Development Of Emotional Or Psycholgical Problems In Children

Psychologists, for a long time, have always faced the problem of how various emotional and psychological factors surface and developing human beings. In order to solve this problem, these psychologists have traced the various ailments and causes backwards towards childhood times. As a result, modern psychology, biology, and therapists have looked towards childhood markers which eventually dictate psychological and emotional well-being of children.However, the problem remains that tracking emotional and psychological problems that eventually surface in adults could and even in early childhood could not essentially be associated only to a single factor, but rather many other variables. In fact, recent research has continuously found many root causes and markers for predicting emotional and psychological problems in adults and especially in children. One such cause and root for emotional and psychological problems could be related to biology and genetics.As researchers have discovered, various genetic markers may be able to associate themselves with the root causes of abnormal emotional and psychological behavior. In fact, the role that genetics plays in emotion study and psychology has goes so far as to develop a whole new discipline of biological psychology which focuses on genetic factors that eventually result in the disabling or magnification of neural factors.Specifically in children, these genetic factors may affect psychology through language, pathology, learning and memory, cognition, and even over all consciousness. For example, although a society found in children has been traditionally associated environmental experiences and causes, psychologists have for a long time wondered why some kinds of anxiety disorders found in children come up so early as that social factors and cultural norms could not have played an essential role in its development.Towards this research, psychologists have discovered that there are genetic markers that could be passed fro m parent to offspring that directly result in nonnormal anxiety behavior. Also directly to the study of genetics is the association of other biological factors which contribution to emotional and psychological states of children. Genetics, by definition, has to do with the genes of an individual. However, imbalances in organs and biological factors and functions within the human body have also caused such psychological problems to surface in children.For example, occurrences of cerebral palsy in children — an abnormal biological condition that significantly affects emotional and psychological well-being of adults and children alike — could be associated to biological functions and biological causes. However, this research and field of connecting biological relationship to a motion and psychology of children is still in the research stage of scientific development is more and more psychologists are connecting their disciplines in euro signs.Mostly, at least, these biolo gists and psychologists have associated emotional and psychological issues of children to euro and brain activity which only reflects that our emotions and psychological state — even as children — could not only be associated to the environment. However, among all these disciplines, instructions, and research, a large part of the development of emotional and psychological problems in children could be associated to the environment.In fact, statistically, bringing together the research of emotional and psychological problems in children, environmental factors pose the most significant statistical and relevant cause for such behavior. Listing them all down and discussing them would fill volumes and volumes of work and relevant research has been made that connects recent environmental and social concerns that have not even been traditionally associated with emotional or psychological effects to children.For example, just one area of child psychology focuses on the family environment and how it significantly affects and causes many of the problems that surfaced early in childhood that contribution greatly to emotional or psychological health. Also, another childhood years, your pressure and social consciousness — specifically in the academic setting and age groups — has been a constant focus of child psychology research because of the significant effects that are contributed by such social pressure and social environment to the way children think and react especially to given situations.The development of emotional and psychological problems in children, therefore, could either be individual factors in genetics, biology, or environmental factors, work could also be in fact a mix of these three interrelated causal variables. Recent psychological research, again focusing on child psychology, or integrating these three disciplines through the use of open sharing of academic information, to understand the development of emotional or psychol ogical problems in children and they said the research is well underway in the identification of still new variables and factors to problems with regard to child mental health.

Impact the Stephen Lawrence Inquiry Essay

Discuss the impact the Stephen Lawrence inquiry has had on the Criminal Justice System? This essay will screen through the changes made in major areas of Criminal Justice System after the Stephen Lawrence Inquiry Report published and attempts to address changes that have already implemented, the supposed and actual outcomes, and effectiveness of these changes in tackling institutional racism mainly based on qualitative academic debates. The murder of Stephen Lawrence, a black British teenager, in a racist attack in 1993, resulted in a detailed inquiry published in 1999 outlining the existence of institutional racism and as many as 70 recommended changes in policies regarding how police should communicate with ethnic minority groups such that these people will trust police, as well as the practice of handling hate crime. Adoption of these changes, as well as reaction of criminal justice system towards the crime, seems to be slow. It is not until January 2012, thirteen years after the inquiry led by Sir William Macpherson concluded, that changes in the Criminal Justice System have finally resulted in two of the five perpetuators successfully sentenced to jail. The various problems in adopting such changes will be reviewed in assessing the overall effectiveness of suggestions made by Sir William Macpherson in the inquiry report. Policing practice is the key area in the report. Institutional racism, as defined by Sir William Macpherson in Stephen Lawrence Inquiry report, is â€Å"the collective failure of an organisation to provide an appropriate and professional service to people because of their colour; culture, or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people† (Macpherson, 1999). It is noted that the Metropolitan Police Force accepted this definition and criticism (House of Commons Home Affair Committee, 2009) despite initial strong reaction from frontline officers (Foster et al, 2005, Foster 2008). In academic setting the acceptance of such definition is disputed, however. While earlier journal articles criticized the definition of institutional racism, and sometimes the whole inquiry report, as flawed and problematic (for example McLaughlin and Murji 1999, Innes 1999, Anthias, 1999), later academic articles and reports focus on monitoring the implementation of suggestions and appreciation of changes suggested in the inquiry report. While the definition of institutional racism is not the focus in assessing the overall effectiveness of Stephen Lawrence Inquiry on criminal justice system, how people react with this definition is crucial, and the initial unwelcoming reaction towards the inquiry report probably explains the significant delay in implementing some of the suggested changes. The other focus area on policing is stop and search power and practices. In the report Macpherson (1999) recommends more detailed records on stop and search incidents, which requires two copy of records detailing the reason for the search, the findings and action taken, and ethnic identity provided by the person being searched. While one copy is retained by police force, the other copy must be given to the person being searched. The record is simplified to a receipt in 2009 only showing ethnicity of the person being searched and the location, and the full record can now only obtain in person at police station or online (Bennetto 2009, Miller 2010). Bennetto (2009) expressed concern in his report, claiming such change â€Å"shift[s] back towards the discredited pre-1995 model†. Such concern is reasonable because it can be seen as tightening of information freedom, which contradicts to what Macpherson hoped to achieve through his suggestion on stop and search records. No changes are suggested in relation to stop and search power, which the reason is not suggested. Changes in stop and search practices are, however, can be observed, as stated in Miller’s (2010) evaluation. Apart from periodically publishing stop and search records, supervisors and managers of police force are now required to closely monitor such statistics and take timely actions if something wrong is being observed. Also stricter rules on stop and search have since been imposed, along with the requirement of police officers writing a detailed report on spot about every single incident which subjects to review seems helpful in improving police conduct (Fyfe 1979; Skogan and Frydl 2004 in Miller 2010). While stop and search practice has been somehow improved, racial discrimination can still be seen in stop and search statistics. The notion of â€Å"Black and minority ethnic groups, particularly black people, have for many years been disproportionately at the receiving end of police stop and search—a fact associated with profound community resentment towards the police† (Bowling and Phillips 2002 in Miller 2010) still largely applies today. Miller’s (2010) analysis indicate that black people are about 6 times more likely to be stopped and searched, while it is about 2 times more likely for Asians. Similar idea is seen in Bennetto’s (2009) report, which draws on police statistics that shows in 2009 â€Å"black people are seven times more likely to be stopped and searched than white†, worse than Miller’s analysis with the most recent figures in 2008. No official explaination is provided by Police, but Bennetto (2009) assumes this may be caused by simply discrimination of police officers against black youths or misunderstanding of black youths as ‘problem seekers’ by police officers that prompts them to carry out stop and search. This can be seen as a weakness in Macpherson report as such issue still exists after related recommendations have been implemented (House of Commons Home Affair Committee, 2009). Another area addressed in policing is the significant underrepresentation of p olice officers with self-claimed minority ethnic identity. Macpherson examined this issue with particular focus on employment practices of police force. Although Black Police Associations have existed well before the inquiry report published, it has been viewed as â€Å"fragile† (Holdaway and O’Neill, 2006), and Macpherson report have actually overseen this as a tool for promoting recruitment of minority ethnic police officers, particularly black. The result is that police force still faces difficulties in recruiting ethnic minority police officers thus unable to achieve their set targets (House of Commons Home Affair Committee 2009, Foster et al 2005). New recruit training scheme has since been launched, however it is the organizational culture, dominated by racism, that creates the ‘glass ceiling’ of ethnic minority and women police officers which fears such potential applicants off regardless of what the police force attempt to promote in recruitment advertisement (Fielding, 1999). Legislation and Adjudication is not a focus area in Macpherson report. Macpherson (1999) only suggested current sentencing practices to remain in place, and the abolishment of double jeopardy rule on murder charges due to seriousness of such crime. The abolishment of double jeopardy rule on murder charges seems to have nothing to do with institutional racism; rather, this change, implemented only in 2005, seems only to pave the path for retrial on the murder of Stephen Lawrence, which the police force admits to have been mishandled (Foster et al, 2005). It is a positive move, however, because such change in legislation allows two of the perpetuators to be sentenced to prison and clearly demonstrate how the criminal justice system accept criticism on past mistakes. There are debates on overall effectiveness of the changes suggested in Macpherson report. One claim, as noted in Rowe’s work (2004) and Waddington’s (1999), is that institutional racism is so deeply rooted in police force in which discrimination has actually become a culture, evidenced by female officers and those of ethnic minorities do not receive equal opportunities in promotion. Innes (1999) also claimed in his work that Macpherson report focus too much on institutional racism and â€Å"fails to understand the complexities and subtleties intrinsic to, and constitutive of this particular aspect of police work†, and at the same time â€Å"displays a tendency to conflate what are in actuality separate problems of racism and systemic management failures†, thus raising doubts in the overall effectiveness of the suggestions. However, official report in 2009 indicates that the recommendations are being implemented with positive feedback (House of Commons Home Affair Committee, 2009). In recent journal articles, although concerns have been raised as well, there are still acknowledgements of changes being implemented and positive outcomes have been observed (Bennetto 2009, Miller 2010, Rowe 2004). It can be seen that if all the changes are implemented, institutional racism can be effectively tackled; one cannot expect it to completely diminish, however. To conclude, it is obvious the Criminal Justice System has positively implemented to almost all of the suggested changes in the Macpherson Report. The time taken to implement these changes, however, is considered too long that hate crimes, similar to the murder of Stephen Lawrence, has not been addressed timely before 2005. The limitation of the Macpherson inquiry in the areas of policing, legislation and adjudication practices only leads to issues in correction institutions not properly addressed. However, as the inquiry itself is based on a single unresolved hate crime that occurred 6 years before the inquiry, one cannot expect the inquiry to address every single issue in the criminal justice system. In fact, the coverage of Macpherson inquiry is so wide that institutional racism has been properly tackled in the past ten years, although still exists today because it has become a culture so deeply rooted in the criminal justice system that complete elimination is virtually impossible. Not all intended effects of the changes can be seen by now, but there is an obvious trend that the criminal justice system has accepted the criticism as institutional racist and moving on the right direction to have things amended. In recent years human right advocacies such as Equality and Human Rights Commission has put an eye on this particular issue and with their consistent lobbying effort, one can expect major progress in eliminating institutional racism from criminal justice system to be successfully achieved in foreseeable future. Bibliography Anthias, F (1999) Institutional Racism, Power and Accountability, Sociological Research Online, vol. 4(1). Available from: http://www.socresonline.org.uk/4/lawrence/ /anthias.htm [Accessed November 30, 2012] Bennetto, J. (2009) Police and racism: what has been achieved 10 years after the Stephen Lawrence Inquiry report? London: Equality and Human Rights Commission. Available from: http://www.equalityhumanrights.com/uploaded_files/raceinbritain/ policeandracism.pdf [Accessed November 30, 2012] Foster, J. (2008) ‘It might have been incompetent, but it wasn’t racist’: murder detectives’ perceptions of the Lawrence Inquiry and its impact on homicide investigation in London, Policing & Society, Vol. 18(2), pp. 89-112 Foster, J. et al (2005) Assessing the impact of the Stephen Lawrence inquiry, London: Home Office. Available from: http://library.npia.police.uk/docs/hors/hors294.pdf [Accessed December 1, 2012] Fielding, N. (1999) Policing’s Dark Secret: The Career Paths of Ethnic Minority Officers, Sociological Research Online, vol. 4(1). Available from: http://www.socresonline.org. uk/4/lawrence/fielding.html [Accessed November 30, 2012] Holdaway, S. (1999) Understanding the Police Investigation of the Murder of Stephen Lawrence: A ‘Mundane Sociological Analysis’, Sociological Research Online, vol. 4(1). Available from: http://www.socresonline.org.uk/4/lawrence/holdaway.html [Accessed November 30, 2012] Holdaway, S. and O’Neill, M. (2006) Ethnicity and culture: thinking about ‘police ethnicity’, British Journal of Sociology, Vol. 57(3), pp. 483-502 House of Commons Home Affair Committee. (2009) The Macpherson Report – Ten Years On, London: Stationery Office. Available from: http://www.publications.parliament.uk/ pa/cm200809/cmselect/cmhaff/427/427.pdf [Accessed November 30, 2012] Innes, M. (1999) Beyond the Macpherson Report: Managing Murder Inquiries in Context, Sociological Research Online, v ol. 4(1), available at: http://www.socresonline.org.uk/ 4/lawrence/innes.html [Accessed November 30, 2012] Miller, J. (2010) Stop and Search in England: A Reformed Tactic or Business as Usual?, British Journal of Criminology, 50, pp. 954-974 Macpherson, Sir William. (1999) The Stephen Lawrence Inquiry, London: HMSO. McLaughlin, E. and Murji, K. (1999) After the Stephen Lawrence Report, Critical Social Policy, Vol. 19(3): 371-385. Murji, K. (2007) Sociological engagements: Institutional racism and beyond, Sociology-the Journal Of The British Sociological Association, Vol.41(5), pp.843-855 Rowe, M. (2004) Policing, Race and Racism, Cullompton, Willan (Chapter 3) Shiner, M. (2010) Post-Lawrence policing in England and Whales: Guilt Innocence and the Defence of Organizational Ego, British Journal of Criminology, 50, pp. 935-953 Waddington, P (1999) Discretion, ‘Respectability’ and Institutional Police Racism, Sociological Research Online, vol. 4(1), Available from: http://www.socresonline.org.uk/4/ lawrence/waddington.htm [Accessed December 1, 2012]

