What Every Body Is Saying About College Essay Examples Is Wrong and Why

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Extremely Loud And Incredibly Close By Jonathan Foer

Nostalgia. Living in the past. People can feel these emotions when they are grieving someone, an event, or when they want to relive a moment that has been left behind in the past. Unfortunately, memories are short-lived and therefore it is against our nature to try and prevent them from slipping away. No one can go back in time and change what has taken place nor can anyone skip ahead to the future to prevent an outcome. However, reliving the past can not only make someone expressive and emotional but also over-analytical. Although portrayed as an emotionally sensitive mess, Thomas Schell Sr. in Extremely Loud and Incredibly Close by Jonathan Foer is actually just over analytical of his past experiences. The life of Thomas Schell Sr. has been an eventful and emotional rollercoaster. His past experiences in Germany still loom over his current life. Years ago, he fell in love with a girl named Anna, and eventually Anna became pregnant with their child. Simultaneously during this time period, Germany was participating in World War II, and the town of Dresden was bombed. In this bombing, Thomas lost the love of his life, his unborn child, and his family. After countless searches for Anna and their unborn child, Thomas had to move on with his life and immigrated to the United States. As he began to settle in the United States, he gradually started to lose his ability to speak. The first word he lost was â€Å"Anna† and the last was â€Å"I†. His main form of communication afterwards wasShow MoreRelatedExtremely Loud Incredibly Close By Jonathan Foer1238 Words   |  5 Pagesâ€Å"I don’t speak. I’m sorry,† (Foer 30) is a phrase frequently written by Th omas Schell Sr., a character in Extremely Loud Incredibly Close, after he survives the traumatic Dresden bombing. Extremely Loud Incredibly Close by Jonathan Foer explores a different traumatic experience, the effect of Thomas Jr.’s death in 9/11 on his son Oskar. After his father’s death, Oskar seeks understanding and comfort in his search for the lock to fit the key left to him by his father. Similarly, Bruce Springsteen’sRead MoreExtremely Loud And Incredibly Close By Jonathan Safran Foer1712 Words   |  7 Pages3 Parallel Events: Extremely Loud and Incredibly Close The book Extremely Loud and Incredibly Close contains many aspects of the real-life hardships of 9/11 and the Holocaust, as well as the mystery of the Sixth Borough of New York. These events help create a better understanding of life under the influence of conflict and the choices characters are forced to make as a result of the conflict. Jonathan Safran Foer s novel focuses on a boy named Oskar who loses his father in the destruction of theRead MoreExtremely Loud And Incredibly Close By Jonathan Safran Foer1118 Words   |  5 Pagesstruggles, but they are continuous in nature. They do not clearly start or begin but merely cycle through. The human experience is a shared experience that is ongoing despite the man-made structure and boundary of time. In Extremely Loud and Incredibly Close by Jonathan Safran Foer, the lives of Oskar Schell and his grandfather, Thomas Schell, are contrasted against each other. Their situations physically differ from each other, as in time and location, however, how they react to their traumatic eventsRead MoreExtremely Loud And Incredibly Close By Jonathan Safran Foer2081 Words   |  9 Pagesdoor only to be greeted by the messages on the answering machine from no other than his father, Thomas Schell. When the phone rings and the caller id is his father, Oskar’s world turns upside down with the simple dial tone. Extremely Loud and Incredibly Close by Jonathan Safran Foer tells the compelling story of a boy named Oskar and his mission to find the Black that has the lock that fits the key. Desperately trying to piece together the fragments his deceased father left behind after 9/11 tragicallyRead More Postmodernism in Extremely Loud and Incredibly Close by Jonathan Safran Foer911 Words   |   4 Pagesof postmodern works include a mixing of different genres, random time changes, and the use of technology that all aid in presenting a common postmodern theme that truth doesn’t lie in one story, place or person. The novel Extremely Loud and Incredibly Close by Jonathan Safran Foer encompasses these postmodern characteristics combining together show how the truth cannot always be attained. Intertwined within the novel is the presence of many different genres including letters, articles and magazineRead MoreTragedy in Extremely Loud and Incredibly Close by Jonathan Safran Foer1393 Words   |  6 Pagesto see deal with grief in Extremely Loud and Incredibly Close. The first of which is the main narrator, nine year-old Oskar Schell. Oskar is in the denial stage of grief because he is keeping his father alive by going on one last grand adventure to find the story behind the key, thus keeping him alive. But of course, there is no reason for Oskar to have the key. Oskar tells Mr. Black, â€Å"There are so many ways to die, and I just need to know which one was his† (Foer, 257). Notice how hisRead MoreExtremely Loud and Incredibly Close, by Jonathan Safran Foer Essay961 Words   |  4 PagesWeird. If the relationship between the characters of Grandpa and Grandma could be described in one word, it would be weird. Then again, Jonathan Safran Foer’s novel, Extremely Loud and Incredibly Close is a shining example of everything unconventional, exploring the nuances of grief through multiple and varying perspectives, each with a unique approach that attempts to achieve recovery and solace. The relationship of Grandpa and Grandma is an example of one such attempt at recovery, one that triesRead MoreDeath Of Hamlet By William Shakespeare And Extremely Loud And Incredibly Close By Jonathan Safran Foer2049 Words   |  9 PagesThroughout the two novel of â€Å" Hamlet† by William Shakespeare and â€Å" Extremely loud and incredibly close† by Jonathan Safran Foer, the two protagonists are demonstrated to have similar circumstances and as the way they get through their journey. In addition, both of the books use the theme of death, loss and forgiveness to develop their characters. Many famous experts claim that death is one of the primary themes of Hamlet. During the act, Ophelia is drowned and buried along side with PoloniusRead MoreThe Burning Towers By Sonya Freeman Loftis1585 Words   |  7 PagesLoftis further argues that Foer â€Å"[appropriates] an autistic narrative voice [allowing] the novel to explore the complex feelings of the neurotypical audience in stark black and white† (113). Loftis clearly takes issue with Foer’s technique, going on to argue that he â€Å"[renders] the natural human response to tragedy more simplistically comprehensible by relying on a false understanding of ASD that depends on divisive binaries†. This argument certainly has merit, as Foer uses many autistic traits toRead MoreExtremely Loud and Incredibly Close792 Words   |  4 Pages1) Works Cited Foer, Jonathan Safran. Extremely Loud Incredibly Close. Boston, MA: Mariner, 2005. Print. 2) Annotation This book is told through the eyes of an extremely smart and funny nine-year-old who is also the narrator, Jonathan Safran Foer. He tells a story of the effects of his fathers tragic death, in the 9/11 terrorist attack, on his father, Oskar Schell, and his family as a whole. Oskars father not only endured the pain of being trapped in the towers, but was killed due to

Treatises on Taxation Laws

Question: Discuss about the Treatises on Taxation Laws. Answer: Introduction: Subsection 6(1) of the ITA Act 1997 defines income with regards to personal exertion as being incomes that are comprised of earnings, commissions, salaries, wages, fees along with superannuation allowances and bonuses in the capacity of being an employee, or in terms of rendering services or proceedings related to business operated or carried out by the taxpayer individually or in conjugation with any other person. Therefore it can be inferred from above that as Hilary cannot fit into this definition in case of publishing her story as she is not an employee of Daily Terror. She has been offered $10,000 for publishing her life story under the newspaper and has in turn sold the rights along with interests from copyrights onto the newspapers. Moreover, as Hillary has made exercise with regards to her writing skills and written a story based on her expertise and experiences from mountain climbing therefore the income derived from the selling of such interests comes under purview of incom e from personal services as opposed to income from exertion. Further as Hillary has not sought any professional assistance, in writing her life story, such as hiring a ghost writer for assistance therefore such services comes under the head of Income from personal services. In case of selling of manuscript to Mitchell Library it can be inferred that the $5,000 earned from sale cannot be apportioned under the head income from personal exertion as such incomes comes from professional efforts on the part of Hillary. Moreover, in case of selling photographs at an amount of $2,000 Hillary employed use of professional skills along with professional equipments devoid of any external assistance. Thereby, incomes from the sale of photographs can be attributed to income from exertions as amount. In case Hillary had no intentions of selling her story at the time of writing it her efforts cannot be considered to be with a view to earn profits. In the current case study, there have not been any formal agreements between the client and her son regarding the loan advanced. Moreover, the client has mentioned that her son is not required to pay taxes as regards to the loans advanced for housing purposes of her son. Morse and Deutsch (2016) mentions that in cases of interfamily financial transfers, the agreements tends to be mutual as opposed to being written in a contractual manner. Frecknall-Hughes and McKerchar (2013) states that is caused by the fact that cohesion between family members along with the level of trust that are established has a significant role to play in terms of any monetary and non monetary interactions among the members of the same family. Schedule of Loan Repayment by Son Particulars $ Maturity amount as decided initially 50,000 Time frame of maturity 5 years Amount of loan taken 40000 Profit as per initial claims 10,000 Interest per year applying simple interest method 2000 Per year rate of interest computed on the basis of (in percent) 5 Actual interest rates offered by the son. 5 Total amounts of repayment made by son 44000 Interest paid 4000 Section 26.40 of the ITA Act specifies the fact that the individuals are allowed to deduct any expenditures as regards to maintenance of spouse and child who is below 16 years of age (Ato.gov.au., 2016). However, her son being an adult she cannot legally benefit from providing financial assistance to the clients. In the current case, the repayment period was stated to be of 5 years along with a repayment price of $50,000 with regard to the $40000 borrowed. Thereby, incurring an overall lump sum interest of $10,000 which comes from ($50,000 - $40,000) as per the terms mutually settled between the client and her son. The amount of $42,000 received from the clients son has no taxable repercussions as no formal agreements have been made with regards to the advancements of loan. Computation of capital gain Particulars Details $ Sale price of property 800,000 Indexation (based on 3rd quarter of 1986) 2.513889 Market value of land as on the date 1 September, 1986 90000 Indexed cost of acquiring land 226250 Cost of constructing building on 1 September, 1986 60000 Indexed cost of construction of building 150833.3 Capital gains 422,917 The indexation as regards to the acquired capital assets through use of consumer price indexation method is aimed towards providing parity in taxation method (Tran-Nam, Evans and Lignier, 2014). Moreover, it assists towards providing adequate relief in terms of capital gains to individuals along with companies in case of capital gain transactions. Moreover, indexation also helps towards serving as the base of cost ascertainment of equitable base (Graham, Raedy, and Shackelford, 2012). Thereby, in the current case study Scots indexed cost of acquisition assist towards reducing the amount of capital gain from the sell out of the renting property. The market value of the land was taken from 1.09.86 due to the fact that indexation cannot be done for acquisition costs prior to 1st quarter of 1985. Moreover, in case of computation of indexation ratio, the indexation available for the 2nd quarter of 2016 is taken into account along with the indexation for the 3rd quarter of 1986. In case Scot decides to sell the property to his daughter, he cannot avail any benefits of low consideration price. It is because of the fact that as per the Income Tax Assessment Act, 1997 in cases where properties and capital assets are transferred to family member at a price less that of the prevailing market price, the market price shall be considered as the sale price of the asset or property. Accordingly, capital gain shall be computed through deducting market price of the property on the date of transfer from the cost of acquisition (indexed or not indexed). Thereby, the amount of capital gain taxable in the hands of Scots will not change even if he transfers the property to his daughter below the market value at $200,000. In case of a company, indexation methods will still be applicable as companies are barred from following discounted methods. Thereby, the capital gains in terms of companies will not change in this circumstance. References and Bibliography: Woellner, R., Barkoczy, S., Murphy, S., Evans, C. and Pinto, D., 2016.Australian Taxation Law 2016. Oxford University Press. Pinto, D., Gilchrist, D. and Morgan, A., 2013. A few reflections on the current state of play for not-for-profit taxation arrangements.Taxation in Australia,48(2), p.79. Morse, S.C. and Deutsch, R., 2016. Tax Anti-Avoidance Law in Australia and the United States. Gains, F.R.C., 2014. Law Society Advocacy and Law Reform: Latest News and Developments. Frecknall-Hughes, J. and McKerchar, M., 2013. Historical perspectives on the emergence of the tax profession: Australia and the UK.Austl. Tax F.,28, p.275. Davison, M., Monotti, A. and Wiseman, L., 2016.Australian intellectual property law. Cambridge University Press. Tran-Nam, B., Evans, C. and Lignier, P., 2014. Personal taxpayer compliance costs: Recent evidence from Australia.Austl. Tax F.,29, p.137. Dahl, G.B. and Lochner, L., 2012. The impact of family income on child achievement: Evidence from the earned income tax credit.The American Economic Review,102(5), pp.1927-1956. Graham, J.R., Raedy, J.S. and Shackelford, D.A., 2012. Research in accounting for income taxes.Journal of Accounting and Economics,53(1), pp.412-434. Ato.gov.au. (2016). Guide to capital gains tax 2016 | Australian Taxation Office. [online] Available at: https://www.ato.gov.au/Forms/Guide-to-capital-gains-tax-2016/ [Accessed 23 Aug. 2016]. Ato.gov.au. (2016). Working out your capital gain | Australian Taxation Office. [online] Available at: https://www.ato.gov.au/General/Capital-gains-tax/Working-out-your-capital-gain-or-loss/Working-out-your-capital-gain/ [Accessed 23 Aug. 2016]. Ato.gov.au. (2016). Transferring real estate to family or friends | Australian Taxation Office. [online] Available at: https://www.ato.gov.au/General/Capital-gains-tax/In-detail/Real-estate/Transferring-real-estate-to-family-or-friends/?page=3 [Accessed 24 Aug. 2016]. Ato.gov.au. (2016). Consumer price index | Australian Taxation Office. [online] Available at: https://www.ato.gov.au/Rates/Consumer-price-index/ [Accessed 24 Aug. 2016].

