Explaining patterns and trends in health Essay

There are numerous approaches to gauge examples of sick wellbeing; these incorporate mortality, bleakness, wellbeing occasions, illness frequency, sickness pervasiveness and wellbeing observation. These are; Morbidity Rates is what number of people experience the ill effects of the illness at a given time. Death Rates is what number of people bite the dust from experiencing the ailment and wellbeing occasions people monitoring medical problems, for example, the NHS giving data about the primary concern. Ailment occurrence is the opportunity of the individual being analyzed. Infection Prevalence is the means by which the extent of the populace is experiencing the illness. Wellbeing Surveillance distinguishes early indications of sick wellbeing and approach to forestall and secure. There are numerous social gatherings which can impact an individual’s wellbeing and way of life both emphatically and contrarily. These are; Gender which is simply whether you are male or female. Age which is the manner by which old an individual is the point at which the information is recorded. Social Class which isn't intended to at present be around as we should live in an awkward society were the class of individuals doesn't make a difference. Hazard Behavior which is sure types of conduct which are demonstrated to be related with expanded powerlessness to a specific malady of sick wellbeing. Ethnicity which is the condition of having a place with a specific social gathering that has a typical national or social convention. Territory which is the position or site of something. The groupings of social classes are the five class plot Register Generals Social Class (RGSC) WHICH IS: I †Professional Occupational, II †Managerial and Technical Occupational, III †Skilled Occupational, Manual (M) and Non-Manual (N). IV †Partly â€skilled Occupational and V †Unskilled Occupational. NS-SEC represents the National Statistics Socio-Economic Classification which is: 1 †senior experts/ranking directors, 2 †Associate experts/Junior chiefs, 3 †Other managerial and administrative laborers, 4-Own record non-expert and 5-Supervisors, specialists and related specialists. 6 †Intermediate laborers, 7-different specialists and 8 †never worked/other dormant. In 1980 the dark report was then distributed. It had been commissionedâ approximately 30 years after the establishing of the NHS and gave a critique about how the UK had done in accommodating the strength of its populace. The report inferred that there was a more unfortunate wellbeing experience for the lower word related gatherings at all phases throughout everyday life. These were; Gender - Men and ladies in occupation class V had more than multiple times higher possibility of biting the dust before arriving at the retirement age than those in word related class I. †during childbirth and during the primary month of life the danger of death in groups of untalented laborers was twofold that of expert families. †Boys in class V had a ten times more prominent possibility of kicking the bucket from fire, falls or scowling than those in class I †The distinction between the soundness of men and lady demonstrated that the danger of death for men in every social class was tw ice that for ladies. †Difference in the wellbeing encounters of various racial ethnic gatherings are likewise distinguished. Age Health imbalance exists in our general public and despite the fact that they influence various zones they are interlinked. Acheson (1998) said ‘health disparities influences the entire society and can be distinguished from baby to old age’ Locality From the dark report I can see that were you live can influence your odds for getting a sickness or infection. We find that demise rates for CHD for those conceived I the Indian sub-mainland were 38% higher for men and 45% higher for ladies than rates inside the UK. Social Groups The wellbeing hole among rich and poor in the UK has broadened since 1980 and class is the primary center of disparities any place they are recognized. They found that the logical proof backings a financial clarification of wellbeing imbalances which are brought about by variables, for example, salary, training, business, condition and way of life. The report made three key proposals to the administration. These are; †All approaches are probably going to affect wellbeing ought to be assessed as far as their effect on wellbeing imbalances. †A high need ought to be given to the wellbeing of families with youngsters. †Further advances ought to be taken to decrease pay disparities and improve the expectations for everyday comforts of poor family units. Dangers of Behavior Consistent demise rates in Europe have arrived at their absolute bottom in the whole history of human culture. The twentieth century has seen a sensational drop in the pace of irresistible ailment, just a s the presentation of treatments for its treatment. Basic reasons for death which have incredibly debilitated, for example, TB and diphtheria were frequently connected to destitution and material deprivation. Ethnicity One of the most significant elements of imbalance in contemporary Britain is race. Outsiders to this nation from the supposed new Commonwealth, whose ethnic character is obviously noticeable in the shade of their skin, are known to encounter more prominent trouble in looking for some kind of employment and satisfactory lodging. The various examples and patterns that I include discovered inside my own examination about liquor related passings joins with maturing, Ethnicity, Risks of conduct, Locality, Gender and social gatherings. Sex and Aging Males matured 30 and over are altogether more probable than females to bite the dust of liquor related causes over 66% of all liquor related passings in the UK (in 2011 were among guys). Guys matured 30 and over were essentially more probable than females o bite the dust from liquor related causes. For both genders, the quantity of alcohol0related passings expanded strongly from the 25-multi year mature age gathering, expanding to 838 for guys and 411 for females matured 55 to 59. After this age, the quantity of liquor related passings started to lessen consistently for guys over each age bunch decreasing to 92 for those over the age of 85. The decay across age bunches was progressively steady in females, dropping to 81 in the 85 and over age gathering. 45-49year elderly people men have kicked the bucket from liquor related passing by 32,000 yet from females it goes to 14,000. Region Data for Scotland and Northern Ireland are distributed independently. Somewhere in the range of 2007 and 2010 male liquor related demise rates were essentially higher in grains than in England. A multi year decrease in male passing rates in ribs implies this distinction is not, at this point huge. The table shows drinking propensities by district in 2012 show individuals over the age of 16 who devours liquor week by week, for example, in the north east individuals who drink up to 3-4 units are 46% contrasted with North West who drink up to 3-4 units are 42%. Social Groups The table shows savoring propensities pregnancy in 2012. Ladies who are pregnant have expended liquor in the most recent week is 10% contrasted with ladies who are not pregnant and uncertain are 53%. Ethnicity This table shows drinking propensities by ethnicity in 2012 for individuals who have drank liquor inside the most recent week is 58% and the individuals who have drank liquor at least five events a week ago is 11%.

