The Villancico

During the late fifteenth century in Spain, King Ferdinand alongside other Spanish courts affected the plan to build up their own concept of music. The Villancico was the result of this development and turned into the most powerful common polyphonic style in the Spanish Renaissance. Tunes depended on subjects that were discussed all through Spain and were just formed for nobility. These short tunes incorporated a hold back and at least one verses. In the interim, in Italia the antithesis to this was the Frottola, which was a four section strophic tune that is set syllabically with the song in the upper voice, that incorporate checked rhythms and straightforward diatonic harmonies. Be that as it may, as history advances new things are imagined and soon the madrigal persevered through the frottola, the madrigal would to be the most significant mainstream style in the sixteenth century Europe, dominatingly Italia, and one could contend of the whole Renaissance period and its total. Throughout this exposition I will talk about the foundation of how the madrigal became, just as a prologue to how it gradually rose to the highest point of the graphs in Italia just as Europe, just as the madrigal itself clarifying its impact in the public eye and to artists all over Europe, and ultimately the writers and what roused them to develop the development that would remain steadfast for a considerable length of time after their takeoff. To the information on humanity right now we are uncertain straightforwardly of the condition the madrigal had before the innovation of the print machine by Johannes Gutenberg; be that as it may, however there is missing proof, there is an exceptionally little edge of uncertainty that the early stages must have some connection as we know about the later ones have done. It is imagined that the individuals liable for the beginning procedure were, the Troubadours and the Minnesingers, these gatherings had a solid impact in well known music during the medieval times. In Florence during the fourteenth century an extremely remarkable style of verse was acquainted with the arrangers that would start the madrigalists and would create probably the best writer of the time Francesco Landini to compose madrigals. Presently a side note, the fourteenth century madrigals are unique in relation to the sixteenth century ones. â€Å"Madrigal, in music, common piece for at least two voices, presented in Italy in the fourteenth century and restored in an alternate structure during the sixteenth century, at which time it likewise got well known with English, French, German, and Spanish composers.† (4). For the vast majority of the fifteenth century the music of Italy was searched out by the creating experts in the northern locales of France alongside parts of the Netherlands. Late into the fifteenth century the local custom of music that was very keened to the Italians, whos lifestyle was before long rescued by the support aristocrats in Florence just as Mantua. As the fifteenth century continues, Spain start to see a slight ascent in the melodic field during the Ferdinand and Isabella crusade †yes exactly the same who sent Christopher Columbus to locate another approach to India †the ruler and sovereign needed the courts to locate another style that would energize solidarity and celebrate Spain. The result of this is the Villancico, which was the most significant polyphonic structure for them in the Renaissance timeframe. The type of this style utilizes AAB refrain structures like most tunes from the medieval times, the song was constantly conveyed by the top voice while different parts could be either sung or played by instruments. At the point when Italia knew the updates on this new structure being created in Spain, they gradually built up a partner which is known as the Frottola. The frottola was a tune that was accustomed to sing verse with, with the consummation of each line having a rhythm or some likeness thereof, with the upper voice giving the tune and lower parts the harmonial establishment. The highlights of this music was straightforward and satritical, made for the cultured tip top during the late fifteenth and mid sixteenth century. As indicated by Fenlon and Haar, â€Å"the distribution of Pisano's Musica of 1520 ended the distribution of frottola assortments without empowering the ascent or advancement of the madrigal or even the distribution of new pieces of this sort†¦ It was distinctly with the presence of the undated Libro primo de la Fortuna, which Einstein put around fifteen twentynine, that the main genuine madrigals arrived at print. The mediating time frame was viewed as a ‘artistic delay', a larval phase of sabotaged length and character.† (6). It was around this time in the sixteenth century that the madrigal showed up into the Italian lives, and started to have a long exceptional effect on the writers and music all in all. â€Å"As a scholarly sort, the madrigal of the sixteenth century is a free impersonation of the fourteenth century madrigal. This abstract development was an incredible improvement to melodic movement. The performers of the mid sixteenth century, from the start Netherlands arrangers working in Italy, helped out the artists so as to accomplish another style of aesthetic refinement and expression.† (2) † A Madrigal, is a type of vocal ambiance music that started in northern Italy during the fourteenth century, declined and everything except vanished in the fifteenth, thrived once more in the sixteenth, and eventually accomplished worldwide status in the late sixteenth and mid seventeenth centuries.† (1). Madrigals go back to Italia in the fourteenth century, the madrigals at that point depended on a sonnet that was really steady of a couple to three refrains with each having precisely three lines, with around seven to eleven syllables for each line. It was frequently observed polyphonically (many voice parts) in only two sections, the structure that was utilized reflected musically from the structure of the sonnet that was utilized for the piece. The most well-known madrigals have a structure that is AAB with both of the refrains as the A segment being sung to precisely the same music as the primary, this is then trailed by the B segment, or the coda, which kinda wraps up the sonnet. In the mid sixteenth century the madrigal owed the style to the verses of Petrarch, the verse as of now was very delighted in and had an asstounding restoration. â€Å"Madrigali de diversi musici: libro primo de la Serena (Rome, fifteen thirty) is the principal assortment of pieces to hold up under the title ‘madrigal'. Its eight works by Verdelot, one by the Ferrarese Maistre Jhan and two by every one of the Festas are normal for the new sort yet it contains, similar to the different prints of the fifteen twenties, some lighter pieces and even a couple of French chansons.† (5). In the beginning periods numerous tunes were written in homophonic style (this is a prevailing song, here and there overwhelming, with a to some degree subordinate backup) and is regularly expected for four voices. One of the most powerful writers of the madrigal was Philippe Verdelot, the french worldwide invested the vast majority of his energy in Italy, he is ostensibly viewed as called the dad of the Italian madrigal despite the fact that he is french. Nonetheless, he is the most productive and perhaps the soonest writer of the madrigal in his time, burning through a large portion of it in Florence after the city was resuscitated by Medici. In fifteen thirty three or fifteen thirty four, two books of Verdelot madrigals were authoritatively imprinted in Venice, Italy. These books were destined to be the most mainstream assortments of music at that point. By fifteen forty, Verdelot and Arcadelt were viewed as the experts of the madrigal, despite the fact that there are numerous different authors of the original some incorporate, Francesco Layolle, Corteccia, Domenico Ferrabosco, and Costanzo Festa. Festa was a significant figure in the production of a subcategory of madrigals, the three voice. The conceivable enthusiasm for this three voice madrigal is supposed to be invigorated by the three voice chansons in Rome around the fifteen twenties to fifteen thirties. His three voice madrigals were printed and republished on many occasions because of fame for the basic and rich style. It is hard to see from Festa's perspective to survey his significance, yet regardless he was a figure that developed notoriety for the melodic class. Arcadelt supposedly had followed in the strides of Verdelot, the madrigals of Arcadelt were distributed in five books that had a decent assorted variety of one, three or four voices between the hour of fifteen thirty eight to fifteen forty four, and huge numbers of his works show up nearby Verdelot in compositions. A considerable lot of the graceful writing that Arcadelt picked demonstrated an extremely cozy relationship to the ballata style and some type of the canzone also. His madrigals are appeared to contain a genuinely better than average about of antithesis, inside this surface he had the option to mix sound and sense. There is anyway no confirmation in any structure that shows that Arcadelt or Verdelot lived in Venice, Italy anytime. During the center of the sixteenth century the old style of Arcadelt was still generally utilized despite the fact that the madrigal type was quickly evolving. The rising writer in Venice was Willaert, he before long turned into the head melodic figure ther from fifteen twenty seven until his passing in fifteen sixty two. As per the Oxford University Press, â€Å"In a few regards this contrasts from what Verdelot and Arcadelt had done, even from Willaert's own previous work. Willaert here set the stanza of Petrarch in inclination to that of that of sixteenth century Petrarchists; he supported the work, separating it with the goal that a piece in two areas or partes, similar to a motet, resulted.† (5). The voices that are utilized in his madrigals are liberated as though somebody were talking more so than accurate. The students of his reasonably imitated his style from numerous points of view with faulty achievement. Because of Willaert's solid effect in the fifteen forties the town of Venice, Italy was the prime focus of all madrigal composi

Autoimmunity and the risk of cancer Essay Example | Topics and Well Written Essays - 1000 words

Autoimmunity and the danger of malignancy - Essay Example Immunological instrument alludes to the assortment of human cells which play out the crucial capacity of giving insusceptibility to ailments. The component can be characterized as the body’s barrier instrument, as it furnishes the body with opposition from disease by remote organisms (Singh et al. 2014). Immunological component can be successfully initiated inside the human body through inoculation process, which brings illness opposition cells into the body. The barrier instruments of the human body have the ability to adjust and perceive pathogens through a timeframe. The ability to adjust leaves an immunological memory following starting identification of pathogens. Then again pathogens additionally have versatile abilities which make them hard to recognize. The procedure of gained or versatile insusceptibility has been the reason for improvement of immunizations, for various pathogens.Cancer alludes to a threatening neoplasm brought about by wild division and development o f cells, bringing about dangerous tumor which attacks close by body parts. Malignancy comprises of various infections which bring about unregulated development of cells inside the human body(Penn 1982). Reasons for these sicknesses stay assorted as the maladies with few being comprehended by clinical professionals. Numerous elements have been recognized as expanding the hazard for malignant growth improvement, including tobacco use, presentation to radiation, hereditary variables, and diseases, among numerous others. The trademark nearness of disease includes harm to qualities.

