External and internal pressures Ukrainian art and culture Essay

External and internal pressures Ukrainian art and culture - Essay Example Whatever gains, however, that Ukrainian arts and culture had during that era soon became ineffective when Stalinization and â€Å"russification† was imposed on non-Russian cultures. This implied a suppression of non-Russian culture and the imposition of Russian culture as a guideline for all artistic and cultural activities. With the death of Stalin in 1953 and the subsequent de-Stalinization of Russian policies during the reign of Nikita Khrushchev in the late 1950s, Ukrainian art became free once again. A historical look at Ukrainian art reveals that despite the influences, forced or otherwise, there exists distinct Ukrainian elements that characterize and separate Ukrainian art from other foreign arts and culture. Ukrainian architecture began to take a distinctive shape in the pre-Christian era. Early Ukrainian structures were made of wood. In the 9th to 10th centuries churches, fortifications and even palaces were made of wood (see Fig. 1). Pieces of timber were horizontal ly placed on top of another to form structures and this tradition of construction was continued even up to the 20th century (My Ukraine). When Ukraine embraced Christianity in the 16th century, churches were built in Byzantine style but adopted the traditional and local Ukrainian methods which can be characterized by â€Å"large central nave with almost square plans and a high framework, windows were situated high above the ground, and the buildings were covered with a vault, hipped roof or cupola,† a roofing type in which is conical in shape and sloping and made of wood, brick or stone. These churches can also be characterized by the placement of the altar, which were located on the east with the door in the west or south.

Old Building as Monuments Essay Example for Free

Old Building as Monuments Essay Should we preserve old building as historical monuments? I believe that different people will hold different perspective to this question. In my point of view, a city should preserve the old historic buildings. Being a container of human activity, Building, obviously, is also a reservoir of human history and culture. To some extent, preserving old historic building means respecting the previous generations. An old building can insinuate historical events happened in the city. Old buildings, as a symbol of architectural heritage, memorize the significant episodes. Looking at the shabby Rome city, almost devastated temples, demolished palace, it is not hard to imagine the prosperous kingdom of the ancient Rome. We can also acknowledge that these buildings are ruined after the kingdom was vanquished by the enemy. Thus, historic buildings are one fundamental method to learn about significant events in the history. Read more:Â  Essay About Importance of Historical Places The old historic buildings of a city would accentuate a citys culture and characteristic. The Kashgar city is the best example; Chinese government has approved a bill of rebuilding the Kashgar old city, which is 1500years old and main heritage of Uyghur culture, a significant culture of Central Asia. Although a new modern city have been built near to the old one, the most attractive place of Kashgar is still the old city, which has many old historic buildings. The people who want to know about Uyghur culture, one of main culture of Central Asia, always go to visit the old Kashgar city. Preserving old historic building means respecting the previous generations. Maybe some old buildings have negative effect on the cityscape or its function, however, with the consideration of respect previous people, we have no right to destroy or substitute them for modern buildings. On the other hand, we have the responsibility of preserving them to our next generations so that they could have the opportunity to know about their predecessors tangibly. Nevertheless maintaining historic buildings needs tremendous amount of money and old buildings are easily destroyed by earthquake, the cultural value of a historical building is worth preserving on economical expense. To learn more about the history, to more distinguish from other culture, for next generations` sake, stop destroying the historic buildings.

Woman Warrior Essay -- essays research papers

A Warrior’s Triumph   Ã‚  Ã‚  Ã‚  Ã‚  The Woman Warrior by Maxine Hong Kingston presents the story of a girl trapped between the cultures of her surrounding environment and that which her mother and family have forced upon her. Knowing only the Chinese way of life, this girl’s mother attempts to familiarize her daughter, whom is also the narrator, with the history of their family. The mother shares this heritage through the use of stories in hopes the narrator will be prepared for her ultimate return to China, which is a life completely foreign to her own. Through these stories and the strong influence of the surrounding American culture, the narrator’s life and imagination spin off in a new direction. She is confronted by many obstacles, which cause problems with not only her mother, but also with her attempt to discover her personal identity. Although the narrator’s assimilation to the American culture causes numerous conflicts with her mother, she is able to overcome adversity and come of age as a Chinese-American with the help of her mother’s stories.   Ã‚  Ã‚  Ã‚  Ã‚  In Kingston’s first story, â€Å"No Name Woman,† the reader is first introduced to the stories of the narrator’s mother. This particular tale involves an aunt that the narrator never knew, who was shunned from her family for having an affair. It was through this story that the narrator learned how careful a young woman must be when growing up in the Chinese culture. Years after hearing of her aunt’s misfortune, the narrator realizes that she has carried on this ostracism and is equally as guilty as the others who participated in this punishment of silence. However, the narrator feels an intense connection with the outcast of her family. â€Å"My aunt haunts me—her ghost drawn to me because now, after fifty years of neglect, I alone devote pages of paper to her†¦Ã¢â‚¬  (16). Perhaps the narrator feels this bond because she herself feels completely alienated from the family and could never be fully connected to her Chinese h eritage. Although she is angry for the terrible punishment inflicted on her aunt, she feels remorse for â€Å"telling on her† (16). This shows that the narrator does not only disapprove of the Chinese culture, but also feels sorry for those who must suffer in an eternity of exile.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"White Tigers† brings readers into the creative imaginatio... ... seems to plague the narrator endlessly. She knows she can never break away from one culture without having to completely abandon the other. In the end, however, she realizes that she must leave home if she is ever to discover her purpose in the world, be it in China or America. The harsh criticisms and endless disapproval causes detrimental effects to the narrator, while at the same time giving her strength to overcome this lifelong struggle by facing her mother. Although the stories of her mother’s Chinese experiences and the insistence on her daughter living there push the narrator further away, it eventually causes an interest to discover what is really true. â€Å"Soon I want to go to China and find out who’s lying†¦Ã¢â‚¬  (205). Though some can constantly feel sorry for the narrator, we can also feel sorry for her mother not knowing any better. This is what ultimately caused the nonexistent relationship between the two. Through this complicated life, th e narrator gained the strength, intelligence, and experience that allowed her to overcome numerous obstacles. Contrary to the belief of some, I feel she has her mother to thank for these gains, and that may have made all the difference.

