Saturday, August 31, 2019

Understanding Human Behaviour

UNIT 4 Objectives UNDERSTANDING HUMAN BEHAVIOUR Indian Environment: The Changing Scenario After going through this unit you should be able to understand: †¢ importance of understanding human behaviour. Structure 4. 1 4. 2 4. 3 4. 4 4. 5 4. 6 4. 7 4. 8 4. 9 4. 10 4. 11 4. 12 4. 13 4. 14 4. 15 4. 6 Introduction Models to Understand Human Behaviour Implications for the Organisation Personality Determinants of Personality Type and Trait Approaches to Personality Theories of Personality Importance of Personality Attitudes Attitudes and Organisation Values Socialisation's Influence on Personality, Values and Attitudes Schein Socialisation Model Summary Self-Assessment Questions Further Readings 4. 1 INTRODUCTION It is very essential to understand human behaviour in today's world as the existence of the organisation depends op the employees/individuals.Without understanding human behaviour it is very difficult to work in an organisation. In order to understand human behaviour let us se e how the perception of human being has changed from time to time. All organisations are composed of individuals, with different personality, attitudes, values, perception, motives, aspirations and abilities. The main reason to understand behaviour is that individuals are different. No two individuals are similar. In the early studies, theories of organisation and management treated people as though they were the same; scientific management was based on the similarities among workers, not the differences.In contrast, modern theories of human behaviour are based upon the differences among people and how those differences can affect the organisation. Individual differences are many for example some employees are motivated to work and some are not. This can be due to several reasons, and can be known by further reading the unit. Before we proceed to understand human behaviour, it is better to know what the term `behaviour' means. Behaviour can be defined as a response/s which is observ ed directly/indirectly. Direct observation is possible by studying the responses of people to a work environment.Indirect observations are decision 5 Social Processes and Issues making processes and attitudes, in terms of results or how people describe them verbally. Human behaviour is very much unpredictable. In behaviour we cannot assume one set pattern of behaviour. Lavitt classified behaviour as: (i) Caused behaviour, (ii) Motivated behaviour, (iii) Goal oriented behaviour. From these observations it can be understood that behaviour is a dependent factor. By understanding behaviour one can predict, direct, change and control behaviour of individuals or group.There are generally four basic assumptions regarding nature of people: individual differences, a whole person, caused behaviour (motivation) and value of the person (human dignity). In an organisational set up it is essential for managers to understand behaviour. as they are constantly with people, interacting with them in t erms of communication (either written or oral) in terms of work (either by specifying the work and getting things done). Understanding past behaviour is important for developing effective human skills, and it also provides a framework for predicting behaviour.It also gives an idea to managers as to how behaviour is similar in certain circumstances and changing in changing environmental conditions. Another skill which an effective manager or leader needs is the ability to direct, change and control behaviour. Managers have to understand that there are-going to be individual differences among the employees, as no individual is similar to other. Each individual is unique by themselves. Then one has to understand that each individual has to be taken care of as a whole person by taking care of. his needs as well as training and making him up to date in terms of work.Ultimately human beings have to be treated with respect only then you can expect effective performance. With the following descriptions you will be able to understand the concept better. Dan's analyses the nature of people in terms of four assumptions. 1. Individual Differences Behaviour is the result of interaction between individual characteristics and the characteristics of the environment in which the behaviour occurs. Each person has a unique combination of characteristics. Some of these characteristics are present from birth; others develop over time. These can be called as inherited and learned characteristics.Although there are some inherited Table 1: Learned Characteristics and its Effect on Behaviour Characteristics Tolerance for conflict Relative importance of Behaviour Perceived role conflict Expressed job satisfaction Relationship found Less role conflict with greater tolerance for conflict â€Å"Extrinsic Managers† expressed less job satisfaction extrinsic versus intrinsic rewards Stronger work ethic associated with greater attendance High general interest of performance diversity a ssociated with better performance More stress with emphasis on external locus of control Value or work ethicAttendance Diversity of interests Salary based measure 6 Locus of control Experienced job stress characteristics, but these are very few, and not so significant. Learned characteristics are very important. Individual differences can be because of environment, personal and psychological factors. It is also due to physical and social factors. Learned characteristics are acquired as people grow, develop and interact with their environments. This is depicted by Table 1. `Environmental factors' are characteristics of the broader environment such as economic conditions, social and. ultural norms, and political factors that can affect the individuals behaviour. Personal factors include physical and personal attributes e. g. , age, sex, race, education and abilities, psychological factors are less observable. They are mental characteristics and attributes such as values, attitudes, pe rsonality and aptitudes that affect behaviour through complex psychological processes. These are studied, in the subsequent units. All aspects of the physical world that can be seen, heard, felt, smelled or touched are part of the physical environment of behaviour.The social environment of an individual includes relationships with family, friends, co-workers, supervisors and subordinates and membership in groups such as unions. The behaviour of others (as distinct from the individuals relationship with them) is also part of an individual's social environment. Any ‘norms, rules, laws or reward systems that originate with other individuals or groups help to form an individual's social environment. 2. A Whole Person Indian Environment: The Changing Scenario When an employee works in an organisation, the organisation takes care of that person by making him effective, as a worker and as a person. . Caused Behaviour (Motivation) People's behaviour is need based. By fulfilling these needs he is motivated positively and there occurs effective performance. So the management in the organisation has to take care of these needs in order to have an effective performance. The management can show them how certain actions will increase their need fulfilment and if not; how it decreases their need fulfilment. 4. Value of the Person (Human Dignity) People have to be treated with respect and as individuals and they can not be treated like machines as how scientific management use to treat them.By recognising them and treating them with uniqueness the value of the person gets increased. By this we can understand how the concept of treating human beings from machines to human capitals have evolved. If one accepts the fact that human skill development is necessary then managers and leaders must have necessary understanding in order to influence the behaviour of other people. It was felt that the managers acquire three levels of expertise. Firstly they have to understand the p ast and current behaviour, so that they are able to predict behaviour and than they learn to direct change, and control behaviour. . 2 MODELS TO UNDERSTAND HUMAN BEHAVIOUR Early classical approaches made the assumptions that people are naturally lazy and self-serving, neutral, or positive and self-motivated. In simpler terms they need to be pushed and controlled and kept under surveillance, never to be trusted to put in a good day's work by themselves. Economic rewards were the only one considered, and close autocratic supervision was suggested. Systems and contingency theorists viewed people as adaptable and felt that much of behaviour was learned and not attributable to predispositions to be negative or positive. Social Processes and Issues Likert, Mc Gregor and Bennis who developed and extended the findings of humanrelations theorists had a positive view of human nature. Employees were seen as striving for personal and social well-being. If left alone, they would work hard for th e intrinsic satisfaction of a job well done- The emphasis was on democratic decision making and leadership. Jobs were to be challenging and allowed the individual employee to be creative. Models of Human Behaviour Psychoanalytic Model: Freudian approach depends on conflict model of humans.By using clinical techniques of free association and psychotherapy Freud felt that behaviour is not always consciously explained. â€Å"Unconscious† is the major factor which guides the individual's behaviour. Freud felt that the individual's behaviour depends on three factors: (i) id, (ii) Ego and (iii) Super ego. Id: By Id it means pleasure. To certain degree of having Id in an individual is constructive but may also lead to destructive tendencies like being aggressive, dominating, fighting and generally destroy. This kind of instinctive is more dominating in childhood.But once individuals develop and mature they learn to control the id. But it is always unconscious. Throughout life the `i d' becomes important source of thinking and behaving. Ego: Ego represents `conscious' stage in one's behaviour. Though Id comes in conflict with ego, the ego depends on the super ego. Superego: It represents â€Å"conscience†. An individual is not aware of the superego's functioning. The conscience is dependent on two factors that is cultural values and moral of a society. Superego's development depends mostly on parent's influence.Once the child grows up the child will unconsciously identifies with parents value and morals. There is always tussle between id, ego and superego. The degree of each of them varies from person to person. So the variations in individual's behaviour can be better understood with the help of this model. But the modern theories have severely criticised this theory as it is not based on any empirical facts and as such it can not be accepted in totality. But the concept of â€Å"unconscious† is a significant contribution in understanding specific behaviour of humans. Existential Model: This model is not scientifically based.It's base is literature and philosophy. The existentialists believe that the depersonalising effects of this environment forces individuals to make their own destiny. So the individuals shape their own identity and make their â€Å"existence† meaningful and worthwhile to themselves. This is more true and happening in today's urbanisation. Because people have become so materialistic and busy, they do not have time for traditional values and norms and it becomes impractical sometimes to follow them. Existential model is, especially true when you are employed in today's world.Though this model is not scientific it can be definitely be used in understanding human behaviour. Internal vs. External Determinants of Behaviour Environment plays a major role in shaping behaviour and genetic endowment and personality development is influenced by our historical heritage. 