Satire, Autobiography, and More Books on Writers and Writing

Satire, Autobiography, and More Books on Writers and Writing We love writers for creating immersive fictional worlds for us to indulge and revel in, but thats not only the thing they do. They bring their own history and experiences in every sentence they formulate and every plot they weave. Here are five recent books that shine a spotlight on some legendary writers. Outsiders by Lyndall Gordon This beautifully designed and fascinating book tells the story of five significant women writers. The book is divided into sections titled Prodigyâ€"Mary Shelley, Visionaryâ€"Emily Bronte, Outlawâ€"George Eliot, Oratorâ€"Olive Schreiner, and Explorerâ€"Virginia Woolf and The Outsiders Society. Gordon attempts to paint a group portrait of these women, highlighting the common denominators in their lives, specially their families and the ways in which they influenced each others work. Passionately researched and succinctly written, Outsiders features rare photographs and lesser known facts about these remarkable writers who influenced generations of women with their work. The Book of Forgotten Authors by Christopher Fowler A treat for bibliophiles, this is a guide to around 100 authors who are not as popular as they should be. Fowler provides sufficient details about each author and their work to make you want to google for more, but what stands out is his wicked humor and witty one-liners. The book takes us through a captivating journey of astonishing reversals of fortune and the stories behind some books which did not stand the test of time. Fowler writes such compelling descriptions of seemingly superb books that have  fallen through the cracks  of history that you might want to compile a list of authors mentioned, to read later. Combining short biographies with lively essays, The Book of Forgotten Authors will make for a delightful gift for a book lover. A Secret Sisterhood by Emily Midorikawa and Emma Claire Sweeney   Female friendships are trending in fiction right now, but surprisingly the bonds between literary women have remained obscure so far. In their new book, real life friends and coauthors Emily and Emma set out to explore these lesser known friendships between the worlds best-loved authors. They focus on four friendships:    Jane Austen and unpublished playwright Ann Sharp; Charlotte Bronte and pioneering feminist writer Mary Taylor; George Eliot and Harriet Beecher Stowe; and Virginia Woolf and Katherine Mansfield. From professional jealousies to grudging admiration, and scandalous revelations to heartwarming exchanges, this is an empowering portrait of literary greats. The Written World by Martin Puchner This exhaustively researched book takes us through the human history of text and literature.  Puchner explores sixteen foundational texts selected from more than four thousand years of world literature  and reveals how writing has inspired the rise and fall of empires and nations, the spark of philosophical and political ideas, and the birth of religious beliefs. An intellectual odyssey through time, this book makes sense of religion, revolutions and history through works of literature. Spellbinding and expansive, The Written World will be enjoyed by academic scholars and literature buffs. Dead Writers in Rehab by  Paul Bassett Davies What would a group therapy session with  Hunter S. Thompson, Colette, William Burroughs, Dorothy Parker and Coleridge look like? Absolutely bonkers and hysterically comical, as this work of fiction shows. This literary satire is based on an unusual premise:  When literary reprobate Foster James wakes up in a strange country house, he assumes hes been consigned to rehab (yet again) by his dwindling band of friends and growing collection of ex-wives. But he soon realises theres something a bit different about this place after he gets punched in the face by Ernest Hemingway. Dead Writers in Rehab is a hilarious riff on the eccentric personalities of much-loved literary idols. The book veers off course in the latter half when it gets too sombre for its own good, but the wild inventiveness and riotous fun of the first half of the novel is more than enough reason to read it.

Essay about Discrimination Exposed in The Tempest

Discrimination Exposed in The Tempest Within ‘The Tempest’ there are obvious social implications regarding the hierarchy, with the representations of characters such as Caliban, Prospero etc. During Shakespeares time social classification was much more rigid than today and some members of society were considered superior to other members. Shakespeare attempts to provide an example of this rigid social structure. Shakespeare illustrates how superior men differentiated themselves from lesser beings on the basis of race, financial status, and gender. Through the characterization of Prospero, Shakespeare provides an example of one, who had reason to feel superior, yet treated others equally and with the respect due to them.†¦show more content†¦In this culture, because someone is different, they are less of a human than you. The notion of ones financial status also plays a major role in social classification. During the period in which ‘The Tempest’ is set, Dukes and Earls, or others known as the noble classes, were considered to be superior even to other members of their own race. This is perhaps reflected in the way in which nobles had servants and commoners who worked for them. Shakespeare shows us an example of this with the relationship between his characters of Sebastian and Antonio and of the Boatswain and the sailors. Sebastian yells at the sailors A pox o your throat, you bawling, blasphemous, incharitable dog! (Shakespeare I,i,40-41), This perhaps implies that they are inferior and are there to serve him. Antonio also shows he believes himself superior by stating to the Boatswain Hang, cur! Hang, you whoresom, insolent, noise-maker. We are less afraid to be drowned than thou art. (Shakespeare I,i,43-45) These men were of the same skin color, hair texture, and eye color, but were treated inferior due to their financial status and therefore inferior blood line. Women had also fallen victim to this hierarchical society. During this era women were considered to be objects and were treated as property. Shakespeare presents this in theShow MoreRelatedThe Human Beings First Came At America Over The Bering Straits About 20000 Years Ago909 Words   |  4 Pagesopportunities, the land that makes peoples’ dreams come true. The quote appears on the Statue of Liberty: â€Å"Give me your tired, your poor, your huddled masses yearning to breathe free, the wretched refuse of your teeming shore. Send these, the homeless, tempest-tossed, to me: I lift my lamp beside the golden door† (Weber, 2014). 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The Personal Essay Samples from Harvard Cover Up

The Personal Essay Samples from Harvard Cover Up As soon as this is completed, it's ideal to start off with a draft. Harvard formatting needs a very specific title page. One of the most frequently used paper styles is regarded as Harvard essay writing style. Essays term papers dissertations and a whole lot more. The Unexpected Truth About Personal Essay Samples from Harvard If you don't, it's possible to actually hurt your odds of admission. Since nowadays it's not unusual to have a bachelor degree, acquiring a masters degree is an additional advantage. There is likewise an amazing number of unseen math present in football. Professor Mitchell obtained a grant to have a category of students to Belgium so as to study the EU. The school offers minimal guidance for applicants attempting to earn an impression. It is among the most frequent essays given as an assignment to students of distinct levels. Aside from that, there's a prolific cultural diversity as many foreign st udents study here. This college gives me a chance to learn and live with people from various cultural backgrounds. Here's What I Know About Personal Essay Samples from Harvard Consider each of the elements of your application and make certain you're adding something new in your statement. It's helpful to find different folks to read your statement and supply feedback. Lastly, think of the way the personal statement fits into the remainder of your application. It is not a confessional booth. Though I'd decided that I couldn't go, I still felt concerned regarding the prospective effects of the group's attendance, and wished to obtain more insight into the situation before choosing a strategy. I also cannot overstate the significance of finding somebody who will offer you honest feedback. Regardless of this, being honest when expressing my discomfort with a circumstance and deciding on an alternate path of action that's aligned with my values has never led me to earn a decisi on I regret. The answer, quite simply, is the fact that it's not an issue of possibility. Any data that you believe to be related to your application is acceptable. It's the details that actually make this little experience come alive. Our service will take your suggestions into consideration, focus on your feedback, meet all of the minute details. Therefore, ensure you have sufficient time to spend on this part of the application. The Number One Question You Must Ask for Personal Essay Samples from Harvard In this instance, a number of the sentences are abrupt, run-ons, or simply plain confusing. It's very beneficial to take writing apart to be able to see just the way that it accomplishes its objectives. You are able to place an order much like this with us. Personal Essay Samples from Harvard Secrets Stories are an essential component of the human experience. Thus, State University isn't only the ideal location for me, it is the sole spot for me. On top of its growi ng cultural and ethnic diversity, it is becoming a master at creating a niche for every student. Clearly a number of the world's. Personal Essay Samples from Harvard - Is it a Scam? These kinds of essays are guaranteed to doze off your readers. Don't forget to begin your essay strongit should be able to spark the interests of your readers. Share what you consider the topic. Please note that a few of these college essay examples could be responding to prompts that are no longer being used. Furthermore, the essays that follow are most likely to supply comfort, that there's no formula or singular means to craft a prosperous answer. The intent is to persuade in different words convince the reader of the stance which you're taking on a specific subject. This is sometimes a wonderful tactic, but you have to make certain to use essay samples the right way. Here are a few suggestions for strategies to use this resource effectively. Ruthless Personal Essay Samples from Harvard Strategies Exploited So yes you can obtain a killer essay but in the event the application is weak, it won't really make a difference. A great friend of mine is likely to use the distinctive essay writing. It is among the few pieces in there that is truly in your voice. Last version will be ideal! Or conversely you can obtain a lousy essay but still get in. Essays, generally speaking, covers different topics. It's tough to compose an excellent optional essay and quite easy to compose an. These seven sample essays respond to a wide range of thought-provoking questions. Your life story can likewise be thought to be a good topic in writing your private essay. When you generate a bit of written work, like an essay or. Bridget's essay is quite strong, but there continue to be a couple little things that could be made better. Stephen's essay is quite effective. EssayEdge is the major application essay editing service on earth. At this level, I am going to have the authority of earning government policy, where I will be in a position to work out a finest social policy for those of my homeland. To help you we have created an entire guide to spell out the entire process make it simple and understandable. It's also a piece you've got total control over, where you're able to introduce yourself in your own voice.