Motivation in Economic Downturn for Surviving Employees

| Motivation in Economic Downturn for Surviving Employees| Awesome| Julia Gao Helen HuHannah Hung Chimeme Pan Johnson SunMandy WongYidi YuElaine Zhu| | 4/15/2013| | Motivation in Economic Downturn for Surviving Employees 1. Executive summary The global economy experiences a downturn every five to ten years nowadays. During such financial crises, organizations might have to face the issue of lay-off in order to reduce cost and survive from the downturn. Apart from the negative effects on the unemployed, those survivors also go through a hard time.This report has firstly investigated possible negative effects on remaining employees. It is found that survivor syndrome, including five major types, occurs among survivors. Besides, four relevant solutions for managers are provided to minimize the negative influence on remaining employees and to support future development of the company. Lastly, current issues and concerns with respect to motivation maintenance are also discussed for feasib ility. 2. Introduction During the financial crisis, many organizations are downsizing and laying off their employees.A major factor that contributes to the failure of most organizations to achieve their objectives after downsizing is that they do not adequately and effectively address the â€Å"people factor† related to surviving employees throughout the process. In other words, most companies focus on comforting the leavers instead of concerning the negative effects on the survivors. Survivor Syndrome is a mental condition that occurs when people perceives themselves to have done wrong by surviving a traumatic event when others did not.In the field of management, it refers to the negative psychological and physical impact that originations’ layoffs bring to the remaining workers (Cascio, 1993). In this report, we identified 5 major negative effects on survived employees and provide possible solutions to the managers. 3. Major negative effects 3. 1 Psychological effect s 1. Job insecurity. Survivors wonder how long they will be able to keep their jobs, and they worry that they are not prepared to find work elsewhere, or that there are no comparable outside jobs.Since survivors are at the risk of losing jobs, they no longer regard themselves as an integral organization member, as which they are responsible for the future of organization. 2. Depression, anxiety and fatigue. The process is demoralizing and stressful for the managers who must lay off employees, as well as for employees who lose friends and colleagues. After the layoffs, more work and more pressure to perform, mentally and emotionally drained after survival. 3. Reduced risk-taking and creativity.Many survivors are afraid to face challenging jobs, accept a new task, or discuss a work-related problem for fear that they expose themselves to criticism or poor performance appraisals and become the target of future layoff. As a result, they are receptive to their status quo as being â€Å"s afe† instead of taking initiative. 4. Distrust and betrayal. Doubts may arise about the wisdom of the layoff choices when survivors believe that someone laid off is more capable than a remaining one.The feeling of unfairness can lead to worries about the transparency of organization operation thus causing distrust and possible job-hopping. 3. 2 Physical effect Apart from the psychological negative effects, layoffs may also influence the physical health of the survivors. Great pressure and heavy workload can have a bad impact on employees’ immune system. Under this situation, people are probably to have more physical symptoms, like stomachache, headache and cold. 4. Solutions for managers The following are four solutions provided to minimize negative effects on survivors. . 1 Open Communication Research has proposed that procedural justice, which is the perceived fairness of the process used to determine distribution of rewards, has a critical role to play in the managem ent of employee organizational commitment, trust in the corporations and turnover intentions. Hence in times of uncertainty and fear, increasing the perception of procedural justice is the key to rebuild trust and confidence among the employees and hence combat the Layoff Survivor Syndrome. This could be achieved through open communication. . 1. 1 Communicate about the downsizing Managers could pursue promoting perceived fairness and transparency through openly addressing the downsizing event, explaining explicitly and honestly the rationale as well as procedure for the layoffs and illustrating how the action of downsizing will lead to future organizational success. Open-book management, a strategy that is designed to help facilitate the communication process, is widely adopted by many recognizable corporations such as the HSBC Group and Cathay Pacific during downsizing.Through disclosure of the detailed business and financial information, the practice provides employees with insigh ts into the company’s situation and hence the rationale for layoffs. Moreover, the approach empowers employees to take ownership of their work as they are now fully aware of the implications of their actions on the company’s performance. As a result, they are motivated to take the initiative to help reduce cost. Furthermore, managers should be candid about the potential drawbacks of the policy.For instance, while downsizing inevitably leads to increased workload and prolonged working hours that create an overwhelming stress for the survivors, timely and quality communication with the employees about their new roles and responsibilities is hence imperative to help them better manage the pressure and maintain employee morale and productivity. 4. 1. 2 Communicate about the future Goal Setting Theory clearly demonstrates that working towards a goal is a major source of job motivation.Effective communication about the organization’s post-layoff goals and visions is t herefore important in maintaining and strengthening employee commitment. Regular update on the organization’s long term strategies will further reinforce trust and confidence among the employees, as not only does the action assure them that the leadership is actively solving the problems, but also conveys a clear message that they are being valued and respected by the company. While open ommunication should be encouraged at all levels, special attention should be devoted to the group of employees who are highly skilled and professional in their field due to their great inclination to leave for greener pastures in times of uncertainty, as well as those who are personally affiliated with the laid off as they tend to experience the greatest emotional toll from loss of their co-workers. 4. 2 Job reassignment Job reassignment means to redesign individual roles according to their talents and background.Job reassignment is essential in clarifying everyone’s duty in order to a ssure that the company can still function normally. And in another aspect, proper job reassignments may also to some extent reduce the negative effects on survivors such as job insecurity and anxiety. 4. 2. 1 Job design Here are some suggested actions for job redesign, including combining tasks, creating natural work units, establishing internal or external client relationships, expanding jobs vertically, and opening feedback channels.The actions mentioned above provide the survivors with more and better opportunities to develop their skills and to take the responsibility. Since the workload of individual survivor usually becomes heavier, what managers can do might be making the job more motivating for the survivors. They will help the survivors to experience the meaningfulness of their work, and also have higher working satisfaction. It will also be able to keep survivors from feeling passed over during the downsizing; they must be assured of their value, which will reduce their jo b insecurity. 4. 2. Training and supporting programs Besides job design, managers should do a lot more work in order to assure that job reassignment is being carried out successfully, in which training and supporting programs should be offered. Sometimes in the haste of layoffs, employees are shifted to new assignments without appropriate preparation such as job insecurity and lack of confidence in competency. It is found that â€Å"people are uneasy because they are not sure what they are supposed to be doing, who they should be accountable to, or if they are doing a good job†(Wexley & Silverman, 1993).In the wake of a downsizing, managers are suggested to sit down with each employee to help clarify his or her new role. Employees need to know what expectations have changed and how those changes may have an impact on their daily work. Research shows that most employees find great comfort in knowing exactly what they're working toward and exactly what's expected of them. Addit ionally, a large portion of anxiety is caused by lacking confidence in competency. Survivors worry that they will not be competent in their newly restructured job functions that the survivors do not ever possess.So immediately after layoffs, employees should be trained on how to handle new tasks or responsibilities. 4. 3 Pay-for-performance As the expectancy theory states motivation= expectation *instrumentality * valance, in relation to effort, performance and rewards. Therefore, we suggest the pay-for-performance scheme to work alongside this theory. The general idea is rewarding through the recognition of work done by overachievers, thus encouraging performance levels. There are, however, several takes to this approach according to Stephen O’Bryne. . 3. 1 Pay versus target pay is tied to performance Some companies believe that pay-for-performance is best reached by awarding compensation when the performance level is above a target level, thus a decrease if it is below targ et level. Companies such as Procter and Gamble are known to use this method. For example, in its 2010 proxy statement, P&G describes pay for performance this way: â€Å"We pay above target when goals are exceeded and below target when goals are not met. † 4. 3. 2 Pay doesn’t go up when performance is poorThis method defines pay for performance in terms of performance and pay changes. In its 2008 U. S. proxy voting guidelines, ISS said it would vote against compensation committee members when â€Å"the company has a pay ­for ­performance disconnect,† defined as an increase in pay coupled with a decrease in performance. 4. 3. 3 Pay versus market pay is tied to performance Adopting target pay/prior year pay as a benchmark for assessing pay-for-performance has led some companies to focus on market pay instead.Companies such as Dow Chemical and CSX agree that superior performance should lead to above market pay and poor performance should lead to below market pay . 4. 3. 4 Pay percentile equals Performance percentile If a company provides target levels of pay at or above a particular percentile but the performance does not meet the percentile of peer companies, the firm should redesign its compensation strategy to align it with the organization’s compensation. This can help the situation as it recognizes the efforts of individuals and thus boosting the general morale of the employees.Limitation in this approach lies in deciding the target levels. For example, some companies may adopt a needlessly high target pay level which may result in the rewarding of poorly behaved executives with pay levels that, albeit lower than those for well performing executives, remain above the market. 4. 4 Individualized recognition and reassurance People have social esteem needs such as recognition and belongingness. Employee recognition and reassurance is a critical issue especially when a company is dealing with downsizing, where the survivors are both physically and psychologically affected.Here are 4 detailed ways to raise employee recognition. 4. 4. 1 Offer reassurance whenever possible Recognition is the essentially positive feedback that lets employees know they are valued and appreciated by their  co-workers, supervisors and the organization. Employee recognition could be raised from daily works to formal events. Certainly, special tasks, important meetings and awards presentation are good chances for creating employees’ sense of belongings and self-actualization. Apart from those formal situations, bonuses and prizes, daily appreciation and reassurance are also important.By sending thank-you email or a handwritten note of praise, employees would feel that their hard work is being rewarded. Then, they will be more motivated and continue to work harder (Murdock, 2010). 4. 4. 2 Provide counseling for survivors for further development Counseling can take the format of buddy program in which manager acts as mentor and employee as mentee. Manager may meet with employees on an individual or small-group basis to devise a personal plan for goal achievement. By doing this, the survivors will be aware of the opportunities they still have remaining in the company.Besides, a feedback system can also be established where the employees give feedback about their progress in achieving individualized goals and managers help to evaluate and make improvement on their plan at the same time (Boyd, 2013). The program serves as a channel for mutual communication in the company. Therefore, remaining employees can release the distress brought about by downsizing. 4. 4. 3 Continue to communicate, especially one-to-one Individualized communication would be a modified way to boost morale based on different personality type of employees.By communicating with employees individually, managers are able to understand their feelings and problems and offer helps to improve the situations (jobsDB HK, 2007). Also, they could rea lize employees’ personalities and take them into account when designing plans for reducing negative effects from lay-off. For instance, for an employee with need for affiliation according to the Three-Needs Theory, he/she probably prefers a social event to renew his/her personal network. As a result, surviving employees could be easily motivated. 5. ConclusionThis report discusses 5 negative effects on employees who have survived organization’s layoff and the corresponding solutions. Layoffs due to the financial crisis can lead to physical problems and a series of negative psychological effects including job insecurity, depression, anxiety and fatigue, reduced risk-taking and creativity, distrust and betrayal. Facing such a situation, open communication, job reassignment, pay for performance, and individualized recognition & reassurance are the four corresponding solutions suggested. However, the real situation is much more complicated, where more issues should be take n into consideration.One concern is the diversity of workforce. Different employees have different values, backgrounds, making it challenging for managers to identify and satisfy their needs. Another concern is the culture difference. Most current motivation theories are based on the situation in the United States and managers cannot assume that motivational programs well fit in their own case. Therefore, it is suggested that managers should incorporate local cultural factors and personal characteristics when dealing with the downsizing negative effects. ——————————————– [ 1 ]. Cascio, W. F. (1993).Downsizing: what do we know? What have we learned. Academy of Management Executive, 7(1), 95-104. [ 2 ]. Wexley, K. N. , & Silverman, S. B. (1993). Working Scared: Achieving Success in Trying Times Jossey-Bass. [ 3 ]. Murdock, K. (2010). Boosting Morale of Employees Important During Tou gh Times: How You Can Do It in Three Easy Steps. The Washington Post. [ 4 ]. Boyd, J. (2013). How to Motivate Employee Performance. eHow. Retrieved from http://www. ehow. com/how_5996416_motivate-employee-performance. html [ 5 ]. JobsDB HK. (2007). Boost Staff Morale. Retrieved from http://hk. jobsdb. com/HK/EN/Resources/EmployerArticle/morale? ID=500

