Is Monogamy Th Ebest Form Of Marriagge Essays - Sexual Fidelity

Is Monogamy Th Ebest Form Of Marriagge March 16, 1999 Is Monogamy the Best Form of Marriage? In the United States, marriage is a commitment two people make for the rest of their lives. The average American marriage lasts seven years. Well over half of all marriages end in divorce (Francouer, 72). Statistics in the infidelity have rose fifty percent since the 1970s and is rising all the time. The divorce count in this country is now up to one out of every three-marriage end in divorce. Serial polygamy is a common lifestyle for those who are divorced and then become remarried. The relationship between a husband and wife should be sacred and trustworthy. Without the trust and honesty there is no marriage. Monogamy is the loving, sharing, and devoting one's self to another person for the rest of their life. Monogamy should be the most important aspect in a marriage. The Western Religious leaders and moralists believe only one spouse for life is the highest form of marriage. Some of the most primitive peoples are strictly monogamous in their ideals, while some highly advanced cultures have moved away from the strict life-long monogamy. Sociologists, Ford and Beech, have found that only twenty-nine of the one-hundred and eighty-five contemporary cultures studied, less than sixteen percent restrict men and women to a single partner for life. However, less than one-third of the twenty-nine monogamous cultures completely disapprove of both premarital and extramarital relations (Francouer 72). For centuries, marriage was a dynastic affair, arranged by the parents and families. During the Middle Ages, they thought of marriage as a passionate love for an unattainable woman, usually the wife of a noble lord. In the 1970s, extramarital sex was estimated at as many as fifty-seventy percent of husbands and wives had been unfaithful at least once during their marriage (Francouer 73). However, in the 1990s, things have changed a little. People do not respect to abide by the Catholic Church laws, such as premarital sex is wrong and divorce is not allowed in the church. Nowadays, you see kids having kids and a child having two different immediate families. Two people in a marriage who are totally committed to each other will nourish and grow closer each and every day they are married. Having this commitment brings the husband and wife together as one. Monogamy fulfills a relationship with love and honesty. Although, some people believe they need to express their love to more than one person. They feel that one person is not enough to keep them satisfied emotionally, spiritually, and also physically. People believe that not being monogamous will open your heart and soul to new and adventurous experiences. I believe monogamy is the best form of marriage. When two people get married they make a life-long decision to stay together as the wedding vow says, until death do us part. Marriage is a big commitment that not everyone is willing to take. I think if you have an intimate relationship (and I do not only mean physically) with one person who means the world to you and who makes you feel happy to be alive, how can you possibly share that kind of love with anybody else. Considering, marriage is all about devoting one's self to that special someone. Being faithful in a marriage makes one feel accepted and loved, knowing they will have someone who will always be there for them. English Essays

Abrahamic, East Asian and South Asian Religions and Concept of Religious Tolerance

Abrahamic, East Asian and South Asian Religions and Concept of Religious Tolerance While there is no particular unequivocal commandment in the holy books that states ‘thou shall not permit intolerance’, it is without doubt that religious tolerance on values, truth and beliefs is yet to be realized since it is the nature of religions to compete. Studies indicate that the capacity religions have been massively affected by competition, religious condemnations and conflicts.Advertising We will write a custom essay sample on Abrahamic, East Asian and South Asian Religions and Concept of Religious Tolerance specifically for you for only $16.05 $11/page Learn More Carlos argues that religious tolerance is an important component that encompasses a moral reason by a particular religion to practice restraint from making counterproductive utterances or interfering with the affairs of other religions (777). Different religions have diverse sets of beliefs and practices. This has bred lack of tolerance. It is from this consideration that t his paper provides an in-depth analysis of Abrahamic, East Asian and South Asian religions with regards to the concept of religious tolerance. A brief analysis of the concept of religious tolerance Perhaps, Costa was correct when he indicated that a society will never be successful until it addresses fully the problem of religious tolerance among different religions (322). Religious differences in terms of practices and beliefs have been major causes of conflicts and religious disagreements in countries like Bosnia, Beirut and Belfast for many years. Of critical importance is the distressing issue of terrorism by Al Qaeda that has projected wars on a global scale. It is indeed true that religious tolerance and the problem of religious diversity present a major danger to individuals, societies and the world at large. This springs from certain religions which view themselves as better and more advanced than others (323). Owing to this peculiar alignment, these religions develop specif ic standards that are mostly used to define them from others and use it as the main platform for judging others. At this point, analysts tend to wonder why a religious group would disregard others and holistically undermine the need for diversity. Theologians and philosophers almost unanimously agree that religious diversity and tolerance present a challenging problem that poses epistemological challenges. The major world religions such as Islam, Christianity, Judaism, Buddhism and Hinduism have different belief systems which make them unique. This presents major challenges as addressed below.Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Abrahamitic religions Abrahanmic religions as Neal posits is a group of monotheistic faith whose beginning can be traced from Abraham and which emphasizes spiritual practices of Abraham (497). Some of the Abrahamic religions include Islam, Chris tianity and Judaism. The latter believe that religious practices and beliefs sprang from Abraham’s grandson named Jacob. It views God in a strictly unitary manner and prefers the Hebrew Bible. On the other hand, Christianity evolved into a religion from Judaism with its own set of practices and beliefs. Christianity as a religion is considered to be a belief system based on the life and teachings of Jesus. These teachings found in the Bible show God’s saving plan for humanity through Jesus Christ. In this belief system, Christians are also made to believe that demons and angels exist and that they (Christians) are partners with God in accomplishing God’s purposes. Finally, Islam is a religion which as formed in the 7th century BC in Arabia (Carlos 777). Its adherents who are the Muslims, believe in the ultimate authority, teachings and practices of the Quran ad Muhammad. While Abrahamic religions share certain similarities like monotheistic believes and a regard of God as the supreme source of moral law, it is without uncertainty that they exhibit different fundamental doctrines, beliefs and practices through which they can mobilize philosophical arguments. For instance, Christian practices and beliefs such as mystical virtuosi and mundane experiences differ with that of Islam which does not believe in the Holy Spirit, a consideration which each religion justifies from its source of moral law. Besides, Christian practices of forced conversion such as those practiced by the Roman Catholic Church goes against the practices of other religions and do not only offend human dignity, but also pollute the religion (Schmidt-Leukel 379). Muslims believe in proselytizing their religion and forcefully spread it to an extent of killing those who reject their faith through holy wars (Husin, Malek and Gapor 113). Judaism unlike Christianity rejects explicit missionaries and believes that righteousness comes from adhering to Noahide laws (Husin, Malek and Gapor 113).These differences among others present vexing challenges to tolerance and pitch one religion as an unvanquished rival to the rest.Advertising We will write a custom essay sample on Abrahamic, East Asian and South Asian Religions and Concept of Religious Tolerance specifically for you for only $16.05 $11/page Learn More East Asian and South Asian religions East Asian religions are a group of religions considered to be distinct religions families forming the subset of Eastern religions. Some of the religions in this group as indicated by Schmidt-Leukel include Chinese, Mahayana Buddhism, Confucianism, Chongdogyo, Chen Tao, Shinto, Caodaism and Taoism (379). It is imperative to point out that their philosophies, practices and concepts are based on Tao. Studies reveal that while the East Asian Religious practices differ with those of major religious groups, they bear some semblance with those of the Indian religions and Abrahamic religions. Even so, Costa argues that this does not mean that members of the Abrahamic religion tolerate East Asian religions as they exhibit major peculiarities (323). One of them is their non-theistic or polytheistic nature with other varieties like agnostic, panestheistic and henostheistic in Asia and abroad. While most of the East Asian religions find their tolerance of each other on Tao, other religions find it difficult to embrace and tolerate their practice such as emptiness, relativism and spontaneity in Taoism and belief in animistic spirits in Confucianism. On the other hand, South Asian religions such as Hinduism and Buddhism have been considered by many analysts as dynamic and vibrant religious faith in the world today due to the fusion of non-Verdict Shramana traditions of native south Asia with the verdict religion of Indo-Aryan. An analysis of religious tolerance The ability of religions or adherents of different religions to display tolerance despite their diversity in practices and be liefs is one of the key platforms towards greater cooperation, adherence, holistic contribution by all and eventual growth and development of a society. Minimizing religious conflicts has been considered by Quinn as a main principle that could facilitate a new outline towards a highly united society at the local and national level (136). In agreement, Quinn’s indication that addressing problems affecting religious tolerance requires a holistic involvement at all levels in world religions appears to cohere with that of Schmidt-Leukel who indicates that it is the dark cloud of religious wars that has over the years suppressed the ability of the individuals and the society to progress (379).Advertising Looking for essay on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More One such difference as already indicated in the paper is the practice by Christians of forceful conversion and the Jihad of Muslims or their forceful spread of Islamic beliefs. However, analysts appear divided over the actual methods that could be employed in addressing the problem. Up to date, most religions that do not share beliefs and practices have failed to tolerate each other and instead referred to others as alien and their practices as ridiculous. Take for instance the perspective held by Christian that they are the religion that is closer to the truth than others (Husin, Malek and Gapor 113). This not only creates the notion of competition and pride, but sets other religions as inferior. The Muslims on the other hand, are persuaded by their belief to slay unbelievers through acts of war, a consideration that makes other religions to recoil with horror. This has led to religious discrimination mostly witnesses between Christians and Muslims. As if that is not enough, Quinn pillories that the trial to infer balance and tolerance between one religion and another has remained a hard nut to crack (137). However, it is the resilience of wars between religious facts that has remained a thorn in the fresh for long. In the Middle East, Husin, Malek and Gapor indicate that both Muslims and Christian consider themselves be superior and therefore invoke major conflicts in the region (112). Further on religion, Quinn accuses the followers advocating water while they take wine by failing to adhere to doctrines of brotherliness and care for others as advocated for by Christ, Gautama and Mohammed in Islam (139). Conclusions From the discussion, it is clear that different religions have various practices and beliefs that govern them. These differences have largely contributed towards the challenge of religious tolerance since each religion seems to idealize its practice and regard others as inferior. There is need for religions to desist from condemning and criticizi ng practices and belief systems held by others. Instead, there is need to cultivate respect, understanding and tolerance. Carlos, Valderrama Adrians. Tolerance and religious freedom: the struggle in Peru to tolerate multiple cultures in light of principles of religious freedom. Brigham Young University Law Review 2007.3 (2007): 775-790. Print. Costa, Gustavo. John Locke, Toleration and early enlightenment culture: religious intolerance and arguments for religious tolerance in early modern and ‘early enlightenment’ Europe. Renaissance Quarterly 60.1 (2007): 322-3223. Print. Husin Azrina, Nor Malina Malek and Salfarina, Abdul Gapor. Cultural and religious tolerance and acceptance in urban housing: a study of multi-ethnic Malaysia. Asian Social Science 8.2 (2012): 112-118. Print. Neal, Lynn. The first prejudice: religious tolerance and intolerance in early America. Journal of Church and State 53.3 (2011): 497-499. Print. Quinn, Philip L. On religious diversity tolerance. Daedalus 134.1 (2005): 136-139. Print. Schmidt-Leukel, Perry. Beyond tolerance: towards a new step in inter-religious relationships. Scottish Journal of Theology 55.4 (2002): 379-391. Print.