Paraguay Essay Free Essays

Mushfika Chowdhury Ms. Vives Spanish Paraguay Paraguay is a country in South America. It is surrounded by Brazil, Argentina, and Bolivia. We will write a custom essay sample on Paraguay Essay or any similar topic only for you Order Now Most people know Paraguay as Paraguay, but the country s official name is Republic of Paraguay. In 2011 it has said that Paraguay has approximately a population of 6,568,290. Most people are living in the oriental region. The country’s official language is Spanish as well as Guarani. The oriental eastern region has hills, waterfalls, exotic plants and the forest. This region makes up 40 percent of Paraguay. This part of Paraguay receives a large amount of rainfall. The region known as occidental also known as Chaco, is made up of grass, course tropical reeds and stunned trees. Some of Paraguay’s natural resources include forest soil, minerals, and the rivers. The rivers are important because tis how most people in Paraguay communicate, it also provides fish. The main industry is farming livestock, cotton, cane, corn, soybeans, potatoes, bananas, oranges, wheat, beans, tea and tobacco. That was the farming and food recourses of Paraguay. When it comes to the government and money there’s not that many similarities. Some of you may or may not know that the former president of Paraguay was Fernando Lugo (2008-2012). It wasn’t that many days ago that a new president for Paraguay was elected, his name is Mr. Franco. The currency used in Paraguay is Guarani. One dollar in the United States is 4,095. 58 Guarani. One Paraguay Guarani equals to 0. 0002442 cents in the U. S. You also might be wondering what type of government Paraguay has. Well its constitutional republic. I would also recommend you taking a camera if you ever go there, the sites and scenery is breathtaking. How to cite Paraguay Essay, Essay examples

Paraguay Essay Free Essays

Mushfika Chowdhury Ms. Vives Spanish Paraguay Paraguay is a country in South America. It is surrounded by Brazil, Argentina, and Bolivia. We will write a custom essay sample on Paraguay Essay or any similar topic only for you Order Now Most people know Paraguay as Paraguay, but the country s official name is Republic of Paraguay. In 2011 it has said that Paraguay has approximately a population of 6,568,290. Most people are living in the oriental region. The country’s official language is Spanish as well as Guarani. The oriental eastern region has hills, waterfalls, exotic plants and the forest. This region makes up 40 percent of Paraguay. This part of Paraguay receives a large amount of rainfall. The region known as occidental also known as Chaco, is made up of grass, course tropical reeds and stunned trees. Some of Paraguay’s natural resources include forest soil, minerals, and the rivers. The rivers are important because tis how most people in Paraguay communicate, it also provides fish. The main industry is farming livestock, cotton, cane, corn, soybeans, potatoes, bananas, oranges, wheat, beans, tea and tobacco. That was the farming and food recourses of Paraguay. When it comes to the government and money there’s not that many similarities. Some of you may or may not know that the former president of Paraguay was Fernando Lugo (2008-2012). It wasn’t that many days ago that a new president for Paraguay was elected, his name is Mr. Franco. The currency used in Paraguay is Guarani. One dollar in the United States is 4,095. 58 Guarani. One Paraguay Guarani equals to 0. 0002442 cents in the U. S. You also might be wondering what type of government Paraguay has. Well its constitutional republic. I would also recommend you taking a camera if you ever go there, the sites and scenery is breathtaking. How to cite Paraguay Essay, Essay examples

The Most Unusual Child free essay sample

Eight pastel colored marshmallows bobbed around the teal tinted milk, clinging to the walls of the white ceramic bowl, attempting to dodge the many relentless attacks of the nefarious spoon. My callow young hands grasped the foreign silver oval on a stick and plunged it into the depths of the white abyss, finally scooping up my meticulously thought out and desired victims, the green four leaf clover and the distorted eggplant colored horseshoe. Every single tiny piece of sugarcoated oats and â€Å"ugly† marshmallows of Lucky Charms cereal had been excavated in a particular order and confronted their doom of my under-bitten teeth. Three individually selected marshmallows remained as if they were survivors aboard lifeboats of the Titanic: the cotton candy pink heart, the crimson balloon, and the rainbow. My heart reached out to these carefully gleaned treats, but my tummy growled louder, and the heart and balloon became necessary casualties. Alone in an empty bowl and surrounded by colorlessness, the rainbow charm was a symbol of hope and vibrancy that even at the age of four I could not take away. We will write a custom essay sample on The Most Unusual Child or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every morning I left a rainbow Lucky Charm marshmallow in my cereal bowl.There are benefits to being unusual. Since I was a baby and stood up for the first time, not to attempt walking but to dance on a table, I have never been one with the generic crowd. My dad has always called me â€Å"the most unusual child†, probably because most young girls do not own two pet squirrels, or take up the flying trapeze, nor do they compete in swimming on a national level. But I am lucky to have been raised in an environment where individuality and creativity are encouraged, and compassion and gratitude are traits instituted in me instead of the temptation of becoming ignorant or ungrateful. Sure, I could be the only senior girl who has walked into her high school bathroom and discreetly picked up a large spider off the ground to bring it outside to prevent it from being purposely trampled by inconsiderate peers, but standing unaccompanied and being myself is always better than standing by and watching that spider be pointlessly killed. All my life I have felt an affinity towards those who courageously stand alone, even a spider or rainbow marshmallow, because I am one of them. However, just because I stand alone does not mean I am lonely.Fortunately, being unique has not made me a hermit with low self-esteem, nor a confused and easily intimidated pushover who lacks the confidence to stand out, but it has taught me a sense of significance in not just myself, but everyone. I was born to be a leader. From organizing huge games of freeze tag on the recess yard to being one of the ten students leading my class this year on a retreat called Kairos, leadership and service are integral parts of who I am and will always be. Understanding my surroundings and truly seeing the qualities and feelings of those around me is an ability not everyone is born with, but one I was blessed with.Besides being compassionate, the most important lesson I have learned in my young life is to be curious. I will never stop asking questions, and I have never settled for all of my questions being answered. One summer day my observant friend told me something about myself that I will never forget. â€Å"You know a lot of strange facts, Maureen† this was probably because I just informed her that the lemon she squeezed in her glass of water actually contained more sugar than the strawberries on her plate. Her point was proven by flipping through the Google history on my cell phone, which contained questions varying from â€Å"How do I get tree sap off my skin?† to â€Å"How much fiber is in flaxseed?† to â€Å"What does ‘kumbaya’ mean?† To this day I am never afraid to ask questions and gain new knowledge, even if it might be a little bit out of the ordinary.Every body should express who they are and not hide, and personality should bend but not break in a society where people must act or look a certain way to be accepted. I have learned to not be the cowardly girls in the bathroom stomping on an innocent spider, or the boring sugarcoated oats in Lucky Charms, but to be the brave spider or the single vibrant marshmallow left in the cereal bowl. I will just be myself, because everyone else is taken.

Freudian Defense Mechanisms essays

Freudian Defense Mechanisms essays Memory can be an accurate chronicler of past events, but is also vulnerable to loss and distortion.1 Forgetting usually occurs imperceptibly with the passing of time. Can people voluntarily forget information by wilfully suppressing it? Recent studies by Michael Anderson and Collin Green2 say "yes". These experiments have stimulated debate because the researchers suggest that their results may provide "a viable model" for Freud's much maligned theory of repression.3,4 Furthermore, the results have been linked5 to the disputed idea that people can repress and later recover memories of childhood sexual abuse.4,6 Anderson and Green used a carefully crafted experimental design to isolate the effects of voluntary suppression on tests of memory. Participants learned a list of 40 unrelated word pairs, such as "ordeal-roach" or "moss-north". They were then prompted with the first word of 30 of the pairs. For half of the items, participants were asked to respond with the second word of the pair; for the other half, they were instructed to suppress the word from conscious awareness. Then a final memory test was carried out. The researchers asked the participants to do their best to recall the second word of each pair when presented with the first word, regardless of the earlier instructions to suppress memory for some words. Participants recalled more words from the "respond" group than words from the "suppress" group. This finding alone might simply indicate that the recall of words from the "respond" group had improved because of practice, rather than revealing an impairment of recall for words in the "suppress" group. However, ten of the word pairs that had appeared only on the study list were used as control words. Fewer suppressed words than control words were recalled. This finding cannot be attributed to the practice of recalled words, and indicates that the recall of words from the "suppress" group was indeed impaired. The same outc...