Management Report Project on Work Performance

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. Similar essay: Argyles Communication CycleWork 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 ReviewRelationship 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 org anizations 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.Emplo yee 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 (fin ancial 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 SatisfactionThe 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 comparison 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 ear lier 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 defi ned 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 phenomen on 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 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 StudyThe 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 f or 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 wit h 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 th e 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 no t 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 r elate 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 Styl e 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 sati sfaction 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 LEADERS HIP STYLE AND WORKPLACE QUESTIONNAIREDirections: 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. Comm unicates 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 th at 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 4Appendix 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 o f 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 betwe en 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=5&did=1674096061&SrchMode=1&sid=3&Fmt=6&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1277568831&clientId=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 Hug h 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,

Age Conflict in Walden essays

Age Conflict in Walden essays Age Conflict in Walden Henry David Thoreau was a great American writer and philosopher, who was born in 1817 in Concord, Massachusetts. Thoreau wrote many beautiful writings and one of his writings is Walden. In Walden he rejects and ridicules all social and cultural values of society in which he lived. He ridicules fashion and rejects all kind of luxurious in life. He emphasizes the importance of a persons knowledge and skills, rather than his lifestyle and image. Thoreau believed in relaxation and simplicity, as he said: As for work, we havent any of any consequence. In his words you can also find a lot of controversy. The old have no very important advice to give the young(8 p), most will find it not reasonable and will argue with this idea. He writes, Old people did not know enough once, perchance, to fetch fresh fuel to keep the fire a-going; new people put a little dry wood under a pot, and are whirled round the globe with the speed of birds, in a way to kill old people, as the phrase is. They have no very important advice to give the young, their own experience has been so partial, and their lives has been such miserable failures for private reason, as they must believe.(8 p) He is trying to convince his readers that they shouldnt follow their elders way, not to follow your parents way. Perhaps he is right and we shouldnt follow somebodys way, then whose way we should follow? How would we know that the way of our living is right or wrong? Its a human nature to watch and learn. We dont have to imitate our parents or elders, we can just take some of their ideas and improve them, make them better. Once old people invented the simple wagon without any engine that was pulled by horses, young people liked the idea, improved it and now we are driving fast and comfortable automobiles. The...

