Anti -semitism :: essays research papers

Stop and think about this for a second. What if someone was torturing and killing other innocent human beings by the millions using methods of starving, shooting, gassing, burning, and hanging. You might say, “Oh, that could never happen.'; Well it has. During World War II, millions of innocent human beings were killed, all because of one man who had an obsession for power and supremacy. This man that I speak of is an anti-Semitist, meaning someone who is prejudiced against Jews or another race. This man along with his many other followers thought Jews were an alien race. Throughout this paper you will find out who this man is, what he did, why he did it. Also, you will learn about what life was like for the Jews during this time. After reading this I hope that you will have a better idea of what anti-Semitism is and how one man’s obsession turned to millions of lost lives. The man I mentioned in the first paragraph obviously had a name. His name was Adolf Hitler. Let me give you some background information on him. He was born on April 20, 1889 in Braunau am Inn, Austria. His father was a minor customs official and his mother was a peasant girl. He never completed high school and was a poor student. He twice applied to the Academy of Fine Arts in Vienna, but was not accepted for lack of talent. He read large amounts of books which helped him develop an anti-Jewish and anti-democratic attitude. Hitler fought in World War I for the Bavarian army. Although a courageous soldier he was never promoted above private first class because he was lacking in leadership qualities. In September 1919 he joined the nationalist German Workers’ Party. In April of 1920 he went to work full time for the newly renamed National Socialist German Workers’ (Nazi) Party. In 1921 he was elected party chairman and given dictorial powers. By this time he had developed e xtreme racist qualities and an extreme hate for Jews. In 1923 he tried to seize Bavaria but had no success. There was an increase in the number of Nazi’s between the years of 1929 and 1930. Hitler was then appointed Chancellor of Germany. Hitler started a campaign to destroy world Jewry. He met with high ranking officials and created the final solution to the Jewish problem, and in 1933 the first of many German concentration camps was built.

Vertigo Essay -- essays papers

Vertigo The Alfred Hitchcock film; Vertigo is a narrative film that is a perfect example of a Hollywood Classical Film. I will be examining the following characteristics of the film Vertigo: 1)individual characters who act as casual agents, the main characters in Vertigo, 2)desire to reach to goals, 3)conflicts, 4)appointments, 5)deadlines, 6)James Stewart’s focus shifts and 7)Kim Novak’s characters drives the action in the film. Most of the film is viewed in the 3rd person, except for the reaction shots (point of view shot) which are seen through the eyes of the main character.(1st person) The film has a strong closure and uses continuity editing(180 degree rule). The stylistic (technical) film form of Vertigo makes the film much more enjoyable. The stylistic film form includes camera movements, editing, sound, mise-en-scene and props. Vertigo is an Alfred Hitchcock film that was made in 1958. It stars James Stewart as Detective John Ferguson and Kim Novak as Madeleine Ellester and Judy Barden. In Vertigo, John Ferguson has a fear of heights that results in the death of his partner. Due to this situation, he leaves the police force and became a Private Investigator. Ferguson is contact by Gavin Ellester an old college buddy. Gavin asks Ferguson to follow his wife who he believes has gone mad. Gavin believes his wife Madeleine is being possessed by her great grandmother Corlata Valdez. He explains why he has come to this conclusion and fills John Ferguson in on all the details of the case. Mr. Ferguson questions the integrity of the story, but still accepts the case. When he starts to spy on Madeleine, he begins to notice changes in her personality and similarities to Corlata Valdez's past. One day when John Ferguson was following Madeleine, he saw her jump into San Francisco Bay. After he rescued her, he brought her back to his house and cared for her. Afterwards he and Madeleine started to spend time together. They began to fall in love and Madeleine became more insane. She started to see images from Corlata's past. Madeleine started to live the life of Corlata Valdez and had visions from her life. One day John and Madeleine went to an old Spanish missionary outside San Francisco, which Madeleine had seen in one of her images. When they arrived at their destination Madeleine began to remember things from Corlata's early life and became hyster... ... the mise-en-scene are the from the beginning of the film. Throughout the film I was aware of the locations. The San Francisco setting was presented to the viewer in the beginning and that made the audience more aware of the film's environment. The monastery and other locations of Corlata's past gave me a better understanding of Madeleine’s problem. The make-up and costume play an important part in the recreation scenes, while the props assisted the audience and John Ferguson in piecing the puzzle together and figuring out Gain’s plan. The lighting enhanced many scenes in the film. The parts that impressed me were the following: the recreation of Madeleine scene, John's dream sequence, the monastery scenes, Judy's guilt trip and the scenes involving John's fear of heights. In conclusion, all these factors made Vertigo a great film and made it much more enjoyable for the audience. All the Hollywood Classical Film characteristics that are used in the film enhance the power of Vertigo. Everyone should see Vertigo, since it is a perfect example of a Hollywood Classical Film. In my opinion Alfred Hitchcock was a genius and Vertigo is one of the greatest Hollywood films ever created.