Comparison of IFRS and US GAAP Essay Example | Topics and Well Written Essays - 2500 words

Comparison of IFRS and US GAAP - Essay Example A financial statement must provide details with regard to financial position, changes in position and operations of an enterprise which may be useful for decision making. International Accounting Standards Board is development of International Accounting Standards Committee (IASC) created in 1973 with the objective of developing the uniform standards of accounting. IASB and US Financial Accounting Standards Board (FASB) congregated the IFRS and US GAAP in 2002 as part of the Norwalk agreement making their existing financial reporting standards compatible and practicable and coordinating their future work programme to ensure compatibility. The IASB provided two accounting standards for financial reporting frame works like International Financial Reporting Standards (IFRS) developed by The International Accounting Standards Board (IASB) and Generally Accepted Accounting Principles (US GAAP). The US GAAP was acknowledged extensively as the international set of standards to make certain best quality financial statements. This standard was mostly used in the US and also elsewhere, but with the entry of IFRS a debate on the virtual class of both authoritie s has taken place. GAAP is exceptionally comprehensive on what is acceptable and unacceptable. IFRS is used by more than hundred countries as their standard set of guidelines and principles. Still more countries, like Canada and India are projecting to follow IFRS from 2011. This paper is intended for providing some explorative information on the IFRS / US GAAP and also some demarcation and comparison of the two standards of financial reporting. More specifically, the purpose of the current study is to investigate the properties of IFRS versus US GAAP standards of accounting using the accounts of National Grid Plc that is listed both in EU and US Stock Exchange. And most importantly, the paper identifies the difference between the rules and principles of two accounting standards through the accounts of National Grid Plc and its usefulness to various stakeholders of the organization. IFRS and US GAAP - Significant differences in National Grid Plc National Grid is an energy production organization which owns and operates the electricity transmission system in England and US. National Grid distributes gas to 11 million homes and businesses in UK. The company is also engaged in business of wireless infrastructure along with other businesses like National Grid Metering, Onstream, National Grid Grain, property, etc. The main areas of operation of the company are UK and US which was created by the restructuring of UK gas industry in 1986 and electricity industry in 1990 and entered the US market in the year 2000. (www.nationalgrid.com) According to annual report for the year 2005/06, it is revealed that the group has achieved 25% increase in the revenue from 7382m to 9193m. And according to the same reports, operating profits have also increased from 2142m to 2439m (2005/06) which is 14% higher. National Grid has also entered into acquisition and merger with some companies like Keyspan Corporation. The company with its base in US and UK, the countries which adopt two different standards of accounting principles, has to prepare accounts conforming to the rules and regulations of that particular nation. However,

Relations between teachers and principalsfrom teachers perceptions Essay

Relations between teachers and principalsfrom teachers perceptions - Essay Example Training and qualifying them and raising their social rank are one of the most important issues and priorities of the authorities responsible for education in the world. The school manager has a leading role in dealing with teachers, as s/he must work seriously to facilitate the obstacles and difficulties in order to make the teachers achieve their goals for the interest of the educational operation in the school. S/he should be an effective and interactive manager keen on assisting occupational growth and providing the proper atmosphere for the educational operation. S/he should also accommodate the teachers in the major decisions related to student’s education (Hargreaves & Bascia, 2000). The school manager holds a unique position in the administration of the school. In a way, the manager is needed by all and is gifted with the knowledge and skills so that they not only manage the other people that come under their umbrella effectively, but also perform their assigned tasks (Nakpodia, 2010). In order to perform the task smoothly the manager has to show good leadership behaviour. This managing power helps them to handle the relationship with the teachers perfectly. Likewise, they are also able to run and excel the organization. In case when the manager fails to run the school smoothly, this means they are not able to show leadership qualities with their teachers (Maleke, 2003). The main aim of the research is to explore the nature of the relationship between the teachers and the principals and the impact of their relationship on the learning of the students. Research questions: 1. What is the nature of the relationship between teachers and the principal? 2. How, if at all, does this impact on student learning? 3. In what ways, if at all, are teachers rewarded for their work? b- The Country and the School: The teaching profession is considered one of the most important, dangerous, and responsible professions in all countries because the teacher actually is the one who prepares the country and its generations to be able to bear burdens of work, building, and development in all fields required for the nation. Therefore, the school manager has many duties in developing the teachers and their capabilities through educational efficiencies that include two important aspects: the knowledge aspect and the behavioural aspect (Al-Khatib, 2003). The recent educational reforms by the Saudi Arabian government have focused on the leadership role of the managers. This is because the responsibility of initiating school improvement efforts and the maintenance of the school effectiveness lies with the managers of the school. Additionally, the research designates that the manager is a key leader in development of the excellent schools, and in due course good educational institutes will ultimately give a constructive hand in the development of excellent country. Hence, the managers of the schools should adopt their complex roles so that they can be ab le to work with the teachers in harmony and dig out the best out of them. Moreover, the teachers should also understand the importance of the skills that will help them to excel in the school. Thus, the development of such skills can help them to become a significant factor in building a productive and fruitful environment of the school. 2- Previous Studies: There was a variation in the studies, both

Personal And Professional Development