8 Personality vs the Environment Both p ersonality and situational variables must be taken into account in order to explain an individual's behaviour but a focus on the environment is as important or perhaps slightly more important than focusing on personality traits.Indian Environment: The Changing Scenario Cognition vs the Environment To understand one's behaviour all we have to know is the individual's past responses to similar (stimulus) situations and the rewards or punishments that followed that response. There are two models which come out of these approaches: 1. Behaviouristic Model: In this model the behaviour is dependent on two factors i. e. , stimulus and response. Learning occurs with this kind of model. Pavlov and Watson with their research felt that behaviour can be best understood by stimulus and response.Behaviourist model is represented as: S – R (Stimulus-Response) 2. Cognitive Model: S-OR-R. This model emphasises the positive and free-will factors of human beings and uses concepts such as expect ancy, demand and incentive. Tolman with his experiments found that the basis of learning as of `expectancy' which is understood as one particular event leading to a particular consequence i. e. , goal. Human behaviour is based on these goals. The cognitive model is represented as: S – O – R (Stimulus-Organism-Response model) Both approaches see learning and the environment as having a major impact on behaviour.From these different approaches it can be said that: i) Behaviour is caused by instincts, genetic background and personality traits that are formed at an early age. Change is very difficult for the individual and that one's capacity is severely limited. Behaviour is mostly learned through our interactions with the environment. Present events rather than past events are important. Even though there are some limitations on. one's capacities, one is capable of great amounts of change. ii) 4. 3 IMPLICATIONS FOR THE ORGANISATION Behviour of individuals is caused, and follows a pattern, because of this, behaviour is unpredictable.Study of behaviour is however, rewarding and necessary for management. It is doubtful whether the manager can perform his tasks satisfactorily without developing a fair degree of understanding of the people around him. Any attempt to learn why people behave as they do in organisations requires some understanding of individual differences. Managers spend considerable time making judgements about the fit between individuals, job tasks and from these approaches it can be concluded that there is an overwhelming consensus that the, environment has a much greater effect than it is believed.The implications for organisations are important. It means that large areas of human behaviour are modifiable. Organisational design, training and development can have a profound impact on the behaviour of the members of an organisation. 9 Social Processes and Issues 4. 4 PERSONALITY Gordon Allport defined Personality as the dynamic organisa tion within the individual of those Psycho-Physical Systems that determine his unique adjustments to his environment. Personality can be described more specifically as â€Å"how a person affects others, how he understands and views himself and his pattern of inner and outer measurable traits. From this definition, it can be understood one's physical appearance and behaviour affects others. Understanding oneself means one is unique with a set of attitudes and values and a self-concept. Finally, the pattern of measurable traits refers to a set of characteristics that the person exhibits. Some of the other definitions are â€Å"Personality is a vehicle to integrate perception, learning, values and attitudes and thus to understand the total person. † â€Å"Personality is an individual's total sense of self, it is an organising force for the persons particular pattern of exhibited traits and behaviours. â€Å"Personality is the culmination of experiences and genetic influences. † Personality is influenced by the personal life and where he is working. 4. 5 DETERMINANTS OF PERSONALITY Personality is the result of both heredity and environment and also the situation. Heredity Heredity refers to those factors that were determined at conception. Physical appearance, temperament, energy level and biological rhythms are the characteristics which are generally influenced by one's Parents' i. e. , One's Biological, Physiological and Inherent Psychological Make up.The Heredity approach feels that personality of an individual is the Molecular Structure of the genes, located in the chromosomes. Environment Culture plays an important role in the formation of personality, i. e. , early conditioning, the norms among the family, friends and social groups. With the socialisation process in the group, personalities are altered over time. Situation Though an individual personality is constant, it does change depending on the situation. Different demands in different s ituations call forth different aspect of one's personality.The relationship of these three factors affects the formation and development of Personality. Psychological inheritance is entirely an internal contribution. Group and culture are the early environmental factors that form later behaviour. Family and social setting during the early stages of education are the important factors which influences the initial formation of personality. Whatever the child learns here lasts for life time. Later in life, it is the Peer groups or Primary affiliations at work, social activities which shape the Personality. 0 4. 6 TYPE AND TRAIT APPROACHES TO PERSONALITY Indian Environment: The Changing Scenario The traditional viewed individuals as Shy, Lazy, Melancholy, Ambitious, Aggressive. These were called a Traits. Groups of these traits were then aggregated to Personality types. Trait Approach Cattel (1973) identified 16 source traits/Primary Traits. These traits were found to be generally stead y and constant sources of behaviour. But there was found to be no scientific relevance.Figure 1: Sixteen Source Traits 1) 2) 3) 4) 5) 6) 7) 8) 9) 10) 11) 12) 13) 14) 15) 16) Reserved – Outgoing Less intelligent – More intelligent Affected by feelings – Emotionally stable Submissive – Dominant Serious – Happy go Lucky Expedient – Conscientious Timid – Venturesome Tough minded – Sensitive Trusting – Suspicious Practical – Imaginative Forthright – Shrewd Self-Assured – Apprehensive Conservative – Experimenting Group-dependent – Self-sufficient Uncontrolled – Controlled Relaxed – Tense In the type approach, several behaviours are seen as cluster characterising individuals with high degree of stability.Locus of control: People are assumed to be of two types: `Internals' and `Externals'. Internals are people who believe that much of what happens to them is controlled by their de stiny. Externals believe that much of what happens to them is controlled by outside forces. Machiavellianism: High Machs tend to take control, especially in loosely structured situations; Low Machs respond well to structured situations. High Machs tend to be more logical, rational and Pragmatic. They are more skilled in influencing and coalition building. Type ‘A’ or Type ‘B’People who are Hard-driving, impatient, aggressive, and super competitive are termed as Type `A' Personality. Those who are easy-going, sociable, laid-back and non-competitive are termed as Type `B' Personality. Type A people tend to be very productive and work very hard. They are workaholics. The negative side of them is that they are impatient, not good team players, more irritable, have poor judgement. Type B people do better on complex tasks involving judgement, accuracy rather than speed and team work. 11 Social Processes and Issues 4. 7 THEORIES OF PERSONALITYCarl Jung identified three basic assumptions in theory, 1) Personalities are developmental in that they are influenced by past and hopes for the future. 2) All people have the potential for growth and change. 3) Personality is the totality of a person's interacting sub-systems. Emotional Orientations Jung feels that the two basic Orientations of People are extroversion and introversion. Introverts are primarily oriented to the subjective world. They look inward at themselves, avoid ‘social contacts and initiating interaction with others, withdrawn, quiet and enjoy solitude.Extroverts are friendly, enjoy interaction with people, are generally aggressive and express their feelings and ideas openly. Managers should gain an understanding of themselves and learn how understanding others can make them better managers. Validity results showed that introvert/extrovert is really applicable to only the rare extremes. Most individuals tend to be ambiverts, that is, they are in between introversion and extrov ersion. Figure 2: Extroverts versus Introverts: Characteristics of Each Extroverts Introverts Likes variety and action. Tend to work faster, dislike complicated procedure.Are often good at greeting people. Are often impatient with slow jobs. Are interested in results of their job, getting it done and in how other people do it. Often do not, mind interruption of answering the telephone. Often act quickly, sometimes without thinking. Like to have people around. Usually communicate freely. Like quiet for concentration Tend to be careful with details, dislike sweeping statements. Have trouble in remembering names and faces. Tend not to mind working on one project for a long time uninterruptedly. Are interested in the idea behind their job.Dislike telephone intrusions and interruptions. Like to think a lot before they act, sometimes without acting. Work contentedly alone. Have some problems in communicating. Problem-solving Styles Jung identified two basic steps in problem solving: colle cting information and making decision. Collecting data occurs in a continuum from sensing to intuition. In terms of decision-making, it ranges from `thinking' to `feeling' types. Sensing-type: The person approaches the problem in a step by step organised way. The person works steadily and patiently with details.Intuitive type: One who does not show a lot of emotion, who can put things in a logical order and who can be firm and fair. The feeling type is very aware of other people, dislikes telling people unpleasant things and prefers harmony among people. 12 The interaction of these two aspects of problem solving results in four problemsolving types. 1) The sensing-feeling person likes to collect data in an orderly way and make decisions that take into account the needs of people. This person is very concerned with high-quality decisions that people will accept and implement. ) The intuitive-feeling person is equally concerned with the people side of decisions but the focus is on new ideas which are often broad in scope and lacking in details. 3) Sensing-thinkers emphasise details and quality of a decision. They are not as concerned with the people aspect of an organisation as with a technically sound decision. 