Queen Nefertari Essay Example for Free

Queen Nefertari EssayQueen Nefertari was the wife of Ramses II- the longest opinion pharaoh who reigned in the 19th Dynasty (1295-1255 B. C. ) which was from the 13th to 14th century and he continued to die hard on on for seventy years. She married Ramses at the age of xiii. Nefertari was too angiotensin-converting enzyme of his many and favorite wives. She produced as many as ten children for Ramses among them two sons named Amonhirwonmef, Prehirwonmef, and two daughters named Merytamon and Mertatum.Her birth parents remain a riddle but it is headstrong that she is of purple heritage. Nefertari had a brother by the name of Amenmose who was the mayor of Thebes during her rule as queen. She was of high importance and because most portraits or pictures painted by antiquated Egyptians are with Ramses II, this may mean she mightve had a major political influence on Egypt. Queen Nefertari was not the only queen present during the rule of Ramses II, he had a household filled with many queens. His children were estimated at one hundred or more.Nefertaris disappearance still is considered as a mystery although her grave has been found and remains a precious treasure to Egypt. It is located in The Valley of the Queens. Ramses referred to Queen Nefertari as the most beautiful one which is one of her many names she is known by. Nefertari Mery-en-Mut name meant most beautiful beloved of the goddess Mut. Her full range of titles were Great of praise, Sweet of love, Great royal wife, Lady of charm, Great royal wife, his beloved, Lady of the two lands, Lady of all lands, Wife of strong bull, Gods wife, Lady of upper and lower Egypt. Ramses also referred to his wife as The one for whom the sun shines. Nefertari married Ramses at the tender age of thirteen. Although very unexampled she held the responsibility of being queen very well, going even as far as accompanying Ramses on one or two of his battles. It is tell that Nefertari is of royal heritage, but her b irth parents remain a mystery. Some Egyptologists think that she was probably the daughter of King Seti I, and thus child or half sister of Ramses II himself.Other Egyptologists, however, think that her designation as Hereditary Princess might be in some way connected with her being representative of Thebais. The tomb of Queen Nefertari was discovered in 1904 and forbidden to take pictures of. More than 50 tombs mention her name. Nefertari out lived her husband by a number of years which her florists chrysanthemum indicates sh died around 70 years of age. She passed away sometime during Ramses 25 reigned year. After her death Isetnofret became his new principal wife. Queen Nefertari became royal at the age of thirteen and since then she has always been known for that and her beauty.

Philadelphia family Essay Example for Free

Philadelphia family EssayBorn in 1856 into a wealthy Philadelphia family, Taylor disappointed his parents by working in a metal products factory, first-class honours degree as a machinist and next as a foreman. Shocked at the factorys inefficiency, and the practice of its trained thespians of purposely working slowly. As an engineer he was more interested in the practical outcome and not the psychology Taylor proposed solutions that he believed would solve both problems. By studying the time it took distributively worker to complete a step, and by rearranging equipment, Taylor believed he could discover what an average worker could produce in optimum conditions. The promise of higher wages, he figured, would create added inducing for workers to exceed this average level. Taylors time-and-motion studies offered a path away from the industrial wars of a century ago. Now what was needed was a way to apportion the wealth created by manufacturing enterprises. Taylors answer sides tepped the class struggle and interest group politics. He believed his principles would create a partnership between manager and worker, based on an understanding of how jobs should be done and how workers are motivated. These workers are motivated by money.He believed a fairs day work deserved a fair day bonus. He impression keeping his workforce happy would keep them producing at a high quality. He died in 1915, whilst on a speaking tour in the mid(prenominal) west he contracted influenza, he was admitted to hospital and celebrated his 59th birthday there and died the next day. Taylors second and third supposition is used in the McDonalds. The McDonalds ethos is that the intellectual nourishment preparation must be done to specific instructions. For instance the fries must be cooked for a 3 minutes at a temperature of 175o, and then the buzzer tells the employee to take them out and salt them.Throughout all McDonalds are a series of dedicated, purpose-built machine for produci ng milkshakes, toasting buns and squirting hot chocolate sauce and much(prenominal) else. After 150 years this is the about active period working in industry, F W Taylor would feel very much at home ordering a Big Mac. The biggest person that Taylors theorys influenced was Henry Ford. Henry Ford was the first person to try mass production and it was a massive success. Taylors practices were first used in 1911 in the factory by 1913 Ford had introduced a conveyor belt system and had achieved the ultimate Taylorite idea. This method was alike used in Nazi death camps.They did not plan whom they would kill until the day they did it. Both Mussolini and Stalin both used his techniques during their communist uprisings. Taylor also wrote many books of these the most famous is The Principles of Scientific Management he wrote this in 1911. He split the book into two chapters the first the fundamentals of scientific management and the second The principles of scientific management. In the first chapter he stated that the principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee.In the second chapter he stated that people should be told what to do and how they do it. They should be motivated by a money incentive. Before Taylor, skilled workers chose their own methods of work, but after Taylor workers were far more likely to have limited, repetitive tasks and were forced to work at a pace set by their manager. To maximise efforts of workers Taylor introduced an incentive system known as a differential piece-rate. This offered a meagre payment per unit produced.2p per unit for the first 500 per day 5p per unit all those above 500 per day The threshold was set a t a level which those producing scantily 500 received barely a living wage. To make 700 was a great incentive, as you would earn double what you would at the 500 mark. But the workers in many places resented this theory that the theory was abandoned soon after introduction. Problems with Taylors methods With Taylors notion of a quickest and best way for all workers does not take into account individual differences. There is no guarantee that the best way will suit everyone.Also some people naturally will be able to work faster than others creating a disadvantage for those he is not so fast. Taylor also viewed people as machines, with financial needs, than as humans in a social setting. People matte pressured and did not like being treated this way. He also overlooked the fact that some people work for other reasons than money. In a financial survey in 1982, a large sample of British people were asked whether they would carry on working if they financially did no need to. Nearly 70% of men and 655 of women said they would.Taylors Core values The rule of reason, improved quality, lower costs, higher wages, higher output, labour management, co-operation, experimentation, clear tasks and goals, feedback, training, stress reduction and the careful excerpt and development of people. He was the first to present a systemic study of interaction an d job requirements, tools, methods and human skills, to fit people into jobs both psychologically and physically, and to let data and facts do the talking rather than prejudice, opinions or egomania.