Modern Urbanization

Modern Urbanization Free Online Research Papers Urbanization is a very real occurrence in our society today. In the world, 50% of the population lives in an urbanized society. Before I continue, I would like to present a clear definition to Urbanization. Urban means, relating to or concerned with a city or densely populated area, and urbanization refers to the conversion of rural areas, to more urbanized ones. A key term associated with the word, urban, is industrial. Big cites, are far more industrialized, and henceforth, provide a greater distribution of the economy. Take New York, as a classic example. New York is a vast economical network, due to the large quantities of businesses and the dense population. Add to this the amount of money needed, to even survive there, and the situations force the general populace to be as productive as possible. The aim of urbanization is, in theory, to provide a higher standard of living. It is true that, to a certain extent, those urban lifestyles are easier on the body than rural living, such as operating a farm. It is also true that urban living provides a higher quantity of diverse jobs. However, often times, the jobs provided, do not produce sufficient income on their own, to afford the standard of living. Therefore requiring another job to just â₠¬Å"pay the bills,† due to the higher prices of living. Urbanized cultures have access to a high number of services, public transportation, museums, arts, churches. It also puts all these things within reasonable distances. There is a problem however, and it has to do with the living arrangements. This is a personal observation more than anything; in cities, the majority residents live in apartments. Now having, a parent as an architect gave me further insight into this. I was told that the reason, that high-rises exist, is in order to maintain the convenience of proximity, to urban services. Also when designing high-rises one must maximize the space that is used. This is done by either clever design, or by having the apartments, as close together as possible, usually both. All of these are superficial attempts at bringing people together, because the obvious truth is that few people, have even a moderate relationship with their neighbors. In fact there are few acquaintances or friendships formed outside of work. Add to this, the average person can only keep track of around 120 people. Yet, in big cities, there may be 120 people living in half of a high-rise. Not to mention that being out in the city, you will see that many people by walking a few blocks. How can we be brough t together if we continuously walk by the same people, that we don’t recognize? I was having a conversation earlier today. In it, I was told that people are around others for their needs and conveniences. If that is true, then our society has no use for the people but for *things* they produce. Yet, those accomplishments mean nothing when we die. We as a society worship tools(idols), and forget that theres actually a consciousness using the tool. We are blinded, the economy is a machine, a tool, used by a few people to keep others in check, and the biggest illusion, is the fact that all we get, is the scraps that they, no longer want, yet we are content with this. Some of us think, Oh at least its better than those lower class people. Its a cascade effect; the majority, at the base gets the least, whiles their needs, is equal to every other human on the planet. Yet, not everyone has equal opportunities. All because we dont understand what love is. Love is not stuff; you cannot attach love to a thing. Love is a state of being, those who love, are drawn to unity, love is expressed by the action of unity. As in science, we can’t measure it directly, we can only feel it, and measure its effects. Doing something loving, requires that you be in the essence of that which is love first. We think its the other way around. Love is the drive in us toward each other, but it must be a natural unification. We cannot love if we are unified under false systems such as government or economy. Yes these artificial systems make us interdependent, that is a law of the universe which cannot be broken even if we didnt have these artificial systems. Just look at nature, we have plants that produce for herbivores, which provide food for carnivores or omnivores, which provide food for decomposers. Hence, the balance of life is maintained by interdependency. Yet we as a society, for the most part, work for someone else. We have created collectively a hierarchy of dependence. Simply, because we give power to the conveniences we have constructed, and because of this, we inevitably give power to those who have power over the conveniences. All the while, we fail to see that it is fear, that drives these people to crave power over the conveniences, we have labeled needs. In conclusion, I believe that cities are unnecessary. Our living arrangements should consist of independent clusters, which freely cooperate with surrounding clusters, without a centralized form government, outside of each cluster. Let us not forget that our early attempts, at having urban societies resulted in disintegration of culture, plagues, and horrible living conditions. Research Papers on Modern Urbanization19 Century Society: A Deeply Divided EraThe Effects of Illegal ImmigrationPETSTEL analysis of IndiaInfluences of Socio-Economic Status of Married MalesCanaanite Influence on the Early Israelite ReligionAssess the importance of Nationalism 1815-1850 EuropeTwilight of the UAWPersonal Experience with Teen PregnancyLifes What IfsResearch Process Part One

Negative Guilt Syndrome

Negative Guilt Syndrome Negative Guilt Syndrome Negative Guilt Syndrome By Maeve Maddox A reader expresses second thoughts about a sentence she wrote: When I looked back at it, I realized this use of a double negative to convey a positive is an unusual construction and remembered the dire warnings received in my youth to, â€Å"never use a double negative.† The reader is referring to this sentence: You cannot fail to appreciate his intelligence. The sentence is negative, but it does not contain a double negative. A problem with internalizing the rule â€Å"never use a double negative† is that it tends to make speakers leery of negatives in general. This reader has assumed that by using â€Å"a negative to convey a positive† she has committed some kind of error. She hasn’t. The expression â€Å"You cannot fail to (do something)† is a common idiom: Applaud the authors politics or not, you  cannot fail to appreciate  his literary talent.- Book review in Newsday Anyone with a love of the great outdoors and a good walk cannot fail to appreciate Dartmoor.- Travel piece, London Times Practitioners cannot fail to appreciate the frequency of hyperuricemia in many of their patients because, even in asymptomatic patients, it is regularly brought to their attention in the various profiles of biochemical tests.- Scientific paper, University of Queensland. The negative â€Å"cannot fail to† is a softer way of saying, â€Å"you must† or â€Å"you have to.† A common reaction of English speakers to being told that we must do something is â€Å"Oh yeah? Who’s going to make me?† Using the phrase â€Å"cannot fail to† instead of â€Å"you must† is a way to avoid provoking a hostile reaction in the reader. A â€Å"double negative† results from the presence of more than one negative modifier in the same clause. For example, â€Å"I can’t get no satisfaction† is a double negative because it contains not and no. â€Å"You cannot fail to appreciate his intelligence† is simply a negative sentence, like â€Å"I can’t lose.† As for the â€Å"â€Å"never use a double negative† rule, even it has its exceptions. But that’s another post. Related post: Double Negatives To Avoid Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:Types of Rhyme20 Rules About Subject-Verb AgreementUses of the Past Participle

International business Essay Example | Topics and Well Written Essays - 2500 words

