Nonprofit Jobs Work for a Cause while Building a Career 2019

More than ten million people hold nonprofit jobs, according to Independent Sector, a Washington DC research organization for nonprofits. Habitat for Humanity, the American Heart Association, and over half of the nations hospitals fall into the nonprofit sector. But is it possible to land a fulfilling career that pays sufficiently in these organizations that make no profits and typically pay no federal taxes? What is a Nonprofit Organization? A nonprofit organization is one that fights for a cause, possibly health, education, or homelessness. Since a nonprofit organization earns no profits, it is not considered a business. Nonprofits are also not a part of government. They engage in a variety of activities, including research, problem-solving, lobbying, and funding. In order to sustain themselves, these organizations must offer nonprofit jobs. What Types of Jobs are Available at Nonprofit Organizations? There are many nonprofit jobs available and several that are unique to the nonprofit sector. Professionals who obtain nonprofit organization jobs help to organize resources, create new ideas, and maintain a connection with the surrounding community. Types of nonprofit jobs include managers of volunteers, counselors, fundraisers, executive directors, nutritionists, lobbyists, medical personnel, and event coordinators. .u24d16b181ce38cca75fa3ed69df6a970 { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .u24d16b181ce38cca75fa3ed69df6a970:active, .u24d16b181ce38cca75fa3ed69df6a970:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u24d16b181ce38cca75fa3ed69df6a970 { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u24d16b181ce38cca75fa3ed69df6a970 .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u24d16b181ce38cca75fa3ed69df6a970 .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .u24d16b181ce38cca75fa3ed69df6a970:hover .postTitle { text-decoration: underline!important; } READ IT Colleges Are The Path To IT CareersHow Much Money do Nonprofit Jobs Pay? As expected, many nonprofit jobs pay less than similar occupations in for-profit organizations. However, there are some nonprofit organization jobs that actually pay salaries well above what the average worker earns. Besides salary, additional financial rewards are common, such as medical insurance, paid time off, and retirement plans. To compensate for a lower salary, some nonprofit jobs come with a more relaxed working environment, flexible schedules, and occasional telecommuting opportunities. Intangible Benefits of Nonprofit Jobs In addition to financial rewards, nonprofit jobs offer intangible benefits that may not be found in for-profit organizations. Many professionals who work in nonprofit jobs get to work for a meaningful cause that makes their careers exceptionally satisfying and fulfilling. Working with other professionals who share the same goals also creates a sense of camaraderie and provides a strong foundation for teamwork. Finally, working in nonprofit jobs often affords the opportunity to learn new skills and try new jobs because of the typically small volume of staff members. .u1a7cb548cf97bcd563c2ac2df6d50a8a { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .u1a7cb548cf97bcd563c2ac2df6d50a8a:active, .u1a7cb548cf97bcd563c2ac2df6d50a8a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u1a7cb548cf97bcd563c2ac2df6d50a8a { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u1a7cb548cf97bcd563c2ac2df6d50a8a .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u1a7cb548cf97bcd563c2ac2df6d50a8a .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .u1a7cb548cf97bcd563c2ac2df6d50a8a:hover .postTitle { text-decoration: underline!important; } READ Accredited Bachelor Degree Business Online Acquire Skills Necessary for Success as an EntrepreneurWhat Type of Education is Required for Nonprofit Jobs? Required education for nonprofit jobs depends on the specific occupation. Students interested in specializing in the nonprofit sector may choose to complete an advanced degree specifically designed to provide nonprofit management skills. Schools such as Capella University offer a Master of Science in Human Services in Management of Nonprofit Agencies. Capella also offers a PhD in Human Services in Management of Nonprofit Agencies. Advanced degrees can only serve to increase competitiveness in the nonprofit job search. Professionals looking for a nonprofit job opportunity may visit the Center on Nonprofits and Philanthropy website for career and education information. Another good first step is to pursue volunteer opportunities in agencies of interest. Often a volunteer position will turn into a paid position and end the nonprofit job search. Related ArticlesNonprofit Jobs Training to be an Executive DirectorNonprofit Jobs Training to be a Fundraiser at a Nonprofit OrganizationNonprofit Jobs Training to be a Communications DirectorNonprofit Jobs Training to be a Manager of VolunteersPursuing Online and Campus Based Education in Washington D.C.The American College of Health Care Administrators .ud3c58d8f4891fb72b672f28d77109ee9 { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .ud3c58d8f4891fb72b672f28d77109ee9:active, .ud3c58d8f4891fb72b672f28d77109ee9:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:non e; } .ud3c58d8f4891fb72b672f28d77109ee9 { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .ud3c58d8f4891fb72b672f28d77109ee9 .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .ud3c58d8f4891fb72b672f28d77109ee9 .postTitle { color:#000000; text-decoration: underline!important; font-size: 16px; } .ud3c58d8f4891fb72b672f28d77109ee9:hover .postTitle { text-decoration: underline!important; } READ Multiple Career Opportunities in Architectural Drafting With CAD Software Training

Essay on Criminal Profiling - 1253 Words

Criminal profiling is one of few first things to think of when it comes to forensic psychology. Criminal profiling is featured in popular television shows such as in Law and Order and CSI. Often in those shows, the police officers were able to catch the criminals based on the criminal profile that forensic psychologists came up with. In a theory, the polices rely on criminal profiling to catch criminals, educate the public about a possible criminal, and confirm the witnesses’ accounts. Criminal profiling involves using various methods to guess a criminal’s background, behavior, and even preferences for the victims. In the reality, the prominent focus of profiling is on the offender’s ethic race. Racial profiling allows people to†¦show more content†¦Hispanic Americans suffered similar fate as African- Americans in racial profiling. The media portrayed them as part of gangs and selling drugs. This group is more likely to have a strong group identity an d view the police officers as â€Å"gringos† or foreigners (Aguiree , 2004). They already look at the police officers with negativity due to increased activities of deporting illegal occupiers (Davis Hendricks, 2007). The police officers may be influenced to believe that this group is at higher risk of breaking laws and do not understand Hispanic Americans’ culture. Another group who suffered causality of racial profiling were Japanese-Americans. During World War Two, the Supreme Court ruled that it was legal to target ethic groups for safety purposes. Japanese-Americans had to move to prison camps even though they had no connection to Japan bombing Hawaii (Friedman Reddick, 2004). Even many years later this minority group still view the polices negatively (Derald, Bucceri, Lin, Nadal Torino, 2007) with bad memories of the prison camp. They are most likely to experience subtle racism than other groups in stereotypes. The police officers may profile Japanese Americans on the stereotypes such as the intelligence or on their speech ( Derald et al, 2007) . The next group to be aliened are Arab Middle-East Americans. Most recently in the wake of infamous September 11 attack on World Trade Center towers, Arab Middle-East Americans were unable to passShow MoreRelatedCriminal Profiling1917 Words   |  8 PagesCriminal Profiling The term â€Å"serial killer† was derived from a man named Robert K. Ressler, who, in the 1970’s deemed this term because of the term the English used; â€Å"crimes in a series† and because of the serial films he grew up watching. (Freeman, 2007) Prior to the term serial killer, people would use the terms, mass murders and stranger-on-stranger crime. The definition of a serial killer, according to dictionary.com is; â€Å"a person who attacks and kills victims one by one in a seriesRead MoreRacial Profiling And Criminal Profiling Essay1538 Words   |  7 PagesRacial Profiling Vs Criminal Profiling Camilo Paez Briarcliffe College Professor Keirnan 11/13/2016 â€Æ' Executive summary Racial Profiling is a big problem is society. Over time you become biased of certain groups which is good and bad. Criminal profiling helps keep the bad guys off the streets. This maybe be also linked with being racist according to the people stopped by police. As a police officer you never win because no one wants to go to jail. It is very hard to â€Æ' Racial Profiling VsRead MoreCriminal Profiling And Racial Profiling1373 Words   |  6 PagesCriminal Profiling and Racial Profiling. Criminal profiling has been around since the 1880’s, and up to this day, that method still has not had a great success rate. Also, racial profiling has not had a great success rate either through the years. At times, innocent people get detained and charged with crimes that they never committed due to matching the characteristics of other suspects. In other words, creating assumptions that will narrow down a suspect is just not the best method to utilizeRead MoreCriminal Profiling Essay2440 Words   |  10 PagesThe Origin and Art of Criminal Profiling Sawyer Thompson Southwest Baptist University December 13, 2011 Abstract Criminal profiling is a process by which investigators attempt to solve a crime through careful analyzing of data and patterns. It can be found in numerous places throughout history, from the Roman Catholic Church to World War II to the present day. It officially began in the Behavioral Science Unit; Howard Teten, Pat Mullany, Robert Ressler, and JohnRead MoreThe Validity Of Criminal Profiling Essay1531 Words   |  7 PagesThe Validity of Criminal Profiling and its Effectiveness on Solving Crime In law, law enforcement relies on a variety of approaches to solving crimes. One method of doing so, is criminal profiling. Police use criminal profiling as an aid to identify the typology of individuals most likely to fit the suspect profile. In this approach, evidence of a crime is used to identify the characteristics of the criminal in relation to their personality and psychological state of mind. As wellRead MoreCriminal Profiling, Criminal, And Forensic Psychology1226 Words   |  5 PagesCriminal profiling is another subject of criminal and forensic psychology, which is probably one of the oldest studies of forensic science. Criminal profiling has been called many things, such as behavioral profiling, crime scene profiling, criminal personality profiling, psychological profiling, and more recently even criminal investigation analysis. Criminal profiling’s history has come from a history of criminal behavior, the study of mental illnesses, and forensic ex aminations. Criminal profilingRead MoreOverview of Criminal Profiling Essay1264 Words   |  6 PagesBeing a criminal profiler is not like it is on all the television shows, but it is still an interesting and important job. Criminal profilers have been used to close many police and federal cases. They work in several homicide cases involving rape, racial killings, brutal killings, and involving serial killers. They help make it easier for the police to find the right person by examining the crime scene. Being a criminal profiler is a tough job but with hard work and dedication it is a great careerRead MoreWhat is the importance of Criminal Profiling?1311 Words   |  4 Pagesï » ¿What is the importance of Criminal Profiling? By Tiffany Collier Criminal Profiling is a great way to try to understand the suspect as a person. It is necessary to learn who the individual is in order to track and locate them. The person’s information is vital to an investigation. Things such as habits, history of violence, family, education, schedules/routines, and personality traits just to name a few. This new development of investigating is helpful in obtaining fugitives quickerRead MoreCriminal Profiling And The Law Enforcement2100 Words   |  9 PagesCriminal profiling is the investigative profession that is used to help the law enforcement and the government agencies to pursue unknown perpetrators. It objectively seeks to identify the major personality and the behavioral characteristics of the serial offenders based on a thorough analysis of the crimes committed. It includes the combination of the analysis of the physical and the behavioral evidence. This study aims at analyzing criminal profiling on the basis of its basic elem ents and its useRead MoreCriminal Profiling Essay example1826 Words   |  8 Pagescharacteristics of individuals responsible for committing criminal acts has commonly been referred to as criminal profiling. (Turvey) Criminal profiling can also be referred to as, behavioral profiling because when a profiler creates a profile they refer to the behavior of the offender. The general term criminal profiling can also be referred to as crime scene profiling, criminal personality profiling, offender profiling, psychological profiling and criminal investigative analysis. All the terms listed above