Three Strikes and the Whole Enchilada Essay Example

Three Strikes and the Whole Enchilada Essay Quintaurus Wright CRT 205 February 07, 2010 KaTeshia Davis Argument Evaluation Three Strikes and the Whole Enchilada Two arguments in this article is that â€Å"three strike rules cause the crime rate to decline,† and the crime rate had been declining before the â€Å"three strike rule† was put into effect. 1. The first premise and conclusion is that since the three strikes law was passed the crime rate has gone down 38 percent. The second premise and conclusion is that the records of 3500 criminal defendants in Los Angeles, San Diego, and San Francisco was analyzed before and after the law was put in place and there was no evidence that the law was a deterrent to crime. 2. Yes both premises support the conclusions. 3. Both of the arguments are deductive valid because both are based on study showing that the crime rate went down. 4. The arguments are weak because the first arguments states that the crime rate went down 38 percent but didn’t mention that some of the newly released paroles and criminals move to another state without the three strikes law. The second argument is weak because it states that they did an investigation on 3500 criminals in three cities but did not go into detail as to how many from each city was analyzed. 5. Both premises are plausibly true because of the information that is given at the time. 6. The premises could be difficult to prove if the valid information is not presented on both premises. We will write a custom essay sample on Three Strikes and the Whole Enchilada specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Three Strikes and the Whole Enchilada specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Three Strikes and the Whole Enchilada specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Dead Poets Society Essays - Dead Poets Society, Films, Carpe Diem

Dead Poet's Society Essays - Dead Poets Society, Films, Carpe Diem Dead Poet's Society Carpe Diem In the film Dead Poets Society there is an environment created that was rigid and strict. At Welton Academy there were four pillars of ideals that students must attain to and follow. These were excellence, honor, tradition, and discipline. A new teacher was appointed to teach English. John Keating brought with him a style that promoted the individual. This was in direct contrast to the four pillars of ideals. Mr. Keatings Latin saying of Carpe Diem, which meant seize the day, was something that would cause problems to arise at the academy. A few of his students would deviate from academys path. Knox Overstreet was a young man who was attending Welton Academy. He had followed all the rules as everyone else and obeyed. However after a few of Mr. Keatings classes he changed his outlook of life. Knox had an affinity towards this girl, Chris Noel, but it was against school policy to have women on campus during a semester. With the new saying of Carpe Diem in his mind, Knox ignored the rules and ensued after Chris. In his wooing he attended parties and even met her at her public high school. If the Headmaster found news of this, Knox would have been expelled. Despite all the consequences Know decided to seize the day and forget the whims of society to follow his dreams. Another student of John Keatings was Charles Dalton. He was more laid back than Knox but he still adhered to the academys rules and regulations. Charles was completely taken by the saying, and changed his lifestyle. At the boys illegal Dead Poets Society meetings in which they read aloud poetry, he brought tobacco pipes and alcohol as well as girls. As seen by his new name, Nwanda, Charlie broke free of the strict life he had to follow at Welton. He even defied the Headmaster during a meeting by interrupting his speech with a phone call from God. Although this new behavior ultimately led to his expulsion, the life at Welton was probably not suitable for an individual like him. Neil Perry was greatly moved by the Latin words, Carpe Diem. His father set forth such high demands and little choice for Neil. His disciplinarian father mapped out his career and life. Neil always submitted to his father but was always left unhappy and not content with all that his father had planned and all the rules that he had to abide by. Neil had dreams of acting and earned the lead part in the local play. Although he was overjoyed, his father thought otherwise. When his father ordered him to quit and never to act again, he resisted his fathers order and told him what he wished to do. Neil acted brilliantly in his play and his childhood dream was accomplished. He told his father his individual needs and desires. However his fathers response to his son led to tragedy, as he committed suicide. Walt Whitman wrote, Two roads diverged in the wood, and I chose the one less traveled on, and that has made all the difference. By following your own beliefs, your desires will be fulfilled. The boys introduction to Carpe Diem led to happiness for all of them. They followed their own desires and were for once happy and free from the chains of Welton Academy. Bibliography video

10 Tips for Passing a Chemistry Exam

10 Tips for Passing a Chemistry Exam Passing a chemistry exam can seem like an overwhelming task, but you can do this! Here are the top 10 tips for passing a chemistry exam. Take them to heart and pass that test! Prepare Before the Test Study. Get a good nights sleep. Eat breakfast. If youre someone who drinks caffeinated drinks, today is not the day to skip it. Similarly, if you never drink caffeine, today is not the day to start. Get to the exam early enough that you have time to get organized and relax. Write Down What You Know Dont risk drawing a blank when confronted with a calculation! If you memorized constants or equations, write them down even before you look at the test. Read the Instructions Read the instructions for the test! Find out whether points will be deducted for wrong answers and whether you have to answer all of the questions. Sometimes chemistry tests allow you to choose which questions to answer. For example, you may need to only work 5/10 problems. If you dont read the test instructions, you might do more work than you need to and waste valuable time. Preview the Test Scan the test to see which questions are worth the most points. Prioritize the high-point questions, to make sure you get them done. Decide How to Use Your Time You may be tempted to rush on in, but take a minute to relax, compose yourself, and figure out where you need to be when your allotted time is halfway over. Decide which questions youre going to answer first and how much time youll give yourself to go back over your work. Read Each Question Completely You may think you know where a question is going, but its better to be safe than sorry. Also, chemistry questions often have multiple parts. Sometimes you can get hints on how to work a problem by seeing where the question is going. Sometimes you can even find the answer to the first part of a question this way. Answer Questions You Know There are two reasons for this. First, it builds confidence, which helps you relax and improves your performance on the remainder of the test. Second, it gets you some quick points, so if you run out of time on the test then at least you got some right answers. It may seem logical to work a test from the beginning to the end. If you are confident that you have time and know all the answers, this is a good way to avoid accidentally missing questions, but most students do better if they skip over harder questions and then go back to them. Show Your Work Write down what you know, even if you dont know how to work the problem. This can serve as a visual aid to jar your memory or it can earn you partial credit. If you end up getting the question wrong or leaving it incomplete, it helps your instructor understand your thought process so you can still learn the material. Also, make sure you show your work neatly. If you are working out an entire problem, circle or underline the answer so your instructor can find it. Dont Leave Blanks Its rare for tests to penalize you for wrong answers. Even if they do, if you can eliminate even one possibility, its worth it to take a guess. If you arent penalized for guessing, there is no reason not to answer a question. If you dont know an answer to a multiple choice question, try to eliminate possibilities and make a guess. If its a true guess, choose B or C. If its a problem and you dont know the answer, write down everything you know and hope for partial credit. Check Your Work Make sure you answered every question. Chemistry questions often provide means of checking your answers to make sure they make sense. If you are undecided between two answers to a question, go with your first instinct.

Biology 206 U4IP Research Paper Example | Topics and Well Written Essays - 750 words

Biology 206 U4IP - Research Paper Example Components of Cigarettes that Affect the Respiratory System: The toxic components in tobacco include substances and gases that affect the respiratory system and lead to cancer. These include components such as benzene, vinyl chloride, ethylene oxide, aromatic amines, arsenic, nickel, chromium, cadmium, and radioactive elements, and gases such as acetone, ammonia, acrolein, carbon monoxide, nitrogen, hydrogen, methane, phenol, formaldehyde, and benzene. The gas phase of smoking directly affects the respiratory tract of the body. The other constituents together cause damage to the respiratory tract with loss of cylia. Hypertrophy in the mucus gland occurs. The peripheral airways, the bronchioles also suffer and cells of the bronchial tree suffer from inflammation as a result of these constituents. The cardiovascular system, the gastric system, the cataracts are other parts of the body that are affected by smoking and its constituents. COPD or chronic obstructive pulmonary disease is th e other form of disease caused by smoking affecting the functioning of the lungs (Robinson and Scullion, 2008, pp.544-546). Increased Carbon Dioxide Levels in Blood Through Smoking: The amount of carbon dioxide in the human blood is balanced by the presence of receptor sites in the blood. However, such balance is disturbed with toxic substances being intruded in the flow of blood, and the levels of carbon dioxide can change as a result of such toxins (Francis, 2011, p.85). Increase in the levels of carbon dioxide in the blood mainly occurs when enough carbon dioxide is not exhaled out of the body. This occurs when the lungs and the respiratory system do not function properly. Thus, chronic and obstructive lung diseases that are caused by the smoking lead to increase in the levels of carbon dioxide in blood. Lung cancer causes obstruction of the lungs resulting from uncontrolled development of malignant cells, thus leading to higher levels of carbon dioxide (Cargill, 2011). Effect of Smoking on Other Organs of the Body: Smoking not only affects the lungs and the respiratory system, but it affects almost all the organs of human body, that include the heart, the blood vessels, eyes, mouth, reproductive organs, bones, bladder, and digestive systems. Blood cells in all these organs are affected by the chemicals and toxic substances present in tobacco, thereby damaging the functions of these organs. Besides the lungs, the negative effects of smoking have been mostly obtained in heart and the blood vessels, leading to severe heart diseases of humans (How Does Smoking Affect the Heart and Blood Vessels? 2011). Correlation of Cellular Respiration with Respiratory System: Physiological respiration or the respiratory system involves the process through which gases are exchanges by human beings and animals with their surroundings. This involves the process on oxygen intake in the body and exhalation of carbon dioxide from the body. The correlation of the respiratory syste m with cellular respiration is that cellular respiration involves the reactions that produce ATP (adenosine tri-phosphate), with the reactions occurring in the mitochondria. It is termed as cellular respiration as use of oxygen and release of carbon dioxide is done for these oxidative reactions (Russell, 2008, p.998). Effects of Smokeless Tobacco: Although many tobacco

How did the cotton economy shape the Souths environment and labor Assignment

How did the cotton economy shape the Souths environment and labor system - Assignment Example How did the Lecompton Constitution and the Lincoln-Douglas debates affect the debate over slavery in the territories? Why did Lincoln’s election in 1860 cause the South to secede? Scholarly sources which were researched online were used in providing for the answers. a. The antebellum South was mainly agricultural with cotton as their main product and with the unprecedented growth of the cotton economy during that period, slave labor became the major capital investment. South remained agricultural and produced on site goods and services. It remained a largely closed society and only a few towns or villages emerged. (â€Å"The Cotton Economy in the South.† American Eras. 1997). Slaves were only regarded as properties by their owners and were often maltreated and oppressed. Though a few had the courage to fight back, their punishments were much more severe; they were whipped, beaten, drowned or hanged. Others resisted by slowing down in their work or feigning illness or breaking their tools. Others sabotaged their production like setting fire on the crops, and some resorted to theft of food, tobacco, liquor, and money from their slave masters. In the 1850s, slaves in plantations dwelt in quarters made up of crudely-made cabins. They lived together within the same homestead and this made the black communities flourish. Within these slave communities, they were able to retain their African culture with their folk tales, religion and spirituality, music and dance, and language, and they had their own families. These made their lives as slaves bearable. b. The Americans believed they had a â€Å"manifest destiny† to expand across the Pacific Ocean. After the election of James K. Polk in 1844, he at once initiated the annexation of Texas and he also eyed California and New Mexico. The Indians made it more difficult for the Americans in their war against Mexico. As U.S. was having war with Mexico, they were also having a cultural war

Diversity in America Essay Example for Free

Diversity in America Essay Being in a diverse world I learned ethnic groups went through a lot during slavery. The way minorities were treated in the past was torture no person should experience in their life time. I learned every race has different ways of thinking and beliefs they feel strongly about in their culture [ (Jiwani, 1996) ]. When it comes to being a success some cultures feel you need to be happy and positive to get to the top and others disagree. Important facts I have learned about my racial ethnicity is my culture arrive in the 19th century and they were stereotyped. They were not recognized on applications for employment [ (Jiwani, 1996) ]. My race did not give up and ignored the stereotyped that others thought of them. I also discovered my heritage celebrates in March and we are considered to be 2 years older than the average American. According to (Joel), 2010. In 2050 America will have added 100 million to its population [ (kotkin, 2010) ]. The fertility rate supposes to be less than ever before when the time comes. I think there will be less people having babies because of the recession going on in America. People in the U.S is suffering and struggling to make ends meet. There is too many babies starving in different countries including in the U.S. Americans are being laid off making minimum wage and it hard for them to survive and take care of the children they have now [ (Jiwani, 1996) ]. Older Adults have to live with their children now because they were unable to receive full benefits when they retired. Senior citizens are having such difficulty in today’s society and have to live on social security checks that constantly raise the money than take it away leaving them stuck. Fertility will decrease because America is already over populated now. The challenges America face when it comes to diversity is prejudice and discrimination. People’s lack of knowledge for other people’s culture and beliefs leaves a lot of Americans in the dark because of their ignorance. People who promote ignorance to their children, family, and friends about different cultures and beliefs will never have the privilege to see beyond the color of one’s skin and religion [ (Jiwani, 1996) ]. No one is alike and different groups think different of others who are not similar to them. I feel those who see everyone as equal have respect for others beliefs. Diversity in America brings problems and fighting between people who hate other because of their skin color and beliefs. When hate is involved this brings on discrimination. Discrimination brings on hate crimes  and hurting other people. People who hate other due to their race believe others groups are less then them. Stereotyping of ethnic groups helps continue the ignorance in society ways of thinking. The benefits of diversity are people of all races, belief, and religion can continue to educate themselves about others. Society can learn to see beyond the color of one’s skin and heritage. People will then get to know who an individual or group is by the way they interact with them. I have a friend as well as myself who face racism everyday because of the color of my skin. It hurts both of us at time but we have learned through the way we were taught to have pride and one’ self and keep our head up. Society can learn to see beyond the color of one’s skin and heritage. People will then get to know who an individual or group is by the way they interact with them. I learned my culture was looked down for many of years until the government decided to consider us to join a race. They felt we finally was worthy of being recognized in the way to accept diversity when it comes to culture in America. The people in the United States need to come together and stop trying to separate each other in groups. Teachers, parents, and our communities need to be open-minded to everyone no matter how they look, act, walk, or talk. There is no one perfect in America and if we can just realize no group or person from a different race is better than the other it may work. Hope is all I have and I want my children to see me as a positive role model and not a racist. I have always believed in being a fair person. I feel I have been treated in a mean way from plenty of people because of my race but I believe in god and that’s what helps me smile. People need to learn how to love one another instead of hate each other. Americans need to raise their children in the correct way by showing them its okay to play and be friend with other children who are different and of a different race. A lot of children I find today are afraid to play with other children who don’t look like them because the way they were raised. I remember a time when I was little and I made a friend in class and she told me her mom said not to play with children of my race and if she did she will get in trouble. I was so confused until I went home and asked my mom and she explained to me about how the world viewed me. I then understood and learned to ignore the ignorance of the way people made me feel or looked down on me because of my  skin color. I always found my self trying to prove to others of a different race I was not the lazy person who grew up not wanting to work and make nothing of my life. I have learned I will face this discrimination until I die so I will have to work twice as hard to become a success in life. Media perpetuate prejudice and stereotyping in a negative way. When it comes to ethnic groups the media always show minorities committing crimes and robbing people [ (kareem, 2013) ]. Media help promote hate to people who has lack of education about minority groups so they feel they have a right to be ignorant. This kind of stereotyping makes people continue the hate in schools, communities, and on the internet. Ethnic groups are always showed in the media living in low-income area’s and they make it look like they are lazy, stupid, dangerous and unable to comprehend anything a smart person suppose to be telling or teaching them [ (kareem, 2013) ]. White Americans suppose to be ethnic people’s translators to explain what minorities are trying to say to them. Media promote appreciation for diversity in February when they want America to acknowledge minorities for more than being a problem in America [ (kareem, 2013) ]. I think it’s really contradicting what’s being told for so long about minorities and really making ethnic groups look like a joke. I feel this way because they constantly try to make ethnic groups or a person of an ethnic group look bad. I feel the media tries to make it look like everyone in society is treated the same in America when this is not the case. When the media reports the news I see a low percentage of Black Americans reporting the news and when they do their talking about their own race to put them down. The way people In America can work together to reduce prejudice and accept diversity is by teaching their families in their homes and their neighbors how to embrace others who are not like them [ (kareem, 2013) ]. I will continue to treat others with respect and dignity. I will show those who come around me the same how to treat people of different cultures and beliefs and how they are equal to us.