Aspects Of Performance :: essays research papers

ASPECTS OF PERFORMANCE In the following report I will focus on two factors of performance, they are  PSYCHOLOGICAL ASPECTS ON PERFORMANCE Nerves / stress, including manifestations Relationships between members Communication with audience Audience response  THE DEVELOPMENT OF A SUCCESSFUL GROUP Choice of members Program selection Rehearsal strategies Setting up Venue / audience Final performance Each of these aspects effects performers and to deal with all these things will ensure a successful group who do their jobs well and love doing it.  Ã‚  Ã‚  Ã‚  Ã‚    DESCRIPTION OF OUR BAND I am a part of an eight, member band, who at one time or another have been playing together for five years. The first three years I performed with four of the eight members in a class and an all girls band, this year I have reunited with them again and four other members as a new group. Our band consists of three lead vocalists. Our ranges are all fairly large and quite different, giving good variety in voices for a range of different styles of music. Our ranges are Db3 - Gb5 (break at C5), Gb3 - C6 (break at Bb4) and E3 - B5 (break at Gb4). We have one lead guitarist, two rhythm guitarists, (one who is in year 11 and the other is our music teacher), a bass player, and a drummer, (who is also in year 11). We are a covers group and like to experiment with all types of styles, pop, rock, disco, alternative / grunge, reggae, soul, jazz, RNB, blues and some international pieces from various countries like Greek, Spanish, Latin American and French. We rehears five times a week, three peri ods of class time and two lunch times. As a group we believe that practice makes perfect. We expect each member to rehears solo parts at home and to have private tuition for extra help. We all love to perform and do it as often as possible, our gigs range from school fetes, festivals, concerts and speech nights to an interstate tour to different schools every year. ASPECT 1  PSYCHOLOGICAL ASPECTS ON PERFORMANCE Every performer, no matter how long they’ve been in the business will be effected by psychological setbacks. These effects can cause major upsets to the level of a performer’s performance, so something must be done to control these feelings. All performers have different techniques to cope with these symptoms, and in this next section I will provide some of these.  NERVES STRESS BEFORE AND DURING PERFORMANCE

Asses sociological explanations for ethnic differences in educational achievement Essay

Asses sociological explanations for ethnic differences in educational achievement. 20 marks. Ethnicity refers to shared cultural practices, perspectives, and distinctions that set apart one group of people from another. That is, ethnicity is a shared cultural heritage. The most common characteristics distinguishing various ethnic groups are ancestry, a sense of history, language and religion. Modern Britain is said to be a multicultural society made up of many different ethnic groups. Achievement within education is very varied across cultures, with some such as Chinese and Indian students performing above the average, and African-Caribbean and Pakistani students performing well below average. There are many factors which can reduce a child from an ethnic backgrounds attainment. For instance, Material deprivation. Material deprivation focuses on income inequality and the material problems that are associated with it. An example of such a study is J. W. B Douglas, ‘The Home and The School’ (1964). He argued that an interlocking network of inequalities existed which operated against many working class students. This included, differential effects of regional and variations in educational provision and expenditure. Also, housing and environmental factors. Which led to chances of access to ‘good’ primary schools. Therefore, hindering the chance of access to top streams. As a result, minority ethnic children are more likely to live in low-income households. This means they face the problems that Douglas highlighted, the material factors, such as poor quality housing, no working space and even possibly bad influence of peers. One other reason for differences in educational achievement between ethnicities is the basic family life. African-Caribbean communities have a high level of lone parenthood. Actually, it is estimated 50% of African-Caribbean households have a lone-parent . This can mean that many face financial problems, this can lead to lower achievement in school (Douglas’ material factors). Conversely, single mothers can be a positive role model or influence for many young girls, meaning they perform better in education. Another explanation for ethnic differences is Language. For many children of an ethnic minority English is not their primary language. This can be a disadvantage because they may not understand exams as well as others. Also they might struggle to express themselves with limited English. Finally, some teachers may mistake poor English for a lack of intelligence, when actually this could be completely untrue, meaning that a clever child may be let down by the teacher who might not push the student to their full potential. However, you could argue that Chinese and Indian students first language isn’t English, on the other hand in these two cultures it is the norm to learn English as a strong second language. Therefore, they are not hindered by the second language barrier, as opposed to Bangladeshi’s for example. Language was such a big issue that Bernstein (1973) categorised students into two