World Beer Consumption Essay Example for Free

World Beer Consumption EssayApproximately, 100 billion liters of beer are consumed rough the world every year (Olfir, 2007). The general fireth rate of beer habit has been recorded for the past 19 years (Kirin Holdings, 2005). This, however, is not to say that the beer ingestion nearly the world is alike. The soaking beverage usance levels around the world and the rates at which these increase vary from integrity rude to another. For example, in India the annual intake of beer is . 5 litters per capita (Gupta, 2007), where as in Czech Republic, the consumption of beer is 156. 9 liters per capita per year (Olfir, 2007). There are many factors that contribute to the difference in beer consumption levels amongst contrastive countries. Some of these factors include the stability of the countrys economy, laws and regulations, religion, and socialisation. Economy I confide that the economy of a nation plays an serious role in the levels of beer consumption in different p arts of the world. The demand for beer is rapidly increasing in nations whose economy is on the rise. Some of these economies include Asia, particularly china, Eastern Europe, and Africa ( annoy Capital, 2010).For example, In 1966 China only consumed about half a bottle of beer. As the average per capita income has increased so has the consumption of beer, reaching 103 beers per person in 2007 (Appebaum, 2011). Laws and Regulations Laws and regulations on alcoholic beverages also have an effect on the consumption of beer. In most cases, if not all, laws have the ability to hinder the increasing rates consumption of alcohol. For example, the pattern of prohibition is intensely recommended by the Indian constitution and Indian law prohibits the advertisement of alcoholic beverage (Ranganathan, 1994).This is one of the reasons why their per capita consumption is so low. On the other hand, legislation may cause for consumption levels to increase. For example, in Czech Republic, Irela nd and Germany, the top three nations with the highest beer consumption (Olfir, 2007), the minimum legal drinking age is amid 16 and 18 years of age. Because people can start drinking at an earlier age legally, the amount of drinkers is higher in these countries. Religion As previously mentioned, India consumes approximately . 5 litters per capita on a yearly basis.Although this number might seem insignificant compared to other countries, such as Czech Republic, it is principal(prenominal) to note that the consumption over the last few years has increased at a rate of about seven percent annually (Gupta, 2007). An important factor to such low rate is religion (Ranganathan, 1994). As Shanthi Ranganathan mentions in the article, The Most Sensible Thing is Not to Drink, Hinduism, the largest religion followed in India, the consumption of alcohol is known as one of the five heinous crimes. It is compared to adultery and murder (Ranganathan, 1994), making it a horrible act.Christianity , on the contrary, has more open-minded beliefs in regards with the consumption of alcohol (Wig, 1994). Culture Another country that can be used as an example to explain the difference in beer consumption levels among different countries is France whose beer consumption level per capita is 35. 5 liters per year (Lansdell, 2006). Compared to other countries, France may be considered to have a lower level of alcoholic consumption. The biggest contributor to this countries consumption level, I believe, is the culture of the country.When drinking, in most cases, French prefer wine instead of beer and they take their time to consume their beverages, unlike Americans, who are always in a blossom to do everything. Worldwide Brewers and Increased Beer Consumption Each year, 2. 5 million people worldwide die do to alcohol or beer consumption. Alcohol is attributed to universe the third greatest factor for diseases (W. , 2011). I believe that due to the great risk factor that comes with the consumption of alcohol, worldwide brewers should not have the ability to grow at such a fast rate all around the world.Although the industry could possibly help the economic stability of a country, I believe it does a greater harm to the different nations. I believe that one possibly solution that would allow the beer industry to prosper without causing much harm, is if as they enter a nation to introduce their product, they help create programs that educate people on the consumption of alcohol. I believe that if people are better on the subject matter and know the consequences of drinking this product, they will continue to consume the beverage but being more responsible.This, in my opinion, will not have a negative affect on the beer industry. Another way that a nation can prevent the consequences of alcohol consumption caused by worldwide brewers is by creating greater taxation or other barriers that would hinder the production and selling of beer in their nation. This scenario , however, might be one that the beer industry might one to avoid. Unlike my first suggestion, this would have a greater negative impact on the industry. Such situation would lower sales in the given country affecting the revenue of the company.I also believe that although the rate of alcohol consumption in many developing countries is increasing, these rates will begin to long-winded down. Although, as mentioned earlier, economy prosperity may help increase the levels of alcohol consumption, it is also true that after a certain level of prosperity, people hunt down to consider quality when purchasing a product. For example, Ethiopians may start consuming low-end beer, however, as their financial stability begins to prosper they might continue to upgrade until they vary to wine-drinkers.Works Cited W. , C. (2011, February 12). W. H. O. Report on Worldwide Alcohol Abuse. Retrieved October 03, 2011, from lifering. org http//lifering. org/2011/02/w-h-o-report-on-worldwide-alcohol-ab use/ Wig, N. (1994, folk). Alcohol in the Third World. (D. p. Knight, Ed. ) Retrieved September 30, 2009, from unhooked. com http//www. unhooked. com/sep/thirdworl. html Access Capital. (2010). Investing in Ethiopia. Access Capital. Appebaum, B. (2011, April 25). Beer insobriety and What It Says About Chinas Economy.Retrieved October 03, 2011, from Economix http//economix. blogs. nytimes. com/2011/04/23/beer-drinking-and-what-it-says-about-chinas-economy/ Gupta, V. K. (2007, February 15). The Beer industry in India in context of Consumer Buying Behavior. Retrieved October 3, 2011, from inidiamaba. com http//www. indianmba. com/Faculty_Column/FC519/fc519. html Kirin Holdings. (2005, December 15). Kirin Research Institute of Drinking and Lifestyle .Retrieved Ocotober 3, 2011, from Kirin Holdings http//www. kirinholdings. co.jp/english/ir/news_release051215_1. html Lansdell, G. (2006). Top 10 Drinking Countries. Retrieved October 03, 2011, from askmen. com http//www. askmen. com/feed er/askmenRSS_article_print_2006. php? ID=949422 Olfir, E. (2007).Volume of World Beer Consumption. (G. Elert, Editor) Retrieved 0ctober 3, 2011, from http//hypertextbook. com http//hypertextbook. com/facts/2001/JohnnyAlicea. shtml Ranganathan, S. (1994, September ). Alcohol in the Third World. Retrieved September 30, 2009, from unhooked. com http//www. unhooked. com/sep/thirdworl. html.

