Free Essays on Japanese Internment

Directly after the Japan’s sneak assault on our maritime base at Pearl Harbor dread spread all through the nation. Many dreaded for their friends and family presently joining the Second World War, many dreaded for the economy, their lives and security at the home front. The greatest worry with security at the home front was another assault from Japan. Since we were presently a war with Japan many accepted that the Japanese living in the U.S were a likely risk. They expected that the Japanese here could assist Japan with assaulting the U.S. As the days advanced the dread of the U.S chose to put all Japanese brought into the world here or not in migration camps. Men ladies and kids were deprived of their privileges as U.S residents, lost every one of their effects and put in migration camps where military authorities protected them intently. In excess of 120,000 Japanese American and Japanese outsiders partook in the Japanese Internment. May sixteenth, 1942, Gordon Kiyoshi Hirabayashi was at the FBI office in Seattle Washington A couple of days sooner Gordon had overlooked the military request expressing that â€Å"all people of Japanese ancestry† to enroll for departure to the satiate carnival at Puyallup, south Seattle. From that point they would be delivered to movement camps in California and Arkansas. He was reminded he could confront a year in jail for not participation Gordon still wouldn't enlist for clearing, after they offered him one final opportunity to do as such. In the wake of being set in the King County prison a police specialist found in his folder case a journal wherein Gordon composed how he had disregarded check in time arranges that kept Japanese Americans off the road in the prior weeks departure. The find was accounted for to the U.S lawyer general, who immediately documented an extra criminal allegation against Gordon for time limitation infringement. Gordon said he resisted the check in time since he â€Å"†¦ got a lift-maybe it is a discharge when I deliberately break the senseless old curfew.†(70) He additionally stated, â€Å"If I were to enlist and cooper... Free Essays on Japanese Internment Free Essays on Japanese Internment Directly after the Japan’s sneak assault on our maritime base at Pearl Harbor dread spread all through the nation. Many dreaded for their friends and family presently joining the Second World War, many dreaded for the economy, their lives and wellbeing at the home front. The greatest worry with wellbeing at the home front was another assault from Japan. Since we were currently a war with Japan many accepted that the Japanese living in the U.S were a possible peril. They expected that the Japanese here could assist Japan with assaulting the U.S. As the days advanced the dread of the U.S chose to put all Japanese brought into the world here or not in movement camps. Men ladies and youngsters were deprived of their privileges as U.S residents, lost every one of their things and put in movement camps where military authorities watched them intently. In excess of 120,000 Japanese American and Japanese migrants took an interest in the Japanese Internment. May sixteenth, 1942, Gordon Kiyoshi Hirabayashi was at the FBI office in Seattle Washington A couple of days sooner Gordon had overlooked the military request expressing that â€Å"all people of Japanese ancestry† to enroll for departure to the satisfy carnival at Puyallup, south Seattle. From that point they would be delivered to movement camps in California and Arkansas. He was reminded he could confront a year in jail for not collaboration Gordon still wouldn't enlist for clearing, after they offered him one final opportunity to do as such. In the wake of being set in the King County prison a police operator found in his folder case a journal where Gordon composed how he had abused time limitation arranges that kept Japanese Americans off the road in the prior weeks departure. The find was accounted for to the U.S lawyer general, who immediately documented an extra criminal accusation against Gordon for time limit infringement. Gordon said he ignored the time limit since he â€Å"†¦ got a lift-maybe it is a discharge when I deliberately break the senseless old curfew.†(70) He likewise stated, â€Å"If I were to enlist and cooper...

The Constitution and Slavery free essay sample

Having the three fifths bargain was a smart thought when it was presented in 1787 on the grounds that it focused on bondage. Subjection was a major issue from the get-go in the American history. Opportunity was a significant issue to the individuals who had established the nation yet at the same time subjugation was legitimate. Everyone was against subjugation however it was essential to southern United States, and to annul it could undoubtedly make the country self-destruct before it got an opportunity to develop. Many didn't believe captives to be a residents a few southerners needed the congressional portrayal so it would permit captives to be considered residents. There for the Three-Fifths Compromise was presented for the North and South. During this time it was basic that the economy would stay solid or, in all likelihood things could begin to self-destruct. Which would then reason the nation to lose everything that it has just picked up. On the off chance that the north figure out how to get servitude abrogated it could of lead to the disappointment of the United States. We will compose a custom exposition test on The Constitution and Slavery or then again any comparative subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The nation at the time relied upon the economy development of the South so at the time servitude was viewed as less of an issue.Southerners at the show demanded that their slaves be included while designating portrayal in Congress, despite the fact that everybody comprehended that slaves were viewed as property and had no political rights. All through the show the slave proprietors additionally clarified that they didn't anticipate that an end should subjection in their state. The discussion was about political force a considerable lot of the northerners protested checking slaves for the portrayal for the country. All the Southerners demanded that the designation of portrayal in Congress needed to think about slaves. Most Northern agents assented on this point since they were anxious about the possibility that that something else, the Southern states would not bolster the new Constitution.By in part checking slaves for portrayal, the South increased a tremendous reward in the House of Representatives despite the fact that these states believed their captives to be property they had no political voice and no legitimate rights. The incentive toward the South of the three-fifths proviso turned out to be clear in the seven decades after the Constitution was composed. Southerners had the option to square government enactment antagonistic to servitude and get the House to pass various laws that secured bondage.

techno-mania Richmond Writing

techno-mania Richmond Writing A recent NYT article Texting May Be Taking A Toll is relevant for any teacher today, but it is particularly relevant for teachers of writing who wish their students demonstrated the same mania for their textual assignments as they have for texting. With 2,272 text messages per month, it works out to about 6.3 text message per hour in a 12-hour day. Thats no small amount of writing even in text-speak. But for all its popularity, text-speak is not sufficient to develop articulated ideas or express complex emotions, so our avid communicators need to channel some of this enthusiasm into more focused practice at expressing their ideas more fully, coherently and powerfully.   Rather than simply reject or resist the trend in texting, let us harness it for more productive purposes. And for when the cell phone is a constant class interruption there is the   cell phone jammer !

A Rhetorical Analysis Of The Charleston Animal Society

In Bitzers piece â€Å"The Rhetorical Situation† a rhetorical situation is described to be composed of three different key concepts. The first being exigence, exigence being the reasoning behind why the situation is happening in the first place. The second is the audience, which is who it is directed towards. The last point is constraints, anything that would influence the situation that is taking place. The Charleston Animal Society has a website with lots of information about their organization which is an example of a rhetorical situation The text found had a link to a website which is the â€Å"What We Do† tab of the Charleston Animal Society. This page has a brown background set behind the white text with the logo in the top left and a†¦show more content†¦This means that regardless of how the animal is they will not euthanize it compared to other shelters where if an animal gets to a certain point they will put it down. (The logo of the kill free program they run) The next point to the rhetorical situation is the audience. In the case of the Charleston Animal Society their main demographic is people who are pet owners or pet lovers. Using advertisements that make people feel empathy for the animals which makes the targeted people want to donate and help their cause. The typical age group of these people tends to be younger and with the use of technology as their main source of information the targeted people have to be a little tech-savvy. CAS has multiple fundraisers throughout the year that the people that want to help can, which raises money for the organization and helps the sheltered animals The final part of a rhetorical situation is the constraints of the piece of literature. With this webpage there are a few things that can contribute as constraints. One being the fact that there is a lot of information on the page with a few varying sections. Another would be the fact that it is online which would require the viewer to hav e to understand how to use technology which could cut out a demographic from adopting pets. A confusing part about this webpage is that it has a logo in the top left corner which is of the organization but on the webpageShow MoreRelatedLogical Reasoning189930 Words   |  760 PagesReasons ................................................................................................ 236 Deceiving with Loaded Language ................................................................................................... 238 Using Rhetorical Devices .................................................................................................................. 240 Review of Major Points .............................................................................................