Management Report Project on Work Performance Free Essays

Abstract The objective of this research is to find out if there is any correlation between work performance and job satisfaction through a sample study of sales personnel working in different banks. Additionally, this research sought to understand whether job satisfaction is linked to both work motivation and employee’s perceived style of leadership by Managers. With the help of surveys and interviews conducted with the participants, it was established that job satisfaction was positively related with work productivity. We will write a custom essay sample on Management Report Project on Work Performance or any similar topic only for you Order Now Similar essay: Argyles Communication Cycle Work motivation and employee’s perceived style of leadership were also established as positively related with employee job satisfaction. These findings suggest that to increase work productivity, managers may be required to elevate the level of job satisfaction in employees, which may be potentially accomplished via a participative approach to leadership and effective motivation of employees. However, as the study is correlational in nature, the limitations of the current research are indicated under Discussion. Literature Review Relationship between Job Satisfaction and Productivity The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å"a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences†. There are other researchers and studies that support this notion of relationship between job satisfaction and productivity indicating that organizations increasing job satisfaction is not only to benefit its employee but also for the organization financial advantages. As cited by Edward E. Lawler, job satisfaction is related to productivity as this comes from a path goal theory of motivation that has been stated by Georgopoulos, Mahoney and Jones, Vroom, Lawler and Porter. According to them, people are motivated to do things which lead to rewards that they value. In this case, a path-goal theory would predict that high satisfaction will lead to low turnover and absenteeism because the satisfied individual is motivated to go to work where his needs are being satisfied. As quoted by Dailey and Kirk, 1992, job satisfaction and organisational commitment share an inverse relationship with absenteeism and turnover intention, factors that can sharply cut bottom line. Adverse consequences include lower productivity and morale, and higher cost of hiring, retention and training. Thus, the reverse holds true whereby lower frequencies of absenteeism and turnover could lead to potentially higher contribution to organisational economic productive gains. In a research done by National Research Institute for one of the largest Food Services providers in the United States, it was suspected that employee satisfaction was the cause for high employee absenteeism, ruling out other tangible factors. Findings showed that low job satisfaction was evident; the National Business Research Institute (NBRI) Root Cause Analysis indicated that a gap existed between employees and the organization’s short and long term goals, vision, and mission. Proposed recommendations from NBRI included several measures to relay management’s strategic plans to the lowest-ranked employee and ensuring each and every employee’s daily activities were aligned according to such plans. Thereafter, subsequent employee survey results showed significant increases on employee satisfaction, enhancing Total Company Employee Satisfaction dramatically. Employee Satisfaction Scores took a turn for the better, from a Weakness (below the 50th percentile of the NBRI Normative Database) to being Strength (above the 75th percentile of the NBRI Normative Database) in only six months. What’s more, employee absenteeism was reduced by more than 60%. With this correlation, Organ (1988) found that the job performance and job satisfaction relationship follows the social exchange theory in which employees’ performance constitute a giving back to the organization from which they get their satisfaction. Recognising the fact that low job satisfaction leads to low productivity, in turn aggravating organisational performance, it is imperative organizations assess the strength of the relationship between employee job satisfaction and productivity level because of underlying implications on redesigning certain aspects of work. A study was conducted by Shanu and Gole (2008) on the satisfaction level of 100 managers from 15 private manufacturing firms. A job satisfaction instrument assessing areas such as recognition, monetary remuneration, working conditions, nature of job, and future advancement was used. Then, these survey findings were compared with performance evaluations done by executives of assorted companies. In the wake of this, it was discovered that performance levels are consistent with high satisfaction scores. This is congruent with a review of 301 studies, revealing that job satisfaction bolsters up work performance, with a higher inclination towards professional jobs, compared to less complex jobs (see Saari Judge, 2004). While there are studies to show this correlation, the present study was concerned with whether job satisfaction is significantly associated with performance in the economic aspect. In a study conducted on 42 manufacturing companies, Patterson, Warr, and West (2004) found that- holding other factors like company size, previous productivity, and industrial sector constant- productivity (financial value of net sales per employee) is positively correlated to job satisfaction In another study, Herzberg et al. (1959) stated that (positive) satisfaction is due to good experiences, and that these are due to `motivators’ – achievement, recognition, the work itself, responsibility and advancement. Dissatisfaction is due to bad experiences caused by `hygiene’ factors – supervisors, fellow workers, company policy, working conditions, and personal life (Herzberg et al. , 1959). Therefore, it is unable to ascertain if job satisfaction is positively correlated with economic productivity or whether an inverse relationship exists. The present study seeks to reaffirm findings from the bulk of research in favour of the notion that satisfied employees are more labour productive. Relationship between Motivation and Job Satisfaction The level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits (Burney et al. , 2007). A motivational framework, built on the premise of how employees should be managed, affects job satisfaction. Herzberg’s (1959) two-factor theory of motivation attributes ‘pay and benefits’ to one of the hygiene factors, in that the exclusion of this causes job dissatisfaction (Hugh Greenway Tim Runacre, 2008). As Argyle (1989) explains, positive job atisfaction is due to motivators such as achievement, recognition, the work itself, responsibility, and advancement, while dissatisfaction is due to bad experiences caused by hygiene factors such as salary, supervision, company policy, relations with fellow workers, and conditions of work. Lawler (1973) has a theory known as discrepancy theory which states that workers measure job satisfaction based on what they receive versus what they expect to receive, and a c omparison in which an actual outcome level is lower than an expected outcome level would lead to dissatisfaction (Castillo Cano, 2004). However, in another theory of motivation known as equity theory, it states that motivation is affected by workers’ perception of how fairly they are being treated, with employees evaluating their inputs/outcomes by comparing them with the inputs/outcomes of others (Castillo Cano, 2004; Luthans Doh, 2009). If the ratio of inputs to outcomes is similar to the inputs and outcomes of others, equity exists. Inequity exists when the ratio of inputs to outcomes is unequal to the inputs and outcomes of others (Castillo Cano, 2004; Luthans Doh, 2009). Job satisfaction is then associated with the perception of equity, while perceptions of inequity will result in dissatisfaction with this belief having a negative effect on job performance (Castillo Cano, 2004; Luthans Doh, 2009). The common factors shared by the different theories of motivation are the implication of a need for effective motivation in order to make employees satisfied with their jobs. Castillo and Cano (2004) examining in an earlier study on 148 faculty members reported that all of the job motivator factors identified by Herzberg (1959) were moderately or substantially related to overall job satisfaction. Such findings shed light on how organisations can enhance productivity by considering provision of motivators such as recognition or improving on such motivators so as to heighten job satisfaction. In order to attain optimal profits, it is necessary to ascertain the link between motivation and job satisfaction through extensive foraging for substantial evidence. Most importantly, the present study will illustrate that existence of motivators to propel employees to reach for organisational goals has a favourable impact on labour productivity via enhancement of job satisfaction. Leadership Style and Job Satisfaction In an organisation, the performance of staff is not only affected by motivation and job satisfaction but it is also affected by the leadership style adopted by the organisation. Leadership is defined as a process through which others are influenced to channel their efforts in the direction of attaining their goals (Luthans Doh, 2009). Organizational leadership sets the tone in the effectiveness of organizations, as well as plays a vital role in job satisfaction. Positive interactions among organisational leaders and members give rise to mutual respect, trust, and the ability to generate a sense of hope for the future- a much needed ingredient for job satisfaction to blossom from such relationships (Ackfeldt Coote, 2005; Farh, Podsakoff, Organ, 1990). Moreover, there is research that shows the existence of the relationship between leadership style and job satisfaction. The National Business Research Institute (2007), examining factors of job satisfaction, surveyed more than 15,000 employees, largely white collar, from all levels of participating organizations in the United States. Leadership is identified as the prominent factor contributing to job satisfaction, a phenomenon evident in organizations. There is a relationship between managers’ leadership styles and employees’ job satisfaction, illustrated in a sample of 814 employees of a national hospital. According to Rad and Yarmohammadian (2006), a strong correlation between leadership behaviours and job satisfaction prevails, citing that employee job satisfaction depends upon the style of leadership of managers. It was realised that a trend emerged from studying the sample group; a participative leadership style of managers dominates where this is a style of leadership in which subordinates are led through a reliance on task-oriented and people-oriented approaches. In Luthans and Doh (2009) findings, participative leaders adopt a non-authoritative tone, empowering employees, together with consulting with them, delegating responsibilities, and enabling mutual decision-making. As well, another study on the influence of leadership style on job satisfaction included 220 individuals coming from diverse industries like manufacturing, education, and overnment. Research findings showed a consistency with the earlier sample study, denoting that task and relational leadership style were positively associated with subordinate job satisfaction (Madlock, 2008). In all, it is essential to bear in mind that participative approach to leadership comprising task and relational behaviours may not be the best à ¢â‚¬Å"one style fits all† style of management due to the vast differences among organization’s cultures, leaving one to engage in other styles of leadership where appropriate. (Yarmohammadian, 2006). Among other things, participative leadership is more popular in technologically advanced nations and may increasingly abound as countries mature economically (Luthans Doh, 2009). Therefore, it is vital to further justify through the current study if job satisfaction increases via participative leadership style. If such a relationship is confirmed, it is assumed that job satisfaction shares a positive association with productivity; participative leadership by managers could potentially boost employee productivity. The Current Study The present study examined the relationship between job satisfaction and productivity where respondents are seventy-three employees working in 2 local and 2 foreign banks based in Singapore. The intent is to affirm if employees’ level of work motivation and managerial leadership style gives rise to varying levels of job satisfaction. The participants in the study were Relationship Managers recruited from the sales departments of the local banks, namely United Overseas Bank (UOB) and Post Office Savings Bank (POSB), as well as from the foreign banks Standard Chartered and Citibank N. A. The scope of work required by the employees across the different organizations was similar, with the Relationship Managers being responsible for revenue generation by selling financial products. These organizations were selected for the present study to ascertain whether job satisfaction relates to employee economic performance in terms of labour productivity. In the banking sales sector, where productivity is measured in terms of financial value of net sales per employee, this provides a pecific measure of the construct and permit correlational analysis with job satisfaction scores, precisely the reason for the choice of the banking sales sector being the main subject of this present research. Three instruments assessing work motivation, leadership style of managers, and job satisfaction were given to the participants. Participants could respond freely to the survey questions according to their own perceptions. Every participant’s labour productivity figures were provided by the respective managers of the four sales departments. Lastly, the Method furnished additional details regarding the assessment instruments. Hypotheses It was anticipated that labour productivity would be positively associated with job satisfaction. It was also predicted that both work motivation and employees’ perceived use by managers of participative leadership would be positively related to job satisfaction. Method Participants One Hundred working adults, out of which 50 were females and 50 were males, aged from 21 to 40 (M= 30. 9 years, SD= 5. 37) constitute the respondents for this study. These respondents, each having worked in these banks from 1 to 10 years (M= 5. 41, SD= 2. 58), were chosen from the sales acquisition departments within the main branches of 2 local banks and 2 foreign banks based in Singapore. Materials The tools required for the purposes of the present study come in three different assessments. Firstly, using The Leadership Style Questionnaire by Northouse (2001) measures task and relational leadership style to collate a general leadership profile representative of the participative approach to leadership. According to Anderson, Madlock Hoffman, 2006 (cited in Madlock 2008), this instrument has reported scale reliabilities ranging from 0. 92 to 0. 95, and comprises 20 items measuring task and relational leadership styles on a 5-point Likert scale (1= strongly disagree to 5= strongly agree). The second instrument, adapted from the Work Motivation Behavior Scale of the Akinboye’s 2001 Executive Behavior Battery, is a 15-item questionnaire incorporating a 4-point Likert scale (1= strongly agree to 4= strongly disagree). The third item measuring job satisfaction was rated by the 8-item Abridged Job in General scale (Russell, Spitzmtiller, Lin, Stanton, Smith Ironson 2004, cited in Madlock 2008) that was based on a 5-point Likert scale response (1= strongly disagree to 5= strongly agree). The Abridged Job in General scale was reportedly said to have a reliability of 0. 