International business - Essay Example    Table of Contents    Sl. No. Title Page No. 1 1. Introduction   4 – 5 2 2. Entry Strategy   5 – 10    2.1 Rationale for choosing Indian Market       2.2 Entry Mode       2.3 Advantages of Chosen Strategy       2.3.1 Licensing Vs. FDI       2.3.2 Joint Venture Vs. FDI       2.3.3 Strategic Alliance Vs. FDI       2.4 Possible Risks of Adopting FDI    3 3. Conclusion   10 – 11    Works cited    1. Introduction Market entry is one of the most crucial strategic decisions that every business organization takes. Market entry can either be an entry into a new market within the country or entry into a foreign market. In both the cases, it is very important to have an effective planning regarding the market entry process because it determines the future of the company with regard to success in the new. This report will make a detailed look into the market entry strategy suitable for Reliance Retail, one of the largest retail com panies in India, to enter the UAE retail segment. Reliance Fresh is one of the largest retail companies in India. It is founded in the year 2006 and is headed by Mukesh Ambani, the wealthiest person in India. Reliance Fresh is part of Reliance Industries Limited which has interests in petroleum, power, chemicals, textiles, polyesters, telecommunications, polymers, natural gas and petrochemicals. Reliance Fresh had huge success ever since it was established in the year 2006. Reliance fresh currently has a network of more than 560 outlets spread over in India. (Reliance Industries Limited, 2011) Reliance Fresh was placed as a retail company focussed on selling fresh fruits and vegetables and thus named as Reliance Fresh. But recently the company had announced its plan to shift its focus from fruits and vegetables to emerge as a super market or multiband retail store. One reason for this decision is the political and social issues faced by the retailer in many parts of India regarding dearth of vegetables and fruits. Another reason is to rebrand itself as a multi-brand retail store. Therefore, the company is now gradually reducing its exposure of fruits and vegetables in their outlets. As part of the expansion plan, Reliance Fresh is planning to invest around Rs. 25000 crores in the coming years. Reliance retail now operates under several brands namely, Reliance Super, Reliance Footprint, Reliance Timeout, Reliance Jewels, Reliance Wellness, Reliance Mart, and Reliance Digital catering to the specialized needs of consumers. Apart from all these Reliance also operates the brand Reliance IStore which is a specialized store selling only the products of Apple Inc. Reliance Footprint is now one of the largest footwear retailers in the country. The store caters to all the income groups of the society. Reliance Jewels is its jewellery brand and has entered the jewellery market by setting up its stores in major cities of the country. Jewellery business is one of the most promising business segments in India. Similarly Reliance Timeout is now of the largest book store in India. (Reliance Industries Limited, 2010) As of now, Reliance is only confined to the Indian market. It is now time to take the brand to a global market. Expanding retail to a global market is not easier. The main reason is that the global organized retail sector is highly competitive than the Indian retail sector. This report is intended to make an analysis of the best strategy

What were the sources and manifestations of Turkish national Essay

What were the sources and manifestations of Turkish national consciousness in the late Ottoman period (1860-1922) - Essay Example According to notable historians, the foundation and manifestation of Turkish national consciousness in this era are summarized as follows: The advent of nationalism in Western Europe in the 19th century had a substantial effect with regard to how the Christian population in the Ottoman state viewed their identity. During this period, the new radical nationalists were contending with the traditional leaders within the millets. This condition was compounded by the fact that the emerging superpowers of those times were meddling with the internal affairs of the state depending on what is beneficial for their own interest. (Poulton) The Tanzimat is described as the embodiment of reforms pertaining to the various aspects of the relations between the state and the subject. It was pioneered by Mustafa Resid Pasa and continued by Ali Pasa and Fuad Pasa, who were modernist bureaucrats. The Tanzimat was established to challenge the prevailing system. Planned reforms on society, judiciary and education incorporated views on security of life and property, as well as fair and public trial. In addition, the Tanzimat aimed to introduce religious equality in courts, which shocked the Muslim population. (Poulton) Although these reforms failed to create the intended Ottoman nation, the Tanzimat facilitated the process of nationalism influencing the Christian populations and dismantling the empire in the Balkans. This was done by enfeebling the conservative millet leaders and rendering greater influence to the nationalists. (Poulton) Young Ottomans, who gained distinction during the late Tanzimat period (1867-78), were the first to organize opposition groups which utilized ideas of the Enlightenment and tried to integrate modernization with Islam. Moreover, they were the foremost Ottoman group to harness the power of the media to proliferate their principles. (Poulton) Most notable of these Young Ottomans were Namik Kemal and Ali Suavi. The former

The mental impact of transitioning from working to retirement Research Proposal

The mental impact of transitioning from working to retirement - Research Proposal Example As this is a secondary research study, which is descriptive in nature, the method used in gathering data is a survey of related research studies and related literature using the internet and online libraries. Result of the online research proved inadequate of materials pertaining to research studies focused on the direct correlation of retirement to mental health. Nevertheless, available related studies and literature proved sufficient enough to proceed with the research. Three hypothesized results are determined. These essentially revolve on the following areas of concern: (1) the consistent inconsistency of the mental impact of retirement, (2) the specific state of the retiree, and (3) the correlation of retirement on mental health. The implication of the study shows the need for further research, specifically a focused research on the mental impact of retirement in related line of works and a focussed-research on the impact of retirement on the specific areas of mental health. Ano ther implication is the need for a personalized retirement plan to turn the challenges of retirement into an opportunity rather than a crisis. This calls for the professional intervention of health-care providers. Literature Review With old age normally comes the decline in physical and functional ability (Davies, 1998, p. 7) and inevitably in mental health – of which against diverse yet limited definition of the term, MacDonald (2006) comprehensively denoted to cognitive, emotional and social well-being. The correlation of mental health with age has been proven by various researches. For example, Gottlieb (1995) confirmed that as one reaches old age, cognitive capacity generally declines which Siegler et al. (1996) noted most in ‘information processing, selective attention, and problem-solving ability’. (cited in, Goldman, Rye & Sirovatka, 1999, p. 337) Increased in cognitive impairment is also observed in older people (National Statistics – Great Britain , 2003, p. 3). However, the individual’s lifestyle, psychosocial state (Gottlieb, 1995, cited in, Goldman, et al. 1999, p. 337), level of education, and income level (National Statistics – Great Britain, 2003, p. 3) spell the difference between individuals. On the other hand, Suthers, Saito, and Crimmins (2003) stated that as one reaches old age challenges to emotional well-being are in all likelihood multiply, such as the loss of love ones, decline in health, worsening physical infirmity, or change in social roles (p. 41). In fact, Romsa, Bondy, and Blenman (1985) observed that, â€Å"Generally, retired individuals have stronger needs for love and association with others than do people at other points in the life span† (cited in Nussbaum, 2000, p. 129). While McMurdo (1998) in showing the benefits of exercise across ages noted that physical inactivity in adults – ‘30% of adults in US are woefully inactive’ – will further isolation in old age, as the lack of physical exercise may hasten physical dependency which could be limiting and detrimental to social life (p. 101), as the loss of social relationship may result to loneliness and depression (Baroff & Olley, 1999, p. 355). Cameron and Persinger’s (1983) study found that â€Å"the death rate increases after retirement only for those people who