Transfer of Learning

1. IntroductionTransportation of Learning â€Å" That about enchanting nexus between schoolroom open introduction and something which should go on in the existent universe † †J. M. Swinney. ( Everett, 2010 ) Transportation of larning happens while larning in one setting or with one lot of stuffs impacts on open introduction in another unique situation or with other related stuffs. It is the utilization of discernment, perspectives and achievements obtained in a course of study at a college ( Perkins, 1992 ) . Transportation of larning happens while larning in one setting upgrades ( positive transportation ) or sabotages ( negative transportation ) a related open introduction in another unique circumstance. Move incorporates close to transportation ( to firmly related settings and open introductions ) and far transportation ( to rather various settings and open introductions ) . ( Perkins, 1992 ) . One of the significant builds in guidance and larning hypothesis is the transportation of larning develop. Ordinarily a definitive settings of utilization ( occupation, calling ) veer prominently from the setting of larning ( schoolrooms, practicing books, preliminaries, basic smoothed out endeavors ) . As an outcome, the finishing up parts of the bargains non acknowledged except if transportation happens. Moreover, transportation of information/learning can non be underestimated ; as it is appeared in arranged surveies were as often as possible the trusted transportation from larning encounters did non happen ( Perkins, 1992 ) . In add-on, for bettering guidance non only this transportation of larning build is of significance yet alongside the advancement of the school personnel is imperative The subject of this overview is to investigate if teachers inside the module of health clinical claim to fame and life logical controls ( FHML ) of the University of Maastricht other than are mindful of this â€Å"transfer of learning† . Furthermore, I would wish to investigate if the educator has a specific plan refering transportation of obtaining and is segment of an expert improvement intend to better the guidance otherwise known as the transportation of cognizance/acquisition.2. Portrayal of the instructor.Dr. Herman Popeijus, is learning for around 4 at the University of Maastricht. He is essentially learning first twelvemonth students, in light of the fact that since a twelvemonth he is the unit facilitator of the second unit in the main twelvemonth of Health Sciences at the FHML. Moreover he is associated with different units as a mentor or as an achievements ( or commonsense ) coach, in spite of the fact that this is more over the span of investigation of Bio Medical Life Sciences at the FHML. In his capacity as unit facilitator, Herman, is engaged with all features of guidance, giving talks, directing workgroups and helping achievements creating for the principal twelvemonth understudies. This meeting was held Thursday, 25-03-2010, from 14:00 †14:20 in the workplace of the questioner. The meeting was held in Dutch and taped using a computerized voice recording hardware. To hold a progressively common treatment about the guidance techniques and to cover about the voice recording gear, the initial 5 proceedingss of the meeting were about everyday themes. In spite of the fact that the questioner had a few requests arranged as a rule to coordinate the meeting. An English interlingual interpretation of the transcript is given in informative supplement A.3. AnalysisNo one technique for content investigation can be utilized for a wide range of meeting informations. Placated examination is a generally utilized subjective research strategy. As opposed to being an individual technique, current utilizations of substance investigation show three recognizable assaults: traditional, coordinated, or summational ( Hsieh and A ; Shannon, 2005 ) . These assaults are utilized to un derstand hugeness from the substance of content informations or transcript informations of a meeting. In regular substance examination, coding classs are gotten directly from the content informations. With a coordinated assault, investigation begins with a hypothesis or applicable research discoveries as advice for introductory codifications. A summational substance investigation includes numbering and comparings, regularly of catchphrases or substance, trailed by the perusing of the hidden setting. In this paper I pick the coordinated assault, with counsel for beginning codifications. The point of convergence of the investigation is to search for plans and for indicant of transportation of cognizance by the educator. The undermentioned codes/chategories were picked: 1. Individual commitment in learning ; 2. Issues distinguished by the teacher ; 3. Answers for the occupations ; 4. Proficient development.4. Consequences4.1. Individual commitment in learningThe educator gave various p roclamations about this subject, as he is a unit organizer his own commitment in guidance is extremely significant. Because of this capacity, he is other than truly engaged with the substance and may encounter liable for the outcome, ( for example class of his understudies ) . In this manner he is extremely focussed on transportation of comprehension. He is other than perceptive of he ‘s conceivable short approachs, and is keen on the suppositions of the students about his guidance strategy. He attempts to investigate if transportation of discernment has happened, returning his mentor bunch regarding the matter, other than rehash fundamental stairss again at the terminal of the mentor gathering, or inquisitive coordinated request during his talks.4.2. Issues recognized by the instructorAlthough, the educator referenced that there are a few hard subjects or develops in his unit, simply one outline was given, however this was talked about widely. Moreover, he was discerning that these employments may other than be because of the way that a major part of the students have no foremost insight of natural science and that organic science is cardinal for this unit in which he is the unit coordinator.4.3. Answers for the jobsThe boss point of convergence on work trip the employments or occupation talked about was the use of new electronic AIDSs. For example, accessible alive movies, which are demoing these new builds or employments in incredible thing. It must be noticed that the teacher was discerning of the imperfections of this arrangement. Be that as it may, the teacher did non advert different choices, for example, analogies which might be utilized on the other hand each piece good.4.4. Proficient developmentIt turned out to be obvious from the meeting that there is an expert improvement plan accessible at his association, however so far he has non got any evaluating. The teacher feels this insufficiency of help an extraordinary young lady. Despite the fact that he notice that he made a move on this point on his ain, by designating to a particular guidance class, which is give by his association. The teacher is truly centered around the outcomes from the students, what's more gives extraordinary incentive to the appraisals from the understudies, despite the fact that these are most in paper positions and non unwritten.5. End/Advice to the instructorDr. H. Popeijus ( HP ) has an unmistakable situation on his unit and what are the employments inside this unit, as turned out to be certain that for his unit some organic science foundation is essential. His cognizance on guidance is truly loosened and present day ; he is incorporating new procedures or qualities in his discussions. He is detached for the opinions of the students and is unmistakably engaged with transportation of insight or securing, despite the fact that he may non be discerning of this. From grouped surveies is realized that the going to length of understudies is restricted with regards to significant conversations. The â€Å"information transfer† hypothetical record of the customary talks does non fit what flow subjective logical order look into lets us know of human procurement ( Middendorf, 1996 ) . So by using additional devices HP is trying to follow up on the data transportation during his discussions. He other than makes reference to that he is aware of the downside of using alive movies in his discussions. Be that as it may, with cognizance of the potential downsides of the large configuration, talks can be utilized as significant instruments for larning other than in a PBL course of study ( Fyrenius, Bergdahl, and A ; Silen, 2005 ) . Moreover, it may other than be useful to use analogies close to alive movies since it can help understudies to use the data they as of now comprehend to build up a trepidation of new develops. Analogies are comparings be tween two circles that are not one or the other, completely comparative nor entirely unique. These comparings are utilized to propel transportation of data starting with one explicit occupation then onto the next curious activity ( MaryKay and A ; George, 2006 ) . Because of the way that a few students do not have the natural science foundation it might valuable to use analogies which area is non in organic science yet in another progressively essential field ( eg. Book with parts as a similarity for DNA codification with cistrons ) . To better guidance or the guidance by staff individuals a top notch proficient advancement constituent would be of incredible incentive to the organization each piece great as extra to the expert improvement of HP. â€Å"It is acceptable perceived by policymakers that schools can be no better than the teachers and chiefs who work inside them† ( Guskey, 2002 ) . It is acceptable realized that staff individuals or module individuals are energetic about their control/calling. They are other than extremely intense to reassign their comprehension and the importance of this insight to their understudies. Notwithstanding these great purposes, they might be so busy with covering the fit undertaking that they lose way of the amount of that stuff really gets passed on ( Montgomery, 1998 ) . It is thus that there are acceptable formative plans inside the foundation or college to create and adjust the way the teachers work. For most educators, to go a superior teacher implies uplifting un derstudies larning results ( Guskey, 2002 ) . Orchestrating to the hypothetical record from Guskey, of import adjustment in

SSRIs or Selective Serotonin Reuptake Inhibitors

SSRIs or Selective Serotonin Reuptake Inhibitors Bipolar Disorder Treatment Medications Print SSRIs or Selective Serotonin Reuptake Inhibitors By Marcia Purse Marcia Purse is a mental health writer and bipolar disorder advocate who brings strong research skills and personal experiences to her writing. Learn about our editorial policy Marcia Purse Medically reviewed by Medically reviewed by Steven Gans, MD on August 05, 2016 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on September 13, 2018 Bipolar Disorder Overview Symptoms & Diagnosis Causes Treatment Living With In Children Your Rights Jonathan Nourok / Getty Images An SSRI is a type of antidepressant sometimes used in combination with other medications to treat bipolar depression. Lets take examine a list of SSRIs and understand how they are used in bipolar disorder. What Are SSRIs? SSRIs, or selective serotonin reuptake inhibitors, are a class of antidepressants that increase the amount of the neurotransmitter serotonin available in the brain, which has been shown to be effective in the treatment of depressive disorders including bipolar depression. List of SSRIs A list of SSRIs is below, shown with the brand name followed by a generic name in parentheses. Celexa (citalopram)Lexapro (escitalopram)Luvox (fluvoxamine)Paxil (paroxetine)Prozac (fluoxetine)Symbyax, which is Prozac plus the antipsychotic Zyprexa (fluoxetine olanzapine)Zoloft (sertraline) When SSRIs Are Used in Bipolar Disorder According to the American Psychiatric Association, using an antidepressant therapy alone to treat bipolar depression is not recommended. This is because using antidepressants, like SSRIs, to treat bipolar depression has been linked to triggering mania and rapid cycling. There is also some scientific debate that antidepressants are simply not beneficial in treating bipolar depressionâ€"although this is controversial. That being said, many people with bipolar depression are prescribed antidepressants, especially if they have responded well before to antidepressants, if their depression is severe, or if they are not responding to mood-stabilizing medications alone. For instance, in the latter case, if a person with bipolar depression is not responding to lithium or lamotrigineâ€"mood-stabilizing medicationsâ€"than their doctor may add on an antidepressant, like Paxil (paroxetine). What Happens When I Stop An SSRI? Here is a look at the causes and symptoms of SSRI Discontinuation Syndrome, the uncomfortable reaction some people have to cut down or quit certain types of antidepressants. Here are tips for both pill and capsule handling to ease the effects of lowering your dosage or discontinuing an SSRI antidepressant medicationâ€"when a too-abrupt transition could cause troubling symptoms. What Should I Do? If you have bipolar depression and you are taking an SSRI, be sure to discuss with your doctor the potential side effects, and also the signs of a manic episode and rapid cycling. Its important you take your medication, as prescribed. Do not stop your medication without consulting your doctorâ€"this is for your safety and well-being.

Current Perspectives Of Psychology And Human Development...

INTRODUCTION This Individual Development Narrative discusses various factors relating to theories of lifespan development from birth through to my adolescent stage. This includes looking at the understanding and major theoretical perspectives of psychology and human development, its process and the influences of domains on human development across the lifespan and how they interrelate. The domains of development including Physical, Cognitive, Emotional and Socio-cultural /or moral. Also some of the human lifespan stages are Prenatal (prior to birth), Infancy (0-2yrs), Early Childhood (2-5yrs), Middle Childhood/School Age (5-12yrs), and Adolescence (13-20yrs). The outline of this essay would identify the Prenatal and Emotional; Physical and Infancy; Cognitive and Early childhood; Emotional and Middle Childhood; also the Social-cultural and Adolescence Development. 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This Individual Development Narrative discusses various factors relating to theories of lifespan development from birth through to my adolescent stage. This includes looking at the understanding and major theoretical perspectives of psychology and human development, its process and the influences of domains on human development across the lifespan and how they interrelate. The domains of development, including Physical, Cognitive, Emotional and Social-cultural /or moral. Also, some of the human lifespan stages are Prenatal (prior to birth), Infancy (0-2yrs), Early Childhood (2-5yrs), Middle Childhood/School Age (5-12yrs), and Adolescence (13-20yrs). The outline of this essay would identify the Prenatal and Emotional; Physical and Infancy; Cognitive and Early childhood; Emotional and Middle Childhood; also the Social-cultural and Adolescence Development. 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A Rare Success in China - the Celanese Joint Venture