Management of uncomplicated fever in children Free Essay Example, 2000 words

At what minimum doses this can occur is not yet known. Some studies have shown that a dose of 150mg /kg/day can cause hepatic toxicity (JBI 2001). The normal dose given in children in current practice is 90 mg/kg/day. Of late, it is recommended to give 60mg/kg/day (JBI 2001). Considering the fact that paracetamol can get accumulated in the body, even 90mg/kg/day can lead to 150 mg/kg/day after 3-4 days of treatment (JBI 2001). Hence cautious use of paracetamol is warranted. This drug has more pronounced effect in children less than 2 years, or who are sick and receiving doses every 4th hourly (JBI 2001). Shann (1995) has reported that it is helpful to give paracetamol in those who are febrile and have cardiac or respiratory failure because paracetamol reduces oxygen consumption, carbon dioxide production and cardiac output. But, in those with normal heart or lung disease it is not necessary to give paracetamol because fever is harmful only at temperatures over 41 deg C and in practi ce such high temperatures are usually caused by heat stroke or brain injury. The question here as per the scenario is whether fever in children should be treated with paracetamol every four hours or less frequently. We will write a custom essay sample on Management of uncomplicated fever in children or any topic specifically for you Only $17.96 $11.86/pageorder now I have retrieved 2 sources on this topic to form a policy. 1. Meremikwu, M., & Oyo-Ita, A. 2002. Paracetamol for treating fever in children (Cochrane Review). The Cochrane Library, Issue 4, Oxford Update Software. 2. Huang, S.Y. , & Bavid, S.G. , 2004. Effect of Recent Antipyretic Use on Measured Fever in the Pediatric Emergency Department. Arch Pediatr Adolesc Med. , 158, pp. 972-976. The first article by Meremikwu and Oyo-Ita (2002) is a systematic review to evaluate the benefits and harms of various methods of managing fever in children from randomised controlled trials. This study can be categorized in the Level 1 of the JB hierarchy. By knowing this hierarchy level, one can assess the validity of recommendations for clinical guidelines, focuses and the effectiveness of treatment. According to this article, there are controversies regarding the effectiveness and safety of various methods for treating fever. Of all the antipyretics (paracetamol, ibuprofen, aspirin, nimisulide), paracetamol has the least side effects. But it is not that this drug is absolutely safe. It has the potential to cause liver toxicity. Another question raised in this review is whether it is necessary to bring down fever at all. The review stated that fever might actually have some beneficial effects of enhancing host resistance to infection and that bringing down the fever could increa se mortality in severe infections, prolong viral shedding and impair antibody response to viral infection.

Mr Makedama Free Essays

Macadam case analysis by UCT group of MBA students Company overview: Macadams Bakery Supplies Holdings (Macadams) is a manufacturer of oven and other appliances for the baking industry. Their financial statements for 1996 highlight a very strong year. Turnover grew by 59% to R125. We will write a custom essay sample on Mr Makedama or any similar topic only for you Order Now 3m and profit increased by 81%. An acquisition of Livanos Brothers (February 1996) took place in response to the increased demand in the local market as well as an expansion of market base in foreign markets. Depreciation of the Rand against other major currencies also supported export sales. The company has entered a phase of rapid expansion, expanding its main factory in Cape Town by 50%. As well as opening new sales and distribution centers in Durban and Bloemfontein in the current year, with further plans to expand in to Zimbabwe in the following year. An analysis of the company’s financial statements will determine whether the company is in a position to leverage its expansion, or whether it is perhaps growing too rapidly. Detailed Financial Analysis Profitability: Macadams experienced a healthy turnover, which increased by 58. 5% between 1995 and 1996. This â€Å"abnormally† high growth in turnover was due to a surging demand for their products, favorable exchange rates and acquisitions of business’s, which complimented their current product portfolio. They further expanded the operational network to service the growing market they were operating in. It should however be noted that a growth rate of 58. 5% per annum is not sustainable or realistic, and although Macadams has extended their products and services to global markets through joint ventures and MA’s, there would be a point where there growth would become organic, or at least in line with industry standards.. Although operating and net margins have improved since 1995, the net margin remains low at 8. 5%. This indicates that despite dramatic increases in revenue, Macadams have only marginally improved the ability to generate profits. Liquidity: The income statement displays a healthy growth by Macadams; however the cash flow statement shows a contradictory picture. Macadams have a serious liquidity problem. Cash generated from operations is significantly down by 87% in comparison to the prior financial year. The operation did not generate sufficient cash to fund its interest, taxation or dividends payments for the year. As a result these payments were made through borrowed funds. Working capital movements in 1996 adversely impacted cash generated by operating activities, with a noticeable increase in working capital of 595% from R2. 7million to R19million. This is due to an increase in inventory of 66%, to meet perceived consumer demand, which was funded by cash resources. There has also been an increase in debtors of 129%, due to increased credit sales. Furthermore, creditors increased by 87%, which only partially offset the increase in current assets. This is a scenario of a business expanding too rapidly. There are high levels of sales and gross profits, but a serious cash flow problem created by inventory build-up, and high level of receivables. Cash is now tied up in stock and debtors. The lack of available cash in the business could impact Masadams’s ability to service their short-term liabilities. Efficiency: Macadams have become less efficient in 1996. The accounts receivables increased by 129% in 1996. Reviewing the debtor’s collection period we can clearly see the longer collection period (53 days in ’95 to 77 days in ’96) could be indicative of more relaxed credit terms, which could be MBS’s strategy to attract more sales and increase turnover. This strategy does however create a risk of bad debt and creates a problem for operational cash flow, as it currently is experiencing. It is also noted on the financial statements that Debtors have been used by ceded to the banks as security for facilities granted. Cession of debt means that the banks do not have faith in Macadam’s ability to repay its debt. Leverage The debt ratio has increased by 9%; this was for the funding of the expansion. The additional funding taken out, mortgage loan is secured by land and buildings, and the movable assets secure the installment sale agreement. This is risky as it means should Macadams fail to make payment on either of these loans, they would lose R4. 3 million of its movable and immovable assets. Incurring debt to expand their operations and grow the business is not a bad thing, and is necessary. Despite the massive increase in debt, the interest cover ratio is still healthy. This however, is not a cash based ratio and gives us no indication as to whether the company is able to make its cash payments to service the increased quantities of debt. For this reason the concern would be raised with respect to Macadams ability to service their debt. This concern is specific to their lack of liquid funds available in the business. DuPont analysis: With the aid of the DuPont model of analysis the following observations were made: Macadams ROE, of 30. 63%, has decreased by 1. 4% during the financial year under review. However it could be seen as a good return on equity, as it is 10% higher than the prime interest rates at the time (20. 25% Nov 1996). Macadams have become less efficient in using its assets to generate profits. Its’ efficiency ratios demonstrate a drop from 2. 37 to 1. 90; however this could be explained by the timing of the acquisition of assets. Vacant land was acquired in September 1996, just three months before the December year-end, and new premises opened in Bloemfontein in November 1996. These assets would not yet have had the opportunity to generate the profits that may be expected in future. Macadams profitability has increased marginally since the previous year; however their net margin is still a low 8. 50%. Macadams are not using its revenue to generate sufficient profits. In terms of leverage, the ratio has increased marginally from the 1995 financial year, to 1. 89, in line with increasing debt in terms of both long-term and short-term borrowing. Conclusion: Macadams are a promising business which is currently generating high sales volumes and generous profits. The problem with the business is the following: †¢Their inability to translate their sales into cash. The drive and efforts to grow the business at a rate which is not practical to their available resources and balance sheet; this results in the following: oAccrual of high volumes of long-term and short-term debt. oHigh inventory levels as a result of their steep growth plan which they have implemented (cash on the shelves/in the store room) oIncreased overheads to operate newly established network offic es to service the market. If Macadams operates their business as they are, they will eventually grow their business into bankruptcy. As a â€Å"turn around† strategy, I would implement the following initiatives to maximize the output of the business and create a more sustainable business model. †¢Slow-down the growth rate which Macadams is currently experiencing. †¢Limit its debt, i. e. not take out any further debt. †¢Analyze the current business operations to improve operational efficiency, thus decreasing COS of sale per unit sold, and inevitably increasing gross, net and operating profit margins. †¢Improve sales efforts to reduce inventory levels, and simultaneously increasing overall sales. Macadams should also review their current costs and look for cost saving initiatives. This will ensure that the revenue increase is matched with a similar increase in profits. †¢Ensure the business is more liquid by having more operational cash and cash in the business; this can be achieved by decreasing the debtor’s collection period from 77 days to 30 days, and increasing their cred itor’s period to 45 days. If I had shares in Macadams I would hold on to them if the above initiatives were implemented, as this would ultimately result in an increased EPS. How to cite Mr Makedama, Papers