87 (Russell et al. 2004, cited in Madlock 2008). Attached in Appendix 1, 2, and 3 respectively is a copy of the Leadership Style Questionnaire, the Work Motivation Instrument, and the Abridged Job in General scale. Apart from these data obtained from the research instruments, branch department mangers provided the labour productivity of each employee based on the financial value of the nets sales revenue per month per employee for the past 12 months. Procedure A telephone discussion with each of the four banks’ main branch’s sales acquisition departments’ managers on the possibility of conducting a study investigating the links between leadership style, employee motivation, and job satisfaction which in turn predicts productivity was done. After consenting to the terms of the research, the researcher scheduled a half hour for the employees of each of the four banks at a time convenient to them. Meanwhile, delivery of the informed consent form and instructions for the three assessments, packed in an envelope, was arranged to each participant. All participants were given an explanation regarding the nature of the research, including clearing any doubts they might have, pertaining to the research. Sealed envelopes containing the questionnaires completed and handed by the participants to the respective manager would be collected from the latter in a week’s time. On the same day of collection, the month-end financial net sales figures of each employee for the duration of the past 12 months were obtained from the managers in order to compute monthly mean sales revenue figures as an index of labour productivity for each participant Results A computation of statistics for each assessment tool was done. The mean of job satisfaction was 23. 88 (N= 100, SD= 2. 46), the mean work motivation score was 38. 76 (N= 100, SD= 3. 94), while the mean score of employees’ perception of leadership style was 83. 98 (N= 100, SD= 6. 10). Monthly financial net sales figures for the past 12 months of each participant were to yield mean monthly sales revenue figures after which the mean of the averaged monthly sales revenue figures of all participants was found to be 14,265. 62 (N= 100, SD= 2,653. 47). Simple regression regressed productivity on job satisfaction. Results show that job satisfaction was positively associated with productivity, accounting for 20. 04% of the variance in productivity (R= 0. 66, p; . 001). Through multiple regression analysis, it was found that motivation and perceived leadership style affected the varying levels in job satisfaction scores. Work motivation and perceived leadership style were both positively correlated with job satisfaction, accounting for 19. 5% (R= 0. 66, p; . 001) and 16. 26% (R= 0. 24, p; . 001) of the variance in job satisfaction respectively. Discussion The present study, conducted on a pool of white collar professionals, looked into the relationship between labour productivity and job satisfaction, as well as examined whether job satisfaction was associated with work motivation and employees’ perceptions of managerial leadership style. Results tabulated from the survey which was measured utilizing self, peers or supervisor assessment indicate that job satisfaction was moderately correlated with labour productivity, a finding that lends support to the body of research suggesting that greater job satisfaction is indicative of higher work performance (Argyle, 1989; Saari Judge, 2004; Shahu Gole, 2008). However, even when the economic aspect of performance, or more specifically, of labour productivity was examined, average job satisfaction still indicates to be correlated significantly with performance, as consistent with Patterson M, 2004 study of 42 manufacturing companies indicating that company mean overall job satisfaction was significantly associated with and predictive of economic performance. However, even with the result that accounts for such relationship between work productivity and job satisfaction, it is difficult to infer that job satisfaction is the direct cause to that outcome. As it is widely known that correlation does not equate to causation, it cannot be concluded with certainty that satisfied employees evidence greater productivity as a consequence of their being satisfied with their jobs, as the reverse could be true that productivity actually accounts for job satisfaction or a third variable could influence the outcome of the relationship between both. As for the third variable there is some evidence to suggest that redesigning jobs to enhance job features such as task identity, task significance, skill variety, autonomy, and feedback may increase job satisfaction (Argyle, 1989), as it has been proposed that such features provide job satisfaction (Hackman Oldham, 1980, cited in Argyle, 1989). What can be extrapolated from the findings of the current study is that job satisfaction makes up a proportion of the variance in employee productivity. This implies that a focus on improving employees’ level of satisfaction with their jobs may elevate labour productivity figures. Motivation and Job Satisfaction The findings obtained from the present study suggest that work motivation is positively associated with job satisfaction. Most research has indicated moderate to substantial correlations between Herzberg’s (1959) job motivator factors and overall job satisfaction (Castillo Cano, 2004) which is no surprise that there is a positive correlation between both. If motivators such as recognition, achievement, nature of the work, advancement and responsibility determine job satisfaction as purported by Herzberg (1959), then motivating employees via a focus on improving such aspects of a job may serve to make individuals more satisfied with their jobs. Castillo and Cano (2004) found that amongst the job motivator factors that were associated with job satisfaction amongst college faculty members, recognition best explained the variance among faculty members’ overall level of job satisfaction. Interestingly, Herzberg’s (1959) assumption that hygiene factors relate to or determine dissatisfaction was supported, as it was found that the factor of working conditions was the least motivating aspect of faculty members’ jobs, implying that employees were least satisfied with the context in which their job was performed (Castillo Cano, 2004). Management may thus need to seek out creative methods to motivate workers by providing opportunities for advancement, achievement, and through the cultivation of a sense of responsibility and autonomy as individuals are motivated to excel because of intrinsic needs such as achievement, recognition, self-development, and meaning derived from performing work. More importantly, what Castillo and Cano’s (2004) findings suggest is that work should provide recognition through acts of notice or praise by colleagues, superiors, and management to increase job satisfaction. In the studies that have reported relationships between job satisfaction and work performance, it has been noted by Argyle (1989) that the correlations are greater for employees in supervisory or professional jobs. Also, job satisfaction predicts performance, with the relationship being even stronger for professional jobs could be due to the possibility that in such jobs, job performance is less contingent on external pressures such as task speed or wage incentives and more on motivation (Argyle, 1989). To the degree therefore that work performance or productivity depends upon employees’ level of job satisfaction, motivation at work holds an indispensable role particularly with respect to white-collar professional jobs in terms of its potential influence on job satisfaction. To conclude if motivation directly determines job performance are well beyond the scope of the current study. Further research is thus warranted in this area that will permit inferences about whether work motivation causes job satisfaction or work performance, or whether job satisfaction instead influences motivation. Leadership Style and Job Satisfaction In the present study, leadership style was indicated to be positively related to employee job satisfaction. This finding is of value because it supports the research findings that indicate that leadership behaviour of managers has an important influence on subordinate job satisfaction (Madlock, 2008). It appears from the current findings that as the perceived use by employees of a participative style of leadership in which task-centered and people-centered approaches are combined to lead subordinates, employees are more satisfied with their jobs. Such a finding is of direct relevance to organizations because the present research has also indicated a link between employee job satisfaction and work productivity in such a manner that increased levels of job satisfaction are associated with increased labour productivity. Thus, the extension of the current research by investigating the link between employees’ perceived leadership style of managers and job satisfaction provides organizations with a further area of focus to potentially maximize job satisfaction and thus to enhance performance of employees. Conclusion The organizational goal of helping employees find satisfaction in their work should be one of paramount importance, as it may be to the mutual benefit of the employer and employee. The present study suggests that employees tend to perform more productively when they are satisfied with their jobs. In order to capitalize on employee job satisfaction to potentially increase performance of employees, ways of maximizing job satisfaction may encompass managing workers by selecting a participative style of leadership, as well as by motivating employees by ensuring that relevant intrinsic needs such as recognition are fulfilled though appropriate restructuring of the job. Such endeavours may then be advantageous for organizations in terms of productivity gains in the likelihood that job satisfaction is improved upon. Appendix 1 LEADERSHIP STYLE AND WORKPLACE QUESTIONNAIRE Directions: Think about how often your immediate supervisor engages in the described behaviour. For each item, select the number that best represents the behaviour that your immediate supervisor is most likely to exhibit. 1 Strongly disagree2Disagree 3Neutral 4Agree 5Strongly agree My immediate supervisor†¦ 1. Tells group members what they are supposed to do. 1 2 3 4 5 2. Acts friendly with members of the group. 1 2 3 4 5 3. Sets standards of performance for group members. 1 2 3 4 5 4. Helps others feel comfortable in the group. 1 2 3 4 5 5. Makes suggestions on how to solve problems. 1 2 3 4 5 6. Responds favorably to suggestions made by others. 1 2 3 4 5 7. Makes his or her perspective clear to others. 1 2 3 4 5 8. Treats others fairly. 1 2 3 4 5 9. Develops a plan of action for the group. 1 2 3 4 5 10. Behaves in a predictable manner toward group members. 1 2 3 4 5 11. Defines role responsibilities for each group member. 1 2 3 4 5 12. Communicates actively with group members. 1 2 3 4 5 13. Clarifies his or her own role within the group. 1 2 3 4 5 14. Shows concern for the personal well-being of others. 1 2 3 4 5 15. Provides a plan for how the work is to be done. 1 2 3 4 5 16. Shows flexibility in making decisions. 1 2 3 4 5 17. Provides criteria for what is expected of the group. 1 2 3 4 5 18. Discloses thoughts and feelings to group members. 1 2 3 4 5 19. Encourages group members to do quality work. 1 2 3 4 5 20. Helps group members get along. 1 2 3 4 5 Appendix 2 HOW MOTIVATED ARE YOU IN DOING YOUR JOB The following questions ask you how motivated you are in completing your job. Please indicate your response based on the following scale. (1 Strongly Agree to 4 Strongly Disagree) 1. You always put in your best effort in the things you do. 1 2 3 4 2. You exceed what you are suppose to accomplished 1 2 3 4 3. Your environment affects your mood in performing your task 1 2 3 4 4. You have a group of helpful colleagues that make your work pleasant 1 2 3 4 5. Your pay is low so you perform at the minimum. 1 2 3 4 6. You work just to satisfy your basic needs 1 2 3 4 7. To have career advancement is important to you. 1 2 3 4 8. If you are lowly paid but given recognition for you work, you feel good. 1 2 3 4 9. You feel you are part of the organisation. 1 2 3 4 10. Do you feel enthusiastic about your current job. 1 2 3 4 11. Do you feel enthusiastic if you are given a new job scope 1 2 3 4 12. Are you looking forward to achieve the organisation goal. 1 2 3 4 13. You feel discourage when you are asked to perform a new task 1 2 3 4 14. You feel that you are important to the organisation 1 2 3 4 15. Overall, you feel the organisation plans for your future. 1 2 3 4 Appendix 3 HOW SATISFIED ARE YOU WITH YOUR JOB QUESTIONNAIRE The following questions ask you about how you feel about your job at work everyday and how satisfied are you. Please indicate your agreement or disagreement on the following statements by indicating your appropriate response based on the following scale. 1 Strongly disagree2Disagree 3Neutral 4Agree 5Strongly agree 1. At this very moment, I am very enthusiastic about my work. 1 2 3 4 5 2. Right now, I feel fairly satisfied with my present job. 1 2 3 4 5 3. At present, each moment at work seems like it will never end. 1 2 3 4 5 4. At this moment, I am finding enjoyment in my work. 1 2 3 4 5 5. Right now, I consider my job rather unpleasant. 1 2 3 4 5 6. My job gives me a sense of achievement. 1 2 3 4 5 7. The amount of support and guidance I receive from my supervisor. 1 2 3 4 5 8. The overall quality of the supervision I receive in my work. 1 2 3 4 5 References FACTORS EXPLAINING JOB SATISFACTION AMONG FACULTY Jaime X. Castillo, Extension Specialist New Mexico State University Jamie Cano, Associate Professor The Ohio State University Journal of Agricultural Education 1) Locke, E. A. (1976). The nature and causes of job atisfaction. In M. D. Dunnette (Ed. ), Handbook of industrial and organizational psychology (pp. 1304). Chicago: Rand McNally. 2) Organ, D. W. (1988). Organizational Citizenship Behavior – The Good Soldier Syndrome. (1st ed. ). Lexington, Massachusetts/Toronto: D. C. Heath and Company. 3) Herzberg, F. , Mausner, B. and Snyderman, B. B. (1959), The Motivation to Work. New York: Wiley. 4) Fred Luthans and Jonathan P. Doh, (2009), ‘International Management, Culture, Strategy, and Behavior 7th edition’, Mcgraw Hill, New York 5) http://www. nbrii. com/Employee_Surveys/Satisfaction. html 6) Dailey, R. C. and Kirk, D. J. (1992), â€Å"Distributive and procedural justice as antecedents of job satisfaction and intent to turnover†, Human Relations, Vol. 45, pp. 305-17. 7) West, M. and Patterson, M. (1998), â€Å"Profitable personnel†, People Management, Vol. 4, pp. 28-31. 8) Grant, L. (1998), â€Å"Happy workers, high returns†, Fortune, p. 81. 9) Hian Chye Koh, El’fred H Y Boo feb 2001. The link between organizational ethics and job satisfaction: A study of managers in Singapore, Vol. 29, Iss. 4; p. 309 10) Ackfeldt, A. , Coote, L. V. (2005). A study of organizational citizenship behaviors in a retail setting. Journal of Business Research, 58(2), 151-159 11) Farh, J. , Podsakoff, P. M. Organ, D. W. (1990). Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction. Journal of Management, 16(4), 705-721. http://proquest. umi. com. eproxy. ucd. ie/pqdweb? index=5did=1674096061SrchMode=1sid=3Fmt=6VInst=PRODVType=PQDRQT=309VName=PQDTS=1277568831clientId=13279 12) Ali Mohammad Mosadegh Rad, Mohammad Hossein Yarmohammadian, (2006) â€Å"A study of relationship between managers’ leadership style and employees’ job satisfaction†, Leadership in Health Services, Vol. 9 Iss: 2, pp. 11 – 28 13) Paul E Madlock. The Journal of Business Communication. Urbana: Jan 2008. Vol. 45, Iss. 1; p. 61 Fishing for the right people Hugh Greenway, Tim Runacre. Training Journal. Ely: Mar 2008. pg. 41, 4 pgs Burney, L. and S. K. Widener. 2007. Strategic performance measurement systems, job- relevant information, and managerial behavioral responses – Role stress and performance. Behavioral Research In Accounting (19): 43-69. Shadare Oluseyi . A, Hammed, T. Ayo 2009 â€Å"Influence of Work Motivation, How to cite Management Report Project on Work Performance, Essay examples