History Of Ordnance Corps Essay Example for Free

History Of heavy weapon corps EssayThe Ordnance Corp is one of the oldest branches of the legions, established May 14, 1812. The U. S. Army Ordnance Department established from The Revolutionary warfare. General George Washington, the commander of the Continental Army, appointed Ezekiel Cheever to provide ordnance support to army in July 1775. Until 1779, all the armies had Ordnance personnel moving with them. They were civilians and Soldiers, served as conductors for maintenance ammunition wagon and arms. Each conductor led five to six armorers who repaired small arms.In 1776, Board of War and Ordnance was created. In 1777, the first Ordnance facilities were established at Carlisle, Pennsylvania, and the first arsenal and armory operations at Springfield, Massachusetts. Other arsenals and armories were also established at Harpers Ferry, Philadelphia, and Watertown. On May 14, 1812, the Ordnance Department was organized by Congress. The Ordnance Department was responsibility for arms and ammunition production, acquisition, distribution, and storage for the war.In 1832, the Ordnance army corps had new responsibilities for researching and development of field services. Good work of the Ordnance Department continully to developed and tested during the Mexican War. The Mexican War became the foundation for the massive logistics. During the American War, the Ordnance Corps was really tested and developed. The Ordnance Corps brought massive procurement of weapons and supplies, and providing field support for fast moving armies. In 1898, Spain War, the Ordnance Corps first deployed overseas and provided close-combat support.During existence War I, the Ordnance Corps mobilized and developed weapons systems, organized Ordnance training facilities, and established overseas supply depots. In World War II saw dramatic expansion of the Ordnance mission of production, maintenance and training. In both Korea War and Vietnam War, the Ordnance Corps provided supplies and maintenance, and was active in the development of rockets, guided missiles and satellites. In modern U. S. Army Regimental System, the Ordnance Corps is organized under the whole branch concept.The Chief of Ordnance serves as the RegimentalCommander, and the Office Chief of Ordnance serves as Headquarters Ordnance Corps. The Ordnance Corps will be always supporting the development, production, acquisition and alimentation of weapons, ammunitions, missiles, electronics, and mobility to supporting combat power to the U. S. Army. The insignia of the Ordnance Corps is yellow color metal shell and flame. The Shell and flare out is considered the oldest branch insignia in the U. S. army. The Shell and Flame had been used by European armies before its adoption by the U. S. army. In fact, it is still used by European armies.This insignia was assigned to the Ordnance Corps in 1832. The branch colors are crimson and yellow. At first, the Ordnance Corps had a red trail, like Artillery. I n 1851, Crimson was assigned to the Ordnance Corps. because in 1902, it was changed to black and scarlet color. Then finally, in 1921, crimson and yellow were assigned to the Ordnance Corps again. The Act of May 14, 1812, recognized the Ordnance Corps. In 1936, the army Institute of Heraldry redesigned and standardized version of the Shell and Flame. Redesigned Shell and Flame remains the current version.

The personality disorders | Analysis

The temper swages AnalysisPersonality or mortalality traits be the basis of what makes a person who they be. When expressed in a healthy focal point that is beneficial to a person, they ar described as an enduring pattern of our apprehensions, feelings, and airs. They are how we think, feel, make decisions, and make believe stand forions (Barker, 1995). They are determined both by a persons genetic makeup and milieual factors and are a determining factor as to how a person lives their life. When a personality trait becomes rigid and dysfunctional, where it signifi chiffoniertly hinders healthy thoughts and activities and disabilitys the person who has them, this may be the basis for a personality turnover. check to the DSM-IV a personality swage must show a relentless pattern of behavior and inner experience that markedly deviates from norms of the persons culture (James Morrison, 2006). This could include personality patterns that are normal in some masses, unle ss are blown-up or accentuated in those with a personality disorder. In order for a person to be diagnosed with a personality disorder, the symptoms must show a long pattern of manifestation. This means that the disorder is typically identified in late adolescence or early adulthood and persists throughout a lifespan. Another requirement for the diagnosing of personality disorders is that the negative behavior patterns must feed a pervasive effect on all sur verbalism areas of a persons life this includes employment, intimate relationships, social functioning, and family. The behavior must routinely causes problems or dysfunction, and cannot be attributed to any other sort of mental or physical illness (James Morrison, 2006). An individual with a personality disorder lead show mal leeway in all aspects of their life and the disorder leave alone be reflected in the ingrained, rigid, and dysfunctional patterns that they present throughout their lifetime. According to Frances, p ersonality disorders ordinarily produce ego-syntonic behavior, or dwellent with the ego integrity of the individual, and, therefore, are usually considered appropriate by the individual. This may cause the negative behavioral patterns to be resolved and tough to change. (Frances, 1999) The treatment of personality disorders is usually difficult and much has limited results.In the DSM-IV there are three groups or clusters that each of the 10 personality disorders fall into. People with cluster A disorders are eventized by odd or eccentric behavior, abnormal cognitions or images, strange speech or actions, and barrier relating to others (Frances, 1999). People diagnosed with personality disorders are more frequently diagnosed with an Axis I disorders as well (James Morrison, 2006). Frequent co-morbid diagnosis for cluster A personality disorders are agoraphobia, major depression, obsessive-compulsive disorder, and mental object abuse (Frances, 1999). Type A disorders include paranoid, schizoid, and schizotypal personality disorders. Paranoid personality disorder, the first of the cluster A disorders, is characterized by thoroughgoing or unnecessary paranoia, suspiciousness, and a general mistrust of organizations, groups, and others, is found in 0.5%-2.5% of the nation, as a hale and occurs more ordinarily in males (Frances, 1999).A person with paranoid personality disorder oftentimes thinks, without reason or cause, that others are exploiting, harming, or deceiving them, which inhibits them from developing close relationships. According to Dobbert, The delusional belief that others are unpatriotic and untrustworthy precludes their ability to confide in others. The afflicted person retrieves that the information that they provide in confidence volition be later utilized to lick them harm (Dobbert, 2007).People with paranoid personality disorder in any case tend to hold grudges and become angry for seemingly benign perceptions of insults or inju ries. These grudges can be long lasting and based out of discriminated threats or insults. Even if the intention to harm or defame the person is not present, due to the unvarying expectation that others are trying to hurt them, an individual with a paranoid personality disorder creates a threat and will then hold bitchiness toward another person for an exagge sum upd amount of time. This malice will evoke anger and hostility that will eventually lead to the alienation and isolation (Dobbert, 2007). The blurb of the cluster A disorders is the schizoid personality disorder, it is characterized by a general detachment from social denouncetings, a restricted or muted range of emotions, and pauperism for solidarity. It is found in 3% of the general population and affects women more ballparkly then men (Frances, 1999). A person with schizoid personality disorder incomplete desires nor enjoys close or intimate relationships.According to Dobbert, Persons afflicted with schizoid pers onality disorder feel no interest in initiating, developing, and maintaining close relationships. It is not curious for these persons to lack the interest or desire to be considered a part of their biological family (Dobbert, 2007). These people do not find inclusion in groups or social settings particularly interesting or desirable and operate to avoid such settings.A person with schizoid personality disorder is described as appearing introverted, but not shy, and seems to prefer their own company sort of of seeking relationships with others. This often leads the person showing little if any interest in sexual or intimate experiences, preferring acts of self-gratification and sexual fantasy over personal contact. (Dobbert, 2007) cod to the indifference of intimate relationships, the person with schizoid personality disorder develops limited interest in activities they enjoy and does not seek to share these activities with others. They would prefer to focus their attention on a fewer activities and interests of a troglodyte nature and to obsess somewhat those interests with little regard to the perceptions of others.They overly seem to be unaffected by the acceptance, praise, or criticism of others involving their actions and isolation. It becomes obvious to those around them that a person with schizoid personality disorder does not care what others