The Adventures of Huckleberry Finn by Mark Twain :: Adventures Huck Finn Twain Essays

The Adventures of Huckleberry Finn by Mark Twain   Ã‚  Ã‚  Ã‚  Ã‚  The entire plot of The Adventures of Huckleberry Finn is rooted on intolerance between different social groups. Without prejudice and intolerance The Adventures of Huckleberry Finn would not have any of the antagonism or intercourse that makes the recital interesting. The prejudice and intolerance found in the book are the characteristics that make The Adventures of Huckleberry Finn great.   Ã‚  Ã‚  Ã‚  Ã‚  The author of The Adventures of Huckleberry Finn is Samuel Langhorn Clemens, who is more commonly known by his pen name, Mark Twain. He was born in 1835 with the passing of Haley’s comet, and died in 1910 with the passing of Haley’s comet. Clemens often used prejudice as a building block for the plots of his stories. Clemens even said,† The very ink in which history is written is merely fluid prejudice.† There are many other instances in which Clemens uses prejudice as a foundation for the entertainment of his writings such as this quote he said about foreigners in The Innocents Abroad: â€Å"They spell it Vinci and pronounce it Vinchy; foreigners always spell better than they pronounce.† Even in the opening paragraph of The Adventures of Huckleberry Finn Clemens states, â€Å"Persons attempting to find a motive in this narrative will be prosecuted; persons attempting to find a moral in it will be banished; persons attempting to find a plot in it will be shot.†   Ã‚  Ã‚  Ã‚  Ã‚  There were many groups that Clemens contrasted in The Adventures of Huckleberry Finn. The interaction of these different social groups is what makes up the main plot of the novel. For the objective of discussion they have been broken down into five main sets of antithetic parties: people with high levels of melanin and people with low levels of melanin, rednecks and scholarly, children and adults, men and women, and finally, the Sheperdson’s and the Grangerford’s.   Ã‚  Ã‚  Ã‚  Ã‚  Whites and African Americans are the main two groups contrasted in the novel. Throughout the novel Clemens portrays Caucasians as a more educated group that is higher in society compared to the African Americans portrayed in the novel. The cardinal way that Clemens portrays African Americans as obsequious is through the colloquy that he assigns them. Their dialogue is composed of nothing but broken English. One example in the novel is this excerpt from the conversation between Jim the fugitive slave, and Huckleberry about why Jim ran away, where Jim declares, â€Å"Well you see, it ‘uz dis way.

Poem Explication Essay

The first two lines show the king’s envy of other people in his court who unlike him can sleep soundly. Subsequently, he blames his not being able to sleep upon nature and questions why it has not made him sleepy yet. Line five seems particularly important because there King Henry hints that what he really wants is not sleep itself but the forgetfulness that comes with it. This line somewhat shows why the king is not able to sleep. King Henry wants nature to steep his sense of forgetfulness and let him rest but it does not, and so the king further questions nature as to why those that he considers below him are granted what he is not. He contrasts the common sleeping area with that of his grand chambers in lines six to eleven and asks nature why it would choose the former over the latter. In this part of the poem, the king describes the first sleeping place as shabby and poor while describing his own bed chambers as â€Å"perfumed† with sheets that are very expensive. This shows that the king thinks highly of his status as being superior to others as first expressed in the poem’s first two lines. The king further establishes this in the next lines of the poem, comparing himself to a lowly cabin boy who is probably somewhere sleeping while the monstrous winds rocked the ship floor where he slept. The king again contrasts it to his own situation, peacefully lying down without the disturbance of a heavy storm and again questions why he is denied of sleep. The last line supports the inference made in the fifth line. The words â€Å"uneasy lies the head that wears this crown† denotes that the king cannot sleep because there was something that was really bothering him. Reference The Second part of King Henry the Fourth. Retrieved March 27, 2008 from: http://shakespeare.mit.edu/2henryiv/2henryiv.3.1.html

Leading Marines Essay

Originator: Lance Corporal Steven M. Spencer / 1262282666 / 0431 Task: Provide an essay summarizing MCWP 6-11 Leading Marines, also answer the question of, ‘Why did the Commandant of the United States Marine Corps want every Marine to read MCWP 6-11’, with 1000-1500 words. Method: By reading MCWP 6-11 Leading Marines, answer and write an analysis on the objectives given per instruction. End State: All guidelines will be followed to the highest standard and while answering these questions give support on the opinionating statements. Chapter 1: Our Ethos For anyone to understand the United States Marine Corps personally, they would have to go through the process of transforming into a Marine. The Marine Corps stands out from every other branch of the any military in the world with a tremendous amount of differences. Yes, we have rank, pay and differences in authority, but what makes Marines more proficient in anything they do more than anybody else? Whenever somebody sees the Eagle, Globe and Anchor instantly they think United States Marine Corps or just the â€Å"Marines.† We hold a standard that is not just known in the United States or is easily taught and absorbed, but known throughout the world. Even though we except having our name tapes on our uniforms receive recognition for reaching impossible goals, we expect to be known as a Marine more than anything. There is no such thing as being selfish in the Marine Corps because Marines are instilled and trained to care for their fellow brothers and sisters who are common, but the traditional way we care for each other is only known in the Marine Corps. A change can and usually only lasts for a short period of time, but a transformation into a Marine is worth a life time. Failure isn’t in the vocabulary of the Marine Corps so we are trained to fight first, never to back down and win. Chapter 2: Foundations Learning the ways to become a Marine and the ways of the Marine Corps will  evermore be the hardest lessons taught to you and to learn in life. No matter if you stay in for one enlistment or two, the depth of the Marine Corps is unknown so knowledge will continuously flow and it is endless. All Marines get taught the basics of being a leader in entry level training, but only a few can react to help form their trait into an elite skill only for them. In order to become the elite you have to build a â€Å"Foundation of Values† (pg.31) so that respect in all aspects will become evident between the followers and their leader(s). While setting the example it does not matter what rank you are, you still show that the standards that you hold will reflect on who you are as a person and a Marine. Each Marine chooses how their standards and ways will become beneficial not only to the Marine Corps, but to themselves also. Why do ethics make conducting a moment of decision making so har d? At some point and time every Marine will come to a point in their career or life where the grey area will be the path they choose, but will not think that it is the right way. Moral and ethic dilemmas are common more and more each day. Every Marine is taught to be the toughest both physically, and mentally. The most profound and scariest ability of a Marine is the Quiet Courage. Even though not everyday a Marine comes to that point, it is a skill that takes time, blood, sweat and tears to achieve. Physically saying something is important, but body language is the most important aspect in life no matter what the circumstance. Having the ability to act without either hesitating or thinking for more than a few seconds about the next step is horrifying. You never know how not only your destiny, but your nation’s destiny and the destiny of your peers will change on a split second decision in combat. That’s why having the brotherhood bond with your peers and showing the mutual respect to your fellow brothers and sisters will help you focus on everyday lessons. Life lessons are endless. Chapter 3: Challenges The uncertainty of making life, perception, war and a new way of life all come into one and into harmony will form friction. The way things throughout your life add up to will either be lessons being taught to yourself or failures for others. What is continuously coming towards Marines everyday is the way of challenging. There is more than one way to challenge you, but what way is that? There will always be challenges for your morals, attitude  and leadership throughout the Marine Corps. Exceeding any expectations will boost not only your moral, but the moral of your peers. Moral Courage is self-sustained, but can be turned on or off in an instant. If the standards cannot be met in tranquility then difficult decisions will become more evident not only in battle, but in peacetime or in peace. Controlling the way a battle goes mentally throughout your Marines is very important, but physical courage, the urge to keep pushing forward is what gave us every reason of why we are known today. Having both moral and physical courage are challenges to overcome, but if adapting to a life style of quick teaching is too difficult for you then unit cohesion or embracing leaders is an imperative move; Also the innovation, winning and being the best Marine you can be will never be applicable to your life. Question: Why did the commandant of the United States Marine Corps want every United States Marine to read MCWP 6-11 Leading Marines? Answer: The main purpose on why I think the commandant of the Marine Corps wanted every marine to read Leading Marines is not only the lessons on how to strive to become a better marine, the book teaches the aspects from the bottom up so a full transformation can be seen. The basics is where every Marine gets the skills to start out with, but then the article goes into depth of what can happen, why you think happens and why it actually happens. Having more than one type of ability all built into one is what sets United States Marines apart from anyone in the world. The focus, leadership and the drive among the elite is what had not just made history, but is currently and forever will be carving the way through the heart of the few and transforming the few to the proud then the proud to the well renown elite Marine.

18 ACT Tips and Tricks to Improve Your Score

18 ACT Tips and Tricks to Improve Your Score SAT / ACT Prep Online Guides and Tips Looking for some quick fixes to improve your ACT scores? Look no further. In this article, we give you severaltips and tricks for the ACT so that you can get your best possible scores on every section. First, I'll go through specific tips for each of the five sections (English, Math, Reading, Science, and Writing). Then, I'll provide you with overall tips you can use throughout the test.Note that these are all last-minute test-taking advice tidbits rather than in-depth study hacks. Therefore,it's best to view them as light icing on top of a delicious cake representing the ACT expertise you've developed over a longer period of time. ACT English Tips The first section you'll take on the ACT is the English section, which focuses on your knowledge of grammar as well as your editing skills. #1: Choose the Most Concise Answer ACT English questions look for answers that result in the most straightforward, logical sentence structure, so try to find the choice that provides all of the necessary information for the sentence to make grammatical sense- and nothing extra. The best writing says what it needs to say clearly and concisely! #2: Read the Paragraph First A good plan of attack for ACT English is to read the whole paragraph that has the sentence you must revise before you look at the answer choices.This will give you context for your choices and a better grasp on the structure of the sentence and how you might need to change it.With this strategy, you can reduce the number of errors you make caused by careless misreadings. #3: Be Careful With "No Change" Answers On ACT English questions that ask you to choose the answer that makes a sentence grammatically correct, you'll have the option to pick "No Change." This is a dangerous choice because if you aren’t aware of more obscure grammar rules, you might be tempted to choose it on some questions for which the sentence actually can be improved. Thus, it’s really important to double-check all other answers before settling on "No Change" as the correct choice. That said, keep in mind that "No Change" really is the correct answer around25-30% of the time it's an option, so don't second-guess yourself if you're relatively certain there isn't an error. Read the sentence through with each of the possible suggested changes before you bubble in â€Å"No Change† to ensure that you’re ultimately making the right call. ACT Math Tips Up next is the ACT Math section. Here, we give you two key tips you'll need to know in order to get a high Math score on test day. #4: Pay Attention to Diagrams The ACT Math section will often provide you with diagrams of figures that describe the problem you’re trying to answer.It’s important to pay attention to these figures, asthey will give you clues about which answer choices are the most logical. If a problem asks you to figure out an angle, for example, and some of the choices are acute while others are obtuse, you’ll be able to eliminate at least a couple of these answers just by looking at the diagram.If it doesn’t seem like an answer is possible based on the visual aid alone, it’s usually safe to cross it out. #5: Plug In Answers and Numbers Two of the most important strategies to help you confirm you've got the correct answer on a math problem are to plug in answersand plug in numbers. Here's how to plug in answers: if a question asks you to solve for x,simplyplug each answer choice back into the original equation and see which one works. This will tell you which answer choice is the correct one. You don’t even need to really solve the problem! Plugging in numbers is a little different. With this strategy, you'll choose random numbers to plug into algebraic variables. This strategy lets you analyze the problem using real numbers instead of unknowns, and works best for questions with multiple variables. While helpful, these strategies can sometimes be more time consuming than just solving the equation directly, so only use them as a last resort if you're stumped. All you gotta do is find the right answer cord. ACT Reading Tips With ACT Reading- the third section on the test- you'll need to know how to read and interpret passages both quickly and accurately. #6: Start With Your Strengths The ACT Reading section is always structured the same way with four topic areas in the same order. Each topic corresponds to a passage or pair of passages.These topics are as follows: Prose fiction/literary narrative Social science Humanities Natural science To make sure you’re getting the most out of this section, start by reading the passage(s) that correspond to the topic area in which you are most comfortable.This might simply mean starting with subject matter that is most interesting to you and will thus make for a quicker read. This way, you can get the questions that are easiest for you out of the way first and won’t risk running out of time before you have a chance to answer others. #7: Skim Passages There’s a lot of time pressure on the ACT Reading section, so try to read the passages as efficiently as possible.For some students, it might be manageable to read passages normally and still have enough time to finish the section, but you have to be a really quick and thorough reader in order to pull this off. The best strategy for most people is to skim the passages instead.In order to skim effectively,read the introduction and conclusion paragraphs as well as the first and last sentences of every body paragraph.This will give you a good overview of the main ideas and allow you to answer most main point questions.When you get to questions about details, you can then reread specific parts of the passage if necessary. ACT Science Tips For the Science section, you'll need to know how to interpret data and must answer questions dealing with graphs, tables, and scientific experiments. Here are our two best tips. #8: Do the Conflicting Viewpoints Section Last Theconflicting viewpoints section on ACT Science is usually the most time consuming for students. In case you’re not familiar with it, this part of the section asks you to read two or three passages that detail different viewpoints on a scientific issue.You'll then answer questions about these viewpoints and how they relate to one another. Since this is more reading-intensive and can eat up a lot of time, it’s best to save this part for last so that you don’t end up missing other questions later on in the section that will be quicker and easier for you to answer. #9: Rely On Visuals The ACT Science section hits you with a lot of complicated terminology and unfamiliar facts that make it seem overwhelming.The best policy when faced with all of this information is to ignore it and go straight for the graphs, which should provide enough information for you to answer the majority of the questions you’re faced with. Most of the information you’re given is just extra stuff thrown in there to make this section seem more difficult than it really is. In reality,ACT Science is more about logical reasoning and data interpretation than it is about actually knowing any science. As long as you can read the graphs, you'll be fine! If you can't read this graph, drink more coffee. ACT Essay Tips The ACT Writing section, or Essay, is an optional section and the last one you'll take (if you signed up to take it). Below, we give you two expert tips to help you get the Essay score you deserve. #10: Pres Since ACT Essay prompts are relatively predictable, you can do some of your own essay planning before the test to save yourself time and stress.Choose concrete examples from art, history, literature, and/or personal experience; try not to use hypothetical or vague examples to support your points. Keep in mind that all of the facts you use in your essay don’t necessarily have to be true. Graders don’t have time to fact-check, so they'll take everything you write at face value. This means you can make up statistics or historical facts to support your thesis, and you won't be penalized! #: Write a Great Intro and Conclusion It’s likely that the essay graders will read your introduction and conclusion more closely than they will the rest of your essay. If they can find your thesis easily, you're already on the right track to earning a great Essay score.As long as you have body paragraphs that make sense and support the points outlined in your thesis, graders will likely give you at least a 4 in the Organization and Ideas and Analysis domains. You'll also need to write a conclusion paragraph thatrestates your thesis andshows a strong understanding of how all your points relate to one another. If you can demonstrate basic knowledge of how to logically structure an essay and stay on topic, you'll be good to go. Overall ACT Tips Now, let's wrap up with some general ACT tips to help you feel more confident for test day. #12: Skip Hard Questions On the ACT, time pressure is a very real problem for many students. To avoid losing points, you need to learn to skip questions that are giving you trouble before they eat up too much of your time.â€Å"Too much of your time† means something different for each section: English: more than 30 seconds per question Math: more than 60 seconds per question Reading: more than 45 seconds per question Science: more than 45 seconds per question As a rule of thumb, if you feel like you’re not any closer to figuring out a question after about 30 seconds, move on.Circle that question so that it’s easier to spot later on when you want to go back to it. Then, make a quick pass through the whole section and answer all of the easy questions first so you don’t miss points by running out of time before you're able to get through everything. #13: Use the Process of Elimination For every section of the ACT, use the process of elimination as your main strategy for attacking tough or confusing questions.This ties into the fundamental rule of ACT reading, which says that for every question there is only one completely correct answer- the rest can be eliminated based on evidence in the passage. The process of elimination is more foolproof than trying to pick out the correct answer from the pack. Look for reasons to get rid of choices rather than reasons why they might work. This will help you be more picky about which answer you bubble in, and will also prevent you from thinking that more than one answer might be correct.If there’s even one tiny thing out of place in an answer choice, get rid of it! #14: Bubble at the End You can save time on the ACT bywaiting until the end of a section to bubble in your answers. This cuts down on your time per question by letting you avoid the process of going back and forth between your test booklet and answer sheet.It’s more efficient to circle the answers you choose in your test booklet and then fill them in all at once later. Before using this tip, though,make sure you can reliably finish the section with at least three to five minutes to spare!Don't risk running into a situation in which you don’t have enough time to bubble in your answers even though you’ve gone through all of the questions. Just as you are legally obligated to pop all of the bubbles in a sheet of bubble wrap, so too must you fill in all bubbles on the ACT. #15: Answer Every Question Since there isno penalty for guessingon the ACT, make sure youfill ineverybubble!An incorrect answer and an unanswered question both have the same impact on your raw score, so even if you have no idea how to answer something, it's best to go ahead and guess anyway. #16: Get a Good Night's Sleep the Day Before the Test It might sound cheesy, but you'll feel a lot more prepared (and awake) on test day if you get a solid amount of shuteye the night before the test. How many hours you need to feel well rested varies depending on the person, but generally it's good to aim for at least eight hours of sleep. Heading into test day feeling sleepy and exhausted can dramatically affect your ability to focus and potentially lower your score. So get to bed early! #17: Eat a Hearty Breakfast In addition to the tip above, it's equally important to eat a healthy, satisfying breakfast before you take the ACT. This way you'll feel more awake and energized before taking the test. What's more, you won't have to worry about a growling stomach later on! #18: Stay Calm The most important thing to remember during the ACT is to keep a cool head.Especially given the time pressure, students who suffer from test anxiety often freak out if they have to skip a few questions.Don’t let this happen to you! Keep moving forward and answer what you can.You might find questions that initially seemed impossible are much easier when you come back to them. The nice thing about the ACT is that once you get through a section, you’re completely done with that subject. So you won’t have to worry about it until the next time you take the test (if that time even comes!). Review: 18 Tips for Improving Your ACT Score You can quickly improve your section scores on the ACT if you remember to use these 18 tips before and during the test. Let's recap: ACT English Tips Choose the Most Concise Answer Read the Whole Paragraph First Be Careful With "No Change" Answers ACT Math Tips Pay Attention to Diagrams Plug In Answers and Numbers ACT Reading Tips Start With Your Strengths Skim Passages ACT Science Tips Do the Conflicting Viewpoints Section Last Rely On Visuals ACT Essay Tips Pres Write a Great Intro and Conclusion Overall ACT Tips Skip Hard Questions Use the Process of Elimination Bubble at the End Answer Every Question Get a Good Night's Sleep the Day Before the Test Eat a Hearty Breakfast Stay Calm Remember, these are quick fixes that aren’t substitutes for studying content and gaining a deeper understanding of your mistakes.You should read some of our other articles, like this one on how to get a 36 on the ACT, to supplement your use of these tips and tricks! What's Next? If you're looking to do some more hardcore studying, take a look at this list of the top 10 books you should be using for ACT prepand this list of the best websites for ACT prep. Are you taking the ACT soon and need some advice on last-minute strategies you can use? Here are the bestguides to read for last-minute ACT prep. Haven't scheduled your test date yet? Find out the best ACT date for you! Want to improve your ACT score by 4 points? Check out our best-in-class online ACT prep classes. We guarantee your money back if you don't improve your ACT score by 4 points or more. Our classes are entirely online, and they're taught by ACT experts. If you liked this article, you'll love our classes. Along with expert-led classes, you'll get personalized homework with thousands of practice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step, custom program to follow so you'll never be confused about what to study next. 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Quotes About the Myth of Reverse Racism