Exiles By Carolyn Kay Steedman Essay Example For Students

Exiles By Carolyn Kay Steedman Essay Exiles by Carolyn Kay SteedmanFirst impressions of Steedmans Exiles left me feeling as if the woman had a lot of sour grapes to deal with.The overall flavor of the piece leans toward the negative, the cynical and sometimes even the sarcastic.She seems particularly critical of her parents, who probably did their best with what they had, but nowhere do we see much in the way of compassionate empathy on her part.The title she chose for the piece, Exiles, emphasizes the alienation that she felt from her parents, as well as the social/economic alienation which she felt her parents had endured.If I had to place a particular definition on this interpretation, it would be that Steedman suffers from a lack of objectivity. One such example of this cynicism appears in the last paragraph of page 649, wherein Steedman goes out of her way to describe in detail how her mother lied to her about her past:As a teenage worker my mother had broken with a recently established tradition and on leaving school in 1927 didnt go into the sheds.She lied to me though when, at about the age of eight, I asked her what shed done, and she said shed worked in an office, done clerical work. Steedman then goes on to say how she had sought out and verified that this lie was true:. . .I talked to my grandmother and she, puzzled, told me that Edna had never worked in any office, had in fact been apprenticed to a dry-cleaning firm that did tailoring and mending. Steedman later on sought additional opportunities to reveal her mothers evasion of the truth.From the top of page 650:. . .Now I can feel the deliberate vagueness in her accounts of those years: When did you meet daddy?-Oh, at a dance, at home.There were no photographs.Who came to London first?I wish now that Id asked that question. And so Steedman goes on and on trying to reveal every possible negative thing she can dig up about her parents.She extends her father no more mercy either, as we see at the bottom of page 650:I remember incidents like these, I think, because I was about seven, the age at which children start to notice social detail and social distinction, but also more particularly because the long lesson in hatred for my father had begun. . . . And also at the top of page 651:But we were forced to choose, early on, which side we belonged to, and children have to come down on the side that brings the food home and gets it on the table.By 1955 I was beginning to hate him-because he was to blame, for the lack of money, for my mothers terrible dissatisfaction at the way things were working out. My reaction to all of this is What a complainer!Good grief, usually poverty and hard times draws people together and helps them appreciate the better things in life.This is particularly true with those who endured the depravations of WWII and the depression, such as her parents.But seeing how Steedman appears to have been one of the first baby-boomers on the scene in the late 40s, one can see how wealth and prosperity probably surrounded her in the community.Its amazing how greed sets in so quickly upon a people and develops within them a Gimmie! Gimmie! mentality that can never be satisfied. Perhaps Steedman is expressing the only form of revenge she can exact from her parents, now long since dead.By dragging their names through the mud it appears that she may be getting some form or sadistic pleasure and satisfaction.I am sure she would never admit to it that way, however.She probably feels she has written quite a scholarly piecegiving her parents a detached, objective observation. They may have even become another one of her case studies.But when all is said and done, and the diplomas have been tucked back in the drawer or hung back on the wall, were all just a bunch of selfish, self-seeking human beings who often give in to the base and deplorable. .u6a8bed60877272a2fe39b3a0c17d4fc2 , .u6a8bed60877272a2fe39b3a0c17d4fc2 .postImageUrl , .u6a8bed60877272a2fe39b3a0c17d4fc2 .centered-text-area { min-height: 80px; position: relative; } .u6a8bed60877272a2fe39b3a0c17d4fc2 , .u6a8bed60877272a2fe39b3a0c17d4fc2:hover , .u6a8bed60877272a2fe39b3a0c17d4fc2:visited , .u6a8bed60877272a2fe39b3a0c17d4fc2:active { border:0!important; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .clearfix:after { content: ""; display: table; clear: both; } .u6a8bed60877272a2fe39b3a0c17d4fc2 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u6a8bed60877272a2fe39b3a0c17d4fc2:active , .u6a8bed60877272a2fe39b3a0c17d4fc2:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .centered-text-area { width: 100%; position: relative ; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u6a8bed60877272a2fe39b3a0c17d4fc2:hover .ctaButton { background-color: #34495E!important; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u6a8bed60877272a2fe39b3a0c17d4fc2 .u6a8bed60877272a2fe39b3a0c17d4fc2-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u6a8bed60877272a2fe39b3a0c17d4fc2:after { content: ""; display: block; clear: both; } READ: The Bank Of New York And Its History EssayThis piece was about name-calling.It was a carefully veiled attempt on the part of the writer to shield her malicious intentions toward her parents with cultural witticisms and academic prowess.I wasnt fooled.Anyone who cannot afford to grant their parents just a little bit of slack, or perhaps even a little bit of gentle humor for the tough times they went through really hasnt grown up yet.