Duties of a Student Essay

THE PERIOD OF LIFE, WHICH WE SPEND TO RECEIVE EDUCATION IN EDUCATIONAL INSTITUTIONS, IS CALLED STUDENT LIFE. IT IS NOT ONLY THE BEST TIME OF A MAN’S LIFE BUT ALSO THE SEEDTIME AS THE SUCCESS AND HAPPINESS IN OUR LIFE DEPEND ON HOW WE HAVE SPENT OUR STUDENT LIFE. THAT IS WHY, THIS LIFE IS THE LIFE OF WORK, OF DUTIES AND RESPONSIBILITIES IF THE LATER PART OF LIFE IS TO BE A LIFE OF ACHIEVEMENT AND SUCCESS. BUT WHAT EXACTLY ARE THE DUTIES OF THIS LIFE? GIVING A SATISFACTORY ANSWER TO THIS QUESTION NEEDS A RATHER LENGTHY DISCUSSION. IT IS SAID, â€Å"MAN HAS THREE DUTIES – DUTY TOWARDS GOD, DUTY TOWARDS PARENTS AND DUTY TOWARDS MANKIND. † I THINK, A STUDENT HAS TO DO ALL THESE THREE DUTIES INCLUDING AN EXTRA DUTY, I. E. STUDY. THE FIRST AND FOREMOST DUTY OF ANY STUDENT, AS EVERYONE OPINES, IS STUDY. THE MAIN STUDY COURSE OF A STUDENT CONSISTS OF THE BOOKS OR MATERIALS HE / SHE IS SUPPOSED TO STUDY. THESE ARE UNDOUBTEDLY, THE PRIMARY SOURCE OF KNOWLEDGE FOR STUDENTS. SINCE THESE ARE PRE-PLANNED AND PREPARED ACCORDING TO THEIR SPECIFIC NEEDS, THEY SHOULD FIRST LEARN FROM THEM. A WIDE RANGE OF OTHER REFERENCE AS WELL AS NON-REFERENCE BOOKS, NOVELS, DRAMAS, POETRY, MAGAZINES, ARTICLES, HOWEVER, WILL BE CONSIDERED EQUALLY IMPORTANT IN THIS REGARD. AFTER THAT, A STUDENT SHOULD SAY HIS PRAYER REGULARLY AS PRAYING HABIT CREATES ALL THE QUALITIES OF HUMANITY LIKE HONESTY, TRUTHFULNESS, MODESTY, POLITENESS, PUNCTUALITY, DISCIPLINE ETC. HE SHOULD BEAR IN MIND, WHAT MAHATMA GANDHI COMMENTS, â€Å"REAL EDUCATION CONSISTS IN DRAWING THE BEST OF YOURSELF; WHAT BETTER BOOK CAN THERE BE THAN THE BOOK OF HUMANITY. † HE SHOULD PASS HIS  TIME IN A SYSTEMATIC WAY, WHICH WILL HELP HIM TO FOLLOW THE RULES OF DISCIPLINE AND PUNCTUALITY TO THE LATTER. HE SHOULD TAKE PART IN GAMES AND SPORTS TO KEEP FIT ALSO. IT HELPS HIM TO HAVE A SOUND BODY AND 1 B. A(Hon’s), M. A in English, Upazila Family Planning Officer, Golapganj, Sylhet (BCS-Family Planning, BCS-General Education); Former Teacher of BAF Shaheen College Dhaka; Email: mmannann@gmail. com CONSEQUENTLY, HE CAN DEVELOP A SOUND MIND. HE ALSO SHOULD TAKE IN DEBATE, DISCUSSION, SEMINARS, AND SYMPOSIUM, WHICH WILL WIDEN HIS KNOWLEDGE. A MAN’S CHARACTER IS MUCH MORE INFLUENCED BY HIS COMPANIONS. SO IT IS THE FOREMOST DUTY OF ALL THE STUDENTS TO MIX WITH GOOD FRIENDS AND GIVE UP BAD COMPANY AT ALL COSTS. A STUDENT CAN GO ON EXCURSION AND PICNIC WITH HIS FELLOW STUDENTS BY WHICH MONOTONY WILL BE DERIVED. A STUDENT SHOULD OBEY HIS TEACHER’S INSTRUCTION TO THE LETTER. PARENTS ARE THE MOST WELL-WISHERS OF A MAN. SO HE SHOULD NEVER BE OUT OF CONTROL OF THE SOCIETY. A STUDENT HAS TO GET INVOLVED IN THE WEAL AND WOE OF HIS OWN FAMILY. A STUDENT SHOULD BECOME A REAL PATRIOT. A STUDENT CAN RENDER MANY SOCIAL AND BENEVOLENT ACTIVITIES. HE CAN TEACH THE ILLITERATE PEOPLE. HE CAN HELP THEM UNDERSTAND THE IMPORTANCE OF FAMILY PLANNING, MALNUTRITION, SANITATION, EXPLOSION ETC. DURING THE TIME OF NATURAL CALAMITIES, HE CAN SERVE THE AFFECTED PEOPLE BY GIVING THEM FOOD, SHELTER, MEDICINE, PURE DRINKING WATER, CLOTHES ETC. HE HAS TO KNOW HOW TO IDENTIFY HIMSELF WITH THE WHOLE NATION WITH RESPECT TO VARIOUS ASPECTS OF ITS PRIDE AND DEFICIENCIES. THAT IS, HE HAS TO GROW A SENSE OF BELONGING. THOUGH, STUDENT SHOULD NOT TAKE ACTIVE PART IN POLITICS,  THEY SHOULD TAKE A BOLD STAND AT THE TIME OF NATURAL NEED AND SET EVERYTHING RIGHT. THEY SHOULD BEAR IN MIND THAT ONLY STUDENTS CAN MAKE A NATION GREAT. SO THEY SHOULD BE CAREFUL TO ATTAIN THE QUALITIES OF A WORTHY CITIZEN. THERE IS NO ROSE WITHOUT THORNS, NO RIGHT WITHOUT DUTIES, AND NO PLEASURES WITHOUT PAINS. NO WONDER THEN THAT A STUDENT HAS TO DISCHARGE DUTIES TO HIS OWN SELF, TO HIS PARENTS, TO HIS FAMILY, TO HIS COUNTRY AND TO THE WIDE WORLD. MISTAKE ONCE COMMITTED IN THIS PERIOD CAN HARDLY BE RECOVERED. THE SUCCESS OF OUR LIFE DEPENDS ON THE BEST USE OF OUR STUDENT LIFE.

