Monday, November 25, 2019

Free Essays on How We Created An Enemy And Started A War

How We Created an Enemy and Started a War. It is a question of moral ethics, a conscious decision to fool the subconscious mind. The American population was fooled, led like sheep to slaughter. We as a people must keep our eyes open for the truth. It is out there but well hidden behind an iron curtain of red tape. The greatest example in our life today was how we were fooled into war. How we created our enemy and then destroyed it. The first thing we did was create the enemy. This was done for us incrementally. The enemy that created itself was Osama Bin Laden, flying those planes into our buildings was the perfect excuse for this plan to be implemented. Thanks to CNN, NBC, FOX, and all other news groups playing Osamas face then Husseins right next to each other, back to back, side to side. Making sure that every time your heard one name the other followed. The media did not say that they were at all linked. The media just played one right after the other, letting your brain sub-consciously link the two groups together. The second thing we did became finding the obvious differences. America can stand united better when we are fighting a common enemy with one or more traits for us to hate or debase. Our first obvious difference was religion we stood together and jeered Hutcheson 2 when we found out they were Muslims. Also put together their style of dress their long flowing robes compared to our pants, and their towels as opposed to our ball caps. Race and dietary habits and you have more than enough common differences for Americans to learn to hate and band together and fight these â€Å"towel heads†. The third thing that we did was learn to control the media. Making sure they broadcast only the ruling party’s information. We accomplished this through state run media. In times of conflict, all foreign for-profit media repeats the ruling party’s information. So all foreign for-profit... Free Essays on How We Created An Enemy And Started A War Free Essays on How We Created An Enemy And Started A War How We Created an Enemy and Started a War. It is a question of moral ethics, a conscious decision to fool the subconscious mind. The American population was fooled, led like sheep to slaughter. We as a people must keep our eyes open for the truth. It is out there but well hidden behind an iron curtain of red tape. The greatest example in our life today was how we were fooled into war. How we created our enemy and then destroyed it. The first thing we did was create the enemy. This was done for us incrementally. The enemy that created itself was Osama Bin Laden, flying those planes into our buildings was the perfect excuse for this plan to be implemented. Thanks to CNN, NBC, FOX, and all other news groups playing Osamas face then Husseins right next to each other, back to back, side to side. Making sure that every time your heard one name the other followed. The media did not say that they were at all linked. The media just played one right after the other, letting your brain sub-consciously link the two groups together. The second thing we did became finding the obvious differences. America can stand united better when we are fighting a common enemy with one or more traits for us to hate or debase. Our first obvious difference was religion we stood together and jeered Hutcheson 2 when we found out they were Muslims. Also put together their style of dress their long flowing robes compared to our pants, and their towels as opposed to our ball caps. Race and dietary habits and you have more than enough common differences for Americans to learn to hate and band together and fight these â€Å"towel heads†. The third thing that we did was learn to control the media. Making sure they broadcast only the ruling party’s information. We accomplished this through state run media. In times of conflict, all foreign for-profit media repeats the ruling party’s information. So all foreign for-profit...

Friday, November 22, 2019

Work in the medical field. Should Dr be required to tell patients they Essay

Work in the medical field. Should Dr be required to tell patients they have Alzheimers - Essay Example This is enshrined in the American Medical Association code of professional medical ethics in which a doctor has to inform his or her patient about that patients true state of health. This is contained in Opinion No. 10 of the AMA Code of Ethics under the patient-physician relationship which is but essentially a moral activity. In this regard, the doctor is bound to put the patients interests above that of his own self-interest and of other groups, that the patients welfare is always paramount. A corollary to this opinion is the implied imperative for doctors to care for patients and alleviate the suffering using the best sound medical judgment during their rendition of health care. Based on the code, doctors have to tell their patients about an Alzheimers diagnosis as firstly, most patients want to know and secondly, they have a right to know. However, this is not a blanket authority to tell each potential Alzheimers patient about it, as circumstances can vary (Gordon & Goldstein, 2001, p. 1806) such as the degree of the disease (mildly or severely ill), a wish from family members not to tell the patient which might cause confusion, depression and an unwarranted possible grief and many other factors which make each clinical case a unique one. A doctor may enlist the family by choosing the one member who is closest to the patient in terms of understanding the patient and the one who is best able to break the bad news to the patient. On the other hand, many ethical and moral issues must be considered in truth disclosure such as patient autonomy (or the ability to make informed decisions based on right knowledge), the principle of non-maleficence (a patient might become hysterical or suicidal, for example) and the right of family members to know so they can plan ahead financially and emotionally. All that a doctor confronted with this dilemma can do is take into account those several factors and come to his or her best judgment. Equally important,

Wednesday, November 20, 2019

K. Patricia Cross Future Leaders Award Personal Statement

K. Patricia Cross Future Leaders Award - Personal Statement Example I would like to go back and teach as a professor in KFUPM. I have personally designed a course that is known as, â€Å"From ore to steel,† which guides engineers and technicians in the process of transforming ore to steel. I formulated the class material, discussion, and exams for this course. The fact that I have designed this course indicates that my teaching skills are beyond replicating written material because I can prepare original teaching materials and deliver them to students. In fact, I received an award of the best course taught in Saudi Basic Industries Corporation where I taught this subject. I took part in Saudi Iron and Steel Corporation as a production supervisor from April 2005 to May 2008. I supervised the color coating line team that consisted of fifty operators who were from diverse backgrounds. Since I was able to manage the team that consisted of individuals with diverse characteristics, it means that my leadership skills are not local, but

Monday, November 18, 2019

Hybrid Cultural Object Essay Example | Topics and Well Written Essays - 1250 words