4) Intuitive-thinking likes to tackle new and innovative problems, but make decisions primarily on technical terms. They tend to be good planners, but not so good at implementing. There is always a combination of these types in a person.General attitudes: The last personality sub-system Jung identified was general attitude work, namely judging and perceptive. Judging types like to follow a plan, Figure 3: Sensing Types versus Intuitive types: Characteristics of Each Sensing Types Dislike new problems unless there are standard ways to solve them. Like an established way of doing things. Enjoy using skills already learned more than learning new ones. Work more steadily, with realistic idea of how long it will take. Usually reach a conclusion step by step. Are patient with routine details. Are impatient when the details get complicated.Are not often inspired, and rarely trust the inspiration when they are. Seldom makes errors of fact. Tend to be good at precise work. Intuitive Types Like solving new problems. Dislike doing same thing repeatedly. Enjoy learning a new skill more than using it. Work in bursts of energy powered by enthusiasm, with slack periods in between. Reach conclusion quickly. Are impatient with routine details. Are patient with complicated situations. Follow their inspirations, good or had. Frequently makes errors of fact. Dislike taking time for decision. Indian Environment: The Changing ScenarioFigure 4: Thinking Types versus Feeling Types: Characteristics of Each Thinking Types Do not show emotion readily and are often uncomfortable dealing with people's feelings. May hurt people's feelings without knowing it. Like analysis and putting things into logical order; can get along without harmony. Tend to decide imper sonally, sometimes paying insufficient attention to people's wishes. Need to be treated fairly. Are able to reprimand people or fire them when necessary. Are more analytically oriented; respond easily to people’s thoughts. Tend to be firm minded.Feeling Types Tend to be very aware or other people and their feelings. Enjoy pleasing people, even in unimportant things. Like harmony. Efficiently may be badly disturbed by office feuds. Often let decisions be influenced by their own or other people's personal likes and wishes. Need occasional praise. Dislike telling people unpleasant things. Are more people-oriented; respond easily to people's values. Tend to be sympathetic. 13 Social Processes and Issues Figure 5: Judging Types versus Perceptive Types: Characteristics of Each Judging Types Work best when they can plan their work and follow the plan.Like to get things settled and finished. May decide things too quickly. May dislike to interrupt the project they are on for a more ur gent one. May not notice knew things that need to be done. Want only essentials needed to begin their work. Tend to be satisfied once they reach a judgement on a thing, situation, or person. Perceptive Types Adapt well to changes. Do not mind leaving things open for alterations. May have trouble making decisions . May start too many projects and have difficulty finishing them. May postpone unpleasant things. Want to know all about a new job.Tend to be curious and welcome new information on a thing, situation, or person. like to make decisions, and want only essentials for their work. On the other hand, perceptive types adapt well to change, want to know all about a job and may get overcommitted. Development of Personality: Erikson's eight life stages Erikson identified eight stages of life that characterise the unending development of a person. He characterised each stage by a particular conflict that needs to be resolved successfully before a person can move to the next stage. Howe ver, These eight stages are not totally separate, and the crises are never fully resolved.Movement between stages is developmental. Movement can even involve regression to earlier stages when traumatic events occur. Stage One, Infancy: During the first year of life a person resolves the basic crisis of trust vs. mistrust. An infant who is cared for in a loving and affectionate way learns to trust other people. Lack of love and affection results in mistrust. This stage makes a serious impact on a child that influences events for remaining life. Stage Two, early childhood: In the second and third years of life, a child begins to assert independence.If the child is allowed to control these aspects of life that the child is capable of controlling, sense of autonomy will develop. If the child encounters constant disapproval or inconsistent rule setting, a sense of self-doubt and shame is likely to develop. Stage Three, play age: The four and five year olds seek to discover just how much they can do. If a child is encouraged to experiment and to achieve reasonable goals, he or she will develop a sense of initiative. If a child is blocked 14 and made to feel incapable, he or she will develop a sense of `guilt and lack of selfconfidence'.Stage Four, school age: From ages 6 to 12, a child learns many new skills and develops social abilities. If a child experiences real progress at a rate compatible with his or abilities, the child will develop a sense of industry. The reverse situation results in a sense of inferiority. Stage Five, adolescence: The crisis of the teenage years is gain a sense of identity rather than to become confused about who you are. While undergoing rapid biological changes, the teenager is also trying to establish himself or herself as socially separate from parents.The autonomy, initiative, and industry developed in earlier stages are very important in helping the teenager successfully resolve this crisis and prepare for adulthood. Stage Six, youn g adulthood: The young adult (20's and 30's) faces the crisis of intimacy versus isolation. The sense of identity developed during the teenage years allows the young adult to begin developing deep and lasting relationships. Stage Seven, adulthood: During their 40's and 50's adults face the crisis of generativity versus self-absorption.Self-absorbed persons never develop an ability to look beyond themselves. They may become absorbed in career advancements and maintenance; and they may never learn to have concern for future generations, the welfare of organisations to which they belong or the welfare of society as a whole. Generative people see the world as much bigger than themselves. Productivity in work or child rearing or societal advancement become important to them. Through innovation and creativity, they begin to exert influence that benefits their organisation.Stage Eight, later life: The adult of integrity has gained a sense of wisdom and prospective that can truly help guide future generations. Sheldon: He labeled three body builds and certain Personality Characteristics they reflected. The three body types are: 1) Endomorph – Fleshy and inclined towards fatness. 2) Mesomorph – Athletic and inclined to be muscular 3) Ectomorph – Thin and inclined to' be fine-boned and fragile. The personality characteristics reflected are: Endomorph: Friendly, oriented towards people, seek others when troubled, slow to react, loves to eat.Mesomorph: Seeks physical adventure, needs and enjoys exercise, restless, aggressive, likes risk and chance, competitive. Ectomorph: Likes privacy, socially inhibited, quick to react and hypersensitive to pain. Indian Environment: The Changing Scenario Passages Theory Sheehy (1976) with her extensive research concluded that adults progress through five crises: 1) Pulling up Roots: This period occurs between the ages of eighteen and twenty two, when individuals exit from home and incur physical, financial, and emot ional separation from parents.They cover their fears and uncertainty with acts of defiance and mimicked confidence. 2) The Trying Twenties: This period is a time of opportunity, but also includes the fear that choices are irrevocable. Two forces push upon us — one is to build a firm, safe structure for the future by making strong commitments and the other is to explore and experiment and keep flexible as to commitments. 15 Social Processes and Issues 3) The Catch – Thirties: Approaching the age thirty is a time in which life commitments are made, broken or renewed.It may mean setting towards a new phase or calming down of idealistic dreams to realistic goals. Commitments are changed or they are deepened. There is change, turmoil, and often an urge to be out of the routine. The Deadline Decade: The ten years between the age of thirty-five and fortyfive represent a crossroad. This period is characterised by a re-examination of one's purposes and how the resources will be spent from now on. Renewal or Resignation: The mid forties bring a period of stability.The individual who can find a purpose and direction upon which to continue _ building his or her life, the mid forties may well be the best years. 4) 5) These stages are related to working places. It is expected that all employees face crises during their careers – Just as young people pass through identity crises, during their teenage years, adults too go through stages – insecurity, opportunities presented, opportunities forgone and lost, and either the acceptance of new challenges or resignation.These crises create the opportunity for an employee to alter his or her goals, commitments, and loyalties to the organisation. When employees reach their forties, they re-examine their goals and make important adjustments in their lives. Their personalities may undergo significant changes resulting in behavioural patterns quite different from his or her environment. Maturation Theory: Chr is Argyris has postulated a maturation theory of personality development that proposes that all healthy people seek situations that offer autonomy, ise interests, to be treated equally, and the opportunity to exhibit their ability to deal with complexity. Healthy individuals tend to move from immaturity to maturity: 1) 2) 3) 4) 5) 6) 7) From being passive to engaging in increasing activity. From dependence on others to independence. From having few ways to behave to possess many alternatives. From having shallow interests to developing deeper interests. From short time perspective to having a longer time perspective. From being in a subordinate position to viewing oneself as equal or superior. From lack of awareness of oneself to awareness of oneself,According to Argyris, healthy people will show the behaviours of maturity while unhealthy people tend to demonstrate childlike immature behaviours. Further, Argyris argues that most organisations tend to their employees like children, m aking them dependent. The manager who understands personality development is better able to predict these crises and recognise them as natural transitions that adults encounter. Neither trait nor type approach, or theories of personality presented help in predicting behaviour of an individual. The reason is, they ignore situational contexts. 4. 8 IMPORTANCE OF PERSONALITY 16Understanding of personality is very important because by determining what characteristics will make for effective job performance, it can aid in personnel selections; by increasing understanding of how personality and job characteristics interact it can result in better hiring, transfer and promotion decisions, and by providing insights into personality development it can help to anticipate, recognise and prevent the operationalising of costly defenses by organisational members. There are certain procedures by which personalities can be predicted: 1) 2) 3) 4) `Rating Scales' from peers or friends help in predict ing the ehaviour. `Experimental procedures' which help in the assessment of some characteristics of person. With the help of `Questionnaire' one can assess behaviour of the other, provided the answers are genuine. Projective Tests like Thematic Appreciation Test, Rorschach's Ink-Blot test help in predicting the personality of an individual. Indian Environment: The Changing Scenario These measures help in effectiveness of the organisation. 4. 9 ATTITUDES Attitudes are a way of responding either favourably or unfavourably to objects, persons, concepts etc. They are evaluative statements.They reflect how one feels about something. Attitudes are related to behaviour. It is an unidimensional variable, i. e. , positive or negative. They are hypothetical constructs. It is something inside a person. It may be observed but the attitude itself cannot. Attitudes in a person could be observed in three ways: 1) Direct experience with the person or situation. 2) Association with other similar per sons or situations. 3) Learning from others their association with the person or situation. `Direct experience' is the concrete experience stage of learning.Association is similar to abstract conceptualisation and generalisation. Learning from others is like reflection and observation. Attitudes evolve out of perception and learning process. One is not born with attitudes but acquires them through life experiences. But certain basic attitude of trust or mistrust occurs during the infancy. If a child's basic needs are met in a loving manner, the child will develop a sense of trust otherwise a sense of mistrust develops. The child also develops a sense of autonomy or shame and doubt. All these affects one's behaviour.And this linkage to behaviour is what managers are concerned with; and they also tend to understand the ways in which behaviour affects attitudes. 