US company Global Marketing Research Paper Example | Topics and Well Written Essays - 3000 words

US company Global Marketing - Research Paper Example Global operation of the companies has not only created new avenues to earn more revenue, but also played major role in ensuring companies sustain for a longer period of time. In addition, a company with global operation also has competitive advantage over its competitors, as it allows the company to cater to variety of customers and gain their loyalty (Cherunilam, 2010, p.24). Apart from that, the brand value of the company also increases greatly. In the context of USA, there are several companies which have considered international expansion such as Starbucks, Walmart, McDonalds and Apple among many others. However, this project will shed light on how Apple, the US technology giant is managing their global marketing and operation. The paper will emphasize on the marketing and operation strategy of Apple in the international market. Along with that the paper will carry out in-depth analysis of the business environment of the chosen location. The industry in which the company belongs will be also analysed thoroughly. Once the analysis potion is covered, the issues faced by the company in the chosen market will be highlight and how the company should deal with it will be recommended. Finally, on the basis of the findings a conclusion will be drawn. The study will now provide a brief introduction of ‘Apple’. Apple Inc., commonly known as Apple is a US based company involved in manufacturing and marketing of technology products. The company was founded by Ronald Wayne, Steve Jobs and Steve Wozniak, and in the year 1976. It is currently headquartered at Apple Campus, 1 Infinite Loop, Cupertino, California, U.S (LÃ ¼sted, 2012, p.9). The company is known for its wide range of innovative products. Some of the bestsellers of the company include iPhone, iPad, and iPod among others. Apart from manufacturing and marketing electronic gadgets, the company

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

Abstrsct - Essay Example The research study aims addressing how EFL teachers can apply videoconferencing as a tool for promoting intercultural competency. Teachers can only be able to make informed decisions if they have adopted a telecollaborative learning approach that enables them to work together in completing common tasks that need both technological and pedagogical knowledge in online platform. A collaborative online learning environment is essential for foreign EFL teachers since it augments their capacity for critical thinking, reduces isolation, and support sharing of opinions, experiences, ideas in the Saudi Arabia intercultural classroom. The study’s methods will entail training of the EFL teachers, especially to acquire skills in the moderation in synchronous platform as well as intercultural competencies. The application of ICT in the training will give the EFL teachers the opportunity to practically apply their experienced in the classrooms thereby enhancing learning. The purpose of the research study is to enable teachers to gain ICT competency, use ICT in developing various educational paradigms, and to use it both as a mind and teaching tool. Teachers will be required to develop the skills and knowledge on e-learning. The study is particularly designed to prove how videoconferencing can replace the conventional teaching method in enhancing the training of Intercultural Communication among in-service English teachers who are not conversant with the Arabic

Identify and research a problem caused by a U.S. corporation and then Essay

Identify and research a problem caused by a U.S. corporation and then to convince the audience that something must be done to stop them from doing this - Essay Example Even the crucial and vital concerns like statutory provisions, environmental laws, social norms, business ethics and general well being of the society are more then often compromised by the corporations to achieve their fiscal and marketing targets (Chris 16). Any well informed citizen with reasonable levels of exposure to the print and digital media will conclusively testify to the fact that more then often corporations have been found to be willing to damage the world to make more money. This deliberate willingness to hurt the human values by any individual or institution definitely deserves the concern and intervention of a civil society based on democratic values and ideals. The US based corporations, being a part of a thriving capitalist and democratic society, aught to be held responsible for the breach of statutory provisions and public trust committed by them. However, the primary problem hampering this ideal is the fact that the corporations have over the years, assimilated themselves into the society in a way that does not extend the people with specific rights and mechanisms to facilitate a close scrutiny of their day today operations. The very framework and design of the corporations extends them with the ability and power to side step or sideline the public intervention or interference. Public institutions run by the tax payers' money are constitutionally accountable to the masses and the people do have the power to comment on the validity of the decisions taken by them, though indirectly through the provision of voting and adult franchise. The private corporations tend to differ from the state institutions in the sense that they are not liable to seek the approval and validation of the masses as they are privately funded and managed. Besides the enormous funds and political power that they have at their disposal makes them practically immune to public opinion and concern. Infact such an arrangement stands to be a grave injustice to any free and democratic society. The society can not and should not be denied the right to have a say in the affairs of such big and powerful concerns like private sector corporations.This heavy handedness of the US based MNCs becomes even more unrestrained when it comes to doing business in the third world nations. Not only the statutory and monitoring arrangements in the third world countries are often vulnerable to outside influences and powers, but the rampant corruption in such nations makes it relatively easier for the private corporations to bypass and ignore the public well being, environmental laws and business ethics (Basu 34). Even if their misdeeds and blunders get exposed owing to the media activism, the massive clout and influence that the US corporations enjoy in the federal and state legislatures facilitates them with ample government backing and support, which is sometimes sufficient to snub or scare away the state and private objections and resistance. At the end of the day, the corporations have to prove it to their stockholders that they are making huge profits. This quest for profit motivates and lures the corporations to exploit and manipulate the loopholes existing in the arcane laws and administrative structures in the

Festival and event organisation of your choice Essay - 1

Festival and event organisation of your choice - Essay Example in the globe and has evolved from an agricultural festival to become a large-scale activity characterized by entertainment and activities on a large scale for the last two centuries. Conversely, the historical aspects of the Bavarian culture still exist and are currently celebrated as rituals as well as traditional experiences with the expansion of cultures resulting in the introduction of inventive and challenging ideologies at the yearly trademark festival. Each year, almost six million individuals visit the Theresienwiesn to drink beer together, relish the traditional German delicacies and dance to music throughout the day (Schulte-Peevers, 2010, p. 314). Seven hundred beer tents as well as trading booths can be found in the Oktoberfest grounds, along with fourteen dedicated tents which are constructed based on particular themes such as the flirt tent that can hold up to ten thousand people. Among the exceptional characteristics of Oktoberfest is that regardless of the fact that t here are no marketing or sponsorships, this huge event continues to be successful with a high degree of economic stability (Stephenson, Mintzer and Stephenson, 2008, p. 274). Oktoberfest came into existence for the first time in 1810 as a means of honoring the marriage of Ludwig, who was a Bavarian crown prince (Yeoman, 2004, p. 34). These events occurred four years after Bavaria had become a Kingdom with the traditional festival being employed to develop a dynasty of the new Bavaria and the promotion of Munich. Traditionally, the last week of Oktoberfest was in October and this tradition is still being used in the present times (Schulenkorf, 2008, p. 3). Horse races that were incorporated into the first Oktoberfest festivals and at one time the most popular activity during the festival are not held in the present (Hall and Sharples, 2008, p. 174). However, agricultural shows, which were also an attraction in the past, are still held every three years as Oktoberfest progresses in the

Pricing of Goods and Services Coursework Example | Topics and Well Written Essays - 10000 words

Pricing of Goods and Services - Coursework Example The difference between pricing of goods and services are also highlighted and the emphasis is on understanding consumer needs, market trends, quality given and expected, competitor pricing methods used, geographical or local demands, and the resources available that would determine price. Recommendations are provided for more successful approach to marketing and for superior pricing strategies. This project would deal with the efficacy of pricing strategies and how these strategies are made. Pricing strategies are important for companies as they can help companies to successfully use market trends and expectations and set their prices to increase sales and reputation of their products and services. The marketing and business strategies of companies may not always follow strict pricing rules and theories and this may lead to incorrect pricing of products and services which can result in losses. To avoid this situation, companies must realize that their corporate focus could be largely based on pricing and drawing up a strategy for the pricing of goods and services would go a long way in improving company performance. The study here compares two different approaches to pricing drawing out similarities and differences and suggests the different pricing methods that could be most appropriate for different marketing situations. By throwing some light on different pricing method s, the thesis shows the pricing strategies that could be used by companies whether they are simply entering a market or trying to have an edge over competitors. This project differentiates between cost based, competitor based and value based pricing and thus could be a resource for companies that seeks to understand the importance of pricing strategies for marketing and selling of their products and services. This project seeks to provide comprehensive information on pricing methods available and differentiates the pricing strategies that could be used in different marketing situations. In addition, it is focused on how pricing strategies would be applicable for different management situations such as retail, services sector, land development or value based real estate pricing, internet services, healthcare, financing and general business. Here, I will provide analysis and delineate the scope of future work by providing research evidence and suggestions for future development in the area of pricing and the strategies used for pricing services.

