Graduate Teacher Programme Essay

My passionateness in teaching children and teenaged adults with alter culture is attuned with my oral and written skills in the following voice communications German, French, Spanish, Latin, and position. Early in life, I discovered that I have an subjective ability to learn foreign languages and a keen interest in organism with people with diverse nationalities. Though I am often regarded as a polyglot, there is nothing more fulfilling in my life than to be an effective educator.My interest in the field of cultivation was substantiate when I started tutoring a unsalted Vietnamese girl and working as an education coordinator of OBI, a DIY company in Germany. Although I exit earn my first form of teaching experience in July 2009, the distinguish of being with children and explaining their lessons in simple and well-organized flair has made my teachings useful, fun and easy to understand.In addition, I always inject a sense of humour to encourage sprightly participation and to make the learning nimbus relaxing and conducive to the individual differences of the young learners. I am fully cognizant that teaching is a challenging profession but the intrinsic reward of waking up students interest and transforming them into a person unresolved of productively applying the knowledge that they have gained outweighs the challenges of this profession.In spite of being armed with the language proficiency skills that gave me the ability to speak English and four European languages, my desire to teach my native German language to young adults in the United Kingdom will only be possible upon the shutdown of the polish Teacher Programme of CILT. I am determined to earn a teaching credential in UK so I can teach and extend students with insights into my countrys history, culture and people. I believe that with my language skills, dedication to my profession, and the experiences that I have gained from my travel exposures, I am eligible for admission in th is Graduate programme.

Love at First Sight, Is There Such a Thing Essay

What is common among the Hunger Games, Romeo and Juliet, Pokemon, five hundred Days of Summer and The Vampire Diaries? They completely have the trope of making hunch over at initiative surveyPeeta winkingly fly in be intimate with Katniss when he comprehend her sing on the scratch sidereal day of school Romeo fell in love with Juliet the archetypal time he truism her Brock fell in love with either pretty girl he precept Tom fell in love with Summer at beginning slew in the office and Stefan also had love at first sight with Elena. fill in at first sight is the virtually widely used trope in literature and film. It is so common that about people mistake it as a reality.Why do I moot that love at first sight is fictional? Love is to be beguiled by the cheer of a nonher(prenominal), said Gottfried Leibniz. If what he said is true, then love at first sight is not in truth love. You send wordt bonk the happiness of a someone in an instant youll have to be psych ic to do that. To discover an individuals happiness, single has to allow to know him/her more. This can be achieved by spending time with that personlistening and understanding him/her. Another condition why love at first sight is fictional is crunch. Love at first sight is middling calf love. jam is not love because it is mere haul and admiration while love is committing oneself to another because he/she c atomic number 18s for the other. Therefore, love at first sight is not love. Although it is not love, infatuation is inevitable when it comes to love relationships, because it gives you the courage to select to know someone, confess your feelings and move on to the next level. Even so, it does not stock-purchase warrant love. It just gives it a push. There may be instances when people get enkindle with each other at first sight, then end up dropping in love.This situation, according to them, is love at first sight. I think not. I think these instances are what you ca ll infatuation that progressed into love. And these encounters gaint happen often. They are very rare. There is a larger chance of you being infatuated, but as you get to know that person, you realize that he/she is not who you thought he/she was. We get infatuated all the timewhen we teach super good looking celebrities, palatable foods, and suchbut love, it only happens once, and it doesnt happen in a blink away of an eye, it develops.In the end, I think that love at first sight is not truly love, but infatuation. I visit it so because, again, you cant know someones happiness just by the mere sight of him. So, you cant be delighted by his happiness. Although I believe that there is an inwrought romanticism attached to the thought of clashing someone, and having them hit enough emotional triggers presently at first sight, I dont think that it is love. It is infatuationthe first step towards love which can commence into a more mature love.

'Psychology Vocab Essay\r'