Community Support Intervention for Alcohol Abuse

Community Support Intervention for intoxicantic drink AbuseCommunity support preventative (s) for inebriant abuse in s salutaryspringeds nourishment in Glasgow, UK A ProposalIntroductionInternational perspective on alcohol abuse alcoholic beverageism is a collective term for alcohol link disorders including, but non limited to, alcohol abuse, binge drinking and alcohol dependence (World health Organisation WHO, 2016). Global alcohol consumption levels in 2010 were estimated to be 6.2 litres of pure alcohol in persons aged 15 classs and above (WHO, 2017). In the United Kingdom, the Health and Social Care Information Centre (2014) recommended that among the adult population group, women and men should not consume more than 3 and 4 units of alcohol a day, respectively. Furthermore, existing turn up trends on alcohol consumption levels demonstrate that the greater the economic prosperity/wealth of the country, the higher the alcohol consumption levels and thus the lower the number of abstainers among the populations (WHO, 2017).Addition exclusivelyy, statistics from the WHO (2017) indicate that in 2012, approximately 3.3 million enter deaths world(a)ly were ascribable to alcohol abuse, and at least 15.3 million people are thought to have a drug and/or alcohol disorder. Furthermore, 7.6% and 4% of the 3.3 million deaths globally were spy in males and females, respectively (WHO, 2017). Similarly, 139 million disability-adjusted life years (DALYs) recorded in 2012 were associated with alcohol consumption globally (WHO, 2017). Therefore, harmful alcohol consumption is associated with negative health consequences which impact on the tonus of life of individuals and their families, as hale as society as a whole due to reduced productivity levels and financial costs associated with treating and managing alcohol ravish related conditions ( case land for Health and Care Excellence NICE, 2011).Alcohol abuse relative to Scotland In 2007, a joint research undertaken by the Glasgow City Council, Strathclyde Police and NHS Greater Glasgow and Clyde indicated that increased range of harmful alcohol consumption have been observed crosswise Scotland, with an estimated increase expected in the next decade (Glasgow City Council, Strathclyde Police and NHS Greater Glasgow and Clyde, 2007). The report indicated that at least 20.7% of all hospital admissions in the Glasgow arena were associated with harmful alcohol consumption, which was associated with a cost of 207 million to manage appropriately. In 2015, a survey by NHS Health Scotland, indicated that 1 in 4 frugal people drink at hazardous levels and about 36% and 17% of men and women, respectively, consume more than 14 units of alcohol each week (NHS Health Scotland, 2015). Furthermore, at least 1,150 alcohol related deaths were recorded in Scotland and 386 of these were women while 764 were males, a figure expected to increase if alcohol disparage is not tackled in Scotland (Nationa l Records of Scotland, 2015). Additionally, in those aged between 45 and 59 years, largest equaliser of alcohol related deaths are observed each year in Scotland (National Records of Scotland, 2015). Nevertheless, although the statistics indicate that the rates of harmful alcohol consumption have declined over the last few years in Scotland, the rates are on average still comparatively higher than those recorded in Wales and England, and therefore more investment in managing alcohol misuse is still a commonplace health priority (Monitoring and Evaluating Scotlands Alcohol Strategy (MESAS) work programme, 2014). search undertaken by the Information Service Division, NHS Health Scotland (2015/2016) indicated that about 90% and 10% of alcohol related hospital admissions were to either to ecumenical acute hospitals or psychiatric hospitals, respectively. Similarly, 48,420 patients are thought to have accessed primary electric charge equating to 94,630 alcohol related consultations in 2012/2013 higher rates observed in those aged 65 years and above (Scottish mankind Health Observatory ScotPHO, 2017). Furthermore, 25% of all trauma patients and 33% of all major traumas in 2015 were associated with alcohol misuse (The Scottish psychic trauma Audit Group, 2016). In terms of societal costs of alcohol misuse, a report by the Scottish disposal (2010) indicated that alcohol related harms cost about 3.6 million annually in complaisant kick, crime, productivity, health as well as wider/indirect costs in Scotland. In addition, at least 267 million each year is spent by the NHS Health Scotland on alcohol related care, and 727 million a year on managing alcohol related crimes across Scotland (Scottish Government, 2010).Alcohol policies and interventions are lots developed with the main aim of reducing alcohol misuse as well as alcohol related social and health burden (NHS Health Scotland, 2015). Additionally, these policies or interventions may be formulated and i mplemented at a local, regional, national, sub-national and global level to condition alignment and consistency of combating alcohol misuse across care settings (WHO, 2017). Nevertheless, the NHS Scotland in joint collaboration with other(a) government bodies such as the Police have expressed a commitment to observe and evaluating alcohol misuse in Scotland with the aim of reducing the alcohol related health and social burden (Glasgow City Council, Strathclyde Police and NHS Greater Glasgow and Clyde, 2007).The aim of this essay is to explore the extent of alcohol misuse in Scotland and propose community support to the touched populations through the implementation of a relevant strategy/intervention to reduce harmful alcohol consumption. The epidemiological contemplation of alcohol misuse/abuse exit be discussed first and thereafter followed with the identification of the relevant strategy or intervention in combi nation with the implementation procedures, observe and evalua ting its progress, found on a pre-specified estimation criteria/framework, to ensure that it continues to meet the needs of the population affected by alcohol misuse.Epidemiological consideration to exploring the level of alcohol abuse among adults in Scotland. Research suggests that the most effective alcohol interventions and policies are those that have combined measures that address the issue at a population level (WHO, 2007). Nevertheless, national levels should be line up to local strategies to ensure consistency in the delivery of care/support for alcohol misuse (Faculty of Public Health UK, 2016).Therefore, to initiate a strategy or intervention to combat alcohol misuse in Scotland it is fundamental that the epidemiology of alcohol misuse (such as risk factors, aetiology, incidence, prevalence, prognosis, current service evaluation and the unmet need) is essayed based on indicate based medical literature which can take the form of systematic reviews or population longit udinal studies or clinical trials (National Institute for Health and Care Excellence, 2011). Furthermore, having a thorough understanding of the needs and priorities of those affected as well as the payors and clinicians need to be put in to consideration prior to initiating an intervention to combat alcohol misuse (Griffin and Botvin, 2011). This can be undertaken by conducting a needs assessment which aims to identify health issues of the patients as well as establishing resource allocation to help plan, and implement a strategy or intervention that meets the unmet need of alcohol abusers (Care Information Scotland, 2015). The health needs assessment should primarily be undertaken by a team of stakeholders representing various relevant perspectives including, but not limited to, healthcare professionals, patients or patient groups and payors with the aim of ensuring that all perspectives to reduce health inequalities have been explored, thus providing confidence that the proposed intervention to combat alcohol misuse will be accessible to relevant persons across care settings (NICE, 2005).Both quantitative and qualitative data are fundamental in identifying and establishing the community profiles of those affected by alcohol misuse in Scotland (NICE, 2014). A qualitative framework enables the researchers to obtain an in-depth understanding of the views and perception of those consuming alcohol at harmful levels and therefore the themed information can be used to shape the focalization and implementation of the proposed intervention (Brownson et al. 2009). Additionally, qualitative framework can be utilised in terms of localize groups, audio recordings and one to one interviews across unlike sample sizes and sample types to ensure generalisability of study findings across adults in Scotland who misuse alcohol (Wilson et al. 2013). On the other hand, quantitative framework helps researchers to decide on what to focus on within the research based on data coll ected from participants, and thus quantify the data by analysing it in an unbiased and objective path (Cairns et al. 2011). Therefore, this will help researchers profile the trends of alcohol misuse in Scotland and provide potential explanations of the observed relationships between analysed variables (Jones and Sumnall, 2016). Therefore, both quantitative and qualitative data should be put in to consideration by the various stakeholders to help make informed decisions on the most appropriate intervention to tackle alcohol misuse in Scotland (Monitoring and Evaluating Scotlands Alcohol Strategy (MESAS) work programme, 2014).The nature of the data to be collected (i.e. primary and/or secondary) is often determined by the research caput at hand (NICE CG21, 2010). For example, with regards to alcohol misuse, both primary and secondary data are critical because in combination, the data provide a comprehensive design of the extent of the alcohol misuse among adults in Scotland, which could be limited if one or the other were to be used to inform policy making (Centre for Reviews and Dissemination, 2008).Furthermore, the hierarchy of evidence is dictated by the nature of the study design informing the evidence, and thus various stakeholders will put different weight to the study evidence obtained from various study designs (Scottish Intercollegiate Guidelines Network, 2015). For example, research recommendations consider randomised controlled trials (RCTS) as the superior study design due to the limited bias associated with the design and geographic expedition of evidence, and therefore evidence from RCTs is considered to be of robust and of high quality (NICE, 2006 Higgins and Green, 2011). Subsequent from the RCTS, the other study designs of interest include cohort studies, case-control, case series and expert, in that order, are considered to be useful in answering certain types of research questions (Centre for Reviews and