4. 10 ATTITUDES AND ORGANISATION In organisations, attitudes are important because they affect the job behaviour. These job r elated attitudes top positive or negative evaluations that employees hold about aspects of their work environment. There are three primary attitudes; job satisfaction, job involvement, and organisational commitment. Job satisfaction refers to an individual's general attitude towards his or her job, which is either positive or negative, i. . , satisfied or dissatisfied. Job involvement measures the degree to which a person identifies with his job, actively participates in it and considers his performance important to his self-worth. Organisational commitment is an orientation in terms of loyalty, identity and involvement in the organisation. These attitudes are measured so that behaviours like productivity, absenteeism and turnover can be predicted. Managers need not be interested only in understanding the attitudes of the people, but also in changing them. Since attitudes are learned they can be changed.Persuasive communications are used to change attitudes. But attitudes are slow t o change. Because they are based on deep-seated beliefs and values. I 7 17 Social Processes and Issues 4. 11 VALUES Values are encompassing concepts. American Management Association indicated that values are at the core of personality, and that they are ,powerful, though silent force affecting behaviour. Values are so embedded that it can be inferred from people's behaviour and their expressed attitudes. But values are a strong force in people.What may `appear' to be strange behaviour in an employee can make sense if managers understand the values underlying that behaviour. Rokeach (1973) â€Å"values represent basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. † Rokeach divided values into two broad categories: `Terminal values† relate to ends to be achieved e. g. comfortable life, family security, self-respect and sense of accomplishment. `Instrumental values' relate to means for achieving desired ends, e. g. mbition, courage, honesty and imagination. Terminal values reflect what a person is ultimately striving to achieve, whereas instrumental values reflect how the person get there. Values are so embedded that it can be inferred from people's behaviour and their perception, personality and motivation. They generally influence behaviour. They are relatively stable and enduring. This is because, the way in which they are originally learned. Allport (1951) identified six types of values. 1) 2) 3) 4) 5) 6) Theoretical – Places high importance on the discovery of truth through critical and rational approach.Economic – Emphasises to be useful and practical. Aesthetic – Places the highest value on form and harmony. Social – The highest value is given to the love of people. Political – Places emphasis on acquisition of power and influence. Religious – Concerned with the unity of ex perience and understanding of the cosmos as a whole. People in different occupations place different importance on the six value types. The knowledge that people have different types of values has led a few of the more progressively managed organisations to initiate efforts to improve the values – job fit in order to enhance employee performance and satisfaction.Texas Instruments for instance, has developed a programme to diagnose different value types and to match properly these types with appropriate work environments within their company. Some individuals, for example, are classified as â€Å"tribalistic† – people who want strong, directive leadership from their bosses; some are â€Å"egocentric† desiring individual responsibilities and wanting to work as lovers in an entrepreneurial style; some are â€Å"sociocentric† seeking primarily the social relationship that job provides, and some are â€Å"existential†, seeking full expression of growth and self-fulfilment needs through their work, much as an artist does.Charles Hughes, director of personnel and organisation development at Texas Instruments, believes the variety of work that needs to be done, in his organisation is great enough to accommodate these different types work personalities in such a manner that an individual and organisational goals are fused. 18 4. 12 SOCIALISATION'S INFLUENCE ON PERSONALITY VALUES AND ATTITUDES Indian Environment: The Changing Scenario Organisations play a major factor in people's lives and it has a significant impact on people's personality, values and attitudes.Socialisation is the process by which an individual adapts himself to the working environment and gains loyalty and commitment to an organisation. `Through this process, a person learns the goals of the organisation, the means to achieve those goals, an employee's responsibilities and accepted ways of behaving in the organisation. In addition, the person learns the organ isation's attitudes and values. As the person becomes socialised in the organisation, there is also a tendency to adapt to the attitudes and values of the organisation.Thus, the organisation influences the personality, values and attitudes of an individual. Stages of Socialisation 1) Pre-arrival stage: Individuals develop preconceived notions about an organisation based on previous education, work experiences and contacts with organisation. 2) Encounter with the Organisation: A person's initial orientation, training and experiences with other employees who exhibit the accepted attitudes in the organisation all influence and change the person. ) Change of the Person and Acquisition of the new attitudes and values: When a person works in a company, he or she gradually learns what is expected and begins to develop a new personality that is consistent with the organisation depending, the person works for sometime in the same organization. Socialisation process is not limited to the entr y point in an organisation. Rather, it is a continuous process throughout person's career path. Socialisation occurs every time employee makes a move in an organisation.As people move vertically up the organisation's hierarchy, they encounter different norms, values and attitudes. At the entry stage, employees must assimilate these new factors if they are to be successful, and the potential is there for an alteration of their personality. Economic conditions, competitions and technological advances can cause an organisation to change its basic orientation: The resulting adaptation will bring new forces to bear on each organisation member – forces which may alter personalities 4. 13 SCHEIN SOCIALISATION MODELSchein identified three ways in which individuals respond to the socialisation forces of the organisation and thus exert influence on their own personalities. 1) Rebellion: The new employee could attempt to fight the organisation. The result might be dismissal, or change i n the organisation, or change in the person (regardless of whether the individual wins or losses). 2) Creative Individualism: Where an employee accepts the organisation's values and attitudes which are important and rejects the others. The employee uses a combination of personal and organisational values in relation to the organisation. ) Conform: A person could simply conform to the organisational forces and exert very little influence on the organisation. 19 Social Processes and Issues Thus socialisation is a process that exerts influence toward changing personality. But previous socialisation, learning and attitude formation create forces that operate to maintain personality as a consistent type. Perceptual process filters socialisation forces in an attempt to maintain consistency between people's surroundings and their self-concept and it depends on strength ‘of these forces.Personality, Attitude and Values continue to develop and evolve over a time. To understand the proc ess of socialisation is necessary for a manager because it relates directly to work organisation. 4. 14 SUMMARY From this Unit, it was learnt that understanding human behaviour is essential for an effective manager, as it facilitates to achieve organisational goals better. The reasons for individual differences and approaches of understanding human behaviour are explained. It was understood from this unit, that attitudes are opinions about things.Values represent deep-seated standards by which people evaluate their world. The past plays an important role in the development of attitudes and values. Personality is the result of person's experiences and genetic influences. Approaches, theories and determinants of personality were explained. Finally, the process of socialisation in an organisation that alters one's personality, values and attitudes was discussed. 4. 15 1) 2) 3) 4) 5) 6) 7) 8) SELF-ASSESSMENT QUESTIONS Why should organisations give importance in understanding human behav iour? What is individual difference?What are the factors which affect individual differences? Describe various models in understanding human behaviour. Define value. Define attitudes. How are they similar? Different? What is the source of values and attitudes? Values have been described as the foundation of individual behaviour. On what basis do you think such a statement was made? Explain why personality is developmental in nature, what are the primary factors that influence the evolution of personality? Why are the first three stages of Erikson's model of personality so crucial to long-term ersonality development? How do the crises of these three stages relate to the crises of the remaining stages? Describe locus of control, â€Å"Machiavillianism† and type A or B as types of personality. 9) 10) Describe the differences between type and trait approaches. . 11) 12) Describe the sub-systems of Jung's Personality Theory. Also explain the four dimensions of the theory. Describe the socialisation processes and explain how it influences personality, attitudes and values. 20 4. 16 FURTHER READINGS Indian Environment: The Changing ScenarioB. Narayan and Bharati Sharma, 1993; â€Å"Behavioural Science in Management† Omsons Publications, New Delhi. Harlow/Hamke, 1975; Behaviour in Organisations Text, Readings and Cases, Little, Brown and Company. Randolph, Black Bown, 1989; Managing Organisational Behaviour, Richard Irwin, Inc. Stephen P. Robbins, 1985; Organisational Behaviour, Concepts, Controversies and Applications, Prentice Hall of India Private Limited, New Delhi. Terrence R. Mitchell, 1982; `People in Organisations', McGraw-Hill International Book Company. Terrence R.Mitchell, 1983; People in Organisations, An Introduction to Organisational Behaviour, McGraw-Hill International Book Company. The Myers-Briggs Type Indicator (Consulting Psychologists Press, Palo Alto, Cal. , 1962) is a very popular instrument for Jungian types. Please Understand Me b y David Keirsey (Prometheus Nemesis Book, Del, Mar, Cal, USA, 1978) is a good simple introduction to Jungian types based on Keirsey Temperament Sortex (70 item pair comparison questionnaire). Usha Haley and S. A. Stumpf in â€Å"Cognitive trails in Strategic Decision Making† (Journal of Management Studies, 1989, 26, 77-497) have discussed what Heuristics the four Jungian types use to gather data, and to generate and evaluate alternatives. Also the four types use different cognitive trails, and can consequently fall prey to biases that lurk in these trails. The Heuristics of biases of the four personality are: Types STs NTs SFs NFs Heuristics Anachrony Perseverance Availability Vividness Biases Functional fixedness and regularity and structure. Positivity and representativeness. Social-desirability and fundamental attribution Reasoning-by-analogy and illusory-correlation. 21