Disclaimer: It is against the The Negotiation Experts principles to offer its services to the tobacco industry. The Celanese case study has been reproduced for the purposes of study only, and is in no way a condonement of the damage the tobacco is causing. Overview One of the most closely studied Chinese joint ventures is that involving Celanese Corporation of the United States, a producer of value-added industrial chemicals, and China National Tobacco Corporation (CNTC). The venture produces tow, the fluffy synthetic fiber in cigarette filters. In 1982, when CNTC decided to increase its production of filter cigarettes, it was on the lookout for international suppliers. Since all tow providers refused to sell their technology to†¦show more content†¦New cultural difficulties arose daily, as Chinese practices collided with Western performance imperatives. Celanese employees noted: * Crews of Chinese subcontractors would disappear for days at a time, leaving work unfinished. * In work units supervised by foreigners, the Chinese observed workloads; but in those supervised by Chinese, the workloads were usually reduced and additional employees hired. * Many employees appeared indifferent to the satisfactory completion of the project. * The Celanese habit of flagging errors or shortcomings was taken by many Chinese as a personal affront—compounded by the indignity of seemingly being â€Å"talked down to.† The Nantong factory was completed in 1989, when the joint venture went into operation, with a mixture of Chinese and U.S. managers and staff. Most of the Chinese managers appointed to the new enterprise saw themselves as loyal to CNTC, and their allegiance to the new venture was initially fragile. The Chinese managers discussed problems with their seniors at CNTC, rather than with their U.S. venture colleagues. Neither side could identify with the new entity at first, and managers held meetings in their native tongue, which upset those on the other side. But overall, a long-term perspective was taken regarding the factory, where training was provided to enable employees to carry out prescribed operations. At the same time,Show MoreRelatedThe Global Apparel Supply Chain And Its Effects On Sustainability8384 Words   |  34 Pagesglobalization. World trade in apparel and accessories is growing despite high tariffs and drastic currency fluctuations. Many countries may be involved in the production of a single garment. For example, a garment could be designed in New York, made in China with fabric from Korea, and then distributed to retail chain stores all over the world. Retailers, too, are expanding globally. Stores as diverse as Christian Dior (French), HM (Hennes Mauritz, Swedish), and Gap (American) have opened stores worldwide

Pop Culture Essay Free Essays

Movie Genres There are many movie genres out today than there were before in earlier years. Movie genres are basically different types of movies, such as: horror, suspense, mystery, drama ,romance, etc. Today it seems that most peoples favorite movie genre is horrow or action. We will write a custom essay sample on Pop Culture Essay or any similar topic only for you Order Now Action movies have a lot of different stuff in them that is pleasing to the eye. Action movies are typically loud and have a lot of fighting, racing, and adventurous things in the film. Horror movies on the other hand have a lot of scary things in the movies. Their big thing is that the more blood they have the better it is to the audience watching. Even though horror and action may be the top picks of the rest of the country, I have my own genre of movies that I particularly like the best. My favorite genre of movies is romance. In a romance based movie, it is filled with love and a lot of laughter throughout the whole movie. While most romance movies start off bad and end up with a happy ending, some start out good and end good as well. Most romance movies today start out being bad and then it ends up in the happy ending that you suspect from the title of the movie. Romance movies go through every movie genre there is. There is suspense and sometimes a little horror as well. Sometimes, and most of the time, they contain a lot of drama. The best romance movies are the ones full of drama that is fun to watch. Every woman around the world enjoys a good romance movie. Many women around the world love romance movies, including myself. Simply because they meet the cravings that every woman has sometime throughout their lives. Each and every romance movie touches a woman in some way or another. Every girl dreams of having that guy from a love story. They want them to be loving and caring and when we watch these movies we imagine ourselves being the girl in the movie. Some movies, even make a girl feel better after a breakup. However, some of the real love stories can make it worse than ever before. Also, romance movies will make you cry if it is one of those that are filled with sad moments throughout the whole movie. As a girl, sometimes we feel the need to cry, whether it is stress or PMS. The romance movies are a good way to bring out the inner emotions and in the end, make you feel a whole lot better. Drama is another movie genre that gets included into romance movies. Drama can be funny and it can also bring out deeper thoughts and emotions. Everyone and especially women, have a fair share of their love for drama. Women like to gossip and chick flick, love stories are filled with it. Gossiping is a way to let things out and to give out information that can be bad or good. It just depends on who is saying it or what is said. The good thing is, the drama in the romance stories are usually not true. Even though we all get a good laugh at the stupid ones in the movie. In conclusion, romance genre movies are a favorite. They can make you happy or sad or bring out different emotions. Romance movies are twisted with drama along with romance to bring out laughter or anger in the audience. Everyone will have their own personal reaction to every single romance movie that comes out. Therefore, in my opinion, romance genre movies are the best because they contain many qualities that other genres do. Meaning that they satisfy almost every â€Å"craving† that a person has for a good movie. How to cite Pop Culture Essay, Essays