Dissemination, 2008). Nevertheless , meta-analyses and systematic reviews of RCTs are given more weight in the hierarchy to be able to provide robust data to inform decision making. However, it should be noted that conducting a RCT to establish alcohol misuse would be considered unethical by various stakeholders and therefore, qualitative studies or real world evidence studies would be more plausible to explore the concept in detail (National Institute on Alcohol Abuse and Alcoholism, 2017).Therefore, after consideration of the nature/type of evidence in combination with the epidemiology of alcohol misuse among adults in Scotland, a brief intervention that would be considered both clinically and cost effective would be a plausible go about (WHO, 2014). The brief intervention incorporates policy guidelines, training, as well as education on alcohol misuse to help patients and healthcare providers make informed decision on its applicability (Anderson et al. 2009). Brief interventions are preferred over other types, su ch as alcohol taxation because they aim to provide health and social support to alcohol abusers and thus they are more presumable to be motivated to help change attitudes towards harmful drinking (Institute for Alcohol Studies, 2013). Therefore, a plausible intervention should include various phases such as planning, preparing other stakeholders for the intervention, establishing an intervention team, identifying consequences/benefits and harms as well as sharing information on the intervention with the relevant stakeholders and ensure that informed consent from users of the intervention is put in to consideration prior to implementation (Holland, 2016).Monitoring and evaluation of the intervention Monitoring and evaluation of an ABI is fundamental in ensuring that the intervention is fit for purpose and delivers expected outcomes to those in need of care (National Collaborating Centre for Methods and Tools, 2010). Monitoring and evaluation of an intervention follows a set of crite ria which measures the effectiveness of the intervention such as the RE-AIM model which aims to evaluate the Reach, Efficacy, Adoption, murder and Maintenance (Glasgow et al. 1999). For example, the Reach category puts in to consideration the proportion and characteristics of alcohol abusers that access the intervention and can be assessed on an individual level which aims to provide first-hand information on what patients thoughts are (NICE, 2014). However, given the difficulty in accessing information on the non-respondents it is challenging to establish why the intervention was not deemed essential to pillowcase their needs and therefore, this creates challenges quantifying the cost effectiveness of an intervention that was designed to reach a large proportion of patients (Vogt et al. 1998). Efficacy of the ABI considers the measuring of both positive and negative outcomes to ensure that a balanced evaluation of evidence is assessed on the value of the intervention to individua ls who want to reduce alcohol misuse (National Collaborating Centre for Methods and Tools, 2010). Additionally, the ABI should aim to collect behavioural, biologic, and quality of life outcomes which are fundamental in assessing whether patients are benefiting from the program or otherwise (NHS Scotland, 2017). Additionally, it is essential to establish if payors are investing in a worthful intervention, and if healthcare professionals are delivering the strategy correctly or it needs to be adapted for each individual to optimize outcomes (Kaplan et al. 1993).The adoption of the ABI takes in to perspective the proportion of care settings utilising the intervention across Scotland (NHS Scotland, 2017). This could be within the community, hospitals, and work and leisure settings to ensure that the hard to reach populations are given the opportunity to access the intervention without incurring significant costs (Alcohol Focus Scotland, 2017). Although direct observation may provide mea surable outcomes, audits, surveys and interviews may provide further evidence to support the monitoring and evaluation of the ABI (Scottish Government, 2017). Similarly, the implementation and maintenance of the ABI is fundamental in assessing the extent to which the intervention has been executed in the real world setting as intended, as well as the extent to which the intervention is sustained over a pre-specified period of time (WHO, 2014). Implementation can be assessed at an individual level, and maintenance may be accessed both at an individual and organisation level to ensure alignment and consistency in the delivery of the ABI. Nevertheless, the RE-AIM framework across the five categories is not often put in to consideration across settings to evaluate alcohol interventions, and therefore the time points for evaluation of optimal effectiveness of the ABI in Scotland are often dependent on amount of available resource within the care settings which make generalisability of fi ndings across settings challenging to ascertain (Institute for Alcohol Studies, 2013 Scottish Government, 2017).Conclusions Alcohol misuse presents a significant burden on the health and social aspects of adults in Scotland both in the nobble and long term. Given the quantifiable burden in the alcohol misuse related illness, crime and costs of management, this has necessitated a change in the harmful consumption levels of alcohol in Scotland through the implementation of ABIs in conjunction with national and local policies. The epidemiology of alcohol abuse in Scotland through existing literature from both primary and secondary data sources is key in providing a comprehensive insight in to the alcohol misuse circumstances over time, and how the issue can be addressed. Likewise, the implementation of ABI across care settings in Scotland ensures that the population at need is given access to care through education and training on the harms of excessive alcohol consumption in the shor t and long term.Additionally, this ensures that the patients are given the option to receive care, after informed consent, and are able to take control of their care. Therefore, healthcare providers have the duty of care to promoting confidence among alcohol abusers to help them come up with various coping strategies to change their attitudes and behaviours. For those that decline care, the opportunity to access care in the future should be provided, but most importantly their decisions should be respected. The monitoring and evaluation of the intervention should also encompass a set of pre-specified criteria such as the RE-AIM framework to establish effectiveness of the intervention as well as the cost effectiveness of the ABI over time.References Alcohol Focus Scotland. (2017) Alcohol licencing in your community how you can ca-ca involved online. Viewed 28 ring 2017 gettable from http//www.alcohol-focus-scotland.org.uk/media/133477/Community-licensing-toolkit.pdf.Alcohol Resear ch UK, 2014. Delivering Alcohol IBA Broadening the base from health to non-health context Review of the literature and scoping. London. Middlesex University.Anderson, P., Chisholm, D andFuhr, D.C., 2009. effectuality and cost-effectiveness of policies and programmes to reduce the harm caused by alcohol. Lancet online. 373(06), pp. 2234- 46. Viewed 28 troop 2017. Available from http//www.thelancet.com/journals/lancet/article/PIIS0140-6736(09)60744-3/abstractBrownson R., Chriqui J and Stamatakis K., 2009. 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Available from https//dspace.stir.ac.uk/bitstream/1893/21668/1/Fitzgerald_et_al-2015- Drug_and_Alcohol_Review.pdfGlasgow City Council, Strathclyde Police and NHS Greater Glasgow and Clyde, 2007. Glasgow City Joint Alcohol Policy Statement. Viewed 27 March 2017. Available from http//www.glasgow.gov.uk/CHttpHandler.ashx?id=3804p=0Glasgow R, Vogt T andBoles S., 1999. Evaluating the public health impact promotion interventions the RE-AIM framework. Am J Public Health online. 89 1322-1327. Online. Viewed 27 March 2017. Available from http//ajph.aphapublications.org/doi/abs/10.2105/AJPH.89.9.1322Griffin K and Botvin G., 2011. Evidence based i nterventions for preventing substance use disorders in adolescents. Psychiatr Clin N Am online. 19 (3) 505-526. Viewed 27 March 2017. Available from http//www.sciencedirect.com/science/article/pii/S1056499310000210Higgins JPT and Green S., 2011. Cochrane Handbook for Systematic Reviews of Interventions General methods for Cochrane Reviews online. Viewed 27 March 2017. Available from http//handbook.cochrane.org/front_page.htmHolland K., 2016 Staging an intervention for an alcoholic. Online. Viewed 27 March 2017. Available from http//www.healthline.com/health/alcohol-addiction-interventionOverview1Information Serviced Division, NHS Health Scotland (2015/2016) Alcohol-Related Hospital Statistics Scotland 2015/16. Online. Viewed 28 March 2017. Available from https//www.isdscotland.org/Health-Topics/Drugs-and-Alcohol-Misuse/Publications/2016-10-25/2016-10-25-ARHS-Report.pdf?12266176940Institute of Alcohol Studies, 2013. Economic Costs of Alcohol. Online. London. Institute of Alcohol Stud ies. Online. Viewed 26 March 2017. Available from http//www.ias.org.uk/Alcohol-knowledge-centre/Economics-impacts/Factsheets/Econ.Jones, L., and Sumnall H., 2016 Understanding the relationship between poverty and alcohol misuse. Centre for Public Health, Faculty of Education, Health and Community, Liverpool John Moores University, Henry Cotton Campus.Kaplan, RM., 2016. The Hippocratic Predicament Affordability, Access, and Accountability in American Health Care. San Diego, Calif Academic Press Inc 1993.Monitoring and Evaluating Scotlands Alcohol Strategy (MESAS) work programme.,2014. Evaluation of Scotlands Alcohol Strategy. Online. Viewed 28 March 2017. Available from http//www.healthscotland.com/documents/24485.aspxNational Collaborating Centre for Methods and Tools, 2010. Assessing the public health impact of health promotion initiatives. Online. Hamilton. McMaster University. Viewed 26 March 2017. Available from http//www.nccmt.ca/resources/search/70National Institute for Health and Care Excellence, 2005. Health Needs Assessment A practical guide. Online. London National Institute for Health and Care Excellence. Viewed 27 March 2017. 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Positive and Negative Affective Outcomes