Personal And Professional Development For this essay I have audited my leadership skills using theoretical models and referred to specific situations and experiences. This encompasses personal, academic and professional reflections and explores opportunities for my career paths and personal development with an Action Plan for the future. This has required critical evaluation of my own development needs in light of my own aspirations, establishing an understanding of my transferrable skills and how these can be enhanced. For this I have considered situations in which my leadership traits, styles and skills have been utilised to help create successful outcomes. Background My career path has involved working closely with and taking an interest in people, both clients and colleagues alike. In developing my management skills, I am continually pursuing further ways of improving the effectiveness of these interactions which is immensely rewarding for me. On leaving school, my first employment was within the travel industry. From the outset, I sought to improve skills and enjoyed the challenge of meeting the needs of customers, budgetary targets, training of staff, problem solving, through to the opening and management of a travel agency branch several years later. Apart from the GCSE qualifications gained at school, any further academic or professional learning has been gained whilst in employment. The skills and achievements in my personal life are equally transferrable to my work life. For example, as Chairman of a genealogical society for several years and public speaking engagements both serve as reminders that I have organisational, research and presentation abilities which I can and should be utilising and developing along my career path. I am a prison officer and, three years ago, I learnt that my establishment was funding a Foundation Degree in Offender Management. My initial reaction was one of excitement as I had, for several years, considered some form of Higher Education by way of personal and professional development, but had never explored the options. It was a source of immense satisfaction to pass the course and achieve Distinction grade. My learning journey, experiences and personal developments, undertaken in the last three years, would take more than the word count of this essay allows, yet there are key points to reflect on in order to analyse my own leadership skills and continue their development. Theoretical Models and Personal Experience of Reflection in my Professional Development: From my earliest days in retail employment, then Care Work and on to prison officer, I have been fascinated by people and behaviour. Working alongside others, as well as empowering and training gives me great personal and professional satisfaction. Using reflective models such as Gibbs (1998), shown in Appendix III, I came to realise that how I interpret situations influences my interactions with others. As I will illustrate, this relates directly to my personality style and how I manage people and situations. Linked to this is the importance I place on how I am viewed by others and naturally seek collaborative and open relationships. Many of these values are found in Carnegie (1938), listed in Appendix I. The Study Skills Self-Assessment which I completed on 23 October 2007 (Appendix II) highlighted three main employability skills I need to develop as: Improving own learning and performance Application of number (data collection and interpretation) Information and technology proficiency Alongside these, to develop, are my personal attributes of Self confidence Flexibility and adaptability Judgement In this assessment I also reflected on my own specific weaknesses which include being too self-critical and not praising my own achievements enough which can affect my ability to be objective about my performance. I have a strong underpinning need to defend others and leap to their rescue which I have come to see as a hindrance to my own development and of those I seek to help. This is a particularly important area for me to address as future management roles will require me to allow others to take their own personal responsibility and only offer guidance as appropriate. This rescuer style is schema-related and I have considered schema theory and how this applies to me. Beck, (1967:233), described a schema as ..a cognitive structure for screening, coding, and evaluating the stimuli that impinge on the organism. In short, schemas are the filters or core beliefs we have about ourselves or the world around us which influence how we interpret different situations in our lives. The nature of the work I do in offender rehabilitation requires me to undertake regular de-briefing, supervision, yearly health reviews and bi-monthly counselling. This, together with schema theory and other therapy models I use with prisoners, which I have also applied to myself, means I spend a lot of time being introspective and sharing reflections with colleagues. This helps define practical steps for a successful future but also enables me to gain wider perspectives in understanding, leading and managing others with a range of resources and situational analysis capabilities. Whereas, in the past and even recently, I have questioned the decision making processes of management, this has reshaped into a desire to gain a holistic overview of the work environment. Understanding the way we think and manage ourselves and others has been an important facet of my learning over the last three years. Straker (2008) who expands on the work of Gardner (2006) was helpful in appreciating that how we interact with people, at all levels, and is crucial for self development. Overcoming objections to understanding others, for fear that this might disprove our own theories about ourselves and the world are key hurdles of which I must continually be mindful. Negative experiences in this have resulted in an unhealthy view of the workplace but, as I said earlier, the benefits of a more engaging view have proved beneficial in my work and personal well being. As well as using Gibbs Reflective Cycle (1998), Kolb (1984) also helped me to evaluate experiences and test hypotheses but I did not find it took me to the point of action whereas Gibbs sets out the plan for ongoing development which is crucial for me so as not to remain procrastinating. Moon (2004) has been a useful resource on reflective practice, reminding me that reflection is not just important in itself, but must also lead to positive change, In observing what gets in the way, rather than being stuck in analysis, to move beyond and set goals for positive development has been essential learning for me and has been a surprising benefit which I had not expected several years ago. Leadership Employability Skills I recently completed an Employability Skills self assessment exercise which we first undertook in the first semester of the Foundation Degree. On doing this, I compared the results from the two. It was encouraging that one of my main developments appears to have been in problem solving and I consider my Higher Education studies over the last three years as contributing to my deeper analysing abilities. In light of earlier descriptions of my learning journey and reflective logs, it is gratifying to see that I have come a long way in, not only overcoming my own obstacles to learning, but making measured and significant achievement which then enables me to guide others in their roles. Among the key learning experiences for me, alongside the above, are a recognition of the roles of others, networking and effective communication. My career path has involved working closely with and taking an interest in people, both clients and colleagues alike. This was particularly apparent when I recently updated my Curriculum Vitae (Appendix IV), which was last compiled almost fifteen years ago. In developing my management skills throughout my degree studies, I have discovered further ways of improving the effectiveness of these interactions which is immensely rewarding for me. Through networking with management and departments for resources on researching prison policy, security and management skills, I am now feeling positive and motivated to succeed in career development. Not only is this important from a practical, self-development perspective, but also the fulfilling sense of achievement this will bring. Until recently, I was Supervisor