groups. Elaborated and restricted. In the case of an elaborated code, the speaker will select from a relatively extensive range of alternatives. However in the case of a restricted code the number of these alternatives is often severely limited. Bernstein’s work was not always praised. For instance, Labov (1974) argued that young blacks in the United States, although using language which certainly seems an example of the restricted code, nevertheless display a clear ability to argue logically. Their lack of knowledge concerning the subject may reach further than just the exams they have to take. For instance, due to the large amount of failing black Caribbean’s and Bangladeshi’s (a combined total of 41% managed to get 5 A* – C grades), teachers may be subconsciously prejudiced against ethnic minorities. This can lower the students attainments in many ways, one is that the teachers give the student lower grades. Another way is that the teacher negatively labels a student of ethnic minority which can lead to self-fulfilling prophecy. Racism can also lead to conflict between students and teachers, making learning a much harder task. Lastly, racism can lead to low-self esteem among ethnic minorities. A researcher who studies this was Howard Becker (1971). Becker Interviewed 60 Chicago high school teachers. He found that they judged pupils according to how closely they fitted image of â€Å"ideal pupil†. Their conduct & appearance influenced judgement. Middle class was closest to ideal, working class furthest away & labelled as badly behaved. As a result you can see, if teachers labelled students on how they look, you can imagine how they would label a whole ethnic race. Another factor for ethnic differences in educational achievement is the ethnocentric curriculum. There are several reasons why ethnic minorities may struggle due to this curriculum. One is that the subjects often focus on British culture; naturally White British students will have grown up with this culture, so they might have a greater understanding of the content than students who grew up in a different culture. Another reason is that the content of the curriculum could lower ethnic minorities self-esteem, this is because often the white character is seen as â€Å"good† and superior whilst the ethnic minorities are seen as â€Å"not as academic†. However, it is crucial not to forget that every ethnic minority underachieves at this level. In fact, in the UK, Chinese and Indian pupils score better grades than the â€Å"White† ethnic race. One of the main reasons for this is the support of the parents. Research has shown that some parents of ethnic minority, such as Chinese and Indian, take more interest in their child’s education, they also encourage their child more than other in other cultures. This obviously leads to higher achievement for the child. Not only the parents play a part. Some teachers may stereotype some ethnic minorities to be intelligent and hard-working. This encouragement and sort of support can aid a student in raising their grades. To conclude, there are many sociological explanations for the ethnic differences in educational achievement, from language barriers to family life at home. However, it is important to remember not all ethnic minorities to underachieve. Rafi Kentafi – Lindill 12P.

Job Satisfaction Essay

INTRODUCTION Job satisfaction is one of the most important areas of research for many researchers, and as such it is one of the most frequently studies work attitude. We observe closely that in most organizations the job satisfaction is highly depend upon employee’s performance, employee’s attitudes, organizational support & job commitment. (Muhammad Masroor Alam).We are studying about that factors which the employee is satisfied with his/her job. Some more important factors are HR management policies & relationship with co-workers. Primarily pay has been considered as the major factor for job satisfaction however other related Factors like promotion, work efforts and the importance/challenge of the job are also taken into Account. Through HR management policies increase effectiveness in employees relationship, personal communication & strong decision making. (Effects  of job satisfaction). The main objective of our research is known how different factors affect an employee during his /her job. Job satisfaction and its related factors like style of management style, leadership behavior & coworker relationship played important role to increase satisfaction level of employee. Job satisfaction is influenced by many organizational contextual factors, ranging from salaries, job autonomy, job security, workplace flexibility, to leadership. In particular, leaders within organizations can adopt appropriate leadership styles to affect employee job satisfaction, commitment and productivity.it is true to said that A satisfy employee is an important resource of employee for achieving organizational goals. High job satisfaction enhances employees’ psychological and physical wellbeing (Ilardi, Leone, Kansser, & Ryan, 1983)Primarily pay has been considered as the major factor for job satisfaction however other related factors like promotion, work efforts and the importance/chal lenge of the job are also taken into account. The banking sector in Pakistan after changing rapidly into a services sector has a lot of emphasis on its customers both internal and external. A common phrase implied in the corporate world is that satisfied employees increase customer satisfaction and loyalty. Customer retention is highly dependent on how employees deal with customers. Satisfied