Positive and Negative Affective OutcomesWork seek is a signifi masst problem in the industry. This article explains tension as posits of the job and a person inability to meet those demands. Stress can be both unconditional and nix. This research has examined the dictatorial and negative effects of filtrate. For convinced(p) melodic line term Eu examine is employ and for negative stress the term distress is used. This is a charter of one hundred and forty four employees from three New Zealand organizations about nerve-wracking work-related events, its effect on performance and moral of the employees. Unlike other studies this research has also focused on positive outcomes of the stress if stress is effectively coped. Cognitive estimate scale(CAS) was used for primary appraisal. The job related effective wellbeing scale ( jaws ) was used to m the congenator of the employees with their job. Factors which were identified as make do strategies for stress were systematic problem solving, social support, positive followup, self-controlling, confronted contend, escape-avoidance, accepting responsibility, and distancing. With respect to our research from this article we can recognise that stress can be both positive eustress and negative distress. From this research we can determine somewhat variables like Organizational and situational variables such as managerial style and support, work control, organizational culture and employment stability be likely to affect on employees stress. Individual difference variables such as misgiving personalisedity type and optimism/pessimism also restore how an employee takes stress.Article Positive and Negative Affective Outcomes of Occupational StressMuch research over the last ten-spot has emphasised the negative consequences of excessive work-related demands on an individuals physical and mental wellness and wellbeing. While there is as yet no single agreed-upon definition of stress, the enclose res earch defines it as a relationship surrounded by the person and the environment that is appraised by the person as taxing and endangering his or her well-being (Lazarus Folkman, 1984, p19). Occupational stress a starts from demands effd in the working environment that affect how one functions at work or outside work.Past research has predominantly focused on the negative aspects of stress. This is non surprising given the documented impacts of stress on health, wellbeing and work-related performance. However the positive psychology movement proposes that, instead of focusing on human pathology, research attention should also be directed towards positive health, growth and wellbeing (Seligman Csikszentmihalyi, 2000). It has been argued that stress is a part of life and cannot be avoided, and that stress can result in beneficial outcomes as well as negative ones (Selye, 1973, 1974). If negotiated appropriately, stress can be energizing, stimulating and growth producing for the i ndividual as abilities are extended and new accomplishments made (Quick, Nelson, Quick, 1990). There is increasing interest in the potential for positive outcomes from the stress process including stress-related growth and positive personal changes (Folkman Moskowitz, 2004 Somerfield McCrae, 2000). If a stressful situation is resolved successfully then positive, rather than negative, emotions may predominate alone there is a need for further to identify the stress-related processes associated with positive and negative emotions (Folkman Moskowitz, 2004). Good health encompasses more(prenominal) than just avoiding disease it also involves the attainment of positive wellness, emotional, intellectual, spiritual, occupational, social and physical (Nelson Simmons, 2003, p 98). Acknowledging the positive solution to the stress process may impact on how stress in the workplace is managed.Distress and EustressThe term eustress was coined by Selye to denote the positive aspects of s tress in contrast to distress representing the negative aspects (Selye, 1974). Other influential writers have also suggested that stress is not inherently maladaptive (Hart, 2003 Hart Cotton, 2002 Karasek, 1979 Lazarus, 1999 Lazarus Folkman, 1984 Tedeschi Calhoun, 2004). In the context of the workplace, stressful events can lead to perceptions of positive bene enclothe (Campbell-Quick, cooper, Nelson, Quick, Gavin, 2003 Nelson Simmons, 2003). However although m whatever researchers have investigated distress, eustress has been neglected until recently. Eustress is defined as a positive psychological reply to a stressor as indicated by the presence of positive psychological verbalises. Distress (or stress in keeping with common terminology) is a negative psychological response to a stressor, as indicated by the presence of negative psychological states (Simmons Nelson, 2001).Simmons and Nelson (2001) put up eustress and distress to be distinguishable by emotive state. Hope, meaningfulness and positive affect were significant indicators of eustress (Nelson Simmons, 2003). Meaningfulness is the consequence to which work appears to make sense emotionally and to be worth investing effort in. Hope is the belief that one has both the testament and the way to succeed. situate positive affect reflects a condition of pleasurable engagement, energy and enthusiasm. Eustress was also associated with task engagement or absorption (Campbell-Quick et al., 2003 Rose, 1987). Task engagement denotes being sky-high involved in and pleasurably occupied by the demands of the work at hand (Nelson Simmons, 2003, p 103). This is similar to the concept of flow (Campbell-Quick et al., 2003) in which people are so actively involved in the task that nothing else seems to matter (Csikszentmihalyi, 1990). Distress on the other hand is indicated by negative work attitudes and psychological states such as negative affect, anger, job alienation and frustration (Simmons, Nelson, Neal, 2001). Eustress is similar to the concept of morale defined as the energy, enthusiasm, team spirit and pride that employees experience as a result of their work (Hart Cotton, 2002, p. 102). Distress and eustress/ morale are not mutually exclusive they can encounter simultaneously in response to the same demand and are likely to result from different processes (Hart, 2003 Hart Cotton, 2002).The stress processThere is at least some consensus that stress should be seen as a process or interaction between demands and the individuals ability to deal with them (Sulsky Smith, 2005). One conceptualization of this process is the cognitive-transactional prototype (Lazarus, 1966). The focus of this puzzle is on individual and situational factors that interact with the appraisal of demands to produce outcomes (McGowan, 2004 Sulsky Smith, 2005).Antecedents to EustressThe transactional model considers stress to be a process involving appraisals of affright or scrap (primary appr aisal), header (secondary appraisal) and reappraisal.Primary appraisal involves a decision as to whether a demand (potential stressor) is both relevant and stressful in that it is seen to represent a potential little terror to the individuals goals, beliefs or expectations (Lazarus, 1966 Lazarus, 1999). Demands can also be appraised as irrelevant or relevant and benign. A demand appraised as irrelevant or as benign (offering the regain to preserve or enhance wellbeing) does not initiate the stress process as there is no potential scourge to overcome (Lazarus, 1999). If a demand is appraised as relevant and stressful then further appraisal takes place. Stressful appraisals include an appraisal of bane or loss, where the individual perceives the demand as majestic the resources available to cope with it but also of challenge, when resources are high relative to the demand and there is potential for mastery and personal growth (Lazarus Folkman, 1984). Threat and challenge appra isals represent distinct constructs and are associated with different patterns of physiological arousal (Quigley, Barrett, Weinstein, 2002 Tomaka, 1993 Tomaka, Blascovich, Kibler, Ernst, 1997) subjective experience of strain and affect (Maier, Waldstein, Synowski, 2003), coping expectancies and performance (Boswell, OlsonBuchanan, LePine, 2004 Skinner Brewer, 2002). Threat and challenge appraisals represent distinct constructs and can occur simultaneously (Lazarus Folkman, 1984).Whether a challenge or threat was initially appraised, in order to reduce the demand some form of coping action is taken (Lazarus Folkman, 1984). Coping responses are influenced by initial appraisals. Challenge appraisals have been associated with more use of problem-focused coping (Bjorck Cohen, 1993 McCrae, 1984) while threat appraisals were conjugate to more emotion-focused coping (McCrae, 1984). While some coping research has linked emotion focussed coping with an increase in distress, the effec tiveness of any particular coping strategy depends on its appropriateness (Folkman Moskowitz, 2004 Lazarus Folkman, 1984).Hypothesis 1 Challenge appraisals will be positively associated with task-focused coping.Hypothesis 2 Threat appraisals will be positively associated with emotion-focused coping.Research has predominantly focussed on negative outcomes and has except recently acknowledged that positive emotion can arise in stressful situations as a result of effective coping. Coping responses such as relaxation, direct action/task focussed coping and positive reappraisal can lead to the experience of increased positive affect while inappropriate or maladaptive coping responses may lead to negative affective reactions (Folkman Moskowitz, 2004). Eustress is not simply the result of a positive experience with positive events. It arises from effective negotiation of the stress process rather than a process of inactive savouring (Simmons, Nelson, Quick, 2003).Hypothesis 3 Eustres s will be positively associated with task-focused coping.Hypothesis 4 Distress will be positively associated with emotion-focused coping.Outcomes of EustressEustress has been shown to have a positive impact on subjective as well as objective performance (Skinner Brewer, 2002 Tomaka, 1993), possibly as a result of the increased motivation provided by task engagement.Hypothesis 5 Eustress will be positively associated with rejoicing with the outcomes of the stress process.Hypothesis 6 Distress will be negatively associated with satisfaction with the outcomes of the stress process.Over the long term eustress may result in positive changes in wellbeing, growth, flexibility, adaptability and performance (Quick et al., 1990), while distress may give rise to the stress outcomes commonly discussed in everyday language, for example the negative effects on physical and psychological wellbeing. Simmons and Nelson (2001) found that eustress was related to positive perceptions of health among nurses. Edwards and Cooper (1988), in a review of research on the effects of positive psychological states on health, found that positive psychological states produced an improvement in health both directly through physiological processes and indirectly by facilitating coping with stress (Edwards Cooper, 1988). Although long-term outcomes are beyond the scope of the present study, an increase in motivation, work performance and positive work-related affective states may also increase long-term job satisfaction.MethodThree