Hybrid Cultural Object - Essay Example Language entails the sharing of ideas and thoughts from one person to the other. The culture of the language has been evolving from one community to another. The evolving nature of language has led to the object of communication being improved to a level of being termed as a hybrid language. The most common element of this tool is the use of signs and symbols to communicate. The use of signs has developed significantly due to the interaction of human beings from different regions around the globe. The pressure to find out an aspect of sign language that would unify different cultures in the region have led to the scientific study of signs; semiotics. Signs having been developing, and this study helps the human diversity to know how they are supposed to behave in a particular situation without there being a second person to engage in the verbal communication (Ipsen). The hybrid nature of communication in this state is that signs are being developed into a global unified way that every community get aligned to the communication base to one another. In other words, the signs developed are familiar to everyone around the globe. The global awareness and unity in communication have been established by the fact that there is an organised system that the signs follow. Since there is an organised way of communicating through the use of signs, every stakeholder in the signs language will follow the laid down system. The following of the laid down rules and regulations help different cultural groups to have a unified sign that helps in communication. When a person at one corner of the world sees an image or a picture representing, a situation will be able to give the meaning from the picture and interpret it. Therefore, a person can analyse the situation and act accordingly. It is the globally accepted picture that will help the reader to communicate accordingly in that situation. Signs as used in communication changes