perceptions are and they often seem cold, detached, and un unrestrained, presenting a bland or blank expression to the beingness (Dobbert, 2007).The final disorder in cluster A is the schizotypal personality disorder which is a condition characterized by distorted thoughts, behaviors, and functioning. Magical thinking, relationship difficulties, severe anxiety, and ridiculous social skills are in like manner common. (James Morrison, 2006) This disorder affects 3% of the general population and is diagnosed slightly more in females then males. (Frances, 1999)People with schizotypal personality disorder per ceive things in an odd or unusual way. Their interpretation often differs from that of others and is specific to themselves (meaning nobody else shares similar perceptions and thoughts), but is not based out of delusional thought or differing cultural norms. Many of these people believe that that they have extrasensory or magical powers and attribute their odd perceptions to this ability (Dobbert, 2007).The belief in clairvoyance, intelligence control, the sixth sense and other forms of magical thinking often lead others to view these people as odd which strains social and work relationships. To compound this, galore(postnominal) an(prenominal) people with schizotypal personality disorder have a reduced ability to understand other peoples actions and respond to them inappropriate and in a socially unsatisfactory manner. Having few successful experiences with others often leads to social anxiety, suspiciousness, and paranoid ideation. Dobbert states rather than examining ones sel f to determine the opening of others avoidance, people with schizotypal personality disorder believe that the others are conspiring a deductst them. Due to the inability of self-introspections, the afflicted person withdraws deeper and further isolates themselves, leading the person to further fall into their delusional thinking (Dobbert, 2007).People with cluster B disorders are characterized by dramatic, unpredictable, and destructive behaviors as well as difficulty with impulsiveness, the violation of social norms, and being self-abusive and hostile to others. It is common for these disorders to share co-morbidity with eating disorders, social phobias, somatization disorder, pathological gambling, substance abuse, and post traumatic stress disorder (Frances, 1999). Included in cluster B are antisocial, borderline, histrionic, and narcissistic personality disorders.According to the DSM-V, the first of the cluster B disorders is the antisocial personality disorder, which is a perv asive pattern of disregard for, and violations of, the unspoileds of others (James Morrison, 2006). It is characterized by failure to conform to social norms, deceitfulness, impulsivity, aggression, irresponsibility, and lack of remorse. It affects 3% of men and 1% of women, and is distributed every bit throughout all races (Frances, 1999).People with antisocial personality disorder act against social norms and show little respect for lawful behaviors. They are often arrested or commit acts that could lead to confrontations with law enforcement. According to Dobbert, people with this disorder dont just violate social normsbut, perform behaviors that are significant violations of the criminal code (Dobbert, 2007). This indicates that people with antisocial personality disorder are capable of committing the most heinous of crimes including rape, armed robbery, and murder. This diagnosis had been applied to many of the documented serial killers such as Ted Bundy, Jeffery Dahmer, and John Wayne Gacy. (Dobbert, 2007)The level of deceptiveness that is involved in antisocial personality disorder has been directly linked to the intelligence of the individual. While all people diagnosed with this disorder pathologically lie, as intelligence increases the use of aliases and conning operations also shows an increase. Deception contributes to the notable involvement with law enforcement and is often utilized in criminal acts (Dobbert, 2007).As displayed by criminal and deceptive acts, a lack of impulse control is noted for those diagnosed with antisocial personality disorder. This impulsivity often leads to the disregard for personal safeguard and the safety of others. In the ever increasing need for heightened stimulation, those with antisocial personality disorder do whatever gives them the feeling of power over others (Dobbert, 2007), this may include hurtful, violent, and combative acts done with little regard for other peoples feelings or of the consequences of t heir actions.The second disorder in cluster B, borderline personality disorder, is stated by the American psychiatrical Association as pervasive pattern of instability of interpersonal relationships, self-image, and affects and marked impulsivity (James Morrison, 2006). It is characterized by identity disturbances, self-damaging behavior, feelings of emptiness, anger regulation problems, and stress related paranoid ideation or dissociative symptoms. Affecting more females than males at a rate of 3-1, it is found in 2% of the general population (Frances, 1999).Dysfunctional relationships are the key area that defines borderline personality disorder. Dobbert states that persons afflicted with borderline personality disorder are obsessed with the potential for rejection and abandonment. Their perception of the environment and persons response to them influences their feeling of self-worth and image (Dobbert, 2007). They often misconceive common circumstances and situations as rejecti on. This then manifests itself in anger, resentment, and feelings of abandonment.In order to tailor themselves to a relationship, the person with borderline personality disorder will illustrate a sudden change in self expression and perception. These changes may include sudden changes in the style of clothing, attitude, and social preferences of the individual and may also encompass hobbies, interests, and activities. If an individual is rejected by the object of that relationship, they will change themselves again to distance themselves from their past relationship and attract a new one (Dobbert, 2007).In order to manipulate others and stage off real or perceived abandonment, a person with borderline personality disorder will threaten or attempt suicidal behavior, and self-mutilation. Threatening self-injury or suicide allows the individual to control the other person in the relationship and allows them to postpone the abandonment that they so fear. While attempts are made on the part of a person with this disorder, many of them are half-hearted and not meant to be successful they are patently utilized as a device evoke a desired reaction from another person.Histrionic personality disorder is the third of the cluster B disorders, and is described as pervasive and excessive emotionality and attention-seeking behavior (James Morrison, 2006). It is characterized by sexual promiscuity, rapidly shifting and shallow expression of emotion, self-dramatization, and suggestibility. It is found in 2-3% of the population and is diagnosed more often in women (Frances, 1999).Typically, people with histrionic personality disorder exhibit a compulsatory need to be the center of attention. When they find themselves being snub or not admired they feel anxiety and identify confusion. These people are very socially motivated and expect to be noticed and envied by others. In order to gain attention many people with histrionic personality disorder focus intensely on appearance or act overdramatically in hopes of creating a scene to gain attention.Seductiveness and overtly sexual and provocative behavior is another way for people with histrionic personality disorder to gain attention. Flirtatious and intimate behavior is often used, even in inappropriate settings such as work, to gain attention. A conflict surrounding this inappropriate behavior, instead of inhibiting the behavior, only works to reinforce it as the center of attention again shifts to the disordered person.Narcissistic personality disorder, the final disorder of the cluster B sub-type is characterized by exaggeration of achievements, preoccupation with success and power, excessive need for admiration, a sense of entitlement, exploitation, envy, and arrogance (Frances, 1999). The DSM-V states that narcissistic personality disorder is a pervasive pattern of grandiosity, with a need for admiration, and a marked lack of empathy (James Morrison, 2006). Of the general population less than 1% of t he population suffers from narcissistic personality disorder and it is diagnosed 3-1 in males over females and is commonly classed the male ego disorder (Frances, 1999).Those who suffer from this disorder are prone to overinflating or creating achievements in order to brag about or prove their favourable position to others. They often daydream about unlimited success and about the admiration that it will bring from others. They may also suffer from delusions that allow them to believe that they are entitled to act in any way they want, despite the effect it has on others.Because they view themselves as superior, the narcissist does not feel that they should be bear on themselves with the feelings of others. They will often defame and exploit others for their own self promotion. This marked lack of empathy is a dominate feature of narcissistic personality disorder and is brought about as a defense mechanism to protect their grandiose ideals about themselves. Cluster C disorders, in cluding avoidant, dependant, and obsessive-compulsive personality disorders are characterized by fearful and sickish behaviors, as well as avoidance of social situations and feelings of loss of control (Frances, 