consumption this would lead to conflict over diminishing natural-resources (Casson, 1996). One classic cultural aspect of globalization is food consumption whereby people in China can be consuming American food while those in Africa can be consuming Italian meals. McDonalds is one of the American food companies with a global network of 31,000 locations worldwide and has had great cultural influence globally. In asset to international travel, migration and tourism internet has broken down cultural borders worldwide through enabling interaction and communication among people from different state, thus communion different lifestyles and cultures even beyond the language barriers by use of photo sharing websites. Globalization has led to spread of multiculturalism where some come local cultures have been assimilated and others have been supplanted (Taylor, 2008).Globalizati on has however faced significant opposition internationally arguing that it has lowered the quality of life and increased the environmental degradation by reducing the competitiveness of some countries industries, and perhaps agriculture in nations that have not yet adapted to the changes brought by globalization (Daryl, 2009). The flow of information, products and people across countries has led to spread of deadliest diseases like HIV/Aids which still remain a top cause of death especially in Asia and Africa while the infectious disease actually began in America. Also, globalization played vital role in the recent bird flue which spread to different nations and killed several. Other diseases whose spread has been fueled by globalization include the chagas disease and tuberculosis (Bernstein Cashore, 2000). Globalization has created opportunities in developed and rich nations thereby driving talent from slimy countries which has led to brain drains. This has cost Africa continen t approximately $4.1 billion expatriate professionals yearly. Globalization negative economic liberalization effects are also manifested by the global financial crisis which has been as a result of interconnected states forming global economic system such as the crumple of subprime financial or mortgage market in U.S. The flow of products like televisions, textiles and others in the U.S have fueled expansion of Asian economies but has as well raised great criticism against Chinese textile products in Europe as well as in African countries (Levy-Livermore, 1999). For instance, the influx of Chinese textile goods in South Africa has led to neediness of jobs by textile workers in that industry.Different studies show that, globalization has not fought Income disparity and food insecurity such that the three richest people worldwide owns more financial assets than what 10% of the poorest world population possess. For example, in sub-Saharan basin Africa communities continue to live in e xtreme poverty with studies indicating that almost half of children population in India is undernourished. Globalization opens door for a poor country to reach international market, and as such large corporations have taken advantage of such economies to facilitate export poverty such that they invest in these nations due to low wage rates and if the countries labor laws are changed in favor of employees the corporations close down and relocate to other countries with conservative economic policies (Zander Mathews, 2007). In conclusion, critics argue that globalization has led most poor countries suffer disadvantages since their exports are mainly verdant products and they are unable to offer their producers subsidies which are enjoyed in the developed nations thereby lowering the prices for poor producers. Globalization also leads to exploitation of workers who are impoverished in these poor countries through cheap labor and weak labor unions (Taylor, 2008). Globalization is medi ated depending of corporate interests which results to alternative institutional policies that address moral claims for both the poor and working population and environmental concerns in an equitable way.ReferencesAgell, J. (Feb, 1999). On the Benefits from Rigid Labour grocery stores Norms, Market Failures, and Social Insurance .The Economic Journal. 109(453) 143-164.Amin, A. (Jun., 2004). Regulating Economic Globalization. proceeding of the Institute of British Geographers. 29(2) 217-233 Barkema, H, G Drogendijk, R. (Dec., 2007). Internationalizing in Small, Incremental or Larger Steps? Journal of International Business Studies. 38(7) 1132-1148Beall, J. (June 2004). Rethinking Globalization. Journal of Southern African Studies. 302(2)408-409Bernstein, S Cashore, B. (Mar., 2000). Globalization, Four Paths of Internationalization and Domestic Policy Change The Case of EcoForestry in British Columbia, Canada. Canadian Journal of Political Science 33(1)67-99Buckley, P.J Ghauri, P N. (Mar, 2004). Globalization, Economic geographics and the Strategy of Multinational Enterprises. Journal of International Business Studies. 35(2)81-98 Casson, M. (1996). An Economic Model of International Joint Venture Strategy. Journal of International Business Studies. 27(5) 849-876.Daryl, C. (2009). Transformational public discretion Rethinking advocacy for the globalisationage. Place Branding Public Diplomacy. 5(2) 97-102. Dunning, J. H. (Sep., 1998). Governments, Globalization, and International Business. The Economic Journal. 108(450)1599-1601.Jones, A. (Jan 2008). The Rise of Global Work Transactions of the Institute of British Geographers, New Series. 33(1) 12-26.Knaude, S. (Dec., 2001). Globalisation, urban Progress, Urban Problems, Rural Disadvantages Evidence from Mozambique. The Journal of Modern African Studies.39 (4)722-723Lazear, E, P. (Mar., 1999). Globalization and the Market for Team-Mates The Economic Journal. 109(454)15-40 Levy-Livermore, A. (Jun., 1999). Re viewed work(s) Handbook on the Globalization of the World Economy. The Economic Journal .109(456)506-508. Mishkin, F, S. (Feb, 2009). Globalization, macroeconomic performance, and money policy. Journal of Money, Credit Banking (Blackwell).41(1)187-196.Ostry, S (Jan, 1998). Technology, Productivity and the Multinational Enterprise. Journal of International Business Studies. 29(1) 85-99Rothstein, J.S. ((Sep., 2005). Economic Development Policymaking down the Global Commodity range of mountains Attracting an Auto Industry to Silao, Mexico. Journal of Social Forces. 84(1) 49-69.Taylor, P. J. (Jan, 2008). City-States and Globalization A Reply to Sidaway. Transactions of the Institute of British Geographers. 33(1)152-153 Wood, A. (Sep., 1998). Globalization and the Rise in Labour Market Inequalities Economic Journal, 108(450) 1463-1482.Yeung, H. W. (Jul., 2002). The Limits to Globalization Theory A Geographic Perspective on Global Economic Change Economic Geography. 78 (3) 285-305 Zand er, I Mathews, J.A. (May, 2007). The International entrepreneurial Dynamics of Accelerated Internationalization. Journal of International Business Studies. 38(3)387-403