Saturday, November 16, 2019

Individual And Situational Factors On Workplace Deviance Psychology Essay

Individual And Situational Factors On Workplace Deviance Psychology Essay Workplace deviance has emerged as a major area of attention among human resource management and organizational behavior researchers (Bennett Robinson, 2000, 2003; Griffin, OLeary-Kelly Collins). It is regularly performed in the workplace by a spectrum of employees ranging from blue collar employees, in both profit and non-profit organisation to white collar employees (Giacalone and Greenberg, 1997). In the perspective of Bennett and Robinsons (2003), organizational deviance research contends a broader conceptualization of deviance which has occurred over the last ten years and an agreement on a definition has been difficult (Kidwell et al, 2005). It has spawned a variety of concepts and related definitions. For example, in Robinson and Bennett (1995), they defined workplace deviance as voluntary behavior of organizational members that violates significant organizational norms, and in so doing, threatens the well-being of the organization and/or its members (p. 556), and this definition has been adopted by other organizational research too such as Lee Allen, 2002; Martinko, Gundlach and Douglas, 2002; and Sackett, 2002; Mount, Ilies and Johnson, 2006). Other researchers studied workplace deviance also use different distinct terminology such as retaliation (Skarlicki and Foldger, 1997), aggression (Douglas and Martinko, 2001; Fox Spector, 1999; Neuman Baron, 1997; OLeary-Kelly, Griffin, Glew, 1996), revenge (Bies, Tripp, Kramer, 1997), counterproductive behavior (Spector et al, 2005 and Sackett, 2002), antisocial behaviour (Giacolone Greenberg 1997), dysfunctional behaviour and organizational misbehaviour (Vardi Weitz, 2003). Conceptually, workplace deviance is generally used to describe specific incidences of deviant behaviour in the workplace; therefore, the actions of individual employees serve as the basic unit of analysis (Robinson Greenberg, 1998). For this research the term workplace deviance by Robinson and Bennet (1995) will be use because it appears as one of the popular terms among researchers nowadays in this area. This includes local researcher for example Faridahwati (2003), Samsuddin and Rahman (2006) and Abdul Rahman (2008) who used this terminology. Behaviors labeled deviant include unsafe work practices, drug abuse, stealing, dishonesty, volitional absenteeism, alcohol abuse, destruction of an organizations property (Griffin OLeary-Kelly, 2004), employee theft, withholding effort, violence, insubordination, sabotage, whistle-blowing, poor attendance, misuse of information, alcohol use and abuse, gambling, inappropriate internet use, littering (Mount, Ilies and Johnson, 2006) and harassment (Jixia Yang, 2008). In addition, with technology advancement and internet in the workplaces, browsing the web and checking personal emails are some of the diversity of workplace deviance acts (Nguyen, 2008). Scholars have estimated that up to 75 percent (Harper, 1990), 85 percent (Harris and Ogbonna, 2002), and 95 percent (Slora, 1991) of employee routinely behave in a manner that can be described as deviance (cited in Harris and Ogbonna, 2006). Over the past decade, there has been an increase in attention to workplace deviance including violence, stealing, dishonesty, volitional absenteeism, drug and alcohol abuse many of which have been addressed in this special issue. In Malaysia, the evidence of workplace deviance had begin to soar. KPMG Fraud Survey 2004 (Ngui, 2005) shows 83% of Malaysian public and private limited companies have experienced fraud which is also a form of workplace deviance. This is an increase of 33% from 2002 survey. Another survey by Pricewaterhouse Coopers Global Economic Crime Survey 2005 (Pricewaterhouse Coopers, 2006) reveals that 23% out of 100 Malaysian large companies surveyed have been subjected to fraud, and 70% of the cases reported was committed by employees (Zauwiyah and Mariati, 2008). Other evidence in Malaysia from the public media involve dishonesty and poor work attitude cases (New Strait Times, 2005), fraudulence, (Utusan Malaysia, 2004), underperformed and lazy (Star, October 2009) and the issue of fake medical certificate which these behaviors are labeled under forms of workplace deviance (Utusan Malaysia, 2003 cited from Abdul Rahman and Aizat, 2008). Other forms of deviance including corruption (New Stra its Times, 2009) which is also a growing problem in Malaysia that highly involves employees in the public sector. For example base on a research done by Global Corruption Barometer which was announced by the Transparency International indicates that corruption percentage is high among employees in the public sectors (Berita Harian, June 2009). Deviance act was also reported to the police and 27 disciplinary cases involving the public sector were reported by the Public Service Department (Abdul Rahman, 2008). In the Malaysian Current Law journal from 2000 until 2005 also reported a review of dismissal cases from the Malaysian Industrial Relations Department (Abdul Rahman, 2008). Samsuddin and Rahman (2006) also had highlighted the presence of workplace deviance in Malaysia. Substance abuse for example also becomes a significant problem among public and private organizations in Malaysia. The National Drug Agency under the Malaysian Ministry of Internal Affairs registered a total of 250,045 drug addicts in government and private sectors between January 1995 and February 2005 (Abdul Rahman, 2008). Other forms of deviance behavior including sabotage, threatening a pay cut, antagonising and showing disrespect of an employees religious belief was also reported to the Labour Deparment (Faridahwati, 2004). Whether the deviance is explicit or subconscious, it has negative consequences for the entity and affiliates. It affect organizational performance, safety and health of the employees (Kidwell and Kochanowski, 2005) and enormous costs associated with such behavior (Peterson, 2002). For example, nearly 95 percent of all companies in United States reported some deviance-related experience within their respective organizations (Henle et al., 2005) and the estimated impact of widespread workplace deviance has also been reported to be $50 billion annually on the United States economy (Henle et al., 2005b). It is continue to soar out of control with nearly 95 percent of all companies reporting some deviance-related experience within their respective organizations (Case, 2000; Henle et al., 2005). Infact, employee theft and fraud is the fastest growing type of crime in the United States (Coffin, 2003) Researchers have addressed the consequences of deviant behaviours in some detail. It is reported that workplace deviance gives a financial impact on the organizations and victims of workplace deviance are more likely to suffer from stress-related problems and show a relatively decreased productivity, lost work time and a relatively high turnover rate (Henle et al., 2005). The impact of workplace deviance can also be translated into turnover, lower productivity, employee morale, higher rates of absenteeism and turnover (Hoel, Einarsen, and Cooper, 2003; Keashly and Jagatic, 2003). Therefore, given the growing prevalence of detrimental behaviors and the associated costs, it is beneficial to organizations and researchers to determine which variables contribute to such behavior, or identify potential factors that can predict the occurrence of various types of workplace deviance. Thus, there is great incentive, financial and otherwise, for organizations to prevent and discourage any negative workplace deviance within their walls. For these reasons, it is a great interest in understanding the antecedents of workplace deviance (Hogan and Hogan, 1989; Robinson and Greenberg, 1998; Henle, 2005; Mount 2006). Base on the findings of past empirical research it shows that certain factors are vulnerable to deviant behaviors by employees such as job stressors (e.g.. Fox et al, 2001), organizational frustration, (e.g., Spector, 1975), lack of control, over the work environment (e.g., Bennett, 1998), weak sanctions for rule violations (e.g., Hollinger and Cjiark, 1983), and organizational changes such as downsizing (e.g.Baron and Neuman, 1996). Some researchers had suggested that situational or organizational factors might be responsible for workplace deviance. Appelbaum et al. (2005) suggested that operational environment rather than individual personality characteristics is a good predictor of employees engaging in negative deviant workplace behavior. This is opined by Henle (2005) that employees will commit deviant behavior in the organization depending on the situational environment in workplace regardless of their individual characteristics. However, Martinko (2002) suggested that individu al difference variables is an important antecedent to workplace deviance because of the influence these individual differences are likely to have on attribution process. Previous research also has demonstrated that there are meaningful linkages between employees individual characteristics and deviant behavior at work (e.g., BennettRobinson, 2003; Dalal, 2005; Douglas Martinko, 2001; Salgado, 2002). However, Robinson and Greenberg (1998) point out that no clear picture emerges of a deviant personality type and that personality traits seem to only account for a small percentage of the variance in predicting deviant behaviour (Browing, 2008). Previous empirical research however did demonstrated that certain organizational factors also make companies more vulnerable to deviant behaviors by employees such as joh stressors (e.g.. Fox et al, 2001), organizational frustration (e.g., Spector, 1975), lack of control over the work environment (e.g., Bennett, 1998), weak sanctions for rule violations (e.g., Hollinger and C;iark, 1983), and organizational chauges such as downsizing (e.g.Baron and Neuman, 1996). Thus, base on this perspective, only indicates that deviant acts at work depending on the work environment regardless of their individual characteristics. Base on various researchers perspective, there has been a controversial either individual characteristics or situational environment of the organization contributes to workplace deviance. In fact, there are also other researchers that suggested that various antecedents of workplace deviance from situational and individual difference. There are findings indicated that there