Friday, August 30, 2019

How Does Golding Show Conflict in Lord of the Flies? Essay

In lord of the flies, Golding presents a strong sense of conflict, between the boys, the boys and nature and the boy’s personal lives. The theme of conflict is an important one within the novel, as it helps to represent the disagreement and fighting of World War II which was happening during the time that Lord of the flies was written and that Golding experienced first-hand. Golding’s main message in Lord of the flies was how cruel men could be to one another and conflict is an obvious link to this idea. We begin to see conflict very early in the novel, even before the story begins, as Golding tries to introduce the key themes at the start of the novel. The boys are actually brought to the island itself by the conflicts of World War II. While conflict and violence is happening in the macrocosm that is the world, it starts to arise on the island, a microcosm of the world. We also see conflict and tension between Ralph and Piggy for a number of reasons. Ralph straightaway thinks of himself as superior to Piggy because he is physically more attractive and athletic then Piggy. While Jack is described as a ‘fair boy’ a stereotypical sign of goodness and pureness who ‘might make a boxer as far as width and heaviness of shoulders went’ and with ‘size and attractive appearance’ that ‘marked him out’. Piggy on the other hand is ‘plump,’ ‘shorter than the fair boy and very fat’. Ralph also mocks piggy by calling him by the nickname he dislikes. This is a deliberate act of cruelty as Piggy says confidently: ‘I don’t care what they call me..as long as they don’t call me what they used to call me at school†¦They used to call me â€Å"Piggy†.’ But Ralph ignores this and mocks Piggy, he ‘shrieked with laughter †¦Jumped up..†Piggy!†Ã¢â‚¬â„¢. He is also rude to him by disregarding his health problem, saying, ‘sucks to your ass-mar!’. This immediate superiority Ralph feels over Piggy and his cruelty towards him could be a representation of how people in society generally act and think, and the behaviour towards thinkers or people with disabilities, that appearance and physical attractiveness is important and superior and that health impairments such as very poor eyesight and asthma marks so meone out as being different and therefore strange. It is also important that Golding has shown that Ralph has the capability to be cruel. Although we later find out that he is a representation of democracy, Ralph as a person can’t be holey good but he can’t be holey evil either. This links to Golding’s main message of Lord of the flies, which was inspired by seeing the awful things men could do to one another: that man, no matter how good, democratic or orderly can be holey good and are capable of being cruel, mostly for no valid reason and often as a result of discrimination and hunger for power. We also see a feature of emotional conflict between the boys. Ralph’s father is in the navy, another person who contributes to the conflict within the world and the island. As well as this, he is not only in the navy but a commander in the navy and taught Ralph how to swim. When Ralph asks Piggy about his father, piggy ‘flushes suddenly’ and replies: ‘‘My dad’s dead’ he said quickly, ‘and my mum—‘†¦Ã¢â‚¬â„¢I used to live with my auntie†¦Ã¢â‚¬â„¢. His words give us the indication that his father is dead, his mother has left him and that his auntie used to look after him but no longer w ants him. His upbringing, especially in comparison to Ralph’s, makes him feel insignificant and upset and evokes pathos in the reader. From this, and his cockney accent (‘all them other kids’, ‘we was attacked’) we can conclude that Piggy represents the underclass in the 1950s. However, out of all the boys, the majority of which attended private school or were educated in grammar school, piggy is the best one, even though he has had to live in care and has been neglected through his childhood, all things which Golding uses to make the reader feel empathy and sympathy towards him. As a character, Piggy is the cleverest among the boys: ‘what intelligence had been shown was traceable to piggy’ but he is really a weak boy with good ideas. Golding could be making a point that your background does not necessarily determine how intelligent you are and that a lower class child can be very intelligent. We experience more tension between Ralph and Piggy due to Ralph’s attitude that he is superior, through linguistic conflict. Piggy continuously asks Ralph questions, such as ‘what’s your name?’, ‘you haven’t seen the others have you?’ and making comments and telling Ralph about himself: ‘My auntie told me not to run†¦on account of my asthma’ and ‘I expect we’ll want to know all there names’. He is enthusiastic and keen to talk to Ralph, possibly due to the usual lack of attention he receives back home. However Ralph ‘tried to be offhand and not too obviously uninterested’ and replied to Piggy’s comments with just a shake of his head or not even acknowledging him at all. As well as this, when Piggy asked Ralph his name he ‘waited to be asked his name in turn but this proffer of acquaintance was not made’. This yet again shows how Ralph thinks of himself as superior to Piggy and doesn’t feel he needs to treat or show piggy the same respect and interest that he gave to Ralph. Piggy also partly creates a gap between himself and Ralph by following Ralph and showing so much interest in him. Piggy ‘hung steadily at his shoulder’ and ‘stood by him, breathing hard’. This could show that Ralph has a natural sense of leadership about him which makes Piggy feel as though he should look up to him. However, it is mainly due to the fact that Piggy is neglected, of love and also friendship, which makes him feel he needs to attach himself to someone like Ralph. As well as this, Piggy is frightened by the prospect of ‘no grown-ups’ and needs a sense of authority, like Ralph, to latch onto. We can see how nervous and lacking in confidence Piggy can be, due to neglect as he ‘took off his glasses†¦then started to wipe them’, an action he seems to be doing all the time. This fidgeting behaviour is especially seen when Piggy is feeling particularly insignificant and upset talking about his upbringing: ‘†My dad’s dead,’ he said quickly, ‘and my mum—‘†¦. He took of his glasses and looked vainly for something with which to clean them on’. Another important conflict within the book can be seen between two of the main leaders, Ralph and Jack. Before the boys even interact with each other we can foresee that there will be tension between the two characters. Jack’s choir is describes a ‘creature’. This description could indicate that the choir (le d by Jack) cloud later become more savage, like a ‘creature’. As well as this, the colour black that Jack and the choir’s uniforms are made from is symbolic, with black being symbolising evil and bad things. The description of Ralph is set in antithesis of Jack – Jack is described as ‘black’ and ‘ugly’ and Ralph as ‘golden’. Later in the book we see that the two boys makes choices and live in ways that would be expected by their description, Jack as savage and cruel and Ralph as democratic and reasonable. Golding could be implying that one can make valid judgements from appearance. He also writes that Jack was ‘underneath the floating cloak†¦tall, thin and bony. His face was crumpled and freckled and ugly with silliness’. This description once again draws up an image of Jack being a ‘bad’ character because of his ugliness. However, by using the modifier ‘without t silliness’, Golding modifies the statement on Jack’s appearance, that although he is ugly, the children would not be able to laugh at him. This could represent Jack’s power and intimidation towards the other children through sheer appearance and manner. Jack also speaks in imperative sentences (e.g. ‘choir, stand still! ) and the boys ‘huddled together’ in fear of him and stand with ‘wearily obedience’. This shows us they are used to taking orders from Jack. We can also see that Jakc thinks of himself as having superiority, as he wants to be called by his surname ‘Merridew’. Jack is obviously from a posh background and will have been to private school. Having characters like Jack and Ralph as leaders, boys who attended public school, could be Golding’s representation of society, how many leading roles and responsibilities are taken by upper-class privately educated people, while many lower-class people, some who may be intelligent like piggy, are left behind, as they have not been in an environment where being confident and superior is normal and expected. When it comes to actually voting for a chief, ‘the most obvious leader was Jack’, described by Golding as ‘this was the voice of one who knew his own mind’. This shows us that Jack already asserts himself as a leader in opposition to that of Ralph who doesn’t. However it is Ralph who is chosen by the boys to be chief. It is not only ‘his size and attractive appearance’, but there was also ‘a stillness about Ralph†¦that marked him out’ and ‘most powerfully there was the conch†¦the being that had blown that†¦was set apart’. The conch links to democracy, order and civilised society and there is a link between Ralph, ‘the being that had blown that’, that the boys also see. Golding would have been making the point that the boys chose, even when they didn’t know him, Ralph, the link to democracy, order and civilised society, to be their chief because a democratic leader is the right leader to have and the boys can see this and therefore choose Ralph even without knowing him. When Jack did not get voted as chief, ‘the freckles disappeared on jack’s face under a blush of mortification’. This shows us how embarrassed, angry and upset Jack was for not being chosen as Chief. This could be a point of conflict between Ralph and Jack within the book, however Ralph tries to keep peace with jack and ‘looked at him, eager to offer something’. This demonstrates Ralph’s eagerness to be a good and fair leader. However, another point at which Ralph tries to avoid conflict between Jack and himself is when laughs at Jack’s name calling at piggy and says, ‘he’s not fatty†¦his real name’s Piggy!’. This brings Ralph and Jack closer and creates common ground between them but yet again demonstrates the fact that Ralph can be capable of cruelty. We also see Ralph’s attempts to avoid conflict with Jack over the role of leader by allowing jack that ‘the choir belongs to you obviously.’ This action gives Jack some leadership and makes him feel more powerful as well as foreshadowing Ralph’s later attempts to break the conflict between him and Jack and bring the two together again. Nearing the end of the chapter, we experience the boy’s conflict with nature. This is represented by Golding, when the boys go to push a rock down from its original place on the mountain top. During their attempt, ‘the great rock loitered, poised on one toe’. This behaviour, and other actions, is typical of the way humans have often treated the planet, destroying natural objects or areas from their original state for human need and want. Golding was aware that humankind is stupid enough to destroy the very land that gives it food and life and we see this idea explored further in the novel, when the boyâ₠¬â„¢s destroy a lot of food and firewood, elements that keep them alive, in a n uncontrollable fire. This, and the rolling of the rock, demonstrates that even if the boys are intelligent or strong humans, they will never really overpower nature and that it will always be in conflict with them. As well as this, the rolling of the rock down the mountain side is proleptic of Piggy’s death. We later also see that Jack experiences self-conflict. During Simon, Ralph and Jack’s expedition of the island they come across a pig which Jack tries to kill, but isn’t able to. He felt he couldn’t, as he understood ‘what an enormity the downward stroke would be’. The boys also ‘knew very well why he hadn’t: because of the enormity of the knife: descending and cutting into living flesh: because of the unbearable blood.’ This shows us that Jack is not yet be far enough removed from civilised society to be able to kill a pig. However, he ‘snatched his knife’ and ‘slammed it into a tree trunk’, saying, ‘Next time!’ and ‘he looked round fiercely, daring them to contradict’. This shows that his natural, evil, menacing and savage instincts are in him that only now on the island are recently coming across. Notice how Golding uses the verb ‘flesh’, a word which is not clearly specific to a pig and could easily be confused with the ‘flesh’ of a human. This shows us that when jack does ‘next time’ kill, his knife could be coming down into the flesh of a pig, or the flesh of a human. It is important that Golding has introduced the variety of conflicts in the first chapter, so that the key themes are established early on and can develop throughout the book and as to foreshadow events that will happen later on in the novel.