An Overview of Pontiacs Rebellion

An Overview of Pontiacs Rebellion Beginning in 1754, the French Indian War saw British and French forces clash as both sides worked to expand their empires in North America. While the French initially won several early encounters such as the Battles of the Monongahela (1755) and Carillon (1758), the British ultimately gained the upper hand after triumphs at Louisbourg (1758), Quebec (1759), and Montreal (1760). Though fighting in Europe continued until 1763, forces under General Jeffery Amherst immediately began working to consolidate British control over New France (Canada) and the lands to the west known as the pays den haut. Comprising parts of present-day Michigan, Ontario, Ohio, Indiana, and Illinois, the tribes of this region had largely been allied with the French during the war. Though the British made peace with the tribes of around the Great Lakes as well as those in the Ohio and Illinois Countries, the relationship remained strained. These tensions were worsened by policies implemented by Amherst which worked to treat the Native Americans as a conquered people rather than equals and neighbors. Not believing that the Native Americans could mount meaningful resistance against British forces, Amherst reduced the frontier garrisons as well as began to eliminate ritual gifts which he viewed as blackmail. He also began to restrict and block the sale of gunpowder and weapons. This latter act caused particular hardship as it limited the Native Americans ability to hunt for food and furs. Though the head of the Indian Department, Sir William Johnson, repeatedly advised against these policies, Amherst persisted in their implementation. While these directives impacted all of the Native Americans in the region, those in the Ohio Country were further angered by colonial encroachment into their lands. Moving Towards Conflict As Amhersts policies began to take effect, Native Americans living in the pays den haut began to suffer from disease and starvation. This led to the beginning of a religious revival led by Neolin (The Delaware Prophet). Preaching that the Master of Life (Great Spirit) was angered at the Native Americans for embracing European ways, he urged the tribes to cast out the British. In 1761, British forces learned that the Mingos in the Ohio Country were contemplating war. Racing to Fort Detroit, Johnson convened a large council which was able to maintain an uneasy peace. Though this lasted into 1763, the situation on the frontier continued to deteriorate. Pontiac Acts On April 27, 1763, the Ottawa leader Pontiac called members of several tribes together near Detroit. Addressing them, he was able to convince many of them to join in an attempt to capture Fort Detroit from the British. Scouting the fort on May 1, he returned a week later with 300 men carrying concealed weapons. Though Pontiac had hoped to take the fort by surprise, the British had been alerted to a possible attack and were on alert. Forced to withdraw, he elected to lay siege to the fort on May 9. Killing settlers and soldiers in the area, Pontiacs men defeated a British supply column at Point Pelee on May 28. Maintaining the siege into the summer, the Native Americans were unable to prevent Detroit from being reinforced in July. Attacking Pontiacs camp, the British were turned back at Bloody Run on July 31. As a stalemate ensured, Pontiac elected to abandon the siege in October after concluding that French aid would not be forthcoming (Map). The Frontier Erupts Learning of Pontiacs actions at Fort Detroit, tribes throughout the region began moving against the frontier forts. While the Wyandots captured and burned Fort Sandusky on May 16, Fort St. Joseph fell to the Potawatomis nine days later. On May 27, Fort Miami was taken after its commander was killed. In the Illinois Country, the garrison of Fort Ouiatenon was compelled to surrender to a combined force of Weas, Kickapoos, and Mascoutens. In early June, the Sauks and Ojibwas used a stickball game to distract British forces while they moved against Fort Michilimackinac. By the end of June 1763, Forts Venango, Le Boeuf, and Presque Isle were also lost. In the wake of these victories, Native American forces began moving against Captain Simeon Ecuyers garrison at Fort Pitt. Siege of Fort Pitt As fighting escalated, many settlers fled to Fort Pitt for safety as Delaware and Shawnee warriors raided deep into Pennsylvania and unsuccessfully struck Forts Bedford and Ligonier. Coming under siege, Fort Pitt was soon cut off. Increasingly concerned about the situation, Amherst directed that Native American prisoners be killed and inquired about the potential of spreading smallpox among the enemy population. This latter idea had already been implemented by Ecuyer who had given the besieging forces infected blankets on June 24. Though smallpox did break out among the Ohio Native Americans, the disease was already present prior Ecuyers actions. In early August, many of the Native Americans near Fort Pitt departed in an effort to destroy a relief column which was approaching. In the resulting Battle of Bushy Run, Colonel Henry Bouquets men turned back the attackers. This done, he relieved the fort on August 20. Troubles Continue The success at Fort Pitt was soon offset by a bloody defeat near Fort Niagara. On September 14, two British companies had over 100 killed at the Battle of Devils Hole when they attempted to escort a supply train to the fort. As settlers along the frontier became increasingly worried about raids, vigilante groups, such as the Paxton Boys, began to emerge. Based in Paxton, PA, this group began attacking local, friendly Native Americans and went so far as to kill fourteen that were in protective custody. Though Governor John Penn issued bounties for the culprits, they were never identified. Support for the group continued to grow in and 1764 they marched on Philadelphia. Arriving, they were prevented from doing additional damage by British troops and militia. The situation was later diffused through negotiations overseen by Benjamin Franklin. Ending the Uprising Angered by Amhersts actions, London recalled him in August 1763 and replaced him with Major General Thomas Gage. Assessing the situation, Gage moved forward with plans that had been developed by Amherst and his staff. These called for two expeditions to push into the frontier led by Bouquet and Colonel John Bradstreet. Unlike his predecessor, Gage first asked Johnson to conduct a peace council at Fort Niagara in an effort to remove some of the tribes from the conflict. Meeting in the summer of 1764, the council saw Johnson return the Senecas to the British fold. As restitution for their part in the Devils Hole engagement, they ceded the Niagara portage to the British and agreed to send a war party west. With the conclusion of the council, Bradstreet and his command began moving west across Lake Erie. Stopping at Presque Isle, he exceeded his orders by concluding a peace treaty with several of the Ohio tribes which stated that Bouquets expedition would not go forward. As Bradstreet continued west, an incensed Gage promptly repudiated the treaty. Reaching Fort Detroit, Bradstreet agreed to a treaty with local Native American leaders through which he believed them to accept British sovereignty. Departing Fort Pitt in October, Bouquet advanced to the Muskingum River. Here he entered into negotiations with several of the Ohio tribes. Isolated due to Bradstreets earlier efforts, they made peace in mid-October. Aftermath The campaigns of 1764 effectively ended the conflict,  though some calls for resistance still came from the Illinois Country and Native American leader Charlot Kaskà ©. These issues were dealt with in 1765 when Johnsons deputy, George Croghan, was able to meet with Pontiac. After extensive discussions, Pontiac agreed to come east and he concluded a formal peace treaty with Johnson at Fort Niagara in July 1766. An intense and bitter conflict, Pontiacs Rebellion ended with the British abandoning Amhersts policies and returning to those used earlier. Having recognized the inevitable conflict that would emerge between colonial expansion and the Native Americans, London issued the Royal Proclamation of 1763 which prohibited settlers from moving over the Appalachian Mountains and created a large Indian Reserve. This action was poorly received by those in the colonies and was the first of many laws issued by Parliament that would lead to the American Revolution.