are meaningful linkage between personality characteristics and workplace deviance (e.g., Bennett and Robinson, 2003; Dalal, 2005; Douglas and Martinko, 2001; Salgado, 2002). This issue had been continue to be controversial and there had been little disagreement on the antecedent correlated to workplace deviance and consensus regarding which situational and individual differences correlated to workplace deviance. However, Colbert et al. (2004); Henle (2005) suggested that future research should identify both situation and person-based explanations of workplace deviance so that organizations could predict and ultimately, minimize the occurrence of workplace deviance. Even, more than a decade, apparently still very few studies have assessed both personal and organizational correlates (actual or self-reported) workplace deviance (Lefkowitz, 2009). In Malaysia itself, studies on workplace deviance had been done previously by Shamsudin (2003), Faridahwati (2004), Razali (2005), Radzi and Din (2005), Sien (2006) and Abdul Rahman (2008). Various studies had been done using various units of analysis, for example, studies on workplace deviance done by Faridahwati (2004), Samsuddin (2003) and Sien use hotel employees as sample, Radzi and Din (2005) in a high technology multinational companies in the northern region, Razali (2005) focus on production workers in Penang and Abdul Rahman (2008) use production employees in manufacturing companies in various states in Malaysia. Base on this comparison, the existing local studies however fall short using public sector employees as unit of analysis. 2.0 Problem Statement There is a growing problem of workplace deviance in the workplace that should not be ignored. Evidence from newspapers and other public media indicates various forms of workplace deviance exists in Malaysia such cases of dishonesty, poor work attitudes, fraudulence, and the issue of fake medical certificate (Abdul Rahman, 2008). A number of regional Labour Department in Malaysia also had indicated that at least twenty to 30 cases in a month have been reported by employees and employers. Findings from Faridahwati (2003) revealed that saying hurtful things and making fun of someone at work stands out to be common forms of deviance act in workplace. In addition, the acts of deviance behavior at workplace had been documented increase in the number of reported incidents in workplace (Faridahwati, 2004). For example, corruption (Utusan online, October, 2009), theft, sabotage, harassment, cursed someone at work and publicly being embarrassed at workplace (Kosmo, October 2009), putting little effort at work (Utusan, August 2009), taking breaks during office hours which had become a culture among public sector employees (Arkib, 2008). All these behaviors are various forms of deviant behavior that had been reported by published media in public sectors. Apparently, there are proofs of problems rooted in the poor performance among the public sector employees (Johari et al., 2009). This is supported by Siddique (2006), who claimed that public service agencies in Malaysia has long been criticized for its inflexibility, ineffective accountability, and poor performance among the officials. The bleak picture is evident when the Malaysian Public Service has recorded 58 percent increase in formal complaints from the public (Siddique, 2006). In 2005, a total of 2,707 complaints were received with regard to the public service poor performance, such as delays in service provision, unfair actions/decisions of the administrators, abuse of power, misconduct of the officials, and failure to enforce rules which all these are forms of deviant behaviors.. Added to this, the chief secretary of the Malaysian government, Tan Sri Mohd Sidek Hassan (2009) mentioned that the number of disciplinary cases against civil servants is on the rise. For example, there were 3,383 such cases last year compared with 2,159 in year 2007. Such form of deviant cases being reported are absenteeism, tardiness and sexual harassment. This is also opined by Abdul Rahman (2008) that disciplinary cases involving employees in the public sector had been highly reported. Absenteeism which also a form of workplace deviance had become a significant issue where there are cases of employees in public sectors did not turn up for work for almost three months without the knowledge of their supervisors and employers (Ministry of Human Resource, 2009). A report from January till September 2009 indicated that 129 public employees in Selangor were absent without reason or permission and 49% of the 129 public sector employees are from the support staff level (Bernama, 13 Septe mber, 2009). This was also supported by Cuepecs Secretary, Ahmad Shah (2009) that most of them are in the category of supporting staff and is station outside the office. It also had been reported that absenteeism had been the four highest principal of offense cases which 7,688 cases or 55 percent, followed by code of conduct and prohibition case, court cases and abuse or dangerous drug ownership (Utusan, June 2007). Apart from the above, there has been an increase of 36.2% offense cases from public sector employees at various levels in year 2009 and 3,383 offense cases are committed compared to 2,159 cases in year 2007 (Tan Sri Mohd Sidek Hassan, Utusan dated October, 2009). Added to this, rules violation cases involve officers from the public service were reported to be increasing each year and as many as 2,955 in year 2006 compared to 1,943 at 2002 (Utusan, June 2008). Vardi and Weitz (2004) stated that there are two major costs that come with workplace deviance , financial costs (e.g., destruction of organizational property, violation of laws, codes and regulations, etc.) and social costs (e.g., destructive political behaviors, harassment, and sustained suboptimal performance) (Griffin OLeary-Kelly, 2004). Thus, the pervasiveness of workplace deviance in public sector made it an important area to study. Apart from the above, despite the increasing forms of workplace deviance reported in the public sector, there had been little studies or no attention to investigate workplace deviance in the perspective of public sector employees. In fact, workplace deviance had been received less attention among organizational scholars (Vardi and Weist, 2004; Abdul Rahim and Abdul Rahman, 2008). 3.0 Research Objectives The purpose of this study is to contributed to the workplace deviance literature by adopting an interaction approach to empirically examine how both person- and situation-based variables interact to explain workplace deviance. The research objectives are as follows: i) To identify typical forms of workplace deviance that exists in the public sector. ii) To investigate the determinants of workplace deviance that exists in the public sector. iii) To measure workplace deviance behavior in the public sector. iv) To determine whether individual variables (gender, negative affectivity, trait anger) influence workplace deviance in the public sector. v) To determine whether situational variables (job sastisfaction, work group norms and organizational justice) influence workplace deviance in the public sectors. 4.0 Significance contribution This research makes contributions to both the theory and practice of management. Although scholars have recognized that deviance can be socially constructed, there has been a death of research that has specifically addressed this issue especially in the perspective of public sector employees. Further to this, the purpose of this study is to contribute to the workplace deviance literature by adopting an interactional approach to empirically examine how both individual-and situation-based variables interact to explain workplace deviance. On the implication, it benefits the superiors and managers. This study will contribute to a better understanding on deviant behaviors in the workplace and contributed to the literature examining complex antecedents of workplace deviance. Furthermore, there is paucity for empirical study of workplace deviance especially in the context of public sector in Malaysia. Also, looking at the perspective of academic level, the result of this study will give more insight in the contribution and development of knowledge in the areas of human resource management and public administration concerning workplace deviance. It is also expected that the result from this proposed study will assist policy makers and practitioners to reduce the occurrences of workplace deviance issues related to organizational and individual factors. By understanding, the factors that influence workplace deviance, the government would also in a better position to plan and implement complementary and an integrated of publi c administration policies and practices to enhance the effectiveness of the employees in the public sector thus reduce the existence of workplace deviance. The result of the study is also expected to assist government sectors to use the information from the study to implement training and development related to this issue. It will also contribute to all fields which in turn enhance the theoretical and academic integration of several branches (organization behavior and human resource management) and their mother field of public administration. Finally, the most ultimate objective is to reduce workplace deviance which contributes tangible and intangible costs to the victims and organization. 5.0 Scope of study This study is an explanatory in nature and adopts a cross-sectional design. This study will targeted the support staff as sample. Support staff was chosen as it had been reported in the media that 10,438 civil servants had been given disciplinary action from year 2003 till 2006 and 92 percent are from the support staff (Utusan, June 2007). Moreover, it has been suggested that those who have the lower status may be the most prone to exhibiting deviant behavior (e.g., Gilligan, 1996; Wicklund Gollwitzer, 1982). Employees from the Royal Malaysian Custom department will be chosen as sample as this department interact and liaise widely with various customers. The study will fill the gap in terms of providing research findings that integrate the respondents perception on situation variables (job satisfaction, workgroup norms and organizational justice) and individual variables (Gender, trait anger and negative affectivity) which all were conceptualize as independent variables. The focus of this study is to determine the individual and situational factors of workplace deviance in a public organization. 