Power of the Oppressed in George Orwells Shooting an Elephant Essay

Power of the Oppressed Exposed in Shooting an Elephant In Burma, the Indian Imperial Police consisted of British officers who, in theory, supported the extension of male monarch and dominion of a nation, which is the basis of imperialism. George Orwell decided to follow family tradition when he went to Burma to work for the Indian Imperial Police, yet when he realized how much against their willing the Burmese were ruled by the British, he felt increasingly ashamed of his role as an alien police officer (Britannica). In his narrative, Shooting An Elephant, George Orwell realizes that end-to-end his entire rule in Burma he is actually the victim of the Burmese, and it is their expectations of what he should do with his power that force him to do what they want. Looking back upon his experience as an officer of the imperialistic regime, Orwell recalls a crucial morning when he is asked to deal with an elephant that has escaped from its mahout or caretaker, and has gone must (310). On this day Orwell realizes that he is ineffective to make choices according to his own beliefs but must act according to the demands of the natives who have been deprived of their own country. Orwell acknowledges that imperialism is an evil thing and the sooner he chucked up his transaction and got out of it the better (310). He is constantly reminded of the abuse inflicted upon the native people as he observes at first hand the wretched prisoners huddling in the loathsome cages of the lock-ups, the gray, cowed faces of the long-term convicts, and the scarred buttocks of the men who had been flogged with bamboos (310). Very prevalent is the anti-European sentiment among the natives of Burma this prejudice nearly makes his job impossible. T... ...natives feel obliged to test the imperialists authority (or privation thereof) as a means of keeping some control all over their country. The imperialists believe that they are keeping control by acting resolutely, but as Orwell show s in Shooting An Elephant, they put on this act to satisfy and appease the wishes of the natives. In imperialism, the oppressed indirectly hold the actual power and control over those that falsely believe to be the oppressors. Works CitedOrwell, George. Shooting an Elephant and Other Essays. New York Harcourt, Brace & Company, 1946. Rpt. The McGraw-Hill Reader Issues across the Disciplines. 7th ed. Ed. Gilbert H. Muller. New York McGraw-Hill, 2000.Smyer, Richard I. Primal fancy and Primal Crime Orwells Development as a Psychological Novelist, University of MissouriPress, Colombia 1979.http//www.britannica.com/

Imperialism :: essays research papers

Modern WorldExtensive European imperialism took place between 1875 and 1914. This was a time when European countries took over more separate of Africa and Asia. According to the Modern World Issues Textbook imperialism is The policy of extending ones rule over many lands. There are many views on this topic yet in my opinion Imperialism should have never taken place.As in the story King Mojimba Meets his first white man, the Africans were standing with extended arms when the Europeans arrived. The Africans went to meet the Europeans and welcome them as brothers, but the Europeans immediately began firing their guns when they arrived. There is no reason why the Europeans needed to take over parts of Asia and Africa when these people did nonhing to give the Europeans reason to do so. Everyone has something to contribute to society but the Europeans never gave anyone but themselves a chance to contribute a virtuoso thing The Europeans never gave the Africans or Asians a time to sho w what they had to offer. And the Europeans certainly did have a lot to offer. They had to offer their knowledge of eating, warfare, and their general knowledge of the earthly concern around them. The Europeans looked at the Africans and Asians as worthless. This was one of the reasons the Europeans did not give these groups a chance. If there had not been the Imperialism the world would be a lot different than it is today. Asians and Africans would be much more respected and would have the same opportunities as everyone else. Even though our constitution gives all groups equal right and freedom they do not get it from the people they live with every day. There is still quite a lot of prejudice in the world. To the Social Darwinists the anti-imperialists replied by denying that the struggle for population applied to human groups in the way it applied to plants and animals, (Hobson, 2A).Although many believe that the Imperialism should never have taken place many look at other way . The whites, outnumbered in a harsh world, had to organize themselves and hold non-whites off, (Chamberlain, 1B). In other words there were more Africans and Asians than Europeans. The Europeans snarl intimidated by this and felt the need to fight back and take-over. The Europeans were a little cocky and said that they in fact were the best.