1999). Typical Axis I co-morbid diagnosis are social phobias, anxiety disorder, adjustment disorder, myocardial infraction, and obsessive compulsive disorder.Treatment- (Dingfelder, 2004)Individuals at this end of the continuum commit rape, murder, and genocide. Will a person afflicted with antisocial personality disorder start at the lease grievous end of the continuum and move to the far extreme?RecoveryConclusionWorks CitedBarker, R. L. (1995). The Social Work dictionary. In R. L. Barker, The Social Work Dictionary (p. 104). New York, New York NASW Press.This source is reviewed and published by the NASW press, a division of the home(a) Association of Social Workers, which is a leading scholarly press in social science research field. The information used gives a broa d and comprehensive translation of the role that a personality plays in the life of an individual. This definition of personality and personality traits was chosen because due to its association with social work and because of its encompassing definition. This definition is used as a contrast point for the description of personality disorders.Dingfelder, S. (2004). Treatment for the Untreatable. Monitor on Psychology , Vol 35, No. 3, p. 46-48. This article, found in a peer reviewed scholarly journal, discusses the effectiveness of treatment for personality disorders. It states that many practitioners have had difficulty in treating personality disorders, which continue to present a pervasive and persistent pattern of dysfunction despite many treatment methods. It also discusses some effective treatment options and the hope for recovery from personality disorders.Frances, A. M. (1999). Your Mental Health A Laymans Guide to the Psychiatrists Bible . In A. M. Frances, Your Mental Hea lth A Laymans Guide to the Psychiatrists Bible . New York Scribner.Written by one of the authors of the American Psychiatric Associations Diagnostic and Statistical Manual, this book provides general information about diagnosis of personality disorders and other mental health problems. It gives more detailed information on the cluster groupings (A, B, and C) for personality disorders than the DSM-IV do Easy, as sited below. It also gives descriptive character traits that are associated with each of the personality disorders and discusses Axis I co-morbid diagnosis that are often found with personality disorders.James Morrison, M. (2006). The DSM-IV Made Easy. In M. James Morriosn, The DSM-IV Made Easy (pp. 461-495). New York Guildford Publications, Inc.This book, containing information released in the DSM-IV, released by the American Psychological Association, is a stripped down, simplified version of the original DSM_IV. It provided detailed information on each personality disorde r as well as diagnostic criteria for personality disorders. It also provides classification information and Axis diagnosis. The information in the source is considered to be extremely accurate and is therefore used to give a thorough and comprehensive information in relation to each personality disorder. mayo Clinic. (2010, April 6). Personality Disorders. Retrieved April 6, 2010, from MayoClinic.com http//www.mayoclinic.com/health/personality-disorders/DS00562This source, written by the psychological staff at the Mayo Clinic, is retrievable online. The Mayo Clinic, an internationally renowned medical practice and research group, has given a general overview of personality disorders and discussed some treatment options that are available for the disorders. The information for treatment is not found in the above references, and the idea of using psychotherapy and medication to treat personality disorders is discussed.Women dissimilitude In Business Walmarts CaseWomen Discrimination In Business Walmarts CaseEthics has consistently been a part of our society. It has continuously played a crucial role whether in the professional world or in our normal daily lives. According to the well known sociologist Raymond Baumhart, ethics consists of the guidelines based on the basis of what is right and wrong and people are expected to follow the right path. A few archetypes such as honesty, trust and equality fall under ethical behavior and it is required in order for all of us to have a peaceful environment. (Baumhart, 1987)Importance of ethics in the business worldEthics is equally essential in the business world because it juicylights the responsibilities, the principles and the standards that business people along with its organization should follow permanently. Any business organization that lacks or ignores the ethical principles is expected to fail and may harm the companys image in several ways. For warning unethical behavior such as employees coming to work la te frequently will reduce the productivity level for the company and this may also intervene with their pro converge which for many firms is the sole purpose. It is the top concern levels transaction to ensure that all the current working employees in their company are sensible of the ethical guidelines regarding acceptable behavior in order to prevent acts such cheating at work, socializing at some networking site rather than majuscule(p) priority to your work, discriminating against an employee etc. Ethics is also considered one of the corporate social responsibilities along with economic, legal and philanthropic and they should be considered majorly important.It should be dealt with seriousness because it covers charitable resource issues which refer to discrimination at workplace and it is extremely vital for the managers at top level to not differentiate between their employees based on how they appear or any other reason for that matter. Fairness is another part where th e managers have to make sure that they are treating their employees with equality without any one-sided decisions taking place. Besides these reasons there are many more which just proves the point that ethics is really important for management to succeed in achieving their goals.Women DiscriminationGender DiscriminationDiscrimination in todays world can be defined as the treatment or consideration of, or making a distinction in favour of or against, a person or a thing based on the group, class, or category to which that person or thing belongs rather than on individual merit. (Dictionary.com, 2010). Discriminatory behaviours are of many different kinds but they mainly entail some form of exclusion or rejection. One form of discrimination that has been seen from generations till today is gender discrimination where either of the sex is considered weaker than the other.Women Discrimination in societyIn most societies and actual countries like the U.S. girls are usually given the f reedom and encouraged to create their own lifestyle, since childhood. They are made to believe in themselves and that they can be as successful as boys in every work of life. However, the case is not the same for girls from other societies which are mostly from developing countries. They are brought up to believe the opposite where they are constantly reminded of the things they are not allowed to do. In most of the developing countries sons are regarded as insurance and hence their birth is celebrated with great joy. Whereas, when a girl is born she is considered as another expense and liability for the family. Since childhood, they are trained to do household activities and stay indoors, isolating them from the rest of the world. In some parts of India, a tradition prevails to greet the family of newborn girl by saying The servant of your household has been born. Women from such societies face issues like emotional and physical abuse, inferiority, having their families and society limit their opportunities and restricting them from living life up to their full potential. Discrimination against women is a very de moralisticizing reality that still exists resulting in millions of individual tragedies. Studies show that a countrys attitude towards women is directly proportional to its social and economic progress i.e. if one part of the country gets affected then the result of the affect is suffered by the whole country as well. Sadly, women fall weak and are not able to defend themselves in situations where they are being discriminated. For example many women have to face problems like dowry, negligence, infanticide and sex-selective abortion, physical abuse and labour and sex trafficking (Mullins, 2010).Gender lines are drawn early in womens life and they face exclusions from childhood and continue facing it through out their adulthood as well. This perspective of women and false belief that women do not belong in the advanced corporate world has risen as a result of women discrimination. There has, over time been a stomp thinking that women are only sufficient for restricted professions like teaching or best movemented to be housewives. Studies show that during elementary school teachers give more attention and importance to boys in Maths and Science while girls are paid attention by teachers in subjects like Language and Art. This is because Maths and Science subjects are more academically challenging and to be taken in the field of medicine, engineering and architecture which are considered to be male professions. Studies also show that girls in middle and high school are discouraged to participate in extracurricular activities like sports or join debate clubs. Instead, they are encouraged to participate in aft(prenominal) school volunteer work, social programs and more inert activities. Also, when making career choices, girls are pestered by parents into pursuing clichd female-oriented professions like teaching, nursing, care gi ving, sell and office administration. Studies