Hamlet Growing Pains Essay Example For Students

Hamlet: Growing Pains Essay Hamlet: Growing PainsIn the epic tragedy Hamlet, by William Shakespeare, Prince Hamlet isentrapped in a world of evil that is not of his own creation. He must opposethis evil, which permeates his seemingly star-struck life from many angles. Hisdealings with his fathers eerie death cause Hamlet to grow up fast. His family,his sweetheart, and his school friends all appear to turn against him and toally themselves with the evil predicament in which Hamlet finds himself. Hamletmakes multiple attempts to avenge his fathers murder, but each fails becausehis fathers murder, but each fails because his plans are marred by very humanshortcomings. It is these shortcomings that Hamlet is a symbol of ordinaryhumanity and give him the room he needs to grow. The Hamlet that Shakespeare begins to develop in Act I is a typicalmortal, bowed down by his human infirmities and by a disgust of the evils in aworld which has led him to the brink of suicide. Hamlet voices his thoughts onthe issue: O that this too too solid flesh would melt (I. ii. 135). Heis prevented from this drastic step only by a faith which teaches him that Godhas fixd/ His canon gainst self-slaughter (I. ii. 131-2). To Hamlet appearshis dead fathers spirit, and he must continue to live in the unweeded garden,/ That grows to seed in order to fulfill the obligation he has to his father(I.ii. 135-6). Making Hamlet more a story of personal growth than a dark murder mystery,Shakespeare emphasizes the emotional, rather than the physical, obstacles thatPrince must face in accomplishing his goal. Immediately, Hamlet must determinewhether the ghost speaks the truth, and to do so he must cope with theologicalissues. He must settle the moral issue of private revenge. He must learn tolive in a world in which corruption could be as near as the person who gavebirth to him. He also must control the human passions within him which arealways threatening his plans. There are no more sobering issues than thesewhich would catalyze growth in any human. Hamlets widely recognized hamartia, or tragic flaw, is his inability tomake decisions on subjects with consequences of any weight. That he is aware ofhis stagnation in such situations does prove to be helpful in defeating thisflaw. After passing up three oppotuities to entrap Claudius in the third act(the nunnery scene on which the king was eavesdropping, during The Murder ofGonzago, the scene in Gertrudes closet), Hamlet berates himself because of hisindecisiveness: Why (must ) I live to say This things to do; / Sith I havecause and will and strength and means / To dot (IV.iv. 44-46). Hamletrealizes that his strength and opportunity are of no avail until he feelsmorally right in following through on his vengeful task. Looking towardsHoratio as a model of the Christian stoicism he needs to pull himself throughthe play, Hamlet comments on him: . . .thou hast been / As one, in sufferingall, that suffers nothing, / A man that fortunes buffets and rewards / Hasttaen with equal thanks. . . .Give me that man / That is not passions slave,and I will wear him / I my hearts core (III.ii. 70-79). Hamlet must become likeHoratio. He must learn that evil is a necessary part of the harmonious orderthat God created. When Hamlet can become impervious to the blows of fortune,his mission will be accomplished. The impending dark period Hamlet must endure is represented by thesympathetic fallacy of the state of nature in Denmark. Francisco notes, tisbitter cold, And I am sick at heart (I.i. 8-9). This readies the audience forthe appearance of the ghost which will represent the perversion of theharmonious order that Hamlet must restore. .u3725f6d184ba1981b9149d55035b5017 , .u3725f6d184ba1981b9149d55035b5017 .postImageUrl , .u3725f6d184ba1981b9149d55035b5017 .centered-text-area { min-height: 80px; position: relative; } .u3725f6d184ba1981b9149d55035b5017 , .u3725f6d184ba1981b9149d55035b5017:hover , .u3725f6d184ba1981b9149d55035b5017:visited , .u3725f6d184ba1981b9149d55035b5017:active { border:0!important; } .u3725f6d184ba1981b9149d55035b5017 .clearfix:after { content: ""; display: table; clear: both; } .u3725f6d184ba1981b9149d55035b5017 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u3725f6d184ba1981b9149d55035b5017:active , .u3725f6d184ba1981b9149d55035b5017:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u3725f6d184ba1981b9149d55035b5017 .centered-text-area { width: 100%; position: relative ; } .u3725f6d184ba1981b9149d55035b5017 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u3725f6d184ba1981b9149d55035b5017 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u3725f6d184ba1981b9149d55035b5017 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u3725f6d184ba1981b9149d55035b5017:hover .ctaButton { background-color: #34495E!important; } .u3725f6d184ba1981b9149d55035b5017 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u3725f6d184ba1981b9149d55035b5017 .u3725f6d184ba1981b9149d55035b5017-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u3725f6d184ba1981b9149d55035b5017:after { content: ""; display: block; clear: both; } READ: Critical Thinking EssayHamlets reactions to his fathers questionable death begin to revealhis immaturity. Suffering from an unnatural grief over his fathers death,Hamlet lets his immaturity be revealed when he says the death was a will mostincorrect to heaven (I.ii. 129). As of now, Hamlet has a heart unfortified,a mind impatient, / An understanding simple and unschoold ( I.ii. 96-97). Heis, therefore, unable to bear the brunt of something tragic as his fathersdeath. Unable to see the god in things, Hamlet views the, world, Gods owncreation, as merely a place of corruption: How weary, stale, flat andunprofitable, / Seem to me all the uses of tis world! (I.ii. 133-134). Itt akes a mature man to delve deeper into a particular situation to find some good,and Hamlet can find nothing. Although continuing to be very mentally distraught, a sign of growthoccurs when Hamlet bursts into Opelias closet. Ophelia, in relating the sceneto her father, says, He took me by the wrist and held me hard ( II.i. 98). This description of the occurrence proves that he has grown enough since thefirst act to realize that he needs the help of others in order to stay strong. Hamlets short-lived relationship with Ophelia did not fare well, and it diessharply when he finds out she is conspiring against him. A sign of growthoccurs as he shows his willingness to accept the situation as it is. He says, I never gave you aught ( III.i. 96). Not wholly mature at this point, Hamletdoes revert to some immaturity when he makes threats on many peoples lives. Knowing of the presence of the eavesdropping Claudius, Hamlet makes a mistakewhen he declares, I say, we will have no new marriages: those that are marriedalready, all but one, shall live (III.i. 153-5). This statement only proves tomake the situation more difficult to Hamlet because it gives Claudius plausiblereason to ship him to England. Later in the play, Gertrude calls her son into her closet for what s tobe a lecture to discourage the pranks he had been pulling. He finallymentions to Gertrude that he believes she had some underlying part in hisfathers death. She, in turn, is astonished, As kill a king? (III.iv. 30). This response corroborates the accumulating evidence of her innocence. Due toHamlets excess of passion during this scene, however, this victory is marred byhis inadvertent killing of Polonius. Now, his the importance of his motherswell being is heightened. His Christian concern for his mothers salvation asopposed to his uncles damnation shows immeasurable growth. After all, he doesinvoke the soul of Nero to assure her safety. At this point, Hamlet is taken to England by two of his friends turnedbetrayers, Rosencrantz and Guildenstern. During this trip, he seems to smotherfear with his newfound blanket of faith in God. This is a principal mark in thedevelopment of his trust in God. He writes to Horatio of his dramatic escapefrom the voyage to England and has this to say: Theres a divinity that shapesour ends, / Rough-hew them how we will (V.ii. 10-11). It is in this fifth actthat Hamlet has fully submitted to the will of God, and this very submissionallows him to make the Final push to accomplish his goal. He is confused nolonger and feels obligated to kill Claudius when he says, He hath killed myking and whored my mother, / Poppd in between the election and my hopes. . ./To let this canker of our nature come / In further evil (V.ii. 64-5, 69-70)?He can now view Claudius death not as a sinful act of vengeance, but as a dutyto the subjects of Elsinor. When Horatio suggests that the duel that Claudiushas arr anged with Laertes may bring about Hamlets demise, Hamlets reply showshe has taken on Horatios stoicism: If it be now, tis not to come; if it benot to come, it will be now; if it be not now, yet will come: readiness is all. . .udff47945d0207aed5207edc2fdeb4ae2 , .udff47945d0207aed5207edc2fdeb4ae2 .postImageUrl , .udff47945d0207aed5207edc2fdeb4ae2 .centered-text-area { min-height: 80px; position: relative; } .udff47945d0207aed5207edc2fdeb4ae2 , .udff47945d0207aed5207edc2fdeb4ae2:hover , .udff47945d0207aed5207edc2fdeb4ae2:visited , .udff47945d0207aed5207edc2fdeb4ae2:active { border:0!important; } .udff47945d0207aed5207edc2fdeb4ae2 .clearfix:after { content: ""; display: table; clear: both; } .udff47945d0207aed5207edc2fdeb4ae2 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .udff47945d0207aed5207edc2fdeb4ae2:active , .udff47945d0207aed5207edc2fdeb4ae2:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .udff47945d0207aed5207edc2fdeb4ae2 .centered-text-area { width: 100%; position: relative ; } .udff47945d0207aed5207edc2fdeb4ae2 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .udff47945d0207aed5207edc2fdeb4ae2 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .udff47945d0207aed5207edc2fdeb4ae2 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .udff47945d0207aed5207edc2fdeb4ae2:hover .ctaButton { background-color: #34495E!important; } .udff47945d0207aed5207edc2fdeb4ae2 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .udff47945d0207aed5207edc2fdeb4ae2 .udff47945d0207aed5207edc2fdeb4ae2-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .udff47945d0207aed5207edc2fdeb4ae2:after { content: ""; display: block; clear: both; } READ: hamlet and lear Essay. .Let be (V.ii. 231-5). The ineffective schemer of the first three acts is no more. Through thetragic events that Hamlet endures, his character has evolved into arguably hisgreatest asset. Now he can put the final touches on the restoration of orderwhich must be done to successfully end the catastrophe in any Shakespeareantragedy. As Hamlet forces the poisoned cup to the kings lips, Laertesemphasizes that, in order for harmony to be restored, evil must destroy itself: He is justly served; / It is a poison temperd by himself (V.ii. 338-9). Thenow fully grown Hamlet attains salvation after he is poisoned, and this ishinted at by Horatio: Good night, sweet prince; / And the flights of angelssing to thee thy rest (V.ii. 370-1). English

What Makes A Good School Essays - Educators, Occupations, Teacher

What Makes A Good School What Makes A Good School? According to Morrison, author of Teaching in America, schools are organized and linked to society. In chapter 3, Morrison explains the role of schooling in society, how public schools are organized, what it is like to teach in different kinds of schools, what makes a good school, and how schools are changing. He makes a lot of good points on the different topics in the chapter, but the subject that I would like to elaborate more is on what makes a good school. Every person who wants to put use their profession of teaching would most likely want to teach in a good school. Every parent wants their children to go to a good school. But what makes a good school? Well, Morrison explains the different characteristics that make a good school. Here are some main points: Schools should be a safe environment where children can go to learn. Teacher efficacy must be present. Principal must have good management skills. There must me commitment. And parent and community interaction with the school should be present. I think that a good school is what everybody wants. Who would not want to go to a good school? I dont personally know what a bad school is like because all my life I have been to private schools where there is a low student teacher ratio. My school always provided a safe environment, teachers where considered as impact teachers, and there was a presence of parent-teacher interaction. I know some people who went to public schools and I could right away see that the school was not a good one. All they would talk about was fighting. Instead of them talking about what they learned in school, they talk about how there was a fight in school or how they hate the teachers. I think that public schools need to reform on their teaching methods and their interaction with the children. Teachers must have the compassion to help the children learn as well as to provide a safe environment. George S. Morrison,Teaching in America: What Makes a Good Teacher( Needham Heights, MA: A Viacom Company, 1997), pp.87-124. Bibliography George S. Morrison,Teaching in America: What Makes a Good Teacher( Needham Heights, MA: A Viacom Company, 1997), pp.87-124. Education Essays

Free Essays on Communication Disorders

Communication Disorders Communication Disorders encompass a wide range of impairments, mainly dealing with â€Å"receiving, understanding, and expressing information, feelings, and ideas† (Turnbull 400). Normally, people possessing one or more of these disorders have problems with language, speech, or hearing (Kid 1). With new developments in education and methods of therapy, many of these disorders can be improved. Two of the three major types of communication disorders will be discussed within this paper. These include the areas of language and speech. Exceptional Lives defines a speech disorder as â€Å"the difficulty to produce sounds as well as disorders of voice or fluency of speech.† An individual with speech problems may have trouble following directions, speaking at a normal pace, and exhibiting correct syntax and articulation (Kid 1). The typical human is able to learn to speak with no problem, and the progression is somewhat miraculous. While people are unable to document or study the norms of speech development, the abnormalities can and have been thoroughly studied. Some speech impairments include articulation (a speaker’s production of individual or sequenced sounds), voice disorders, and fluency disorders (Turnbull 404-5). Voice disorders reflect â€Å"pitch, duration, intensity, resonance, and vocal quality (Turnbull 405),† while Fluency disorders â€Å"are characterized by a disruption in the smooth flow or expression of speech† (Health 1). Language development is another miraculous, yet â€Å"complex†, facet of life. The five components of language development include â€Å"phonology (sound system), morphology (word forms), syntax (word order and sentence structure), semantics (word and sentence meanings), and pragmatics (social us of language)† (Turnbull 406). To be considered as a speaker of any particular language, a person must possess two distinguishing skills: stimulus and response. If a person u... Free Essays on Communication Disorders Free Essays on Communication Disorders Communication Disorders Communication Disorders encompass a wide range of impairments, mainly dealing with â€Å"receiving, understanding, and expressing information, feelings, and ideas† (Turnbull 400). Normally, people possessing one or more of these disorders have problems with language, speech, or hearing (Kid 1). With new developments in education and methods of therapy, many of these disorders can be improved. Two of the three major types of communication disorders will be discussed within this paper. These include the areas of language and speech. Exceptional Lives defines a speech disorder as â€Å"the difficulty to produce sounds as well as disorders of voice or fluency of speech.† An individual with speech problems may have trouble following directions, speaking at a normal pace, and exhibiting correct syntax and articulation (Kid 1). The typical human is able to learn to speak with no problem, and the progression is somewhat miraculous. While people are unable to document or study the norms of speech development, the abnormalities can and have been thoroughly studied. Some speech impairments include articulation (a speaker’s production of individual or sequenced sounds), voice disorders, and fluency disorders (Turnbull 404-5). Voice disorders reflect â€Å"pitch, duration, intensity, resonance, and vocal quality (Turnbull 405),† while Fluency disorders â€Å"are characterized by a disruption in the smooth flow or expression of speech† (Health 1). Language development is another miraculous, yet â€Å"complex†, facet of life. The five components of language development include â€Å"phonology (sound system), morphology (word forms), syntax (word order and sentence structure), semantics (word and sentence meanings), and pragmatics (social us of language)† (Turnbull 406). To be considered as a speaker of any particular language, a person must possess two distinguishing skills: stimulus and response. If a person u...

