Captivity Essays - Fiction, Ojibwe People, Guggenheim Fellows

Captivity Louise Erdrich, the author of the famous poem titled Captivity, tells a story about a married mother who has been held captive by a tribe of Indians. The poem uses a wide variety of literary elements such as sympathy, guilt, submissiveness, and tentativeness. The two main themes of this first person, six-stanza poem, are love and fear. Erdrich also uses tricksters, which are supernatural characters found in the folklores of various primitive peoples. They often function as culture heroes who are given acts of sly deception. In this poem, the narrator's captor takes on the role of a trickster. In most of Erdrich's writings, she uses multiple characters as tricksters and this reflects on her Native American Heritage (Smith 23). One of Erdrich's main writing tactics is the use of ?historical ?captivity narratives'? (Wilson and Jason 2716). One of the interesting facts about this poem is that it is based upon a true story. Erdrich gives us that feeling of truth and captivity before the poem begins. ?He (my captor) gave me a bisquit, which I had put in my pocket, and not daring to eat it, buried it under a log, fearing he had put something in it to make me love him,? (Erdrich, 26). This quote came ?from the narrative of the captivity of Mrs. Mary Rowlandson,? (Erdrich 26). Mrs. Mary was held captive by the Wampanoag Indian Tribe in 1676, when Lancaster, Massachusetts was demolished (Erdrich 26). The first stanza brings a strong feeling of some sort of imprisonment or captivity. ?But he dragged me by the ends of my hair,? (Erdrich 26). The narrator at this point is experiencing fear from her captor, however she also feels passion and love when she looks into his face. ?I could distinguish it from the others? I feared I understood his language, which was not human,? (Erdrich 26). Also, there is irony in this stanza when her captor saves her from the cold waters of the stream (Wilson and Jason 2715). In the second stanza, the tribe is pursued by white men who have ?guns loaded with swan shot,? (Erdrich 26). However, the tribe is put in danger because of her child's cries, which are from starvation. In my interpretation of the poem, she cannot ?suckle? her own child because she is so nervous and confused (Erdrich 26). Luckily for the tribe and captives, there is a woman who feeds the child ?milk of acorns,? (Erdrich 26). In the third stanza, the narrator is to the point of starvation as she tells herself not to take food from his hands. ?I told myself that I would starve/ Before I took food from his hands,? (Erdrich 26). I believe that Louise is trying to reflect the quote used before the poem taken from Mrs. Mary Rowlandson, trying to give the reader a sense of hidden desire. However, going against her will to not give in to her captor, she eats the fetus of a deer that her captor gave to her. ?He had killed a deer with a young one in her/ And gave it to me to eat of the fawn,? (Erdrich 26). The way that the narrator describes her meal is delicate, however Erdrich tells us that it is a fetus; that paints a distasteful picture for the mind of the reader. At the end of the stanza, Erdrich is very vague about what happens and leaves it up to the reader to decide the outcome. I felt that the narrator was tentative when she said, ?That I followed where he took me./ ? He cut the cord that bound me to the tree,? (Erdrich 27). In my interpretation, this is where Erdrich uses the literary element of submissiveness. I personally think that she slept with her captor because the next and last stanzas of the poem she feels guilty. In the fourth stanza, the narrator is frightened and hides herself in fear from God because she knows in her heart that she has sinned. ?After that the birds mocked./ Shadows gaped and roared/? He did not notice God's wrath./ God blasted fire from half buried stumps./ I hid my face? fearing that he would burn us all,? (Erdrich 27). Perhaps she

Article Review Essay

Article Review Essay Article Review Essay UNIVERSITY OF LA VERNE La Verne, California Article Review Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration Professor Fengmei Gong BUS 510 Management of Information Technology Chiu Ngok Lau College of Business and Public Management Department of Business Administration March, 4, 2015 Article review According to the article research, it has shown that a large number of information technology investments make economic competition, especially in traditional industries. And the main purpose of this article is that the relationship between information technology and the business competition is becoming more and more important. However, information technology invests too much, and company ignores other competitive factors, which lead company to decrease the competitiveness, so if company wants to change the pattern of competition, they need to actively put some new competitiveness. Mentioned in the article, the company could use information technology to improve their management model. Then, through good management model, it improves the competitiveness of the company. Secondly, the innovation could improve competitive advantage and also is an important means to change the competitive landscape. Of course, for the company, innovation is based on the information technology, because company wants to spread quickly, and accurately for new innovation, company should use the information technology. After that, when the company competes in a digital process, they should deploy a unified platform for information technology. In the process, company should solve two deployment of the obstacle that is fragmentation and autonomy. Company could get some common data through this platform that support and implement standardized processes, thereby enhancing the competitiveness .Next, the company could use information technology of innovation to t improve the data analysis, and speed up the business process. Lastly, in terms of communication, information technology could spread from top to bottom or from bottom to top. In the company's decision-making process, it Article Review Essay Article Review Essay Disease state such as Overweight and obese has become a significant concern in the developing countries. Obesity experienced in litigation of an extra adipose tissue in the body. Since the indirect calorimeter is not daily available