Lord of the Flies Symbolism Essay Example

Lord of the Flies Symbolism Essay In literature symbolism is an important device that has many layers of hidden meaning by using an object or action that means more than its literal meaning. William Golding has said that his novel â€Å"Lord of the Files† is symbolic from the beginning until the end when the boys are rescued. During the course of the novel these symbols are constantly changing, giving us a new interpretation of the island society. In novel there are three important symbols that evolve in what they mean during the story. The first symbol is fire, which changes its representation from hope to destruction. The seconded symbol is Piggy’s glasses, which are a symbol that represent innovation, advancement but soon become a symbol that regresses into savagery. The last symbol is the conch shell which, at first, is a symbol of the organization of island society and then it becomes a symbol of the breakdown of society that the boys have tried to create. In the novel, the use of fire changes when the boys become more and more savage. In the beginning the boys use the fire as a signal for the ships that might pass by. It represents their hope of getting rescued. Ralph suggests the idea of a signal fire and what it cam do for them, â€Å"If a ship comes near the island the may not notice us. So we must make smoke on top of the mountain. We must make a fire† (Golding,38). Later on when the boys start to forget the purpose of the fire, Ralph reminds them again, â€Å"The fire is the most important thing on the island. How can we ever be rescued except by luck, if we don’t keep the fire going?† (Golding,80). These actions demonstrate that the fire is the only hope for the boys to get rescued if not by luck. Keeping the fire going is one of the most important elements to their hope for rescue. We will write a custom essay sample on Lord of the Flies Symbolism specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Lord of the Flies Symbolism specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Lord of the Flies Symbolism specifically for you FOR ONLY $16.38 $13.9/page Hire Writer As the story progresses, many of the boys become more wild and savage. They then begin to use the fire in a destructive way. In chapter twelve of the book Jack and his tribe m

Waking the Dead essays

Waking the Dead essays Waking the Dead stirs passion on screen Some people believe that fate truly guides our lives, and we are destined to truly love only one person. Well, how do you know if the person you love is whom you are meant to be with? What if you fell in love with someone who doesnt fit into your destiny? How far can love transcend? What boundaries can it overcome? Waking the Dead explores those boundaries of fate, love, class, power, even death. Based on the 1986 novel by Scott Spencer, Waking the Dead takes place in 1972 and 1982. In the earlier years young Coast Guard officer and Harvard graduate Fielding Pierce, played by Billy Crudup (Inventing the Abbots, Without Limits), is passionately drawn to Sarah Williams, played by Jennifer Connelly (The Rocketeer, Labyrinth, Inventing the Abbots), an idealistic activist. The two fall into a passionate love affair: We will never be apart, Sarah tells him. But, in 1974, fate abruptly separates the two lovers when Sarah is murdered in a car-bombing. In 1982 the up and coming county attorney Fielding Pierce lives in Chicago with his socialite girlfriend, Juliet Beck, played by Molly Parker. Juliets uncle, Isaac Green (Hal Holbrook, Wallstreet, The Firm) is Fieldings mentor, whos been grooming him since before Sarahs death. When the governor chooses Fielding to run for Congress it seems as though he will soon have everything hes always dreamed of. Or will he? Suddenly, memories of Sarah consume him and he begins to see visions of her. Is he losing his sanity, is it Sarahs ghost, or is she still alive? As the past and present blend together, Fielding struggles to focus on his course in life. He questions whether he has fulfilled his destiny, or did he stray from the path? Crudup and Connellys roles entangle in a dust storm of emotions. Through strong performances, they reveal the joy of love and pain of loss, whil ...

Waking the Dead essays

Waking the Dead essays Waking the Dead stirs passion on screen Some people believe that fate truly guides our lives, and we are destined to truly love only one person. Well, how do you know if the person you love is whom you are meant to be with? What if you fell in love with someone who doesnt fit into your destiny? How far can love transcend? What boundaries can it overcome? Waking the Dead explores those boundaries of fate, love, class, power, even death. Based on the 1986 novel by Scott Spencer, Waking the Dead takes place in 1972 and 1982. In the earlier years young Coast Guard officer and Harvard graduate Fielding Pierce, played by Billy Crudup (Inventing the Abbots, Without Limits), is passionately drawn to Sarah Williams, played by Jennifer Connelly (The Rocketeer, Labyrinth, Inventing the Abbots), an idealistic activist. The two fall into a passionate love affair: We will never be apart, Sarah tells him. But, in 1974, fate abruptly separates the two lovers when Sarah is murdered in a car-bombing. In 1982 the up and coming county attorney Fielding Pierce lives in Chicago with his socialite girlfriend, Juliet Beck, played by Molly Parker. Juliets uncle, Isaac Green (Hal Holbrook, Wallstreet, The Firm) is Fieldings mentor, whos been grooming him since before Sarahs death. When the governor chooses Fielding to run for Congress it seems as though he will soon have everything hes always dreamed of. Or will he? Suddenly, memories of Sarah consume him and he begins to see visions of her. Is he losing his sanity, is it Sarahs ghost, or is she still alive? As the past and present blend together, Fielding struggles to focus on his course in life. He questions whether he has fulfilled his destiny, or did he stray from the path? Crudup and Connellys roles entangle in a dust storm of emotions. Through strong performances, they reveal the joy of love and pain of loss, whil ...

Waking the Dead essays

Waking the Dead essays Waking the Dead stirs passion on screen Some people believe that fate truly guides our lives, and we are destined to truly love only one person. Well, how do you know if the person you love is whom you are meant to be with? What if you fell in love with someone who doesnt fit into your destiny? How far can love transcend? What boundaries can it overcome? Waking the Dead explores those boundaries of fate, love, class, power, even death. Based on the 1986 novel by Scott Spencer, Waking the Dead takes place in 1972 and 1982. In the earlier years young Coast Guard officer and Harvard graduate Fielding Pierce, played by Billy Crudup (Inventing the Abbots, Without Limits), is passionately drawn to Sarah Williams, played by Jennifer Connelly (The Rocketeer, Labyrinth, Inventing the Abbots), an idealistic activist. The two fall into a passionate love affair: We will never be apart, Sarah tells him. But, in 1974, fate abruptly separates the two lovers when Sarah is murdered in a car-bombing. In 1982 the up and coming county attorney Fielding Pierce lives in Chicago with his socialite girlfriend, Juliet Beck, played by Molly Parker. Juliets uncle, Isaac Green (Hal Holbrook, Wallstreet, The Firm) is Fieldings mentor, whos been grooming him since before Sarahs death. When the governor chooses Fielding to run for Congress it seems as though he will soon have everything hes always dreamed of. Or will he? Suddenly, memories of Sarah consume him and he begins to see visions of her. Is he losing his sanity, is it Sarahs ghost, or is she still alive? As the past and present blend together, Fielding struggles to focus on his course in life. He questions whether he has fulfilled his destiny, or did he stray from the path? Crudup and Connellys roles entangle in a dust storm of emotions. Through strong performances, they reveal the joy of love and pain of loss, whil ...