of the Core Sex Offender Treatment Programme which was an important role in developing my leadership skills, promoting staff well-being as well as guiding staffs professional development. Another important aspect of this was to remain flexible yet consistent in balancing these needs whilst focussing on the goals of the establishment Business Plan and Key Performance Target (KPT) priorities. This mirrors Handy (1987) who argues for such flexibility in his Trust Control Theory. I find myself taking the opportunity to develop the skills of others very seriously and is personally rewarding and empowering. The values I attribute to this mirror those of Kandola and Fullerton (1994) in their Mosaic Vision which I have included in Appendix V. In Transactional Analysis Theory (Bern, 1961), every individuals personality is made up of three parts Parent, Adult and Child. An assessment of my own revealed a predominantly Nurturing Parent relationship style which is immensely rewarding personally, but can prove emotionally draining and is not without its practical problems. However, developing assertiveness skills in establishing my own identity and skills base has the benefit of overcoming any negative rumination and keeps lines of communication open. An example of achieving this was in challenging my line manager over my yearly performance review where I was rated Achieved and not Exceeded which I felt was deserved. I could have overlooked this and ruminated unhelpfully, believing him to be responsible for not recognising my achievements, but chose instead to manage my manager and argued my case. I found the www.h2training.com website interesting which had useful strategies for reminding me how to maintain my own degree of self-determination. Quoting from this site: Its unreasonable to expect your manager to be entirely responsible for accelerating your career: ultimately, its your own responsibility. Remember that an expectation is also resentment waiting to happen, and it is very difficult to hide resentment. http://h2training.com/managing_manager_tips.html [accessed November 2010] Suffice to say, my performance record was amended accordingly. I recently had to step down from Sex Offender Treatment work which I found difficult to accept. I, therefore, reappraised my personal development and used reflective skills (Kolb, 1984 and Beck 1967) to help evaluate the experiences and to understand how I was interpreting them. By doing this, I was able to negotiate a role within the drugs support team after originally being offered an office based assessment position which I would have found unfulfilling. Indeed, on reflection, assertiveness and negotiation are two core management attributes which are now part of my skills set. Drawing together the range of experience and interests I have enjoyed over successive years keeps me, first and foremost, actively engaged in working for and alongside others. My role as a drugs support worker requires the key skills I possess with the realisation and expectation that they can be further developed with a particular emphasis on evaluating the management requirements of this work. This is encouraging and, in this period of change, I have come to realise the importance of job satisfaction as a key motivator for me. An important element of my professional life is to uphold personal and corporate values of decency and ethical practice including cultural diversity. I was pleased to be able to highlight these values in my Diversity Foundation Degree project from January 2009 where I made recommendations for valuing the diversity of staff and prisoners and improving ethical practice in Programmes Awareness training at Full Sutton. This was well received by the treatment management team resulting in the training being strengthened in this area. On sharing the findings of my Transactional Analysis with a work colleague, my nurturing parent style was acknowledged and confirmed through my perceived empathic nature. In looking at my management style, it is important that I maintain a balance between this and being careful not to go into White Knight schema-driven mode, where I need to defend others at all costs. Developing a style which cares for others yet enables them to function on their own merits allows me to function better as a genuinely caring person in my work and as a leader. Maslows Hierarchy of Needs theory (1943), reminds me that my own needs count as well as those of other people. In other words, putting other people first all the time is detrimental to my own well-being and valuing myself is, in itself, a key assertiveness skill. I continually remind myself of the announcements on aircraft during safety briefings where, in the event of oxygen masks being deployed, you are instructed to put your own on first before aiding anyone else. If you dont, you might pass out beforehand and then no one is saved. Critically evaluating My Leadership and Management Style Some years ago, a colleague of mine who has since retired, told me his thoughts on a particular Senior Manager. He used a phrase which, though meant in a derogatory sense, I have never forgotten. He said ..as a leader of men, I would only follow him out of curiosity. This colleague had spent many distinguished years in the Armed Services as a Regimental Sergeant Major and had been in the Prison Service for around 15 years. He had, therefore, some considerable experience of different management and leadership styles. Using established theory I continually analyse my own strengths and weaknesses in areas of leadership and management. Fayol (1916) highlighted five commons elements of management which are essential to the role. These include the ability to look to the future, to be organised and co-ordinate the organisational objectives, leading (though he defined it as commanding which is unhelpfully autocratic) and, finally, to control the above elements using all means at his or her disposal. Whilst this was written at the beginning of the last century, the basic tenets of management Fayol lists are still valid though ones own personality also engenders an effective workforce which can achieve results. The latter is personally important as I seek to have followers rather than delegates and makes me, as a manager, more of a leader. I recently completed the Myers Briggs Personality Type Questionnaire. Having done this a couple of years ago, I decided to redo this using an internet-based assessment resource (www.teamtechnology.co.uk) [accessed 15 September 2010], which produced a comprehensive 200 page report. Summary in Appendix VI The results proved very interesting and formed a cohesive assessment which affirmed the beliefs about my personality and leadership attributes gained over the last few years. This was confirmed through the initial questionnaire together with a separate subtest which had similar outcomes and, interestingly, the results were very similar to my previous assessment two years previously. Essentially, I have a strong focus on values, feelings, compassion and important beliefs where current experiences hold great learning importance. Team values are high and my role in ensuring the well-being of those with whom I work is important to me. There are, however, elements of this personality type which I am aware can be problematic if not managed appropriately. I do have a tendency to avoid conflict yet can be stubborn where my own values come into conflict with corporate ideals in which I run the risk of failing in objectivity. These are negative traits which I have been consciously working on over the last few years and serve to remind me that, whilst having a default style, this does not preclude effective working on