Drugs An Overview Essay Example

Drugs An Overview Essay Example Drugs An Overview Paper Drugs An Overview Paper According to the article Drug Classes on US Drug Enforcement Administration site, five classes of drugs regulated under the Controlled Substances Act (CSA) are narcotics, depressants, stimulants, hallucinogens and anabolic steroids. Except anabolic steroids all other classes of drugs produce similar effects by altering moods, thoughts and feelings by their action on the Central Nervous System i. e. , brain and spinal cord. While some alleviate pain, anxiety and depression, others induce sleep and energize. When these drugs are increasingly used in a medically or socially inconsistent manner it is called drug abuse. In legal terminology â€Å"the non-sanctioned use of substances controlled in Schedules I through V of the CSA is considered drug abuse. † According to the article Methamphetamine on streetdrugs. org, methamphetamine being a powerful stimulant finds limited therapeutic usage and is primarily used to treat obesity. It can be orally ingested in the form of tablets or powder. Even small amounts of methamphetamine effect the central nervous system (CNS) causing increased wakefulness, respiration and physical activity, decreased appetite, hyperthermia and euphoria. Other effects on CNS are irritability, insomnia, confusion, tremors, convulsions, anxiety, paranoia and aggressiveness. Methamphetamine in any form is extremely dangerous inducing long-lasting, debilitating effects. Hyperthermia and convulsions may even lead to death. According to the article MDMA (Ecstasy) on streetdrugs. org, MDMA an illegally manufactured variant of mescaline and amphetamine is chemically known as 3, 4-methylenedioxy-N-methylamphetamine also called by various names such as Ecstasy, XTC, Adam and Essence. â€Å"It is considered a designer drug – a substance on the drug market that is a chemical analogue or variation of another psychoactive drug. † Ingested orally in tablet or capsule form producing profoundly positive feelings, extreme relaxation, empathy for others and elimination of anxiety. Short term effects of the drug include enhanced heart beat, blood pressure and body temperature, clenching of jaws and teeth or muscular tension, dehydration, chills, nausea, blurred vision, dizziness, confusion, insomnia and paranoia. MDMA is also said to suppress hunger and sleep. Long term effects are depression, sleep disorders, drug craving, liver damage, brain damage, persistent elevation of anxiety and paralysis. Large doses of MDMA may lead to muscular breakdown, hyperthermia, kidney failure and cardiovascular system failure. According to the article Cocaine on US Drug Enforcement Administration site, Cocaine is an oldest, powerful addictive stimulant previously used in tonics/elixirs prepared to treat wide variety of illnesses. It is a Schedule II drug under Controlled Substances Act of 1970. The drugs short term effects include euphoric feeling, energetic, talkative and mentally alert to sensations of sight, sound and touch. The physiological effects include constricted blood vessels, dilated pupils, higher body temperatures, increased heart beat and blood pressure. Higher dosages may lead to tremors, vertigo, muscle twitches, paranoia, restlessness, irritability and anxiety. First time usage may also lead to death due to cardiac arrest or seizures following respiratory arrest. Long term effects of usage of cocaine include increased irritability, restlessness and paranoia ultimately resulting into a â€Å"full-blown paranoid psychosis† and auditory hallucinations. Los Angeles Times staff reporter stated that Jonathon Rios, a cheerleading coach was taken into custody after he was accused of administering Ecstasy a club drug to a 16 year old and indulging in unlawful sex. This is a peculiar case wherein the minor was administered drug without her knowledge and crime perpetrated on her. Jonathon Rios, though had not taken the drug personally but certainly had committed a crime giving the drug to the 16 year old and indulged in sexual act when the girl was under its influence. Sara Lin, staff writer of Los Angeles Times stated that Louis Bostich confessed to have killed Jami J. Vitteli after taking methamphetamine in the early hours of May 28, 1987 by smashing her head with a champagne bottle and escaped. Public defender Derek J. Bercher argued that his client lived a crime free life and also had begun a spiritual quest by visiting Buddhist monastery, discussing with clerics of various faiths and participating in recovery programs including Alcoholics. He was charged with O. C. murder and sentenced to 15 years life imprisonment by the Superior court judge. The above case clearly depicts that Louis Bostich killed Jami J. Vitteli under the influence of methamphetamine and it was unintentional. David Haldane, staff writer of Los Angeles Times stated that Paul Sassanberger will be formally sentenced for felony vehicular manslaughter for using methamphetamine and illegally taking a vehicle and extortion. On June 12, 2005 Leoncio Flores parked his car illegally in 1000 block of South Mantle Lane, as his car was being towed Flores arrived and offered $ 50 to Sassanberger. But Sassanberger refused to release the vehicle and continued driving, in the process Flores came under the wheels and died. â€Å"California law requires tow truck drivers to release a vehicle if the owner arrives before it has left the premises. † Thus Sassanberger was held guilty and sentenced to 6 years imprisonment. The sentence â€Å"Sassenberger, while employed by Pepes Tow Co. in Santa Ana from 2003 to 2005, refused to release vehicles to their owners on 11 occasions† clearly depicts that though traces of methamphetamine were found in the blood of Sassanberger, he was an adamant person and refused to release the vehicle like previously he had done. Hence he is responsible for the crime. References Drug Classes. US Drug Enforcement Administration. Page retrieved on July 6, 2007 from: usdoj. gov/dea/concern/drug_classes. html Methamphetamine. www. streetdrugs. org (2006). Page retrieved on July 6, 2007 from: streetdrugs. org/methamphetamine. htm streetdrugs. org/methamphetamine2. htm MDMA(Ecstasy). www. streetdrugs. org (2006). Page retrieved on July 6, 2007 from: streetdrugs. org/mdma. htm streetdrugs. org/mdma2. htm Cocaine. US Drug Enforcement Administration. Page retrieved on July 6, 2007 from: dea. gov/concern/cocaine. html Times Staff and Wire Reports. Cheerleader Coach Held on Drug, Sex Allegations. October 14, 2006. Page retrieved on July 6, 2007 from: latimes. com/news/local/la-me-rbriefs14. 4oct14,1,7461940. story Sara Lin. Times Staff Writer. Man Who Confessed to 1987 O. C. Murder Is Sentenced. September 6, 2006. Page retrieved on July 6, 2007 from: latimes. com/news/local/la-me-guilty6sep06,1,1582109. story David Haldane. Times Staff Writer. Orange County Tow Truck Driver Admits Violations. September 9, 2006. Page retrieved on July 6, 2007 from: latimes. com/news/local/la-me-tow9sep09,1,180504. story

Impact of globalization on Indian Capital markets Essay

Impact of globalization on Indian Capital markets - Essay Example The paper tells that the stock markets in the developing economies like India account for a significant share of the activities in the global markets. Lowering the barriers relating to the flow of international capital in the post liberalization period has enhanced the stock market liquidity. Liquidity plays an important role in spurring the long term growth opportunities. In the absence of liquidity many profitable opportunities had to be foregone as people were unwilling to block their funds for long span of time. The increased liquidity in the Indian capital markets has been facilitated through foreign participation in the form of equity. Increased capital flows in the country have helped in improving the production base of the country. By way of this the total savings is distributed across countries with high potential that lack the necessary financial back-up. As a result of globalization the economic progress of a country is not affected by fund constraints. Studies have shown that an active capital market complemented by a sound banking system stimulate economic growth. The foreign participation in a country can take various forms like foreign institutional investment or foreign direct investment. In India the bulk of the foreign investment is in the form of foreign portfolio investment. The growth rate in GDP is an important indicator of the impact of the strengthened capital markets and stable financial system. The GDP growth rate of India has increased from the lows to the extent that the country ranks among the fastest growing nations in the world.

Camayd freixas interpreting ICE Assignment Example | Topics and Well Written Essays - 500 words

Camayd freixas interpreting ICE - Assignment Example Although the office of the clerk at the U.S. District Court had already contracted interpreters almost one month ago, they could not talk about it, since they were not at liberty to do so with the fear of compromising the impending raid. This investigation was reportedly led by ICE from the executive branch with the help of U.S. District Court from the judicial branch. The court had moved to a remote location for two weeks which formed part of their continuity of operation exercise just in case there was no disruption from any emergency such as flood or tornado. In the process of interpretations during the first day, we had sluggish beginning due to the malfunctioning of the barcode booking system of the Immigration and Customs Enforcement. This meant that we had to sort out the documents manually and the office of the U.S. Attorney assisted us in processing the documents. Because of this, few, less than a third, detainees could be arraigned on Tuesday. We made rotations in shift due to the many numbers of interpreters available that day. Although the court adjourned after 4pm, there was an overnight prosecution work that planned on a 7am to midnight court during the next day. I found out more facts about the Agriprocessors such as the factual statistics of arrest and number of employees. However, the more I found out, I felt blind sighted in an assignment that I never needed any part. Although I mastered the whole rationale of the secrecy involved, I understood clearly that the interpreter of the contract is the one with the right to decline a job that have conflicts with his intuitional morals. I had however been deprived of this opportunity. I was already in anyway and at some point I considered withdrawing seriously from the assignment as a federally certified interpreter for the first time in 23 years due to conflict of interest. Nevertheless, I had both the contractual and ethical obligation to have a withdrawal in case of conflict

Philosophers Views on Abortion Case Study Example | Topics and Well Written Essays - 1750 words

Philosophers Views on Abortion - Case Study Example However, some people especially those who support abortion have for centuries argued that the life of a mother is superior to that of the unborn; therefore, any life that put the life of the mother at any risk should be eliminated and the mother let to live. Regardless of the counter-argument on abortion, it is not right, at any point in time, to conduct abortion since it constitutes to terminate life; however, under well-argued and justified ground it may be an option to save the mother's life. Regardless of the position, one may take the arguments on abortion have proven to be extremely defensive and dogmatic. Furthermore, they concentrate on one perspective without looking at the whole issue in line with its psychological, moral, biological, and sociological complexity. Abortion is a difficult issue; however, it can be resolved if both sides of the debate look at the abortion arguments in open minds. Additionally, all the contributors and involved stakeholders must accept to work together towards the same goal without advance prejudice of the issue. Therefore, it is not advantageous if the entire human race to follow demagogic slogans that politically influence thinking on vital issues such as abortion; thus, the human race must all time debate on these vital issues with rational, moral stands. Philosophers Views on Abortion The fundamental problem of abortion is the moral justification of the status of the fetus. The philosophical understanding has three basic positions upon which they advance their arguments including conservative, liberal, and moderate. The liberal position is the contribution of Judith Jarvis Thomson. In her contribution, Judith assumed that conservatives did not influence the ideals of their supporters. Contributing to the issue, Judith argues that the moral status of any fetus is at all times justifiable in varied cases (DeGrazia, Mappes, and Brand-Ballard 482). She created a situation where someone is kidnapped because of preserving t he life of unconscious violinist. Additionally, she argues that the living human beings are linked through sharing the same kidney. Therefore, if there is the detachment between the kidneys of these two lives, before the end of the standard nine months of pregnancy, then the violinist automatically dies. According to Thomson, it is not an obvious obligation for humanity to share the kidney with the unborn (DeGrazia, Mappes, and Brand-Ballard 582). Additionally, she argues that sharing of the kidney creates an analog situation where the fetus uses the mother's body. Therefore, according to Thomson, abortion should be accepted and justified at all costs since the fetus only depends on the mother. She adds that abortion is justified in cases of rape, when a woman’s life is in danger, and when a woman has reasonable precaution to evade pregnancy. This reasoning may be considered patently false and exaggerated. In her argument, Thomson seems to disregard the distinctive character of the case that is the growing fetus. Even in rape cases, the killing of the fetus is not justifiable; thus, it remains morally unacceptable. Nonetheless, rape is also morally condemnable. Relating Rose’s case in the â€Å"A Brain Dead Mother Gives Birth† case study, Thomson will advocate for the death of the fetus in a quite unconvincing circumstance (DeGrazia, Mappes, and Brand-Ballard720). According to Thomson, the fetus is just, but a burden to the mother and in a situation where the mother’s life is at risk, the fetus must just be aborted.