Thursday, August 29, 2019

PhD Program Essay

It is with distinct privilege that I seek to provide the committee of this University my application for a post-graduate PhD degree in Exercise Kinesiology. Equipped with the necessary skills and competence, I wish to impart the necessary information relevant in my application. In the end, it is my desire to showcase my relevant education and experience which had given me the opportunity to meet the necessary criteria for acceptance. The constant motivation and aim to improve has always been my constant objectives in seeking higher education. Acquiring the relevant concepts and theories can be an essential as I seek to balance the interplay between the real environment and the views presented in textbooks. Moreover, the experience can also serve as an avenue for teaching in my relevant profession. Having the sufficient training and schooling can permit a solid leverage over the things being given to students. Looking back at my educational background, I achieved my Associates of Arts degree in Santa Fe Community College, Gainesville on May 2005. By 2007, I finished my Bachelor of Science in Applied Physiology and Kinesiology at University of Georgia, Athens. Currently, I am due to graduate on December 2008 with an Education Master of Science in Exercise Physiology at the University of Miami. All these things have been significant in what I am right now. With regards to my work experience, I had been employed by Don Shulas Hotel in Miami as an exercise specialist/wellness coordinator. In here, I was given the responsibility of handling clients in various fitness levels. Moreover, I began creating strength plans for golf players in the hotel. It is with these encounters that I was able to apply the things I had learned in my education while at the same time obtain the necessary experience to be competitive in my realm. Also, recognizing the importance of reaching out to other people, I had also been a participant of a volunteer program last 2006. I became engrossed at Terwilliger Elementary School wherein I taught students with mental disabilities of basic motor skills. The fulfillment and satisfaction of seeing these kids learn has always been beneficial in my personal drive to teach. Similarly, it developed my interpersonal skill in handling different kinds of people. This I see is another crucial factor to be successful in my field. I also understand that the PhD program requires a research topic that will guide me throughout the program. Due to this, my interest shall focus on the effect of resistance training on diseased population such as diabetes, hypertension and cardiovascular diseases. I seek to provide to the expansion of literature by showcasing my study towards my colleagues. It has always been my overall goal to investigate relationships and provide added insight to my profession. But I still feel the dire need to be guided by professors who will impart their time and effort to lead me towards increased competency and growth. That is why, if given the opportunity, I would like to be under the tutelage of Dr. Borsa, Dr. Haas, and Dr. Hausenblass. With their help, I can maximize my potentials and at the same time pave the way for learning for students. In the end, I hope the committee shall consider my application. Your approval can be very beneficial not only to my personal goals but at the same time to individuals who share the same interests that I have. It is only through our hard work and determination can we achieve the changes that we desire.

Concerted activity and social networking Research Paper

Concerted activity and social networking - Research Paper Example The same rationale was applied in the case of Crawford v. Metropolitan Government of Nashville and Davidson County of 2009. In this particular case the court held that an employee might not be retaliated against for taking part in an organization’s investigation of a colleague’s complaint (Hogan, 2011). The courts even went on to award a $1.5 million to the staff member who had filed the lawsuit. Even the judge in the Thompson v. North American Stainless case appeared to concur with both judgments when he allowed for a man to sue for retaliatory for being fired just shortly after her spouse filed a sex discrimination charge against her employer who was also his spouse’s employer (Sprague, 2012). It was this kind of reasoning that informed the enactment of the National Labor Relation Act (NLRA) or the law governing the relationship between unions and organization’s management. ... Still the same line of reasoning held sway if a number of rulings that have been made in connection to disparaging remarks made in social media site on employers is anything to go by. The explosion of these social networking has brought about new employment-related issues to the organizations that companies should worry about very much. This explain why new issues like; online harassment and particularly in any of the social sites, theft of company’s secrets by bloggers and ranting from some quarters about YouTube, MySpace, twitter and any other social networking sites; have become common theme is employments seminars. Just as employers are trying to come up with ways and means of dealing with these challenges, a new debate has been kicked-off interrogating the question of whether internet postings constitutes Concerted Activity under the definition of National Labor Relation Act (NLRA).In this regard, NLRA is a law that was enacted in 1935 in order to protect the employeesâ⠂¬â„¢ rights in concerted activity (Smith, 2011). Although the law does not explicitly define what a concerted activity is, case laws have offered what can be looked on as the range of activities that make up concerted activities. These activities include; hour, wages, safety, working condition and also benefits. According to NLRA, these are the activities that should not be prohibited by any policy that a company might decide to implement. As a law, NLRA is the reference point of HR professionals and organizations when it comes to dealing with employees’ social media activities, and particularly Section 7 which provides that â€Å"employees have a right to self-organization, to form, join, or even help labor

Wednesday, August 28, 2019

Project 7 Essay Example | Topics and Well Written Essays - 500 words

Project 7 - Essay Example A positive (+) value indicates that there is a direct or positive relationship and a negative value indicates that there is an indirect or negative relationship. A direct relationship indicate that as A increases B increases with it and vice versa; while a negative relationship indicates that as A increases B decreases and vice versa. If r = 0, there is no relationship. The coefficient of determination is found by squaring the coefficient of correlation. According to Webster.edu (n.d.) it is a measure of the proportion of the variance in B that can be explained by knowing A and vice versa and provides one of the best means of for evaluating the strength of the relationship between two variables. In order to determine whether there is a correlation between the two sets of test scores we would first need to state the null hypothesis that is to be tested. According to Mason and Lind (1996) this hypothesis is called the null hypothesis and is designated H0. There is also an alternative h ypothesis that is designated H1; this indicates what would be the conclusion if the null hypothesis is rejected. In this case the null hypothesis would indicate that there is no correlation between both test scores and in the alternative it would indicate that a correlation exists. The null and alternative hypothesis is stated as follows. H0: Â µ = 0 H1: Â µ ? 0 We now need to determine alpha which is the level of significance.

Tuesday, August 27, 2019

News Analysis Essay Example | Topics and Well Written Essays - 2000 words

News Analysis - Essay Example For the purpose of understanding discourse and its types, a rigorous narrative analysis of news stories retrieved from the newspaper The Globe and Mail and CBC Network’s broadcast are used. The news story itself is related to Pope Benedict’s resignation that was announced on 11th February, 2013. Critical analysis of the story helped in understanding how the dominant discourses construct a story for the audience with structure of roles and point of views being the important factors, and helps them derive meaning out of it,. In the given story, moral, religious and legal discourses are apparent in the language used in the news paper article published in The Globe and Mail. The headline stated, â€Å"Pope Benedict’s sudden resignation reveals an independent mind† followed by a great deal of explanation about his modesty and him being knowledgeable of limits imposed on him by the moral obligations toward Church. The figure speech illustrates how the newspaper has declared Pope to have complete command over his decisions and who cannot be suppressed by external social variables. This is where the speech recognizes his legal right of being independent. Legal discourse is also apparent in the news article due to phrases like reasonably solid reforms, good CEO, holding individuals accountable. Furthermore, it can be observed that where sudden resignation is attempting to add anxiety in the minds of readers, it is equally attempting to portray Pope as a dominant and sovereign figure. Following discussion about his modesty illustrates how moral discourse is being used for the purpose of defining him to be a man of high morality. Where sexual abuse of children by priests has made headlines of news worldwide, stirring major controversy about Church and Pope Benedict himself, this article is developing a persona of a just man who has undertaken his responsibility of avoiding future abuse. On the other hand, exploratory analysis of discourse used in CBC news broadcast regarding Pope’s resignation showed medical, legal and moral discourses. It was observed that a huge part of speech was attempting to define the repercussions of diminishing health conditions on Pope’s ability to pursue as the leader of the Church. His condition has been described as being feeble, weak and tired with frequent absences from the office of Pope. Special emphasis on Pope’s brother’s statement illustrate how the news reader is trying to provide medical justification to Pope’s actions by stressing on specific words that had medical value attached to them. Another major theme emerging is legal discourse when the news reader attempts to describe Pope’s action as an obligation towards church i.e. if he cannot perform well, he should leave, providing legal justification to the resignation. The words used to elaborate the surprised responses of Vatican Cardinal and Christians all around the world however demean th e moral statue of his action. Phrases like â€Å"the Pope took them by surprise† or â€Å"gravity of this gesture† illustrates how the news reader is questioning the morality behind his actions. Discussion about Pope Benedict not being part of new selection process defines that there is a moral and legal discourse visible illustrating that Pope will not add bias to the selection process or conclave. Second part of news coverage uses legal

Monday, August 26, 2019

Personal development plan for preparing to the financial advisor exam Essay

Personal development plan for preparing to the financial advisor exam - Essay Example I end the first section with a set of time-based goals and objectives for the next twenty years. The next section is an analysis of my personal competence and characteristics. In the third section, I discuss and analyse the profession I want to practice, that of becoming a financial advisor. The fourth section contains a general plan of objectives, goals, strategies, and measurements (OGSM) to prepare myself to pass the financial advisor examinations in May 2006. The final section contains Tables from the previous sections. I define my Mission as the basic purpose for why I think I exist. I define my Vision as my aspiration in life, what I want to achieve in the future. I define my Core Values as the standards of personal and professional behaviour that will guide me in realising my mission and attaining my vision (Cottrell, 2003, p. 12). I believe that without a clear direction of where I want to go, why I want to go there, and the basic rules that will guide me in this journey of my life, it will be difficult for me to reach my destination, much less know how I will get there (Maxwell, 1998, p. 168). I am a person who always tries to find a reason for everything I do, and in this story of my life, I feel that my life has a specific mission that it is my destiny, and mine alone, to fulfil. What is my specific Mission? I have been thinking about this for some time, and I found the answer by asking myself the question of how I want to be remembered in this world. Among the many answers that came to mind, the one that appeals to me most is this: I want to make a mark in the world by changing the lives of people in ways they have never imagined. I want to be someone people will remember not as rich, well known, admired, or praised, placed on a pedestal by people who will raise their eyes and say, â€Å"Yes, this person is different from us†¦Ã¢â‚¬  No, I would rather be someone