these to the benefit of all concerned. Interestingly, the top two best matches of jobs for me based on enjoyment are actor and musician; for match came out as counsellor and customer care and a combination of match and enjoyment came out as counsellor and actor. All of these I have both experience and interest in and the traits from these have indeed shaped my leadership style. The Humanist approach described by McGregor (1964) looked at how individual attitudes can affect behaviour. He purported that there are 2 types of leader (using an X and Y continuum ranging from a negative to positive view of subordinates respectively). The latter, he showed, have a greater chance of effective performance from the workforce through a nurturing approach which I can identify with. A reflective log from December 2009 is included in Appendix VII. Again, as with most models, there is a typical style for each individual manager but even the most open and supportive one can revert on occasions to X-typical strategies and responses. This can be somewhat confusing and lacking in continuity for the workforce and, potentially unsettling as I will illustrate later in this essay. The model is similar to Tannenbaum and Schmidt (1958) who use the continuum from Authoritarian Task Orientation to Democratic Relationship Orientation where I operate towards the latter and Goleman (2000) on which I identify with the Affiliative (people come first) stage. Operational leaders, as covered by Maxwell (2002) have great value to an organisation in providing stability, devising systems and solving problems with positive engagement. However, because of their focus on detail they can overlook the bigger picture, sometimes lack motivation and are not effective in dealing with conflict. Very often, paraphrasing Maxwell here, operational leaders are not very good at getting their hands dirty but readily raise the flag at the moment of achievement. Thankfully, whilst viewing myself as an operational leader, I do like to share in tasks as well as delegate. John Adair (2002) in his range of leadership treatises, (which, incidently, build on the previous models of Maslow (1943), Herzberg (1964) and Fayol (1916) highlights three key management responsibilities under his banner of Action Centred leadership. Achieving the task Managing the team or group Managing individuals Whilst advocating a shared responsibility between the individual and external factors, it does not, however, take stock of the individual in the leadership role which I view as crucial. A similar but more complex model I have become interested in, is known as Crew Resource Management (CRM) which was originally devised by NASA to explore the human factors in civil aviation accidents in the 1970s. Several industries have adopted and adapted their own models accordingly and my interest will culminate in a dissertation for my Degree on the benefits of adopting a CRM approach to Prison Service critical incidents. Tasks or people? Workforce or Team ? It is clear that leadership is different to management though a good leader will have good management skills. In considering whether I impose myself as leader to focus on task or allow the team to flourish utilising their own skills, I completed the T-P leadership questionnaire (Appendix VIII). This scored exactly midway between the two, highlighting my awareness and flexibility to respond to both important aspects. How we respond to a leader gives some indication of our own skills and that of the one in the supervisory role. As one who aims to lead by inspiration, I am more inclined to follow Kolbs (1984) model of learning and encourage people to adapt concrete way of doing things to update their skills base and find more effective ways of working (feeling, watching, thinking, doing). An autocratic leader would be less inclined to allow such flexibility and attempt to ensure compliance from those who might be more inclined to kick and scream in and against the process. An effective leader should also take individual learning styles into account as no one method fits all. Honey and Mumfords Learning Style Inventory (1982), highlights the differences that exist, as I have found even within small teams, yet we all work together and effectively, notwithstanding that everyones experience of being under the same leadership will be different. One of the most important sources of reflection in considering my own style of leadership, plus a reinforcement of my own beliefs and values, is represented in the Style Theory of Leadership developed by Blake and Mouton (1964). This, essentially, follows on from McGregors X-Y theory and is more relevant to those predominantly on the Y axis and where a level of trust in management structure exists in the workplace. However, Blake and Mouton explored the benefits of those that put tasks before people and vice versa. Ultimately they considered whether concern for people or concern for production was more important for leaders. As with other models, the day to day style of individuals in leadership roles can vary but everyone has their own default mode. Where productivity appears more important than the maintenance and well-being of the staff, I can find myself at odds with the management and perceived ethos of the establishment at which I work. With the Blake Mouton model, I was relieved to have my default leadership style confirmed as Team Leader. This is indicative of high concern for both people and production where emphasis is placed on a spirit of teamwork and mutual co-operation. This also engenders a safe environment in which commitment from all sides is more readily forthcoming. However, in completing a recent practical assessment for a promotion board I failed to attain the required grade. I knew this as soon as the assessment was over, though I had to wait two months for the official result. In fact, I knew during the assessment, I was reacting totally contrary to my normal sense of priorities when faced with a constant stream of problems to solve. I found myself focussing primarily on the tasks and not enough on the personnel. For example, when faced with a member of staff who was emotionally upset at a domestic issue, I asked if he was okay to continue to get his landing unlocked and would look to help him with his problem later. Afterwards I learnt that the assessors were looking for Utopian responses in all scenarios assuming all needs could be immediately provided so I could have put staff welfare first, getting his role covered immediately so he could then get home to sort his issues. However, I reverted to my current work role where the pressure to meet deadlines sometimes overrides well-being. As this was completely at odds with how I believed I would normally have reacted, I was left feeling ill at ease and questioned why I persisted in this way when I am naturally Y (using McGregors model, 1960) and more team focused than task orientated (Blake Mouton, 1964). Whilst I may not fully understand why, at least it is a recognised trait à ¢Ã¢â€š ¬Ã‚ ¦..theory X managers (or indeed theory Y managers displaying theory X are primarily results oriented Internet source http://www.businessballs.com/mcgregor.htm [October 2010] On reflection, I am convinced that the culture and environment of the higher management structure (which demands and focuses on results and targets) filters down and, no matter how much one tries to resist or even kick against it, it permeates ones own work practice after a while. The climate in which I work consistently places emphasis on the meeting of Key Performance Targets (KPTs) and now, the Service Level Agreement (SLA). In meeting these as well as ever increasing budgetary constraints, every