for approximating energy requirements, many predicting equations have undergone improvised to rate this energy. Of recent, obese patients are at an alarming rate in the patient population. They do require nutritional support. In order to achieve this nutritional help, the resting energy expenditure of the patients is the most fundamental goal to examine. This helps to provide enough calories prevent the muscle eat up and hinder lack of minerals in the body. Indirect calorimetric and anthropometry These readings carried out using the Deltatrac metabolic monitor. It went through regulation on a daily basis before working on it. The patient was in a straight position and not asleep. The readings were in a semi-standard way that went hand in hand with the indirect calorimetric measurements. Those sick did not eat regularly during the measuring period. The readings then carried out at a standard neutral hospital room temperature. Oxygen intake and carbon dioxide released measured and energy use calculated by the weir formula (Moshe, et al 2006 P 973). The activity occurred for about 30 minutes. The use of calibrated electronic stand-up scale assisted in obtaining the weight of the body. Sex, age and the weight of the sick determined through interaction with the patient. Harris-Benedict Equations This is the most commonly used technique for obtaining energy use. In order, to change its accuracy stress factors should join hand. In this case, the body weight becomes the first variable. It becomes exact only when the body is in its normal state and when the body fat content is high the predictions become inaccurate. For obese patient’s body, weights undergo change for it to be effective in the equations. Illness and injuries increasingly complicated the estimations of energy requirements. It based largely on the healthy individuals. In the University of California, for example 65 men and 100 women found possessing the BMIs over 30. Measured energy use then divided by an estimated energy expenditure using the HB problem and the Cunningham equation to find the stress factor for injury and illness. They assumed that the stressed factors in most disease categories are in the set of 1.6 to 2.0. REE Predictive Equations It employed the concordance correlation coefficient to illustrate the use and the reliability of the forecasting equations. To obtain the CCC, we compute precision with accuracy. When, one foresees a range of 95% 105%, he would consider it a fair prediction. In addition, a prediction below that value could be viewed as underestimation but above it became overestimation. Inclusion based on age, sex, weight, and height The exclusion process had the following, which considered only the youths or the elderly (Peckenpaugh, 2010 P 601). For every study, equations are performed with respect to the high values of explained variance. However, additional equations are also fixed when weight and height come together. The average percentage of REE predictions exhibits a measure of truth on a group standard. Therefore, the HB problem is the most commonly used predicative case. This is due to its trained personnel. In addition, it can use other clinical conditions such as the presence of chest tubes, which could otherwise be impossible for the calorimetric measurements.

Environmental Geochemistry and Health Essay Example | Topics and Well Written Essays - 1500 words

Environmental Geochemistry and Health - Essay Example Unleaded gasoline has at least 15 hazardous substances including toluene (35%) and is classified as highly volatile and will result in vapour lock where combustion does not take place1. When mixed in water, most of the gasoline could evaporate if the water is open, but much of it cannot evaporate in underground water making a big proportion to dissolve and this will be absorbed by sediments. For aquatic organisms, this product will be quite toxic, depending on their size and resistance capability. Corrective action is necessary starting with site investigation. Hydrocarbon contamination with the groundwater should be stopped immediately. Its discharging point should be plugged and the nearest drains, water bodies should be sealed off, so that further contamination to distant water bodies does not happen. Residents could be evacuated if gasoline has already spread into drinking, using and sewage water or if that is not the case, water supply should be disconnected immediately and alternative water source should be provided. Complete groundwater monitoring should start immediately. Instead of one single action, it is better to perform by-monthly actions to remove all traces of gasoline from ground water, to ensure that dissolved contaminants are effectively vanishing. And groundwater sampling should be done on a regular basis through tracer testing. If widespread presence is detected, human exposure to it should be suspended immediately. Dissolved contamination level should be identified and ecological profile should be drawn, followed by remedial programme identified with the Corrective Action Plan. Public participation may be necessary in the entire operation to some extent. http://www-1.llnl.gov/IPandC/technology/profile/environment/DynamicUndergroundStripping/index.php This method is called Dynamic Underwater Stripping, in which steam drives contaminated water towards extraction wells. Where steam cannot penetrate, electrical heating dries and distils the clays, volcanic rocks and limestone. Heating of the soil also could do the same. It is very difficult to clean the underground contamination and this process is accepted as cost worthy, less cumbersome and minimum time consuming. Cleaning has to be done both above and below the water table. Clay has very low permeability, and the usual pump-and-treat method would be time consuming and more expensive and might not work below water level. Dynamic stripping could work even below water table, and by vacuum extraction, it could remove the gasoline and contaminated water2. This method relies on Steam Injection, Electrical heating, and underground imaging and all have proved very effective and reasonably cheaper. It has many additional advantages like being effective in low permeable soils, being capable of removing contaminant below and above water table. It is not risky to population, because the action is quick and decisive. Question 2: Gasoline (one of the Volatile Organic Compounds) contamination in ground water can cause major health hazards to people and ruin the river and water bodies' ecosystems completely. It can contaminate soil with hazardous results. MTBE in it creates alarming tension whenever leaks happen. Health of all 5,000 populations could be at risk by this environmental hazard, while the