6.0 Operational Definition: Workplace Deviance: Voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both. This definition includes non serious (e.g. tardiness) as well as more serious types of workpalce deviance (e.g. theft of cash and harassment) (Robinson and Bennet, 1995). Trait Anger: Trait anger is described as a disposition to experience state anger overtime and context overtime (Speilberger, 1996). Negative affectivity: Negative affectivity reflects the extent to which individuals experience distressing emotions such as hostility, fear, and anxiety (Watson Clark, 1984). Job satisfaction: Job satisfaction reveals the degree to which an employee is content with their job as a whole and encompasses multiple aspects of ones job ranging from the work itself, the quality of interpersonal relationships, compensation and career advancement opportunities (Bruck, Allen Spector, 2002). Work Group Norms: Group Norms are informal rules that group adopts to regulate and regularize group members behavior (Fieldman, 1984). Organizational injustice: Three types of fairness perceptions: distributive, procedural, and interactional injustice. Judgements concerning distributive revolve around the employees evaluations of outcome fairness, that is, whether the individual has received a fair share of rewards given his or her relative contribution to a societal exchange (Adam, 1965). Distributive injustice typically refers to fairness evaluations regarding work outcomes such as pay, benefits, promotions, and so on. Procedural injustice includes judgments about the processes and procedures used to make decisions and to determine ones outcome (Greenberg, 1990, Lind Tyler, 1988). Chapter 2 Review of Literature 2.0 Introduction A large body of literature on the topics of workplace deviance and its antecedents provides will be reviewed in this chapter. An extensive search process was conducted by utilizing numerous database. This chapter will provide contemporary literature regarding workplace deviance as discussed in the previous chapter. 2.1 Workplace deviance Researchers have given these behaviors many different names including workplace deviance (Bennett and Robinson, 2003), counterproductive behavior (Mangione and Quinn, 1975), and antisocial behavior (Giacolone and Greenberg, 1997). In essence, behavior is deemed deviant when an organizations customs, policies, or internal regulations are violated by an individual or a group that may jeopardize the well-being of the organization or its citizens (Robinson and Bennett, 1995). This proposed study will used the definition of workplace deviance by Robinson and Bennett (1995) as voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both. Organizational norms in this definition assume a managerial orientation about expectations of employee behaviors without excluding adoption of this perspective by other employees. This definition also focuses on violations of norms that apply across a broad spectrum of employees, rather than violations of norms around specific duties. Employee deviance, then, consists of acts that violate norms encouraging respect for organizational property and norms that encourage respect for other individuals. Workplace deviance ranges from a milder forms, such as rudeness and tardiness, to more extreme forms, such as theft, workplace deviance is considered part of the performance domain (Rotundo Sackett, 2002; Sackett, 2002; Viswesvaran Ones, 2000). .Behaviors that have been identified as deviant in previous research include subtle expressions of rebellion (e.g., gossiping, taking unapproved breaks), as well as more aggressive actions (e.g., theft, verbal abuse; Robinson Bennett, 1995). Keashly, Trott, and MacLean (1994), in their study of abusive behavior in the workplace which is also a form of workplace deviance found that, found that all participants had experienced at least one incident of nonsexual, nonphysical abusive behavior. Relatedly, 32% of participants in Bjorkqvist, Osterman, and Hjelt-Backs (1994) study of harassment (also one of the forms of deviance) at work reported that they had observed others being mistreated. Workplace deviance can be divided further into two subcategories (Bennett Robinson, 2000; Robinson Bennett, 1995). The first category, referred to as interpersonal deviance, consists of acts that inflict harm upon individuals (e.g., verbal harassment, assault, spreading rumors). Organizational deviance is defined as acts directed against the company or its systems (e.g., sabotaging equipment, theft, wasting resources). The prevalence and costs of deviance in the workplace make its study imperative (Robinson and Lawrence, 2007). Psychological reactions to workplace deviance include feelings of depression and anxiety (Bjorkvist et al., 1994). Psychosocial problems (Kaukiainen, Salmivalli, Bjorkqvist, Osterman, Lahtinen, Kostamo, Lagerspetz, 2001); emotional exhaustion (OBrien Vandello, 2005; Tepper, 2000); life dissatisfaction (Tepper, 2000); and decrements in emotional well-being (LeBlanc Kelloway, 2002; Schat Kelloway, 2000), self-esteem, and self-confidence (Price Spratlen, 1995) are other psychological strains. Work-related psychological reactions are job dissatisfaction, work-to-family conflict, family-to-work conflict (Tepper, 2000), and decrements. in job-related affect (Schat Kelloway, 2003), normative commitment, and affective commitment (Tepper, 2000). Physical reactions include physical symptoms (Kaukiainen et al., 2001) and decrements in psychosomatic well-being (LeBlanc Kelloway, 2 002; Schat Kelloway, 2003). Due to the impact, workplace deviance has increasingly received researchers attention, in part because of the alarming statistics indicating its pervasiveness in the workplace. The financial and non financial costs associated with workplace deviance warrant attention from both researchers and practitioners. Much research attention has been given to the damaging effects of workplace deviance within organizations. However, as yet, little research has been conducted to try to understand whether and how the presence of workplace deviance is associated with a deterioration in public administration. Research regarding workplace deviance often investigates personality (e.g., Douglas and Martinko, 2001; Salgado, 2002) or situational (e.g. Greenhcrg, 1990; Skarlicki and Folger, 1997) predictors while neglecting the interaction between the personality and situational variables. Consistent with other research areas and calls to examine the joint influences of situational and individual variables on deviant workplace behavior (Sackett DeVore, 2001), some researchers have begun to empirically investigate interactionist hypotheses in the deviance literature (e.g., Colbert, Mount, Harter, Witt, Barrick; 2004, Henle, 2005). Colbert et al. (2004) noted that future research should examine the joint relationship of perceptions of the work situation and personality with both organizational and interpersonal deviance. As suggested by Mickaulay (2001) that understanding the independent effects of situational and individual variables may lead to more effective control of workplace deviance. Th erefore, this proposed research will look into the situation and personality as well as the interaction between the two as empirical research on this dynamic between the individual and situation has been limited (Mickaulay, 2001). 2.2 Individual and situational factors of workplace deviance Workplace deviance is influenced by situational as well as individual factors (Colbert et al., 2004; Douglas Martinko, 2001; Marcus Schuler, 2004). Individual factors may have a direct effect on workplace deviance. For example, Douglas and Martinko found that a combination of individual difference measures (e.g., trait anger, attribution style, and self-control) accounted for 62% of variance in self-reported workplace aggression which is also a form of workplace deviance (Tang et al., 2008). Other individual characteristics are related to workplace deviance (e.g., conscientiousness, agreeableness, and emotional stability; Colbert et al., 2004). Workplace deviance is also influenced by situational as well as individual factors (Colbert et al., 2004; Douglas Martinko, 2001; Marcus Schuler, 2004). Individual factors may have a direct effect on workplace deviance. .For example, Skarlicki et al. (1999) found that negative affectivity interacted with perceptions of distributive and interactional justice in the prediction of retaliatory behaviors. When situational factors investigate deviant behaviors, individual factors may amplify this effect (as in the case of trait anger; Hepworth Towler, 2004) (as in the case of self-control; Brown et al., 2005). Base on the above perspective on individual and situational variables towards workplace deviance, this study contributed to the workplace deviance literature by examining the importance of situation- and person-based explanations in addition to their interactions. Although many have advocated for an interactional approach to studying deviant work behaviors, few studies have done so (Henle, 2005). The organizational and social psychology literature demonstrate that individual differences constitute an important explanation for workplace deviance. However, it appears that workplace deviance cannot be attributed to individual traits alone. Langton et al. (2006) also assert that no single factor or theory that can account for each and every occurrence. For example, even an employee working in the same company and having the same demographic characteristics, are not both necessarily going to commit workplace deviants act. As such, Langton (2006) opined that there must be internal traits that predispose a worker to workplace deviance. It is also more likely that deviant behavior may be best predicted based on a combination of individual variables and the situational nature of the workplace situation (Peterson, 2002). For this research, individual variables (gender, trait anger and self control) and situational variables (job satisfaction, stress (work stress and general life stress ), work group norms and perceive justice) will be used as independent variables for this study. 2.3 Individual variables 2.3.1 Gender Various researchers had indicated that male tend to be more deviant behavior at work (Baron et al., 1999), absenteeism (Johns, 1997), theft (Hollinger and Clark, 1983), substance abuse (Hollinger, 1988), and vandalism (DeMore et al., 1988). Researchers also