McDaid Development (Ireland) Limited Assignment - 1

McDaid Development (Ireland) Limited - Assignment Example The company shall exist in its own capacity so that it can do business, carry out activities, suffer losses, enjoy profits, hire and fire employees and pay the taxes. All these procedures are done under the company’s capacity and no owner, member or shareholder is liable for those activities. The law has recognized the company as a distinct legal entity because it gives the owners the capacity to enjoy limited liability and the risk for their investment in shares and stock. This principle allows the company to be treated individually, not as a person or machine. The company cannot operate itself and so a group of experts is needed to manage the activities under the policies and rules ethically and responsibly. This concept has its roots in the UK House of Lord case of Salomon v Salomon & Co Ltd. Salomon v Salomon & Co Ltd was a case of 1897. Salomon was a sole proprietor who sold his business to a corporation. He was the main shareholder of that company. However, the company’s debts increased and it eventually had to be liquidated. When the case went to the High Court, it was held that Salomon created the corporation solely in order to transfer his individual business to it. This was the prima face and according to this, Salomon and the company were one entity. The company was the agent of Salomon and he was liable for the debts to the unsecured creditors. The House of Lords overturned this decision and held that Salomon and the company were separate entities and he personally did not owe any of the creditors. Since the company had its legal personality, the debts belonged to the company alone. This concept applied to McDaid Development (Ireland) Ltd as the company was a limited liability company. It had one director, one secretary, and one shareholder. The owner and director could enjoy limited liability as the company had its own property and debts. The chapter 2 of part 10 in the Company Act 2006

Echo Planar Imaging, or EPI, Fast Imaging Techniques (MRI) Essay

Echo Planar Imaging, or EPI, Fast Imaging Techniques (MRI) - Essay Example EPI is fast because it uses single excitation of a slice followed by the continuous readout through the k-space using GRE pulse sequence (Delbeke, Martin, Patton and Sandler, 2002). After the RF excitation MR imaging mostly depends upon the formation of echo at some point. Spin echo (SE) sequences are the most former MR sequences (in fact earlier to imaging) (Westbrook, 2009). EPI is called blip because between echoes phase blip causes change in Ky and a new line is sampled. In EPI each gradient refocused echo contributes one line in k-space. The positive and negative read gradients change the direction in which the line is read. In contemporary MR system that are capable of EPI, the fast varying magnetic field linked with the shifting of the magnetic field gradients is capable to produce currents within tissue, which may exceed the nerve depolarization threshold and cause peripheral nerve stimulation (PNS). However, the chance of cardiac muscle stimulation also exists, as a result p resenting an artifact (Delbeke, Martin, Patton and Sandler, 2002). From the research on animals it can be suggested that stimulation of respiratory system takes place at exposure levels of the order of 3 times that necessary for PNS, while cardiac stimulation requires 80 times the PNS threshold. The probability of occurring PNS is mostly in EPI. Particularly one has to be cautious of 2 situations: (a) Whilst sloping slices are utilized and it is probable to have a greater slew rate through adding the contributions from two or three sets of gradient coils. (b) For coronal or segittal EPI where the possible current loops in the torso are greatest when the read gradient is in the head-tool direction. In general, dB/dt is monitored through the scanner and lead to the likelihood of stimulation (Delbeke, Martin, Patton and Sandler, 2002). Spin Echo EPI The most commonly used sequence is known as spin echo. It is characterized by the initial application of a radio-frequency pulse of 90 deg rees, followed by one more in front of 180 degrees, then double the time between these two pulses a signal or echo from stimulated tissue is successively applied with several pulse sequences of 90 and 180 degrees, each of which produces an echo which will form the radio wave which provides molecular information. In carefully constructed sequences extra slices are excited while waiting for T1 recovery, so one phase encoding step is acquired for several slices during TR (Weishaupt, Koechli and Marincek, 2008). In a spin echo sequence, the phase encoding changes amplitude every TR. This is to give each echo the correct 'kick' to place it on the right line. You can think of it like a soccer ball tied to a piece of elastic. You need a hefty kick to move it to the outer edges of k-space (large phase encoding gradient), and a little kick for a line closer to the center (small phase encoding gradient). The spins always return to the centre line (i.e. the elastic in our analogy) because you are re-exciting the spins each TR in a spin echo sequence (Bankman, 2008). (Weishaupt, Koechli and Marincek, 2008). Figure shows spin echo pulse diagram, with the sampling of k –space. Reducing the time of the Image For acquiring an image time required is based on the following relation. Tacq = Nacq X Nv X TR Where, Nacq = acquisition number, Ny = Number of steps for phase encoding, and TR= Time period for repetition. Hence in order to reduce time of

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

Cereality - Essay Example (Cereality). Cereality-The Expansion Program At present the company is making plans to expand its business operations to a European market, Paris. The city of Paris is chosen for the next phase of expansion of the Cereality Company owing to the following reasons. Increased traffic of Tourists Large presence of Fast Food Corners Rendering a Cost Effective Approach favored by many Tourists Firstly, the city of Paris is becoming the home ground for many tourists who come attracted to the city on account of the reason that they would be able to visit a number of historic sites possessing magnificent architectures. These people do not feel the interest in spending their time over large meals. Rather they take to fast food as an option which helps them feel their appetite and at the same time helps saving time. (Naczelnik). Secondly, a visit conducted by us on Paris revealed that the city on account of the above reason has already become the home ground of many fast food corners and joints wherein the tourists relish the different flavors. A number of fast food concepts have cropped up in different parts of the city which include of Stands and Food Courts serving fast food to a large number of people visiting the city. One can easily trace the growth of fast food market in Paris while observing the different options like baked products and other bread food items like pastries and sandwiches composing the fast food sector.

Tim OBriens The Things They Carried Essay Example for Free

Tim OBriens The Things They Carried Essay Introduction There is a thin line between fact and fiction.   This is particularly true in Tim O’Brien’s THE THINGS THEY CARRIED.   Tim O’Brien expertly dealt with words as he described the atrocities of war in this book. Tim OBriens The Things They Carried goes beyond the usual fare of war fiction. As a matter of fact it goes beyond fiction despite the fact that the author labeled it as a work of fiction on the title page.    The book is an amalgamation of several genres – a memoir, a novel, and a collection of short stories. O’Brien’s genius lies in the fact that he turns fiction into something real so much so that the demarcation of fiction and fact in this story is hardly noticeable. You can never tell when the fact ended and the imagination begins.   There is a subtle intertwining of fact and fiction that hooks the reader into reading further.    The story may be fiction but the emotions, tragedies and lives behind the story are real. So real in fact, anybody can relate to them. I want you to feel what I felt. I want you to know why story-truth is truer sometimes than happening-truth. Chapter 18, pg. 179. This is a telling part of the story as Tim O’Brien relates how he wants the truth to come out not as the way other people seen it but the way he does.   His own version of the truth is what matters to him. Truly, facts could sometimes be stranger than fiction. Analysis The first-person narrator of this book is named after the author, Tim OBrien.   Tim is both a writer and combat veteran of the Vietnam War. The war fiction is not about the usual war story where gory tales of hatcheted bodies and non-stop killings abound. Instead, one finds a certain attachment to the characters as O’Brien skillfully narrates the emotional and psychological impact of war on them.   OBrien shows the true nature of the soldiers of the Vietnam War not as fearless soldiers but as young men and boys who are inexperienced and frightened in a strange land.   Even O’Brien is not spared from fear of going to war. My conscience told me to run, but some irrational and powerful force was resisting, like a weight pushing me toward the war. What it came down to, stupidly, was a sense of shame. Chapter 4, pg. 52. In this part of the story, Tim contemplated on how he was indecisive about being drafted for the war.   The character Tim OBrien reacts to his draft notice by going to the Canadian border and spends six days in a isolated lodge in the company of an old man named Elroy while he debates on whether he should evade the draft or accept it and go to war. In the end, he decided to go to war not so much he believes in it but more so because he does not want to put his family to shame. It is largely compelling, emotional and even humorous.   It gives a human face to the war as opposed to a mere narrative. OBrien explores the things they carried both figuratively and literally through the intermittent narration of the lives, even death, of the soldiers comprising the Alpha Company. OBrien masterfully recounts the emotions going through a soldier during unforgettable moments of his life: his feelings when drafted, his guilt when forced to kill an enemy, his shock at seeing friends or fellow soldiers killed in action and the gnawing feeling of homesickness. The plot is simple but told several times through different characters point of view, making it appear more complex than it seems. The book has its light and humorous moments though as depicted in the story the Sweetheart of the Song Tra Bong.   O’Brien, the author, knows exactly the perfect order of stories to attain the best effect, whether as a stand-alone story or to augment other stories.   Tim has a way of relating stories that catches the reader by surprise like this one: Speaking of Courage was written in 1975 at the suggestion of Norman Bowker, who three years later hanged himself in the locker room of a YMCA in his hometown in central Iowa. (Page 155) Love is one of the motivating factor for Tim’s need to tell the story. It had all the shadings and complexities of mature adult love, and maybe more, because there were not yet words for it, and because it was not yet fixed to comparisons or chronologies or the ways by which adults measure such things. I just loved her. Chapter 22, pg. 228. Tim O’Brien, the character professes his love for a girl when they were little. In the end, Tim admitted that his penchant for telling stories and why he needs to do it as he relates his life to the soldiers.   Im skimming across the surface of my own history, moving fast, riding the melt beneath the blades, doing loops and spins, and when I take a high leap into the dark and come down thirty years later, I realize it is as Tim trying to save Timmys life with a story. Chapter 22, pg. 246. In this quote, Tim tells of his need to tell stories. He knows it can bring the dead loved ones back to life, as if they are still with us. The soldiers do this to shield them from painful memories of losing a friend or killing a person. Tim, the character, tells stories since he was a child, when he lost the first girl he ever loved to brain tumor. The stories may change –characters, places, and events but the storyteller keeps the memories alive. These multiple narratives seem complex even at times confusing but OBrien once again manages to pull this off perfectly. â€Å"The Things They Carried† is a moving, heart-rending tale of the men in Vietnam War and the emotional and psychological baggage they carried, which leave them scarred for life, because of it. Work Cited: O’Brien, Tim. 29 Dec. 1998. The Things They Carried. Amazon. Accessed on 10, January 2007 http://www.amazon.com/Things-They-Carried-Tim-OBrien/dp/0767902890.