How to get victims of rape and sexual assault to report their attack Research Paper

How to get victims of rape and sexual assault to report their attack - Research Paper Example Discussion in the paper brings this core idea to everyone’s notice. Paradoxically as it may seem, but the social pressure and the human opinion from the sidelines impacts the decision making process of those suffering from the negative phenomena of the society itself. It is all about the victims of the sexual assault and people who commit such crimes against them. It is difficult to make out the optimal remedy for getting the victims report on the cases of assault. However, all methods would be good for the sake of the final result, i.e. punishment of the criminal. In this case each individual would feel himself/herself in safety. Thus, to make a victim feel free to report on the case of rape is to provide a victim with the feeling of care, support, and security at each stage of the investigation. First of all, the current situation with law and order in the United States of America leaves much to be desired. Most of the victims living in the streets of the huge cities like New York, Chicago, Los Angeles and others take it for granted that police and the judicial system of the US cannot prevent the society from the growing threat of the crime. It means that most of the victims do not even go to police having an idea that nothing will help them in their situation. On the other hand, they do not want to disclose such a negative case in their lives so that to keep themselves on a safe side from the overall social regrets and, say, blames. The trace of rape is never easy to bear for a victim. However, the society cannot realize it to the full. Golden et al. (2010) admit in their study on the rape as a social drawback the following idea, namely: â€Å"The continued judgment of, or disdain for, victims of rape is a form of social stigmatization† (p. 160). Hereby, the way to make a victim open to the talk on such a subtle topic from his/her life is to feel keenly the scenario of the rape and the

Understanding Personality In Order To Improve Communication

Understanding Personality In Order To Improve Communication New Britain Oils is a Palm Oil manufacturer who specialises in fully sustainable Palm Oil. The organisation is a subsidiary of New Britain Palm Oil Limited which has been around since the 1980s. The organisation consists of a number of site across the globe with the main plantations growing in Papua New Guinea and the Solomon Islands covering 82,000 hectares and employing over 10,000 workers. There are only two refinery, one in Papua New Guinea and the second is in Liverpool. Liverpool is the only site outside of Australasia and had an opening employment count of 26 in 2010, this number currently stands at 78 in 2016. The Liverpool Refinery opened in 2010 starting with bulk oil supply into 28 tonne road tankers. In 2012 the Packing Facility was opened, this plant converts some of the bulk oil into industrial margarine and other bakery fats. Since opening in 2010 New Britain Oils is now the number one supplier of sustainable Palm Oil in the UK. With the rapid growth of the Liverpool site came an increase in employees and inevitably the dynamic of the working environment changed with it. Some employees left the organisation, who have since been replaced, and new departments have been created to cope with the growth of the business. Consequently this instability has affected the productivity in some areas. This issue couldve been exacerbated by the management teams failure to recognise this variation and react accordingly. Bringing in new workers will bring in differing psychological preferences and according to Jung (1971) preferences influence our choice of careers, ways of thinking, relationships, and work habits. Richard L. Hughes et al. (2015) stated that our preferences play a role in the characteristic and unique ways we behave from day to day. Consequently, could increasing the management awareness of their teams individual preferences promote better relationships, through improved communication, within the organisati on? Mary Uhl-Bien and George B. Graen (1995) discovered that higher quality Leader-Member Exchange relationships have very positive outcomes for leaders, followers, work units, and the organisation in general, the same research also found that the development of Leader-Member Exchange relationships is influenced by characteristics and behaviours of leaders and members. This assignment will first outline what can affect the effectiveness of a leader and why increasing the value of relationships could increase the effectiveness of a leader. Using existing research it will look at why communication is a crucial tool for a leader and how an understanding of how differing personality types interact, prefer to receive information and what drives their decision making,   can enable leaders to communicate more effectively.   A recognised psychological test will be used to gather data about the psychological preferences of some of the employees across different areas of the business with the objective being to identify potential differences in preferences. The overall aim of the research is to increase the management teams awareness of some of the differing personality types within their department and understand the differences between these types. The intention is to educate the management team and give them the opportunity to adapt their leadership s tyle to promote better quality relationships through a better understanding of the individuals within their team. Literature Review Leadership Leadership has been the subject of research for a long time. Burns (1978) stated that due to its importance in human groups, the concept of leadership is one of the organisational topics that have most intrigues researchers for centuries. As a result, attempts to define leadership have proved to be an ambiguous. Leadership as simply a complex form of social problem