Sunday, August 25, 2019

Leadership Behavior in the workplace Essay Example | Topics and Well Written Essays - 1250 words

Leadership Behavior in the workplace - Essay Example It also gives a narrative criticism on the article journal by examining female entrepreneurs’ management style as an application of a relational frame. The articulation of abstract in this article is decent. This is because the first line of the article contains the purpose of the research in an exhaustive manner. For example, this paper reports the result of a qualitative analysis of female entrepreneurs’ and their roles in their organizations using Relational Theory. The report of content analysis of group shows that women used a relational approach in working with employees and clients lacks the problem statement, which should appear in the second line of an abstract. The article does not explain the approach that the research employed in the third sentence of the abstract. Instead, it articulates some of the relational skills required in a place of work such as preserving, mutual empowering, achieving and creative team. The abstract indicates the findings of the research clearly in the fourth line. The findings show that Relational Theory is a useful frame in identifying and explicating women entrepreneur in their own bu siness. Finally, a concluding statement about the research is lacking in the abstract. The title of the article is appropriate. This is because it provides a thought of what is contained in the articles. It makes use of a particular theory, Relational Theory to answer subjectively the problem statement, leadership Behaviour in a work place (Xiaojun, 2014). Some of the in-text citation of the article is not in reference to American Psychology Association (APA) format. For example in page 1, the introduction of an in-text, citation at the beginning of a sentence should not make use of quotation marks as contained in this article. In addition, the use of page numbers in the in-text citation on the same reference applies to Modern Language Association (MLA) format. Therefore, this is a shortcoming since the referencing style used in the

Saturday, August 24, 2019

CORRELATIONAL METHOD Essay Example | Topics and Well Written Essays - 500 words

CORRELATIONAL METHOD - Essay Example Harvey tries to control for education, but the only meaningful control she makes is that of years of education. Perhaps mothers who saw reduced results from going to work were educated at worse schools or had lower academic performance. Certainly, the academic performance of the child can't be separated from the academic performance of the mother. Another factor could be genetics. Mothers in the early-employment group may have different genetic backgrounds, anomalies or diseases that could explain lower cognitive or academic functioning. Harvey can't control for these factors either. She does control for mother's IQ, but the NLSY doesn't account for father's IQs. Harvey appropriately controls for race, but only controls for African-American or Hispanic status. Yet Asian-Americans also face notable difficulties (Wise, 2005) . Other groups that might face discrimination or social stigma that could vary the results are Native Americans and Middle Easterners. It is possible that the chil dren who faced difficulties were Asian-American or Middle Eastern in background.

Friday, August 23, 2019

MGT501 - Management and Organizational Behavior Mod 5 Case Assignment Essay

MGT501 - Management and Organizational Behavior Mod 5 Case Assignment - Essay Example This paper will discuss these two articles in such a way as to begin to understand the management style needed today. It would be interesting to note that there has always been management controversy. There are those that believe that "management is a set o processes that can keep a complicated system of people and technology running smoothly" (Kotter, 1998, pg 26). There are also those that believe as Kennedy (1998) that "old style management is out. Younger workers do not want to be managed". According to Kennedy, workers want to be taught to manage their positions themselves and they judge their managers by the ability to do this. Kotter, on the other hand would say that workers are looking for management based on the different among them. For example, how you need to be managed is different than how your friend needs to be managed. Looking seriously at the Kennedy article and the Sun article, it is noted that there are some differences as well as some disagreements. Sun (2009) is suggesting ten ways to manage to stay out of trouble when it comes to the politics in the office and Kennedy (1998) is suggesting that the new generation of employees really does not care about what others think, that the next job is just down the road and if they get a bad recommendation, they will deal with it. Kennedy also believes that direct reports are the audience and that should be remembered and at the same time Sun indicates that it important that direct reports do not see that you might get involved in office politics. It also appears in Kennedys article that the newer generation of healthcare workers has a tendency to use the grapevine for passing information or gaining information and Sun (2009) warns not to get involved in the gossip sessions that occur in the office, especially not those that may be putting down the org anization or the boss. It is quite interesting as we look at this subject that the Kennedy article and

Thursday, August 22, 2019

I Don; T Know Essay Example for Free

I Don; T Know Essay Why or why not? All personal and confidential information should be limited to the bare amount of health care professionals. Only to carry out medical treatment (MLAE). 2. In this case, how would you be able to correct your error and provide the missing documents to the patient while still protecting patient confidentiality under HIPAA? You should contact the patient inform them you still have the documents, and ask if they ould like to come to get them (MLAE). 3. Besides a HIPAA Patient Release of Information form, list 4 other items that are found in the medical record. A privacy notice, acknowledgment that the privacy notice was received, a trading partner agreement, and an agreement reached with a healthcare professional business associates (MLAE). 4. Legally, does the patient or the physician/healthcare facility own the medical record? Why? The healthcare facility, but the patient can access them any time as long as the physician feels it will cause no harm to the patient (MLAE). 5. List 3 ways patient confidentiality is maintained in the reception/waiting area of a medical office. Not discussing patient information in the lobby. Making sure computer screens are out of patients sight. Also making sure patients files are not left open (MLAE). 6. A breach of confidentiality can result in what consequences for a health care professional? This could result in possible termination, or possible civil action being taken (MLAE). 7. From the list of Interpersonal Ethics (found in Chapter 1 of the Fremgen text), please describe how any of those traits were demonstrated in your actions in this case scenario? Respect by looking to make sure you could access his information (MLAE). Unit 8 Project Questions: Part II 1. Would the action taken in this second scenario be within your scope of practice for your chosen field? Why or why not? No only physicians should be giving out prescriptions, and they should have never even looked in the file. They should have just taken a message for the doctor (MLAE). 2. What determines your scope of practice for your chosen career? What you study, and what the office you are working in tells you to do (MLAE). 3. Would Respondeat Superior apply in this case scenario? Why or why not? I would not think so, because this person was not acting within their scope of Employment (MLAE). 4. Would the Good Samaritan Law apply in this case scenario? Why or why not? No because this was not any emergency situation (MLAE). 5. What role does the Food and Drug Administration (FDA) play in regards to prescription medication? The FDA is responsible for protecting and promoting public health through the regulation and supervision of food safety, tobacco products, dietary supplements, prescription and ver-the-counter pharmaceutical drugs (medications), vaccines, biopharmaceuticals, blood transfusions, medical devices, electromagnetic radiation emitting devices (ERED), and veterinary products (MLAE). 6. What role does the Drug Enforcement Agency (DEA) play in regards to prescription medication and a physician’s ability to prescribe narcotics? Physicians must have a DEA license to write prescriptions, and i t must be for the state they are practicing in (MLAE). References Bonnie F Fremgen, Ph. D. (2009). MEDICAL LAW AND ETHICS. New Jersey : Pearson Education Inc.

Wednesday, August 21, 2019

Low life expectancy Essay Example for Free

Low life expectancy Essay Todays world is all about speed. Every single process is studied and programmed to be as quick as possible, with optimal efficiency. We are currently witnessing a fundamental transformation of the society that we can qualify as a robotisation, essentially in the developped countries. That could be beneficial for some countries, in some fields, for some people. But we all should be aware that there are humans that cannot follow this step. In fact, this new process is involving a wider gap between developped countries and the least developped countries concerning life expectancy. Life expectancy is an average number of year given to a person at his birth depending on the country he was born in, and it is a factor defining the health of a country. Diseases, war, famine, death rates in one hand, national economic prosperity, standard education and performant healthcare in the other hand, there are many factors affecting the life expectancy in each country, making it better or worse. People tend to have. a longer. life in western countries like Israel where the average expectancy life is 81 years old, instead of Zimbabwe, where the average expectancy life is 52 years old (CIA, 2012). This essay will assess two solutions to low life expectancy in the developping world. First, the. promotion and improvement of the health care system and infrastructure, then the development of appropriate education programs to instruct and educate the population of those third world countries. The countries where life expectancy is very low are country where death rates are very high. These death rates are caused by further facts as war, diseases, pandemics and outbreaks so we can notice that healthcare system and infrastructure are very important to maintain the population in a good shape. The difference between evelopped and developping countries concerning this matter has always been the economical issues. Developping countries, in order to improve their situation, must establish plans Wich will structure an efficient government budget, however because of their low or very low GDP, this budget could be extremely tight regarding. healthcare and infrastructures dedicated to that matter. For example in UK, the budget dedicated to healthcare represents eleven percent of the GDP, whereas Angola uses only 2% of public expenditure (WHO,2005). Due to such a low budget dedicated to Healthcare, developping countries are not able to provide efficient reatments and qualified medical staff to their citizens. The only solution to that issue for developping coutries is to increase their health care budget and place the ministry of health upper in their priorities. Increasing the tax rates on high income people would raise the budget and slightly rise the budget by 2% in the Gross Domestic Product. Government should aso work on the drug prices and user fees to make it more affordable , and control the parallel market to prevent fiscal losses. A reasonnable and efficient use ot ressources should imply an equilibrium in the third world economies and make them refill their budget. That would make the coutry eligible for a financial help from the world bank, the african development Bank or the IMF. Construction of new hospitals and purchases of drugs would then be possible perspectives. Moreover, the governments should focus on supportive private health care and introduction ofa health insurance that would help people keep their money and still get efficient treatments. Improving healthcare all over the world and especially in the developping coutries is actually one of the most relevant issues of the 21 rst century. The second part of the essay focuses on the educational kind of treatment that eople in the developping coutries should get in order to educate them to the new technologies that they will be facing, the new facilities that tey will be using. Education will also allow the medical staff to supply the knowledge and services that people are expecting. On top of that, education will improve peoples situation, working in better places and not being in contact with diseases and bacterias. They will earn more money and that is improving the situation of the country as well, by increasing the GDP. We can say that ducation is at the begining of the chain that will bring a country to prosperity. In order to improve the medical treatments quality, the ministry of education should organize training programs and. seminars for the. medical body (WHO, 2000). In a close collaboration with the ministry of Health and some associations, the Ministry of education should promote hygenie among primary schools, high schools, universities and other educational institutions through presentations, or conferences with medical bodies or even advertisement. The local associations should be also supported and prevention should happen mor often. Give soap a chance! (wash hands, 2012) is a slogan used by NHS in the I-JK, a world eading country in terms of health. Awareness of young people associated with scientific knowledge and prevention actions would be a great sanitary improve and could lead toa rie in the life expectancy rise. According to the previous sayings, we can say that life expectancy could be well improved by working on how to manage the budget to improve the sanitary system, and improving the educational system that will in a way rise the awareness of people concerning health care and science. Even if we focused on two aspects of low life expectancy solutions, we should mention that famine, war and natural disasters are lso issues that governments should work on. http://www.afro.who.int/en/clusters-a-programmes.html https://www.cia.gov/library/publications/the-world-factbook/rankorder/rankorderguide.html http://www.who.int/whr/2000/media_centre/press_release/en/ http://www.who.int/hac/crises/ago/background/Angola_Dec05.pdf http://www.who.int/topics/health_policy/en/