Wednesday, November 13, 2019

A Character Analysis of Macbeth in Shakespeares Macbeth :: Free Macbeth Essays

A Character Analysis of Macbeth in Shakespeare's Macbeth By the end of Act V scene v it is clear that Macbeth is not going to rule his kingdom much longer. He is to be killed by a "man none of woman born" (IV,i,80) who we find out latter in the play is Macduff. Before Macbeth is to be killed we find out that he is a great warrior, a sane man, and a superstitious man. In Act I scene ii we find out that Macbeth is a great warrior. We start the scene off from a sergeants account of the fighting against the enemy's of the king and Macbeth. For brave Macbeth-well he deserves that name,-disdaining fortune, with his brandish'd steel, which smok'd with bloody execution. (I,ii,16-18) From this we can tell that Macbeth fought bravely and through unbeatable odds against Macdonwald's army. It also tells us that Macbeth can handle a sword like it was an extension of his own body. The sergeant also tells us: As cannons overcharg'd with double cracks; So they doubly redoubled strokes upon the foe: (I,ii,37-39) From this we can tell that he was a relentless and courageous fighter and would not stop until he had won. He is such a fearless fighter that the day would be remembered for centuries to come the sergeant says: "Or memorize another Golgotha," this tells us that Macbeth would have gone down in the books as Scotland's heroic warrior. Macbeth had two glorious battles both of which he had won. from these battles and the sergeants words we can truly say that Macbeth was a great warrior. Macbeth is also to be portrayed as an insane man, but I think that this is not to be true. An insane man is supposed to be delirious, make no sense what-so-ever, and to enjoy the killing and deaths of others. On the contrary Macbeth is none of these, he in my opinion is a very sane man. Macbeth says to lady Macbeth that "we will proceed no further in this business" (I,vii,31) in this scene Macbeth is showing hesitation in killing Ducan, which tells us that Macbeth like any other normal man does not like killing. In Act II scene I Macbeth has his first major Soliloquy where he seems to be delirious by seeing a dagger floating around him "A dagger of the mind, a false creation" (II,i,38). I think that this in fact is just his imagination telling him that it is a mistake to kill Ducan. Macbeth has a very stressful decision on his mind whether to compel to the

Monday, November 11, 2019

Why did the Beatles and the Rolling Stones have such a great impact during the 1960’s?