solving (Miller and Ross 1975), leadership is directing and coordinating the work of group members (McCall Jnr et al. 1988), leadership is creating conditions for a team to be effective (Reason and Mycielska 1982). Powell and Pirsico (rev. ed. 2003) defined leadership as the process of influencing an organized group toward accomplishing its goals. All of the definitions stated have a connection which is the reference to a group or team. This implies that leadership would not exist without individuals to lead. The definitions detailed show the variation in concepts of leadership and this is reflected in the research. Some leadership researchers have focused on the leader-follower relationship and Geoff Thomas et al. (2013) stated that the reason we focus on the leader-follower relationship is because research shows that the quality of this relationship is reliably linked to follower well-being and performance. Other researchers, such as John Adair, looked at how the situation can affect the way leaders act. Adair identified that leadership is affected by three things. The task, the team and the individual and leaders need to balance their time equally between the three areas and at certain times one of the areas will dominate, but over the long run a balance would be achieved (John Adair 1982). Figure 1. shows John Adairs concept of action centred leadership. In different situations the circles will be overlapping different amounts showing which the dominant factor is. Figure 1. John Adair (1982) Researchers have studied the behaviours of the leader and what behaviours are associated with an effective leader. Leadership is earned and it is not granted by role or rite of passage (Lloyd l. Sederer 2012) and through our interactions humans sustain the effect of leadership and we interpret it even though we may not be aware that we do so (Kempster and Parry 2011). This means that leaders could be established by displaying a distinct set of behaviours which followers associate with a leadership role. Research shows that there are behaviours that can be attributed to an effective leader. These are known as The Six Cs of Leadership Credibility (Bamford, 2016) Figure 2. David Bamford (2016) Communication would fall under the Character umbrella and plays a crucial fundamental role in every business. The quality of the communication can be affected by the relationship between two individuals and a key element of the quality of the relationship is the interaction between the personalities. Different personalities and give out information in different ways and how this information is interpreted can affect the quality of the communication.   Leaders who have calm dispositions and do not attack or belittle others for bringing bad news are more likely to get complete and timely information from subordinates than are bosses who have explosive tempers and a reputation for killing the messenger (Hughes et al. 2015). Personality Many theories have been developed to explain what causes individuals to behave the way they behave and why they behave differently to other individuals. The term personality is among the most comprehensive of those in the psychologists vocabulary, clarification of its connotation to the satisfaction of a majority, even of psychologists, is difficult (John K. McCreary 1960). This view begins to explain the range of opinions as to what personality means to people. McCreary goes on to describe some the definitions as experimental, calling for criticism and inviting agreement. This belief is quite ambiguous as all definitions would fall under one of those three categories. Robert Hogan (1991) had a different approach and he stated that the term personality is fairly ambiguous and has at least two quite different meanings rather than a definition. The first meaning implies that personality is the impression a person makes on others. The second meaning is less obvious and focusses more on the unseen processes within a person which explains why we behave the way we behave. These internal processes have been categorized as traits by some researchers. Personality traits as useful concepts for explaining why people act fairly consistently from one situation to the next (Hughes et al. 2015). Traits are characteristics or habits which are specific to an individual. Traits can have one of two outcomes, such as extroversion and introversion however, individuals are not categorized into one these traits but rather they sit on a scale which may show a preference towards one of the two oppositions. If we attempt such scaling, we should remember that we are likely to constrain personalities unnaturally fitting them into one mould (Allport and Odbert 1936) Gordon Allport and Henry Odbert were theorists the idea of traits and trait names. They explored two comprehensive dictionaries and identified 17,953 trait-names in the English language. They reduced the list down to 4500 adjectives. They reported that the unfamiliarity of a large proportion of the trait-names in our list proves that our practical vocabulary is inadequate to the task of representing the complex phenomena of human nature (Allport and Odbert 1936). They arrange the traits into a hierarchy of three: Cardinal Traits the dominant trait Central Traits general characteristics Secondary Traits not obvious, such as attitudes Raymond Cattell further explored the work completed by Allport and Odbert by taking the list of 4500 adjectives and reducing it down to 171 by removing all the synonyms. Cattell was the first to collect data regarding personality traits. The outcome of the data he collected allowed him to come up with 16 personality factors which he used to come up with an assessment called the 16PF. This was one of the first attempts to measure personality. Myers-Briggs Type Indicator Measuring personality is difficult because personality cannot be seen but some psychology researchers have devised tools that can be used to give results owing to an individuals psychological preferences. The most commonly used tool is the Myers-Briggs Type Indicator (MBTI). This tool evolved over a period of 5 decades and was based on the work carried out by Swiss Psychologist Carl Jung who spent a lot of his career researching personalities within individuals. Jung defined two opposing tendencies in personality: introversion and extroversion and while both tendencies