New Zealand organizations participated in the study. These were a general sector organization where fulltime administrative, clerical and management roles predominated a retail business with part-time and full-time roles and a University department including fulltime t apieceing, research and administrative roles. Response judge for the three organizations were 52% (85 responses), 44% (26 responses) and 34% (33 responses) respectively.Participants were 74 males (51%) and 67 females (47%). Ages ranged from 18 (11%) less than 21 years, 50 (35%) between 21 and 36 years, 54 (38%) between 37 and 55 years, and 21 (25%) above 55 years in age. Three respondents did not indicate age or gender. The mean time respondents had spend within their on-line(prenominal) organization was six and a half years (SD = 7.32). There were significant differences between the three organizations only on tenure (F(2,132)= 15.62, pMeasuresBefore answering the questions on appraisals and coping, participants were asked to identify one specific stressful event they had recently experience at work and to answer the questions in relation to that event.Primary appraisals were assessed by the eight-item Cognitive Appraisal Scale (CAS Skinner Brewer, 2002). Four questions each related to threat and challenge appraisals. Question twain was reworded to relate to a work setting (grade changed to outcome) and all questions were given in the past tense to indicate an event th at had already been encountered. Although the CAS assesses both frequency and intensity for each item, no difference in responses were found between frequency and intensity rates (Skinner Brewer, 2002) and so were replaced by a six-point scale where 1 = strongly disagree and 6 = strongly agree.Questionnaire (WCQ) assessed coping strategies used by participants to manage their stressor event (Folkman Lazarus, 1988). The measure assesses actual coping (as opposed to trait coping) by focussing on how the recently experienced event was negotiated. The 66 items of this scale assess eight forms of coping planful problem solving, positive reappraisal, seeking social support, confrontive coping, escape-avoidance, distancing, self-controlling and accepting responsibility. Coping information were recoded into task-focused and emotion-focused coping as reported below.The Job Related Affective Wellbeing Scale (JAWS) was used to assess participants emotional reactions to their work (van Ka twyk, Fox, Spector, Kelloway, 2000). Participants were asked to rate on a scale of 1 to 5 the degree to which they had experienced 30 different emotions over the past 30 days. As the scale focused on recent emotional experience, it tapped state affect and is a valid representative of immediate stress process responses. The emotional responses covered two dimensions positive/negative affect and arousal. This provided four quadrants negative affect/low arousal (e.g. My job made me feel bored), negative affect/high arousal (e.g. My job made me feel anxious), positive affect/low arousal (e.g. my job made me feel calm), and positive affect/high arousal (e.g. my job made me feel enthusiastic). Skinner and Brewer (2002) found an association between threat appraisal and negative active affect (e.g. anxiety) but not negative deactivated affect (e.g. boredom) and between challenge appraisals and positive-active affect (e.g. excitement) but not positive deactivated affect (e.g. calm). Emotion s should be considered in terms of both valence and level of activation (Skinner Brewer, 2002). High-activation affective responses are consistent with the meaning of threat and challenge, or the need to act to avoid failure and its negative consequences on one hand or to achieve success and its benefits on the other. For the present research eustress was conceptualised as the positive affect/ high arousal quadrant and distress was conceptualised as the negative affect/ high arousal quadrant of the JAWS.The outcome measure for this study was a single item that asked respondents to rate their level of agreement with the statement I felt positive about the outcomes of the situation. Responses were coded so that 1 = strongly disagree and 6 = strongly agree. The limitations of this measure were recognised and addressed as far as possible during the information analysis. Performance and other outcome data were not available for this study. To correct for the unreliableness of the singl e outcome indicator the error term was improve at a specific value (Bollen, 1989). The fixed value was determined by multiplying the proportion of error variance (1 rho) of the indicator by, the variance of the indicator, where rho =.80.Statistical AnalysesA two stage approach was adopted for the data analysis using confirmatory factor analysis (CFA) and geomorphological equation modelling (SEM see Anderson Gerbing, 1988 Schumacker Lomax, 1996). Stage one involved the building of measurement models for each of the measures used in this study. The rationale for building measurement models is that it allows for the stovepipe indicators of a construct to be identified and thus provides evidence for validity of the measure. Given the current sample size it was decided that for the final structural model at least four items for each construct would be used. In essence, this not only increased the subject-variable ratio but also served to identify the most unidimensional set of item s to specify a construct. Unidimensionality is an important aspect when exploring structural relationship between various constructs as clear unambiguous measures allow for better predictive validity (Anderson Gerbing, 1988 Schumacker Lomax, 1996).For the CAS a two factor model, challenge and threat, was well-tried with the final model being specified with the strongest loadings in each subscale. For the JAWS only two factors were tested, high-pleasure high-arousal, and low-pleasure high-arousal, again using the best indicators for these hypothesized constructs.For the WCQ a second order measurement model was tested with eight factors planful problem solving (PPS), positive reappraisal (PR), seeking social support (SS) self-controlling (SC), confrontive coping (C), distancing (D), accepting responsibility (AR) and escape avoidance (EA). The four best fitting items were used to specify each factor (Anderson Gerbing, 1988). For the full structural model two higher-order factors (t ask-focused and emotion-focused coping) were specified using subscale scores as observed indicators. Task-focused coping strategies were planful problem solving, positive reappraisal, seeking social support and self-controlling. Emotion-focused coping strategies were confrontive coping, distancing, accepting responsibility and escape avoidance.Having identified the measurement models for each factor a structural model was specified using the hypotheses stated above (see Figure 1).FIGURE 1 OMITTEDModel FitFor all CFA and SEMs both absolute and incremental goodness-of-fit indexes were used. Absolute fit was assessed using the chi-square statistic. Incremental goodness-of-fit measures were the comparative fit index (CFI Bentler, 1992), Tucker-Lewis index (TLI) and the root mean square error of approximation (RMSEA Steiger Lind, 1980). The CFI and TLI indexes have coefficient determine ranging from zero to 1.00, with values of .90 and higher being traditionally viewed as representing good fit (Bender, 1992). Fit values for the RMSEA suggest adequate fit where values fall between .08 and .10 and pleasurable fit where RMSEAs are below .08 (Byrne, 2001 MacCallum, Browne, Sugawara, 1996) Hu and Bentler (1999) suggest that a RMSEA less than or equal to .06 indicates good model fit (Hu Bentler, 1999).ResultsThe results for the measurement models are presented in circuit card 1. For the CAS the model fit was good and suggested a reasonable approximation to the data. The reliabilities were .78 and .72 for the challenge and the threat scales respectively.For the WCQ model fit was again reasonable. For each of the lower order factors the reliability estimates were planful problem solving =.66, social support = .66, positive reappraisal = .79 self-controlling = .63, confrontive coping = .69 escape-avoidance = .77, accepting responsibility = .60, and distancing = .56. For the higher order factors, task-focused and emotion-focused coping, the reliability estimates were . 74 and .65 respectively.Results for the JAWS again suggested that the specified two factors were reasonably approximated with reliability estimates of .90 for the positive affect high-arousal (eustress) and .81 for negative affect high-arousal (distress).Correlations, means and standard deviations are presented in Table 2. As expected, challenge appraisal was associated positively with task-focused coping, with eustress and with subjective performance. Although threat appraisal was positively associated with emotion-focused coping it was not associated with distress or subjective performance. Task-focused coping was associated with emotion-focused coping, suggesting that respondents who used more task-focused strategies also used more emotion-focused strategies. Emotion-focused coping was positively associated with distress and negatively associated with subjective performance. Eustress and distress were, respectively, positively and negatively associated with subjective performance .All results for the final structural model were standardized. For the final model the goodness-of-fit was reasonable (chi square = 734.1 df = 294 TLI =.92 CFI = .93 RMSEA = .10). All specified paths in the model were statistically significant and in the hypothesized direction (see Figure 1).Hypotheses 1 and 2, that challenge appraisals would be associated with task-focused coping and threat appraisals would be associated with emotion-focused coping, were supported. Hypotheses 3 and 4 that linked eustress and distress to task and emotion-focused coping respectively were also supported. With regard to subjective perceptions of performance in the stress situation, hypotheses 5 and 6 were supported. Eustress was positively associated and distress was negatively associated with subjective performance. Overall the results support the hypothesised model.DiscussionThe aim of this study was to investigate the antecedents and outcomes of the stress process and to include positive (eustress) and negative (distress) affective outcomes. The research showed support for the hypothesised structural model. The relationships between primary appraisal and coping support one of the key propositions of the cognitive-appraisal model of stress the survival of coping strategy is affected by appraisals as to whether a demand represents a threat or a challenge.Previous research has found threat appraisals to be associated with greater use of emotion-focused coping (Lowe Bennett, 2003) and this was supported by the