facet of work culture is placed under the microscope and, wherever possible, cut, yet the targets must be met regardless. However, no matter the circumstances in which we find ourselves or expectations laid at our office door, it is how we respond that is important and the acceptance of our personal responsibility to be channelled into effective working. An important element of relationships, at all levels including personal and business, is trust. Where one perceives this to be eroded or not present due to conflict in aims or values, it can have a destructive affect on effective co-working. As can be seen above, this is something I am struggling with in the corporate ethos where I am constantly second-guessing the motives behind management decision-making. However, to be an effective manager, I am mindful of maintaining a healthy approach to embracing the mission of the workplace even though I may not fully understand or have access to the full rationale behind the decision making processes from Higher Management. As a leader, I have to convey to those I wish to work effectively under me, that this mission is achievable and in the common interest despite my own such uncertainties. Maintaining personal integrity and establishing trust are essential in my personal, professional and leadership identity. Straker (2008:208) talks of transaction cost and trust boundaries. Essentially he argues that trust, if allowed to erode or not fostered within an organisation can impact on delivery and there has to be a cost on both sides to re-establish this. As he says .. the overall cost can be minimised with up-front investment in, and subsequent maintenance of, trust. If one does not have that sense of belonging within the trust group then there is something wrong with the work relationship and part of effective management and leadership performance is to be pro-active in fostering trust and encouraging people to enter the trust boundary. It begs the question, therefore, who and under what conditions will we follow? Should we be expected to lead and expect blind faith? What criteria and principles should be presented in order for others to set out on the journey with us ? Handy (1987) suggests that in order for an outcome to remain constant, the Trust-Control balance might need to shift between leader and subordinates and I can see merits in this as relationships, as well as work pressures, are fluid in nature. There are three established styles of leadership: autocratic, paternalistic and democratic. History records successful leaders who have exhibited all of the above. Each style can work and produce results but demands a flexibility on the part of the workforce to fit in with the style and it is that response which can be acknowledged and worked with or not as the case may be, As for my own style, confirmed as a nurturing parental approach, this has immense benefits for myself and for those who work under me as they feel supported and, more importantly in my opinion, affirmed in their roles with their own skills base recognised and developed. As with any style there are costs and, as I am finding, where my own sense of values conflicts with the demands laid upon me, this can have a detrimental effect to my own sense of purpose within the organisation. It is important, therefore, that structures and lines of communication are open which allow for that expression of view. However, this, in itself, is not without the potential cost. As I found when raising my head above the parapet on several occasions, to express concern and personal frustration with the direction expected by senior managers, it can blot ones copybook. Again, it is important for me to consider how much of this is down to my own personal perception and how able I am to see my subordinates perspective and, crucially, the aims and focus of the establishment delivery objectives. Conclusion In terms of future roles, I am best placed to consider managerial positions. The Foundation Degree and BA(Hons) are regarded as valuable qualifications both for their content relevant to the Criminal Justice System and Leadership and Management but also symbolising the desire and commitment I have and have shown for continued self development (Appendix IX). In the final analysis, the human dynamic is the most beneficial resource in the workplace but it is also the most fickle and, at times, fragile. To lead is a privilege and to follow is an opportunity. I can only strive to make myself worthy of the trust placed in me to, not only get the job done, but to enable others to be the very best they can be and, in the process, ensure I am followed out of respect and not coercion or, indeed, curiosity. Appendices: I. Excerpt from Carnegie (1938) II. Study Skills Self Assessment III. Gibbs (1998) Reflective Cycle IV. Curriculum Vitae V. Kandola and Fullerton (1994) Mosaic Vision VI. Myers Briggs Personality Type Questionnaire VII. Reflective Log on McGregor X,Y Theory VIII. T-P Leadership Questionnaire IX. Professional Development Plan Appendix I Excerpts from How To Win Friends and Influence People Carnegie (1938) Fundamental Techniques in Handling People Dont criticize, condemn, or complain. Give honest and sincere appreciation. Arouse in the other person an eager want. Six Ways to Make People Like You Become genuinely interested in other people. Smile. Remember that a mans Name is to him the sweetest and most important sound in any language. Be a good listener. Encourage others to talk about themselves. Talk in the terms of the other mans interest. Make the other person feel important and do it sincerely Twelve Ways to Win People to Your Way of Thinking Avoid arguments. Show respect for the other persons opinions. Never tell someone they are wrong. If youre wrong, admit it quickly and emphatically. Begin in a friendly way. Start with questions the other person will answer yes to. Let the other person do the talking. Let the other person feel the idea is his/hers. Try honestly to see things from the other persons point of view. Sympathize with the other person. Appeal to noble motives. Dramatize your ideas. Throw down a challenge. Be a Leader: How to Change People Without Giving Offense or Arousing Resentment Begin with praise and honest appreciation. Call attention to other peoples mistakes indirectly. Talk about your own mistakes first. Ask questions instead of directly giving orders. Let the other person save face. Praise every improvement. Give them a fine reputation to live up to. Encourage them by making their faults seem easy to correct. Make the other person happy about doing what you suggest. Appendix II. Study Skills Self Assessment Appendix III. Gibbs (1998) Reflective Cycle Appendix IV. Curriculum Vitae Appendix V My Personal and Pr

The Impacts of a Youthful Population