are present in all individuals, one tends to dominate the other (Almerinda Forte 2005). Along with the two opposing tendencies for personality, Jung also identified four functions relating to personality which are thinking, feeling, sensing and intuiting. Katharine Briggs and her daughter Isabel Myers both had an interest in individual differences which they brought together, including the work done by Carl Jung, which resulted in the development of the MBTI. The MBTI is a very popular tool used worldwide mainly for psychiatric patients but also the MBTI has been in extensive use in personal and management development since the early 1970s (Leary et al. 2009). The MBTI is based on the principle that the differences in behaviour from one person to another can be expressed in terms of preferences between the polarities (Amel Behaz and Mahieddine 2012) and the MBTI focuses on two primary human activities: how people gather information and how they make decisions (Richard J. Daisley, 2011). However, note that measurement is only possible if we blindly insist that people are comparable in respect to each common trait (Allport and Odbert 1936) Allen et al. (2002) adapted the Four-Part Framework developed by Susan Brock to demonstrate the difference between each of the oppositions. This is shown below: Figure 3. Allen et al. (2002) In completing the MBTI each of the individuals will demonstrate a preference for one of the two oppositions. For example the introvert/extrovert scale is based how the individual get their energy whilst the sensing/intuitive scale considers how people interpret data. The thinking/feeling scale looks at the factors people take into account when making decisions and the judging/perceiving scale considers the amount of information an individual needs before making a decision. Yuval Cohen et al. (2013) described each of the bipolar oppositions in their paper based on personality types of project managers. Figure 4. Yuval Cohen (2013) The first opposition is the most commonly associated when thinking about differing personalities: Introversion or Extroversion. There are three main differences between introversion and extroversion. Energy creation is noted as the most important difference, but the response to stimulation and the approach to knowledge are also different (Heidi Eve-Cahoon 2003). Introverts are energized by the internal world of ideas, impressions, and emotions, whereas extroverts focus outside of themselves and are energized by activities, people, and things of the outside world (Heidi Eve-Cahoon 2003). Extroverts are often seen as possessing the desirable set of personality traits for success in todays fast-paced world, on the other hand, introverts bring a whole host of desirable personality traits to the table, which need to be equally valued, nurtured, and utilized (Shelley J. Schmidt 2016). Samples for the United States suggest that 55 to 60 percent of all people are extroverts (Gardner and Martinko 1996). Fretwell et al. (2013) highlighted some data (Filbeck et al. 2005, Fox-Hines and Bowersoch 1995) relating to each of the four dimensions, which demonstrates the preferences of the U. S. population. This data agrees with other research that a greater percentage of individuals have an extroverted preference. Results of this study will demonstrate any direct correlation to the results of the U. S population. Figure 5. Fretwell et al, (2013) A similar study was documented in Training and Coaching Today (2007) which showed the findings from a recent MBTI study of 1634 individuals in the UK. Figure 6. Training and Coaching Today (2007) As New Britain Oils is situated in the UK, it is predictable that the results from this study will correlate to the results from the study of the UK individuals. As there are four bipolar oppositions for MBTI, this means that there are sixteen possible results which could be given based on the responses to the questions and the scores obtained on the bipolar scale.   Ã‚  Ã‚  Ã‚  Ã‚   Figure 7. One downside to having so many possible outcomes and factors involved is that it takes interest and effort to remember ones type (William A. Lynagh 2006). Psychology researchers and advocates of personality preferences maintain that no one type is better than the others because a team benefits from the presence of varied personality types (Cynthia Plonen 2015). The best way to think of it is that neither set of traits is better or more valuable than the other rather, they are different, often complementary, and both are needed to make the world go round, so-to-speak (Shelly J. Schmidt, 2016), however many more leaders are ISTJs, ESTJs, and ENTJs than other types (Hughes et al. 2015). Gathering data from the management team will be able to demonstrate a positive or negative correlation to this statement. Methodology The data collection process involved 25 employees from a number of departments and all of the employees who completed the questionnaire did so voluntarily. Results were obtained from 100% of the employees in two departments along with 50% of employees from another department. Shift patterns limited one department but a representative sample of 65% was obtained to provide data. In addition, 57.14% of the management team were included in the study to determine the range of the personality preferences amongst the management team. Figure 7 shows the structure of the organisation. Figure 7. Despite there being question marks over the integrity of personality measurement instruments, they are still widely used in organisations. A Humanmetrics Jung Typology Test, based on the MBTI, will be used to gather the data for this study. The questionnaire consists of 64 multiple choice questions which will result in a four letter type based on the Myers-Briggs 16 types. The Humanmetrics Jung Typology Test was selected because the results will correlate directly to the MBTI theory and also this method is more accessible for employees and allows for more data to be collected. The purpose of the questionnaire is to begin to develop an understanding of the personality types that exist within some departments of the organisation because personality questionnaires are ideal for describing personality (Luke D. Smillie 2008). The MBTI has been used widely across a number of business sectors for decades. The instrument has been extensively tested for reliability