Psychological Contracts And Boundaryless And Protean Careers Management Essay

Psychological Contracts And Boundaryless And Protean Careers Management Essay Introduction The way in which academics are treating careers has evolved greatly over the last 30 40 years. In a traditional career model a workers portfolio generally consisted of one, maximum two firms and progression within these was expected to be linear (Levinson, 1978; Super, 1957). Achievement was awarded internally within the organisation and was generally measured in upward promotion and salary payments. (Hall, 1996). The premise of the psychological contract between an organisation and its employee has often been used as a means of analysing changes in the employment relationship (Sturges 2005). The psychological contract has been defined as an individuals beliefs, shaped by the organization, regarding terms of an implicit agreement between the individual and the organization (Sturges 2005) One of the most frequent arguments is that the traditional ideology of job security in return for job effort, or an organizational career in return for loyalty and hard work, has been diminished due to changes in organisations structure such as downsizing, de-layering and outsourcing (Guest, 1998). Miles Snow (1996) also noted that the tall, multi-layer, functionally organized structures characteristic of many large companies have changed Academics and practitioners have noted the importance of re-evaluating the nature of career attitudes (Arthur Rousseau, 1996; Hall, 1976) in a hope to create better understanding and models to map its progression (Sullivan 1999) Relevant literature heralds two new paradigms for the use in examining careers. The Boundaryless career (Arthur Rousseau, 1996) and the protean career (Hall, 1976,2002). As a result of the changing environmental conditions it is theorised that employers can no longer offer lifetime employment (Sullivan, 1999). Therefore these models offer an alternative way to look at careers, careers that become self managed and self influenced and are not bound by any one organisation or indeed industry (Arthur Rousseau, 1996; Hall, 1976) In this work I will begin by looking at the changing nature of the psychological contract looking at employees perceived obligations towards them and how these effect the employer/employee relationship. I will then examine how the changing nature of this relationship has led to the rise of the new Boundaryless and Protean career. I then intend to look at the relationship between the two paradigms before continuing on to look at the limitation regarding current work in the field Discussion Early work on the nature of careers and psychological contracts began in the late 50s and was heavily influenced by the adult development work such as that by Donald Super (1957) and Daniel Levinson (1978). It is argued that the psychological contract between and employee and the employer which contains the perceived terms and conditions that are not noted in the written employment contract (Rousseau, 1989), has undergone major changes. As a result employers and employees are now looking at new forms of career relationships. Levinson (1978) saw the psychological contract as a series of mutual expectations of which the parties to the relationship may not themselves be dimly aware but which nonetheless govern their relationship to each other. Working by the traditional psychological contract, employees were seen to exchange loyalty and commitment for long term or lifetime employment from their employer. However under the newly theorised contract, employees exchange their good performan ce for marketable skills and personal development (Rousseau Wade-Benzoni, 1995). Part of the problem in analysing the changing nature of psychological contracts as identified by Guest (1998) is that by their very nature these contracts are perceptions, expectations, beliefs, promises and obligations A view supported by Rousseau, (1995) who described the psychological contract as a promise made and a consideration offered in exchange for it, binding the parties to some set of reciprocal obligation One problem as identified by Guest (1998) is that the terms expectations and beliefs hold different values to the term obligations. As Guest states failure to meet expectations is rather different than failing to meet obligations as expectations and beliefs are derived from social norms whereas obligations are perceived promises and entitlement. Sturges et al (2002) theorised that over time an employee feels that they are owed more from an organisation due to the time they have invested into staying with them and therefore the perceived employer obligations grow whilst t he employee perceives their obligations as diminishing. A further problem when looking at work relating to the psychological contract is that, as identified by Arthur and Rousseau (1996), who note that only three recent works have approached the subject of the changing in nature of the traditional organizational career boundaries. One of these limited few studies was conducted by Altman and Post (1996) who investigated 25 Fortune 500 executives to examine their perceptions on the altering work relationships. The findings showed that executives recognised the phasing out of the traditional style contract and recognized a new form of contract (Sullivan, 1999) which built on employability and employee responsibility, as opposed to security and a paternalistic style. Despite the enthusiasm by some for the new form of relationship some studies have shown that employees do still expect to receive some form of career support from their management (Sturges, Conway Makenzie., 2002). This theory is also supported in work by Robinson, Kraatz Rouss eau (1994), who suggested that the level of an employees commitment to an organisation, was a result of the employees perceptions of their obligations to organizations and the degree to which they are reciprocated rather than from attachment, loyalty, or satisfaction, as has been most frequently suggested (Robinson et al 1994). Sturges et al (2002) and Robinson et al (1994), also agree that perceived violations of employer obligations leads to a decrease in the importance an employee places on their obligations. A further problem to the psychological contract notion is that a contract breach is a very subjective matter (Robinson 1994, Rousseau and Wade-Benzoni 1995). Robinson (1994) identifies that it is not important if an actual breach took place but rather if an employee perceives a breach to have occurred. A widely mentioned term in literature relating to psychological contract is trust (Robinson et al,1994). Robinson notes that trust can have a great significance on how a person perceives the actions of his employer and states that breaches in trust relate to judgments of integrity and beliefs in benevolence-that in turn reduce employees contributions. However other than Robinsons limited survey there is little to no empirical evidence in relation to the trust relationships between employees and employer. Critics of the psychological contract model contest the usefulness of current literature claiming it adds little to the field (Guest 1998, Robinson et al 1994). Some literature states that the effects of psychological contract breach can be treated as unmet expectations (Guest 1998). Should this assumption be true physiological contract breach research merely mimics prior research relating to unmet expectations (Robinson et al 1994). However, those that support the psychological contract paradigm suggest that differing from unmet expectations a breach of this contract will lead to erosion of trust and the foundation of the relationship between the two parties (Robinson et al 1994) this view is also supported by Rousseau (1996) and Sturges et al (2002). Unfortunately research on psychological contract breach is still itself relatively new and again there is little empirical evidence. What evidence there is will be fairly modern and there is now way to analyse a change over a longer pe riod of time making it difficult to comment on past trends. As stated above the apparent change in psychological contacts has great significance in new career patterns and organizational commitment. Employees are now viewed as a less adaptable resource for organisations and more active investors of their personal human capital (Gratton Ghoshal, 2003 as in Fernandez et al 2008).They will also gain responsibility for some level of career management including the seizure of opportunities and advanced learning with the aim to improve their future marketability (Sturges et al 2002). The changing nature of the business environment, including the globalisation, de-layering and highly competitive markets (as mentioned in my introduction) led to the appearance of new models for the modern career and organisations; The Boundaryless career (Arthur Rousseau, 1996) the protean career (Hall, 1976, 2002) as well as the Boundaryless organisation. Handy (1989) theorises one such configuration in the three leaf clover. The first leaf (the most important for survival) is core staff consisting of managers, professionals and technical staff. These staff are expected to invest personally in the organisation and have high commitment levels. The second leaf is contractors consisting of specialist companies who can normally do jobs such as distribution much more quickly and efficiently than in house. The third leaf is made up of the contingent labour force such as part time workers and temporary staff who act as a buffer for the core workers. The benefit of looking to examine an o rganisation in this way is that it enables managers to get a broader picture of the business environment and to be more flexible (Mirvis Hall 1994). Workers can be re-arranged and re-assigned and would hit the floor running (Mirvis Hall 1994) Extrapolating from the Boundaryless organisation these new career models aim to reflect the changing nature of the organisational relationship and psychological contract. Whilst the traditional career was seen as a paternalistic culture of vertical linear progression within just one or two organizations and measured by promotions and pay rises(Levinson, 1978; Super, 1957); the Boundaryless and protean models highlight the need for the individual to actively manage their own career, learning and psychological success. Workers who have protean career attitudes have been described as being intent upon using their own values (versus organizational values for example) to guide their career (values-driven) and take an independent role in managing their vocational behaviour (self-directed) (Fernandez et al 2008). In contrast, a worker who did not hold protean career attitudes would be more likely to be influenced by external values and would be more likely to look for external guidance and direction in their career choices as instead of being more proactive and independent (Mirvis Hall 1994,Hall 2002, Fernandez et al 2008) . Whilst those that show signs of leading a protean valued career style might show signs of greater openness to the idea of mobility and continuous learning, some theorists suggest that mobility and learning may be correlates of a protean career, but not necessary components of it (Fernandez et al 2008). It has been said that a worker considered to be following the Boundaryless career model navigates the changing work landscape by enacting a career characterized by different levels of physical and psychological movement (Sullivan Arthur,2006). While there may be some complementary features of the two models, many treat protean and Boundaryless career models as separate but related ideas. That is, a person could display protean rationales, making self directed and motivated career decisions, yet not follow a boundary crossing path. However, a person could hold a Boundaryless mindset but chose one organization to paternalistically guide their career (Fernandez et al 2008, Hall 2002) A Boundaryless career is viewed as independent from, rather than dependent on, traditional career arrangements (Arthur Rousseau, 1996), as it goes beyond the boundaries of an individual employment setting, involving both physical and psychological (objective vs. subjective) areas of mobility (Briscoe Hall 2005). The Boundaryless career is conceived by assuming that organizations are no longer capable of giving workers the traditional career path including stability and progression in exchange for commitment and hard work (Arthur, 1994; Arthur and Rousseau, 1996). As a consequence academics have identified the end of the traditional career where a person aims to progress through a company gaining power, notability and financial reward and predict workers following a more individualistic approach to goal setting and personal assessment (Arthur and Rousseau, 1996). The Boundryless career has been said to be the opposite of the Organisational Career (Arthur and Rousseau, 1996; Rodrigues and Guest, 2010). Arthur (1994) described in his original work 6 potential aspects of permeability and mobility across organisations: The most prominent [meaning] is when a career, like the stereotypical Silicon Valley career, moves across the boundaries of separate employers. A second meaning is when a career, like that of an academic or a carpenter, draws validation and marketability from outside the present employer. A third meaning is when a career, like that of a real estate agent, is sustained by extra-organizational networks or information. A fourth meaning occurs when traditional organizational career boundaries, notably hierarchical reporting and advancement principles, are broken. A fifth meaning occurs when a person rejects existing career opportunities for personal reasons. Perhaps a sixth meaning depends on the interpretation of the career actor, who may perceive a Boundaryless future regardless of structural constraints. A common theme to all these meanings is one of independence from, rather than dependence on, traditional organizational principles. (Arthur, 1994). One limitation of the idea that Boundaryless careers are the opposite to Organisational careers, is that it oversimplifies the changes in modern career patterns (Rodrigues and Guest, 2010). Moreover as identified by Rodrigues and Guest, (2010) Arthur places great emphasis on the notion of movement across organisational boundaries. Whilst transitioning across organisational boundaries is the defining feature of the new Boundaryless model, works such as Arnold and Cohen (2008) note that this organisational movement is not incompatible with the more traditional model of careers (Sullivan 1999) . Sullivan (1999) also notes that there is evidence to support the idea that this kind of mobility in the boundryless model is already present in America, and was empirically documented in a period perceived to be dominated by the traditional career style. Another study covering areas of career mobility looked at a selection of workers between 1957 and 1972, Topel and Ward (1992 as in Sullivan 199 9) who conducted the study demonstrated that during this period the workers followed (who were based in the states) had held an average of 10 jobs during their careers. Sullivan (1999) also identified a similar study by Hashimoto and Raisian (1985 as in Sullivan 1999) conducted in Japan, (an area often associated with the traditional one company career) found that workers there also had multiple employers over their careers. When Arthur Sullivan (2006) sought to further clarify the concept, and said career mobility can include the physical and/or psychological mobility, they also stated that mobility can be across many levels such as occupational, organisational and cultural(2006). However as noted by (Rodrigues and Guest, 2010) this amendment means that unless there is complete career immobility it is difficult not to classify any career as potentially Boundaryless. (Rodrigues and Guest, 