Cooks Essay Example | Topics and Well Written Essays - 250 words

Cooks - Essay Example This brings about a further classification of cooks as recipes and various styles/techniques of food preparation will be interpreted differently and to some extent customized to suit personal tastes and preferences. Cooks will fall under different categories based on their mannerisms as they prepare various dishes in the comfort of their homes. In this case, mannerisms refer to habits such as using different cutting boards for meats and vegetables or different stirring spoons for every pot. A mother’s cooking will be affected by the fact that she is considered to be the one in charge of the family’s health. Also, one’s personality will affect their classification as a cook. For mothers, if one is a neat person they will clean up after themselves as they prepare their meals. On the contrary, there may be a cook that clutters the whole kitchen during the process of food preparation (Pope). Mothers will also be seen to measure ingredients instinctually; this means they may not follow a recipe to the letter rather they measure as they deem sufficient. Friends cooking will be determined by the reasons as to why they cook. They may fall under various categories where some cook because they simply enjoy it, some because they want to impress their peers, some because they need to try out a recipe and who better to serve as ‘guinea pigs’ than friends and lastly some cook because they are the ones that play the motherly role of taking care of everyone in the group. Finally, restaurants cooking will be determined by the industry and social standing it holds. This means that if it is a restaurant located in a five-star hotel, it will adopt technical methods of operation such as the French Brigade system that ensures effectiveness and efficiency in the kitchen (Culinary schools). On the other hand, a small-scale restaurant will share out duties among chefs who may be self-taught but under the mentorship of a trained chef. In conclusion, cooking is an art

The importance of intergovernmental agreements on the environment and Essay

The importance of intergovernmental agreements on the environment and what is the role of the EU related with these agreements - Essay Example In fact most of the environmental problems created by the industrialized countries, affect badly the poor countries as well. The most critical issues related to environment are the climate changes and global warming. The emission of greenhouse gases especially carbon dioxide have adverse effect on environment. So in order to protect the environment a combined effort by the whole world is required. Kyoto Protocol and Montreal Protocol are two international agreements designed for the protection of environment. â€Å"Over a decade ago, most countries joined an international treaty -- the United Nations Framework Convention on Climate Change (UNFCCC) -- to begin to consider what can be done to reduce global warming and to cope with whatever temperature increases are inevitable. More recently, a number of nations approved an addition to the treaty: the Kyoto Protocol, which has more powerful (and legally binding) measures. The UNFCCC secretariat supports all institutions involved in the climate change process, particularly the COP, the subsidiary bodies and their Bureau† (The Convention and the Protocol) Kyoto Protocol is an international agreement to reduce greenhouse gas emissions worldwide. It is a legal agreement signed on 16 February 2005. This protocol is designed based on the instructions from United Nations Framework Convention on Climate Change. This environmental treaty made at the United Nations Conference on Environment and Development (UNCED) informally known as the Earth summit which held in Rio de Janeiro, Brazil in June 1992. This treaty is mainly intended to stabilize the green house gases (Carbon dioxide, Methane, Nitrous Oxide, Sulfur hexafluoride etc.) emission to the atmosphere by the industrialized countries. â€Å"The major feature of the Kyoto Protocol is that it sets binding targets for 37 industrialized countries and the European community for reducing greenhouse gas (GHG) emissions .These amount to an

Cooks Essay Example | Topics and Well Written Essays - 250 words

Cooks - Essay Example This brings about a further classification of cooks as recipes and various styles/techniques of food preparation will be interpreted differently and to some extent customized to suit personal tastes and preferences. Cooks will fall under different categories based on their mannerisms as they prepare various dishes in the comfort of their homes. In this case, mannerisms refer to habits such as using different cutting boards for meats and vegetables or different stirring spoons for every pot. A mother’s cooking will be affected by the fact that she is considered to be the one in charge of the family’s health. Also, one’s personality will affect their classification as a cook. For mothers, if one is a neat person they will clean up after themselves as they prepare their meals. On the contrary, there may be a cook that clutters the whole kitchen during the process of food preparation (Pope). Mothers will also be seen to measure ingredients instinctually; this means they may not follow a recipe to the letter rather they measure as they deem sufficient. Friends cooking will be determined by the reasons as to why they cook. They may fall under various categories where some cook because they simply enjoy it, some because they want to impress their peers, some because they need to try out a recipe and who better to serve as ‘guinea pigs’ than friends and lastly some cook because they are the ones that play the motherly role of taking care of everyone in the group. Finally, restaurants cooking will be determined by the industry and social standing it holds. This means that if it is a restaurant located in a five-star hotel, it will adopt technical methods of operation such as the French Brigade system that ensures effectiveness and efficiency in the kitchen (Culinary schools). On the other hand, a small-scale restaurant will share out duties among chefs who may be self-taught but under the mentorship of a trained chef. In conclusion, cooking is an art

Final Examination Essay Example | Topics and Well Written Essays - 1000 words - 1

Final Examination - Essay Example Recruitment involves the generation of a pool of applicants qualified for a specific job. As defined by Fried and Fottler (2008), it refers to a set of processes used by organisations to attract individuals qualified for a given job in a timely fashion and in sufficient volumes and to promote their application of jobs available in the organisation. The human resource plan informs the approach to be used in designing the recruitment processes. This would guide on the recruitment strategies to use, the kind of applicants needed for the organisation to achieve its intended objectives and the process of recruiting and hiring. The designing process starts with analysing a job to determine the knowledge, skills, abilities and tasks associated with the job and therefore develop the qualifications that applicants should meet. Further, it would entail scanning the external environment to determine the supply for potential candidates and their competitiveness for the given job. This would incl ude establishing compensation from competitors and available external recruitment sources. A review of past recruitment process for a similar position, if not the same position, guides on where to improve. This would lead to querying the human resources information system to evaluate the skills, experience, training and education of current employees. It also provides data of previous applicants, the cost of recruitment and information on the performance and retention of employees. This results in a well-defined and objective recruitment process. Internal candidates are already known to their organisation, including their performance and potential, thus the ability to make accurate decision on their fit for the job. Because these candidates are aware of the processes and procedures of the organisation, the start-up time for them is minimal. Additionally, providing internal candidates with arising opportunities boosts morale among workers, encouraging the productive ones to remain in the organisation. However, the movement of an employee to another position could create a disruptive ripple effect to the entire organisation. It has also been noted that internal candidates could be promoted to greater positions without necessarily meeting the required aptitude, especially among clinical staff in healthcare organisations. Therefore, an organisation could prefer to acquire external candidates who bring with them new perspectives and ideas. It also gives the organisation the ability to target candidates with specific knowledge and skills on the given job. These candidates are perfect for organisations marred with politics as they are not restrained by such politics. Even so, these external candidates could fail to fit in the organisation’s culture. Their abilities and skills are also uncertain as no primary data exists on their performance. Finally, orientation of these candidates consumes time. This has caused organisations to adopt other selection tools suc h as recruiting part-time workers, employee referral and engaging executive search firms or employment agencies. Organisations seek to adopt retention strategies to have employees stay with them. Job satisfaction and sensitivity to staff welfare determine staff turnover. Therefore, to curb high staff turnover, organisations aim at making their compensation competitive including giving loans at favourable