304 Final Essay Example | Topics and Well Written Essays - 1250 words

304 Final - Essay Example Over and above standards, the Lake Havasu Fire Department excels in most areas of testing for career advancement and in areas of personnel development. Steve suggested that recruitment begins with job postings on well-known job search websites, through word-of-mouth advertising by current employees and through a city-sponsored job pool consisting of qualified applicants who completed preliminary testing. This preliminary testing is offered to community citizens who have undertaken the state-mandated fire training and are seeking a position within the unit. Validation of these credentials is part of the selection process by making contact with references or other certification grantors in this field of study. In this department, the recruitment process is extensive and involves screening of high volumes of candidates simply to select a single employee from the candidate pool. In order to achieve promotion within the unit, especially to an administrative level, several tests must be completed which test abilities in spatial relations, management and leadership, clerical abilities, and other necessary job functions. Steve offered that these tests come from both the state level and from years of alterations which were built from benchmarking best practices of other firehouses across the country. This department is a regular subscriber to several magazines which describe internal organizational activities in modern fire departments and use some of the tips and suggestions to change testing procedures or structures. In order to achieve promotion, success in areas of physical fitness must be proven. These tests are developed for preliminary job screening and selection as well as to ensure that weight and health are congruent with department or governmental expectations. Physical fitness is a large part of the weekly job responsibilities of the department workers

Educational Paradigms and Models Assignment Example | Topics and Well Written Essays - 1000 words

Educational Paradigms and Models - Assignment Example Also, students who come from disadvantaged backgrounds are more likely to engage in complicated paths in school, for example, restarting or repeating their programs due to economic issues. They may also be forced to defer their enrollment in school due to financial difficulties. This may have a negative impact on the number of students in the school and the performance of the school in general. Moreover, students from poor families suffer from poor nutrition because they cannot afford meals that contain a balanced diet. As a result, their memory and attention during instruction may be affected, thus leading to a decreased intelligence quotient score than students from wealthy households (Darling-Hammond, 2010). The Effects of Moral Order Factors on Schools Moral order factors in schools may be attained using several approaches. One strategy is to establish a code of conduct that will highlight rules of action for every condition. Such a code requires a procedure of execution. The mor al order factors under this approach will require schools to have a standard-setting authority. In addition, schools will be compelled to have control systems and agents to the people who are required to abide by these regulations. Also, the individuals who are subjected to the code of conduct will be required to seek more detailed rules or norms for each and every specified case which will be encountered in the school. In addition, the moral order factors will require being continuously moderated to meet the changing situations in the school environment. Moral order factors will also empower and enable people to individually make the right choices and pursue the required way of life, even at the cost of sacrificing their instantaneous desires. Additionally, moral order factors will require a distinctive frame of reference for moral education in schools. Consequently, this will lead to high attachment to school enhanced, school attendance and performance, and elevated commitment to schooling. The Effects of School Board Leadership on Schools School board leadership has a number of effects on schools. School board leadership leads to satisfactory leadership and management of the schools. The board of a school holds the school accountable for its performance. The school board leadership is also active, and this has a positive impact on the development and work of different schools. In addition, a school which is led by a school board has a positive impact on its members of staff. School board leadership makes the principal give sound leadership making all members of staff committed to both the school and to further development. As a result, learning and teaching become satisfactory. Also, school board leadership makes the principal firm, inspirational and focused. This motivates the staff to meet the learners’ educational needs and make significant progress. A highly experienced school board may also offer unlimited advice for the progress of the school a nd support the initiatives executed by the principal (Fullan, 2010).  Ã‚  