Happiness is… 7 Ways to Increase Your Contentment and Well-Being

Happiness is†¦ 7 Ways to Increase Your Contentment and Well-Being I have experienced a definite rise in my happiness level over the past year. I attribute it to personal growth work I’ve done, starting with the Transform! Training with Wright in Chicago, which I recommend to everyone. I attribute my increased sense of well-being to a new willingness to express my emotions honestly and with much less drama than I have in the past. I experience having more to talk about and less to be afraid of in relationships. I have more fun. I had judged my increased contentment as a purely personal phenomenon until I discovered that the entire world is getting happier! Flipping through the September issue of Success Magazine, I read that 71% of the world, according to the 2013 Gallup World Poll, reports experiencing positive emotions such as enjoyment, laughter, smiles, restfulness and respect; this number is up from 69% in 2012. Many people have written about happiness, and there is even a movie or two about it. Perhaps one of my first lessons in happiness came from the musical â€Å"You’re a Good Man Charlie Brown† in the song â€Å"Happiness Is†¦Ã¢â‚¬  (Click here to listen on YouTube). Here are the lyrics (which for some reason skip over â€Å"Happiness is a warm puppy† – but we know that one is true too!) Happiness is finding a pencil. Pizza with sausage. Telling the time. Happiness is learning to whistle. Tying your shoe for the very first time. Happiness is playing the drum in your own school band. And happiness is walking hand in hand. Happiness is two kinds of ice cream. Knowing a secret. Climbing a tree. Happiness is five different crayons. Catching a firefly. Setting him free. Happiness is being alone every now and then. And happiness is coming home again. Happiness is morning and evening, Daytime and night time too. For happiness is anyone and anything at all that’s loved by you. Happiness is having a sister. Sharing a sandwich. Getting along. Happiness is singing together when the day is through, And happiness is those who sing with you. Happiness is morning and evening, daytime and nighttime too. For happiness is anyone and anything at all that’s loved by you. [spoken] You’re a good man, Charlie Brown Although others have sung that happiness is a warm gun, I prefer the child-like sentiment of the Charlie Brown characters. They understand that objects, situations and people can bring us happiness if we choose to have them bring us happiness. I’m encouraged that more people are enjoying life, and, I imagine, appreciating things both big and small. Happiness, according to Gallup, is a valuable indicator of social unrest. Syria, for instance, had a 46% happiness rating in 2012 and that number plummeted 10 percentage points in 2013 to reach the bottom of the list. I certainly don’t know what Syrians can do to increase their happiness levels; I imagine it’s a chicken or egg phenomenon, where unhappiness breeds unrest and unrest breeds unhappiness. But for those of us in the United States (78%), especially those of us who lead relatively peaceful lives, it’s worth taking a look at what we can do to make our lives more enjoyable. Happiness in the world of Charlie Brown is easy to come by. And I think it can be easy to come by for most of us. Here are some things I believe can lead us in the â€Å"more happiness† direction: Responsibly express a full range of emotions. When we can recognize our fear, anger, sadness, pain and joy, and share those with others, we become more connected as human beings. Emotions are something we can all understand. We need to take responsibility for our experiences as opposed to being dramatic about our anger, hurt and pain. And if we can find the right balance, our communications can become much more intimate and satisfying. Take risks. Taking risks makes me feel alive. I don’t mean jumping off cliffs or out of airplanes; I mean saying or doing something I would not normally say or do, even though I’m terrified. It can be as simple for me as asking for a discounted admission to a gym when I’m traveling, even though I â€Å"know† I won’t get it (I got $5 off a $15 entrance fee). Or asking men to dance with me at a local street festival (I had more fun than I ever did waiting for men to ask me!). These acts of challenge get my heart pumping almost as much as if I were about to jump off an actual cliff. Break rules. As a historical rule-follower, I find that breaking unspoken or sometimes explicit rules can make my life a lot more fun. I have rules like I should not speak until someone else does – but speaking first or interrupting someone often makes a greater contribution to a conversation than waiting silently. I have a â€Å"rule† that I should not tell someone something I don’t like about them – but when I tell them, they often explain their behavior to me or even change it on the spot, creating more intimacy and connection. I used to have a â€Å"rule† that I should go to every event at a conference, especially the meals. But at my last conference, I went to a yoga class during lunch one day, and I’m glad I did! I’m discovering that there are many opportunities on a daily basis to break rules that are not serving me, and I definitely feel happier doing things differently. Celebrate your victories. Martin Seligman, Ph.D., founder of the positive psychology movement, determined that people who wrote down their positive experiences before bedtime every day for a week, and analyzed why they went well, increased their happiness for six months! Simply taking time to reflect on three good things that happened during your day will help you sleep better and increase your overall sense of well-being. Trust people. Cynicism, defined as the â€Å"belief that self-interest is the main motivation for other people’s actions† leads to dementia and higher mortality rates, according to a study in Finland by Anna-Maija Tolppanen, Ph.D. Previous reports have linked cynicism to heart disease. So if you are a cynic, and if you want to be happier and healthier, it’s time to literally change your mind! Focus on positive meaning. Going through life, there are a lot of things to â€Å"do.† Shawn Achor, a Harvard-trained researcher and author of Before Happiness, says we experience up to three times higher levels of productivity in our business lives when we focus on feelings of accomplishment, helping people, social connection, or the thrill of a sale. I imagine the same goes for our social lives. Focus on the bigger picture and the positive goal, and that â€Å"to do† list becomes a happiness generator instead of a drag! Set yourself up to win. If you’re like me, you like to accomplish goals, as opposed to fail at meeting them. One big key to accomplishing more goals is making them achievable in the first place! There’s no reason to go for a big goal and not celebrate until you meet it. There are a LOT of steps along the way to getting there. So rather than setting a goal of clearing out an entire basement, start with a goal like emptying one bin or box a day. That way you get to celebrate every day when you empty that one container, and before you know it you will have a much cleaner basement! You can have multiple wins every day just because you say you’ve won. This list of ways to increase our happiness is by no means comprehensive, but it sure is a good start. Charlie Brown’s experience of happiness is completely attainable in the non-cartoon world, and I for one want to live in a world where the simple things create more happiness. If more people take steps toward happiness, will Gallup find another uptick in 2014? What makes me happy is to think that the numbers will keep climbing.

LEGAL AND FINANCIAL ENVIRONMENT Assignment Example | Topics and Well Written Essays - 1000 words

LEGAL AND FINANCIAL ENVIRONMENT - Assignment Example This is the proportion of work done at the end of that period. UITF 40 method increases profits and tax. A single charge for service providers results in high financial difficulties and may lead to closure of the business. This affects service providers where a large amount of revenue is earned by owners and not employees. In case the contract is short-term, revenue is earned after selling or after working. Sometimes it may take place after delivery of the goods and their acceptance by the customers. Identification of UITF Abstract 40 has the highest benefits to proprietors who have contributed the highest value of the contract. Prior year adjustment accounts require a review of WIP for the earlier years which includes opening and closing balances, goodwill in the balance sheet that has been written off or amortised for any contracts that are in progress. All previous year’s figures are restated. All unaudited company accounts are added. While calculating incomes, ACCA advises that owners should deduct any incomplete work that is not billed in debtors-accrued income. Deduct all unclear balances of any contract; write off all insignificant amounts or any balances. Time records, diaries assess recovery records. The value of debtors is calculated as unbilled contracts. This contract contains all conditions agreed upon. They may include payment, working hours, overtime work and pay and resignation notices. Grace and Taylor require a written employment contract since they are many and work in various departments. According to Crmraeg (2014), employment contract contains employees’ employment conditions, their rights, responsibilities, and duties. Contracts are effective from the beginning of the work offer. The commencement of work indicates that the worker has agreed to the terms of the contract with the employer. Contracts will benefit this company since it contains details of payments, holidays,

The effect of the recent financial crisis and regulatory implications Essay

The effect of the recent financial crisis and regulatory implications for ( your jurisdiction of choice ) but not US or UK ((( I would prefer Dubia ))) - Essay Example the structure and the principles of the financial markets have been proved to have a critical role in the increase of the pressure against the economies internationally; however, there are countries, like Dubai, which managed to keep their economy strong; The effects of financial crisis can be divided into two different categories: a) the effects referring to the national economy and b) the effects related to the firms and individuals that have interests on specific investments. Failures in the regulation of crisis in regard to the economy and the private sector have been identified; these failures have led to the instability of the markets or firms involved1; at the next level, the financial crisis have led to the differentiation of the role of risk – as a decisive factor in the development of financial policies. In this context, it can be noted that the financial crisis has led to the differentiation of the political decisions in regard to the rules that govern the markets worldwide. On the other hand, Claessens et al. (2010) supported that current crisis has many similarities with the financial crises of the past2; under these terms, the countries that have faced similar crises in the past should be more ready to face the c urrent recession; however, in the case of USA the above ‘rule’ has not been verified. Moreover, the view of Claessens et al. (2010) can lead to the assumption that countries with no previous experiences of financial crisis are likely to fail in handling the recent recession; Dubai had not face such a crisis in the past; the crisis hit the country recently, i.e. after having affected all other countries; this fact cannot be easily explained. However, through the case of Dubai it was revealed that experience in crisis does not guarantee the effectiveness against a crisis; the country managed to exit the crisis even if the relevant pressure was extremely strong. Dubai is country characterized for the power of its economy; the financial