and validity (James C. Lampe 2004) and the extensive research on the instrument since its development supports its reliability and validity (Moore et al. 2004). Over 2 million copies of the instrument are sold each year (Pittenger 1993) and the MBTI is the most widely used instrument for non-psychiatric populations (A. J. DeVito 1985). Despite its depth of validation there are still many sceptics of the MBTI itself as a viable instrument and future research must use more rigorous designs before greater confidence can be placed in the results (Gardner and Martinko 1996). It has been speculated that subjects of the instrument can falsify their responses in an attempt to achieve different results. This wary approach, when questioning the validity of the responses, could be considered when the instrument is used as part of an organisations recruitment process as subjects could change their responses in an attempt to become more appealing to an employer. The organisation has 78 employees and a sample of 32% were included in the study but statistical generalisation is difficult owing to the low number of cases (Bamford et al. 2003). Some correlations can be made between the existing literature and the results of the MBTI used in the organisation but this cannot be reflective of the organisation as a whole. Findings Key Findings The key findings from the research showed that there are a range of personality types present within the organisation and out of the 16 possible personality types the individuals from the organisation fell into 9 of those types. Over 50% of the results from the individuals who took part in the study fell into 3 of the possible 16 personality types. All 3 of the common personality types included a preference for thinking rather than feeling and judging rather than perceiving. This means that 68% of the individuals included in the study prefer to be analytical, critical and make decisions objectively but those individuals only require a minimal amount of information to make decisions and as a result they can make poor decisions. ISTP ISFP ISTJ ISFJ 7 ESTP ESFP ESTJ ESFJ 1 5 3 INTP INFP INTJ INFJ 1 ENTP ENFP ENTJ ENFJ 1 1 4 2 Figure 8. Introvert/Extrovert Preference As mentioned previously, one of the dimensions that then MBTI specifically looks at is where individuals prefers to focus their energy. This dimension has two bipolar oppositions, introversion and extroversion. The data gathered shows that 68% of the individuals who took part in the research had a greater preference for extroversion. This means that more than half of the employees at the organisation prefer to work in larger groups, get their energy from people and activities. The management team could use this data to adapt their leadership style to suit some of the personality preferences within their team and using a collective approach to problem solving may prove to be more effective. Customer Service Team Personality Types 75% of the customer service team have a preference for extroversion and this would fit well with their role and responsibilities as they obtain their energy from interacting with people. Having this preference could help them to build better relationships with customers and suppliers. 100% of the customer service team had a preference for thinking which means they are more concerned with operational considerations and are able to detach themselves from the decisions they make which is a good characteristic to have relative to their role. Engineering Team Personality Types          50% of the engineering department contributed to the research and 100% of the employees who contributed showed a preference to extroversion so using team meetings when tackling engineering issues would give the extroverts the forum to think out loud, share ideas with each other and has the potential to be very effective. The Engineering Manager showed a preference to introversion and so he would prefer to take the information gathered from the team meeting and spend some time thinking about in order to come up with the most effective solution. This approach to engineering issues has the potential to be very productive by considering the individuals preferences in order to maximise their input and provide the Engineering Manager with lots of information before making decisions. Shift Workers Personality Types The responses from the shift workers presented a large amount of variation, however, 69.23% of the shift workers, who completed the questionnaire, showed a preference for extroversion. This outcome is reasonably foreseeable in having a higher number of extroverts in this department as all of the individuals work on a shift consisting of four employees. Individuals with a preference for introversion would be less attracted to work which would include them working within shifts, although only having four employees on a shift would be more attractive than organisations with high numbers of employees on each shift. 92.3% of the shift workers showed a preference for judging rather than perceiving and individuals with this preference only require a minimal amount of information before making a decision. Shift workers operate on a 24 hour rotation system therefore they work outside of normal hours and so they are expected to make quick decisions independently. Individuals who have a preference for perceiving like to intake as much information as possible before making a decision and so too many perceivers on one shift could delay decisions and corrective action which could result in reduced output from that shift. Management Team Personality Types 57.14% of the organisations management team took part on the study. The data shows that the management team fall into three different personality types: ISTJ, ESTJ and INTJ. The results showed that 50% of the individuals who contributed had a personality type of ISTJ which displays characteristics which would typically be associated with someone who is in a senior position, such as being serious, practical and realistic. 