Carpet-Weavers Morocco - Journal Assignment Essay Example for Free

Carpet-Weavers Morocco Journal Assignment Essay Im sure that all of you have at least heard of, if not seen the famous carpets of Morocco. You must have also heard things like, What fine craftsmanship!, What fabulous designs and prints!, What a work of art! or What fine skill!, from people who purchase these carpets for huge sums of money for the various purposes such as praying, decoration etc. But have you ever taken a moment to think, of the origin of these carpets, of the person who sits up day and night weaving these carpets which are sold for thousands, but what does he get out of this and so on, well if not, then Im sure that after reading this, all these questions will be answered. In case you didnt know, Morocco is a relatively poor country and most of the carpets woven there, are all hand-made and are woven by children, children like me who are forced to weave due to unfortunate circumstances. Like me there are hundreds of others who have to live the same unfortunate lives for the same reasons. Let me give you a brief outline of what it is like to be a carpet weaver. Firstly, you have to wake up at five in the morning and get dressed. Everybody is allowed is five minutes in the showers, which is just about enough because the water is ice cold and it takes you just that long to g et used to the temperature of the water. After that, we have a so-called breakfast, if thats what you would call it, which is absolutely tasteless and seems stale. After that, we immediately get to work and start weaving. Thread by thread and knot by knot, we have to be really careful and focused, and should there be any mistake, we can hope not to see the sun for a couple of days, at minimum that is! We have to work constantly until ten at night, when we quickly eat dinner, which is just as bad as breakfast, if not worse and then go to sleep, hoping that tomorrow will be a better day and we will be freed from this life of misery, but then, every morning, it starts all over again, the same torture, the same shouting voices of the slave drivers and the same miserable life. You might wonder, what may lead one to have to live such a life at such a small age, the answer lies deep within our backgrounds and circumstances. Ive been weaving ever since I was seven years old, till today, when Im thirteen. Before this, I used to live with my family, we werent so rich but we were surviving. There were six of us, me, my two brothers, my sister and my parents. All of us used to go to a small school in the nearby village. My mother was a vegetable seller and my father was a drunkard who had a small job at a toothpaste factory. Then one day, due to excessive intake of alcohol, he passed away. His death really didnt make much of a difference, as he was no good anyway, but still, we were slightly affected financially. Then one day, a rich merchant came to our village, and started offering all the children jobs and promised that he would pay us huge sums of money, if we worked at his factory. Without thinking twice, I took the job and I was taken away to a far away place to work at his factories. Had I known what lay ahead, I would have never gone with him, but at the time, we needed money and I felt that this was the best opportunity. We were immediately taken away to a deserted and remote area where there was no way of contacting anyone. We were told to do as he said, and our families would be kept happy. I never the money that had been promised, instead, all I got was a gloomy place to work, eat and sleep, the merchant kept on telling me that he was sending my family the promised money, but after knowing the reality of this place, I doubt my family ever saw a fraction of what was promised, and I also doubt that they are alive right now. As you clearly saw, I was tricked into working here and once I was in, there was no way out; I had no choice but to work at the factory, because the merchant said that there was no place to go from here and if anyone tried, they would be killed. The first of my days here were very hard, when I first started learning how to weave, I made many mistakes, but quickly learnt and became perfect. Everyday here is like hell, maybe worse. How I long to outside and play like a normal child. I want to go to school and learn and become someone and do good for humanity, but instead, my life is wasted here, weaving carpets forever. I feel pity for the younger children who have just arrived. They all seem really scared as they are very young and have no idea of whats going on and what their lives are about to become. We have to toil hard and work till late at night and finish at least three carpets in five days, or else we dont get dinner. You have to really focus all your attention into the weaving and sometimes we get so lost into the weaving, that we lose track of time; its as if, were in another world, much different from this one and that helps to focus more and eases the pain a bit. When weaving, you have to be very careful, for just the slightest mistake could ruin the entire carpet. I feel I have become like a pale shadow of my former self, before, I was carefree and happy with my family, but now, I feel scared and I am uncertain about my future; I dont know what will happen to me after the merchant finds no use of me, or will I spend my entire life here just sitting and weaving? There are hundreds of unanswered questions and queries in my mind and Im sure that most of us feel the same way as me scared and uncertain. Everyday is a struggle and every minute is torture. We arent allowed to talk or stop working and if we do, the slave drivers shout at us and sometimes even whip us and theres nothing we can do, for we have no choice as nobody knows of the merchants tyranny and more importantly, nobody cares. At night, when I lie down on the hard and cold floor and try to sleep, I pray and hope that tomorrow will be something else, something better, but it never happens, everyday is the same, hell. I sometimes wonder, the cruel merchant exploits lots of children every week and brings them here and makes them weave carpets. He then sells them for thousands, while all we get are a few scraps in the name of food. He commits such horrible sins and yet enjoys his riches and lives lavishly, while we have toil and struggle; I ask myself, What have we done to have to suffer such a life of suffering and misery? Why wont God answer our prayers? Where is he? Why does the merchant enjoy his life to the fullest extent? Is this the justice of God? Has evil truly oppressed good? Why?, Why?. But, I soon realize that there is no point in asking these meaningless questions, because the merchant will still get richer, while we suffer. I feel that the government should do something about this and so should the people who buy these carpets for thousands, they should think of us and how we are suffering. The merchant is exploiting us and using us as an unpaid workforce; he is abusing our rights and we are suffering. He has to be stopped from his exploitation at any cost because this way millions of children are separated from their families and are sent to far away lands to live a life worse than hell. The so-called Human Rights Organization, should do something to free us from this prison. But then again, I doubt that anything will happen. Some people might set out to do some investigations, but they will probably give up or be bribed by the extremely rich merchant, a case will be filed and will keep on circling the government departments and will soon be forgotten underneath a huge pile of papers, while we will continue to live in this hell