2010) Baker and Aldrich (1996) constructed a measure for the Boundaryless career, they claim that for a career to be truly Boundaryless it would have to rank highly along three career dimensions. These dimensions consist of; number of employers, extent of knowledge accumulation, and the role of personal identity. This model places high value on marketable skills and a high personal identity which are rated just as highly as an employees mobility, ratings on these factors can help to determine whether a person is truly acting on the Boundaryless career. Along a similar line DeFillippi and Arthur (1996) derived a competency model, stating that those following a Boundaryless career build a portfolio of career competencies, this can be achieved by using DeFillippi and Arthurs knowing-why, knowing-whom and knowing how model of career enhancement. Eby et al. (2003) later built on DeFillippi and Arthurs (1996) work and sought to provide empirical evidence supporting it. Eby et al (2003) found tha t the knowing-why, knowing-whom and knowing-how competencies are important indicators of success of ones Boundaryless career. There have also been calls from writers such as Bird (1996) AND Fernandez et al, (2008) for a rethink and re-modelling of career ideas based on knowledge economies and personal knowledge obtainment. While some authors and their work have chosen to look at Boundaryless careers solely examining the physical re-arrangement of the working environment (Fernandez et al 2008) Sullivan and Arthur (2006) advocate the viewing of mobility across two planes, the physical and psychological when conducting research into careers. In her wide ranging literature review on the subject of careers Sullivan (1999) and later Sullivan Arthur (2006) look at what empirical evidence currently exists. Sullivan found that only sixteen studies examined mobility across physical boundaries, whereas only three studies focussed on the relationships across these boundaries (Sullivan Arthur, 2006). Similar findings to that of Sullivan are noted in the work of Briscoe et. al. (2006) who gave empirical evidence for the implementation of both the Boundaryless mindset and organizational mobility preference. Under the new form of psychological contract workers are said to display low levels of both loyalty to an organization and low levels of organizational commitment, what loyalty and commitment that does exist is under the condition that the organisation provides them with opportunities to advance their marketability through training and development (Rousseau Wade-Benzoni, 1995). Gunz (2000 as in Rodrigues Guest 2010) also noted how in a study by Zabusky and Barley (1996) of technicians, they found that the technicians placed greater value on growth and challenging work than they did on promotions. The companies who employed the technicians however had no systems in pace to offer this to them. As Sullivan (1999) identified, the study shows how individual career strategies must be considered within an organizational business strategies. The study also noted the problems of transforming from a culture of advancement (traditional career model) to a culture of achievement (Boundaryless c areer model) (Sullivan 1999). Large volumes of work centred around the changing psychological contract and the Boundaryless career model often gives great prominence to the positive aspects, such as increased opportunities for growth and job challenge (Sullivan (1999). Comparatively lesser amounts (Hirsch Shanley,1996 as in Sullivan 1999) have been focused on the downsides of the model, such as the problems underemployment and the possible reduction in organizational learning and personal development (Sullivan, 1999). One such piece on the negative aspects suggested that Workers who transfer into unrelated occupations often suffer from lowered status and reduced earnings (Markey Parks 1989). As previously mentioned some researchers like to separate the notions of the Protean and Boundaryless careers, However others such as Hall, (1976, 2002) note that those who follow a Boundaryless career approach often have Protean attitudes that help them navigate the organisational landscape. Hall notes that a Protean approach represents a self driven and self motivated approach to managing a personal career, which also builds on values such as freedom and adaptability (Hall, 1976, 2002). Baruch (2004)(as in Fernandez et al 2008) noted that the protean career was: a contract with oneself, rather than with the organization, as individuals take responsibility for transforming their career path, in taking responsibility for their career. Hall (2004) and Hall and Chandler (2005) concluded that the staple parts of the Protean orientation paradigm are: freedom, growth, professional commitment, and the attainment of psychological success, through the pursuit of meaningful work Fernandez et al (2008) Briscoe Hall (2006) identify the potential psychological implications of being highly Protean career driven in their work, they define someone truly Protean driven as on a quest to define meaning and success through the career (Briscoe Hall, 2006) In further research relating to personal Protean career management King (2004) found that being personally in control of ones own career and growth can lead to favourable psychological satisfaction, improved self-efficiency and personal well-being , if ones career goals are met. Further more in the work of Fernandez et al (2008) they identify that Seibert et al. (2001) and Crant (2000) (Bothe found in Fernandez et al 2008) also support the work of King (2004), as their findings suggest that individuals who have a proactive disposition achieve extrinsic career progression and internal satisfaction with their careers Fernandez et al (2008). Arthur (2009) too notes the importance of factoring into work environments and relationships the ability to meet personal goals which would generate both greater productivity and greater career satisfaction for the workers involved As a result of the work on Protean careers further work by Wrzesniewski and Dutton (2001) and Wrzesniewski et. al. (1997) (found in Fernandez et al, 2008) created the idea of career management though job crafting, this notion involves treating employees as creative identity builders (Fernandez et al, 2008) who use personal networks and support from others to achieve own career milestones. Whilst there are high levels of work relating to the potential for workers with protean attitudes, like the work on the Boundaryless model there appears to be little amounts of research relating to the downsides of the protean model, such as the effects of failing to meet personal goals and setting realistic personal goals. As the burden of ones career shifts away from the organisation and falls into the hands of the individual, networking plays an important role in the life of a self driven career (Arthur Rousseau, 1996, Sullivan 1999). The ability to form personal networks aids and supports the process of job mobility and accelerates personal development and job learning (Sullivan 1999). Networking as a tool allows an individual to extend their presence into wide ranging social circles and thus potentially increase job opportunities (Forret and Dougherty, 2004).Sullivan (1999) identifies that existing organisational structures do not support networking activities, therefore individuals forced out of a traditional organisational structure may experience problems in adapting to the new form of career paths. While networking abilities vary from person to person, it has been found through research (Forret and Dougherty, 2004) that networking benefits men more than it does women due to mens perceived abili ty to more effectively influence social groups. Sullivan (1999) also covers in her work the problem and limitations in research relating to women in the changing nature of employment. The high levels of women in part time work and work that is not classed as core workers could be creating an imbalance in research relating to Boundaryless and protean careers. Future research could look into if the increased family commitments of women effect their progress through the two forms of career. Whilst there is much literature being produced relating to the Boundaryless career not everyone is convinced of the evidence supporting it. As Gunz et al write: the trouble with the Boundaryless hypothesis is that it is still just that, a hypothesis (2000). They also note that while some authors advocate that organisational boundaries are diminishing it might just be that the nature of the boundaries are shifting/altering. Gunz et al note that boundaries, rather than disappearing, are becoming more complex and multifaceted. In fact they claim that boundaries of some sort are inevitable. Aurthur (2006) also notes that the much on the subject of Boundaryless careers often focuses on intra-organizational as opposed to inter-organizational changes. A further lack of research has been done on what Arthur (2009) identifies as the lack of legal status and protection mobile workers have under present employment law. Also as identified by Defillippi Arthur 1994 most research has been conducted on what they refer to as core workers and there is little empirical or theoretical work on non-core workers such as part-time and seasonal staff and their employment and career paths. Sullivan 1999 also notes that there has been very few empirical studies relating to the choices made by workers other than new graduates (such as in the work of Arthur and Rousseau (1996)). Although younger workers may provide greater data sets, as the most frequent movement across occupations occurs during the earliest years of a persons working life (Mergenhagen 1991 as in Defillippi Arthur,1994) The reason for this early career movement is suggested to be because younger workers have made fewer career specific investments and therefore feel less committed (Defillippi Arthur,1994). Whilst explaining why much research is conducted on younger workers this argument from Defillippi Arthur also support the earlier theories of Sturges et al (2002) as mentioned above regarding employees increased commitment over time. If the theories regarding younger mobility hold true then as the worlds workforce ages and in Asian areas such as china where there is already and aged population trends of increased job tenure would be expected. This is one area of future possible research. The lack of research conducted during adulthood, despite evidence that adults are making occupational choices throughout their lifetimes (Arthur Rousseau, 1996); proves to be a problem, as relatively little is known as to what motivates these cross organisational movements (Sullivan 1999). Whilst the concept of Boundaryless careers centres on the idea of workers easily moving between various organisations statistical data from Robinson (1997) shows no dramatic increase over the past 20 years in either job movement or job loss. A view supported in the work of Guest (1998) who found that time spent in organizations and in jobs has reduced only marginally, if at all, in the past 20 years, however he does speculate that a reduction in male workers tenure could be hidden by a rise in that of female workers. Rodrigues Guest (2010) also note that research into job stability trends has also been hampered by the variation in non-response rates and changes in the wording of the questions thu s making it difficult for long term trends to be identified. Briscoe et al (2006) notes a further problem in current research where some employees display strong attitudes of Boundaryless and protean models, yet they have no desire for physical mobility. This occurrence identifies a potential flaw in the way the two paradigms are defined and emphasises the need for greater care in outlining the premise. Failure to accurately define the notions could lead to problems in the adaptability of the model. Furthermore, lack of accurate definition could affect the relevance for researchers if the models cannot accurately put to use on real life situations. (Briscoe Hall, 2005, Fernandez et al, 2008) Fernandez et al, 2008 have also described what they see as researchers inability to fully explain their empirical findings with the protean and Boundaryless metaphors as already happening, which according to Briscoe Hall (2005) is causing a slight rumbling and backlash against the two paradigms. Conclusion As demonstrated in this work there are large and ever increasing amounts of work relating to the changing nature of employment relationships and career patterns. In the past decade the field of careers has produced much work to support the understanding of managers and employees regarding the employment and career relationships. No doubt thanks to recent global economic problems we can expect to see yet more work released over the coming few years. As discussed the changing nature of the relationships between employees and their employer has had significant coverage, however I identify 2 areas where there is potential for future research. The first of which was in the trust relationships between employees and employer. Further research on this area can help to further the psychological contract understanding and its values. A second area of research concerns the perceived value of contract breach. Whilst there is work concerning this matter as noted there is little empirical evidence of the consequences and frequency of this breach. Within the model of the Boundaryless career there is room for further research regarding the nature of people changes. Current work is focused from an organisational point of view and much research is quantitive. As a result there are few studies relating to what motivates people to make changes and whether the motivator affects the magnitude of change. Furthermore varying and dilute definitions of the Boundaryless career have been noted as a potential problem for future researchers, a re-conceptualisation of the definition may make it more adaptable in future. Whilst work on the protean career gives good explanation of its potential benefits, like the work on the Boundaryless career, little evidence has been published of potential problems and downsides of the model. An area for future research could include work on the consequences of failing to meet personally set objectives or how effective/inhibitive self critique may be for an individual. A further area to look into that is currently under represented in the literature is that of the non core workers, such as part time and temporary staff. This group is made up also of a disproportionate amount of women which would need to be taken into account when analysing the findings. The final area of indentified research relates to the current abundance of empirical evidence relating to young, often newly graduate workers and their career mobility choices. Whilst I have mentioned that this group is most prevalent to making cross-organisational career movements they are over represented in the l iterature meaning there are few studies on older workers. This has consequences for geographical and industry areas with an ageing population as career trends may be different to that of younger organisation or region. To summarise there is much useful and thought provoking work relating to the changing nature of careers and its applicability to nearly the whole of the population and all business makes it a fascinating area for reading and research. The continuing environmental changes and ever increasing literature means that changes and progression in the subject are likely to be fast paced and wide ranging. References List Altman, B. W., Post, J. E. 1996. Beyond the social contract: An analysis of the executive view at twenty-five larger companies. In D. T. Hall (Ed.), The career is dead long live the career: 46-71. San Francisco: Jossey-Bass Arnold J, Cohen L (2008) The psychology of career in industrial and organizational