employees are more likely to be friendly, upbeat, and responsive which the customers appreciate. (Kamal) Morale of employee is also played a role as an important factor that influences the employee satisfaction. Employee morale is the spirit, or tone, of an organization. According to a January 2005 article in Entrepreneur, morale is an effect, or end result, of workplace conditions, relationships, changes or other elements. Job Satisfaction is the most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents â€Å"not at all satisfied† and 5 represents â€Å"extremely satisfied†). To sum up each element of the organization environment and system can contribute. To or detract from job satisfaction (William B. Werthe, 2000) Every organization tries to achieve their objectives. In this connection they must concentrate in many aspects. As human resource of an  organization is considered as an importance resource,organizations wish to keep well trai ned and effective work force. LITRATURE REVIEW Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment (Airborne) In this review we discuss that that a number of researcher have emphasized the importance of factors affecting job satisfaction. Job satisfaction involves several different spheres such as satisfaction with pay, promotion opportunities, fringe benefits, job security and the importance/challenge of the job. (Nguyen, 2000). In today’s turbulent, often chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery. In part this is because individuals are motivated by different things and in different ways. In addition, these are times when delayering and the flattening of hierarchies can create insecurity and lower staff morale. Moreover, more staff than ever before are working part time or on limited-term contracts, and these employees are often especially hard to motivate. Twyla Dell writes of motivating employees, â€Å"The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service.† (An Honest Day’s Work (1988)). Career development involves managing your career either within or between organizations. It also includes learning new skills, and making improvements to help you in your career. Career development is an ongoing, lifelong process to help you learn and achieve more in your career. By creating a personal career development plan, you can set goals and objectives for your own personal career growth. (Career Development) Colleague morale of or concerned with the judgment of the goodness or badness of human action and character: moral scrutiny; a moral quandary.  (Weekly Electronics). The focus of literature on promotion systems is their validity in predicting performance, another factor to consider is the length of time that a system will continue to be used. Over time, one would expect promotion and selection systems to be modified or replaced entirely. The cost of administering performance testing is considerable, and management periodically evaluates a system’s validity and its ability to assess employee attitudes, qualifications and perception of business need (Smith, 2007). It is worth considering why firms might use promotions for incentives. Individualistic schemes, especially ones that do not depend on job assignments, allow more flexibility in providing incentives. In other words, promotions are often used to achieve two goals simultaneously that in principle might be separated: putting employees in the right jobs, and generating motivation. Thus, it is not immediately obvious why promotions should be used as incentives. (Gibbs). An important reason that promotions are sources of incentives is worker reputation, or â€Å"career concerns† (Fama, 1980). Where does reputation come from? Often it is the worker’s history of positions or promotions which provides the greatest evidence on productivity and potential. (Waldman, 1984).Social interaction with colleagues is a highly valued job aspect for many workers. Research in psychology, sociology, and management shows that receiving affective support from colleagues and having good interpersonal relationships at work are positively associated with job satisfaction, job involvement, and organizational commitment. (Sol, August 3, 2009). Social interaction with colleagues is also one of the most missed job aspects under retired workers in Australia. (Shacklock, 2005). Lastly, using time-use data for France and the US, Krueger and Schkade (2007) show that worker who are in jobs that entail more frequent interactions with co-workers are more satisfied with their jobs and in a better mood during work time. (Sol, August 3, 2009). These findings have a clear managerial implication: In their struggle to attract and retain workers, managers should strive to create and maintain high-quality co-worker relationships. Employees, who satisfy with their job, may exert high effort to organization wish to satisfy their employees for getting effective more work done. To make the best use of people as a valuable resource of the organization attention must be given to the relationship between staff and the nature and content of their jobs. The organization and the design of jobs can have a significant effect on staff. Attention needs to be given to the quality of working life. According to organizational commitment can be defined as an employee’s level of identification and involvement in the organization. Mowday et al.defined organizational commitment as a strong belief in an organization’s goals, and values, a willingness to exert considerable effort on behalf of an organization and a strong desire to remain a member of the