Emily Dickinson - Continuing Enigma

Emily Dickinson - Continuing Enigma Known for:  inventive poetry, mostly published after her deathOccupation:  poetDates:  December 10, 1830 - May 15, 1886Also known as:  Emily Elizabeth Dickinson, E.D Emily Dickinson, whose odd and inventive poems helped to initiate modern poetry, is a continuing enigma.   Only ten of her poems were published in her lifetime. We know of her work only because her sister and two of her long-time friends brought them to public attention. Most of the poems we have were written in just six years, between 1858 and 1864. She bound them into small volumes she called fascicles, and forty of these were found in her room at her death. She also shared poems with friends in letters. From the few drafts of letters that were not destroyed, at her instruction, when she died, its apparent that she worked on each letter as a piece of artwork in itself, often picking phrases that shed used years before. Sometimes she changed little, sometimes she changed a lot. Its hard to even tell for sure what a poem by Dickinson really is, because she changed and edited and reworked so many, writing them differently to different correspondents. Emily Dickinson Biography Emily Dickinson was born in Amherst, Massachusetts. Her father and mother were both what we would today call distant. Her brother, Austin, was bossy but ineffective; her sister, Lavinia, never married, and lived with Emily and was protective of the much shyer Emily. Emily at School While signs of her introspective and introverted nature were apparent early, she traveled from home to attend Mount Holyoke Female Seminary, an institution of higher education founded by Mary Lyons. Lyons was a pioneer in womens education, and envisioned Mount Holyoke as training young women for active roles in life. She saw that many women could be trained as missionary teachers, especially to bring the Christian message to American Indians. A religious crisis seems to have been behind young Emilys decision to leave Mount Holyoke after a year, as she found herself unable to fully accept the religious orientation of those at the school. But beyond religious differences, Emily also apparently found the social life at Mount Holyoke difficult. Withdrawn Into Writing Emily Dickinson returned home to Amherst. She traveled a few times after that once, notably, to Washington, DC, with her father during a term he served in the U.S. Congress. But gradually, she withdrew into her writing and her home, and became reclusive. She began to wear dresses exclusively in white. In her later years, she did not leave her homes property, living in her home and garden. Her writing did include letters to many friends, and while she became more eccentric about visitors and correspondence as she aged, she had many visitors: women like Helen Hunt Jackson, a popular writer of the time, among them. She shared letters with friends and family, even those who lived nearby and could visit easily. Emily Dickinsons Relationships From the evidence, Emily Dickinson fell in love with several men over time, though apparently never even considered marriage. Her close friend, Susan Huntington, later married Emilys brother Austin, and Susan and Austin Dickinson moved to a home next door. Emily and Susan exchanged ardent and passionate letters over many years; scholars are divided today on the nature of the relationship. (Some say that the passionate language between women was simply an acceptable norm between friends in the nineteenth and early twentieth centuries; others find evidence that the Emily/Susan friendship was a lesbian relationship. I find the evidence ambiguous at best.) Mabel Loomis Todd, a descendent of John and Priscilla Alden of Plymouth colony, moved to Amherst in 1881 when her astronomer husband, David Peck Todd, was appointed to the faculty of Amherst College. Mabel was twenty-five at the time. Both the Todds became friends of Austin and Susan in fact, Austin and Mabel had an affair. Through Susan and Austin, Mabel met Lavinia and Emily. Met Emily is not exactly the right description: they never met face-to-face. Mabel Todd read and was impressed by some of Emilys poems, read to her by Susan. Later, Mabel and Emily exchanged some letters, and Emily occasionally invited Mabel to play music for her while Emily observed out of sight. When Emily died in 1886, Lavinia invited Todd to attempt to edit and publish the poems Lavinia had discovered in manuscript form. A Young Contributor and Her Friend The story of Emily Dickinsons poems, with their interesting relationship to womens history, is highlighted by the most fertile period of Emily Dickinsons writing, the early 1860s. A key character in this story is better known in American history for his support of abolition, woman suffrage, and transcendentalist religion: Thomas Wentworth Higginson. Hes also known in history as the commander of a regiment of black troops in the American Civil War; for this accomplishment he proudly used the title Colonel Higginson to the end of his life. He was the minister at the wedding of Lucy Stone and Henry Blackwell, at which he read their statement renouncing any strictures that the law placed on the woman when she married, and stating why Stone would keep her last name rather than assuming Blackwells. Higginson was part of the American literary Renaissance known as the Transcendentalist movement. He was already an recognized writer when he published in 1862, in The Atlantic Monthly, a short notice titled Letter to a Young Contributor. In this notice, he solicited young men and women to submit their work, adding, every editor is always hungering and thirsting after novelties. Higginson told the story later (in The Atlantic Monthly, after her death), that on April 16, 1862, he picked up a letter at the post office. Opening it, he found a handwriting so peculiar that it seemed as if the writer might have taken her first lessons by studying the famous fossil bird-tracks in the museum of that college town. It began with these words: Are you too deeply occupied to say if my verse is alive? With that letter began a decades-long correspondence that ended only at her death. Higginson, in their long friendship (they seem only to have met in person once or twice, it was mostly by mail), urged her not to publish her poetry. Why? He doesnt say, at least not clearly. My own guess? He expected that her poems would be considered too odd by the general public to be accepted as she wrote them. And he also concluded that she would not be amenable to the changes that he thought necessary to make the poems acceptable. Fortunately for literary history, the story doesnt end there. Editing Emily After Emily Dickinson died, her sister, Lavinia, contacted two friends of Emilys when she discovered the forty fascicles in Emilys rooms: Mabel Loomis Todd and Thomas Wentworth Higginson. First Todd began to work on the editing; then Higginson joined her, persuaded by Lavinia. Together, they reworked the poems for publication. Over some years, they published three volumes of Emily Dickinsons poems. The extensive editing changes they made regularized Emilys odd spellings, word usage, and especially punctuation. Emily Dickinson was, for instance, very fond of dashes. Yet the Todd/Higginson volumes have included few of them. Todd was sole editor of the third volume of poems, but kept to the editing principles theyd worked out together. Higginson and Todd were likely correct in their judgment, that the public could not accept the poems as they were. The daughter of Austin and Susan Dickinson, Martha Dickinson Bianchi, published her own edition of Emily Dickinsons poems in 1914. It remained until the 1950s, when Thomas Johnson un-edited Dickinsons poetry, for the general public to experience her poems more as shed written them, and as her correspondents had received them. He compared versions in the fascicles, in her many remaining letters, and published his own edition of 1,775 poems. He also edited and published a volume of Dickinson letters, themselves literary gems. More recently, William Shurr has edited a volume of new poems, by gleaning poetic and prose fragments from Dickinsons letters. Today, scholars still discuss and argue over the paradoxes and ambiguities of Dickinsons life and work. Her work is now included in the humanities education of most American students. Her place in the history of American literature is secure, even if the enigma of her life is still mysterious.. Family Father: Edward Dickinson (treasurer of Amherst College, state legislator, U.S. Congressman)Mother: Emily NorcrossTwo siblings: William Austin 1829-1895, Lavinia 1833-1899 Education Amherst Academy (seven years)Mount Holyoke Female Seminary  (one year)

Discussions question Essay Example | Topics and Well Written Essays - 250 words

Discussions question - Essay Example zational structures leads to duties being performed effectively within the organization because there are proper guidelines to do so; proper communication channels and the leaders exercise both authority and power. When an organization has properly working organizational structure, it means that their needs and requirements are properly addressed, they have enough motivation, their work is appreciated and they are heard and their opinions and suggestions sought after (by having a proper working communication channel). This will reduce significantly employee turnover (Madura, 2007). A proper and working organizational structure will increase customer loyalty and even increase the clientele base hence ensuring that employees always have work and their future and job security is ascertained. Organizational structures have clearly defined roles and responsibilities and hence ensure that there is avoidance of role disambiguation and confusion which renders most employees redundant if that happens and hence providing a likelihood of being