present study. Emotion-focused coping was in turn associated with distress and dissatisfaction with outcomes. Challenge appraisals were not related to emotion-focused coping but were related to greater use of task-focused coping strategies. The implications of these findings for stress management in organisations are considered below.As predicted, challenge appraisals were associated with eustress and perceptions that the stress processes had been effectively managed. The choice of coping strategies was also an important influence on affective outcomes task-focused strategies which focused on addressing the demand were associated with eustress while emotion-focused strategies which failed to address the demand were associated with distress. This suggests that, as proposed by Lazarus and Folkman, when people baptistery a demand it is not the demand in itself but the ways in which the demand is managed that impact upon outcomes.Implications for researchThe outcome measure in this study was limited to self-reported satisfaction with the outcome of the stress process. Further investigation should examine a broader range of outcomes including objective measures of performance and long term variables including physical and psychological health, both of which have been shown to be affected by work-related stressors. Further research is also needed to address several other issues including the precursors to threat and challenge appraisals and mediators of t he stress process.A range of factors may affect primary and secondary appraisal processes. Individual difference variables such as anxiety (Skinner Brewer, 2002), personality (Penley Tomaka, 2002) and optimism/pessimism (Riolli Savicki, 2003) have been linked to differences in appraisals, coping and outcomes. Organisational and situational variables such as managerial style and support, work control, organizational culture and employment stability are also likely to impact upon the stress process. Further research into these factors is important to help build effective strategies for managing workplace demands.Implications for practiceWork-related stress is a major problem with serious implications for health and wellbeing but managing it is far from straightforward. This may account for the documented ineffectiveness of stress management interventions(Beehr ODriscoll, 2002 Sulsky Smith, 2005). In managing the stressors at work, it is important to identify, assess and control s tressors, but also to avoid removing the rewarding aspects of the job. Distress is not the inevitable consequence of occupational stressors when demands are managed appropriately growth and positive change can occur as challenges are faced and overcome. Although distress has become a major concern, it is often not feasible to remove all stressors from work and this may not in fact be desirable. Recognition of the potential for positive outcomes of the stress process raises the possibility of identifying ways to increase the task-focused management of work-related demands to increase enjoyment, satisfaction and performance. The challenge lies with providing the tools required to increase the effective management of workplace demands.Any suggestion that cognitive-appraisal models of stress imply that stress is an individual problem, best addressed by tenet positive appraisal and coping, is flawed. Primary appraisal includes a subjective assessment of the balance between demands and r esources. Increasing resources or reducing demands is more appropriate and more consistent with legal requirements than attempting to retrain individuals to appraise demands positively, and educational activity in effective coping has been shown to have only limited impact(Folkman Lazarus, 1988). Coping strategies are rarely used singly, and no one strategy or combination of strategies is always effective. The ability to use a repertoire of coping strategies flexibly is important. One component of stress management could be to encourage the use of task-focused and flexible coping behaviour and to promote learning that can be generalised to new situations, but stress management begins with consideration of organisational issues. Leadership, peer support, organisational culture and policies, work design and reporting arrangements are important as are job analysis, staff selection and training to enhance role clarity and the fit between the person and the work environment. Effective systems for motivation and performance management are essential.

The Manager From Uzbekistan English Language Essay

The Manager From Uzbekistan English Language Es evidenceThis term, the tutor from Uzbekistan is heading to Malaysia, to the beautiful rural of forests and mountains, located in southeast Asia. Malaysia is a very interesting country that combines the features of the West and einsteinium conclusions, it uses the development system of the Western enculturation, still at the same time, re primary(prenominal)s the traditions of the East. The heap, who live there, Malaysians, ar really proud of their country, their history and their market-gardening. The formation of the Malay culture was enamord by m each nations in the past, including local inhabitants, Malays who moved there, Chinese and Indian traders and, of course, the British colonizers. Even now the Malaysia is a multicultural country, where people of different nations live and cooperate together, especially Malays, Chinese, Indians and Eurasians. The unity is similarly supported in Malaysias motto, which is directly translated as Unity is Strength. The Malaysian constitution proposes the freedom of religion, nevertheless, it has clearly stated that the Islam is the master(prenominal) state religion and Malay is the main speech. British influence bed be observed in Malaysias governance as Malaysia is a constitutional monarchy with a king, who is a head of state, the Malay constitution is also base on English Law. I personally think that for Uzbek manager it wont be as hard to understand Malaysian culture as we down the same religion and some similar traditions, but anyway allows help him.Hofstedes frameworkLets look at the Malaysia in the framework of the Hofstedes simulation, which measures such cultural dimensions as the ply distance, individualism and collectivism, uncertainty avoidance, masculinity and femininity, long-term and short-term orientations.Power distance harmonise to (http//geert-hofstede.com/malaysia.html), power distance is the degree, by which the society tolerates the inequality of power and authority and the division on social stratas. In other words, are people comfortable with the idea that their society consists of poor people as easy authoritative and powerful people? The statistics from (cont) show that Malaysia has a very high score of 104 in power distance force, which means that inequality of people is encourage in this country, there is a self-colored hierarchy and every person has his own place. In the organizations, boss or manager is the source of power and his decisions are mightily like the law, so they must be performed by lower ranking employees without any challenges. Anyway, lower ranking employees always expect to be told what they should do. In addition, it means that contact with the boss can be achieved altogether through the command line. correspond to (http//typeandculture.org/Pages/C_papers93/20Ismail.pdf), survey showed that 69,4% of Malaysian managers use the sensing-judging style or single out style of chat with their subordinates, they always control and tell employees what to do.Individualism and collectivism Further dimension, individualism and collectivism, as it can be dumb, refers to how people are enured in the culture as an individual person or they tend to belong to a certain group, in other words, do people say I or we about themselves. The statistics from (cont) show 26 low score in individualism index, which means that collectivism is more than(prenominal) developed in Malaysia. people belong to a certain groups and there is a strong relationship between the group members, so that the group members always take care of each(prenominal) other. Success is considered to be the result of the group work performance. The individual person who doesnt belong to any group isnt respected and even counted. correspond to (http//www.idjrb.com/articlepdf/malaysiamanagers.pdf) there are draw plays of Malay proverbs promoting collectivism and here are the few A heavy load should be borne together as sound as a light load ,As a bamboo conduit makes a round jet of water, so taking counsel together rounds men to one mind.Uncertainty avoidance The tercet dimension is uncertainty avoidance referring to(http//www.contentfy.com/malaysia-analysis/) , which shows the degree by which cultures are afraid of uncertainty and try to avoid it. Again the statistics from (cont) shows 36 index, meaning that Malay culture is more tolerate towards uncertainty. While USA tries to control the uncertainty by rules or actions to minimize it, the Malay culture dont have against uncertainty rules and they just let it be the way it is. Due to risk about future, people are more flexible to changes there.Masculinity and femininity The next dimension is masculinity and femininity, which describes the main cultural traits of society. This time, referring to (cont) Malaysia has 50, which means that it has features of twain masculine and feminine cultures. Masculinity can be seen in pla cing male traits such as competitiveness, power and success as the main cultural values, whereas, for feminine cultures the important values are the life quality and relationships. Of course, most Malaysians work very hard in order to be successful, and, as a collectivistic culture, they also dont forget about importance of maintaining good relationship within the group, therefore Malays mostly try to combine both in the workplace.Long-term and short-time orientation Finally, I am charming sure that Malays as a people, who tend to have relaxed time nature and who value the strong relationships and success, would prefer long-term orientations as only long period of time can help to achieve success and strong relationships. In addition, (http//www.contentfy.com/malaysia-analysis/) states that Malaysians do non rely on the short term goals but rather they focus on long term goals to be achieved which make them one of the developing nations of the world.Halls modelNow we will find out the confabulation style of Malays using the Halls framework, which proposes that there are high-context and low-context communication cultures. I would surely state that Malays are the high-context communication culture. This decision is right with reference to (http//businesscommunication.org/wp-content/uploads/2011/04/09ABC05.pdf), which clarifies that high-context communication cultures take a crap close relationships, they