In the early 60's and late 50's things changed people were more open to new ideas and T.V, fashion and Music became a very big part of life. They were all new and exciting and every young person wanted to be part of it. Music especially played a big part all that teenagers wanted to do was listen to music but this was made very hard for them there was no radio stations for them the had to listen to Radio Luxembourg which although played non-stop pop music kept cutting out after every few minutes the in 1964 a new pirate station was launched it was Radio Caroline It was a ship which was just outside British territorial waters and did the same as radio Luxembourg, played non stop pop music. Every teenager loved it but it was very unpopular with the BBC and the government and they tried to get it banned. There were British Pop acts though and two of the biggest were the Beatles and the Rolling Stones. When I say big I mean huge, I was born in 1988 about 25 years after the bands started out and I could quote you lyrics from some of their songs. People are still buying their music today and they are still acquiring new fans every year. The Beatles wee four Lads from Liverpool with very broad regional accents and they were Paul, Ringo, George and John. The Beatles were different they had different and new hairstyles and they wrote and performed their own music unlike so many other British acts. Many people didn't like them and saw them as an attack on the establishment. The Rolling Stones were Mick, Keith, Charlie and Bill. They were from London and they had their first hit in Britain in 1963 with Come On/I Wanna Be Loved. They also had a hit with a Beatles cover. They were known by the establishment as longhaired louts and had very much the same feedback from the public as the Beatles did although a lot of people would argue that they were worse than the Beatles. One person said that when they went to a Beatles concert they didn't hear one note all they could hear was the thousands of fans screaming. This was new no one had supported a band or musician like this before yes there had been strong followings for people before but nothing like that was seen at each bands concerts. At about the same time or just slightly before the same music phenomenon was happening in the USA with bands like the beach boys and the monkeys. British music was influenced by the US and a lot of people looked to the country as inspiration. Neither were instant hits though The Beatles had actually been a struggling band playing in clubs like the cavern, where they actually got discovered and the stones didn't get to number one until July 1964. As the years went on they got more drastic and the Beatles wrote songs which were obviously about drugs and this is why young people liked them because they weren't afraid to say what they wanted to which many teenagers wanted to but never could do before. I suppose our modern day answer to the Beatles would be someone like Eimenem. In the beginning of the 60's there was such an attack on the establishment and bands like the stones and the Beatles upheld this attack. They were people teenagers could follow and who their parents didn't really like, which for some made them like them even more. They weren't just pop stars to them, they were heroes. You could say well what makes them so different from every other band, what made them so special well one of the things for the Beatles was that they were one of the first, no other band was like them they were new, exciting and talented. A modern day example of how they become famous is the spice girls and I'm not comparing them on talent but when the spice girls came along there was no other proper girl band which is why thy were such a success. Lyrics were a big part of both bands they were new and inspirational and home-grown examples are â€Å"I can't get no satisfaction† from the Beatles and † I wish somebody'd come along and run into it and wreck it†. They also wrote their own lyrics. They were turned in Media Stars and they both were the first ever bands to be a hit in America no other bands were like them. They both had very good management which also helped them lots The Beatles had Epstein and the stones had Oldham both of whom were very good at their jobs and made stars out of both bands. Something that kept the Beatles and the stones in the charts was that they changed with the times, the sixties was all about that nothing stayed popular for very long but they changed as the time went to suit that months trend. The stones didn't change as much as the Beatles but from what they did I think they grew into it, I believe that the Beatles were managed into it but it made them a success, made them very rich and gave each one a chance at their own solo careers. They were legends, the two remaining Beatles now have been successful in their careers and even today the rolling stones are still performing and realising album the most recent one being 40 licks, which was a complete success and which I know of people my own age that brought the C.D so if they get that kind response in 2003 you can only begin to imagine what it was like in sixties how it made their fans feel how much impact they had on everyone whether they enjoyed their music or not.

Saturday, November 9, 2019

Proof and Prove

Proof and Prove Proof and Prove Proof and Prove By Mark Nichol The following words are related to each other and to words based on the element prob-, seen in a number of words ranging from probe to probable and derived from the Latin verb probare, meaning â€Å"demonstrate† or â€Å"test.† The noun proof refers to evidence or something that makes an assertion certain or valid. It also applies to a test of an object or substance to evaluate its quality. The term also pertains to the alcoholic strength of a beverage, to a special collector’s issue of a coin (but originally in reference to coin production as a test run), to a test impression or print, or to typeset material produced for correction before a final version is published. As a verb, proof refers to activating yeast, strengthening something, or correcting text; proofread is an alternative to describe the last action, the activity is called proofreading, and one who proofreads is a proofreader. The word functions as an adjective in references to resistance (for example, â€Å"Education is intended to be proof against ignorance†), which is condensed in compounds such as foolproof. Prove (by way of the Old French verb prueve) means â€Å"check,† â€Å"test,† or â€Å"verify,† or â€Å"show that one is capable or worthy.† The past tense is rendered as either proved or proven, and the adjectival and adverbial forms are provable (or proven or, rarely, proved), and provably, while one who proves is a prover, and the quality of being provable is provableness. Other than the past-tense forms and the adjectival form provable, these words are not common. Approve (by way of the old French verb aprover) originally was simply a variant of prove, but it later developed the sense of â€Å"agree to,† â€Å"allow,† or â€Å"sanction.† The action is approval or, more formally, approbation; the noun approver, the verb approbate, and the adjective approbatory are all rare. To reprove is to censure, correct, or scold; the action is reproof. One who reproves is a reprove (though that usage is rare), and one may be described as scolding reprovingly. These words stem from the Anglo-French verb reprover and ultimately derive from the Latin verb reprobare, the source of reprobate. (The family of related words that retain the prob- element are discussed in this post.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:25 Subordinating Conjunctions50 Idioms About Arms, Hands, and FingersConfusion of Subjective and Objective Pronouns