organization . Age and job tenure are significant predictors of organizational commitment. Job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience. It is a result of employee’s perception of how well their job provides those things that are viewed as important. Several researchers have reported mixed findings on the relationship between job satisfaction and organizational commitment. For instance, Curry, Wakefield, Price and Mueller found no significant relationship between the two. However, other researchers. Many studies use different facets of job satisfaction to predict organizational commitment. Job satisfaction is a key instrument to gauge the organizational health as service quality largely depends upon the human resources. (Crossman & Abou-Zaki, 2003). Since the transformation of personnel into HR, and its inception in the industry new concepts related to human capital has been emerging day by day. Apart from the bread and butter the organization used to act as their sanctuary and no one was much concerned about the job itself or job satisfaction. Locke (1976) defined job satisfaction as â€Å"a pleasurable or positive emotional state, resulting from the appraisal of one’s job experiences.† In general, therefore, job satisfaction refers to an individual’s positive emotional reactions to a particular job. In Pakistan the concept of HR is also flourishing day by day and employers as well as the employees are getting awareness of their rights and demands. Job satisfaction involves several different spheres such as satisfaction with pay, promotion opportunities, fringe benefits, job security and the importance/challenge of the job (Nguyen, 2000).Job satisfaction can lead to cost reduction by reducing absences, task errors, and turnover. Since work is an important aspect of people’s lives and most people spend a large part of their working lives at work, understanding the factors involved in job satisfaction is crucial to improving employees’  performance and productivity. Job satisfaction has often been linked to organizational commitment, turnover intentions, and absenteeism. These variables are costly to an organization, as they could lead to low morale, poor performance, lower productivity, and higher costs of hiring, retention, and training. (Opkara, 2002).Recent studies emphasize that job satisfaction may be an important determinant of the choice between self- and wage-employment (Blanch-flower 2000, 2004; Georgellis et al. 2007; Taylor 1996, 1999). THEORATICAL FRAMEWORK JOB SATISFACTION JOB SATISFACTION Relationship with Co-workers Relationship with Co-workers FAIR PROMOTIONS FAIR PROMOTIONS Organizational research indicates that employees develop attitudes toward such job facets as work variety, pay, promotion, co-workers, company policies, and supervisors (Johnson & Johnson, 2000;Taber & Alleger, 1995). Job design affect the job satisfaction, as jobs that are rich in behavioral Elements such as variety autonomy, task unimportance and feedback contribute to employees satisfaction. (Kamal) .Locke (1976) defined job satisfaction as â€Å"a pleasurable or positive emotional state, resulting from the appraisal of one’s job experiences.† Job satisfaction has significance towards human health both physical and mental and is positively or negatively correlated. . Satisfied employees are more likely to be friendly, upbeat, and responsive which the customers appreciate. (R. T. Mowday, 1982 New York) The purpose of study is to investigate about the relationship of job satisfaction with fair promotion & relation with coworkers of the organization. HYPOTHESIS Based on the literature discussed this study attempted to answer the following questions: 1) Increase in promotion increases job satisfaction. 2) Increase in relation with coworkers increases job satisfaction. So there is a positive relationship between fair promotion, Relationship with coworkers & job satisfaction. METHODOLOGY A sample of 60 employees was randomly selected from different education institutes & different public offices in Rawalpindi & Islamabad. Purpose of study is descriptive because we know something but exactly we want to prove this about the characteristic of employees. Convert it in exactitude i.e. Mean, Median, Mode. Sampling used in this research is convenience sampling. Different educational institutes in Pakistan were targeted in the vicinity of Islamabad and Rawalpindi. . The target audience was officer level & Teachers. . A tested questionnaire has been used with a number of variables related to job satisfaction, Promotion & Relationship with Coworkers. Questionnaires were circulated among the employers and their responses were collected. A total of one hundred questionnaires were distributed out of which sixty questionnaires were filled by the respondents, which is successful ratio in social research. The major problems faced during the data collection procedure were mostly peoples’ unwillingness to fill and not taking this as a serious research. Another problem was that employees were reluctant to write the truth as their supervisors might know and would create problems for them in future. However, once they were realized that this effort is done purely for research purposes and their responses should not bear their identity as well as will be kept confidential then they filled the questionnaires with ease. Data analysis in a quantitative research is essential as the interpretation and coding of responses can be very critical. The analysis part has been dealt with using Statistical Package for the Social Sciences (SPSS). The questions and