The Impact Of Effective Leadership

The Impact Of Effective Leadership Abstract Purpose This study helps us to determine how sales managers leadership style impacts their subordinates organizational work performance on routine tasks as well as on work unit projects. The study will further help the managers to adapt their leadership styles in order to enhance subordinates work performance, and consequently increase overall efficiency of the organization. Academically, this compilation will provide additional insights into the leadership field by contributing to the future development of this study area. Design/methodology/approach Leadership styles and work performance will be measured by a self formulated questionnaire after assessing their reliability and validity. A total of 200 respondents (middle managers with their respective subordinates) working in oil companies of Lahore, Pakistan will be surveyed in the study. Significance of the study By applying the results in practice, managers can adjust their leadership style to facilitate their subordinates to yield high work performance, whereas the human resource management function of oil companies can integrate these results for further enhancing leadership development in their organization. Originality/value This paper is the first attempt to understand the influence of transformational, transactional and laissez-faire leadership styles on work performances of subordinates in the oil industry of Pakistan. Introduction Effective leadership is a driving force for the accomplishment of organizational goals and leadership behavior is an important variable having significant impact on the success of project management (Gharehbaghi and McManus, 2003). Enshassi and Burgess (1991) studied the relationship between leadership styles of several managers and their effectiveness in the Middle East. They found a strong association between managers style and their effectiveness. The high task and high employee orientation style is the most effective style in managing multi-cultural workforces. Managers need to be friendly, accessible, and understanding of their subordinates personalities and requirements with all employees on a project. In addition, they have to be task oriented in order to have control over the process of the work and achieve the target. In the real world there are many subordinates are facing problems which impact their work performances which can be traced to the leadership practices adopted by their respective supervisors. Some of these subordinates may have insufficient competencies or their traits may not fit with the nature of their work or in many cases the supervisor also tend to use inappropriate leadership styles in dealing with their subordinates at various points of times. Superior performance that helps the organization to achieve organizational goals is the prime aim of effective leadership. To achieve superior performance from subordinates, Supervisors must make use of appropriate leadership styles. They should also recognize their subordinates individual needs and their future career goals. Leadership research in oil companies can give us insight on work performance and its impact on companies routinely project outcomes. Appropriate leadership approach can shape subordinates performance in a desirable way and facilitate managerial projects to go smoothly. In addition, adopting suitable leadership approach will create subordinate satisfaction. Satisfied subordinates are likely to put much effort into their work. This study explores the actual leadership styles of few oil companies of, Pakistan and examines the relationships between: Leadership styles on work performance The purpose is to determine What is the most appropriate leadership style for Pakistani Supervisors in this modern time? Once the right leadership style has been identified, applying the style in practice should lead to efficiency in subordinates work performance, and consequently benefit these supervisors who are ultimately responsible for the success of achieving and exceeding sale quotas and other managerial projects. The right leadership style should be able to push subordinates to complete assignments timely and correctly while at the same time, bringing out the best in them. Lastly, professional respect and commitment to the Organization is additional benefits that may accrue through effective leadership Leadership and work performance Leadership can be described in terms of the power, position, personality, authority and responsibility, mostly used as a facilitation process to achieve a goal. Therefore, the definition of leadership used in the present study is the process is defines as (act) of influencing the activities of an organized group in its efforts toward goal setting and goal achievement (Stogdill, 1950) Statement of the problem This study aims at analyzing the relationship of three Leadership Styles i.e. Laissez-faire, Transformational and Transactional leadership styles and subordinates work performance in the marketing and sales departments of various oil and gas companies operating in Pakistan. The study will take into account the effect of the 9 leadership behaviors i.e. idealized influence (attributed), idealized influence (behavioral), intellectual stimulation, individualized consideration, inspirational motivation, contingent reward, management-by-exception (active), management-by-exception (passive) and laissez-faire (no leadership) on the 7 work performance variables i.e. quality of work, quantity of work, creativity in problem solving, team work, discipline, dependable And overall job satisfaction Significance of the problem This study helps us to understand how marketing and sales managers leadership styles and affect their subordinates organizational work performance on various managerial projects.By applying the results in practice, managers can adjust their Leadership style to facilitate their subordinates to yield high work performance, whereas the human resource management function of oil companies can integrate these results for further enhancing leadership development in their organization. Objectives of the study 1) To what extent are these leadership styles present at the managerial level in these departments 2) To determine any relationship, if it exists, between a particular leadership style of sales/ marketing managers/supervisors and its subordinate perceived job performance and/or job satisfaction Scope of the Study The study aimed at answering the following research questions: Q1. Which is leadership style (laissez-faire, transactional or transformational) is present in the organization? Q2. What is the relationship between transformational leadership style and greater quality of work from the subordinate? Q3. What is the relationship between transformational leadership style and greater quantity of work from the subordinate? Q4. What is the relationship between transformational leadership style and higher creativity in problem solving of the subordinate? Q5. What is the relationship between transformational leadership style and higher level of discipline in the subordinate? Q6. What is the relationship between transformational leadership style and higher dependability in the subordinate? Q7. What is the relationship between transformational leadership style and higher teamwork in the subordinate? Q8. What is the relationship between transformational leadership style and overall satisfaction in the subordinate? Q9. What is the between transactional leadership style and greater quality of work from the subordinate? Q10. What is the relationship between transactional leadership style and greater quantity of work from the subordinate? Q11. What is the relationship between transactional leadership style and higher creativity in problem solving of the subordinate? Q12. What is the relationship transactional between leadership style and higher level of discipline in the subordinate? Q13. What is the relationship transactional between leadership style and higher dependability in the subordinate? Q14. What is the relationship between transactional leadership style and higher teamwork in the subordinate? Q15. What is the relationship between transactional leadership style and overall satisfaction in the subordinate? Q16. What is the between Laissez-faire leadership style and greater quality of work from the subordinate? Q17. What is the relationship between Laissez-faire leadership style and greater quantity of work from the subordinate? Q18. What is the relationship between Laissez-faire leadership style and higher creativity in problem solving of the subordinate? Q19. What is the relationship Laissez-faire between leadership style and higher level of discipline in the subordinate? Q20. What is the relationship Laissez-faire between leadership style and higher dependability in the subordinate? Q21. What is the relationship between Laissez-faire leadership style and higher teamwork in the subordinate? Q22. What is the relationship between Laissez-faire leadership style and overall satisfaction in the subordinate? Definition of major terms and formation of the questionnaire Effective Leadership The present study uses effective leadership approach to identify the leadership style of middle management. In this approach, leadership is conceptualized by the behavioral areas from laissez-faire style (non-leadership), through transactional leadership (which hinges on reward system and punishments), to transformational leadership (which is based on inspiration and behavioral charisma) (Bass and Avolio, 1993). The various components are now elaborated. Laissez-faire style. An avoidant leader may either not intervene in the work affairs of subordinates or may completely avoid responsibilities as a superior and is unlikely to put in effort to build a relationship with them. Laissez-faire style is associated with dissatisfaction, unproductiveness and ineffectiveness (Deluga, 1992). Transactional style. Transactional leaders focus mainly on the physical and the security needs of subordinates. The relationship that evolves between the leader and the follower is based on bargaining exchange or reward systems (Bass, 1985; Bass and Avolio, 1993). Transformational style. Transformational leader encourages subordinates to put in extra effort and to go beyond what they (subordinates) expected before (Burns, 1978). The subordinates of transformational leaders feel trust, admiration, loyalty, and respect toward leaders and are motivated to perform extra-role behaviors (Bass, 1985; Katz and Kahn, 1978).Transformational leaders achieve the greatest performance from subordinates since they are able to inspire their subordinates to raise their capabilities for success and develop subordinates innovative problem solving skills (Bass, 1985; Yammarino and Bass, 1990).This leadership style has also been found to lead to higher levels of organizational commitment and is associated with business unit performance (Barling et al., 1996). The following discussions on leadership factors and leadership outcomes are extracted from Bass and Avolios (2004) MLQ manual. Leadership factors The leadership factors used to measure transformational, transactional and laissez-faire leadership style in this study are from the Multifactor Leadership Questionnaire (MLQ) developed by Bass and Avolio based on the theory of Transformational leadership. They are: (1) Laissez-faire factor: The non-leadership. Leaders in this type will always avoid getting involved when important issues arise and avoid making decisions. (2) Transactional leadership factors: Contingent reward. This factor is based on a bargaining exchange system in which the leader and subordinates agree together to accomplish the organizational goals and the leader will provide rewards to them. Leaders must clarify the expectations and offer recognition when goals are achieved. Management-by-exception (active). The leader specifies the standards for compliance, as well as what constitutes ineffective performance, and may punish subordinates for being out of compliance with those standards. This style of leadership implies closely monitoring for mistakes, and errors and then taking corrective action as quickly as needed. Management-by-exception (passive). Passive leaders avoid specifying agreements, clarifying expectations and standards to be achieved by subordinates, but will intervene when specific problems become apparent. This style does not respond to situations and problems systematically. (3) Transformational leadership factors: Idealized influence charisma. This factor consists of firstly, idealized influence attributed, and secondly, idealized influence behavioral. They are the charismatic elements in which leaders become role models who are trusted by subordinates. The leaders show great persistence and determination in the pursuit of objectives, show high standards of ethical, principles, and moral conduct, sacrifice self-gain for the gain of others, consider subordinates needs over their own needs and share successes and risks with subordinates. Inspirational motivation. Leaders behave in ways that motivate subordinates by providing meaning and