Examine the Impacts of a Youthful Population Geologists estimate that the earth existed 4,600,000,000 years ago, yet in the last 200 years the population has grown from one billion to seven billion people. This rapid growth is unsustainable, as the earth only has so much food, water, and non-renewable resources. This theory can be illustrated much clearer at a smaller scale, such as within a country. Youthful populations are said to form when there is an increasingly high birth rate, with a slowly decreasing death rate and minimal increases in life expectancy.How high birthrates are depend on a variety of social, economic, political or demographic factors. In Gambia, a very small, Muslim country in Africa, on average each woman has 7 children in a lifetime. This statistic relies mainly on social, demographic and economic factors. Social because Islam opposes contraception, economic because children are seen as an economic asset to families as the more children they have the more pote ntial there is to make money, run the family business and take care of the parents in old age.Lastly the demographic factor is that many parents have more children to compensate for the percentage that they know will die at an early age as Gambia’s infant mortality rate is 73 per 1000. When a country has a large number of people under the age of sixteen it is said to have a youthful population, and when it has a large number of people over the age of sixty-four it is said to have an ageing population. Both of these can cause problems and benefits for a country.The impacts of a youthful population will be discussed in this essay. Although one may not think so at first, there are advantages to having a youthful population. In a few years, this mass of people will provide as a cheap workforce for the country. Not only will the country have many workers for less money, it will also attract international companies to invest in the area which would in turn help the country develop into one of the latter stages on the DTM through economic growth. There are of course substantial disadvantages too.The dependency ratio in countries with a large youthful population is high. Too many young people exhaust food and water supplies, especially if it is a LEDC. Public health and education services may become overpopulated and leave children without an education. This could cause young people to emigrate because of the lack in opportunities. The government does not want this, so they would increase taxes, robbing the economically active of their income, so that the government can invest to improve their nation.This takes many years and by then many may have already emigrated, and the country will have a lower standard of life because the population has no money left and all the young people who are now economically active has left the country searching for better jobs and opportunities. A solution to these problems is family planning. Like in China where they introduced the One Child Policy in 1978, the government can put a restriction on the amount of children a mother is allowed to bear. Birth rates will decrease and the population will even out. Another solution would be for the country to industrialize.That would satisfy the demand for jobs and develop the country. Sadly, the solutions to the initial problems have problems too. Some families may not agree with the new laws as they see children as economical assets, like in Gambia as they can be used to work for the family business. As well as this, this can disrupt cultural traditions as it did in China, where the tradition was that when the parents become old, they are taken care of by their children, and now since they may only have one child many sought refuge in homes or just stayed home and to take care of themselves.

Hamlet Literary Analysis Essay

Carl Jung is an expert in freudian theory but with a strong sense of the unconscious and its habit of revealing itself in symbolic form. His personality theory â€Å"The persona† is an archetype, or an organized principle based on things we see or do. Hamlet is an example of a person who is doing whatever it takes to accomplish what he thinks is right. Claudius gives a â€Å"false impression† that he uses to manipulate people’s opinions towards Hamlet. Through the physiological lens of Carl Jung, Hamlet comes off as insane trying to avenge his fathers death, while Claudius is the one trying to convince everyone he’s mad, to take his rightful place as king. Hamlet displays false impressions by pretending to be mad. He does this in order to get attention from his mother, who does not believe him when he tries to explain to her what the ghost told him about Claudius. Hamlet in despair thought that his plans were pointless and did not know what to do without the support he needed from his mother. This shows the ego nature of Hamlet. Hamlet is young and focuses a great deal on his ego and worries about the trivialities of the persona displaying his false impressions. Hamet only false impression. Hamlet was deceitful, he would create spectacles in which people would misinterpret his actions for someone who might be insane. â€Å"To be or not to be, that is the question† (III, i, 56) This is the question Hamlet is contemplating throughout the book, to live, or to die. He struggles with the thought of suicide many times as a result of no one believing him. Pretending to be mad is the only way he can come up with to try to avenge his fathers death. This quote emphasizes Hamlets inner struggle to cope with two opposing thoughts in his mind, preserving his moral integrity or avenging his father’s death. It’s hard to say if Hamlet is ever really insane in the play. He struggles with life changing decisions that can potentially change many lives, which would be good reasoning for causing madness. There are many points where you might believe Hamlet himself doesn’t even know the difference between who he is and who is is pretending to be. In order to keep his crown on the throne of Denmark, Claudius manipulates events, people’s lives and relationships. He makes use of his power along with other’s loyalty and trust. We know Hamlets hatred towards Claudius, for marrying his mother and trying to steal his place as king. But Hamlet is the only one who believes this, everyone else isn’t aware of his intentions. It is clear that we are intended to see Claudius not as a murderous villain, but a multi-faceted villain: someone who cannot refrain from doing what he feels is right. He is morally weak, and content to trade his humanity for very little. Claudius shows a strong false impression, proved by Carl Jung’s theory to be a â€Å"mask† used to present himself to the world. He’s trying to replace the King by taking everything that was his. â€Å"Though yet of Hamlet our dear brother’s death The memory be green, and that it us befitted To bear our hearts in grief and our whole kingdom To be contracted in one brow of woe,Yet so far hath discretion fought with nature That we with wisest sorrow think on him,Together with remembrance of ourselves†(1.2. 1) Here Claudius is talking to his people about how they should be mourning Old King Hamlet’s death, but it would be wise for the whole kingdom to move on quickly. This is part of the â€Å"mask† he is wearing for the people, considering hes the one who killed the King in the first place. Carl Jung’s theory proves itself to be true for both Hamlet and Claudius in the Play. His theory on the persona representing your public image is different, but apparent for both of them. For Hamlet, a false impression is apparent but for his gain only, He is pretending to be insane towards his mother because that the only way he feels he can get her attention. Claudius portrays a false impression towards all the people, because he is the only one that truly knows Hamlet is sane. His â€Å"mask† is to cover himself up for the Kings Murder. The truth comes out when its apparent He wants Hamlet killed. Jung states that at its worst, false impressions, can be mistaken, even by ourselves, for our true nature. This happens to Hamlet as he mistakes himself for many things he is not. â€Å"If one does not understand a person, one tends to regard him as a fool. † (Mysterium Coniunctionis). This relates to how everyone believes Hamlet is mad because they don’t understand what he saw and heard from his fathers ghost. Through the physiological lens of Carl Jung, Hamlet comes off as insane trying to avenge his fathers death and prove to his mother all he knows, while Claudius is the one trying to convince everyone he’s mad, to take his rightful place as king.