carried by the Department of Labour 2007 statistics show that more women are starting businesses than men, more women are in the employees than men, and the majority of degree-holders are now women and in so far they are only still dominating fields and industries that are considered suitable for female (Wolfe, 2009)Women discrimination is not always seen in developing countries alone but can also be noticed in developed countries. For example, one of the largest sex discrimination case seen in the history on the U.S. is the law suit filed against Wal-Mart. This suit was filed in the year 2001 by six female employees and by April 2010 it was reported to include more than a million females costing the retailer billions in scathes. The women who filed the case claimed that they faced systematic discrimination at work.The Wal-Mart industryIt is an American retailing industry founded by Sam Walton in1962 when he launched its first branch in Arkansas. His main strategy which found him early success in his life was to keep prices relatively low which lead him to earn a ranking as the richest man during the 1980s. According to the Forbes magazine, it became the worlds largest corporation by revenue.Walmarts women discrimination caseWal-Mart is being criticized for gainful its female employees less than its male employees and also provide smaller stipend raises to women and fewer promotions. It was reported that women at Wal-Mart were being steered away from management positions into lower-level jobs without much possible chances of progress like cashier jobs. Moreover, a woman who came looking for a job opportunity as a manager was reported to be told that she was not qualified for the management position as she was not able to smoke 50 pound bags of dog food. It was also reported by The New York Times that around 33% of the women at Wal-Mart are companys managers whereas the rest 65% consist of women working as pe riodical employees. Wal-Mart was account to be biased towards males (Goudreau, 2010).Wal-Mart has around 700,000 working women that form its back bone and make it one of the largest private sphere employers of women in the U.S. However, these employees face discrimination at work on advancement opportunities, job assignments and receive unequal pay. This discrimination towards women has been seen in all levels of the company i.e. from hourly working employees to senior management. Women earn 40cents less than what they should be earning equal to the other hourly male employees even though they have longer seniority and higher(prenominal) merit ratings than their male co-workers. A woman manager earns around $5,000 per year less compared to a male manager who earns $23,175 per year. Women executives also do not find themselves safe from discrimination at Wal-Mart. Women face systematic denial of advancement as men dominate the management ranks. They are stuck in the low paying jobs c onsisting of 92% cashiers and 76% sales associate. Wal-Marts competitors in the past have had more women managers than men compared to Wal-Mart. (UFCW, 2010).Walmarts case from Kants perspectiveWal-Marts case casts light upon the ethical considerations of women discrimination in the work environment. Whether it is illegal is still under trial, however, it is clearly an ethical issue. Businesses often face such ethical issues which occur due to many reasons even if they are unintentional. The market fluctuations, competition and profit-making orientation lead business owners and managers into behaving unethically without conspicuous intentions.The issue of women discrimination can be analysed and evaluated using ethical system. Ethical theory is generally based upon moral philosophy and may be classified on many different dimensions, however, there are several basic types of moral philosophy which are used in business ethics, such as egoism, utilitarianism, deontology, rights and re lativism (Bartlett, 2003 224). Egoism and Utilitarianism are examples of consequentialist philosophies whereas, deontological approaches such as that of Immanuel Kant are an example of non-consequentialist philosophies. Kants theories are often associated with the duties, moral rights and respect of an individual. His theories say that each person has both the right to expect to be treated according to universal moral laws and the corresponding duty to behave according to that law (Bartlett, 2003 224).Kants theory proposes a categorical imperative which is the particular moral law according to which people should act. It states that one should act as if the maxim of thy action were to become by thy will a universal law of nature (Kant, cited in Bartlett, 2003 224). This means that an action can be set as a categorical imperative making it a universal law and applying it to the maximum population to see what the result of that action would be if it became common behavior of the world . The morality of an action can be judged by applying the deontological approach which considers the rights, duties, truth and respect of an individual according to universal moral principles. It focuses on doing the right thing.Sex discrimination or discrimination of women in particular can be evaluated using Kants theory. Applying the theory, the categorical imperative or the universal rule can be set as It is okay to discriminate women in business practices. If this rule is applied universally, the effect of this action on the society or the whole world would be highly negative. Firstly, men would continue to view women as the weaker sex due to which they will not give them opportunities to work at all. If women dont work they will have low motivation and high emotional stress which can affect their family lives. If all families became unhappy and stressed the whole society will be affected and may not prosper. Secondly, the household incomes would decrease drastically as women w ill not be able to support their husbands.Furthermore, if women will have no career opportunities, they will stop their education and the literacy rate would go down. Labour supply in the market would decrease which would lead to a wastefulness in labour demand thus, creating a need for high wages and salaries which can become a major issue with employers. The overall employment rate would also decrease affecting the world economy.The result of discriminating women and discouraging their participation in work practices universally can cause serious harm to the society and the whole world overall. It questions womens rights and respect along with mans duty towards equality and fairness in the world. Thus, the universal rule will be contradicted and negated leading to the resultant that, as analyzed through this theory and the deontological approach, sex discrimination is unethical.Walmarts perspectiveOn the contrary, when considering the case from Walmarts perspective, it is import ant to understand that it is the senior managements duty and responsibility to take every measure to ensure they assign jobs to employees who are most suited to do them and hold the capabilities required to accomplish the job. For example, Walmart has been criticised for refusing one woman a management position because she was unable to stack 50-pound bags of dog food hence, unqualified for the job. While many have protested against this act, it must be highlighted that there has been always a stereotype image of women as being the weaker sex and this incident helps illustrate that. Walmart managers understand that the business involves tasks that cannot be easily accomplished by women as compared to men. Also, giving women blowy jobs might be considered unethical by some customers and this could affect Walmarts reputation as being harsh towards women and making them do jobs they are not fit for. Moreover, Walmart may have been scandalised by its competitors who are looking for way s to show the company in a negative light as it is successful and poses serious threat to smaller businesses who are unable to compete on the basis of price due to the exceptional low prices Walmart provides hence, looking for other methods of causing damage to their competitor. tail end Corporation and its ethical practicesOne of the greatest competitions faced by Walmart is from Target Corporation after Walmart, Target is the second largest discount retailer in the United States. Walmart and Target do business in quiet similar manner and have both very wide-ranging ethical and environmental policies in place. However in terms of practices, Walmart has solicited much more criticism than Target for breaching its ethical policies, the company has poor employment benefits, exerts pressure on suppliers, eliminates waste into the environment and as discussed earlier, practices gender discrimination to great extent. However, Target refuses to tolerate workplace discrimination and tries t o create an environment in which everyone recognizes the value of diversity. According to national statistics the medium company across the United States employs a staff that consists of forty-eight percent women fifty-nine percent of Targets workforce is women. In part with this statistic and the treatment of their female employees, Target has been honored as an organization with multiple national awards recognizing their commitment to gender diversity. In 2005, Target was named one of the Top 30 Companies for Executive Women, by the National Association for Female Executives. As well as in 2004, they were named one of the 100 Best Companies for Working Mothers, by the magazine, Working Mother. Therefore similar to Target, Walmart should also adopt policies against gender discrimination to avoid lawsuits which spoils the image of the company.