challenge to their work. The spirit of the team is aroused while enthusiasm and optimism are displayed. The leader encourages subordinates to envision attractive future states while communicating expectations and demonstrating a commitment to goals and a shared vision. Intellectual stimulation. Leaders stimulate their subordinates efforts to be innovative and creative by questioning assumptions, reframing problems, and approaching old situations in new ways. The intellectually stimulating leader encourages subordinates to try new approaches but emphasizes rationality. Individualized consideration. Leaders build a considerate relationship with each individual, pay attention to each individuals need for achievement and growth by acting as a coach or mentor, developing subordinates in a supportive climate to higher levels of potential. Individual differences in terms of needs and desires are recognized. Work performance The success of a project is usually stated in terms of meeting three major objectives: completion on time, completion within budget, completion at the desired level of quality or technical specification (Tukel and Rom, 2001; Xiao and Proverbs, 2003).Atkinson (1999) called these three criteria the iron triangle or golden triangle. In this study, the performance levels of subordinate were measured in the direction which would support the success of meeting deadlines achieving sales targets and completion of various other managerial projects. Thus they were measured from firstly, work quantity (achievement compared with the planned schedule), and secondly, work quality (fit with the desire level of supervisory requirement). In addition, when working in the organization on various projects, people have to coordinate and work together as a team hence teamwork and work disciplines are the important qualities they should occupy (Sanvido et al., 1992; Nguyen et al., 2004). Besides, meeting w ith various customers nature is a daily operation where unpredictable problems occur regularly, creativity in problem solving and the level of dependability on handling routine work and new assignments is an essential quality that the subordinates must posses (Nguyen et al., 2004; Nitithamyong and Tan, 2007). Thus these performance aspects needing to be measured from subordinates include: work quantity, work quality, dependability, team work; creativity in problem solving, work discipline and overall job satisfaction. Together, the seven are used as measures of work performance. The samples There is no list of routinely managerial work projects of oil and gas companies of Pakistan, therefore a non-probability sampling incorporating snowball technique will be adopted selecting 25 qualified Areas Sales Managers (supervisors) and 175 sales manager(subordinates) Research instrument A questionnaire survey was adopted for collecting data because of its advantage in yielding responses in standard format from a large number of respondents and the benefit of collecting data from respondents from geographically dispersed locations. The measurements adopted in the questionnaires are: Effective Leadership styles in this research will be measured by studying the definitions as given by Bass and Avolios (2004) in their multifactor leadership questionnaire (MLQ) Form 5X. and then formulating a questionnaire on leadership style. 2 statements are used to measure each behavior therefore a total of 18 statements of Likert scale are self formulated. The measurement required sales managers to rate each statement on a five-point rating scale ranging from strongly disagree to Strongly agree based on their experience with their supervisor. Work performance. A rating tool was devised for Area Sales Managers (supervisors) to evaluate their subordinates work performance. The measurement required Area Sales Managers to rate each statement on a five-point rating scale ranging from strongly Disagree to Strongly Agree based on their experience with the subordinates. Statements focused on 7 components of subordinates work performance as discussed previously. Literature Review According to Mustapha and Naoum (1998), team management style (9, 9) was chosen by all high performing managers as their preferred management style. The finding further showed a significant association between the level of authority given to the managers and their level of effectiveness. High performing managers were given higher authority than moderate performing ones. Odusami et al. (2003) concluded that there was significant relationship between the project leaders professional qualification, his leadership style, team composition and overall project performance. The most appropriate leadership style identified in their research is consultative autocrat which is similar to team management used in Mustapha and Naoums (1998) study. Other group of scholars explained that leadership behaviour is culturally determined and different from culture to culture. (Burger and Bass, 1979; Lok and Crawford, 2004). National culture can produce statistically significant moderating effects on the impact of leadership on outcomes, subordinates performance, expectations, organizational commitment and job satisfaction are vary from country to country because of the dissimilarity in cultures as well (Al-Meer, 1989; Hofstede, 1991). Besides, some scholars have conducted the research on the relationship between leadership and its outcomes such as satisfaction, work performance, commitment and their result showed the positive association between them (Euske and Jackson, 1980; Savery, 1994). Therefore, it can be assumed that the variations in leadership styles and individuals preferences are influences from cultures variations would lead to differences in outcomes. Yukongdi (2004) revealed that the most preferred management style by t he employees was consultative management, followed by participative, paternalistic, while the least proportion of employees preferred an autocratic manager. Employees who perceived their managers to be more democratic also reported a higher level of influence in decision making, greater satisfaction with participation, and job satisfaction. Numerous scholars have provided evidence contradicting the above. For instance; Kumbanaruk (1987) observed that employees are accustomed to a tradition of a top-down approach with employees receiving orders rather than thinking by themselves and expressing their own ideas. Thai culture is characterised by a tight hierarchical social system, accepted existential inequality and a strong value of relationships (Komin, 1990). Kumbanaruk (1987) and Komin (1990) suggested that employees might feel uncomfortable working in a participative work setting. Involvement in decision-making may bring unwanted responsibilities to subordinates (Rohitratana, 1998) . Thai culture, long time ago, does not encourage subordinates to dare to make mistakes, nor to take initiative but favour avoiding taking risks, because risk means bringing on more uncertain situations and increasing responsibilities (Holmes and Tangtongtavy, 1995). Therefore, it seems reasonable to reveal that working under a participative leader may not necessarily lead to greater job satisfaction among some employees. Hofstede (1980) remarked that in countries in which most employees are afraid to disagree with their managers (high power distance countries); subordinates prefer managers spread across the autocratic or paternalistic styles. Consequently, it is logical to predict that a larger proportion of such employees will prefer either an autocratic or paternalistic manager, while fewer employees would prefer a consultative manager. According to Lok and Crawford (2004), it was expected that higher initiating structure leadership style would provide greater commitment and job satisfaction in Asian firms whereas, higher consideration leadership style would provide greater commitment and job satisfaction in a western firm. Brown (2003) summarised the concept of task-oriented and relation-oriented leadership from several scholars in his research. He revealed that task oriented leadership have included initiating structure; concern with production; autocratic; achievement oriented; goal-achieving include contingent reward; management by exception (active) and management by exception (passive). Relations oriented leadership, or consideration consists of idealized influence (attributed); idealized influence (behavior); individualized consideration; intellectual stimulation and inspirational motivation. According to Burns (1978), transactional leadership is the fundamental of one person taking the initiative in making contact with others for the purpose of an exchange of valued things or bargaining process. It involves rewards and Punishments. Transactional lea ders must identify and clarify to subordinates about the setting role, task requirements, performance expectations and the distribution of rewards and punishment according to performance (Bass, 1985) whereas transformational leadership occurs when leaders and followers raise one another to higher levels of motivation and morality. The transformational leader exhibits charisma, develops a vision, provides inspiration, motivates by creating high expectations and modeling appropriate behaviors, gives consideration to the individual, pays personal attention to followers, provides intellectual stimulation, and challenges followers with new ideas and approaches (Burns, 1978). From the foregoing, transactional leadership is akin to initiating structure or task orientation whereas the transformational style is similar to consideration or relations orientation. Brazier (2005) indicated that organic or flatter structures type of organization with decentralized decision making and low power di stance of most Western firms tends to facilitate a more transformational leadership style while bureaucratic structures with high power distance and high collectivism of Asian firms encourage a more transactional style. Besides, the relationship between organizational commitment and work performance has also been examined by Mowday et al. (1974) and their result indicated that these two variables are positively linked to each other whereas Porter and Steers (1973) found positive relationship between organizational commitment and job satisfaction. Therefore, a transactional leader is capable of facilitating the formation of a group which performs at higher commitment and work performance level to the organization in the Asian context or eastern background. Hypothesis Development I therefore hypothesized the following for Pakistan: H0. There is no leadership approach present in the organization H1. There is no relationship between Laissez-faire leadership style and work performance of the subordinate H2. There is no relationship between transactional leadership style and work performance of the subordinate H3. There is no relationship between transformational leadership style work performance of the subordinate The focus of this research is on leadership styles and their effects on subordinates work performance. Data on leadership style shall be gathered from the subordinate group whereas supervisors will be providing data on their subordinates work performance level based on their judgment. The sales and marketing departments of oil companies mainly multinationals operating in Pakistan usually have one area sales manager who receives direct instructions from the national sales manager at the same time supervises 5 to 8 sales officers (subordinates). Thus, there are direct contacts and relationships between area sales managers and his subordinates. Therefore, sales officers, as direct subordinates of the Area Sales Managers are chosen as the respondents to provide data on the leadership styles and personal competencies of their Area Sales Managers. On the other hand, Area Sales Managers provided data on the work performance of their direct subordinates. The Job description of Area sales manager is managing portfolios, developing a customer base necessary to meet all forecasts and budgets, aligning the number of distributors in the territory by strategic consolidation to increase companies ROI, articulating year on year sales forecasts for procurements at supply chain which helps in minimizing warehousing costs, developing trade promotions scheme for distributors to enhance brand image and sales volume, in close coordination with the brand team, working as a point of contact for customers which ensures smooth business transactions at all levels, keeping close follow ups with all team members prospecting for new business, preparing and presenting proposals and maintaining existing relationships. Thus, it is necessary that both Supervisors and their subordinates are qu alified to be selected for data collection. This reduces the potential bias. The top oil companies of Pakistan were identified and a full set of questionnaires (one for the Area Sales Managers and four to eight for subordinates) were then sent to each qualified work unit with the covering letter explaining the objectives of the study and assuring respondents of confidentiality and urging them to participate in the study.