Mutual Trust and Confidence (MTC) in an Employment Contract

Mutual Trust and Confidence (MTC) in an Employment Contract Sophie Canning   Mutual trust and confidence (MTC) is a central term in implied terms of an employment contract.[1] MTC is an implied term which dictates that the employer will not conduct himself in such a way as to destroy or seriously damage the relationship of confidence and trust between the employer and employee.[2] The common law development of MTC was influenced by legislation,[3] statutory procedure for unfair dismissal and also had an impact on the way judges view MTC. The foundations for the implied term of MTC were laid down by Addis v. Gramophone Co. Ltd[4] which set out that in wrongful dismissal cases, there was no compensation in common law action for 1) the manner of dismissal, 2) the injured feelings, or 3) losses sustained from post dismissal.[5] The notion of MTC was not established in this case, but this case later helped explore the implied term of MTC. Courtaulds Northern Textiles Ltd v Andrew[6] gave MTC a narrative formulation.[7] MTC also arose out unfair dismissal and constructive dismissal claims, where the claimant wished to establish constructive dismissal and had to show there had been a breach of contract.[8] However, this could not always been proved and therefore there was a shift and people started arguing the employers behaviour undermined the employment relationship.[9] The term of MTC was formally recognised in Malik v. BCCI,[10] where it was described it as a portmanteau obligation by Lord Nicholls[11] and also opened u p the opportunity to claim damages for undermining MTC.[12] Malik[13] ultimately contradicts the third limb in Addis[14] as it allowed compensation for stigma damage. The second limb from Addis[15] was also challenged in Gogay V Hertfordshire County[16] when a care worker was suspended following accusations of child abuse and, from this, suffered from a psychiatric illness. The care worker was awarded damages for the breach of MTC; going against Addis[17] which stated there was no remedy at common law for injured feelings. However, both Addis[18] and Malik[19] arose from claims during the course of employment. The question arises whether there can be a common law remedy for at the time of the dismissal. This is answered in Johnson v Unisys[20] where it was identified that in the common law of wrongful dismissal, there cannot be a remedy for a breach of MTC at the time of dismissal. This rule was fashioned into the Johnson Exclusion Zone which is where common law claims based on a breach of MTC were pre-empted by the statutory claim for unfair dismissal.[21] Some academics have showed contention towards the Johnson Exclusion Zone. Collins highlights that, in regard to unfair dismissal claims, the exclusion zone cannot be manoeuvred around, if the claim can be met by the statutory law of unfair dismissal or if the claim cannot be met by statutory law, the exclusion zone still applies.[22]It was also stated in Edwards v Chesterfield Royal Hospital NHS Foundation Trust[23] that the Johnson exclusion area h as been productive of anomalies and difficulties.[24] Furthermore, more recent cases such as Bournemouth University Higher Education Corp v Buckland [25] and Tullett Prebon Plc v BGC Brokers LP[26] have confirmed how fundamental MTC is, especially in the eyes of the court.[27]Buckland[28] demonstrated that apart from Johnson,[29] the statutory context of MTC cannot be invoked to dilute the impact of the common law regime.[30] Furthermore other cases have developed the law, in regard to constructive dismissal cases. Leeds Dental Team Ltd v Rose,[31] in consideration of Tullett,[32] required Tribunals to endeavour to find the employers intention; whether they had the intention to act in such a way as to destroy MTC with the intention to permit the employee to terminate the contract.[33] The values of public law have also had a role in the emergence of MTC. MTC aims to guard against an abuse of power by the employer and protects the employee from an imbalance of power and an undermining of the relationship, mirroring the public law principles of regulating the power of public bodies. Brodie highlights this, underpinning that the most notable impacts of the implied obligation has been the way in which it has restricted an employers discretionary powers public law also serves to regulate the powers and discretions of public bodies.[34] MTC also mirrors the values of public law as, as decided in Johnson,[35] the employers power to dismiss is unfettered by implied duty. The rationale for this, as highlighted by Barmes, is that judicial imposition of fetters on dismissal powers would unconstitutionally undermine the legislative prohibition on unfair dismissalà ¢Ã¢â€š ¬Ã‚ ¦ it would give a common law cause of action to claimants who had been excluded by Parliament from el igibility to bring a statutory claim.[36] Again, this stops an imbalance of power and an autocratic relationship between employer and employee. Natural justice also plays a role in MTC. Natural justice demands fairness and non-bias decisions and is a common law rule.[37] Natural justice fits in with MTC as there is an obligation of MTC that renders illegitimate decisions and behaviour adjudged to be unacceptable in the modern workplace,[38] trying to create a fair balance between the employers and employees. However the notion of natural justice within MTC is not entirely favoured. Neuberger stated that he does not consider it right to import the rules of natural justice, which are connected with judicial decisions and some administrative decisions, into the purely contractual relationship of employer and employee.[39] Although the notion of MTC is one which is instrumental to the employment contract, it does have limitations. Firstly, MTC is arguably too broad, it encompasses too many obligations. MTC was described as being an overarching obligation implied by law as an incident of the contract of employment.[40] However academics such as Cabrelli disagree with this statement and postulates that there is no evidence for the emergence of the implied duty of mutual trust and confidence as an umbrella principle.[41] Conversely, the broad nature of MTC could be considered a positive aspect. Irving maintains that MTC is a flexible and fundamental concept, is likely to retain its importance whilst evolving further with the changing nature of employment relationships.[42] The flexible of this term means it can change with and adhere to the needs of society. The Court of Appeal has sought to reduce the extensiveness of MTC.[43] In Johnson[44] injury arising dismissal was removed the overarching feature of MTC, although this did not extinguish its input when assessing damages.[45] Despite that this was removed from the extensive list of things MTC encompasses, the removal of this is also a limitation. The principal that came from this is called the Johnson exclusion zone and is a limitation as it does not allow employees to recover damages for injuries sustained from the way they were dismissed even if it ;rongful or unfair. Lord Nicholls identified three problems from this; 1) a duplication of proceedings, one for common law action and the other for statutory action, 2) the existence of a boundary line means that in some cases an ongoing course of conduct may have to be split, 3) boundary lines may cause strange results.[46] MTC, and the search for a boundary line in the Johnson exclusion zone, has also created tension between the common law and the statutory procedure. This was highlight in Eastwood,[47] where it was underpinned that the practical consequences of the boundary betwe en common law and statutory rights and remedies are unsatisfactory and merit urgent attention by the Government and the legislature.[48] There seems to be similar view from the judiciary concerning MTC. Lord Hoffman underpins that the statutory scheme of unfair dismissal does not allow parallel law development, as it would agonistic to Parliaments intention, and therefore further development of MTC would be impossible.[49] Brodie highlights that the view of the judiciary is that the appropriate mechanism for regulation is provided by the law of unfair dismissal; hence restricting the proper ambit of the term of mutual trust and confidence.[50] Brodie also underpins that not allowing statutory compensation limits to circumvent Parliaments intention has a wider public interest, and is not just about equitable remedies.[51] So on this; it seems that the courts view on MTC is that it should keep well within the ambit of Parliaments intentions, however in doing so, could prohibit the development of MTC. To conclude, it is therefore clear that the evolution of MTC has been influence by unfair dismissal legislation and Parliaments intention and has ties with Public Law values such as natural justice. The Johnson Exclusion Clause has brought with it a lot of limitations as well as the statutory procedures which limit the common law remedies and arguably MTC from further developing fully. Furthermore, the judges seem to be more concerned with providing a remedy in line with Parliaments intention rather than providing a common law remedy that is equitable which also could arguably be limiting the development of MTC fully and properly. Words 1479 Bibliography Primary Sources: Cases: Addis v. Gramophone Co. Ltd. [1909] A.C. 488 Bournemouth University Higher Education Corp v Buckland [2010] EWCA Civ 121; [2011] Q.B. 323 Courtaulds Northern Textiles Ltd v Andrew [1979] IRLR 84 Eastwood v Magnox Electric Plc [2004] UKHL 35 Edwards v Chesterfield Royal Hospital NHS Foundation Trust [2011] UKSC 58 Gogay V Hertfordshire County [2000] EWCA Civ 228; [2000] IRLR 703 Johnson v Unisys [2003] 1 AC 518 Leeds Dental Team Ltd v Rose [2014] I.C.R. 94 Malik v. BCCI [1997] I.R.L.R. 462 Mclory and Others v Post Office [1993] 1 All ER 457 Tullett Prebon Plc v BGC Brokers LP [2011] EWCA Civ 131; [2011] I.R.L.R. 420 Woods v WM Car Services [1981] ICR 666 Legislation: Employment Rights Act 1996 Secondary Sources: Books: Pitt, G, Pitts Employment Law (2016, 10th ed, Sweet Maxwell), Samuels, H and Webley, L, Public Law: Texts, Cases, and Materials (2015, OUP) 3rd Ed Journals: Barmes, L, Common Law Implied Terms And Behavioural Standards At Work [2007] ILJ 35 Barnard, C Cherries: one bite or two? [2006] CLJUK 27 Barnard, C and Merrett, L, Winners And Losers: Edwards and The Unfair Law Of Dismissal [2013] C.L.J 313 Brodie, D, Legal coherence and the employment revolution [2001] Law Quarterly Review 604 Brodie, D, Mutual Trust And Confidence: Catalysts, Constraints And Commonality [2008] ILJ 329 Brodie, D, Mutual Trust And Confidence: Further Clarification [2011] Employment Law Bulletin 2 Cabrelli, D, The Implied Duty of Mutual Trust and Confidence: An Emerging Overarching Principle? (2005, ILJ Vol 34) Collins, H, Compensation For Dismissal: In Search Of Principle [2012] ILJ 208 Irving, D, The role and development of mutual trust and confidence as an implied term of the contract of employment [2008] Coventry Law Journal 22 Julies Enterprise Limiteds (JEL) company handbook gave the company the right to change the contents of the handbook and introduce new policies, depending on the business. However, generally there cannot be a variation of terms unilaterally. Lord Justice Asquith stated on the matter of unilateral changes, that [a]n unaccepted repudiation is a thing writ in water[52] underpinning the need for a bilateral variation of terms. JELs right to change contents of the handbook and policies is analogous to Bateman v Asda[53]where Asda created an express term in the employees contracts that stated they reserved the right to change and amend their handbook unilaterally. Both the courts agreed that Asda could reserve the right to change the handbook unilaterally as long as the term is clear and it is not unreasonable manner so far as to breach the term of mutual trust and confidence. Therefore following this, JEL has the right to amend the handbook, however changing the handbook to incorporate ran dom full body searches could be seen as unreasonable and a breach of mutual trust and confidence. S95 of the Employment Rights Act 1996[54] (ERA) underpins the nature to which someone can be dismissed. An employee can be dismissed with or without notice if the contract has been terminated by the employer.[55] Commonly the dismissal is not effective until has been communicated by the employer and the employee had acknowledged it, as confirmed in Gisda Cyf v Barratt.[56]The verbal dismissal from Jeremy can be seen as being communicated and therefore it can be said that Lizzie acknowledged it. The dismissal must also be clear and explicit. If it is ambiguous the courts must enquire as to what the reasonable man would understand as a dismissal. In Futty v D and D Brekkes Ltd[57]the employer told the claimant if you do not like the job, you can fuck off and this was construed by the claimant as being equivocal to a dismissal. However, this was not construed as a dismissal but as a resignation as the complainant found another job. It also has to be established whether Lizzie can claim for unfair or wrongful dismissal. Wrongful dismissal is concerned with a dismissal in breach of contract. There are two conditions that need to be fulfilled to have a successful claim; 1) there was a termination of a contract without or with inadequate notice and 2) the employer was not justified in doing so.[58] On the other hand, unfair dismissal is concerned with a dismissal that is unfair and is statutory. Under the ERA it states that [a]n employee has the right not to be unfairly dismissed by his employer.[59] To claim for unfair dismissal, there must be a qualifying period of employment of at least one year, as her employment is prior to 6 April 2012.[60] As Jeremy had no good reason for dismissing Lizzie, or followed a disciplinary process, it can be seen as unfair.[61] There are aspects of Lizzies dismissal that were wrongful and unfair. Generally, the law on references is that there is no legal obligation to provide a reference; but if one is given it must be fair.[62] If Lizzie were to think the reference was unfair, she could claim for damages upon proving the unfair reference caused her to suffer a loss.[63] Jeremy stating not to bother asking for a reference was therefore neither unfair nor wrongful as Jeremy does not have to provide one. At common law, no damages can be awarded for matters that arise from it such as psychiatric injury. Lizzie has suffered panic attacks and depression since her dismissal. This is indicative of wrongful dismissal. However, the courts cannot award damages in regard to psychiatric injuries that arise as a result of the dismissal, as per Johnson v Unisys.[64]In this, the claimant had won a claim for unfair dismissal and tried to claim for wrongful dismissal, as the claimant had suffered a mental breakdown as a result of the way he was dismissed. However, the majority verdict was that there could be no claim as the judges could not justify developing a common law remedy to employees who suffered from psychiatric illnesses as a result of the way they were dismissed. Johnson[65]indicates that the judges are not prepared to extend the common law of wrongful dismissal in a way which would extend beyond that of unfair dismissal legislation.[66] However, as per Eastwood v Magnox Electric Plc[67] Lizzie could have claimed if the psychiatric injury arose before the dismissal; but this is not the case, so it is unlikely she could claim for psychiatric injury. Additionally, in Lizzies employment contract, it was an express term that she would receive 3 months notice. However Jeremy did not satisfy this and terminated her employment without notice. Under S86 ERA there is a statutory minimum notice period.[68] For each year of employment, there must be one week of notice; if the employment is continuous and more than two years but less than twelve.[69] Therefore, under this statutory minimum, Lizzie should be entitled to at least five weeks notice. However, Lizzies notice period was contractually 3 months and as she has not received this, there has been a breach of contract. Therefore it could be said that Lizzies dismissal was in fact wrongful as this is a breach of contract. Generally, there is no duty to give notice when the employee is in fundamental breach of contract. This is shown in Pepper v Webb[70] where the employees refusal to follow instructions and continued to be insolent was held to be a breach of implied duty and therefore t he dismissal was warranted, despite there being no notice. Lizzie should claim for unfair dismissal. There are three types of remedies, in regard to unfair dismissal: reinstatement, re-engagement and compensation. Reinstatement is governed under S114 ERA and means an employer has to treat the complainant as if he had not been dismissed;[71] effectively when the employee goes back to their job as if they had not been unfairly dismissed. However, it is unlikely she would want this. Moreover, re-engagement is governed under S115 ERA which states that the complainant will go back to the employer but to a different job.[72] Again, it is doubtful she would want this. Additionally, compensation is governed by sections 118 to 124 ERA. S119 underpins the basic award received; 1) Half weeks pay for every year of employment when the claimant is aged under 22, 2) Weeks pay for work between 22-40 and 3) Week and a half pay for every year over 41.[73] The Compensatory award is governed by S113 and conditions that the court must give an amount that is equi table[74] and includes losses of earnings and any future loss, subject to aggravating circumstances, such as if the complainant had contribute to their dismissal in any way.[75] Damages are subject to deductions; one of the most common deductions is the Polkey Deductions.[76] This deduction occurs when there has been an unfair dismissal as the employer has failed to follow the correct procedure.[77] If the claimant would have been dismissed anyway, the compensation would be reduced as to the likelihood as a percentage deduction.[78] If Lizzie claims for unfair dismissal, it would be unlikely she could claim for wrongful as well. However, if she wanted to claim for wrongful instead, as it is concerned with the breach of a contract, the purpose of the remedy would to put the claimant back in a position they would have been before the breach. Damages in regard to the inability to comply with the express notice period can only stretch as far as the money earnt in that period of employment if notice had been given. This is highlighted in Focsa Services (UK) Ltd v. Birkett[79]where Justice Clark stated that the fact [was] that Mr Birkett was dismissed. In so far as he did not receive his full notice, he is generally entitled to damages to reflect the pay during the notice period and no more.[80] Lizzie did not receive a notice, even though it was contractual that she should have one and therefore Lizzie could claim for pay she would receive in those three months if she received notice. When the courts are analysing th e amount to give in damages, the court also have to consider other relevant factors such as bonuses. Lizzie, as part of remuneration, received a discretionary bonus and received this bonus ordinarily every year, bar last year. Generally, there can be a claim for bonuses if they are contractual, however as Lizzies was discretionary there is no duty to give a bonus if not contractual. Moreover, the courts aim to return the employee to the original position before the dismissal. This is fortified in Lavarack v Woods of Colchester[81]where an employee had been wrongfully dismissed and did not receive a bonus after dismissal, despite being subject to sporadic discretionary bonuses, as the employers had cut bonuses and raised the wage. The Court of Appeal held that the employers only had to fulfil the contractual obligation as everything else, including bonuses and raised pay, was discretionary. Words: 1520 Total Words: 2999 Bibliography Primary Sources: Cases: Bateman v Asda [2010] IRLR 370 Eastwood v Magnox Electric Plc; McCabe v Cornwall County Council [2005] 1 AC 503 Focsa Services (UK) Ltd v. Birkett [1996] IRLR 325 Futty v D and D Brekkes Ltd [1974] IRLR 130 Gisda Cyf v Barratt [2010] UKSC 41; [2010] 4 All E.R. 851 Howard v Pickford Tool Co [1951] 1 KB 417, 421 (Asquith LJ) Johnson v Unisys [2001] UKHL 13; [2003] 1 A.C. 518 Lavarack v Woods of Colchester [1967] 1 QB 278 Pepper v Webb [1969] 1 W.L.R. 514 Legislation: Employment Rights Act 1996 Secondary Sources: Books: Gweneth Pitt, Pitts Employment Law (Sweet Maxwell, 2016) 10th ed Websites: ACAS, References: workers rights (gov.uk, 2016) accessed 20 December 2016 ACAS Understanding the Polkey deduction (ACAS, 2013) accessed 23 December 2016 Gov, Dismissal: Your Rights (gov.uk, 2016) accessed 16 January 2017 Gov, Dismissal: Your Rights (gov.uk, 2016) accessed 16 January 2017 Working Papers: Deakin, S, The Contract Of Employment: A Study In Legal Evolution (2001) ESRC Centre for Business Research, University of Cambridge Working Paper No. 203, 33 accessed 19 December 2016 [1] David Cabrelli, The Implied Duty of Mutual Trust and Confidence: An Emerging Overarching Principle? [2005] Industrial Law Journal, Vol 34, 284 [2] Woods v WM Car Services [1981] ICR 666; Malik v. BCCI [1997] I.R.L.R. 462 [3] Employment Rights Act 1996 [4] Addis v. Gramophone Co. Ltd. [1909] A.C. 488 [5] Ibid (Loreburn L.C.); Malik v. BCCI [1997] I.R.L.R. 462 (Lord Nicholls) [6] [1979] IRLR 84 [7] Lizzie Barmes, Common Law Implied Terms And Behavioural Standards At Work [2007] ILJ 35 [8] Gweneth Pitt, Pitts Employment Law (2016, 10th ed, Sweet Maxwell), 1554 [9] ibid [10] Malik v. BCCI [1997] I.R.L.R. 462 [11] Catherine Barnard, Cherries: one bite or two? [2006] CLJUK 27 [12] Gweneth Pitt, Pitts Employment Law (2016, 10th ed, Sweet Maxwell) [13] Malik v. BCCI [1997] I.R.L.R. 462 [14] Addis v. Gramophone Co. Ltd. [1909] A.C. 488 [15] ibid [16] [2000] EWCA Civ 228; [2000] IRLR 703 [17] Addis v. Gramophone Co. Ltd. [1909] A.C. 488 [18] ibid [19] Malik v. BCCI [1997] I.R.L.R. 462 [20] Johnson v Unisys [2003] 1 AC 518 [21] Catherine Barnard and Louise Merrett, Winners And Losers: Edwards and The Unfair Law Of Dismissal [2013] C.L.J 313 [22] Hugh Collins, Compensation For Dismissal: In Search Of Principle [2012] ILJ 208