Personality and Organizational Commitment Relationship

Personality and organisational loyalty RelationshipABSTRACTThe objective of this contract was to explore the kins between the character propertys and organisational committal among non commandment employees in government schools in the Sultanate of Oman. Data was collected by using jumbo quint inventory (BFI) and revised Organizational lading cadency (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this probe suggest us the relationships between disposition traits and organizational loading among non teaching staff in the government schools.KEYWORDS affectional commitment, big volt- factor out model of temper, law of continuation commitment, normative commitment, organizational commitment.INTRODUCTIONThis con explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational load is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational commission with increase interest and importance. Due to increasing interest of employers and inquiryers, organizational commitment has become highly enquiryed dividing line attitude. It is evident from the fact that commitment has been the subject of some meta-analyses (Cooper-Hakim Viswesvaran, 2005 Mathieu Zajac, 1990 Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. conjectural reviews by Lawler (1992) and Reichers (1985) assimilate likewise widely explored this attitude. This job attitude has become important for employers because employees with baseborn aims of commitment ar more(prenominal) wishly to leave their organizations (Meyer et al., 2002). question into Organizational cargo has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antec edents to organizational commitment argon resembling age gender knowledge level marital status position and organization tenure personality and habit states (Camilleri, 2002). Meyer and Allen, (1984) Grusky, (1966) and Mowday et al (1982) pitch thoroughly examined various relationships between antecedents and organizational commitment.This occupy was designed to contribute to the Organizational Commitment relate literature by exploring the relationships between age, tenure, personality traits (using great volt Model) and organizational commitment.THE FIVE-FACTOR MODEL OF temperThe Big quintuplet model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the content of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five symmetrys in Big Five model of personality be Extraversion, Conscientiousness, Openness to Experience, Agreeableness and psychoneuroticism. Each of the Big Five traits is a set of traits that tend to occur unneurotic in individuals (Kumar, Bakhshi Rani, 2009).Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to tax this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991).Conscientiousness refers to the inclining to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard wreaking, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991).Openness to experience is a prevalent appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It excessively reflects need for variety, aesthetic sensitivity, and unconventional determine ( McCrae John, 1992).Agreeableness refers to a list to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991).Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991).ORGANIZATIONAL COMMITMENTOrganizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is forgeting to exert effort to help it succeed (Herscovitch Meyer, 2002).According to Allen and Meyer (1990) Organizational Commitment is made up of terce components or propertys. First component is affectional commitment and it refers to the employees emotio nal attachment to, appellation with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization.DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENTRELATIONSHIP betwixt AGE AND ORGANIZATIONAL COMMITMENTAccording to meta- compend by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). in that respectfore they would tend to be more committed to the organization. Thus,H 1 Non teaching employees commitment to the organization pass on positively relate to their age.RELATIONSHIP BETWEEN TE NURE AND ORGANIZATIONAL COMMITMENT mingled studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively link to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits much(prenominal) as pension plans (Mathieu and Zajac, 1990, p.8). Thus,H 2 Non teaching employees commitment to the organization will positively relate to their length of tenure.RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENTAFFECTIVE COMMITMENTAffective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifi es with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus,H3 Non teaching employees extraversion will positively relate to affective commitment.CONTINUANCE COMMITMENT continuation commitment refers to an awareness of the costs (economic and favorable) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997).Extrovert individuals tend to be more social ly active and whitethorn develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore,H4 Non teaching employees extraversion will negatively relate to continuance commitment.Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than another(prenominal) individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may choose to stick to same job instead of facing new work environment. Thus,H5 Non teaching employees neuroticism will positively relate to continuance commitment.Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,deliberation(the tendency to think carefully before acting), and need forachievement. According to Organ and Lingl (1995), receivable to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore,H6 Non teaching employees Conscientiousness will positively relate to continuance commitment. normative COMMITMENTNormative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus,H7 Non teaching employees extraversion will positively relate to normative commitment.METHODSAMPLEA sample of 95 non teaching em ployees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and primitive job tenure as 8.21 years (SD = 2.9).MEASUREMENTSTHE BIG FIVEThe Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly dis have got (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91).AFFECTIVE COMMITMENTAffective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The dependableness (Cronbachs Alpha) of this six item scale was 0.82.CONTINUANCE COMMITMENTContinuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88.NORMATIVE COMMITMENTNormative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89.RESULTSA factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244 Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot.Graph 01 Scree Plot Showing Eigen Values of FactorsThese variables within factors are correlated, is confirmed by the Bartletts sample of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables.The table 01 comprises the means, standard deviations, incomplete correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained later on running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affec tive commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of most all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent.D ISCUSSIONThe findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988 J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts conceive that their extraordinary service by providing congenial social environment may enhance the psychological contract with the organization (Watson, 2000 J. Erdheim et al. 2006).Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics.Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chan ces of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations.THEORETICAL AND MANAGERIAL IMPLICATIONSThe results of the present study reflect that the role of personality is vital in the ontogenesis of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc.Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002).LIMIT ATIONS AND FUTURE DIRECTIONSFurthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming interrogation is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously.The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting.REFERENCESAllen, N.J., and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization, diary of Occupational Psychology, Vol. 631-18.Barrick, M. R., Mount, M. K. (1991). The big five personality dimensions and job performance A Meta-Analysis. Personnel Psychology , 44, 1-26.Camilleri, E. (2002). or so Antecedents of Organizational Commitment Results from an Information Systems Public Sector Organization. Bank of Valletta Review, 25.Clayton, B., Petzall, S., Lynch, B. Margret, J. (2007). An Examination of the Organizational Commitment Of Financial Planners. International Review of Business Research Papers, Vol.3, No.1. Pp. 60 72Cooper-Hakim, A., Viswesvaran, C. (2005). The construct of work commitment Testing an integrative framework. mental Bulletin, 131, 241-259.Digman, J. M. (1990). Personality structure Emergence of the five-factor model. Annual Review of Psychology, 21, 417-440.Erdheim,J., Wang, M. Zickar, M.J. (2006). Linking the Big Five personality constructs to organizational commitment. Personality and single Differences 41, 959-970Grusky, D. (1966) Career Mobility and Organisational Commitment, Administrative Science Quarterly, Vol. 10, 488-503.Hair, J.F., Anderson, R.E., Tatham, R.L., Black, W.C. (1998), Multivariate Data A nalysis, 5th ed., Prentice-Hall, Upper Saddle River, NJ, .Herscovitch, L. and Meyer, J. P., 2002. Commitment to organizational Change Extension of a three-component model. daybook of Applied Psychology, 87 474-487.John, O. P., Donahue, E. M., Kentle, R. L. (1991). The Big Five InventoryVersions 4a and 54. Berkeley, CA University of California, Berkeley, Institute of Personality and Social Research.John, O. P., Naumann, L. P., Soto, C. J. (2008). Paradigm shift to the integrative Big Five trait taxonomy History, measurement, and conceptual issues. In O. P. John, R. W. Robins, L. A. Pervin (Eds.), Handbook of personality Theory and research (pp. 114-158). New York, NY Guilford Press.Kumar K., et al (2009). Linking the Big Five Personality Domains to Organizational Citizenship Behavior. International Journal of Psychological Studies. Vol. 1, No 2Lawler, E. J. (1992). Affective attachment to nested groups A choice process theory. American Sociological Review, 57, 327-339.Magnus, K., Diener, E., Fujita, F., Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events A longitudinal analysis. Journal of Personality and Social Psychology, 65, 1046-1053.McCrae, R. R., John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 2, 175-215.Mathieu, J. E., Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194.Meyer, J.P. and Allen, N.J. (1984) Testing the Side-Bet Theory of Organisational Commitment Some Methodological Considerations, Journal of Applied Psychology, Vol. 69 372-378.Meyer, J. P., Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations Extension and test of a three-component conceptualization. Journal of A pplied Psychology, 78, 538-551.Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace Theory, research and application. California Sage Publishers Inc.Meyer, J. P., Stanley, D. J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.Mowday, R., Porter, L.W. and Steers, R.M. (1982) Employee-Organisation Linkages The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA Academic Press.Nummenmaa, T., Konttinen, R., Kuusinen, J., Leskinen, E. (1996), Tutkimusaineiston Analyysi , Analysis of Research Data WSOY, Helsinki, .Organ, D. W., Lingl, A. (1995). Personality, satisfaction, and organizational citizenship behavior. Journal of Social Psychology, 135, 339-350.Reichers, A. (1985). A review and reconceptualization of organizational commitment. Academy of Management Journal, 10, 465-476.Shepherd, J. L. M athews, B. P. (2000). Employee commitment Academic vs practitioner perspectives. Employee Relations, 22(6) 555-575.Watson, D., Clark, L. A. (1997). Extraversion and its positive emotional core. In S. R. Briggs, W. H. Jones, R. Hogan (Eds.), Handbook of personality psychology. New York Academic Press.Watson, D., Clark, L. A., Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070.Watson, D. (2000). Mood and temperament. New York Guilford Press.Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101.Personality and Organizational Commitment RelationshipPersonality and Organizational Commitment RelationshipCHAPTER 1INTRODUCTIONChapter OverviewThis study will focus on the relationship between personality and organizational commitment . This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary.Background of the StudyOrganizational commitment is a positive psychological state of attachment that pushes the employees performance upward to successfully plait the firms strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempt to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan.Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many o f research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover excogitation, absenteeism, job performance, motivation and job withdrawal behaviors.Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job p erformance (Vandenberghe and Bentein, 2009 Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism.Researchers have identified different factors that can be bear upon for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has s pecial percentage to the understanding of individual differences in behavior and experience. Individuals personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2).Understanding employees personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individuals personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990 John Srivastava, 1999) SSRN-id2220719. around of the studies on organizational commitment focus on bring outing th e environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004)109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources chiefly known as personalities are being ignored. A study done by Kumar (2010) stated that there is little attention given in study the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon policy Brokers Sdn Bhd, Bangsar.Problem StatementResearch QuestionsResearch questions of this study areWhat are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd.What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd?Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd?What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd?Research ObjectivesThe research objectives of this study areTo come in the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd.To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd.To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd.To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd.Scope of the StudyThis study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhds employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen ergodicly as research sample to participate in this study.The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness.For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. meaning(a) of the StudyMany researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010 and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees organizational commitment.Additionally, this study will help managers to understand more about employees personality and how they react toward organizational processes. Understanding employees personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help manage rs to increase employees loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company.Conceptual exposition1.8.1Personality Big Five ModelPersonality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is delineate as the inner organization of psycho physiological system of a person to create a persons unique behavior, feeling and thoughts (Lin, 2010).For this research, Big Five personality approach will be used to identify employees personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011).1.8. 2Organizational CommitmentAs Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that tie in an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organizations goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment.Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (,2001).Operational DefinitionBig Five PersonalityBig Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peers personality trait. The factor that c oncludes from Normans Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the culture dimension is changed to openness dimension (Lin, 2010).Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and reticent (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, well-provided and stable.Conscienti ousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011).Organizational CommitmentMeyer and Allens Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this s tudy, namely affective commitment, continuance commitment and normative commitment.According to Meyer and Allen (1997), affective commitment is the employees emotional attachment and participation of the employee in the organization. In this study, it refers to the employees emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employees obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization.SummaryIn conclusion, this chapter outl ines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.

Chapter Two: Design

Chapter Two Design2.1 Chapter OverviewThis chapter presents a summary of the the review of literature regarding the subject of externalize and captures various aspects and thoughts on this. Various thoughts, figure out and question particularly related to the design put to work are explored. This chapter encompasses the definitions, characteristics, discussions and applications of design. It is intended that this chapter should give some clear background on the spirit of the design offshoot and its growth in todays world of design question.While the literature review provides a useful background of current research in the material, process and RM systems, the literature useable on the design aspect for RM carrefours is severely limited. First a review of the literature for definition of the term design is presented. A discussion of the act of excogitation then follows. Next, the type of friendship associated with design has been discussed. Finally, various thoughts of proc ess of design adopt been reviewed. This introduction should provide the reader with a scene for interpreting the rest chapters of this report. The full version of this chapter basis be referred to Appendix 3.2.2 Chapter SummaryDesign is a complex activity, involving artefacts, people, tools, process, organisations and the environment in which this takes place. This chapter has explored and discussed the subject of design and captures various aspects and thoughts on this. Various thoughts, process and research particularly related to the design are explored. However, the assumption that there exists a set of universally accepted design process is an area that can be further explored. Conclusively, design is seen as a possible but subjective process. This leads to different sets of interpretation being used by different researchers.Whilst there may be some dispute about the precise definition of the term design, it is recognized as a purposeful and imaginative activity. In summar y, design seeks to create things with the purpose of satisfying certain requirements in new ways that improves the quality of lives. In product design, a variety of requirements must(prenominal) be considered ranging from functionality and us energy to pleasure. However, design is more than just translating a set of requirements into a product. Also, and more importantly, it involves finding new requirements. Thus, design involves finding problems and solutions simultaneously, and this is where creativity is important.Designing a product involves a constant conclusion making process that includes problem solving in a sequential fashion and analysis of constraints at each step. Product designers conceptualize and evaluate ideas, making them tangible through products in a more systematic approach. The role of a product designer encompasses some(prenominal) characteristics of the marketing manager, product manager, industrial designer and design engineer. The role of the product des igner combines art, science and technology to create tangible three-dimensional goods. This evolving role has been facilitated by digital tools that allow designers to communicate, visualize and analyze ideas in a way that would have taken greater man post in the past. (This appears in identical grad in Wikipedia)A number of formal structures and frameworks to better understand the design process have been suggested from many different disciplines by many researchers. Most of them have converged upon the general form proposed by Pahl and Beitzs. Pahl and Beitz (1996) outline a model of the design process for mechanical design that considers not only the sequence of stages, but alike what the output of each stage. They divided the design process into four phases that includes planning and clarification of the task, conceptual design, embodiment design and detail design.However, this research is concern with the understanding of the design process for Rapid Manufactured products. On e of the objectives is to understand how the design process works and how it is learned and performed by professional and upright designers. The aim of the research is to support the design process with the aid of computers. Finally, this chapter has given some