Critically discuss the extent to which the duty to make reasonable adjustments has eliminated discrimination and inequality of opportunity faced by disabled individuals

Introduction The Government described the duty to make reasonable adjustments as â€Å"a cornerstone of the [Equality] Act and requires employers to take positive steps to ensure that disabled people can access and progress in employment.† On the face of it, this should have resulted in a decrease of disability discrimination in the UK, unfortunately has not been the case. This essay will critically discuss the extent to which the introduction of reasonable adjustments has been successful in the UK, and whether or not the duty to make reasonable adjustments has eliminated discrimination and inequality of opportunity faced by disabled individuals. This essay will focus upon disability and employment as its main point of reference to highlight any discrepancies between non-disabled and disabled people in the workplace. Background to the Equality Act 2010 Disability is defined in the Equality Act 2010 in Section 6(1) as meaning a physical or mental impairment, which adversely affects normal day-to-day activities, with the adverse effect needing to be substantial. Instead of a list of disabilities that are capable of this definition, the Act has given a broad definition, which the disability would have to adhere to if a Claimant is to be successful in their claim. Whether or not a person is disabled is often the first hurdle for an Applicant and can be the most contentious in employment litigation. Discrimination is defined in the Act as when, â€Å"A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others.† Prior to 2010, the Disability Discrimination Act 1995 was the leading statute in this area, ensuring employers were under a duty to make reasonable adjustments for their disabled employees. The House of Lords in Archibald v Fife Council stated that, â€Å"The DDA does not regard the differences between disabled people and others as irrelevant. It does not expect each to be treated in the same way. The duty to make adjustments may require the employer to treat a disabled person more favourably to remove the disadvantage, which is attributable to the disability. This necessarily entails a measure of positive discrimination.† This case was the first substantial case to be litigated on the basis of making reasonable adjustments. The employee had been dismissed on the bas is that they could no longer fulfil their job duties following an operation. This was a discrimination claim and the House of Lords held that there had been a failure by the employer to make reasonable adjustments. Current Law As the law currently stands, the duty to make reasonable adjustments is found in Section 20 of the Equality Act 2010, which states that this duty is comprised of three requirements found at section 20(3), (4) and (5). Firstly, where an employer’s â€Å"provision, criterion or practice of A’s puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled,† then the duty arises. Secondly, it also arises if the disabled person has a physical feature which puts him at a substantial disadvantage and thirdly, without an auxiliary aid, the disabled person would suffer from an inequality of opportunity. Overall, the duty arises when, without such adjustments, the disabled person would be put in a severely disadvantaged position when compared to their non-disabled colleagues. The law imposes upon employees a duty to take reasonable steps to ensuring that the adjustments made would avoid this disadvanta ge. It is interesting to note that the duty on employers to make reasonable adjustments to disabled individuals extends to contract workers and other temporary members of staff such as trainees. This should provide adequate protection from disability discrimination as it extends to all staff but this does not necessarily suffice. Section 20(7) of the Act states that employers are not permitted to charge disabled employees for the costs in making any reasonable adjustments. This is arguably a very important section of the Equality Act as it ensures that disabled individuals are not penalised and bearing the costs themselves for any adjustments to make. It is fair to say that without such protection, the opportunity for discrimination in this way would have been rife in the workplace. Therefore, the duty on employers to make reasonable adjustments is a positive step forward to eliminating disability discrimination in employment. The requirement for equal opportunities for all employee s extends to the recruitment policies of an organisation as well. This will include ensuring that the job advertisement and description is adequately detailed about what is required of the job, yet at the same time making no discriminatory claims. If applicants have to complete an application form then it should be available in different forms to accommodate all disabled people, such as an option in braille. When individuals are invited for interview, all reasonable adjustments should be made to welcome them and assist them on the day, such as having the interview on the ground floor if the applicant is a wheelchair user. The recruitment committee should, ideally, have an equality and diversity officer within the human resources team to ensure compliance with their legal duty of no discrimination against disabled people. When selection tests form part of the recruitment process, applicants with dyslexia or other conditions, should be given longer to read and answer the questions to ensure a fair process. If an applicant is offered the job, then discussions should take place as to what steps and measures should be given to enable the individual to work in a comfortable environment. On the other hand, if an individual is not suitable for the position, then reasons why they were deemed not suitable should be recorded. There should be no evidence of discrimination in these reasons as this could potentially form the basis for a discrimination claim. Reasonable Adjustments The importance of making reasonable adjustments was emphasised by a previous Parliamentary Under-Secretary of State for Education and Employment, who advised that local authorities, â€Å"will be able to do virtually anything to encourage and enable disabled people to work for them, as long as they appoint the person who is most suitable for the job after they have made reasonable adjustment †¦ there is no maximum for such adjustments. If a local authority is prepared to invest vast sums of money in making provision so that a disabled person is suitable for a job, that is up to the authority, and it has that privilege†. The Tribunal in Wynn v Multipulse Electronics Ltd also considered this, where the job applicant was not interviewed on â€Å"health and safety† grounds because of his disability. The Tribunal found that the applicant had the requisite skills and experience for the job, but had been initially rejected as the small company decided that they did not ha ve the resources/finance to make the necessary reasonable adjustments. The Tribunal rejected this reasoning and decided that the company had not made a sensible consideration for the reasonable adjustments, including the fact that the Government provided support for work initiatives and, on this basis, they were successfully sued for disability discrimination. The duty to provide reasonable adjustments to disabled workers has provided the individuals with the statutory vehicle to pursue litigation to alleviating disability discrimination. It is an important outcome from the legislation. Reasonable adjustments can be temporary and can include improvements to the workplace to enable disabled employees to access their workspace and to be able to do their job correctly. This is often seen by the providing of ramps to work premises to assist wheelchair users. There is also the option of delegating certain parts of the job to temporary staff. By allowing disabled people the option of flex ible working hours and by granting them leave of absence for medical appointments etc, employers would be satisfying their legal duty of reasonable adjustments. This ties nicely with the opportunity of job-share. Before starting their role, employers should ensure that disabled people have had the requisite training for their role and correctly understand what is required of them. Employees should have the right equipment in order to complete their duties and this can include specially formatted computers for those with hearing and speaking difficulties. The statute has ensured that employers should take into consideration and take action into the above, and this on the face of it should be sufficient to combat discrimination to provide all employees with equal opportunities at work. Section 21 of the Equality Act 2010 states that it is against the law for an employer to fail to comply with this duty and they can face a discrimination claim if a breach has occurred. Notwithstanding this, Part 3 of Schedule 8 of the Act allows employers the defence that if they lacked knowledge of the disability then they cannot be sued for any lack of action on their part. This is arguably a fair section in the Act as the legal duty on employees has to be reasonable and employers cannot be expected to act if they were unaware of the disability. This is especially so when there is no legal duty on employees to report their disability to their employers. Although, if at interview the person’s disability is obvious at first sight, for example a wheelchair user, then the defence will not be permitted. Similarly, employers are permitted to ask such questions at interview and/or through an application form as to whether reasonable adjustments would be necessary for interview etc. It is argued that organisations that subscribe through these methods are adequately protecting themselves against potential disability discrimination claims. This may be more difficult for current em ployees whose conditions develop during their employment. The most common example is when an employee is suffering from depression and does not exhibit any outward symptoms. The question for the Tribunal is whether or not the employer ought reasonably to have known about the disability. These questions are arguably fair restrictions on the duty to make reasonable adjustments that should not prevent a clear case of disability discrimination. Approach by the Employment Tribunal If successful, Claimants can be awarded substantial fines by the Employment Tribunal, which should, in principle, lead to adequate deterrence to prevent further discrimination by organisations. Despite this, it is not necessarily the case as numerous claims have occurred every year since the introduction of the Equality Act 2010, thereby highlighting the large numbers of discrimination occurring in the workplace. Although, this figure is not truly representative as a number of employees do not take their case to the Tribunal, and it is worrying that the current figure may hide more discrimination in the UK. The lack of cases being taken to the Tribunal may be accounted for the rise in costs to take such action that is largely preventing claimants from pursing their claims. Those in the legal profession have voiced their concerns over the Government’s cuts in legal aid to this area and rising costs. Whilst the statue has in place the duty to make reasonable adjustments, if peop le cannot take their cases to Tribunal, this will severely reduce the deterrence and enforcement impact of the duty. The question of whether or not the adjustments made were ‘reasonable’ is assessed objectively by the Employment Tribunal: â€Å"The question of whether any reasonable adjustments were required †¦ depends on an objective assessment of what could be done to ameliorate the disadvantage in fact created.