75% of the management team, which would equate to 42.8% of the total management team, demonstrated a preference for introversion rather than extroversion and these members of the management team are responsible for technical, engineering and the safety department. All of these departments are smaller, in team size, than all of the other departments and each of these members of the management team have their own individual office and so it is foreseeable that they would have a preference for introversion. The extroverted individual from the management team is responsible for a large team consisting of 20 shift workers and their workspace is located in the production area and so having the extroverted preference is advantageous to their ro le. All of the members of the management team showed preferences for thinking and judging rather than feeling or perceiving respectively. This again is a predictable outcome given their position within the organisation as this indicates that they prefer to be analytical, approach decisions objectively and pay careful attention to any potential operational impacts. Discussion The first of the four dimensions provides data on the individuals preferences towards introversion or extroversion. Samples from the United States suggest that 55 to 60 percent of all people are extroverts (Gardner and Martinko, 1996). The data obtained from this study appear to validate this statement as 68% of the individuals showed a preference for extroversion. The data in the study by Fretwell et al. (2013) noted that 70 75% of individuals in the U. S. have a preference towards extroversion and that data would correlate more closely with the data obtained in this study. The study of the U. K. showed only 52.6% of the individuals have a preference towards extroversion which is contradictory to the results of this study. Consequently more than half of the employees, involved at the organisation have a personality focused on the outside world, get motivation from interaction with other people and by doing things (Yuval Cohen, 2013). The data could be used by the management team in order to improve productivity by using groups sessions allowing the individuals share ideas. Comparison to Existing Research The data previously mentioned in the study by Fretwell et al. (2013) and the data shown in Training and Coaching Today (2007) showed results for individuals in U. S. and U. K respectively and some of those results are closely correlated to the results of this study. Dimension U.S. U.K. New Britain Oils Extrovert 70-75% 52.6% 68% Introvert 25-30% 47.4% 32% Sensing 70-75% 76.5% 60% Intuition 35-30% 23.5% 40% Thinking 60% males 40% females 45.9% 68% males 36.6% females Feeling 40% males 60% females 54.1% 32% males 33.3% females Judging 55% 58.3% 88% Perceiving 45% 41.7% 12% The similarity of results for the extrovert and introvert dimension has already been discussed but there are similarities with results for the other dimensions. The sensing and intuition dimension results are similar to the results from the studies of the U. S and U. K. albeit closer to the results from the U. S study, as there is a greater preference towards sensing. This means that the individuals prefer concrete details of a situation and rely on the five senses to observe facts or happenings (Fretwell et al. 2013)This also means that they tend to be practical, orderly, and down-to-earth decision makers (Hughes et al. 2015). When comparing the thinking and feeling dimension, the results are more closely correlated with the results for the study of the U. S. population. 72% of the individuals, in this organisation, showed a preference to thinking, however in the study of the U. K. the majority of the individuals showed a preference to feeling. This means that individual from this organisation prefer to assume a more objective approach to decisions and show more consideration to operational factors. Individuals who show a greater preference towards thinking are associated with careers such as consultants, lawyers, executives and engineers. (www.similarminds.com). The results for the final dimension show that overall the individuals from the organisation have a much greater preference for judging rather than perceiving. These results compare with the studies from the U. S. and U. K., in terms of the majority of the individuals showing a greater preference towards judging, however nearly 90% of this organisation shares this preference as were the other studies show just over 50%. This could impact the organisation because individuals with this preference tend to make up their minds quickly and as a result can make poor decisions (Hughes et al. 2015). The management team in the organisation presented results which partially correlated with the work done by Hughes et al. (2015), who stated that more leaders are ISTJs, ESTJs, and ENTJs than other types. In this organisation, the management team demonstrated personality types matching ISTJ and ESTJ however there were no ENTJ personality types from the results collected. 50% of the management team showed a personality type of ISTJ and this preference would be associated with behavioural characteristics such as being responsible, organised and punctu

Organizational Culture and Innovation Essay

Organizational culture is very important in the pursuit of innovation, which is the major source of competitive advantage in the world today. Organizational culture is central to a company’s pursuit of innovation because it refers to the beliefs, values, attitudes, tradition and overall practices within and without an organization (Hill & Jones, 2001). If the culture of the organization permits creative thinking and entrepreneurship, then innovation can certainly flourish. If the organizational culture, however, is very strict and adheres too much to its cherished traditions, routines and way of doing things, then innovation may be stifled and the organization will just rely on what has been tried and tested before. Such culture of adherence to past successes and ways of doing things will be inimical to the performance of the organization in the long run. As new factors, trends and issues in the market appear, the organization should continue to innovate and seek for ways to deliver better products and services that their clients will patronize. An innovative organization will always learn how to make best use of trends and emerging factors in its environment. There are several elements of organizational culture that can either encourage or hinder the pursuit of innovation (Johnson, 1988). The paradigm or the statement of vision and mission of the organization defines what it is all about and from there all activities in the organization are derived. There