responses were coded and entered in SPSS for analysis followed by the interpretation of the results. The variables were coded in SPSS and certain statistical methods were applied on the data to get the results which were analyzed. In the first instance the reliability of the tool used was measured to find out whether the instrument used is reliable or not. Their satisfaction with promotional opportunities, co-workers was also compared. Linear regression analysis was employed to examine the  relationship between different overall job satisfaction, promotion and co-workers. ANOVA along with its extensions has been used for comparing means and the results. Simple correlation has also been applied to the data to find out relationships among different variables and a comprehensive regression model with its extensions is applied. Reliability Analysis In the first instant the reliability analysis using the SPSS was done to find out the reliability of the instrument used for data collection. Cronbach’s alpha is the most common form of internal consistency reliability coefficient. The value of alpha should lie between 0 and 1. * Reliability of job satisfaction is 0.645 & the no. of items is 8 * Reliability of promotion is 0.667 & the no. of items is 2 * Reliability of relation with coworkers is 0.537 & the no. of items is 4 Correlation Analysis Correlation is a statistical tool which can determine the strength and direction of relationship between two variables. The value of correlation ranges from +1 to -1 and both these values show strong positive and negative relationships. While the value 0 show no relationship. Results shows that the correlation between relation with coworkers, Promotion, Job Satisfaction. The value of correlation coefficient for coworkers & promotion with job satisfaction is 0.209 and 0.420 simultaneously, which shows a positive relationship of both variables with job satisfaction. This relationship is significant at ÃŽ ± 0.01.for coworkers & 0.110 for promotion. Promotion & coworkers are equally correlate with each other at 0.232 & level of significance is 0.074 of both. Regression Analysis The value of is 0.436, and R Square is 0.190. The value of R shows a moderate to strong positive relationship between two variables and job satisfaction. The value of R Square shows that model explains 19% variance in job satisfaction. The rest of variance is explained by other variables not included in the model. This results support our alternate hypothesis which assumed a causal relationship between our model (independent and dependent variables). CONCLUSION This research accepted that the employee’s promotion and relation with  coworkers has positive impact on job satisfaction. That is high level of fair promotion, good working condition leads to high level job satisfaction. So we accept our H1 that shows positive relationship b/w job satisfaction, promotion and relation with coworkers. There are several factors affecting employees’ satisfaction, but as a researcher we consider only two independent variables: promotion, relationship with coworkers. We take minimum sample of 60 and it take less time through less financing. The entire formulated hypothesis have been accepted, it is necessary to improve job satisfaction through promotion and relation with coworkers. Following are some suggestions given to improve job satisfaction. * Organization should develop good working condition. This facilitates employees to do their work effectively. * Organization should develop good relationship among employees. Through which, promotion of employees is enhanced. As a research, employee’s job satisfaction will be at high level. * Organization should provide unbiased promotion. That is promotion should be provided based on the qualification of employees and or experience. References [1]. G. Beukhof, M. J. de Jong and W. J. Nijhof, â€Å"Employee Commitment in Changing Organization: An Exploration,† Journal of European Industrial Training, Vol. 22,No. 6, 1998, pp. 243-248. [2]. Thornhill, P. Lewis and M. N. K. Saunders, â€Å"The Role of Employee Communication in Achieving Commitment and Quality in Higher Education,† Quality Assurance in Education, Vol. 4, No. 1, 1996, pp. 12-20. [3]. R. W. Rowden, â€Å"The Relationship between Charismatic Leadership Behaviors and Organizational Commitment,† Leadership & Organization Development Journal, Vol.21, 2000, pp. 30-35. [4]. R. T. Mowday, L. W. Porter and R. M. Steers, â€Å"Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover,† Academic Press,Inc., New York, 1982. [5]. L. T. Mullins, â€Å"Management and Organizational Behavior,† 5th Edition, Financial Times Management, London,1999. [6]. S. O. Salami, â€Å"Demographic and Psychological Factors Predicting Organizational Commitment among Industrial Workers,† Anthropologist, Vol. 10, No. 1, 2008, pp. 31-38. [7]. E. Luthans, â€Å"Organizational Behavior,† Irwin/McGraw Hill, New York, 1998. [8]. J. Curry, D. Wakefield, J. Price and C. Mueller, â€Å"On the Causal Ordering of Job Satisfaction and Organizational Commitment,† Academy of Management Journal, Vol. 29,No. 4, 1986, pp. 847-858. [9]. B. Mannheim, Y. Baruch and J. Tal, â€Å"Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel,† Human Relations, Vol. 50, No. 12, 1997, pp. 1537-1562. [10]. T. Busch, L. Fallan and A. Pettersen, â€Å"Disciplinary Differences in Job Satisfaction Self-Efficacy, Goal Commitment and Organizational Commitment among Faculty Employees in Norwegian Colleges: An Empirical Assessment of Indicators of Performance,† Quality in Higher Education, Vol. 4, No. 2, 1998, pp. 137-157.