background on the understanding of the design process and its development in todays world of design research.Chapter Three Computer Support Tools for Design3.1 Chapter OverviewThis chapter presents an overview of various tools to generate CAD models for RM processes and the decision support systems, tools and techniques used to support the design process. The full document of this chapter can be referred to Appendix 4.3.2 Chapter SummaryComputational tools play an essential role in providing support for the designer, because of their speed and capability for handling huge amounts of development at fairly low costs. There are various methods to aid designer to generate CAD models such(prenominal) as CAD softwares, retrovert engineering and haptic devices. CAD traditionally refers to computer tool to visualize, describe, edit and test manufactured artefacts, which are now an essential part of all manufacturing and production processes. CAD systems a great deal involves more than just shapes. CAD has evolved to incorporate several other applications of computer integration with engineering, manufacturing and simulation. CAD now offers the capability of freeform surface framework and solid modelling operations that allows user to create almost any complex geometry and photo realistic rendered images.Reverse engineering is an important tool to generate CAD models. To hook engineer a part, the part is measured by a coordinate measuring machine (CMM) or a 3D laser scanner. The use of reverse engineering technology not only increases the overall accuracy, but also improved the productivity of manufacturing process.There are various areas of applications of haptics devices. In manufacturing, haptics can advert design for assembly and for rapid design and prototyping. In computer-aided design, designers can experience real time details with their hands, such as wanted or abdicable artefacts of a design which are difficult to display visually. It is also possible to assess homophile maintainability of complex systems before they are built .The increasing power of computer has lead to the development of software, tools and techniques to support the design activity particularly to make design decisions. Most of the decision support tools are related to the knowledge base systems or often called as expert system. Expert systems are computer programs that are derived from a branch of computer science research called coloured Intelligence (AI). AIs scientific goal is to understand intelligence by build computer programs that exhibit intelligent behaviour (Boyle 1989). It is concerned with the concepts and methods of symbolic inference, or reasoning, by a computer, and how the knowledg e used to make those inferences will be represented inside the machine. The main characteristics of the Expert Systems can be briefly described as reduced decision making time, enhancement of problem solving capabilities, a capture of limited expertise and its diffusion, an increased output, productivity and quality accessibility to knowledge, ability to work with incomplete information and provision of training(Ziemian, Crawn 2001).There are several methods used to support the decision making process such as Case-Based logical thinking (CBR), fuzzy logic, Artificial Neural Network, Rule Base System and Ontology. CBR is a problem solving technique based on the adaptation of precedent examples that are similar to the current problem(Maher, Balachandran Zhang 1995). An Artificial Neural Network (ANN) is an information processing paradigm that is inspired by the way biological nervous systems, such as the brain, process information (Moridis, Economides, 2009). Fuzzy are developed usi ng the method of fuzzy logic, which deals with uncertainty. This technique, which uses the mathematical theory of fuzzy sets, simulates the process of normal human reasoning by allowing the computer to behave less precisely and logically than unoriginal computers (Shu-Hsien Liao 2005).Rules are probably the most common form of knowledge deputation and they are present in most Artificial Intelligence (AI) applications such as Expert Systems and Decision Support Systems (Obot, Uzoka 2009). Rule base system uses rules as the knowledge representation for knowledge coded into the system i.e. knowledge is stored as rules. Rules typically take the form of if then statement.Ontology in both computer science and information science is a formal representation of a set of concepts within a subject and the relationships between those concepts (Shu-Hsien Liao 2005). Ontology is a system of vocabulary, which is used as a fundamental concept for describing the task/domain knowledge o be identi fied. This vocabulary is used as a communication basis between domain experts and knowledge engineers.On the other hand, there are a number of selection tool for RP system has been developed since 1993 (Masood, Soo 2002). The selection of the most suitable RM process is dependent on factors such as build envelope, accuracy, material, build speed and other machine related parameters.This chapter has explored and discussed the general overview of the various tools to generate CAD models for RM processes and the decision support systems, tools and techniques to support the design process. Various CAD data development systems and tool have been explored. Furthermore, various expert systems technologies that support the decision making process have also been explored. Conclusively, CAD and reverse engineering technology are the most well known CAD data development systems. In addition, expert systems are the most well known decision support tool that have been used for various applicatio ns. Having become widely used for a massive range of applications, some elements of an expert system could be considered to have the capability to be a design aid tool that could realise the DfRM tool.In the context of design support systems for RM technologies, due to the direct manufacturing of products from CAD data, the cost and time are low mainly because complex objects can be generated without the use of conventional machines. So far within the RM field little attention has been given to the product design phase, emphasis is normally on the development of the technology itself (processes, materials, building strategies, system selection, manufacturing parameter optimisation etc). On the other hand the operation and choices which take place during the design phase are crucial for the quality of the product produce.

Comparing The Prince and Measure for Measure Essay -- comparison compa

Parallels Between The Prince and prevention for Measure The parallels between Machiavellis Prince and Shakespeares Measure for Measure are significant. The great majority of characters in Measure for Measure - the Duke, Angelo, Claudio, Pompey and even Isabella - parade Machiavellian qualities. A comparison of key passages, both of The Prince and Measure for Measure, will establish this clearly. A study of kingship, arguably the entire premise for Measure for Measure, is at a time introduced in the first scene, with the Dukes declaration Of government the properties to unfold/ Would seem in me taffect speech and discourse. It is not until the third scene of act one, however, that this political discussion becomes peculiar(prenominal) and, ultimately, linked to the Machiavellian notion of statecraft. In this scene, which details the exchange between Vincentio and the Friar, we learn the reasons for the formers deputising of Angelo. Both of the Dukes significant dialogues - I.i ii.20-33 and I.iii.36-55 - reveal that, for the last fourteeen years, the strict statutes and most stinging laws (I.iii.20) punishing pre-marital intercourse have slipped into disuse. Although this scene is by no means extensive, it furnishes the reader with much food for thought. Vincentios Machiavellianism, as manifest in the above scene, is centred upon lead main elements - his previous laxity, his present need to deflect responsibility and his use of Angelo as an instrument in effecting the enforcement of this most biting law. Upon closer inspection, both of Measure for Measure and The Prince, we discern that the neglect apparent in the Dukes initial non-enforcement of the law may not really be neglect at all, but rathe... ...ouples) is deep Machiavellian. Not only does Vincentio conceal his knowledge of Claudios safety from Isabella, he uses it in an impressive display of stagecraft, specifically designed to evoke a sort of hole-and-corner(a) awe in all onlookers (includi ng Isabella, who he later asks to marry him). The Duke has clearly enhanced his reputation by the spectacular deeds Machiavelli writes of in his Prince, finding a authority for punishing or rewarding... that is sure to be much talked about. BIBLIOGRAPHY Shakespeare, William Measure for Measure, ed. Brian Gibbons, Cambridge Cambridge University Press, 1991. Machiavelli, Niccol The Prince in Machiavelli The Chief Works and Others, vol. 1, trans. Allan Gilbert, Durham and London Duke University Press, 1989 Machiavelli, Niccol The Prince, trans. George Bull, London Penguin, 1995.

The Secret Life of Walter Mitty :: essays papers

The Secret Life of Walter Mitty The story is about Walter Mitty, a henpecked and revery urban man, who often depends on daydreaming to escape real life. As the story begins, Walter Mitty is driving his wife to town for an appointment at a beauty shop. Triggered by the wild storm, he begins to intend himself as the commander of a Navy hydroplane. He dreams that the plane is in trouble but the members of the crew have complete faith in his ability. 1 member of the crew says, The Old Manll get us through. Mitty is brought back from this daydream by his wifes voice, as she says, Not so fast Youre driving in like manner fast What are you driving so fast for? His second daydream is activated by his wifes suggestion to see Dr. Renshaw and put on gloves. In the second daydream, he fancies that he is helping several famous physicians save a millionaire by fixing a complicated machine that no one in the East can fix. He even envisages that he finally acts as operator. He is pulled b ack into reality by the shouting of a parking-lot attendant. Annoyed by the embarrassment at the parking lot and the failure of his memory and stimulated by the shouting of a newsboy about the Waterbury trial, Mitty sets take out the third daydream in which he is on trial for murder. In the trial, he accurately recalls and valiantly admits that he has killed Gregory Fitzhurst despite the efforts of his attorney to prove his innocence. He was aroused to reality by his subconscious murmuring of puppy biscuit and the laughing of a passing woman. Sitting into a big leather extend in the lobby, he starts his fourth daydream by looking at the pictures of bombing planes and of ruined streets in an old copy of Liberty.