Discussion Forum Essay Example | Topics and Well Written Essays - 250 words - 1

Discussion Forum - Essay Example Confucius lived 2,500 years ago in Lu, a small state in Eastern China. During this time, China was riddled with political strife and confusion during the reign of Zhou dynasty by which it prompted him to develop his doctrine/philosophy of Confucianism on how to create a society that is founded on harmony and balance of which his political environment is devoid. After the died at the of 73, his teachings spread throughout China and its influence still storngly revererates until today. Confucianism as a philosophy and social ethic encourages a lifetime pursuit of moral excellence or to become better founded on the belief that everyone possesses the inherent capability to develop into an autonomous and self-governing person by developing the Ren. Ren is being perfected or inculcated through practice which is facilitated by Li or the process of cultivating one’s goodness. Confucius also cited the Golden Rule or the law that states to treat everybody the way we want to be treated as one of the mechanism that promotes virtue in the indivdual and society as well. The practice of the Golden Rule benefits everyone and such provides the necessary environment to cultivate the

The Origin of Emotion Labour

The Origin of Emotion Labour Emotions are feelings that people experience, interpret, reflect on, express, and manage (Thoits, 1989). They arise through social interaction, and are influenced by social, cultural, interpersonal, and situational conditions (Martin, 1999). In many situations in our daily lives, we often find ourselves suppressing feelings and displaying a more socially accepted emotion that is deemed more appropriate. For example, showing excitement about a companys promotion or suppressing fury when being cut off by someone in a waiting line. Regulating individuals emotions to comply with social norms then is referred to as emotion work (Hochschild, 1990; p. 118). When we need to display particular emotions and suppress others, which required by our job roles, we do our emotion management for a wage. Hochschild (1983) termed this regulation of ones emotions to comply with occupational or organizational norms as emotional labour. She defined emotional labour as the management of feeling to create a publicly observable facial and bodily display; emotional labour is sold for a wage and therefore has exchange value (Hochschild, 1983; p.7). According to Hochschild (1983), jobs involving emotional labour possess three characteristics: they require the workers to make facial or voice contact with the public; they require the worker to produce an emotional state in the client or customer, and they provide the employer with an opportunity to utilize some control over the emotional activities of workers (Hochschild, 1983). Based on impression management, Ashforth and Humphrey (1993) defined emotional labour as the act of displaying the appropriate emotion. Their definition differs from Hochschilds (1983), since their definition emphasizes the actual behaviour rather than the presumed emotions underlying the behaviour (Ashforth Humphrey, 1993). According to Morris and Feldman (1997), emotional labour possesses the following characteristics: (a) emotion work occurs in face-to-face or voice-to-voice interactions with clients; (b) emotions are displayed to influence other peoples emotions, attitudes and behaviours; and (c) the display of emotions has to follow certain rules. 2.1.2 Dimensions of Emotional Labour and Its Measures Brotheridge and Grandey (2002) restructured emotional labour into two categories: One focuses on the characteristic of the job and the other emphasizes employees emotion management process. The former is called job-focused emotional labour which includes the frequency, duration, variety, and intensity of emotional labour and display rules. The latter is named employee-focused emotional labour, an emotion management skill that employees use in the course of interactions with clients. This category includes surface acting and deep acting. Brotheridge and Lee (2003) used the similar approach. They developed an emotional labour measure including both job-focused and employee-focused variables. Specifically, their measure has six facets: frequency of interaction, intensity and variety of emotional display, duration of interaction, and surface and deep acting. Emotional labour researchers often ignored spontaneous and genuine emotions, acknowledged as passive deep acting by Hochschild (1983), in the development of the emotional labour measure. Diefendorff, Croyle, and Gosserand (2005) constructed the display of naturally felt emotions as an independent factor and formed a three-dimensional emotional labour instrument: surface acting, deep acting, and naturally felt emotions. In summary, despite many different measures developed, the general view is that job-related variables, such as frequency, intensity, variety, and display rules are experienced as the antecedents of emotional labour rather than emotional labour itself and two acting modes (surface and deep acting), that employees use to match the required emotional display are regarded as the true components of emotional labour (Grandey, 2000 A.A. Grandey, Emotion regulation in the workplace: a new way to conceptualize emotional labor, Journal of Occupational health Psychology 5 (1) (2000), pp. 95-110. Abstract | icon_pdfPDF (1059 K) | Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (124)Grandey, 2000). 2.1.3 Servicing Acting Based on Goffmans (1959) dramaturgical perspective of social interactions, Hochschild theorized that service is a show where the service provider is an actor, the customer is the audience, and the work setting is the stage (Grandey, 1999). The work place (restaurant) provides the setting and circumstance that allows actors (wait staff) to perform for audiences (diners). The interaction between actors and audiences is based on their mutual definition of the setting, which can be interpreted as occupational or organizational norms or display rules. Surface acting and deep acting are two types of acting mechanism that emotional labour preformed. 2.1.3.1 Surface Acting Surface acting is a discrepancy between felt and displayed emotion (Ashforth Humphrey, 1993). Surface acting involves employees simulating emotions that are not actually felt, by changing their outward appearances (i.e., facial expression, gestures, or voice tone) when exhibiting required emotions. For example, a hotel front desk employee may put on a smile and cheerfully greet a customer even if she or he is feeling down. In this case, the front desk clerk feigns emotions that are not experienced (Chu, 2002, P.18). Using the surface acting technique, people change the outward expression of emotion in the service of altering their inner feelings. By changing facial or bodily expressions, such as slumped shoulders, bowed head, or drooping mouth, inner feelings can be altered to a coincident state (Hochschild, 1993). 2.1.3.2 Deep Acting Deep acting occurs when employees feelings do not fit the situation; they then use their training or past experience to work up appropriate emotions (Chu, 2002, P.19). Unlike surface acting, deep acting involves changing inner feelings by altering something more than outward appearance. In surface acting, feelings are changed from the outside in, whereas feelings are changed from the inside out in deep acting (Hochschild, 1983). Hochschild (1983) classified deep acting as (1) exhorting feeling, whereby one actively attempts to evoke or suppress an emotion, and (2) trained imagination, whereby one actively invokes thoughts, images, and memories to cause the related emotion (thinking of a wedding to feel happy or a funeral to feel sad). In other words, employees use their training or past experiences to help summoning appropriate emotions or responses (sadness, cheerfulness) for a given scene. By practicing deep acting, emotions are actively induced, suppressed, or shaped (Kruml Geddes, 2000). 2.1.4 Functions of Emotion Labour Zapf (2002, P.248) stated that Emotion work is a part of an overall task and, thus, it helps to fulfil the overall task and increase task effectiveness. Ashforth, B.E. and Humphrey, R.H., 1993. Emotional labor in service roles: the influence of identity. Academy of Management Review 18, pp. 88-115. Full Text via CrossRefAshforth and Humphrey (1993) consider emotion work as a form of impression management because by showing certain emotions the employee deliberately attempts to foster certain social perceptions of him- or herself. Emotion work is done to influence the emotions of the clients either as the ultimate or as an instrumental goal. In the service business, the premise is that customers or clients would be more likely to do business with an organization when they experience the interaction with service providers positively. This should mainly depend on how far the interaction with the service providers either supports or threatens their self-esteem. Emotion labour may help to make the social interaction more calculable and assist to avoid embarrassing situations that might otherwise interrupt the interaction with clients (Ashforth Humphrey, 1993). Moreover, emotion work may help to develop or stabilize the organization-customer relationship for building trust in the organization. This is more important in the service sector than in other sectors; because (1) it is difficult to assess the quality of service; (2), because the service product is immediately consumed and corrections, such as giving the product back, are impossible (Ashforth and Nerdinger, 1994); (3), emotion labour should influence the clients emotions thereby influencing their cognitions and behaviours. (4), influencing a clients emotion may make other things easier. In the entertainment business and in the helping professions, influencing the clients emotion may be the ultimate goal. 2.2 Antecedents of Emotional Labour Antecedents of emotional labour including two characteristics: individual characteristics and job characteristics. 2.2.1 Individual characteristics Emotional labour researchers seem to agree that service workers emotional acting can be explained by personality traits because personal dispositions underlie much of the way that people think and behave (Ashkanasy, Hartel and Daus, 2002). Two personality variables as the antecedents of emotional labour will be examined, which are negative affectivity and intrinsic motivation. 2.2.1.1 Negative Affectivity Negative affectivity is a dispositional personality variable and an individuals tendency to experience discomfort across time and situations (Watson and Clark, 1984). Individuals high in negative affectivity tend to resident the negative aspects of themselves, others, and situations in a generally more negative way and often seem to be anxious, nervous, and afraid (Cropanzano et al., 1993 R. Cropanzano, K. James and M.A. Konovsky, Dispositional affectivity as a predictor of work attitudes and job performance, Journal of Organizational Behavior 14 (6) (1993), pp. 595-606. Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (118)Cropanzano, James, and Konovsky, 1993). Individuals low in negative affectivity are typically in states of calmness and peace (Watson, Clark, and Tellegen, 1988). As discussed by Liu, Perrewe, Hochwarter, and Kacmar (2004), negative emotional experiences is aroused by negative affectivity to across time and situations that may obstruct individua ls to regulate their emotional experiences in the service encounter. Such individuals appear to fake their positive emotions when necessary (Kim, 2008). The relationship between negative affectivity and stressors is also supported by the basic theory of heat-affect-overload (Van De Vliert and Van Yperen, 1996). Specifically, employees living and working in hot climates of countries such as Nigeria, Indonesia, and Singapore are high in negative affectivity and experience role overload. It has been proposed that availability of heat or hot climate deranges the thermoregulatory system of the human body and leads to negative affectivity. Such high negative affectivity individuals are faced with higher role overload. According to Osman and Kayode (2008), who studied in emotional dissonance and emotional exhaustion among hotel employees in Nigeria, they stated that even though the hotels may have functioning air-conditioning systems, regular power cut or outages due to poor electric power infrastructure in Nigeria may cause frustration among employees and customers. In addition, the high cost of running alternative power source like generators limits the proper use of the air-conditioning systems in most of the hotels. Frontline hotel employees such as door attendants, food servers, and beverage servers have to serve customers in outdoor facilities, such employees are exposed to direct sunlight and humidity under these circumstances. Most of the frontline employees cannot afford to buy air-conditioning systems in their houses; if they could, they do not enjoy it due to irregular power supply in the country. Furthermore, they may not have sufficient financial resources to buy automobiles having air -conditioning systems. Therefore, such employees usually far from their houses go to work, using modes of public transportation such as buses, which are overloaded and are devoid of air-conditioning systems. Accordingly, frontline hotel employees in a country such as Nigeria are high in negative affectivity and experience-deepened stress. Employees in frontline service jobs of the hospitality industry in Nigeria are expected to manage their emotions by changing their outward appearance to display organizationally desired emotions while the inner feelings remain unchanged and thus are likely to experience emotional exhaustion (Osman and Kayode, 2008). In addition, negative affectivity is widely used in strain-related research and has been linked with emotional exhaustion (Houkes, Janssen, De Jonge, and Nijhuis, 2001). In their meta-analytic work, Thoresen et al., 2003 C.J. Thoresen, S.A. Kaplan, A.P. Barsky, C.R. Warren and K. De Chermont, The affective underpinnings of job perceptions and attitudes: a meta-analytic review and integration, Psychological Bulletin 129 (6) (2003), pp. 914-945. Abstract | Article | icon_pdfPDF (244 K) | Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (78)Thoresen, Kaplan, Barsky, Warren, and De Chermont (2003) reported an estimated mean population correlation of .54 between negative affectivity and emotional exhaustion. According to Spector, Zapf, Chen, and Frese, (2000), the perception mechanism also proposes useful guidelines for developing the relevant hypotheses. That is, the perception mechanism states that high negative affectivity individuals tend to perceive their jobs as s tressful and experience high levels of strains. It means, high negative affectivity frontline employees in the hotel industry are susceptible to higher emotional dissonance and emotional exhaustion. 2.2.1.2 Intrinsic Motivation Another personality variable used as the antecedents of emotional labour is intrinsic motivation. To date various personal resources or personality variables (e.g., self-efficacy, optimism, and locus of control) have been examined with regard to emotional dissonance and emotional exhaustion (Ito and Brotheridge, 2003). As a personal resource and a key personality variable, intrinsic motivation has not received much empirical attention in the hospitality management and marketing literatures (Karatepe and Uludag, 2007). Intrinsic motivation refers to an individuals feeling of challenge or competence derived from performing a job (Keaveney, 1992, p.151). Intrinsically motivated employees have better problem-solving skills and are innovative (Miller, 2002). Grant (2008, p.49) states that intrinsically motivated individuals feel naturally drawn, or pulled, toward completing their work, are process focused-they see the work as an end in and of itself, and are present focused-they are concerned with the experience of performing the work itself. Consistent with the Conservation of Resources Theory, intrinsic motivation is one of the personal resources that can be used for coping with emotional dissonance and exhaustion. As a personal resource, intrinsic motivation can affect employees willingness and perceived effort to manage emotional experiences in the service encounter. Such a personal resource can also be invested in aiding the process of stress resistance and can contribute to the maintenance of res ource reservoirs (Hobfoll, 2001). Consequently, employees with personal resources have mastery that enables them to cope with demanding or forbidding conditions more effectively and thus prevents them from experiencing emotional exhaustion (Xanthopoulou, Bakker, Demerouti, and Schaufeli, 2007). Recently, Karatepe and Uludag (2007) also demonstrated that intrinsic motivation lowered emotional exhaustion for a sample of frontline hotel employees in Northern Cyprus. 2.2.2 Job Characteristics 2.2.2.1 Interaction Characteristics Customer satisfaction depends on the quality of the interpersonal interaction between the customer and frontline employees (Bitner, 1990). Hochschild (1983) argued that job characteristics such as numerous interactions with customers are likely to increase service providers emotional labour. Brotheridge and Grandey (2002) found that frequency and variety of emotional display were positively related to surface acting and deep acting and that duration was positively related to deep acting. In the article by Brotheridge and Lee (2003), frequency and variety showed a positive relationship with surface acting and deep acting, although duration was not related to either acting. Diefendorff, Croyle, and Gosserand (2005) reported interaction characteristics (frequency, duration, and routineness) were not significant predictors of surface acting but mostly related to deep acting. Specifically, duration had a positive impact on deep acting and routineness showed a negative influence on deep ac ting. The most popular theory regarding the relationship between customer contact variables and emotional labour strategies originates from Morris and Feldman, 1996 J.A. Morris and D.C. Feldman, The dimensions, antecedents, and consequences of emotional labor, The Academy of Management Review 21 (4) (1996), pp. 986-1010. Full Text via CrossRefMorris and Feldmans (1996) conceptual work. The authors argued that the more often a work role requires socially proper emotional displays, the greater the companys demand for emotional regulation and the greater employees emotional labour; frequent changes in the variety of emotions to fit in different situational contexts require more planning and anticipation on the part of service employees, thereby entailing greater emotional labour; and emotional displays of long duration require more effort than short duration, leading to greater emotional labour. This notion suggests the possibility of frequency, variety, and duration increasing emotional labo ur in general (both surface and deep acting). However, previous findings especially regarding duration seem to suggest that duration largely leads to deep acting. Deep acting may be the strategy of choice during long interaction because it becomes difficult for employees to fake emotion for a long period of time (Diefendorff et al., 2005). 2.2.2.2 Job Autonomy The hospitality literature has shown that job autonomy can mitigate the level of hospitality employees emotional exhaustion (Kim, Shin, and Umbreit 2007). Morris and Feldman (1996, 1997) suggested employees who have less autonomy over their behaviour should feel more emotive dissonance, which likely leads them to fake feelings (surface acting); and those who have more autonomy experience less emotive dissonance, therefore they are likely to express their natural emotions. According to their rationale, job autonomy is not related to emotive effort (i.e., deep acting). 2.2.2.3 Display Rules According to Hochschild, 1983 A.R. Hochschild, The Managed Heart: Commercialization of Human Feeling, University of California Press, Berkeley, CA (1983).Hochschild (1983), service occupations involve strong norms and/or expectations regarding displays of emotions. Research has shown that display rules have a positive relationship with emotional acting (Brotheridge and Lee, 2002). Some studies separate display rules into positive and negative rules. Positive display rules evaluate service providers recognitions on expressing positive emotions and negative display rules evaluate the recognitions regarding suppressing negative emotions at work. Brotheridge and Grandey (2002) showed that both types of display rules were positively correlated with both types of acting. Diefendorff and Richard (2003) hypothesized that perceived demands (positive and negative display rules) would be positively related to emotional display, but the result indicated that emotional display only led by positive rule demands. Diefendorff et al. (2005) found that positive display rules were positively correlated with deep acting and negative display rules were positively correlated with surface acting. The authors explained that positive rules (what to express) clarify expectations better and result in good faith attempts (deep acting), whereas negative rules (what not to express) lead employees to just go through the motion and fake their emotions (surface acting). In hospitality organizations such as hotel companies, distinct norms are often included in the job description and employees are trained consistently (e.g., showing a smile with a mirthful greeting). Hence, it seems plausible that hotel firms display rules increase the likelihood of hotel personnels emotional regulation, leading to emotional acting either surface or deep acting. Therefore, in harmony with Brotheridge and Grandeys (2002) work, it is predicted that display rules, regardless of the type, will affect both acting strategies. 