On the black hill family and identity Essay

The fact that they remained bachelors, despite Lewis’ desperate longing for a woman in his life, is also the work of Mary, who, knowing that Benjamin will never want to marry, made Lewis promise â€Å"never to marry unless Benjamin did too†. Lewis is identified by his love of aviation and longing for adventure, but he is tied down by family obligations. He is aware that his life would be different if not for the inescapable bond binding him to Benjamin, stating â€Å"Sometimes, I lie awake and wonder what’d happen if him weren’t there†¦ Then I’d have had my own life, like? Had kids? † Ironically, it is his family that sets him ‘free’ in the end and satisfies his desire for an heir and an adventure. This comes in the form of Kevin Redpath, the twins’ long lost nephew, who comes back to inherit the farm and also give Lewis an opportunity to do what he had always desired, to fly an aeroplane. These â€Å"ten magnificent minutes† completes the missing part of Lewis’ identity, and â€Å"all the frustrations of his cramped and frugal life now counted for nothing†. No other family is described in such detail as the Joneses, but their neighbours, the Watkinses from ‘The Rock’ also shows how a family-style group affects the identities of the individuals in the family. The Watkins family is a rather complicated family, for Tom and Aggie Watkins can not have kids of their own and hence resort to adoption. The Watkinses show that despite having no biological ties, the family environment can also affect the characters and lives of individuals. The Watkins family is a typical poor low-class Welsh family, and the adopted children consist of Jim, Ethel, Sarah, Lizzie and Brennie hence turn out to be uneducated children, â€Å"If anyone said, ‘He was raised at The Rock’ , or ‘She was reared at The Rock’, you knew for sure the child was illegitimate or loony. † This shows that the family environment plays a big part in who they are, and how other people view them. In the end, Sarah, Lizzie and Brennie all marry off and escape from The Rock. Lizzie â€Å"pretended The Rock did not exist†, and while Sarah still kept an eye on The Rock, â€Å"her one great fear was of lapsing into poverty†, clearly a fear born out of her experience of childhood poverty. Lizzie and Sarah are examples of the opposite way which family can affect children; instead of falling into the patterns of the family themselves, the children choose to escape and fear these patterns. This opposing respond to family pattern is also evident in David Malouf’s Fly Away Peter, where Jim Saddler fears of inheriting his father’s ‘savagery’ and tries to keep it â€Å"at arm’s length†. On the other hand, Jim’s biological children seem to inherit his traits. For example, Ethel’s son Alfie was identified as Jim’s son for â€Å"the lad had Jim’s carroty hair and cauliflower ears†. Alfie also â€Å"grew up simple†, the result of inheriting the combination of both Jim and Ethel’s mental disabilities. As the novel progresses, Jim has another child, this time Mrs. Musker’s. His daughter Meg is even more like him; she grows up to share his love for animals, mistrust of outsiders. She even speaks like him, and clings to The Rock with fierce determination and optimism. Like the twins, Meg’s identity is shaped greatly by her parent, and she continues his way of life even after his death. The Bickerton family is one of the more minor families in On the Black Hill. A high-class English family, the Bickertons owned the Lurkenhope estate and hence was possibly the most powerful family in the village. In contrast to the Watkinses, the family environment of the Bickertons is wealthy, refined, and educated, and hence the children of Colonel and Mrs. Bickerton, Reggie, Nancy and Isobel, are naturally identified as figures of the higher class. As a result, Reggie grows up to be an arrogant and overly-confident young man and went â€Å"to war with a head full of chilvaric notions of duty to caste and country†. These â€Å"chilvaric notions† are most likely the influence of Colonel Bickerton, who has been persuading all young men to fight for their country. Even after coming home crippled, he â€Å"made light of his injuries with upper-class stoicism† and his high-handed treatment of Rosie Fifield shows that his arrogance hasn’t changed. On the other hand, his sister Nancy Bickerton shows traits of Mrs. Bickertons; like the way her mother seeks companionship in Mary, Nancy is bored by the gentry and finds great pleasure in the twins’ visits. Even the way she offers tea to the twin reflects her mother’s; â€Å"China or Indian? † Nancy is hence another example of an identity shaped by her parent and upbringing. Thus the identity-shaping forces of family are quite evident in the families of On the Black Hill. These are clearly portrayed through the characters of the Joneses twins Lewis and Benjamin, whose identities and lives are clearly shaped by their order of birth, their roles in the farm and the house, the traits they inherit from their parents, their upbringing, as well as their bond to each other. Their way of living even after the death of Amos and Mary reveal how the impact of these family dynamics can last forever, also portrayed through the way Meg or Nancy each inherit their parents’ traits and behaviours. On the other hand, these impacts can also have an opposite effect, as shown by Lizzie and Sarah in the way they try to fight against the Watkinses’ family pattern of poverty-stricken lives by leaving The Rock. Through On the Black Hill, Chatwin patently demonstrates the relationship between one’s identity and family, reinforcing the notion that our families make us who we are today. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Miscellaneous section.