Quotes About the Myth of Reverse Racism In the 21st century, many white Americans feel that they suffer more race-based discrimination than their fellow Americans of minority backgrounds. A 2011 study by researchers at Tufts University’s School of Arts and Sciences and Harvard Business School found that whites believe that anti-white bias, or â€Å"reverse racism,† is at an all-time high. But is this perception accurate? Sociologists and social activists are among those who argue that reverse discrimination is actually not on the rise because it’s more of a myth than a reality. They say that while some people of color may be prejudiced against whites, they don’t have the institutional power to discriminate against whites in the systemic manner that whites have historically discriminated against racial minorities. Quotes about reverse racism from prominent social progressives explain why it’s far from widespread and why complaints about such discrimination are reactionary. They say that those who complain about reverse discrimination fear losing racial privilege as society moves to level the playing field. People of Color Lack the Institutional Power to Discriminate Against Whites In his essay â€Å"A Look at the Myth of Reverse Racism,† anti-racist activist Tim Wise discusses why he thinks U.S. society has been organized in such a way that people of color can’t oppress whites in the same way that whites have historically oppressed minorities. â€Å"When a group of people has little or no power over you institutionally, they don’t get to define the terms of your existence, they can’t limit your opportunities, and you needn’t worry much about the use of a slur to describe you and yours, since, in all likelihood, the slur is as far as it’s going to go,† Wise writes. â€Å"What are they going to do next: deny you a bank loan? Yeah, right. †¦ Power is like body armor. And while not all white folks have the same degree of power, there is a very real extent to which all of us have more than we need visvis people of color: at least when it comes to racial position, privilege and perceptions.† Wise elaborates on his argument by discussing how even poor whites have advantages over middle-class blacks. For example, poor whites are more likely to be employed and own property than blacks are largely because they don’t experience racism in the workplace and they’ve inherited property from family members. Blacks, on the other hand, have long faced barriers to employment and homeownership that continue to affect their communities today. â€Å"None of this is to say that poor whites aren’t being screwed†¦by an economic system that relies on their immiseration: they are,† Wise asserts. â€Å"But they nonetheless retain a certain ‘one-up’ on equally poor or even somewhat better off people of color thanks to racism. It is that one-up that renders the potency of certain prejudices less threatening than others.† Minorities Can Be Prejudiced, But Can They Be Racist? Sociologist Eduardo Bonilla-Silva labels the concept of reverse racism â€Å"nonsensical.† The author of Racism Without Racists remarked in a 2010 interview with website The Grio: â€Å"When whites talk about reverse discrimination, I feel that they are making a silly argument because what they really want to say is that we, people of color, have the power to do to them what they have done to us from the 13th century.† Bonilla-Silva says that some people of color are prejudiced against whites but points out that they lack the power to discriminate against whites on a massive scale. â€Å"We do not control the economy. We do not control politics - despite the election of Obama. We don’t control much of this country.† The Idea That Minorities of Influence Seek Revenge Against Whites Is Fiction Washington Post  columnist Eugene Robinson says that political conservatives make claims of reverse discrimination to advance the idea that people of color in influential positions are out to get whites. He wrote in a  2010 column  on the issue: â€Å"A cynical right-wing propaganda machine is peddling the poisonous fiction that when African Americans or other minorities reach positions of power, they seek some kind of revenge against whites.† Robinson asserts that not only isn’t this idea false but also that prominent conservatives are playing it up to win over white voters. He doubts that most conservatives actually believe that vengeful decision makers of color are using their influence to hurt whites. â€Å"Most of them†¦are merely seeking political gain by inviting white voters to question the motives and good faith of the nation’s first African American president. This is really about tearing  Barack Obama  down,† Robinson said. â€Å"These allegations of anti-white racism are being deliberately hyped and exaggerated because they are designed to make whites fearful. It won’t work with most people, of course, but it works with some- enough, perhaps, to help erode Obama’s political standing and damage his party’s prospects at the polls. Reverse Racism Denies the Minority Experience With Discrimination Bill Maher,  comedian  and HBO’s â€Å"Real Time† host, takes issue with reverse racism because it ignores the people of color continue to experience oppression today. Maher particularly objects to conservative Republicans making more of an issue of so-called reverse racism than they do of racism against minorities. In 2011, he  remarked, â€Å"In today’s GOP there is only one correct answer to the discussion about racism. And that is: There is no racism in America anymore.  Ã¢â‚¬â€¹Except  reverse-racism against whites.† Moreover, Maher points out that Republicans have offered up no solutions to combat reverse racism. He suggests that this is the case because reverse racism isn’t real. Instead, reverse racism functions to deny the racism that people of color in U.S. society have long endured. He explained, â€Å"Denying racism is the new racism. To not acknowledge those statistics, to think of that as a ‘black problem’ and not an American problem. To believe, as a majority of FOX viewers do, that reverse-racism is a bigger problem than racism, that’s racist.†

Globalisation, Transnationals and Economic Policy Essay

Globalisation, Transnationals and Economic Policy - Essay Example Foreign direct investment has been very very important to the economic development in Central and Eastern Europe over the last decade. Basically, importance is marked by successful resource seeking there. Also, Market seeking is another important economic development in Central and Eastern Europe. Lastly, Efficiency seeking has improved the economic situation in Central and Eastern Europe.Basically, importance is marked by successful resource seeking there. Some parent companies invests large capital resource in order to to acquire major factors of production that are more efficient than if the factors are obtained in its home country base. In fact, these scarce resources may not even be available in the home economy at all. These major factors include cheap labor and natural and resources. This exemplifies why Foreign Direct Investors set up shop into developing countries like the Asian third world countries. Specifically, some parent companies would go out of its way to seek cheap and hard to find natural resources in the Middle East and Africa. Other foreign direct investment companies prefer to set up manufacturing plants in in Southeast Asia and Eastern Europe because of the cheap labor costs there.This will increase the purchasing power of the workers in Eastern Europe. As a result This will decrease the unemployment rate in Eastern Europe and Southeast Asia.Also, Market seeking is another important economic development in Central and Eastern Europe.... As a result This will decrease the unemployment rate in Eastern Europe and Southeast Asia. Also, Market seeking is another important economic development in Central and Eastern Europe. Some foreign direct investment companies would daringly venture in uncharted waters as they set up shop in Central and Eastern Europe. The companies main aim is to increase its market territory. Expectedly, this marketing strategy of expansion will increase total world-wide sales thereby increasing profits. Reasonably, the parent companies only want to protect or their current sales figures. Hopefully, some parent companies just want to infiltrate the markets of its competitors while protecting its markets in its home country base. Some parent companies enter this type of international marketing strategy through mergers and acquisitions. Lastly, Efficiency seeking has improved the economic situation in Central and Eastern Europe. Clearly, some foreign direct investors venture into Central and Eastern Europe in order to exploit the economies of scale and the scope there. The market in Central and Eastern Europe can be segregated into the rich, the average and the poor customer prospects. It is even suggested that this type of Foreign Direct Investment can be realized after either resource or market seeking investments have been cropped up. Then, this will in all probability will increase the sales as well as the profitability of the firm. Typically, this is the type of Foreign Direct Investments that is mostly widely practiced in highly developed economies. This is what is actually happening within closely integrated markets like Central and Eastern Europe. EXAMPLES: In Western Europe( Thuermer, 2006) stated

Attitude Towards Credit Card And Financial Awareness Dissertation

Attitude Towards Credit Card And Financial Awareness - Dissertation Example ................................ 4.3 Attitude...................................................................................................................... 5.1 Discussion of findings............................................................................................... 6.1 Conclusions and recommendations......................................................................... REFERENCES APPENDICES EXECUTIVE SUMMARY Research has indicated that there are three potential influences that will impact the credit card behavioural patterns of Chinese university students: financial awareness, attitude and social demographics. Chinese society is borne of long-standing cultural values related to the Confucian era, in which hedonistic self-gratification is present, where collectivist values are nurtured and respected, and where social in-group affiliation and reputation protection are considered important constructs of the Chinese lifestyle. Hence, there is ample evidence using t he theory of conspicuous consumption that Chinese university students might be adopting or increasing their frequency of credit card utilisation to gain important social opinion. Because the market is not in a stage of growth, but has become stagnated, business leaders need to know how to best target consumer segments and gain more profitability opportunities. The findings from the study provided a foundation for recommendations on how to improve business strategy develop for more effective strategic plans to gain university student interest and engagement with credit cards. Further implications from the study include how to build more effective marketing by credit card providers and how to potentially enhance education at the university to provide more financial responsibility and... By focusing on what actually drives existing sentiment about credit cards and the specific socio-psychological factors impact behaviors, utilizing qualitative research methodology, it will give a more concrete lesson about what factors influence and motivate credit card adoption and utilization patterns. This research project fulfilled all of its objectives, identifying the potential relevance of financial awareness, attitude and social demographics on the credit card behavior of university students. Though not all assertions and contentions provided in the literature review were supported, there were many factors related to university student credit card behaviors that create opportunities for new business model development that can better improve the competitive and revenue positions of credit card companies and banking institutions that offer credit card services.This project provided a new series of understandings about the relevance of social demographics, the tangible irrelevan ce of financial awareness and the strong relevance of attitude that could serve as a standard for marketing research practice and credit card policy development that could be better geared for exploiting market opportunities with male and female university students. Businesses that offer credit services should be aware of the identified predictors of certain credit card behaviors in the university student market segment in China in order to provide more relevant offerings and insulate the business from potential risks.