Human Growth And Development

Human Growth And Development Human existence is not static and people are developing constantly (Thompson and Thompson, 2008: 83). For this reason, an understanding of development is central to undertaking professional social work at a high level of competence (Ibid.: 99). This case study focuses on Tony and Jan, their adopted nine year old son Sam, new baby and Jans mother Dorothy. It is evident from reading this familys background information that a social worker should consider theories of human growth and development in order to fully assess their circumstances and behaviour. Hence, this is where our attention will now turn but as time does not permit consideration of all family members, for the purpose of this assignment two will be concentrated on; Sam and Jan.   Sam Sam was adopted by Tony and Jan at four years old, a move which, despite initial reservations, was successful. However, in recent months Sams behaviour has deteriorated and this, alongside other problems, has led to the family seeking support. has long been regarded as significant in childrens development (Aldgate, 2007: 57). Bowlby (1977: 203) described attachment behaviour as behaviour resulting in a person attaining or retaining proximity to another differentiated and preferred individual, usually considered stronger and/or wiser. He considered it integral to human nature, seen to varying extents in all human beings and performed the biological function of protection (Bowlby, 1988: 22). can be affected when separated from a main attachment figure; especially if this happens involuntarily such as when a child is removed from their parents care (Aldgate, 2007: 64). Irrespective of their previous attachment experiences, they will find this frightening because â€Å"they do not know who to turn to help them return to a state of equilibrium† (Ibid.). This explains why children who have experienced abuse may still want to be with their parents, even if they are insecurely attached to them (Ibid.) and could illustrate why Sam was recently protesting that he wanted to go back to his real mother. Daniel (2006: 193) asserts children between the ages six months and four years are most vulnerable when separated from attachment figures because: â€Å"during these early years children lack the cognitive skills to comprehend the events leading to separation and this coupled with the propensity for magical thinking, means young children are highly likely to blame themselves for the loss†. Sam was adopted at four years old and although we know little about the circumstances with his birth parents, importantly his attachment bond was broken at this point. Aldgate (2007: 65) notes children who have lost attachment figures through entering the care system are at risk of further harm by insensitive responses to their attachment needs. Furthermore,   children beginning new placements with insecure attachment behaviour may test the parenting capacity of their carers (Ibid.) which could explain Sams recent deteriorating behaviour. Following two decades of research demonstrating that placement breakdown is an ongoing problem in the UK (Ibid.), practitioners working with this family should be especially careful to try to prevent this. Attachment theory differs from traditional psychoanalytic theories because it rejects the model of development proposing an individual passes through a series of stages, in which they may become fixated or regress (Bowlby, 1988: 135). Instead, this model sees the individual as progressing along one of many potential developmental pathways, some of which are or are not compatible with healthy development (Ibid.). Yet, the role of parents in shaping a childs personality has been critiqued by Harris (1999: xv; 359), who offers an alternative viewpoint in The Nurture Assumption and proposes it is experiences in childhood and adolescent peer groups that modify a childs personality in ways that will be carried forward to adulthood. Whats more, OConnor and Nilson (2007: 319) argue that amongst children in the foster care system, attachment is considered a powerful but diffuse source of behavioural and emotional problems. Almost any disruptive behaviour can be attributed to attachment diffic ulties in early relationships and the early experiences are often suggested as the only source of their problems, subsequently minimising the role of the current placement experiences (Ibid.). They contend following research demonstrating foster parents attachment and caregiving does influence the childs attachment to them, it is crucial that the impact of early attachment experiences on later development should not be considered independently of current caregiving environments (Ibid.: 320). Finally, providing that new attachment figures for children can respond to childrens attachment needs sensitively and are committed to handle any behaviour that may test their staying power, it is believed early patterns can be modified or discontinued (Aldgate, 2007: 66). Bronfenbrenners (1979) Ecology of Human Development looks beyond the impact of attachment to caregivers on development and offers much in terms of aiding our understanding of this families situation and behaviour. Bronfenbrenner (Ibid.: 3) developed his broader prospective to development, providing new conceptions of the developing person, the environment and the evolving interaction between them. He focussed on:   Ã‚   â€Å"the progressive accommodation, throughout the life span, between the growing human organism and the changing environments in which it actually lives and grows. The latter include not only the immediate settings containing the developing person but also the larger social contexts, both formal and informal, in which these settings are embedded†. (Bronfenbrenner, 1977: 513). According to Bronfenbrenner (1979.: 22), the ecological environment is comprised of a nested organisation of concentric structures with each one contained within the next. He labelled these the microsystem, mesosystem, exosystem, and macrosystem and each layer of a childs environment affects their development. When looking at the microsystem, the pattern of roles, interpersonal relations and activities experienced by the developing person in a given setting (Ibid.), there are ways this could have affected Sams development. For instance, within the family setting Jan has struggled to cope since the unexpected arrival of their baby, which subsequently could have affected Sams relationship with her. He now has to share his mothers attention with his sibling and may be feeling left out or jealous. Furthermore, the expense of IVF has resulted in Tony working more, rendering him absent from the household more frequently. This change may have influenced Sams relationship with Tony and he may be missing having his father around as in the past. Additionally, following his adoption, Dorothy felt uncertain whether to regard Sam as her real grandson, a tension which Sam may sensed himself. Bronfenbrenner   (Ibid.:7) also regarded the connections between other people in the setting of equal importance because of their indirect influence on the developing child through the effect they have on those who deal first hand with that person. Sams development could have been affected by strained relations between his parents as a result of Jan not receiving the support she needs from her husband due to his work commitments. Similarly, relations between Jan and Dorothy have become tense since the babys arrival with Jan expecting Dorothys assistance, which has not materialised. Beyond the microsystem, an exosystem refers to settings that the developing person is not involved in as an active participant but â€Å"in which events occur that affect, or are affected by, what happens in the setting containing the developing person† (Ibid.: 25). Bronfenbrenner (Ibid.) offered a childs parents place of work as an example and with the need for Tony to work as much as possible, a ny stresses he experiences in the work environment could impinge upon Sams development even though Sam spends no time in this setting himself.  Ã‚   This theory recognises everyone exists within a context influencing who they are and how they respond to situations in life (Phelan, 2004: online). Whilst   the building blocks in the environmental aspect of this theory were familiar concepts in the social and behavioural sciences, the way in which these entities relate to one another and to development was new (Bronfenbrenner, 1979: 8). Hence, before this theory, sociologists, psychologists and other specialists studied narrow aspects of childrens worlds (Brendtro, 2006: 163). However, Tudge et al.(2009: 6) evaluated the application of Bronfenbrenners theory in recently published work and found only 4 out of 25 papers claiming to be based on his theory had utilised it appropriately.   They contend if theory is to play an important role in developmental studies it must be applied correctly because:    â€Å"a failure to do so means that it has not been tested appropriately; data apparently supporting the theory do no such thing if the theory has been incorrectly described, and a misrepresented theory is impervious to attack from nonsupportive data† (Ibid.: 206).   Adoption is required when it is not possible for a child to return home, either because the parents are unable to care for them or change their lives in a way that would be safe for that child (Brent Council, 2010: online). Whilst we are uncertain of the circumstances leading to Sams adoption, we can speculate that the care provided by his birth parents was deficient. Infant brain research demonstrated that â€Å"if there is grossly inadequate care in infancy, the infants brain and other abilities that depend on brain development can be compromised† (Linke, 2000: online). The majority of the critical times for brain development occur before the age of six months and research indicated orphans adopted after this age made less progress than those adopted earlier (Ibid.). Furthermore, parts of the brain that regulate emotions and stress responses are organised early in a childs life and may not be changeable later (Ibid.). Subsequently, parts of the body and brain that respond to stress may become over sensitive and ready to respond to threat even when a threat is not manifest if the infant is continually exposed to trauma and stress (Ibid.). If Sam experienced   inadequate care in infancy it is possible that he has developed over sensitive stress responses and now regards the new baby as a threat, which could provide an explanation for his defiant behaviour and disinterest in his sibling. Pollak and the University of Wisconsin Child Emotion Lab are active in researching how early life experiences affect brain development (see Child Emotion Lab, 2009: online). However, he and his colleagues stress that not all children experiencing neglect develop the same problems (Wismer-Fries et al., 2005: 17239). In their work on the role of early social experience in subsequent brain development they found children experiencing lower hormonal reactivity may go on to develop satisfactory interpersonal relationships and highlighted potentially significant individual differences operating across the control group and the previously neglected group of children (Ibid.). Furthermore, other research led by Pollak has demonstrated how adjustable the brain can be when in the right environment (University of Wisconsin News, 2003: online). Their study of 5-6 year olds who lived in orphanages during their first seven to 41 months of life found that children performed better in many tests the longer they had lived with their adoptive families (Ibid.). Pollak (quoted in University of Wisconsin News, 2003: online) hopes these findings will encourage children to be placed in families rather than in institutional settings and â€Å"offer new avenues for designing more effective interventions that could help children who spent their early years in deprived environments reach their full potential†.  