Gender Differences in Fear of Crime Anxiety

Gender Differences in Fear of Crime Anxiety Qualitative Data Analysis Using Open Coding Gender difference, anxiety and fear of crime 1995 Introduction This is a Qualitative Data Analysis done on the data set of â€Å"Gender difference, anxiety and fear of crime 1995†. Qualitative Research is development of concepts which help us to understand social phenomena in natural (rather than experimental) settings, giving due emphasis to the meanings, experiences and views of the participants (Pope and Mays, 1995, 311:42-45). Qualitative Data Analysis is used in market research to congregate a thorough insight of human behaviour and the rationale behind such behaviour. It tries to clarify the why and how of decision making rather than focusing only on what, where and when (Hamersley, 2013). In this report efforts have been made to understand the behaviour of two people (one male and other female) – both white unemployed below the age of 18 and belonging to high crime area. The report will try to analyse the data collected with respect to Gender Difference, Anxiety and Fear of Crime. Methodology and Research Design The objective of using qualitative research method for this project is to: To describe individual experience. To describe group norms. To describe variations. To describe and explain relationships. According to Merriam (2009), some of the commonly used qualitative research methods include the following methods: Generic Qualititative Research involving a free approach as per the research project in hand. Ethnographic Research also called methodology of the people. Grounded Theory, an inductive type of research, is developed on the data obtained from sources like interviews, surveys, observation, review of records and quantitative data. Phenomology is the study of live experiences encountered by the participants. Philosophical Research, conducted by professional experts is used to ascertain ethics, clarify definitions or to make an important finding related to their specific field of study. Critical Social Research is used to understand the communication between people and the development of symbolic meanings. Ethical Inquiry studies the ethics related to rights, duties, choices, etc. Foundational Research studies the basis for science, analyzes beliefs and comes up with ways to identify how the existing knowledge can be changed with regard to new information. Historical Research studies the past and present in respect to the present scenario and helps to solve current issues. Framework Method wherein data is collected by transcribing interview or creating field notes while conducting participant observation or observing objects or social situations. It can be said to be a combination of Grounded Theory and Phenomology methods. In this project I have employed Framework Method because it has the following features: Simultaneous collection and analysis of data. Creation of analytic codes and categories developed from data and not by pre-consisting conceptualisations. Discovery of basic social processes in the data. Inductive construction of abstract theories. Theoretical sampling to refine categories. Integration of categories into a theoretical framework. Qualitative researchers typically employ the following methods for gathering information:Participant Observation, Non-participant Observation, Field Notes, Reflexive Journals, Structured Interview, Semi-structured Interview, Unstructured Interview, and Analysis of documents and materials. In this project unstructured in-depth interviews using open-ended questions (without any preset questions) were conducted. The interview started with broad questions (related to the topic) and continued based on the participant’s response. An appropriate sample size for a qualitative study is one that adequately answers the research questions. For simple questions or very detailed studies, this might be in single figures; for complex questions large samples and a variety of sampling techniques might be necessary. There are three broad approaches to selecting a sample for a qualitative study (Marshal 1996): Convenience Sample: This involves the selection of most accessible selection. Judgement Sample: The most productive sample is selected to answer the research question. This can involved developing a framework of the variables that might influence and individual’s contribution and will be based on the researcher’s knowledge of the research area, the available literature and evidence from the study itself. Theoretical Sample: Theoretical sampling necessitates building interpretative theories from the emerging data and selecting a new sample to examine and elaborate on this theory. In practice, qualitative sampling requires a flexible, pragmatic approach. I have taken a sample data that includes a female and a male- both white, unemployed, belonging to high crime area and in the age group of 16-17. The participants belonging to different sex can give a true picture related to the influence of gender on the study being conducted. The female will be referred to as Participant 1 and the male will be referred to as Participant 2 in the coding table. Comparisons are made between the experiences of both the participants. Secondarydata is data collected by someone other than the user. Common sources of secondary data forsocial scienceincludecensuses, organisational records and data collected through qualitative methodologies orqualitative research.Primary data, by contrast, are collected by the investigator conducting the research. As is the case inprimary research, secondary data can be obtained from two different research strands: Quantitative: Census, housing, social security as well as electoral statistics and other related databases. Qualitative:Semi-structuredandstructured interviewsfocus group’stranscripts,field notes,observationrecords and other personal, research-related documents. I have used the interviews (qualitative research) conducted as my secondary source for data analysis. Procedure of Framework Method Analysis: According to the Framework Method procedures (Adams. et. al 2007; Gale, 2013), the following steps were followed: Stage 1: Transcription According to Adams. et. al (2007), A transcript of the interview must be made. Context is of primary importance. A word to word transcription for both the interviews has been made. Adequate spacing has been provided in the transcripts for coding and making notes. Both the transcripts are in comparable formatting. I checked all transcripts for errors by listening back to the audio-recording and reading the transcripts simultaneously. Stage 2: Familiarisation with the interview According to Gale (2013), getting acclimatized with the transcript is an important part of this method. For best interpretation I have tried to understand the interview thoroughly by going through the interview transcripts repeatedly. Familiarisation through reading and making notes in this way also enabled me to find my way easily around the pages of transcript later in the analysis. Stage 3: Coding While reading the transcript line by line, the researcher should apply a label or code that portrays what they have inferred as important. In more inductive studies, at this stage ‘open coding’ takes place, i.e. coding anything that might be relevant from as many different perspectives as possible (Adams. et. al 2007). Concepts should be named appropriately; because â€Å"people act toward things based on the meaning those things have for them; and these meanings are derived from social interaction and modified through interpretation.† Open Coding includes labelling concepts, defining and developing categories based on their properties and dimensions. (Bulmer, 1969). Codes could refer to substantive things (e.g. particular behaviours, incidents or structures), values (e.g. those that inform or underpin certain statements, such as a belief in evidence-based medicine or in patient choice), emotions (e.g. sorrow, frustration, love) and more impressionistic/methodological elements (e.g. interviewee found something difficult to explain, interviewee became emotional, interviewer felt uncomfortable). Coding aims to classify all of the data so that it can be compared systematically with other parts of the data set. I have used open coding for this research project. I have used â€Å"in vivo codes† i.e. words that participants have used in the interview for coding (Glaser Strauss, 1967). Stage 4: Developing a working analytical framework According to Adams et. al (2007), a set of codes to be applied to all subsequent transcripts should be finalized. Codes can be grouped together into categories (using a tree diagram if helpful), which are then clearly defined to form a working analytical framework. It is always worth having an ‘other’ code under each category to avoid ignoring data that does not fit; the analytical framework is never ‘final’ until the last transcript has been coded.The framework consists of twenty-three codes clustered into four categories each with brief description of their meanings and examples of what ideas and or elements might be summarized under that code. The codes used in this data analysis and their descriptions are mentioned below: In the above table, four categories have been made by grouping codes having similarities based on their common properties. Stage 5: Applying the analytical framework The working analytical framework is then applied by indexing subsequent transcripts using the existing categories and codes. Each code is usually assigned a number or abbreviation for easy identification (and so the full names of the codes do not have to be written out each time) and written directly onto the transcripts (Gale, 2013). Stage 6: Charting data into the framework matrix According to Adams et. al (2007) and Gale (2013), qualitative data are voluminous and being able to manage and summarize data is a vital aspect of the analysis process. A spreadsheet is used to generate a matrix and the data are ‘charted’ into the matrix. Charting involves summarizing the data by category from each transcript. Good charting requires an ability to strike a