Democracy Is The Worst Form Of Government Politics Essay

Democracy Is The Worst Form Of Government Politics Essay Democracy is a strong and emotive concept. It has sparked debate and discussion since its first inception in ancient Greece, right through to its modern conception of western liberal democracy. Today, it has become the predominant form of government around the world, and, indeed, countries go to war to defend the values and principles that it enshrines. Huntington defined democracy as involving two dimensions: contestation and participation, and that it implies the existence of those civil and political freedoms to speak, publish, assemble and organise that are necessary for political debate (1991, p. 7). There are, of course, problems peculiar to democracy; however, do these problems warrant the description of democracy as being the least worst option? Perhaps one of the most prevalent criticisms of democracy is that it can lead to ineffectual government. When Aristotle first established typologies and started to categorise political systems, he considered democracy to be a perverted form of rule by many. This idea of the masses being unfit to govern is still evident in Britain up until 1862, and perhaps even 1928 when universal suffrage was introduced. There are still free market economists up to this day, such as Milton Friedman, who believe that democracy produces inefficient economic systems. They argue that in order to create effective economies, governments need to make what are generally considered to be deeply unpopular decisions such as mass privatization, de-regulation and removing workers rights; particularly relevant at this time of economic austerity. This is an example of the governing paradox (Flinders, 2010, p. 311). In part this is due to what they see as an inherent contradiction between Capitalism and Democracy that as economic agents, people are expected to act in their own self-interest, whereas, when it comes to casting their ballot, they are expected to act in the interest of the society as a whole. However, democratic countries tend to be more prosperous (Dahl, 1998, p. 58). India, for example, the worlds largest democracy, grew by 5.5% in the first quarter of 2012. In more general terms, the West predominantly America and Europe consist of the most developed economies in the world, the overwhelming majority of which are democracies. Increasingly, there have been those who have argued that democratic national governments have become ineffective in the face of globalisation. Democracy has spread around the world, in a development that Fukuyama referred to as the end of history, but now, as Gilbert (2009) argues; this is being undermined by the process of globalisation. Indeed, there is now a structural crisis in Democracy (Ghali, 2009), where the need for governance is stretching beyond states. Indeed, national legislatures are increasingly impotent (Gilbert, 2009). Thus we see ineffective global governance, and there are concerns over how democratic any solution can be. Is it feasible to consider democratically elected global institutions? Or should we consign ourselves to the economic oversight of appointed economists at the World Bank and the IMF? The solution lies not with Gilberts radical devolutionary ideas, but rather with the case put forward by Ghali for a United Nations Parliamentary Assembly (2009). We cannot answer the problem that globalisation poses by shrinking away from it, we must embrace it and accept that global democratic oversight is becoming increasingly necessary. The globalisation of democracy, on the other hand, has brought benefits. Namely, that it has brought peace (Dahl, 1998). Since the Second World War, there have been few wars between democratic countries. This is because democracies are built on the basis of rational debate and discussion that tends to limit aggression. Although, there is an argument to be made that this era of peace between democracies owes itself more to free trade, and market economies rather than democracy itself. Nevertheless, there is a correlation between democracies and peace. However, we should not defend democracy on the benefits that it happens to bring about. A defence of democracy must come from first principles, that it is intrinsically good. Democracy is fundamentally a pluralist system of power distribution, in that it diffuses power among many different competing groups albeit perhaps not equally. Thus, democracy achieves a greater level of political equality amongst citizens than any alternative (Dahl, 1998) reflecting the fundamental belief that all humans are born equal, and that consent for governance must be derived from the governed. Moreover, this allows individuals to protect their own interests. Human nature dictates that we all desire some control over our needs and wants, and J.S. Mill stated that this, the ability to protect ones own interests, protects us from evil at the hands of others. This competition between different groups within society is what protects democracies from authoritarianism. In short: difference is good (Flinders, 2010). Debate and discussion, the exercise of the right to freedom of speech, are the pillars upon which democracy is built. Furthermore, democracy is inherently a system of rights (Dahl, 1998, p. 48). Democracies, by definition, grant basic political and civil rights to its citizens, so that they may participate fully in the democratic process. In order for citizens to participate, to hear the voice of the people, it must therefore be necessary to grant them the right to freedom of assembly that would not be granted within an authoritarian or totalitarian regime. Enshrined in democracy is the belief in equality, and thus, establishing and enforcing rights gives that greater degree of equality than any non-democratic alternative. Moreover, granting these rights protects minority groups from persecution and allows them to protect their interests, as written previously. The society we live in has evolved so much over the generations. Society is no longer as homogenous it once was, it is increasingly made up of heterogeneous (Flinders, 2010) groups all of which represent different and varied interests, all of which must be to a greater, or lesser extent, r espected. Otherwise, we commit ourselves to rule by an elite, a select few who determine their interests are above those of all others. And therein lies democracys intrinsic goodness. It enshrines several principles: political equality, that all citizens should have an equal say in who governs them; guaranteed and enforced political and civil rights that allow citizens to be a part of the democratic process and to protect the rights of minorities. These rights and freedoms therefore allow citizens to preserve their own interests, and to protect themselves from persecution. Of course, democracy has its problems. There will always be problems, but the idea that power should be spread, albeit unevenly, amongst citizens and not concentrated in an elite is perhaps one of the most noble. Maybe this is why Winston Churchill, an aristocrat, treated democracy with such revulsion.

Tuesday, August 20, 2019

The Wife of Bath Essay example -- Canterbury Tales Essays

The Canterbury Tales, written by Geoffrey Chaucer at the end of the fourteenth century, have been read with admiration in most periods between the fifteenth century and the present. In this poetic satire, Chaucer uses "a fictitious pilgrimage as a framing device for a number of stories" (Norton, 79). Chaucer himself becomes a character, and at the same time, the narrator in this masterpiece, and along with twenty-nine other people, he sets out on the quest to Canterbury. In "The General Prologue," Chaucer presents short descriptions of each of the pilgrims. Throughout the poem, Chaucer the narrator depicts the pilgrims one by one, without criticizing or telling the reader his own opinion about the characters: he leaves that up to the readers to perceive on their own. Pilgrimages were very common in fourteenth-century England, and they were well depicted in the Middle English literature. On the literal level, the pilgrimage was a journey to the shrine of a saint to pray and receive remission for the sins, and while on the pilgrimage, one would meet different people and listen to their interesting stories. On the allegorical level, the pilgrimage represents people's journey through life. In The Canterbury Tales, after setting themselves to leave from the courtyard of the Tabard Inn, the pilgrims agree to tell the stories: two on the way to Canterbury and two on the way back. Such a development of the plot gives Chaucer a chance to portray each of the pilgrims through his or her own lips. Chaucer's pilgrims represent all the social levels of the hierarchical order of medieval society. Most of the pilgrims are men. There are only a few women, and one of them is t... ...Tale" reflect to certain degree the started topic. It becomes obvious that the Wife of Bath's aim was not so much the truth, as it was her self-justification. Created by Chaucer in the end of the fourteenth century, the "lusty and domineering" character of the Wife of Bath seems to be more alive today as a prototype of a liberated woman than she was during the Chaucer's time. By creatign this character, Chaucer attacked the existing patriarchal hierarchical social order and raised the question of women's equality to man by placing the woman on the position historically given by society to men. Works Cited The Norton Anthology of English Literature. Sixth Edition Volume 1. Ed. M.H.Abrams. New York: W.W.Norton and Company, Inc., 1993. Parker David. "Can We Trust the Wife of Bath?" Geoffrey Chaucer Ed. Harold Bloom. New York: Chelsea House Publishers, 1985.