use indirect messages and analogous language, and they widely use non-verbal messages in the communication.Close RelationshipsFirstly, Malays tend to build close relationships during communication. Malays are very hospitable, they always welcome their guests serving them with their traditional food and drinks. This tradition has been also utilize now in business meetings. The main intention here is to create a comfortable atmosphere for communication. The (same) notes that even during meetings, Malays prototypically try to build the relationship with his partner asking him a lot of personal questions. Only after that, the partners get to the business.Indirect messagesFurther, Malays are comfortable to use indirect messages. They talk around things and leave the message to be understood by the interpreter. For example, instead of telling the friend directly I motive the ride to home, they say Oh I am so tired and I need to go home on bus, expecting the message to be interpreted as a desire to get a ride. According to (same), in Malay culture, imputable to the mutual respect, it is impolite to tell straightly the desire as it sounds demanding, moreover, it is impolite to express negative feelings directly or to say no.Non-verbal languageThirdly, Malays use the non-verbal messages more in their communication, because their language contains less verbal information, as a result, the Malay interpreter is more sensitive to non-verbal language. For example, according to (same), in Malay culture if the boy acts impolitely by interrupting elders, the long-lasting look of parents is understood by the boy as a sign that he was rude, whereas in USA culture, the boy whitethorn just think that parents are listening attentively.Analogous languageFinally, according to (same), Malay language is more analogous. One word in Malay language has several meanings at the same time. For example, according to (same) the word beri that is translated as give has 12 meanings in the English language. These 4 factors surely demonstrate that Malays belong to high-context communication culture.Laurents modelLaurent has conducted a global research in order to compare the managerial styles in different countries.Managers authorityThe first interested question was to make love the spread of the managers authority outside of the organization in different countries. In my opinion, as Malaysia has a very high power distance, I am pretty sure that Malay managers are autocrats within the organization as well as in the society. Due to the collectiv istic culture, either manager is an autocrat in the group of union employees or more likely he belongs to the higher ranking group of managers.Bypassing hirarchySecondly, Laurent was interested in finding whether the employees are able to ring road the hierarchy for a benefit of effective work or not. According to (webintec), one of the Asiatic countries, China, has 66% of disagreement in bypassing the hierarchy. With reference to (http//typeandculture.org/Pages/C_papers93/20Ismail.pdf) , I put up that the Malay managers are the same as Chinese managers in their value systems. In Malaysia, the power distance is very high, so the bypassing is not appreciated, moreover, it is the sign of carelessness of authority.Manager is an seriousThirdly, Laurent wanted to know is it important for managers to know answers on all work-related questions. According to (webintec), Asian countries show the highest scores for this statement, agreeing that the manager should be an expert in the org anization. I think it happens because mostly, in Asian companies, people begin their career from the very beginning, getting promotion with time and expertise. So, as a manager who has experienced everything in the organization, it is important to know answers on all work-related questions. Therefore, the employees there cant become managers until they improve their knowledge to perfect. The manager who doesnt know the answer loses his face.Kluckhohn and Strodtbeck cultureNow it is time to focus on Kluckhohn and Stodtbecks cultural theories which will help us to determine the value orientations of Malays. There are six values to identify, they are the relationship with nature, time orientation, human nature, behavior, relationship with others and spatial use of goods and services.Harmony with natureAccording to (http//typeandculture.org/Pages/C_papers93/20Ismail.pdf), Malays live in harmony with nature. It means that Malays coexist with the nature in balance like it is proposed in Feng Shui. That is why there are still a great deal of forests in the Malaysia, according to (http//www.indexmundi.com/malaysia/resource-usage.html), 62,3 % of Malaysian area is still covered by forest. However, harmony also implies the partial usage of nature resources, otherwise, the furniture company couldnt operate without the supply of woods.Time orientationSecondly, (yes) states that the Malay culture focuses mostly on future in time orientation. This implies focusing on long-term goals and planning strategies to accomplish the future achievements. However, Malays also believe that changes in present leads to the success in future.People natureThirdly, (yes) determines that Malays view their peoples nature as neutral they think there are good people as well as unskilled people with reference to ying-yang . Malays trust each other, but they also dont forget about being careful. For example, according to (http//www.ediplomat.com/np/cultural_etiquette/ce_my.htm) for Malays the trust in partner is more important than the written contract, that is why the Malay may ask to repeat spoken business terms, but anyway signs contract for safety.BehaviorFurther, (yes) inform us that Malays behavior style is being. Being is all about our internal motives to do something that we value or enjoying our lives.Relationship with othersThen, due to the combination of the high power index and collectivism, the Malays are subject to hierarchical relation to others in society. In other words, people belong to groups, but depending on his social status. For example, higher ranking people would belong to elite group of high ranking employees.Spatial usageFinally, of course as a collectivistic culture, Malays prefer public spatial usage over private. Malays as a collective workers are used to public spaces. In my opinion, it would be the big room with the big table, where everybody could sit face-to-face in order to work together.Trompenaars modelFinally, we got to the Trompena ars model of cultural analysis, where we will distinguish between universalism and particularism, neutral and affective relationships, specific and diffuse relationships, achievement and ascription, sequential and cooccurring time approaches, internal and external controls.According to (http//www.via-web.de/universalism-versus-particularism/), Asian countries have particularism tendencies, therefore, the relationship is the determinant of what practices should be applied. For example, before thinking of business, Malays firstly build the relationship with their partner. Depending on level of trust and relationship gained, the terms of agreements may change. For Malays even the spoken contract terms are more crucial than those of written. According to (http//www.contentfy.com/malaysia-analysis/) , Malaysian culture is very neutral, which means that people there control their emotions. They dont show their thoughts and feelings. They try to orient more on reasons than on emotions to act upon. This happened due to the impact of the Asian culture, where respect to other people is emphasized through being neutral in feelings and calm.Thirdly, with reference to (http//www.stanford.edu/group/scie/Career/Wisdom/spec_dif.htm) , it is clear that most East Asian cultures tend to have diffuse relationships, where their relationship also spreads beyond the workplace. As a collectivism is developed in Malay, the new employees who enters the organization, also belongs to the company team, which means that he is interdependent on the group even beyond the office.The ascription is more practiced in Malaysia, because of the hierarchy and respect to elders. The statuses are condition depending on the age and authority. The following words from (http//www.ediplomat.com/np/cultural_etiquette/ce_my.htm) surely prove my words Malays judge people by who they are rather than what they do.Malay stance towards time is synchronous, according to (http//www.mindtools.com/pages/article/se ven-dimensions.htm), they see past, present and future as interwoven, and therefore their view of time is flexible. For example, (http//businesscommunication.org/wp-content/uploads/2011/04/09ABC05.pdf) notes that even on malay weddings, flexible time scheduling can be observed, because even if the wedding was announced to be held at afternoon, the guests were coming after twelve and even few in the evenings. However, this space is changing nowadays.Malays as people, who are Muslims, believe in external locus of control or or in fatalism with reference to http//www.contentfy.com/malaysia-analysis/. Fatalism is the strong believe that everything hap good as well as bad is happening by the will of the God, as a result, religious believers are driven by feelings combine with their religious faith.RecommendationsFor Uzbek manager, high hierarchy situation would be beneficial because the employees would perform everything told without a doubt, although manager should be active and tho ughtful as he is the only decision maker, excluding the boss. Also, if the manager would have a boss, he is strongly recommended not to challenge his decisions.The manager should keep in mind that, in Malaysia, where the collectivism is high, he is going to manage not individuals, but the groups. The performance of the groups is more effective than of individuals, if managed well. As the collectivism is encouraged, also it is advisable for manager to head to Malaysia in groups forrader or to enter the company group in order to be respected.Uzbek manager should be careful with decisions, because it is risky and difficult to make right decisions in such uncertainty atmosphere as it is found in Malaysia, especially if he hadnt lived there before.The combination of masculinity and femininity allows male as well as female manager to be sent there. Also, it means that manager should not only focus on succeeding on masculine values, but also he should make relationships with other manager s, as in such culture belonging to group plays an important role.Due to the long-term orientation, manager should be focused on improving performance and planning strategies in the long-run.According to (http//businesscommunication.org/wp-content/uploads/2011/04/09ABC05.pdf), Malays have strong feelings of hospitality, therefore they serve their guests with snacks and drinks. Moreover, this tradition is now