are also processes, structures and policies in place in the organization. These formal structures can enable innovation in the organization if it is not stringent and strict enough to stifle innovations. The power structures and the character of decision makers can encourage innovation. If there is openness in the leadership, this will trickle down to the grassroots level of the organization and will provide a rich backdrop where innovation can be cultivated. On the other hand, a leadership that puts a premium on seniority and too much authority fosters an adherence to established rules of conduct within the organization. In such a case, the pursuit of innovation may even be looked down as an act of insubordination. The symbols valued by the organization are also important in stimulating innovation and change. Is change and innovation valued in the organization? Are efforts to this end recognized and valued? This is also further exemplified by the rituals and routines in the organization. As innovation becomes praised and recognized throughout the organization, the members of the organization will be motivated to pursue innovation. As the formal structures encourage and praise innovation, so will it extend to the informal stories and myths of the organization. This way, ordinary employees and people at the bottom level of the organizational hierarchy will talk about the importance of innovation in the organization. Organizational culture can work for the pursuit of innovation in any given company or corporation. Organizations should deliberately work for the integration of innovation awareness in all levels. When this happens, the organization will become entrepreneurial, always looking out for means to improve and excel on their chosen niche in the market. With innovation, the organization can continue with its usual activities and it can even expand its operations to other areas where it can perform best. An organizational culture that fosters innovation is a must in this highly competitive world.

Gothic Architecture in Medieval France

Gothic Architecture in Medieval France As with most modernization, new concepts are often refined versions of previous techniques. Although structural design during the Middle Ages was already advancing at a large scale, distortions of the classical style were not too apparent until the Gothic era occurred. Taking place during a time of turmoil with the Hundred Years' War and the Black Plague, the Gothic age emerged right as European society was forced into a reflective change. With an increase in trade and a growing violation, an associated development of cities also occurred.Since it was more plausible to centralize churches and monasteries within towns, advancements of stone architecture began in order to meet the needs of the general public. First appearing in Northern France in the mid-12th century, Gothic style began mainly in these newly built or restored cathedrals. The modernization that took place within Gothic architecture directly reflected the changes that were taking pl ace within French society. The two main structural improvements of Gothic architecture were minted arches and ribbed vaulting.Building upon the design of the intersecting arches of groin vaults (primarily seen within the Romanesque period), Gothic architects created rib vaults as a result of using diagonal and transverse arches that intersected crosswise. By switching from curved to more-pointed arches, builders were able to maximize height-space and have all the arches at approximately the same level, regardless of the arches' widths. This allowed the inside of cathedrals to be very spacious and give the appearance of openness.Another structural advantage of the pointed Gothic vaults is its downward weight distribution. Because they require less reinforcement to keep them in position, large windows could be placed underneath the arches instead of supports, making it possible to let more light into the room. These areas were often filled with another prominent Gothic feature: staine d-glass windows. Although it was not originally produced during the Gothic Era, stained-glass gained its standing with its use in cathedrals.By taking advantage f the usable space under pointed arches, architects were able to replace walls with stained-glass and transfer natural light into the building, creating a colored ambiance. Abbot Auger, the Abbot at Saint-Denis (a cathedral noted for being a precursor in Gothic architecture) coined the phrase lug nova, meaning â€Å"new light† to describe the effect of the stained-glass. Aside from transmitting light into the cathedral, the windows acted as a way to present religious illustrations and depictions of Holy Scripture.Although the glass is much more unstable than the rounding stone encasement and structure, Gothic architects were able to reinforce the glass with iron and other materials to make it withstand much weathering. A structure combining glass and stone support that became typical within French Gothic architecture was the rose window, a large circular window that combined the designs of the inside and outsides of the cathedral. The aim of overstated design of cathedrals was not limited Just to the inside of the buildings.While the stonework within the churches was more minimalist, the outsides were overfed with facades of religious sculptures. Acting as a central point to these facades, rose windows were covered in detailed stone work that was best seen from outside the cathedral. It was also a notable gothic style to have the sculptures of saints in a more unassuming manner. The statues began to have individual personalities and more nonjudgmental postures, showing the separate identities of the saints. Another feature of sculptural design was gargoyles.Acting as a way to direct rain water away from the building, gargoyles have played a key part in keeping he stone cathedrals from eroding and to minimize other water damage. Although occurring during a time of struggle, the Gothic era depicts the progression of France throughout this time. The advancements and stylistic techniques that were created continued throughout much of France's history and even spilled into English regions. Considering many of the cathedrals of this time have remained in decent condition even 800 years later, it is safe to say that Gothic style has passed the test of time.