Chemical reaction Essay

1.Determine the enthalpy change for NaOH (s) + HCl (aq) → NaCl (aq) + H2O (l) using Hess’s Law. a. Write the balanced chemical reaction and enthalpy change for Part I (1pt) b. Write the balanced chemical reaction and enthalpy change for Part II (1pt) c. Calculate the enthalpy change using Hess’s Law. Refer to the lesson for an example of Hess’s Law. (2pt) 2.If the accepted enthalpy change value for the dissolving of sodium hydroxide in water is −44.2 kilojoules per mole, determine the percent error of the experimental value that you calculated in Part I. Show your work. (experimental – actual value) / actual value Ãâ€" 100 % 3.If the accepted heat of reaction for the neutralization of hydrochloric acid with sodium hydroxide is −56.0 kilojoules per mole, determine the percent error of the experimental value that you calculated in Part II. Show your work. (experimental – actual value) / actual value Ãâ€" 100 % 4.Using the accepted values of the processes you’ve examined, would your estimation of the enthalpy change for the reaction of solid sodium hydroxide in aqueous hydrochloric acid change from the prediction you made in question one? Explain your answer in complete sentences. 5.Give a detailed explanation, using what you know about bonds and forces of attraction, for the enthalpy changes you observed in parts I and II of this lab. Explain your answer in complete sentences.