ASSIGNMENT 2 Statistics Project Example | Topics and Well Written Essays - 1000 words - 1

ASSIGNMENT 2 - Statistics Project Example ii) To the simple regression model in part (i), add the variables , rooms, baths, and age, where intst is distance from the home to the interstate, area is square footage of the house, land is the lot size in square feet, rooms is total number of rooms, baths is number of bathrooms, and age is age of the house in years. Now, what do you conclude about the effects of the incinerator? Explain why (i) and (ii) give conflicting results. The coefficient for the incinerator is 0.05539 showing a decrease from the previous value of 0.36488; addition of more relevant variables to the model results to a decrease in the coefficient value of the initial variable. Yes the square of  is significant when you add it to the model from part (iii); this is because we observe an increase in the value of adjusted R-squared from 0.7475 in part (ii) to 0.7642 in part (iii) a) Most households use air conditioning powered by electricity to cool down the house but use other forms of energy (gas, oil, etc.) to warm up the house. Given this piece of information, what would you predict for the sign and significance of the coefficients if electricity usage were regressed on a households heating requirements and cooling requirements? Run a regression of electricity usage (kwh) on heating degree-days (hd16) and cooling degree-days (cd16). Are your results consistent with your predictions? Test whether the coefficients are statistically different than each other at 1%. We would expect the electricity usage to go up during cooling as such the sign for the cooling would be positive. On the contrary, we would expect the electricity usage to come down during the heating and as such the sign for the heating is expected to be negative. The p-value for the test is 0.000 (a value less than 1% significance level), we therefore reject the null hypothesis and conclude that

The Visionary Behind The Spanish Architect Santiago Calatrava

The Visionary Behind The Spanish Architect Santiago Calatrava Intuitive vision that lures experienced and studied phenomena greatly enriches human endeavor, just as much as structural theory and geometry have the ability to inspire monumental works of architecture. Further down the line, the visionary behind the Spanish architect, Santiago Calatrava shall be unveiled, on the basis of the aforesaid statement. The Sculptor Calatravas early interest in art and the aesthetic sense that drew him to a small book on Le Corbusier, would remain another constant factor in his work, and one of the things that sets him apart in the world of contemporary architecture. Calatrava evolved his art, and his sculpture into architecture. Time and time again, his work leaves architecture critics perplexed because of his tremendous ability to translate his sculptures into real structures, into architecture. He never fails to generate a great deal of mystery and curiosity in his works. Calatrava goes so far as to even suggest that his art (sculpture) must be considered as a source of ideas for architecture. Julio Gonzalez explains the Architecture-Sculpture equation. Architecture and sculpture are two rivers in which the same water flows. Imagine that sculpture is unfettered plasticity, while architecture is plasticity that must submit to function, and to the obvious notion of human scale (through function). Where sculpture ignores function, unbowed by mundane questions of use, it is superior to architecture as pure expression. But through its rapport with human scale and the environment through its penetrability and interiority architecture dominates sculpture in these specific areas. (Julio Gonzalez Dessiner dans lespace, Skira, Kunstmuseum, Bern, 1997) In 1914, in his book Les Cathà ©drales de France, sculptor Auguste Rodin wrote, The sculptor attains great expression only when he gives all his attention to the harmonic play of light and shadow, just as the architect does. The fact that one of the most famous phrases of modern architecture was inspired not by an architect but by a sculptor underlines the significance of art. The Engineer It is not enough to be an engineer. We are not allowed to confine ourselves within our own professions, but must live in full view of the entire scene of life, which is always total. The supreme art of living is a consummation gained by no single calling and no single science; it is the yield of all occupations and all sciences, and many things besides. -Josà © Ortega y Gasset, Man the Technician Calatravas expressive use of technology and inventive form would be impossible without an awareness that goes beyond architecture and engineering. Music, painting and the natural sciences are as vital to his work as any other calculation. His work becomes and intertwinement of elastic expression and structural revelation, producing results that possibly can be best described as a synthesis of aesthetics and structural physics. (Anthony C. Webster Utility, Technology and Expression, The Architectural Review 191, no.1149, November 1992: 71) Calatravas design process reflects his eclectic education. He began as an art student, then went on to earn a degree in architecture, from Escuela Technica Superior de Arquitectura de Valencia, and then finally a doctorate of Technical Science from the Eidgenosische Technische Hochschule (ETH) in Zurich, all in his birthplace Valencia. He spent his time making and then developing numerous sketches. His sketches emphasize his preference for resolving a design in section, which for him reveals not only the strength of the building but also its structural beauty. Often, his sketches are followed by scale models, or what he generally refers to as toys and games. (Santiago Calatrava, The synthetic Power of Games and Metaphor. In Bridging the Gap: Rethinking the Relationship of an Architect and Engineer. New York: Van Nostrand Reinhold, Building Arts Forum/New York, 1991, p. 173). Used as experiments and primarily inspirational tools for resolving technical problems such as dynamics or tension, they are also seen as sculptures that borrow the language of Engineering. They are creative statements about structural force. Calatravas comprehension of technical information and science is what grants his work the starting point, that is paralleled to Leonardo Da Vincis own interconnected scientific and artistic connections. Just as Da Vinci made use of his art and science background, translating human and animal movement into mechanical movement and added depth and the third dimension in his paintings; similarly, Calatravas fantastic educational knowledge in engineering as well as architecture, enables him to translate his sculptural work (which depicts motion) into crystallized movement in his architectural work. Movement has always fascinated Calatrava, and for parts of his structures, it has been a source of evolution and inspiration. Even in his engineering thesis of foldable space frames, he investigated movement as an inherent part of architecture. His doctoral thesis, On the Foldability of Frames had to do with the fact that a geometric figure can be reduced from three dimensions to two, and ultimately just one. A polyhedron can be collapsed, making it a single planar surface. Another transformation can further reduce it to a single line, a single dimension. He thus concluded that any building is not just a visual image, consisting of different volumes and textured surfaces, but a dynamic object Although, it is very noticeable from his works and he himself has also stated that nature is his structural inspiration, it is also seen that he doesnt imitate any particular organic form. Instead, he closely observes the strong visual movement in natural objects that derives from the fact that their shapes are the traces of the physical forces that created them. His structures have the same dynamic quality emphasized in Rudolf Arnheims explanation of nature. It is alive to our eyes partly because its shapes are fossils of the events that gave rise to them. (Rudolf Arheim, Art and visual Perception: A Psychology of the Creative Eye, Los Angeles: University of California Press, 1969, p.351) The Essence of Architecture The fact that some are uncomfortable with the multiple forms of expression chosen by Santiago Calatrava is probably the best indication that is he onto something important. Joseph Seymour , the former executive director of the Port Authority of New York and new Jersey said, We think he is the Da Vinci of our time. He combines light and air and structural elegance with strength. His architecture captivates the imagination, showing the potential of sculptural form and dynamic structure, and what it can accomplish. His vision elevates the human spirit by creating environments in which we live, play and work. He does not seem disturbed by the coexisting forms of art, architecture and engineering in his mind and thought. With all of his combined interests, he is able to amaze everyone with his phenomenal designs each time. He develops forms that are anonymous, yet universal. Turning Torso, Sweden In sculpture, I have used spheres, and cubes and simple forms often related to my knowledge of engineering. I must admit that I greatly admire the liberty of a Frank Gehry, or Frank Stella as a sculptor. There is a joy and a liberty in Stellas work that is not present in my sculpture, which is always based in the rough business of mathematics. (Interview with Santiago Calatrava, Zurich, February 22, 2006) Ernstings Warehouse, Germany It has been made clear through Calatravas Ernstings Warehouse, in Coesfeld Germany (1983-85), that architecture is not static. The warehouse doors continue the aluminium wall surface when closed, but when open, the faà §ade is pierced and set in motion and the doors are transformed into a beautiful scalloped canopy. Bac De Roda Bridge, Barcelona Like many 20th Century engineers, Calatrava considers concrete to be the most noble construction material. The Spanish word for concrete, hormigon, from the word meaning form, describes most directly the unique quality of concrete- Its ability to take any form or shape. Of course, Calatrava has his favorites, but doesnt limit himself to concrete. The marvelous dialogue he establishes between concrete and steel, for example and the detailing of these connections reveal a great deal of his ideas on structural composition. In the Bac De Roda- Felipe II Bridge (1984-1987) in Barcelona, the arches are transformed from steel into concrete, as they majestically bend to meet the earth. Concrete abutments are anchored firmly into the ground, while steel , because of its obvious lightness compared to concrete, soars over the roadway. Stadelhofen Station, Zurich The three pronged steel columns seem to bite into the glass canopy and concrete promenade to ensure support and grip. These junctures embody Calatravas fascination with the way load are carried to the ground. Conclusion His work is an inspiration to numerous architects across the globe not only because it counteracts the thrusts of arches, and domes of massive stone construction, but because it also conveys structural clarity and rhythmic qualities. Calatravas work can captivate, communicate, and inspire though a visual process. We sense a familiarity with it that is often definable yet not attributable to a single source. At a time when specialization in architecture is increasing, Santiago Calatrava has the ability to combine the somewhat contradicting disciplines of architecture and engineering, with his very own creative vision. It is the vision that has the capability to rejuvenate not just the built environment but ultimately the very spirit of building itself.

Attention Keepers in The Most Dangerous Game :: essays papers

Attention Keepers in The Most Dangerous Game In Richard Connell’s â€Å"The Most Dangerous Game†, he uses several literary devices to keep the reader interested. During Rainsfords journey to and through the island of General Zaroff he partakes in an adventurous journey filled with mystery, suspense, and dilemma. These devices are used to keep the reader interested throughout the story. Mystery is used to give the story a scary and unusual setting. First, the story about Ship Trap Island is used to arouse superstitions. These superstitions bring you into the story to make the reader desire more about the mystery. Second, mystery is used whenever Rainsford hears the shots, the screams, and later sees the bloody brush. This makes you want to know what was hunted down and killed there. Lastly, mystery engross General Zaroff’s huge chateau. Connell’s description of a home on the edge of a cliff with tall towers, iron gates, and a gargoyle knocker makes for a good mystery. This home makes the reader think, why is this here. These mysteries lay down a foundation for a suspenseful story. Mystery is just a precursor to suspense. Suspense is used in several places throughout the story. One, when Rainsford is standing at the door seeing a giant standing there silent, this makes the reader wonder what will happen next. Two, when Zaroff is talking to Rainsford about the most dangerous game. This fools the reader and Rainsford about Zaroffs intentions towards Rainsford, and it makes the reader want to keep reading. Last, Rainsfords dilemmas keep the reader in suspense. The reader wonders how he will get himself out of his predicaments. Dilemma is closely related to suspense because the reader wants an answer or explanation to the characters problem. This keeps them interested. For instance, when Rainsford is tossed overboard in a vast sea, the reader wants to know what he will do because it is a serious adversity. The next dilemma occurs when the General is hunting Rainsford.