being used in business meetings. In that case, our manager should at least try the servings to show respect against the partner. However, It is only the beginning, as this process only creates atmosphere for communication. According to (http//www.ediplomat.com/np/cultural_etiquette/ce_my.htm) , before getting down to business, Malays tend to involve the partner into a very long conversation with a lot of personal questions in order to build a trust and relationship, so, I would apprise our manager to be patient.According to (http//www.ediplomat.com/np/cultural_etiquette/ce_my.ht m), Malay businessmen may try to renegotiate even after drafted written contract, it happens because spoken contract terms are more important for Malays than written ones, therefore as a manager, be pitch for it. In addition, Malay businessmen will insist on concessions, but wont give up something in exchange, therefore plan several meetings before collapse.According to (http//businesscommunication.org/wp-content/uploads/2011/04/09ABC05.pdf) expressing the desire and expressing negative feelings is impolite for Malays, therefore as a high-context communication culture, they will be sending indirect messages and using non-verbal signals a lot. For our manager, it means that he should be more sensitive towards the expressed words searching for their hidden context and pay more attention to the non-verbal signals as they will help to rewrite the context more accurately.Dont bypass the hierarchy in Malaysia, you will lose your face.According to (webin tec), in Asian countries, the ma nager should be able to answer to any work-related question of the employee. If he couldnt answer, he loses his face, therefore, I advise our manager to be experienced, knowledgeable and to research on everything about companys operations.My personal suggestion is to be have to the change in the work atmosphere, as I am pretty sure that the group work of Malays will be conducted in one room, where it would be noisy and all people would be sitting face-to face and discussing everything together.According to (http//www.ediplomat.com/np/cultural_etiquette/ce_my.htm), Malays judge person by who he is, therefore, the manager should be elect appropriately by age, gender, background, family, previous status and so on. I would suggest that he should be a very experienced and knowledgeable senior manager, instead male, with a diploma from a famous university and with work experience in most powerful companies, in addition he should be from well-bred family, and also the important thing is that he should be powerful and from the high social stata.Keep in mind that Malays have flexible time nature, so dont be angry if he comes late, however, according to (http//internationalbusiness.wikia.com/wiki/Things_you_should_avoid_in_Malaysian_Business_Meetings), if you are hosting an event you should be punctual.According to (http//internationalbusiness.wikia.com/wiki/Things_you_should_avoid_in_Malaysian_Business_Meetings) left hands and feet is considered as dirty, therefore never use your left hand or legs to do something. However, business cards taken with both hands are the sign of respect. In addition, carefully examine the taken card as it is very respectful.According to (http//www.backpacking-tips-asia.com/malaysia-culture.html.UKqRcoc3aP1All),Malays are so polite that they cant say no , so dont be too trustful with yes answers.Avoid making meetings on Friday as it is the religious day and Muslims go to the mosque.If you want to invite to a dinner, keep in mind that they dont eat pork and dont drink alcohol in addition they eat Halal food.If someone gives you a gift, you should give something of the same value in exchange or invite somewhere, in addition, I would advise not to open the gift in the presence of gift presenter.Remove the shoes before entering someones houseAccording to (http//www.backpacking-tips-asia.com/malaysia-culture.html.UKqRcoc3aP1), if someone invites you, bring a gift but avoid wrapping it in white, blue or black as they symbolize death, also yellow too as it is a royal color.If you want to visit mosque, wear long clothing and cover your head.According to ediplomat, pointing with a finger is insult, keeping the hands in pocket is irritation and hitting fist into cupped hand is obscene, in addition, it is not allowed to touch someones head as head is considered as the home of the soul, so dont do all this.According to http//www.kwintessential.co.uk/resources/global-etiquette/malaysia.html, the family is considered as the cent re of the social structure, that is why elders should be always respected, and it is not allowed to smoke near to them.When introducing, you should first introduce senior or higher-ranking executives and women firstAccording to http//www.kwintessential.co.uk/resources/global-etiquette/malaysia.html, the concept of face is different here as it is the indicative of good name, characters and reputation of the generations. And you can easily lose your face if you criticize, disagree or insult someone if you earn shame to your group if you challenge an authority if you deny a request or dont keep your promise. It is also told that, face can be saved by keeping yourself calm.Dont smile as it has several good as well as bad meanings.There are lots of rooms for prayers in the streets, so dont mess them up with restrooms.To greet a person you should lightly touch someones both hands and then bring your right hand to your chest and say Salam. Handshake with women is not allowed, until she off ers it first. Just in case, simple smile and nodding is enough as a greeting.

Essay --

Another major principle of Islamic is fairness. In Islamic banking, fairness is highlighted by dint of its operations which the dubious terms and condition transactions argon not engaged with Islamic banks. Terms and conditions needed in a transaction are disclosed in the agreement. In addition, everyone in the transaction can make informed decision which are not misled or cheated. Besides, according to article for WIBC on Islamic Banking and Finance, there is a clear division between the allowed and forbidden of the activities. For example, transactions involving alcohol, gambling, armaments, pork related products, and other socially detrimental activities should be avoided in Islamic Finance. In Islamic banking, there are still five main concepts which are profit and sharing, Wadiah, Musharakah, Murabaha and Ijarah. Profit and loss principle is actually base on mudarabah principle. Under this principle, profits go away be shared between owner of capital (financier) and the entre preneur on the basis of contractual agreement. However, financier will lost it money invest if the business fail. This means that, income from the money invest by financier is not guarantee. For wadiah, refund of the principal is guarantee by the bank. Depositor downstairs this principle might receive a share on profit of the banks business. Wadiah is safekeeping as their principal is guarantee in upright of demand although the profit of investment by bank is not guarantee. Musharakah is a joint enterprise or partnership business which both parties will get it on the business together. Under this principle, ratio of profit or loss pre-determined basic. After a certain periods, a party can terminate the joint menace gradually. Murabaha is another principle of Islamic ban... ...e in financial resources.The principle of Islamic is Syariah, it is developed through four main Islamic juristic schools which is Hanafi, Maliki, Shafi and Hanbali. However, Quran and hadith is the two mai n sources which the Shariah derived from. In Islamic finance, there are three major principles. Firstly, the prohibition of usury or interest (riba). In the delivery of Maulana Maudoodi, page 139, Riba can be defined as the stationary increase on the capital which collected against a fixed period. This means that interest is deal out as riba if the amount loaned is going doubled and re-doubled and it is given as consumption needs instead of productive needs. One of the examples of riba is rental income.According to Chapter 2, Verse 275 of the Quran, connote in trade activities although is sound like soft of riba but actually is encouraged by Islam but not for riba.

Television Violence Essay -- Papers TV Media Violent Essays

Television ViolenceDoes the violence you see on TV effect how you operate during the day? Does violence seen on TV effect the hit and behavior of our nation?s youth? That is the question on hand for this essay. The study of TV violence is important to our communities and nation not exactly because it is powerful to the way our children think and perceive the world, but also because it needs to come to a stop. What is extremely interesting is how long this has been an issue in our communities. Not only that, but there ar statistics, stories of mom?s about their children and their influences, a TV Ratings System, Web-Sites, editorials, and more(prenominal) circulating the Internet and literature worlds with information about TV Violence. It is time for you to join the circulation. According to the American Psychological Association, ?the average American has seen 8,000 televised murders and 100,000 acts of violence by the end of elementary school and has watched about 22,000 hours of TV and almost 18,000 murders in the media by the end of high school?(Sherrow, 7). It is stated that ?25 million households in the United States experience a violent crime or theft in a given year. And As of 1993, there were about 24,500 murders each year (on average, 470 a week) in America? (Sherrow, 10). And from the same book are the following upsetting facts ?Thirteen children, on average, die each day in a murder, suicide, or accident involving guns... School violence has risen with more than 100,000 cases of students assaulting teachers and more than 3 million assaults, rapes, and thefts each year. Damage to school property totals about $600 million annually? (Sherrow 10).The question is, are television programs behin... ...ces.? .Manson, Marilyn. Columbine Whose gap Is It?. Gurl-Pages.com. First published Rollingstone Magazine, Issue 815, June 24th, 1999. .Levine, Madeline. Viewing Violence How Media Violence Affects Your Child?s and Adolescent?s Develop ment. New York Double Day. 1996.Michigan State University (MSU). synergetic Guide for Parent?s on Television Content Ratings. .Rarey, Matthew A. Find Articles.com. ?V-Chip Investment.? .Saunders, Kevin. ?Television Violence becomes Societal Violence.? Mass Media Opposing Viewpoints. Ed. Byron L. Stay. San Diego Greenhaven Press. 1999.Sherrow, Victoria. Violence and the Media The Question of Cause and Effect. Brookfield The Millbrook Press. 1996.University of Indiana School of Journalism. Good Guys, Bad Guys and TV News How Television and Other Media Promote Police Violence.