balance between reducing the data on the one hand and retaining the original meanings and ‘feel’ of the interviewees’ words on the other. The chart should include references to interesting or illustrative quotations. The data has been summarized using the attached Microsoft Excel for each category. As shown below, the matrix for this project comprises of one code in each row per participant. Data has been abstracted from transcripts for each participant and code, summarised it using verbatim words and placed it into correct cells of the matrix. A separate sheet has been used for each category (Please refer to the attached Microsoft Excel file for the details). Stage 7: Interpreting the data Characteristics of and differences between the data are identified, perhaps generating typologies, interrogating theoretical concepts (either prior concepts or ones emerging from the data) or mapping connections between categories to explore relationships and/or causality (Adams. et. al 2007). Themes were generated from the data set by reviewing the matrix and making connections within and between participant and categories. Analysis and conclusion has been done keeping the codes active using the constant comparative method asking (Glaser Strauss, 1978) What is actually happening here? Under what conditions does this happen? What is this data a study of? What category does this incident indicate? The creation of theory is based on a core category. Without zeroing on a core category the framework method will become irrelevant and unworkable. The core category accounts for most of the variation of data and therefore most other categories relate to it in some way. The core category is a more highly abstracted category but still must remain grounded in the data. The major categories are related to the core category and these categories show how the core category works in the lives of participants. From the matrix table (in the attached excel file) we can conclude that the core category is â€Å"Affects of crime† as it gives an overview into the data set with respect to gender difference and the consequence of crime mainly anxiety and fear of crime. The different codes of â€Å"Affects of crime† are presented in the matrix table(attached excel sheet) with relevant quotes from the interview. All the other categories – places of crime, forms of crime and tools used in crime are related to this core category. The following conclusions can be made from the matrix of the data with respect to the project objective of â€Å"Gender difference, anxiety and fear of crime 1995†. 1. Gender Difference: Usually females are not involved in fighting or killing activities in the area. It was only on rare occasions that they were involved in fighting: â€Å"And they were wi us, and they knew that Donna hadnt said nowt cos like wed been knocking about with them for a bit, and they knew that Donna wouldnt have said owt like that. But they never like went to stop Sarah from itting er, and I were only person who stopped Sarah from itting er, cos like she adnt done nowt wrong.†(Participant 1, p.11) Usually the males are involved in illegal activities like scraping, shoplifting, fighting on the streets, burgling and vandalizing because they do not have any other good means of earning: â€Å"Well I know I started like getting into crime, you know, from coming up onto estate. I think its all things that appen on estate you know crime. So thats only thing that I can really do on estate. Cant get a job where  £29.50. Int worth it, end of day. So just go scrapping and things like that.à ¢â‚¬ (Participant 2, p.1) Both the genders do not show much keenness in studies and have dropped out of school without any fixed future plans of pursuing further education: â€Å"Dont know. cos like na I dont know I dont want to miss I like going out and doing different things every day. Not same thing every day. cos school, used to get up, get dressed, go to school, come ome from school, ave me tea, go out, go to bed. Get up, get dressed, go to school, come back, ave me tea, go to bed. So it were same all time.†(Participant 1,p.22). â€Å" I used to get since I moved from Area 45 I went to school. I used to feel that teachers were getting at me all time. I walked into class, itd be one of them. Dont start messing.†( Participant 2, p.4) 2. Anxiety and fear of crime: Activities like threatening, burgling, brick throwing and fighting on the streets have led to a feeling of fear and anxiety especially amongst the female population: â€Å"I was scared. I werent old. I were about 9 or 10.'[Participant1, p.7] They experience insecurity, are scared and nervous because of these activities. They have sleep disorders like nightmares. :† Sometimes I still ave dreams. You know dreams about im, and I wake up screaming. [Participant1, p.16] The males get physically hurt due to being involved in these activities. Males also feel highly insecure due to the violent and dangerous environment in the area as well as the activities they are involved in: â€Å"I said es messing wi bird, so Ive it im. and this kid stood at side, whacked me in face. And all me face were puffed up down ere. And I ad concussion for like a week. [Participant2, p.14] 4. Conclusion Framework methodology was used in the research. In-depth unstructured questions were used for the interview. The interview continued with the flow of response from the participants. The participants were probed to know about their experience of living in the area, the forms of crime they faced or were indulged in, their security concerns, the fear and anxiety resulting from the crimes, etc. They were encouraged to share their experience in detail with the interviewer. Both the genders (male and female) are feeling scared, insecure and anxious because of their surroundings especially because of the crime scenario in the area. Crime in the form of burgling, killing, fighting, etc. could take place anywhere without any substantial reason and in any place like houses, cars, streets, etc. People were not safe in their own houses also. However, the situation seems to have improved over a period of time. 5. Suggestions for future research Would the scenario have been different if the youngsters would have completed their schooling and had they been given better employment opportunities? Would the area become a better and safer place to stay in with crime rate reducing drastically. References: Adams, J., Khan, H. T., Raeside, R., White, D. (2007). Research methods for graduate business and social science students. New Delhi: SAGE Publications India. Blumer, H. (1969). Symbolic Interactionism: Perspective and Method. Englewood Cliffs, NJ: Prentice-Hall. Calman,L. What is Grounded Theory. The University of Manchestar. Gale, N.K., Heath, G., Cameron, E., Rashid, S. and Redwood, S., 2013. Using the framework method for the analysis of qualitative data in multi-disciplinary health research.[online] Available at: http://www.biomedcentral.com/1471-2288/13/117 [Accessed 21 April 2014]. Glaser, B.G. and Strauss, A.L., 1967. The Discovery of Grounded Theory: Strategies for Qualitative Research. Chicago: Aldine Publishing Company. Hammersley, M. (2013). What is Qualitative Research? What Is? Research Methods. London: Continuum/Bloomsbury. Marshal,M.N.1996. ‘Sampling for Qualitative Research’, Family Practice, vol 13, no.6, pp. 522-525. Maykut†, P. and Morehouse†, R .(1994). Beginning Qualitative Research, A Philosophic and Practical Guide, London: The Falmer Press. Merriam, S. (2009). Qualitative research: A guide to design and implementation. San Francisco, CA: Jossey-Bass. Pope, C. and Mays, N. 1995. Qualitative Research: Rigour and qualitative research. BMJ. Seidal, J.V. 1998. [pdf]. Available at: ftp://ftp.qualisresearch.com/pub/qda.pdf [Accessed 22 April 2014]. Qualitative Research Designs. Available at: http://www.umsl.edu/~lindquists/qualdsgn.html[Accessed 23 April 2014] 1

A Comparitive Study Of The Work Of The Devil :: essays research papers

It is true that the study of the devil or evil in general as a part of the world has intrigued man for centuries. This is mostly because it is something people don't have concrete proof of and is also considered taboo in our society. Yet, studies and/or story telling on the devil and his evil forces seems to have been apart of all societies since the begining of time. Such as, Christpher Marlowe's play, The Tragical History of Dr. Faustas, written in the 16th century and the modern day film, The Devil's Advocate, starring Al Pacino and Keanu Reeves. The devil in Marlowe's play doesnt come to Dr. Faustas as himself , instead he sends one of his disciples named Mephistophilis. When Mephistophilis first comes to Dr. Faustas he comes as himself, a demon like creature that is not quite appealing to the eye and seems to frighten or sicken Dr.Faustas. Dr. Faustas immediatley asks Mephistophilis to come back as something more pleasant, such as a fransiscan friar. The devil immediatly does so. I assume he does this to please Dr. Faustas and to show him that with the type of power he possesses he can appear to be or even change into whom ever he wants. This being something that the doctor can also achieve by giving up his soul. He also offers Dr. Faustas many things such as, knowledge (something the Doctor can't get enough of) and tells the Doctor that he can basically have everything he desires in exchange for his soul. Something very similar to this instance also occurs in The Devils Advocate. In the beginning of the film Keanu Reeves is approached by a man( also a messenger of the devil's) in a bar offering him a job opportunity in Manhattan and to persuade him to come he offers him a very large sum of money. When Keanu arrives he is surrounded by all the materialistic things he could desire in addition to the power and acknowledgment he so strongly desires. This is all once again there to tempt him towards evil and persuade him to sell his soul. Another pertinant similarity between the 16th century play and the modern day film is the chance that both characters were given to give it all up, leave the devil and regain their souls, yet the outcome is far different. In Marlowe's play, Dr.