Organizational Citizenship Behavior in Carrefour Egypt

The British University in Egypt Faculty of Business Administration, Economics and Political Science Exploring OCB and its variables, its evaluation and implementation: The case of Carrefour Egypt A Dissertation submitted in part fulfilment of the requirements for the award of B. A. in Business Administration, Human Resources Management Specialization 2008/09 By Seif Mamdouh Ezzeldin ID: 100558 Honours Level – Class of 05/06 Under the Supervision of Dr. Hadia FakhrElDin 1 Organisational Citizenship Behaviour has not been dedicated enough research. The topic is quite new to the HR professionals and challenging. It is also challenging to conduct research on the topic as it has been suggested that OCB is inconsistent and has been stated as an ill-defined science. This paper analysis previous literature done on OCB in parallel with conducting field research in a large multinational in Egypt – in attempt to measure their employees’ OCB and bring the suggested evaluation method into practice. It has been concluded that OCB is not consistent among all employees. However, guidelines to effective evaluate it across different employees have been suggested. Adding to this, the questionnaires in this paper provides a jumpstart for future researchers who wish to evaluate the level of OCB in an organisation. 2 Contents 1. Introduction 1. 1 Research questions 1. 2 Research aims 1. 3 Research Methodology 2- Literature review 2. 1 Definition and history of Organisational Citizenship Behaviour 2. 2 Variables of Organisational Citizenship Behaviour 2. 3 Organisational Citizenship Behaviour can be controllable 2. 4 Organisational Citizenship Behaviour examination is challenging 2. 4. 1 Clarifying in and out role conduct 2. 5 Types of Organisational Citizenship Behaviour 2. Literature Summary 3. Aims and methodology 3. 1 Aims 3. 2 Methodology 3. 2. 1 Questionnaire (1) 3. 2. 2 Questionnaire (2) 3. 3 The research place 3. 4 Advantages and limitation of the methodology adapted 4. Data analysis 4. 1 Questionnaire (1) 4. 1. 1 Highest ranking agreed-with statements (above 66. 6 %) 4. 2 Questionnaire (2) 4. 2. 1 Most agreed upon as in-role (above 66. 6 %) 5. Conclusion 5. 1 Key aims and findings 5. 2 Limitation of the study 5. 3 Directions for future research References Appendix 4 8 9 10 12 12 14 17 19 20 21 25 27 27 30 31 33 34 35 37 37 40 42 46 48 48 51 52 53 55 1. Introduction International trade, European Union, labour mobility, ease of cross border transportation, competition, globalisation, desire to a better living standard and striving for achievement are all factors to employees shifting jobs. Unlike salaries, working conditions, job descriptions and appraisals, these factors cannot be controlled by an organisation. This has all increased interest in Human Resources Management (HRM), careers and Organisational Behaviours (OB) as sciences. An organisation can retain an employee who is not satisfied with his pay by increasing the salary. However, it cannot retain an employee who does not feel committed to the organisation or does not actually feel the organisation is holding on to him/her or treating him as a valued asset; as human resources of organisations were recently categorised as assets since they contribute, develop, control, manage and add value all other different assets (Bisson & Branscombe, 2008) The external factors listed are usually considered threats to an organisation as it is always in fear of losing its human resources. Imagine an organisation purchasing very expensive high-tech machines that generated a lot of profit giving it up to a competitor. The consequences are more or less the same if those high-tech machines were top performing employees who may need stronger motivation than money or benefits. The motivation then comes from a newer HR term called Organisational Citizenship Behaviour (OCB). One of the characteristics of being a citizen is being committed (to the norms, cultures, behaviours, attitudes and rules). Commitment to an organisation is referred to as Organisational Commitment (OC). 4 OC has been defined as an attitude involving employee loyalty to the organisation with those employees who are committed being willing to contribute something of themselves to their organisations (Smith and Hoy, 1992). OC is one of the very first attitudes that lead to OCB. It is complemented by organisational trust, the degree of employee satisfaction, involvement in decision-making, sense of importance, career guidance and a sort of monetary motivation. What makes the study challenging is that OCB, an inexact science, is defined as discretionary, ‘extra-role' behaviour, not formally rewarded or punished by the organization, which, in the aggregate, benefits the organization by improving efficiency and/or effectiveness (Organ, 1988). Although OCB is not an obligation or not part of an evaluation process, employees who enjoy it find it an obligatory factor of the job. Free trade, common markets, economic and political unions – which all fall under the umbrella of globalisation is a main reason why organisations, locally and internationally are now seeking; new areas for sustainable competitive advantages and in the eyes of most, Human Resources are one of the most important factors that cannot easily be imitated by others, which defines a sustainable competitive advantage. As being referred to, OCB is a matter of personal choice that goes beyond the call of duty. It can be reflected in situations such as an employee having to decide on whether to attend an informal company event or spending the evening at home. 5 Below are some of the many types of OCB as identified by Bachrach et al. (2000: 516526) 1. Helping Behaviour or Altruism: Selfless concern to the help of others. For example, an employee may inform his/her absent colleague from a training about what has been missed 2. Sportsmanship: Knowing that there is no loss to a party when it comes to a win for the organisation 3. Organisational Loyalty: Promoting the organisation to outsiders as well as supporting and defending it against threats or attacks 4. Organisational Compliance: The behaviour of complying by the organisation? s rules and norms, considering that not every employee initially complies even though it is a must. 5. Individual Initiative: This entails engaging in task-related behaviours at a level beyond minimally required or generally expected levels that it takes on a voluntary flavour 6. Civic Virtue: This is showing willingness to actively participate in the organisation? governance It can now be said that OCB refers to the ability, willingness and motivation to react and perform in a behaviour that is not required and not aiming to be rewarded for it. One other reason why OCB is being an important issue at the moment is the existence of some countries such as Japan, where a person spends his or her entire life working for one organisation and affiliates his or her name with the organis ation. On the other extreme, there are countries such as Egypt where employees regard the organisation they work for part of their career. 6 Some research results indicate that desirable behaviour is determined and managed by the organization. With reference to the selected variables, this paper will justify whether they are in the controllable or uncontrollable environment of an organisation. 7 1. 1 Research questions The research is intended to answer the following questions through reviewing previous literature and conducting field analysis: What is an agreed upon definition for OCB? Why is OCB not disseminated among HR practitioners? Are there specific grounds for what is defined as in-role and out-role? What are the variables that can be related to OCB and influence the behaviour? Since there are variables that can influence the behaviour, can OCB be aimed for by an organisation or is it uncontrollable? How can the level of OCB be evaluated? 8 1. 2 Research aims The research aims to assess the willingness and level of OCB within a large multinational as Carrefour as well as showing the importance of OCB and briefly reviewing the emergence of HR in Egypt. This adds to the existing literature the justification of why OCB is not a well-known concept in organisations within the business sector of this economy. Moreover, clarification of the difference and the relationship between Organisational Citizenship Behaviour (OCB) and the variables outlined in addition to practically bringing the variables and type into field work is aimed for. This research also aims to integrate the different Human Resources (HR) activities that sum up and lead to OCB. ? OCB is an inexact science and the paper will try to identify factors which lead to this behaviour, that is desirable by all organisations, and how it can benefit them through examining the direct and indirect relation between OCB and the variables which include: ? ? ? ? Satisfaction Empowerment Involvement Trust Confidence Reaching a clear-cut agreement on what is regarded as in-role and out-role through employees, and checking the findings with other similar sources for consistency is also aimed for. 9 1. 3 Research Methodology ? Literature including internet research Academic research portals, case studies Questionnaires: Two questionnaires are used as part of the field research for this paper. The questionnaires were given to a sample of twenty-five employees at Carrefour Obour City, Egypt ? ? ? Targeting random levels of employees throughout the organisation to test and evaluate their understanding of OCB ? The survey will include questions that test the three main variables and sub points listed above and will be designed to be as consistent as possible through getting the same result in different ways. ? The questions criterion of the questionnaire will be categorised into questions that measure 1. Trust; that include dimensions of integrity, competence and dependability Commitment; which will reflect the variable of culture Satisfaction Loyalty The six types of OCB studied in the literature . 3. 4. 5. 10 The surveys shall then attempt to evaluate to what extent is there OCB in Carrefour Egypt based on the variables. The results will be compared to: 1. The management expectations The relationships of the variables and literature on the topic The existence of OCB in the organisation, considering the fact that the management are not fully aware of OCB as a science and are c onsequently not directly enforcing it or progressing towards it 2. 3. 11 2- Literature review 2. Definition and history of Organisational Citizenship Behaviour OCB literature originited in the work of Katz and Kahn who argued that an important behaviour required of employees for the effective functioning of an organisation is the undertaking of innovative and spontanuous activities beyond the prescribed role requirement. (Vigoda 2000). Organisational Cititeznship Behaviour is the individual behavior that is descritionary, not directly or explicitly recognised by the formal reward system, and that in the aggreagate promotes the effective functioning if the organisation (Organ as cited in Denis W Organ 1997). Organ in the same literature further clarifies that by descretionary, it is meant that the behavior is not an enforceable of the role or job description. It is is rather a matter of personal choice such that its ommision is not generally understood as punishable (1997: 86). Organizational citizenship behaviour has been the focus of attention from organizational behaviour researchers (Bachrach et al. , 2000; Organ & Ryan, 1995; Organ, 1997; George & Battenhausen, 1990 as cited in Chen; Huang; & Liu) since Organ in 1988 proposed that organizational citizenship behaviour could influence individual and organization erformance. There has, however, been very little interest in studying the topic. According to the research of Bachrach et al. (2000), very few interest and research was conducted on the topic before 1988. Bachrach et al. explain in their literature that an employee who religiously obeys all rules and regulations, even when no one is watching, is regarded as a â€Å"good citiz en† (2000: 524) 12 OCB construct has also been defined as â€Å"†¦ a general tendency to be co-operative and helpful in organisational settings †¦ (LePine, Erez, & Johnson, 2002 as cited in Ladebo). Eran Vigoda supports the argument that OCB is regarded as the extra-role activities employees pursue by saying that extra-role behaviours describe activities beyond formal job requirement that one chooses to do without expecting any direct reward (2000: 191). The author also defined in-role as the tasks employees pursue as an integral part of a job. Views of a sample of employees in this regard will be shown further in this paper. Previous studies on employment relations indicated that employees viewed the practice of such behaviours (OCB) as personal obligations to co-operate with co-workers in solving task-related problems and to assist the organisation to achieve its performance objectives (Kessler, Purcell & Shapiro, 2004; Buyens , De Vos & Schalk, 2001; Janssens, Sels, & Van den Brande, 2003 as cited in Ladebo). Hence, this raises the question of whether OCB is still a beyond-role activity or not. If the suggestion is valid; this means that organisations without those behaviours shall fail. Robbins and Judge stated that evidence indicate that organisations only benefit from those employees who have a sense or citizenship to the organisation and those organisations outperform those that do not (2007: 30) and referred to such employees as a need for any successful organisation. 13 2. 2 Variables of Organisational Citizenship Behaviour Katz (1964) states that three basic types of employee behaviours are critical for the overall effectiveness of any organization: ? tempted to remain within the system. carry out their role assignments in a dependable manner. ? innovative and spontaneous activity in achieving There must be organisational People must People must be objectives that go beyond the role specifications. Behaviours (2) and (3) are examples of OCB (Organ, 1988). Other examples of OCB are a willingness to give time helping others who have work-related problems, taking steps to prevent problems with other workers, and obeying organization rules, regulations and procedu res even when no one is watching. Podaskoff has argued that although research on OCB is on the increase, some unfortunate consequences has been brought up (Podaskoff et al. as cited in Chen, Huang & Liu). Adler, 1989; Hofstede, 1980 as cited in Chen, Huang & Liu further argued that different people from different cultures will not necessarily conform to the same set of norms and will have different beliefs of what can be viewed as OCB. It has been noted that the many occasions in which organizational functioning depends on supra-role behaviour cannot be prescribed or required in advance for a given job. Such 14 behaviours are referred to as the gestures that lubricate the social machinery of the organisation (Bateman as cited in Katz and Kahn 1966). Some examples as portrayed by the authors include helping co-workers with a job related problem or tolerating temporary impositions without complaint. These were referred to as citizenship behaviours (Bateman 1983). The author has also concluded that there is a fundamental connection between satisfaction and OCB. Organisational citizenship behaviour is influenced by job satisfaction. (Bateman 1983). OCB Researchers in at least 15 independent studies as well found a reliable statistical relationship between OCB and job satisfaction (Dennis W. Organ, 1995). Bateman (Bateman 1983). Job satisfaction, especially intrinsic satisfaction, was directly related to OCB. Extrinsic satisfaction did not mediate the relationship between Job characteristics and OCB (SuFen Chiu and Hsiao-Lan-Chen, 2005). As some appraisal methods such as achieving sales quote or calls are related to pay and extrinsic rewards, others including citizenship behaviour and the out-role behaviour are mainly motivated and encouraged through intrinsic rewards and one? s emotions regarding the self. Job characteristics are the attributes of jobs that can have motivational functions for employees. The job characteristics investigated by this study primarily include Hackman and Oldham's (1975) five core job characteristics (or dimensions) as well as the job interdependence concept. The five core job characteristics are as follows: job variety (the extent to which an employee can use different skills in doing his/her work), job identity (the extent to which an employee can complete the whole or identifiable piece of work), job significance (the extent of the significant impact of the job on others), autonomy (the 15 extent of freedom, independence, and discretion of an employee to plan his/her work pace and method), and feedback (the extent to which an employee knows his/her own job performance from the job itself, colleagues, supervisors or customers (Hackman & Oldham, 1980). Job interdependence refers to the extent to which an employee in a team relies on others to complete his/her own tasks (Shea & Guzzo, 1987) (as cited in Su-Fen Chiu & Hsiao-Lan-Chen, 2005) The social exchange theory also suggests that when an employee feels satisfied with his or her job, he or she will reciprocate with positive behaviour (OCB) to benefit the organisation (Organ & Ryan, 1995). Organizations have become more reliant on interdependent social and departmental networks, which have changed the nature of core work activities within the individual work units (Ostroff & Smith, 1992). This suggests that it is not only enough for some employees to enjoy such behaviours; OCB must be transmitted across all employees as none work independently. 16 2. 3 Organisational Citizenship Behaviour can be controllable Previous literature suggested that the desirable behaviours, OCB, can be manageable by an organisation (Gene et al, 2000). A good social climate with involvement, fair and competent management, good communication, satisfaction with the organization, and an emphasis on good planning are suggested by the authors to implant this behaviour. Therefore, organisations are also part of the equation; not only the employees. Employees search for companies that are willing to be more committed to them, says Jan Stringer organizations who are more sensitive to their needs and who won't lay them off during economic slumps (2009). Committed employees tend to have personal values that are similar to those of the company. They are proud to be a part of their company, care about the fate of the company, and recommend the company as a great place to work. Stringer, in her article, suggests some factors in the workplace that influence commitment such as: ? ? ? ? ? Identifying the factors that satisfy employees Identifying factors that are source of dissatisfaction Ensuring that the recognition programmes are meaningful to employees Establishing clear career paths Establishing mentors to advise employees about career management inside the organization ? Identifying benefits that can be used to reward good performance. Ensuring the clarity of the organisation? values as well as ensuring its communication and practice across different organisational levels – clear values 17 help establish teamwork, cooperation and standards of behaviour within an organisation ? Examining the consistency and alignment of actions, policies, and procedures with values It has been argued that a leader? s fair or supportive behaviour may create a need in subordinates to reciprocate. One way to pay-back a leader for the support and fair behaviours is by performing better or engaging in citizenship behaviours (Vigoda 2000). Vigoda? s argument could be linked with the existence of the psychological contract that is concerned with an individual? s subjective beliefs, shaped by the organisation, regarding the terms of an exchange relationship between the individual employee and the organisation (Rousseau as cited in Beardwell & Claydon, 2007). It is of importance, however, to mention that some literature proposed an argument that OCB can be a threat to the internal health of an organisation. The literature suggests that OCB has more than two probabilities; present and absent – a third probability is that it can be of negative effect. Vigoda in his paper explains that supervisors and managers have direct influence over subordinates? behaviours by increasing fairness and equality in interactions with them. Hence, in organisations where there is political gamesmanships and power struggles, there will be low concern with values such as equity and fairness and this is where the in-role duties and OCB will be, for the first time, negatively related and result in dissonances (2000: 192). Empirical evidence indicates that employees, who perform less OCB, are likely to exhibit withdrawal behaviours, consider leaving the organisation (Ladebo, 2005 as cited in Ladebo). 