Ã‚   Jan Eriksons life cycle approach proposes at certain points in their lives, people encounter life crises creating a conflict within themselves as individuals and between themselves and other significant people in their lives (Gibson, 2007: 74). Each life crisis provides a conflict, characterised by a pull in different directions by two opposing dispositions, and if the individual achieves a favourable balance between these then they are as prepared as possible to move onto the next stage in the process (Ibid.). However, if one does not achieve this favourable ratio, this renders succeeding in subsequent life crises problematic (Ibid.). Generativity vs Stagnation is Eriksons seventh and penultimate stage of psychosocial development covering middle adulthood and generativity â€Å"is primarily the concern in establishing and guiding the next generation† (Erikson, 1965: 258) and represents the major conflict in adulthood (Slater, 2003: 57). As Slater (Ibid.) asserts, everybody has to face the crisis of parenthood whereby: â€Å"mmake a deliberate decision to become parents, but some become parents without conscious decision, others decide not to become parents, and still others want to become parents but cannot. The decision and its outcome provoke a crisis that calls for a re-examination of life roles†. Successfully achieving this sense of generativity is important for both the individual and society and parents demonstrate it through caring for their children (Slater, 2003: 57). A failure to achieve this leads to a feeling of stagnation and unproductivity (Heffner, 2001: online). Jan spent a long time trying to become a mother to fulfil this stage in Eriksons model and achieve a â€Å"favourable ratio† (Erikson, 1965: 262) of generativity over stagnation. After two years of trying to conceive, three unsuccessful attempts at IVF and two gruelling years of the adoption process, they adopted Sam and have since unexpectedly conceived naturally. However, as Erikson (Ibid.: 259) asserts â€Å" the mere fact of having or even wanting children does not achieve generativity†. Blyth (1999: 730) writing about assisted conception, importantly highlights parenthood after such efforts will not necessarily match expectations and Jans feelings of being a useless mother and finding mo therhood a struggle may be unexpected after trying for a family for such a long time. Furthermore, in this stage, the importance of adult mature dependency is implicitly inferred and suggests there are psychological rewards for those adults who can meet the needs of others and have other people dependent on them (Gibson, 2007: 83). Jan reports feeling unable to comfort her baby and meet their needs and this should be addressed by a social worker to prevent a â€Å"pervading sense of stagnation and impoverishment† (Erikson, 1965: 258) in this stage of the life cycle.   Slater (2003: 53) acknowledges Eriksons work, whilst grounded in psychoanalytic theory, rejects Freuds notion that personality is fixed by childhood experiences alone and provides an extension of the stages of development to cover adolescence, adulthood and old age. However, Rutter and Rutter (1993: 1-2) criticised theories such as Eriksons viewing psychological growth as a systematic progression through a series of stages in a predetermined order, through which everyone moves, taking them closer to maturity represented by adult functioning. This reliance on the universals of development and the notion of one developmental pathway has ignored individual differences (Ibid.). They   believe that whilst this theory made significant contributions to understanding the processes involved in development, Eriksons approach does not fit with what is known about socio-emotional development and â€Å"it is likely that children take a variety of paths, and adult outcomes cannot sensibly be re duced to mere differences in levels of maturity† (Ibid.: 2). Goffman (1963: preface- 3) employed the term stigma to refer to a deeply discrediting attribute of an individual that disqualifies them from full social acceptance. Their possession of this attribute that makes them different means they can be reduced in peoples minds from a whole person to a discounted and tainted one (Ibid.: 3). Furthermore, the wider societies standards mean the individual is aware of what others regard as their failing, which can inevitably cause them to believe they fall short of what they ought to be and subsequently shame becomes a central possibility (Ibid.: 7). His work offers insight into how Jan may be feeling about herself after being unable to conceive for such a long time because for many women, â€Å"infertility carries a hidden stigma born of shame and secrecy† (Whiteford Gonzales, 1995: 27). Involuntary childlessness can adversely affect an individuals relationships, their feelings about themselves and their ability to function, develop and pa rticipate in society â€Å"may be compromised by their inability to undertake conventional roles associated with parenting† (Blyth, 1999: 729-730). Whiteford Gonzalezs (Ibid.: 27-35) research on 25 women who sought medical treatment for infertility, demonstrated the hidden burden of infertility reflected in the stigma, pain and spoiled identities of those interviewed. The women in their sample experienced the consequences of their social identity and suffered because they had: â€Å"internalized the social norms expressed in dominant gender roles, and in so doing see themselves as defective. They suffer from being denied the opportunity proceed with their lives as others do† (Ibid.: 35). Goffman (1963: 9) believed the stigmatised person often responds to their situation by making an attempt to correct their failing. This is evident in Whiteford Gonzales (1995.: 35) study where the women attempted to remedy their problem and fix the broken part of them, giving all they could to become a   normal and whole person and remove the stigma of being infertile. Unfortunately, failure is the most likely outcome of infertility treatment (Blyth, 1999: 729-730), as experienced by Tony and Jan, who had three unsuccessful attempts at IVF before withdrawing from the programme. Moreover, Goffman (1963: 9) emphasised that where such a repair is possible, this does not necessarily lead to the acquisition of fully normal status. Instead â€Å"a transformation of self from someone with a particular blemish into someone with a record of having corrected a particular blemish† (Ibid.) occurs, which Jan, who has successfully overcome her infertility and become a mother may be experi encing. One significant criticism levelled at Goffmans theory is of the apparently helpless role attributed to individuals with stigmatic qualities (Carnevale, 2007: 12). Furthermore, Nettleton (2006: 96) reiterates the importance of recognising stigma is not an attribute of the individual but a â€Å"thoroughly social concept which is generated, sustained and reproduced in the context of social inequalities† instead. Nonetheless, Goffmans model remains dominant and highly respected and his representation of the social difficulties people with stigmatic qualities face is still considered highly valid (Carnevale, 2007: 12). Whilst attachment behaviour is especially evident in childhood, it also characterises people from cradle to the grave (Bowlby, 1977: 203). Furthermore, the capacity to form intimate emotional bonds in both the care giving and care seeking role is considered a principal feature of effective personality functioning and mental health (Bowlby, 1988: 121). Bowlby (1977.: 206) proposed there was a strong relationship between a persons experiences with their parents and their later ability to form affectional bonds and that: â€Å"common variations in that capacity, manifesting themselves in marital problems and trouble with children as well as in neurotic symptoms and personality disorders, can be attributed to certain common variations in the ways that parents perform their roles† (Ibid.). Subsequently, attachment theory advocates believe many forms of psychiatric disorders can be attributed to failure of the development of attachment behaviour (Bowlby, 1977: 201). This is supported by et als. (1996: 310) research which found insecure attachment appeared to impact upon self-esteem and self worth contingencies resulting in depressive symptoms in adulthood. Whilst we know little of Jans attachment behaviour as a child, her relationship with her mother is precarious at present and when looking at the symptoms that Jan is displaying they could infer she is experiencing postnatal depression. The Edinburgh Postnatal Depression Scale was developed by Cox et al. (1987) to assist health care professionals recognise postnatal depression. Statements used to identify the condition include: â€Å"Things have been getting on top of me†; â€Å"I have been feeling sad or miserable†; â€Å"I have been anxious or worried for no good reason† and â€Å"I have blamed myself unnecessarily when things went wrong†, all of which could be applied to how Jan is feeling at present. Moreover, her constant low mood and feelings of inadequacy as a mother match some of the symptoms of postnatal depression described on NHS Directs (2008: online) website. Therefore, whilst this is only a tentative explanation of Jans feelings, it should be explored by the social worker working with this family.   Additionally, unresolved childhood attachment issues can leave adults vulnerable to experiencing difficulties in forming secure adult relationships (Evergreen Consultants in Human Behaviour, 2006: online). Attachment problems can be handed down transgenerationally unless the chain is broken and therefore, an insecurely attached adult may lack the ability to form a strong attachment with their own child (Ibid). Subsequently, uthis theory offers the possibility that poor formation of affectional bonds in Jans own childhood could explain why she is struggling to form an attachment bond with her own baby. Furthermore, new relations can be affected by expectations developed in previous relationships and there is a strong correlation between insecure adult attachment and marital dissatisfaction (Ibid.). This could offer an explanation for why Jan believes Tony does not provide the emotional support she requires. Nonetheless, whilst trauma experienced in the early years can be associated with problems in the long term, it should not be assumed this is disastrous for a childs physical, cognitive and emotional development and will automatically blight the rest of a their life (Daniel, 2006: 195). As Barth et al. (2005: 259) contend, while attachment problems may predispose a child towards later problems, these problems must be evaluated and treated within the context of their current environment. Social work practitioners providing appropriate interventions can make a long-term difference because adversity experienced in the early years can be compensated for and the worst effects ameliorated if support is given (Daniel, 2006: 195). Evidently, an understanding of human development theory provides more than an interesting background topic and is indispensable to good social work practice (and Thompson, 2008: 139). Whilst no theories providing insights into development are foolproof, in combination they have much to offer to a practitioners understanding of those they work with. Thus, it is imperative a social worker should consider biological, psychological and sociological approaches in order to carry out a full and holistic assessment of this familys needs. However,as Thompson and Thompson (Ibid.) assert, it is easy for practitioners to wrongly believe the knowledge base will offer off-the-peg, ready-made answers and simply apply theories to practice in a mechanical, blanket fashion. Therefore, it is important for skilled reflective practitioners to be competent at drawing out relevant aspects of the theory base and employ them in a way that is tailored to fit the situation instead (Ibid.). Moreover, as Thompson (2009: 63) emphasises, there is a danger that when looking at   development across the life course it can be used as a rigid framework that we expect everyone to fit into and then regard those who do not as abnormal or having a problem. Consequently, it must be recognised that this traditional approach taken to development across the the life course can be very oppressive and discriminate against those who do not conform to the trend (Ibid.). For this reason, the life course should be considered as a means of â€Å"beginning to understand common stages of development and is not a rigid framework for making judgements about abnormality† (Ibid.). To conclude, as Thompson and Thompson (2008: 99) remind us, understanding development is not making everyone fit into a stereotypical assumption about what is normal but rather to recognise there are significant patterns that underpin growth and development and to the attitudes and behaviours associated with thes e.