Wednesday, November 6, 2019

Christina Aguleria and Lil Kim essays

Christina Aguleria and Lil' Kim essays In Bad Sistas, Tricia Rose addresses raps written by women that specifically concern male-female relationships. She says, MC Lytes and Salt N Pepa have reputations for biting raps that criticize men who manipulate and abuse women. Their lyrics tell the story of men taking advantage of women, cheating on them, taking their money, and leaving them for other unsuspecting female victims (Rose 267). These songs address problems that females are continually facing. MC Lyte and Salt N Pepa are portraying these problems to forewarn women about the deceiving men out there. These songs most importantly try to resist the common double standard of society. MC Lyte is trying to resist the common standard of society by having men be addressed as tramps, rather than women. Roses analytical approach can most certainly be applied to a much more recent example. In 2003, Christina Aguilera released, Cant Hold Us Down, featuring Lil Kim. Aguilera and Lil Kim successfully resisted what they call the common double standard of society. Men are granted greater sexual freedom than women are. Augilera and Lil Kim voice their opinions in a powerful way and inform makes that this is politically incorrect. They address and attack the common double standard of how men can get away with their sexuality and have multiple partners, whereas women who do the same thing are looked down upon and are addressed as whores, sluts, or tramps. Christina states, The guy gets all the glory the more he can score While the girl can do the same and yet you call her a whore (Lyrics). This statement is true because you rarely hear about a male being called a whore for sleeping with many women. Its not fair that a female should be criticized about her sex life just because of he r gender. I think its very refreshing when women rappers address and attack the common ...

Monday, November 4, 2019

Freedom and the Art of Balance Essay Example | Topics and Well Written Essays - 500 words

Freedom and the Art of Balance - Essay Example The most noticeable one is Nichomachean Ethics. In this Aristotle pointed out the virtue ethics which demarcated the proper functioning of every article of thing. He said that what is fact is truth for e.g. an eye is only a good eye as long as it can see as the proper function of eye is sight. Also, he identified the best activity of the soul as eudaimonia (a sense of happiness that suffuses the good life) and in order to attain the good life one must live a balanced life and avoid anything in excess. This excess could hold different meaning for different people and also for different situations and exists as a golden mean between the two vices- one is an excess while other is a deficiency (Nichomachean Ethics). This is essential to define the quality of a person's habits or character as the man of excellence or the thing of excellence is said to have virtue and this in its highest forms is associated with potential for happiness (Nichomachean Ethics). Book 1 defines the subject matter and emphasizes on the Goal-directed ethics and is often called teleological. In this Aristotle stated that everything has a purpose or end. For instance a good knife has a purpose to cut and therefore must be sharp. In the similar manner every human has also a purpose this might be different than what he has thought, i.e.

Saturday, November 2, 2019

Journal 1 Article Example | Topics and Well Written Essays - 1250 words

Journal 1 - Article Example They are identified by their wisdom, sincerity, authority and courage. They usually have human quality and strong commitment to their own ideologies and to those of their servants (Lopez, n.d). The first leadership I ever experienced in my life is the one that came from both my parents. All through my growth and development stages, my parents have been the core pillar of my understanding of what servant-leadership is. Looking up to them for being the first leaders I experienced in my life, they taught me how one could make a servant and a leader at the same time. In my teenage period when I ignored all that happened around me, never did they go wrong in ensuring that I remained respectful. They ensured that I was liable to my actions without compromising the love I had for them. That was wisdom, authority and courage they showed me. Being the first born in a family of six, I try frequently to emulating their leadership skill of sincerity, authority and courage down to my younger sibl ings. In my school life, I also met other leaders: Teachers and student leaders who showed love, provided good direction, made personal sacrifices and encouraged healthy competition among the people they led. My teachers ensured that order, justice and equality for all people could be best achieved through dialogue. Servant leaders develop logical and analytical skills taught in learning institutions. In schools we are taught on how to express unlimited liability for others. These include knowing one self, developing communities and use of power accordingly which make us become servant leaders (Lopez, n.d). I HAVE A DREAM Leaders make great personal sacrifice for the good of their servants. Wise leadership never depends on luck. Rather, it trusts its future to positive attitude, hard work, determination and endurance. There is no easy way to develop leaders. They must learn continually throughout their lives. It is in this context that Martin Luther’s dream of a country which is free of injustices and oppression came to be fulfilled. Martin Luther had a dream of his children living in a nation not judged by their skin color but by their character. True to his words, America is now a great nation and this is clearly depicted by their status as superpower country under a black president (King, n.d). As elaborated in the previous paragraph, self-knowledge enhances genuineness since being honest and open with others is difficult. Such individual qualities reinforce group quality and that is what leadership is all about. In a broader sense, we see the purpose of leadership embraces different values. These include creating a supportive environment where people can grow, live in peace and harmony with one another, promoting harmony with the Mother Nature thus sustainability for future generations, creating communities of shared responsibilities where all people, irrespective of color, age, race and social status matter. Ultimately, each person’s welfare and dignity is supported and valued. I was once a drama club leader in my school. When I sit back and reflect on how I led the drama group I come to realize that it is with such characters as self-knowledge, described by Martin Luther above, that I successfully managed reinforcing group quality that made the drama club a success. By the time I quit drama for other things, we already had like three trophies for our school. All these are characteristics