18 2. 4 Organisational Citizenship Behaviour examination is challenging Valid evidence to why OCB is not a major concern to Human Resources departments in organisations as other HR focuses is the fact that the rewards that accrue to OCB are at best indirect and uncertain, as compared to more formal contributions such as high productivity or technical excellence or innovative solutions. Those contributions would have a greater likelihood of being expressly linked to the formal reward system. (Organ as cited in Denis W Organ 1997) Organizational citizenship is not a part of the formal evaluation and reward system therefore failure to engage in these behaviours cannot be formally penalized (Van Dyne, Cummings, & Parks as cited in Gene et al. , 2000) 19 2. 4. 1 Clarifying in and out role conduct There is a problem, however, that OCB aspects such as accepting tolerance and helping others would be considered part of the job (Organ as cited in Morrison 1994). Morrison concludes her study saying that OCB is ill-defined and varies from one employee to the next and between employees and supervisors. The greater an employee's perceived job breadth, the more activities he or she defines as in-role (1993:2). This supports the argument that OCB is an inexact science and is viewed differently by different people. The previous argument by Morrison suggests that a manager could define improving the morale of his team members as in-role yet a lower level employee would regard it as out-role. Hypothesis 1 in the article supports this. It has as well been suggested that one of the main problems with defining OCB is the fact that the concept of in and out role is inexact and unclear (Organ 1997) and this justifies the reason for experimenting what employees actually regard as in and out in this concern – theory on its own is a limitation in this regard. Vigoda? s literature as well supports that in and out-role is ill defined and varies from one employee to the other in her literature (2000: 191). 20 2. 5 Types of Organisational Citizenship Behaviour In an attempt to classify and breakdown OCB into different types, the author of this paper refers to Bachrach et al? literature (2000: 516). The authors organised different types of citizenship behaviours into seven main themes: (1) The helping behaviour involves voluntarily helping others with, or preventing the occurrence of, work-related problems and helping others by taking steps to prevent the creation of problems for co-workers (2000: 516, 517). Smith, Orga n & Near previously discussed this behaviour in the name of altruism (Becker & Vance, 1993). (2) Organ (1990b: 96 as cited in Bachrach et al. , 2000) has defined sportsmanship as â€Å"a willingness to tolerate the inevitable inconveniences and impositions of work without complaining. However, his definition seems somewhat narrower than the label of this construct would imply. The authors added to Organ? s definition that â€Å"good sports† are people who not only do not complain when they are inconvenienced by others, but also maintain a positive attitude even when things do not go their way are not offended when others do not follow their suggestions, are willing to sacrifice their personal interest for the good of the work group, and do not take the rejection of their ideas personally (2000: 517). (3) Organizational oyalty entails promoting the organization to outsiders, protecting and defending it against external threats, and remaining committed to it even under adverse conditions as well as 21 spreading goodwill and protecting the organization and acts of supporting and defending organizational objectives (2000: 517). (4) Organisational compliance regards the behaviour of complying to an organisation? s policy as a form of citizenship behaviour is that even though everyone is expected to obey company regulations, rules, and procedures at all times, many employees simply do not (2000: 517). The author of this article theoretically views this form of OCB inconsistent. However, because the authors argue that some employees do not originally comply by the policies and norms, the argument is considered valid. Smith, Organ & Near previously referred to organisational compliance by the term generalised compliance (Becker & Vance, 1993). (5) Individual initiative involves engaging in task-related behaviours at a level beyond minimally required or generally expected levels that it takes on a voluntary flavour. Such behaviours include voluntary acts of creativity and innovation designed to improve one's task or the organization's performance, persisting with extra enthusiasm and effort to accomplish one's job, volunteering to take on extra responsibilities, and encouraging others in the organization to do the same (2000: 524). (6) Civic virtue is projected by showing willingness to actively participate in the organisation? governance such as attending meetings and expressing opinion about what strategy the organisation ought to follow to monitor its environment for threats and opportunities such as keeping 22 up with changes in the industry that might affect the organisation, and to look out for its best interest even at great personal cost. These behaviours, add the authors, reflect an employee? s recognition of being part of a larger whole in the same way that citizens are members of a country and accept the responsibilities which this entails. The authors further outlines that this dimension has not received any empirical confirmation in the citizenship behaviour literature. However, it does appear to be a discretionary form of employee behaviour that is conceptually distinct from the other citizenship behaviour dimensions, and might be expected to improve organizational effectiveness through somewhat different mechanisms than the other forms of citizenship behaviour. All these behaviours are consistent with Organ? s definitions of employees going beyond the formal requirements. The literature portraying the seven types of OCB is regarded as very reliable and trusted as it is supported by arguments of several well known writers who provided literature on the same topic including George & Brief (1992), George & Jones (1997), Borman & Motowidlo (1993, 1997). Williams and Anderson (1991), Van Scotter & Motowidlo (1986) and (Organ, 1988) as cited in Bachrach et al. , 2000. As part of the field work for this research, results of a survey will be projected at a further stage showing what different employees regard as in-role and out-role. The actions that employees were asked to comment on were also formed in grouping of the first six types mentioned above, as the self-development? s limitation is that it cannot be measured. The questions constructed were mostly inspired from Morrison? s literature (1994: 1553). 23 However, the addition of the OCB types as measures is an added contribution in this paper. 24 2. 6 Literature Summary The thought about OCB originated with the argument of Katz and Kahn who argued that only the undertaking of innovative and spontaneous activities beyond the regular shall effectively function an organisation. Several authors pioneered by Denis W. Organ defined OCB as a behaviour that is of personal choice; it is discretionary, not intended for reward or recognition and considered beyond-role behaviour. As the term beyond-role was brought into existence, researches, academics and practitioners were not successful in finding agreed upon behaviour that is regarded in-role or out-role by everyone. Moreover, it has been stated that OCB is difficult to research and reach as it is not part of the formal evaluation and reward system. Authors agreed that different employees categorise the same behaviours differently: a manager could define assisting an intern in another department as in-role, while an employee in the same department as the manager would find it out-role. OCB has many related variables that were identified by several authors. Among them are job satisfaction, empowerment, commitment from both the employee and the organisation, involvement, feedback and others. Literature mainly stressed on the job characteristics and satisfaction. Some researches also argued that the OCB, the desired behaviour, can be achieved by an organisation? management through empowering and embedding their employees with toolkits that include research about determinants of satisfaction, dissatisfaction, loyalty, career advisement and behavioural modification. 25 Bachrach and other authors (2000) were able to define seven major types of OCB in their literature titled Organizational Citizenship Behaviours: A Critical Review of t he Theoretical and Empirical and Suggestions for Future Research that can provide great help to practitioners and researches attempting future research to classify, categorise and evaluate OCB within an organisation. 6 3. Aims and methodology 3. 1 Aims The research aims to assess the willingness and level or OCB within a large multinational as Carrefour. It has been observed that majority of the previous literature has either not recently tackled OCB practically and from a practitioner? s viewpoint or has not projected results in a manner simple and comprehended by some other researchers. Adding to this, the concept of OCB is not yet comprehended in the Egyptian business society. Human Resources itself is still considered a new concept. Since the Egyptian Revolution of 1952, employees were granted excess rights that employers themselves were complaining. The rights outweighed the duties and responsibilities. By 1980, the employment law in Egypt was passed and tried to maintain a fair balance between employer and employee rights and was regarded as successful. The law was majorly concerned with three stakeholders other than the employer and the employee; those were the employment office, health office and the social insurance office. Personnel and personnel affairs department (now named Human Resources) have started to exist in large hotels and banks in Egypt by mid 1980s. The concept started developing until what is now called Human Resources – ever since organisations begun realising that employees are one of the most valuable assets. The core duties of the Human Resources department, formerly known as personnel affairs, now include other sub departments such as compensation and benefits, equal opportunities, training and development as well as other functions. Despite the fact that the evolution of HR concepts in Egypt started tens of years earlier, the concept of OCB is not yet used between HR executives and personnel as other terminology is. 27 For this reason and for other reasons such as globalisation and free trade, foreign investment is on increase in the Egyptian economy and the requirement of valuable and durable staff is on the increase. Hence, awareness and application of this term is of extreme importance and this paper could initiate the action. The research also aims to answer the following: ? What is an agreed upon definition for OCB? o This question will be answered through reviewing previous literature and compiling the most important definitions of OCB. ? Why is OCB not disseminated among HR practitioners? o Literature review will be the main guide to answering this question. ? Are there specific grounds for what is defined as in-role and out-role? o The source depended upon for this aim is questionnaire (2) which will show what the sample studied regard is in and out role. ? What are the variables that can be related to OCB and influence the behaviour? Literature review will be the main guide to answering this question. ? Since there are variables that can influence the behaviour, can OCB be aimed for by an organisation or is it uncontrollable? o Literature review as well as questionnaires (1) and (2) will help answer this question as statements and questions in the surveys can guide HR professionals to find out where the loopholes are, and which areas employees need motivation or awareness at. 28 ? How can the level of OCB be evaluated? o The questionnaires given are one source of evaluating OCB. 9 3. 2 Methodology Reviewing the literature of renowned authors and writers about OCB and what has been previously said and published. Due to the fact that OCB is not widely discussed among HR academics and practitioners, extensive research was required to understand the origins, theories, implications and types of OCB. Furthermore, literature review provided solid grounds and a platform upon which the arguments are built. In addition to this, the review assisted the further field work carried on for this paper which will be discussed. The literature review also assisted the author to specify the scope of the paper as well as building knowledge base for future research. Two questionnaires were also used as part of the field research for this paper. Two different questionnaires were given to a sample of twenty-five employees at Carrefour Obour City, Egypt. The respondents were from random departments. However, it has been ensured that only employees and supervisors complete the survey – not workers, in order to ensure consistency and fairness of the results. An employee would find him/herself more committed to and rewarded by the organisation more than a security personnel – this is the present view of the business environment in this culture. 30 3. 2. 1 Questionnaire (1) This is a twenty-five question questionnaire that has been compiled and structured assessing the environment at Carrefour as a large multinational where employees are highly focused on their jobs and do not frequently interact with the top management. The questions were assessing dimensions of trust, integrity, confidence, empowerment, satisfaction, commitment and involvement. The choices for respondents were (1) Agree, (2) Neutral, (3) Disagree. The dimension of trust tackles issues of trust between the employee and his/her organisation, the treatment and his/her colleagues. The dimension of integrity is focused on whether the respondent feels that integrity is demonstrated within the actions and promises of the organisation or not. The confidence is primarily focused on whether the employee is confident about the organisation and management? s capabilities or not. Empowerment assesses whether or not the employee feels empowered enough to step outside his/her department, have opinions in other aspects of the organisation and encouraged to provide feedback in a decent manner even if not required. It has also been tested whether the employees are satisfied or not, in terms of the job, surrounding personnel, the organisation and job security. Commitment was not extensively focused upon in Questionnaire (1) as the primary focus of Questionnaire (2) is commitment – Organisational Citizenship Behaviour in particular. However, Questionnaire (1) assesses the commitment of the employees in the aspect of loyalty and feeling that the organisation is also concerned with him/her as an employee 31 Finally, the involvement dimension tests whether the employee is involved in departmental work, organisational activities, announcements and decision making or not. The results are to indicate whether the employees fulfil and find fulfilled the dimensions mentioned in the organisation and are willing to portray citizenship behaviour or not. 32 3. 2. 2 Questionnaire (2) This is an eighteen question questionnaire adopted from Morrison (1994). Adjustments were made and the questions are restructured and divided to serve the six types of OCB referred to in the literature – three questions assessing each type/component and the respondents mark whether they regard the statement written as in-role (part of what they regard as their formal duty) or outrole( referred to as OCB). The six types/components are individual initiative, organisational loyalty, sportsmanship, civic virtue, helping behaviour and organisational compliance. 33 3. 3 The research place Carrefour is a leading operator in the retail industry worldwide, French based. It has been lastly ranked in the second half of 2007 as the first among twenty-two competitors and the thirty-second most profitable organisation among five-hundred (Global 500, 2007). It is the second-largest retailer in Europe and the first in Egypt. The Carrefour group has fifteen-thousand stores company-operated and franchises. Carrefour Egypt is a franchise to Majid-Al-Futtaim (MAF Group), a renowned business man from the United Arab Emirates who also operates Carrefour in several countries other than Egypt. Carrefour International? s principles guiding the HR policy: 1. Freedom 2. Responsibility 3. Sharing 4. Respect 5. Integrity 6. Solidarity 7. Progress In values (1) to (5), the company included their employees as part of the principles and policy, expressing great concern towards them. In addition to this, points (2), (3), (4) and (5) in particularly is directly related, and part of OCB as have been discussed. 34 3. 4 Advantages and limitation of the methodology adapted Questionnaires as the main source for this field research where chosen as they carry the following advantages: ? As some of the questions are direct and the answers must be confidential, many respondents displayed relief as they found it there are no personal details required There is no risk of conflicting meanings – the questions are set and are not interpreted differently to different respondents. This makes translating a copy of the questionnaire into Arabic a valid action ? ? The questions do not differ from a respondent to another Questions can be re-organised and tackled with different manners after the surveys are c ompleted There is a written record of people? s responses ? ? ? Easier to administer Less time consuming Easier to analyze There are, however, some disadvantages as well: ? ? ? Some people were possibly not honest with their responses Some people might have not fully understood some of the questions Some people may left blank spaces There has been a possibility that some people were biased due to the perception or belief that there is a pre-suggested or pre-agreed upon answer 35 ? ? ? Continuation of fear that the questionnaires could be seen by the HR department The questionnaires and data analysis rely on the honesty of respondents Some of the respondents were confused as Carrefour Egypt HR carry out questionnaires to their personnel twice a year, once in June Limited questions equals limited analysis, which is always a limitation of questionnaires Due to the existence and awareness of these disadvantages and limitations, actions were taken accordingly: ? Extreme confidentiality w as given to respondents. The questionnaires projected the aim and privacy assurance to the respondents. Moreover, some of the respondents have been verbally re-assured that the surveys are kept confidential. ? In addition to this, further assurance was made to some of the respondents that the researcher is not affiliated with the organisation in any way and it has also been made clear by the HR personnel that this questionnaire has nothing to do with the company? s formal periodical evaluation. 36 4. Data analysis 4. 1 Questionnaire (1) This is a twenty-five question questionnaire that has been compiled and structured assessing the environment at Carrefour as a large multinational where employees are highly focused on their jobs and do not frequently interact with the top management. The questions were assessing dimensions of: ? Integrity and equal opportunity: This dimension tests whether integrity is demonstrated in actions by the management and employees of the organisation as well as testing fairness among employees and equal opportunities. Example statement: This organization treats its employees fairly and justly ? Confidence: This dimension measures the degree of confidence among employees about the skills and abilities of the organisation as well as confidence of being generally valued. Example statement: I feel very confident about this organization? skills ? Empowerment: This dimension evaluates the degree of empowerment, autonomy and freedom that employees feel they are equipped with. Example statement: My manager/supervisor encourages creativity/innovation by reducing the fear of failure 37 ? General satisfaction: This dimension questions the level of satisfaction employees have – satisfaction from the job, working conditions, job security as w ell as informal networks. Example statement: The organization fails to satisfy the needs of its employees like me ? Commitment : This dimension evaluates the degree of commitment in the organisation. Not only whether employees are committed; but also if they feel the organisation is mutually committed. Example statement: I feel that this organization is trying to maintain a long-term commitment to its employees and me ? Involvement: The involvement dimension evaluates to what extent are the employees involved in different aspects of the organisations – involvement in non-work related activities, company posts and updates, competitive position and information on other departments. Example statement: I am usually aware and my supervisor keeps me informed of the company? s ongoing situations The results of the survey are shown in Figure 4. 