Managerial Personality Essay

The characteristics of a person’s personality determine his leadership capabilities. Leaders from around the world all have distinct characteristics which define their leadership style and abilities. In a corporate culture, these personality traits can be capitalized upon to direct an organization towards its goals and to do so requires an in depth understanding of the different styles of personality traits that define every individual. A grasp on this knowledge would allow any leader to have a huge impact on the culture and performance of an organization. An observation to be made is the leveraging of personality traits may be utilized in order to achieve corporate goals. To create a competitive advantage, management’s focus must be on cooperation and inspiration. A clear link exists between culture and performance, as shown by Mindy L. Hall (Hall, 2005.) A leader’s personality shapes the environment in which employees function, and can either inspire extraordinary results, or devastating outcomes. Hostile conditions in the workplace will cause anxiety, stress, lack of energy, disengagement, or high turnover. Subsequently, organizations with these issues experience a lower quality of output. This negatively affects the relationship between consumers and businesses, who may find the competition more appealing. A positive engagement between management and employees excite a higher level of performance. From this, a company experiences higher quality output and satisfied customers. A best way to manage a company doesn’t exist; it must be studied, understood, and honed to best match or shape the organization’s culture. The key issue to choosing the appropriate manager in any organization is appreciating what goals and desires are sought after. This report is focused primarily on management as leaders and employees as subordinates. However, it must be understood that subordinates can also play the role as leader in their own context, and it should be encouraged. For example, a group of four employees are assigned to a project. Among this group will emerge a leader who directs the mission to accomplish said assignment. Although this individual does not possess a management title he or she is still leading. That being stated, an organization must possess a deep understanding of its business culture, and employ these concepts when prospecting for competent employees and management. Furthermore, management can recognize certain personality traits among individuals in a team, and manipulate and combine them in a synergetic way. In general, the comprehension of the various personality traits can be used as a measurement of how an individual may respond and perform in an organization’s culture. However, there is much debate as to the extent to which personality can predict behavior, and the extent to which behavior arises from the dynamics of a given situation (Kendrick, Funder, 1991.) The key issues in a corporate context include the big five personality traits, Maslow’s Hierarchy of needs, attitude, and emotional intelligence. The Big Five Personality Traits General agreement exists among researchers regarding the big five personality traits. This model categorizes personalities into five distinct categories: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. An understanding of these categories often referred to as OCEAN, gives insight to an individual’s underlying personality and how an individual would react in day to day operations of an organization. However, research has shown situational factors play a role in how individuals move between the two extremes of each personality factor. Each factor is a range of two extremes, which most individuals lie somewhere in between. Given this fact, the majority of decisions made by people are representative of their fundamental personality traits. Only when abnormal or extreme situations arise does an individual shift towards the extreme of either end on one or more factors. Managers seeking to create a winning team would do well to not only understand his own personality type, but also individual team member’s personality types. Intimate knowledge of each person among a group will allow for a more harmonious and efficient team effectively utilizing strengths and mitigating weaknesses. Attitude Attitudes of managers and employees contribute greatly to the working environment. An attitude is a collection of beliefs and feelings brought on by life experiences or learned from others, and a positive or negative analysis of one’s environment. Similar attitudes of a leader and a team can create a positive working environment that flows all the way down to the end consumer. Leaders of an organization who commit to reinforcing positive attitudes contribute to a successful business model. Individuals who are satisfied with the work environment make their duties a part of life, and commit skills and knowledge to drive progress of a business. A study conducted by MBA’s and one professor from India, (Tandon, Mishra, Singh, 2011,) explored the relationship between attitude and how an organization perceives its position in society. The study begins by stating that business behavior has both economic and relational impact. Over recent decades there have been significant changes in the social expectation from business and managers. This study found that one’s personal beliefs, values, and attitude drive commitment to social responsibility. In this writing social responsibility can be thought of as organizational commitment or responsibility. The study took a specific look into how spirituality, materialism, relativism, and idealism discriminate between high and low corporate social responsibility (CSR).The study conducted found idealism and spirituality to have a positive influence on CSR, and materialism and relativism had a negative or less of an influence. This implies that managers with more of a concern towards society’s beliefs and values, and less towards material things, will have a greater concern towards creating a positive internal working environment. Moreover, a manager with this attitude may push subordinates towards the same ideals, which create a more efficient environment. In contrast, materialistic and relativistic attitudes contributed negatively towards CSR. This suggests that individuals with these attitude types can create an environment where monetary gain and possession of assets are the only goal, and right and wrong is near irrelevant. This mentality can have a devastating effect on society’s perception of a corporation. Moreover, the connection between working peers can be non-existent, and coordination would lack causing inefficiency. A manager’s attitude can bring about the benefits of a positive working environment by keeping a positive attitude towards a given position in an organization. An attitude based on working towards an end goal, which produces the greatest good for society and a corporation, would be an ideal mentality for any organization. Attitudes contribute to a successful business model because individuals who are satisfied make their duties a part of life, and commit their skills and knowledge to driving the progress and success of the business. Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs is a theory of human motivation based on increasing levels of needs. This theory suggests that human needs are fulfilled one at a time by accomplishing basic needs and proceeding upwards towards advanced needs. Although there is much debate as to the accuracy of these levels research has suggested a correlation between the fulfillment of these needs and happiness. Managers with an understanding of what level individuals in a team are on can manipulate motivation techniques to stimulate productivity and efficiency. Maslow’s hierarchy can be applied to compensation, job design, management techniques, or anything that requires a higher level of motivation. Maslow’s hierarchy is a systematic way of thinking about the different needs employees have at any given point and explains different reactions they may have to similar treatment (Carpenter, Bauer, Erdogan, 2009.) The definition provided implies that each individual perceives needs differently, and managerial techniques in this context must be applied more specifically. For example, two employees receive a raise after a massive project was finished. The first employee is satisfied with the raise because her safety, and subsequently her physiological, needs had been fulfilled. The second employee felt his needs had not been satisfied. His goal in finishing the project was to prove his worthiness as a manager. His intention through his hard work was to climb the corporate ladder. He was looking to fulfill his esteem and self-actualization needs. Physiological needs are satisfied through compensation, since a paycheck allows individuals to find nourishment, shelter, etc. Compensation can satisfy more than one need, however. Safety needs can be satisfied through benefits such as 401K, health plans, or paid time off. In many ways, compensation satisfies both physiological and safety needs. In addition, organizations must take in consideration the physical safety of employees. Managers have a duty to enforce safety precautions where working conditions may be hazardous. When a position requires employees to take physical risk an organization is expected to protect workers from unnecessary harm, and to compensate for the higher risk. When feelings of anxiety are low safety needs have been fulfilled. Social needs can be met through satisfactory social interaction with others in which there is interaction. The goal in satisfying this need is to cause individuals to feel accepted and loved. In a business context there must be a focus on acceptance over love. Creating a friendly environment is a great start to satisfying this need. Company sponsored games, events, holiday parties, and other social activities are great examples of how to socialize a staff. Also, team meetings where the staff can voice their concerns or ideas can allow team members to better understand each other. Esteem needs can be satisfied after one feels she has been accepted into a group. These needs can be fulfilled through recognition. It must be stressed that individuals enjoy being praised for their accomplishments, but praise only works for a limited amount of time. Managers must look to promote individuals with a high need for esteem. A raise in position and pay communicates an achieved status, and reinforces her ability to achieve corporate goals. Esteem needs lead into self-actualization. This need lies on the top of the hierarchical pyramid. Similar to fulfilling esteem needs, self- actualization can be met by giving an employee more responsibility, greater challenges, or more stimulating opportunities. Self-actualization is characterized by an individual having met all previous needs, and is now using his or her full potential and capabilities. Maslow’s hierarchy is important for organizations to apply. Humans are motivated by particular needs according to their current life situations and future goals. Furthermore, individual needs are in accordance with cultural backgrounds such as race, religion, or country of origin. It must also be noted that individuals are not always striving to fulfill the same needs. The needs model must be applied on an individual basis. Managers who realize their needs are being fulfilled can be used as a resource for understanding their subordinates needs, and act accordingly. When an organization applies this model to a workforce there is an increase in job satisfaction and loyalty. Emotional Intelligence Emotional intelligence is the ability to control extreme changes in mood and emotions, and is a characteristic of an effective and competent leader. When a manager cannot control temporary emotions that are brought on by day to day interactions it can bring an entire organizations progress to a halt. Emotions are contagious and create a domino effect. Simply realizing when a certain emotion is present allows one to better handle temporary emotional fluctuations, while containing it as to not affect others. That being said, it is of utmost importance for a manager to possess a deep understanding of his or her own emotions (self-awareness), and how to deal with each. An individual who is self-aware is humble enough to accept constructive criticism and mature enough to address the areas of concern. The impact of hiring individuals with high emotional intelligence is high productivity and retention of high-quality employees. Golnaz Sadri, PhD, defines E.I. as the ability to accurately perceive emotions, access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to regulate emotions so as to promote emotional and intellectual growth, (Sadri, 2012.) The ability to accurately perceive emotions allows one to recognize facial and bodily gestures, and interpret their meaning. A manager who has this ability can intercept other’s cues, or tells, that signal irritability. This skill is recognized as constructive when dealing with scenarios such as a team who can’t come to an agreement, a irate client or customer, or when negotiating. For the most part, emotional intelligence is a learned skill, and an indicator of useful experience. Conclusion Manipulating strong personality traits and striving to improve negative personality traits can have a huge impact on a manager’s career, and more broadly can impact a corporation in tremendous ways. Today manager’s has access to information to help them maximize team productivity using psychology. Using psychological strategies to hire the right employees and build teams is the competitive edge companies need in this tough economic climate. REFERENCES Camgoz, S., Karan, M., & Ergeneli, A. (2011). Part II Leadership, Social Capital, and Personality: Relationship Between The Big Five Personality and The Financial Performance of Fund Managers. 15, p139 Carpenter, M., Bauer, T., & Erdogan, B. (2009). Need-Based Theory of Motivation. In Principles Of Management (10th ed., p14.1) Hall, M. (2005). Shaping Organizational Culture: A Practitioner’s Perspective. 2(1), p1-16 Kendrick, D. T., & Funder , D. C. (1991). Situation versus Personality Debate. Retrieved from http://wilderdom.com/personality/L6-3SituationVsPersonality.html McCrae, R., & Costa, P. (1995). Domains and Facets: Hierarchal Personality Assessment Using The Revised NEO Personality Inventory. Journal of Personality Assessment, 64(1), p23 Pannapacker, W. (2012, April 15). Screening Out The Introverts. The Chronicle. Sadri, G. (2012). Emotional Intelligence and Leadership Development. 41(3), p536 Tandon, A., Mishra, S., & Singh, E. (2011). What Discriminates The Prospective Manager’s Attitude Towards Corporate Social Responsibility? 10(3), p54-60 Whitbourne , S. K. (2010, October 19). The Neuroticism Paradox | Psychology Today.Psychology Today: Health, Help, Happiness. Retrieved from http://www.psychologytoday.com/blog/fulfillment-any-age/201010/the-neuroticis m-paradox Witt, L.A., & Andrews, M.C. (2006). The Predisposition to Engage in Interpersonal Deviance at Work. pHR-F2