† The objective nature of the test was reinforced by the case of Tarbuck v Sainsbury Supermarkets Ltd and this remains under the Equality Act 2010. When deciding whether or not the employer has taken ‘reasonable’ measures, the Tribunal will consider factors, such as effectiveness and questioning whether it was a practical move. For example, by providing a blind employee with a computer formatted with braille, is both an effective and practical move to assisting the employee. Costs are a very important consideration and this will depend on a number of factors, such as the resources available to the organisation. It is common sense that a bigger company with more disposable income will be expected to have contributed more to the reasonable adjustments than a smaller company. Notwithstanding this, it is no justification for the employer to say that they could not afford the adjustments required to enable the disabled person to work. It is their legal duty to comply and the Government have providing numerous ways of funding these adjustments. Therefore the legal duty should be complied with and it should have initiated a sharp decrease in the instances of disability discrimination. In Tribunals today, the most popular test is that of The Secretary of State for Work and Pensions v Wilson, where the EAT held that firstly employers have to ask themselves whether the adjustment would overcome the disadvantage the disabled person is currently facing. If this is answered affirmatively, then the Tribunal considers whether or not it was practicable to take these steps. By assessing practicality, the Tribunal will consider the company’s resources and finances to ensure a fair decision is reached. Therefore a smaller company cannot have the defence of saying that they cannot afford to employ a disabled person. On this basis, the legal duty should be alleviating disability discrimination as it applies to all businesses. Academic Commentary Academics such as Anna Lawson point to the fact that disability is the only protected characteristic whereby an employer is under a reasonable adjustment duty. The UK is not unique in this respect, as the same situation is found in the EU and international law. â€Å"There have been calls for a more expansive approach which would extend such duties to religion or to other characteristics more generally. There was, however, surprisingly little discussion of such a possibility in the lead up to the Equality Act. Such a discussion might have been helpful in identifying whether disadvantages often associated with other protected characteristics require the flexibility of response of a reasonable adjustment duty or can be more effectively tackled through specific schemes (such as those applying to flexible working and parental leave).† From this academic perspective, it is fair to say that the legal duty on employers is a positive development in removing discrimination from disable d people. In this article, Lawson is such a supporter of the concept that she campaigns for its existence in other protected characteristics such as religion. This is because failing to comply with the duty to make reasonable adjustments is a form of discrimination in Employment law and the same cannot be said for other protected characteristics. On this viewpoint, it is strongly suggested that disabled people face higher protection than others in this regard. One of the many positives of the legal duty is that it, â€Å"If an employer has failed to make a reasonable adjustment which would have prevented or minimised the unfavourable treatment, it will be very difficult for them to show that the treatment was objectively justified.† However, one of the major problems with discrimination affecting disabled people is that, even if an employer complies with his duty to make reasonable adjustments, they can still treat the disabled employee unfairly on the basis of their disabili ty. For example, an employer may change an employee’s working hours to ensure they attend medical appointments, but that does not prevent them from dismissing the employee on the ground of absence from work. From an objective perspective, the legal duty on employees to make reasonable adjustments for disabled workers has resulted in an increase in the number of disabled people in employment. This can be viewed as a positive step forward in support of disabled people in the workplace. Yet this has occurred with at the same time as an increase in the number of disability discrimination claims. Given the high number of claims, it is at least arguable that reform of the law is required to provide stronger deterrence against disability discrimination. Case Law The case law in this area is interesting and provides valuable assistance in examining whether or not adjustments have eliminated discrimination and inequality of opportunity faced by disabled individuals. The case of Wilson v DWP provides a useful insight into the attitudes of the Tribunal and the way that disability discrimination law has developed, as the Tribunal was seen to be making a substantial award as a mark of deterrence. The case of O’Hanlon v Commissioner for HM Customs said that, â€Å"It will be a very rare case indeed where the adjustment said to be applicable here, that is merely giving higher sick pay than would be payable to a non-disabled person who in general does not suffer the same disability related absences, would be considered necessary as a reasonable adjustment†¦although we do not rule out the possibility that it could be in exceptional circumstances.† Therefore, in exceptional circumstances this could form part of the employer’s legal duty to make reasonable adjustments for disabled people to alleviate any disadvantages or inequality of opportunity. The Tribunal in Nottinghamshire County Council v Miekle echoed this, where the employee was awarded full sick pay for her leave of absence from work. But, this was namely because the failure to make reasonable adjustments was the reason for the employee’s absence, there was a causal connection that assisted her claim. Therefore, this should provide sufficient protection for disabled people from discrimination in the work place. Although, successful cases against employers have been found in cases, such as Burke v Clinton Cards. In this case, a female employee was diagnosed with cancer and despite her employer being aware of her condition, she received an increased workload and the work was not suitable for her. The Tribunal found that her employer had not complied with their legal duty to provide reasonable adjustments, such as a lighter workload or job d uties more suitable to her condition. Both of these measures could have been easily implemented and it only highlights the lack of action by the employer. Therefore, the Tribunal awarded the employee ?10,000 in compensation for her discriminatory treatment. This shows that the Tribunals are willing to find actions of disability discrimination and are doing their part to significantly reduce disability discrimination at work. In the case of Chief Constable of South Yorkshire police v Jelic, the Employment Appeals Tribunal upheld the ruling by the trial Tribunal that the employer had failed to make reasonable adjustments for the disabled employee. The EAT ruled that it would have been a reasonable measure to have allocate the employee’s duties to another police officer in order to assist them. Job sharing and allocating of responsibilities is an important delegation decision for the employer and the Tribunal views it as a reasonable action to take in the circumstances views it. The relatively simple nature of such an action is arguably strong evidence of the continual presence of discrimination against disabled people by employers. The fact that it is against the law to do so does not appear to be an adequate deterrent against discriminatory behaviour. In the media, there have been a couple of high profile cases involving disabled people and the lack of reasonable adjustments. One of the most controversial cases, which showed an apparent discrimination case that shocked the nation, was the female employee at Abercrombie & Fitch. The woman had had her arm amputated and as a result, the employer said it was not a sight that customers should have to see whilst they were shopping. Instead, of making reasonable adjustments to accommodate this, the female employee was sent to the stockroom. The Tribunal and most reading the case were appalled with the behaviour and attitude of the employer. This was reflected in the award the Tribunal provided to the employee. The high profile nature of such claims should act as sufficient deterrence but this case shows that it has been successful at this. Therefore, more is required in order to reduce discriminatory actions against disabled work to allow everyone to be treated equally at work. Conclusion The statute provides that the employer has an important duty to take reasonable practicable steps to ensure that their employees are protected from any risk of harm. This is extended when the situation concerns disabled people as employers must go one step further to make sure that the work and their work premises do not prohibit their ability to do their job. On the face of it, it is clear that the duty to make reasonable adjustments has, to some extent, eliminated discrimination and inequality of opportunity faced by disabled individuals. The same problem applies across the law of discrimination as protection is only granted to the individual if their condition meets the definition of ‘disability.’ It is arguably a complex definition that should be given wider scope to ensure adequate protection for all disabled people in the UK against discrimination. The high number of hurdles a claimant has to jump over to be successful in this litigation is a worrying concern for s ome academics, as they propose that even more has to be done in this area to alleviate disability discrimination in the workplace. As one academic, who campaigns for a reform in the law, says: â€Å"The requirement of knowledge reinforces the reactive nature of the reasonable adjustment duty and likewise places no obligation on employers to consider adjustments until they are confronted either by an applicant, or employee whom they know, or ought to know, to be disabled and to be exposed to a substantial disadvantage as a result of their provisions, criteria, practices or physical features.† Also, the vast number of cases being heard by Employment Tribunals nationally shows that the law is not acting as deterrence to employers. Instead, it may be advisable that reforms do occur in the law to ensure that disabled people have the same opportunities that are open to all. Bibliography Articles Employment Law Bulletin, ‘Disability Discrimination Act 1995’ (1996) 2 Anna Lawson, ‘Disability and employment in the Equality Act 2010: opportunities seized, lost and generated† Industrial Law Journal (2011) 359 Stephen Bunbury, ‘The Employer’s Duty to make Reasonable Adjustments. When is a reasonable adjustment not reasonable?’ International Journal of Discrimination and the Law 2009, Vol.10, pp. 111-131 Books Ian Smith & Aaron Baker, ‘Smith & Wood’s Employment Law’ (11th ed, OUP, 2013) Cases Archibald v Fife Council [2004] IRLR 651 Burke v Clinton Cards October 2010, ET/2900622/09 Chief Constable of South Yorkshire police v Jelic [2010] UKEAT 0491/09/2904 Nottinghamshire County Council v Miekle [2004] EWCA Civ 859 O’Hanlon v Commission for HM Customs [2006] IRLR 840 Tarbuck v Sainsbury Supermarkets Ltd [2006] IRLR 664 The Secretary of State for Work and Pensions v Wilson UKEAT/0289/09 Wilson v DWP [2010] EAT/0289/09 Wynn v Multipulse Electronics Ltd 22 October 2007, Case Number: 2301416/07 Government Report Equality of Human Rights Commission, ‘Equality Act 2010 Code of Practice’ Legislation Disability Discrimination Act 1995 Equality Act 2010 Website Rebecca English (The Daily Mail) â€Å"I was banished to the stockroom, says disabled shop girl now suing Abercrombie & Fitch for discrimination† available at http://www.dailymail.co.uk/news/article-1192674/I-banished-stockroom-says-disabled-shop-girl-suing-Abercrombie–Fitch-discrimination.html accessed 9 May 2014 Equality & Human Rights Commission ‘Reasonable adjustments’ http://www.equalityhumanrights.com/advice-and-guidance/education-providers-schools-guidance/key-concepts/reasonable-adjustments/ accessed 13 May 2014 Gov.uk, ‘Reasonable adjustments for disabled workers’ https://www.gov.uk/reasonable-adjustments-for-disabled-workers accessed 13 May 2014 HSE ‘The law’ http://www.hse.gov.uk/disability/law.htm accessed 13 May 2014 Samira Shackle (NewStatesman) ‘How legal aid cuts are harming the voiceless and most vulnerable’ (13 January 2014) http://www.newstatesman.com/politics/2014/01/how-legal-aid-cuts-are-h arming-voiceless-and-most-vulnerable accessed 13 May 2014 Xpert HR, ‘Disability discrimination awards 2011/12’ http://www.xperthr.co.uk/quick-reference/disability-discrimination-awards-201112/114296/ accessed 9 May 2014