1 38 Agree Satisfied This organization treats its employees fairly and justly This organization can be relied on to keep its promises I believe that this organization takes the opinions of its employees like me into account when making decisions I feel very confident about this organization? skills I think it is important to watch this organization closely so that it does not take advantage of its employees and me I feel that this organization is trying to maintain a long-term commitment to its employees and me Compared to my previous workplace(s), I value my relationship with this organization more I feel a sense of loyalty to this organization I think other employees are happy in their interactions with this organization The organization fails to satisfy the needs of its employees like me I am aware of the company? overall s trategy I feel my department gets support and teamwork from other areas within the company My manager/supervisor encourages creativity/innovation by reducing the fear of failure My manager/supervisor demonstrates professionalism I understand how the company's strategy differentiates us from the competition I am usually aware and my supervisor keeps me informed of the company? s ongoing situations (ups and downs, etc) How satisfied are you with with your job? How satisfied are you with the morale of the people with whom you work How satisfied are you with your own morale? I feel that my work gives me a sense of personal accomplishment How satisfied are you that you receive appropriate recognition for your contributions? How satisfied are you with your overall job security? How satisfied are you with your informal life and networks within your organisation? Does your company show enough consideration to your personal time outside work? As an employee, I feel empowered to make decisions beyond my job description 14 13 7 23 6 18 23 21 5 2 18 16 19 23 20 15 21 12 16 20 12 14 8 12 7 Neutral 8 9 12 0 10 7 1 3 14 11 4 6 3 1 4 9 3 10 5 4 8 8 12 9 12 Disagree Dissatisfied 3 3 6 2 9 0 1 1 6 12 3 3 3 1 1 1 1 3 4 1 5 3 5 4 6 Percentage % Agree Neutral Satisfied 56 52 28 92 24 72 92 84 20 8 72 64 76 92 80 60 84 48 64 80 48 56 32 48 28 12 12 24 8 36 0 4 4 24 48 12 12 12 4 4 4 4 12 16 4 20 12 20 16 24 Disagree Dissatisfied 32 36 48 0 40 28 4 12 56 44 16 24 12 4 16 36 12 40 20 16 32 32 48 36 48 Figure 4. 1 Questionnaire (1) responses 39 4. 1. 1 Highest ranking agreed-with statements (above 66. 6 %) The highest ranking statements have been grouped into four categories: Job contributors, supervisory contributors, involvement contributors and commitment contributors. 1- Job: ? I feel that my work gives me a sense of personal accomplishment (80%) How satisfied are you with with your job? (84%) This shows that the majority of employees in Carrefour are both satisfied with their jobs there and feel that their jobs add to their sense of personal accomplishment. This can be attributed to the fact that Carrefour Egypt asks the employees for eval uations, said Mr. Hussein, which partially focus on weather an employee: ? ? ? ? Likes the job and likes the organisation Likes the job but dislikes the organisation Dislikes the job but likes the organisation Dislikes the job and the organisation – Supervisory: ? ? My manager/supervisor demonstrates professionalism (92%) My manager/supervisor encourages creativity/innovation by reducing the fear of failure (76%) This shows that the majority of employees are satisfied with their managers and supervisors in terms of being a „role-mode? within the organisation or being empowered 40 enough by them to be calculated risk-takers. This is attributed to the complex selection and recruitment at Carrefour Egypt, as well as a periodical corporate review. 3. Involvement: ? ? ? I am aware of the company? s overall strategy (72%) I feel very confident about this organization? s skills (92%) I understand how the company's strategy differentiates us from the competition (80%) This shows that employees across Carrefour are aware of the company? s strategy and therefore aware of the vision and mission statements. The result shown is possibly because of communication the vision and mission across the organisation, as well as the employees initiating eagerness to learn more about the organisation. 4. Commitment: ? I feel a sense of loyalty to this organization (84%) Compared to my previous workplace(s), I value my relationship with this organization more (92%) ? I feel that this organization is trying to maintain a long-term commitment to its employees and me (72%) The majority of the employees value Carrefour more than their previous employers as well as feeling they are loyal to this organisation. This goes back to the fact that commitment is shown both from the organisation and the employees at the same time. 41 4. 2 Questionnaire (2) This is an eighteen question questionnaire adopted from Morrison (1994). Adjustments were made and the questions are restructured and divided to serve the six types of OCB referred to in the literature – three questions assessing each type/component and the respondents mark whether they regard the statement written as in-role (part of what they regard as their formal duty) or out-role( referred to as OCB). The six dimensions are: ? Individual initiative: This dimension evaluates to what extension the employees themselves are eager to perform more duties than their job entails. Example statement: Thinking you should also think of what is best for the organisation even if not asked or involved ? Organisational loyalty: This dimension examines the level of loyalty employees possess. Loyalty in this case is examined by actions employees perform that are non-work related that prove they are, for no reward, loyal to the organisation. Example statement: Attending voluntary functions that help the organisation? s image ? Sportsmanship: This dimension tests to what extents could employees prioritise work requirements and exceptions even on their own expense. 2 Example statement: Not taking excess time off, even if you have extra vacation days ? Civic virtue: Other than fulfilling the job, some employees show willingness to participate or provide viewpoints in governing the organisations. Civic virtue tests this perspective. Example statement: Attending voluntary meetings considered important ? Helping behaviour: The helping behaviour is shown by employees through t he willingness to help others and as well prevent problems for occurrence. Example statement: Covering for co-workers who are absent or on break ? Organisational compliance: Although organisational rules and policies should be abided by, some employees still don? t. This dimensions, therefore, tests to what extent employees comply. Example statement: Not spending time on personal telephone conversations Based on questionnaire (2) and the responses, Figure 4. 2 shows the contribution of each dimension to the whole (OCB) as shown by the employees at Carrefour. Figure 4. 3 shows the results of Questionnaire (2) 43 Organisational Citizenship Behaviour The Dimensions Individual Initiative Organisational loyalty Sportsmanship %12 Civic virtue Helping behaviour Organisational compliance %19 %19 %31 %8 %11 Figure 4. 2 OCB components 44 Action Thinking you should also think of what is best for the organisation even if not asked or involved Keeping up with changes and developments in the organisation Helping people outside department when they have a problem Reading and keeping up with organizational announcements Helping organize departmental get-togethers Attending voluntary functions that help the organisation? image Coming to work early if needed Having to work overtime because of a colleague? s mistake, not you Not taking excess time off, even if you have extra vacation days Attending voluntary meetings considered important Volunteering to do things without being asked Helping orient new people even when not asked Covering for co-workers who are absent or on break Helping others with work when they have been absent Giving time to help others with work-related problems Being punctual everyday regardless of weather, traffic, etc Not spending time on personal telephone conversations Not spending time in non work related issues Regarded in-role 9 Percentage % 36 Dimension Individual Initiative 4 5 18 2 5 3 6 19 17 4 21 11 20 13 22 23 25 16 20 72 8 20 12 24 76 68 16 84 44 80 52 88 92 100 Individual Initiative Individual Initiative Organisational loyalty Organisational loyalty Organisational loyalty Sportsmanship Sportsmanship Sportsmanship Civic virtue Civic virtue Civic virtue Helping behaviour Helping behaviour Helping behaviour Organisational compliance Organisational compliance Organisational compliance Figure 4. 2 Questionnaire (2) responses Adopted from Morrison, E. W. 1994) „Role definitions and organizational citizenship behaviour: The importance of the employee? s perspective.? Academy of Management Journal, 37, 1556 45 4. 2. 1 Most agreed upon as in-role (above 66. 6 %) 1. Organisational compliance: ? ? ? Being punctual everyday regardless of weather, traffic, etc (88%) Not spending time on personal telephone conversations (92%) Not spending time in non work related issues (100%) It is clearl y observed the majority of employees regard complying with rules, policies and the psychological contract as in-role behaviours. In theory, organisational compliance has to be regarded as in-role already. However, due to the suggestion that not all employees comply, it has been surveyed. This proves the opposite of Morrison? s hypothesis that it might not be regarded as in-role – it is. The dimension of organisational compliance is the most agreed upon as in-role among the questioned employees and constitutes thirty-one percent of the OCB in Carrefour. Like in Morrison? s research, organisational compliance is the most agreed upon dimension as being in-role – 89, 80 and 68 percent respectively. . Helping behaviour: ? Helping others with work when they have been absent (80%) This may be attributed to the culture of Egyptian people more than for the business environment – people known to be helpful and cooperative. In Morrison? s research, agreement to this behaviour as in-role was 78 percent. 3. Civic Virtue: ? Attending voluntary meetings considered important (68%) 46 In comparison to the original research, the result here shows 18% higher agreement. This would further justify the 80% loyalty demonstrated in questionnaire (1). 4. Sportsmanship: ? Not taking excess time off, even if you have extra vacation days (76%) This is backed up by the fact that 80% of the respondents in questionnaire (1) agree to the statement which says that their work gives them a sense of personal accomplishment. Moreover, it supports the result in section 4. 4. 1 as job satisfaction is one of the highest contributors to the employees? commitment. The result in this research exceeds the original work by 10 percent. 5. Organisational loyalty: ? Reading and keeping up with organisational announcements (72%) The original research exceeds this result by 12 percent. However, 72 percent of employees regarding this statement as in-role is quite a satisfactory rate, especially that only 56 percent of the employees agreed to the statement that their manager/supervisor cares to keep them updated in questionnaire (1). Furthermore, loyalty has been also proved in several other statements. The general agreement between this research and the original research done by Morrison (1994) shows consistency and proof that these elements are regarded as in-role by most employees. 47 5. Conclusion 5. 1 Key aims and findings The research aims at defining OCB from an academic and a practical viewpoint as well as assessing the willingness and level of OCB within a large multinational as well as showing the importance of OCB and briefly reviewing the emergence of HR in Egypt. Moreover, clarification of the difference and the relationship between Organisational Citizenship Behaviour (OCB) and the variables outlined in addition to practically bringing the variables and type into field work is aimed for. This research also aims to integrate the different Human Resources (HR) activities that sum up and lead to OCB. The research questions: ? What is an agreed upon definition for OCB? (Chapter 2) Organisational Cititeznship Behaviour is the individual behavior that is descritionary, not directly or explicitly recognised by the formal reward system, and that in the aggreagate promotes the effective functioning if the organisation. It is also regarded as the extra-role activities employees pursue by saying that extra-role behaviours describe activities beyond formal job requirement that one chooses to do without expecting any direct reward. ? Why is OCB not disseminated among HR practitioners? Chapter 2) OCB is still regarded as a new term. Moreover, there has been a very limited number of literature on OCB in comparison with other HR terms. Adding to this the difficulty of defining the actions and conduct that is regarded as beyond-role. 48 ? What is defined as in-role and out-role? (Chapters 2 & 4) There has been agreed upon behaviours for what is regarded as in-role. As for out-role or beyond-re sponsibility conduct, it is concluded that the difference in employment level will always let individuals interpret in and out-role differently. Hence, it is also concluded that OCB varies proportionately with the level of employment which agrees with the common sense. Like most managers are more satisfied with their jobs (due to pay, prestige and benefits), they are also more committed and portray more citizenship behaviours. Furthermore, like a new employee is not used to the organisation and not regarded as loyal yet, his OCB is still in the introduction phase. ? What are the variables that can be related to OCB and influence the behaviour? (Chapter 2) The literature outlined many variables that are related and complements the favourable behaviour. Among these variables are job satisfaction, loyalty, commitment, sportsmanship, compliance and integrity. ? Since there are variables that can influence the behaviour, can OCB be aimed for by an organisation or is it uncontrollable? How can the level of OCB be evaluated? (Chapters 2 & 4) From the literature, it is concluded that organisations can focus more on studying the variables and elements that lead to the favourable behaviours desired such as identifying the factors that satisfy employees, establishing clear career paths and examining the consistency and alignment of actions, policies, and procedures with values. In addition this, the field research in chapter 4 summarises and adds the 49 contributors, variables and components of OCB which, if read and analysed by organisations, will provide assistance on how to modify their employees behaviours and enable them to reach the behaviour needed for success and prosperity of any successful organisation. The surveys conducted provide valid foundation to organisations who wish to evaluate their level of OCB as the surveys successfully reached this aim – with further modifications that suit every organisation. 50 5. Limitation of the study Due to the fact that OCB has not been granted enough interest from researchers and practitioners up-to-date, the amount of literature available was not of high assistance to the theoretical study. Moreover, direct help from the practitioners, especially in Egypt was difficult to find as they have not been informed of OCB and its implications. Adding to this, many organisations are not in favour of researcher s conducting surveys in their premises, especially of critical and confidential information such as commitment, loyalty, fairness and trust. Another limitation is the small number of sample as only one branch of Carrefour (Obour) was examined. This may influence the result as not to reflect the opinions of employees in Carrefour in Egypt, but only Carrefour Obour. However, the researcher has been assured that the same managerial and leadership style as well as working conditions are followed not only in Carrefour Egypt; however it is internationally abided by. The topic also limits researchers due to the fact that the level of OCB differs from one employment level to another. Finally, it is concluded that as a conduct or action is considered to be in the employment/psychological contract, it is automatically more regarded as in-role. Evidence of this is the fact that organisational compliance is the highest contributor to the OCB of the organisation while the all elements of the compliance are elements of any employment contract. 51 5. 3 Directions for future research It has been concluded in this paper that the level of OCB varies from an employment level and duration to another. As a result, the topic needs to be further expanded in future research. Future field research should assess different levels of employees as well as grouping employees that have been employed in an organisation for similar durations to maintain fairness and consistency. Furthermore, research in different types of organisations should take place. It is expected that in a service industry, the level of OCB should be higher than in others due to the fact that employees are more empowered as they interact more with their customers – the main source of revenue and sustainability. The future research should take place in different industries and questioning whether the results could or could not be compared against each other. Adding to this, conducting the research in a non-for-profit organisation would be a very good example of OCB for reasons that include the fact that NPOs do not compensate its employees, or the compensation is not profit generating. As a result, employees have more committing reasons than monetary rewards and motivation. This research was initially intended to research this issue. However, due to the limited time and resources, this has not been feasible. A suggested NPO is AIESEC (www. aiesec. org). An international NPO considered role model to NGOs and NPOs. Members of this organisation demonstrate the highest levels of OCB that can be observed. Word count 9,072 52 References Bachrach, et al. (2000) „Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical and Suggestions for Future Research.? Journal of Management, 26, 51. 1-61. 1 Bateman, T (1983) „Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee †Citizenship†? 26(4), 587-595 Beardwell, J & Claydon, T (2007) Human Resource Management: A Contemporary Approach. Essex: Prentice Hall. Becker, T & Vance, R (1993) „Construct validity of three types of organisational citizenship behaviour: an illustration of the direct product model with refinements.? 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Retrieved May 16, 2009, from http://EzineArticles. com/? expert=Jan_Stringer Vigoda, E (2000) „Internal politics in public administration systems: An empirical examination of its relationship with job congruence, organizational citizenship behaviour, and in-role performance.? Public Personnel Management, 29, 185-210 Interview with Mr. Amr Hussein, Carrefour Obour H. R. Manager. Dated May 12, 2009 at Carrefour Obour offices. (2007, 23 July) „Carrefour?. Fortune Global Five 500. Retrieved May 18, 2009 from http://money. cnn. com/magazines/fortune/global500/2007/snapshots/7881. html www. carrefour. com 54 Appendix Questionnaire (1) This is not a test. There are no „right? or „wrong? responses to the statements that follow. A response is only „right? if it reflects your personal opinion, and the strength of your reaction, as accurately as possible. Please indicate the level of your agreement with the following statements. Answers are to be kept confidential and shall only be used for academic purposes; no names or personal information required. It should not take more than 10 minutes to complete this questionnaire. This organization treats its employees fairly and justly Agree Disagree This organization can be relied on to keep its promises Agree Disagree Neutral Neutral I believe that this organization takes the opinions of its employees like me into account when making decisions Agree Neutral Disagree I feel very confident about this organization? skills Agree Disagree I think it is important to watch this organization closely so that it does not take advantage of its employees and me Agree Neutral Disagree I feel that this organization is trying to maintain a long-term commitment