2.3 Consequences of Emotional Labour Ashforth and Humphrey (1993) described emotional labour as a double-edged sword. On the one hand, it can facilitate task performance by regulating interactions and precluding interpersonal problems. On the other hand, it can impair performance by priming expectations of good service that cannot be met (Ashforth and Humphrey, 1993). The following section discusses the positive and negative consequences of performing emotional labour, and particularly, its effects on employees psychological well-being. 2.3.1 Negative Consequences 2.3.1.1 Fusion of Self and Work Role In the emotional labour literature, substantial research in this field addresses unfavourable outcomes. The most-often-cited outcomes are burnout and job dissatisfaction (Morris and Feldman, 1996). Other impacts on the individuals psychological well-being are also discussed in the literature, such as poor self-esteem, depression, cynicism, role alienation, and self-alienation (Ashforth and Humphrey, 1993). Wharton (1999) suggested two reasons why the regulation of service providers emotional displays is problematic. First, to ensure service quality, employers often implement behaviour scripts (such as smile, eye contact, body position, tone of voice) for service providers to follow. This restrictive script prevents service providers from interacting with customers based on spontaneous intuition, but on a script drawn up by employers. That is, workers own complex for interaction may be suppressed and replaced by an organizationally sanctioned response (Wharton, 1999). Second, service providers may have different interests vis-à  -vis the outcome of the interaction. That is, employers believe that service providers emotional displays are instruments of service excellence. While front-line employees may sometimes share those objectives, they do not always do so. In these instances, workers interests may be sacrificed. Hochschild (1983) theorized about the consequences of emotional labor based on service providers capacity to strike a balance between the requirements of the self and the demands of the work role. Sustained performance of emotional labour may produce a fusion of self and work role, an estrangement between self and work role that comes at the expense of the self, or a separation between self and work role that comes at the expense of the work role (Hochschild, 1983). The fusion of self and work role can be seen as the service providers inability to depersonalize and detach themselves from the work roles. Research has shown that workers in human service occupations, such as social work or counselling, are often too identified with their work roles and lose the ability to maintain sufficient psychological distance between the emotional requirements of their job and their sense of self. For example, hotel service providers use deep acting techniques to conjure up desired positive emotions and to suppress felt negative emotions. But after awhile, many these service providers reveal that they have a hard time recovering their true feelings once their shifts are over. They begin to lose track of when they are acting and when they are not (Hochschild, 1983). 2.3.1.2 Emotive Dissonance Contrarily, another potential consequence of emotional labour is the estrangement between self and work role. Just as workers on the assembling lines become estranged from their bodies, service providers may become estranged from their true feelings (Hochschild, 1983). Hochschild claimed that most of the negative consequences of performing emotional labour have its roots in this estrangement. The estrangement between oneself and the work role is often presented in the forms of emotive dissonance or unauthenticated, which can be seen as a result of surface acting. Similar to cognitive dissonance, emotive dissonance reflects a gap between felt emotions and expressed emotions. For example, a front desk employee greets a customer in a cheerful and enthusiastic manner but indeed, she or he feels down and unhappy. The inconsistency between expressed emotions (cheerful and enthusiastic) and felt emotions (down and unhappy) is emotive dissonance. Based on the assumption that people are motivated to maintain and enhance their sense of self as being meaningful and authentic (Erickson Wharton, 1997), the experience of emotive dissonance may cause the individual to feel false and insincere. Researchers suggest that the regular occurrence of emotive dissonance may be harmful in terms of employees personal and work-related maladjustment, such as poor self-esteem, depression, and alienation from work (Ashforth Humphrey, 1993). Hochschild (1993) suggested that emotive dissonance is most harmful to employees psychological well-being when it comes at the expense of the self, and is less harmful when it is at the expense of the work role. When emotive dissonance comes at the expense of the self, employees blame themselves for displaying fictitious emotions and feelings of unauthenticated. Thereafter, this estrangement of oneself leads to negative consequences such as depression (Ashforth Humphrey, 1993), drug or alcohol abuse (Hochschild, 1983), and low self-efficacy (Seeman, 1991). Antithetically, when emotive dissonance comes at the expense of the work role, employees ascribe this false emotion or inauthentic expression to the demands of the job rather than to the desires of the self (Wharton, 1999), and thus it may be less harmful in terms of their psychological well-being. In an interview with a waitress, Paules (1991) documented how one waitress does not overextend herself into her work. The waitress says that when she distances herself from her job she does not feel bad about it (Paules, 1991, p.286). 2.3.2 Positive Consequences Although substantial literature on emotional labor implies negative consequences, some researchers have suggested positive consequences for both organizations and individuals. 2.3.2.1 Organization For an organization, regulating employees emotional display in a highly scripted manner can ensure task effectiveness and service quality (Ashforth and Humphrey, 1993), and increase sales and repeated business (Rafaeli and Sutton, 1987). Also, the positive aspects of emotional labour include financial rewards (i.e., tips or salaries) (Rafaeli Sutton, 1987); increased satisfaction, security, and brand loyalty (Wharton, 1993). 2.3.2.2 Individual Although customers are major stress-producing figures for front-line employees, customers also provide employees with many entertaining and satisfying moments in their working (Tolich, 1993). One reason for this satisfaction is that customers enliven otherwise monotonous tasks. Most of the entry-level jobs in the service industry are highly routine and standardized (i.e., supermarket clerks or food servers). Because of the variety of customers, their presence, even when annoying, is only somewhat distracting, and can be stimulating (Tolich, 1993). Rose (2001) recognized the positive function of emotional labour because interaction with customers serves as a comic relief; he conducted an extensive qualitative study on waitresses working-life. He described the sources of satisfaction for wait staff as below: Some waitresses gain satisfaction from contributing to a customers enjoyment (you supply nurturing and sustenance, the things that make life pleasurable). Some respond to the hustle and stimulation of a busy restaurant, the sense of being in the middle of thingsà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦some like the attention (the spotlights on you)à ¢Ã¢â€š ¬Ã‚ ¦..some comment on the pleasure of the attenuated human interaction: though well never get to know each other, theres a really nice feelings that go back and forth (Rose, 2000, p. 19). Roses (2000) case studies offer some support for the argument that performing emotional labour is not always psychologically damaging. The interaction with the public, being at the centre of attention or a sense of joy when knowing ones work is altruistic in nature all bring some intrinsic rewards to ones job when performing emotional labour. The reward or benefit aspect of performing emotional labour receives some empirical support. Wharton (1993) found that workers employed in jobs requiring substantial amounts of emotional labour experience higher job satisfaction and lower emotional exhaustion than other workers (Wharton, 1993). Adelman (1989) found a similar result for table servers. She concluded that, contrary to Hochschilds estrangement assumption, performing emotional labour does not adversely impact employees psychological well-being, but enhances their job satisfaction (Adelman, 1989). 2.4 Moderators of Emotional Labour 2.4.1 Successful Recruitment and Selection Karatepe and Aleshinloye (2009) pointed out that in order to fill vacant positions in organizations, managers should use effective recruitment and selection tools. It is significant that managers should consider the personality traits of candidates in the selection process, focus on candidates who are intrinsically motivated, and try to hire those who can manage their felt emotions matching organizationally desired display norms in the service encounter. This should be a far-reaching practice among hospitality managers. By doing so, managers can go some way to making such frontline employees manage problems associated with emotional dissonance and exhaustion. Another implication for practice is that employing mentors in the workplace appears to be inevitable, since younger, less educated and less experienced employees are confronted with emotional dissonance and exhaustion (Karatepe and Aleshinloye, 2009). Mentors could help such employees alleviate their emotional dissonance and exhaustion by listening to employees problems and their expectations from the management of the hotel and providing support and guidance (Lee and Akhtar, 2007). 2.4.2 Adequate Training Karatepe and Aleshinloye (2009) also suggested that frontline employees should be trained continuously to learn how to cope with problems that stem from emotional dissonance and emotional exhaustion. This is significant, because effective and continuous training programs in the hospitality industry are not abundant. Therefore, managers should foster social support arising from both supervisors and co-workers in the workplace during these training programs and train their frontline employees in the areas of complaint handling procedures and genuine customer care. Such training programs would also comprise of potential empowerment practices frontline employees would use to deal with customers complaints. The final implication is associated with promotional