How Information Literacy Influences Scholarship, Practice

Higher education is widely recognized for academic excellence; students come from all over to study in U. S. colleges and universities. At the same time colleges and universities are often criticized for their unmanageable administration, organizational incompetence, and a lack of service orientation Ruben, B (2005). To the extent that these circumstances are present within a particular institution, they contribute to the critique of higher education in general, but also more directly undermine the perceived value of faculty and staff work, weaken financial and political support, and create barriers to fulfilling the mission of the institution (Ruben, 2005) College administrations have unmanageable direction because of a generation gap. Different generations have a different way of learning. Teachers have a hard time teaching the Net Generation students how to properly to research information because the Net Gen students depend highly on the Internet and Google scholar to retrieve their information. Students lack an understanding of what constitutes good-quality scholarly information (Badke, 2009) Teachers presently let the students use their search engine for information the students in higher education are making libraries last on their list for resource information simply because they were not taught the old methods of researching in a brick and mortar library. Researchers found that current and future generations are lazy and would rather watch videos or tutorials instead of reading information found in text materials. Why did they become lazy? In the early 1990’s the World Wide Web was born and it made life and researching easier, not thinking that the information could be erroneous ( Badke, 2009). Anyone pursuing higher education will have to obtain to the thought of incorporating scholar practice of information literacy. Students lack an understanding of what constitutes good-quality scholarly information. Students have difficulty evaluating the glut of information available and depend on questionable sources. (Russell, 2009) Information competence is a basis for long-life learning competence. It is necessary in any way of learning, it makes learning needs-oriented, more self-directed. Information competence is a skill to determine the size of the necessary information; to use the necessary information effectively; to evaluate the information and its sources critically; to develop own knowledge base with the information chosen; to effectively use the information for goal achievement Ruben, B (2005). Not less important is the skill to understand, at what time some information is needed, as well as the skill to get, evaluate, and use the information effectively. Information is available at libraries, public resources, special organizations, media, the Internet, but the information received in a non-filtered way, which arouses a question about the material authenticity, validity, and quality. (Turusheva, 2009) Students will hopefully grow stronger in the use of information literacy, and then society can be exposed to higher educational opportunities such as universities, trade colleges, skill centers, or career enhancement programs. Today’s society is experiencing a need for individuals to take an interest to learn (Thrusheva, 2009). Citizens can take control of their own learning by exposing information literacy for the following reasons: students could become open to higher education and technology, students communicate in an educational setting, and students relate to the numerous students. To correct everything for the next generation must first let the Net Generation know that all the information received on the Internet is not accurate and familiarize them with how to research material other ways. Next we must show that the academic libraries will be very comfortable with the new environment. (Badke, 2009) Letting the new generation just use the Internet makes the brick and mortar libraries become more unfamiliar to them. The world is changing before our very eyes. Elementary teachers point to documents, standards, and programs for information literacy as far a few decades in the past. Students tend to trust the beginning of the Google results or lack the skills to evaluate what they have found (Badke, 2009). Secondary school students have hardly any understanding about the library systems. Google dominates the universities with Google Books and scholar. Now is the time to start to educate all students about the Internet and they need to understand it. Teachers should educate the future students about information, and to go beyond Google. Students can benefit from using more sophisticated researching techniques, so that they can go beyond the search engine (Badke, 2009). To understand Scholarship, Practitioner and Leadership Model is essential to guidance in the field of education. Recognizing and classifying strengths and weaknesses within the institutes is essential to survival. Specifically, organizational information literacy can press forward toward the next level. Expanded literacy will provide opportunities for collaboration and feedback, which will grow the organization. The SPL model works interdependently with information literacy, in that one cannot survive without the other.