High Cost Of Marriage In Arabian Gulf Countries Religion Essay

High Cost Of Marriage In Arabian Gulf Countries Religion Essay In these days, many problems appear in the Middle East because of hard conditions that may face any citizen especially after the economic crisis that has affected every single person around the world. Some of these problems had been solved and some are still exist among us. In gulf countries many important issues appears before many years and become a serious problems after the economic crises. One of these serious issues is high cost of marriage ceremony that has caused other troubles for men, women, families and the entire society. Wedding ceremony varies from one culture to another all depends on the norms and traditions of that culture. For example; in some cultures, the prides family pay for the wedding expenses in countries like India and Pakistan, where this would be a much unknown trait in countries like UAE, Jordan and other GCC countries were the groom have to pay for every single detail of the wedding! On the other hand, other cultures, like Europe and North America where both side can normally share the expenses of their own wedding. In conclusion; the different in human cultures and culture values created a great difference in the wedding traditions and ceremonies. Marriage in the past In the past, marriage was very simple, a normal traditional issue and required vary simple requirements. And it didnt cause a big problem for the community. After all agreed on, prides mother invites all females member of her family and neighborhood to her house to drink some coffee and show them prides cloths, gold and what did the groom bought for his pride. On the other hand, groom invites his family and friends to attend the engagement party in groom house or in town house, the served food in these parties was fruits and some sweets. After that, the groom stands in front of the door to be greeted by his relative and friends. After the party finished, groom goes to prides family to greet them only, and sometimes he is not allowed to see his pride before the wedding party. During the wedding party, pride prepares for her wedding by putting some henna on her hands, dress a very simple dress and braid her hair. Then all families and friends were invited to grooms house to celebrate a nd have their lunch. The served food was rice and meat. Moreover, after all these parties, couple used to have their honeymoon in one of their relatives house by visiting them only. In the past, family of the pride used to ask only for simple and low dowries from groom or what can he get of gold, weapons or even animals. Also they didnt use to ask the groom to get separate house or villa for his wife, pride used to live with groom and his family. Marriage issues: Now days, everything changed and become very complicated and life requirements become very hard to get. The most important property of marriage is getting new house. Its normal to have separate house to live alone with your wife and start a new life by waiting for new family, but when the new marriage couple want to have huge luxury house, it will lead to serious issue that may face any citizen. Many marriage issues that constraint the marriage process in our society, we can mention some of the main ones as the following; Society pressure for marrying from the same family as the known norm of the family or the tribe. The increasing cost of the dowry which is related to the family name or the beauty of the pride. Finding the best accommodation in terms of price, location and size. This in turn increase the initial marriage cost to a very high trend that may reach hundreds of thousands of Dirham or maybe millions which is not affordable for most of the young generation. The requirement of buying a high and jewelries which the prides familys asks for. This cost is always increasing by comparison with other weddings happened with another wealthy family. The cost of furnishing the new house is also increasing. The requirement of the top of line new furniture and best brand home appliances. The cost of renting the best wedding hall. This could be either a well known wedding hall or a well known hotel. The cost of the wedding activities of hiring a band and a good catering restaurant will add a dramatic increase to the cost of the wedding. The cost of the pride dress is also noticeably increasing. In some cases, a wedding dress has reached to over hundreds of thousands Dirham. Huge quantities of food also a negative behavior that make the wedding party cost more. The cost of the hair salon where the pride and her mates are doing their full make up and preparation for the wedding. A cost that may reach tens of thousands of Dirham. Opinions: Abdullah Ahmad Abdullah, a 30-year-old UAE national from Al Ain, has been married for six years and has three children.Its becoming increasingly difficult to bear the rising costs of living, especially house rent, he said. Mir Murtaza Yaseen Ali, 29, a Pakistani banker, would like a wife who works to help shoulder the costs of running a household.I would want my wife to work because its unhealthy for a person to be unproductive and a working wife would help maintain a good standard of living, he said. Hussein Al Numeiri, 22, a UAE national graduate, wants to finish higher studies.An educated couple is better than an uneducated couple, he said.[1] Results: In our religion, Islam, woman has many rights; one of them is to have her simple dowry for her own self. But when the cost of dowries become very high and over the normal percentage of original dowries and the purpose of wedding party become a show off party among the people in the society many negative results will appear and a lot of social problems will increase. Moreover, High dowries, high cost of living requirements, high cost of wedding party and other unimportant requirements that make the groom spend millions of dirham may lead to series of hug problem which effect badly on men, women and maybe both. The first result that may exist in society is making barrier between man and his wife by spread hostility and hatred between them because after spending a big amount of money on wedding party, groom will face economic crisis and start to suffer and work a lot trying to pay his debts which had spent it on unimportant things. The purpose of marriage is happiness among families and among married couples not misery for them. The second result of having unbelievable high cost of wedding ceremonies is it creates a tendency among the local single generation to find an alternative of marrying in the local society and search for a cheaper options from other countries. Single men move toward a foreign pride as a cheaper option and more affordable. The consequences are negative on the society as more maiden population is increasing and more girls are not able to find someone to marry. This is a negative phenomenon that is spreading in our society and the main reason for it is the rising cost of wedding ceremonies. Third result of the increasing cost of marriage is creating a negative psychological effect on the young generation which help establish many psychic problems; depression, stress, despair and sadness. Also it will push the younger generation to find an alternative solution through illegal relationship and affairs that is unacceptable by neither the norms nor the religion. The percentage of Dubai residents who never got married went up from 24 per cent in 1993 to 27 per cent in 2005, and of those who got married down from 74 per cent to 70 per cent.[2] Solutions: We should emphasize on the issue and the effect of the high cost of marriage in our society and the dangerous results of delaying and post pond the marriage plans for the younger generation. We would like to view the religion point view of this issue and remained all parents and our families that Islamic religion is against such high cost requirements for marriage ceremonies. As matter of fact, the Islamic religion direct all families to ease the process of marriage for both parties and encourage the young generation to get married at an early age. The impact in that will be extremely positive from all aspects; the young generation will enter the social life in a welcome phase which will be easier for them to continue forward in their life of building their own families and contribute to the society. Early marriage will also prevent the society from the danger of spreading negative norms like illegal affairs and spreading of diseases through these kinds of affairs. The Islamic religi on encourages all parents to find the value in the groom personality and ethics, which will guarantee a better life for their loved daughter. If the groom is not suitable for the pride, or the pride is not approving him for a reason, then its more appropriate to stop the marriage. The Islamic religion encourages all levels of society to marry and produce families and grow the society in numbers and values. His highness Sheikh Khalifa did issue some regulations in attempt to control this high cost marriage phenomena in our society. The new regulation states that all the wedding parties should not exceed the period of one day only that will reduce the cost of any wedding and make it easier on all grooms to get it done. Sheikh Khalifa also ordered more details in regard of the wedding; one party is allowed for the men side and a maximum one party for the women side. The amount of the served food from the camels meat is limited to 9 camels maximum per wedding. And anyone who exceeds any of these regulations will phase a 500000 Dirham penalty, this way it will force any groom to avoid any cost exaggeration or protect him from any high cost requirements from the prides family. The effort are taking to correct the situation of this phenomena of high wedding cost which is new to our society, from government regulations to educating all families in our society about the negative effect of high cost weddings will help fight and tackle this problem to eliminate it from our culture. The efforts have to be taken from all sides and the consequences and benefits will reach everyone among our people. The young generation will be encouraged to get married early and then enter the social life with less debt and more freedom, which will make them more contributing individuals in our society and a better individual in our communities. It will also help increase the local population and help correct the unstable demographic distribution in our society. Its a win situation. Conclusion and recommendation: Extravagant weddings is one of important issues that make a big amount of people agree with it after realizing that the wedding party comes only ones in the whole life, and it must be a perfect party to be a special day to remember, so all of these spent money will not be spent again. This issue will not affect the bride or the invited people; it will make bad sequences on the groom after lending thousand of dirham which makes him feel guilty after each person go back to his home. In my opinion, wedding party is a very special day that each girl dreams about it, and it should be a unique happy day, but it is better to have a simple wedding party without spending huge amount of money, because there are other important things to do in your starting to begin a new life in a new home waiting for new family. Also, it is very hard to all Youth to spend thousands of dirham in unnecessary things especially after finishing their studies and starting to build their life; they need partner to help them to start responsible life. Our society have to fight the increasing costs of weddings by educating families and single people, and by working together against any continuous behavior from any of the families. We should enlighten the people that wedding day is a truly very important day in any ones life, but we have to remember that life will not stop at that day and reality will hit the new family afterward, with debt and much money lost. We should restructure our way of t hinking and encourage people to go back to simplicity For a better future, and for a better life.