Case Study: Developing Chinks in the Vaunted “Toyota Way”

Introduction Since 2005 Toyota has dominated the car industry but when people spoke of Toyota is was never to say that it had the best fuel efficiency, faster or even more luxurious. They always spoke about how solid the car was, how good it was on gas and how they really never had a problem with the Toyota they bought. Everyone that spoke about Toyota always said that it was a great car for a great price. Toyota has always focused on making a quality car for a fair price and had the reputation as a great company to work for.The people that worked for Toyota always felt they were making a difference and part of a team. They felt their work mattered and problems were not swept under a rug in order to turn a profit†¦until recently. Over the last couple of years it seems that Toyota has run into more than their fair share of problems. Now when people talk about Toyota they mention mechanical problems or problems with the quality of the product. What has changed? What has taken Toyo ta off the path of a great car for a great price?Has Toyota sacrificed quality for quantity in order to turn a larger profit or was something behind all of this? Was part of the plan to recover the United States auto industry to put into question the quality of the foreign automobile? Issues Addressed What has taken Toyota away from â€Å"The Toyota Way (Nelson and Quick, 2011-586)? † The Toyota way is, according to Toyota, a set of principles that have, until recently, set the standard for all other auto makers to follow. Toyota listens to the employee’s suggestions and even implements them if they make sense.Toyota recently conducted a study of the their products against the competitors, component by component only to find that just over half of all of their products were superior. This type of findings found Toyota was suffering from mediocrity and maybe Toyota’s pursuit of profit and becoming number one caused the loss of focus of the original fourteen princ iples that was the very core that got them to the top? Answering the Questions 1. Nelson and Quick describe espoused values as â€Å"what members of an organization say they value (Nelson and Quick, 2011-560)† and â€Å"enacted values are values reflected in the way individuals actually behave (Nelson nd Quick, 2011-560). † So one has to think that there is a strong possibility that Toyota’s employees are no longer feeling valued as employees. With the economy suffering, cuts are being made in almost every corporation in the world and Toyota is not exempt from this. Since 2009 Toyota has been suffering from the massive lawsuits of the braking problems of their vehicles and the vehicles unable to stop. With massive recalls and millions of dollars being paid out because of a quality issue the money had to come from somewhere.Since 2009 Toyota made huge cuts in manufacturing and production came to crawl and thus laying off a lot of employees. With employee layoffs comes the uncertainty of a future and with that the employees are no longer feeling like a family but now feeling like a number and numbers are easy to cut. 2. Toyota has always tried to stick with the original fourteen principles they simply label as the Toyota way. These fourteen basic principles are â€Å"a pattern of basic assumptions that are considered valid and that are taught to new members as the way to perceive, think, and feel in the organization (Nelson and Quick, 2011- 740). The Toyota Way lends in the way management decision are made, process flows, amount of production and bringing problems to the surface vice sweeping them under a rug. 3. Up until the last few years The Toyota Way was preached, taught, and embedded into the way all employees acted and thought. Now the CEO of Toyota, Katsuaki Watanabe, is thinking that Toyota has strayed from the path of the Toyota Way and the quality of the product and the efficiency of the production companies are suffering because of this. 4.As virtually every company in the world is trying to figure out how to survive and make it through the recession, Toyota is no different. The CEO of Toyota faces new challenges as well as trying to get back to the core principles that brought them to the top of every auto manufacturing envy list. Toyota is trying to expand their operations, recover from the damaging reputation and instill the Toyota Way back into the entire corporation. Toyota is spending millions of dollars in an attempt to give Toyota the public confidence it once had.This challenge, in today’s economy seems almost impossible but Toyota is committed and believes they will prevail. Conclusions I have always considered myself an open minded individual and have tried to look at only the facts before coming to a conclusion. While America’s auto industries were on the verge of collapse and the United States government having to bail them out, I have to wonder why the United States government w as so involved with the problems of the Toyota products.At the peak of the auto industry crises in the United States our government ensured the problems with the quality and reliability of the Toyota products were questionable and always in the headlines of all the news. With the United States trying to recover what was left of the auto industry and ensure the American people had faith in the quality of the American automobile they always made sure the quality of the import was in question. One has to think that something was behind all this to ensure the American people went back to buying American automobiles.Has Toyota really left the path of the Toyota Way or did they get pushed off the path? ? References Isidore, Chris. CNN Money. February 9, 2001. http://money. cnn. com/2011/02/08/news/companies/toyota_cost_cutting/index. htm Nelson, D. & Campbell-Quick, J. , (2011). Organizational Behavior: Science, the Real World and You. (7th ed. ). Canada: South-Western Cengage Learning. P ace, Joe. The Workplace: Today and Tomorrow. The Professional Development Series, Book One.

An Expert Who Fostered The Immature Criminal Investigation...

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Sexuality in John Steinbecks The Chrysanthemums Essay

Sexuality in Steinbecks The Chrysanthemums Reading over this excellent story once more, I am again filled with the same emotion (if it can be called that) that I experienced when first reading it. Steinbeck planned for that. In a letter to George Albee in 1933, Steinbeck comments on this story and his interest in Albees opinion of it. ...It is entirely different and is designed to strike without the readers knowledge. I mean he reads it casually and after it is finished feels that something profound has happened to him although he does not know what nor how. I knew after reading this, that Steinbeck is truly a marvel. It is one thing to have enough luck to leave your readers with†¦show more content†¦He doesnt quite catch onto the eroticism of the story, and in stead, chooses to focus on the more crude innuendoes. ...The chrysanthemum stalks seem to be phallic symbols, and Elizas over-eager snipping of them suggests castration. 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