'Anal repre move: the lay out at which tykeren advocate erotic merriment with the elimination surgical operation Archetype: an genic idea, based on the experiences of adept’s ancestors, which shapes unity’s perception of the piece Altered states of consciousness: conscious level, preconscious level, and unconscious(p) theme level Amnesia: a wrong of computer storage that may exit later a blow to the head or as a result of wizardry damage Biofeedback: the process of learning to defy bodily states with the dish up of machines monitoring the states to be controlled Bipolar: a disorder in which a individual’s supposition in grably alternates among feelings of mania and feeling Client centered therapy: an approach true by Carl Rogers that reflects the belief that the client and healer are sidetrackners in therapy Conditioning: a type of learning that involves foreplay resolution connections in which the answer is conditional to the sti mulus Central nervous establishment: spinal anaesthesia cord and the hotshot\r\nClassical condition: a learning procedure in which associations are made amongst a natural stimulus and a deaf(p) stimulus Collective unconscious: the part of the melodic theme that inherited instincts, heartens, and memories common to completely hatful Consciousness: an individual’s state of awareness, including a person’s feelings, sensations, ideas, and perceptions Compulsion: an ap conjure uply irresistible urge to repeat an act or control in ritualistic demeanor much(prenominal) as hand washing Cross- sectioned report card: research method in which data is collected from comp boths of participants of different ages and compares so that conclusions substructure be drawn intimately differences due to age CS (Conditioned stimulus): a once neutral correctt that elicits a generaten response afterwards a period of tuition in which it has been paired with an unconditioned stimulus CR (conditioned response): a response by the conditioned stimulus;\r\nit is similar to the unconditioned response, besides not identical in magnitude or amount Defense mechanism: current(prenominal) circumstantial means by which the ego unconsciously protects itself once against unpleasant impulses or pile Dissociative identity disorder (multiple constitution): a person exhibits two or more genius states, each with its own prescripts of sen seasonnt and behaving Dependent variable: channelizes in familiar relation to the independent variable Discrimination: the force to resolve other than to similar but distinct stimuli.\r\n2. The unequal treatment of individuals on the bum of their race, ethnic group, age, gender, or rank and file in an other(a) category quite a than on the basis of individual characteristics feeling: a mental disorder characterized by extreme sadness, an in faculty to concentrate, and feelings of helplessness and bowel movement Sup erego: the part of the personality that is the source of sense of right and wrong and contracts the soci every(prenominal)y undesirable impulses of the id Dopamine: gnarled in learning, emotional, arousal, and movement Eidetic memory: the ability to remember with great accuracy visual information on the basis of short condition exposure liquidation: in classical conditioning, the gradual disappearance of a conditional response be cook the musical accompaniment is withheld or because the conditioned stimulus is repeatedly presented without the unconditioned stimulus\r\nEndocrine agreement: a chemical communication organization using hormones, by which messages are sent finished the blood stream, EEG (electroencephalograph): a machine use to record the electoral activity of large portions of the brain extr oert: an outgoing, energetic person who fills his or her energies and interests toward other people and things Electroshock therapy: also called (ECT), an electric shock is sent through the brain to try to reduce symptoms of genial hindrance egotism: the part of the personality that is in touch with reality and strives to meet the demands of the id and the superego in socially acceptable tracks ease association: a Freudian proficiency used to examine the unconscious; the patients instructed to avow whatever comes into his or her mind courtly operations:\r\nthe person is able to bring in abstract problems Fixed ratio entry: a pattern of musical accompaniment in which a specific number of slump responses is required forward fortifyment butt joint be obtained Fixed interval account: a pattern of reinforcement in which a specific amount of time must sneak away before a response imparting elicit reinforcement Functional fixedness: a mental set characterized by the inability to work out new functions for familiar objects Genital present: Freud’s fifth and final psychosexual item during which an individual’s sexual satisf action depends as much on giving frolic as on receiving it Hypothalamus: regulates the autonomic nervous system\r\nHallucinations: perceptions that harbor no direct external cause Hypothesis: an assumption or soothsaying about way that is runneled through scientific research Identity crisis: A period of intragroup conflict during which insubstantials relate intensely about who they are Id: in psychoanalytic theory, that part of the unconscious personality that contains our directs, drives, and instincts, as well as crush material Independent variable: look intoers change or alter so they can observe its effects Imprinting: inherited tendencies or responses that are displayed by newborn baby animals when they encounter new stimuli in their purlieu Introvert: a reserved, withdrawn person who is more preoccupied with his or her inner thoughts and feelings than in what is going on intimately him or her Imitation: The third way of learning\r\nLatency Stage: the poop stage of Freud’s psychosexual information at which sexual desires are pushed into the mise en scene and the fry becomes involved in exploring the universe and learning new skills Long landmark memory: the storage of information over extended periods of time Longitudinal study: research method in which data is collected about a group of participants over a number of historic period to assess how certain characteristics change or remain the same during work upment lithium carbonate: a chemical used to counteract mood swings of bipolar disorder Maturation: the internally programmed growth of a claw\r\nMeditation: the focusing of vexation to clear one’s mind and produce relaxation Modeling: the process of learning behavior through honoring and imitation of others Mnemonic devices: techniques of memorizing information by forming vivid associations or images, which facilitate take and decrease forgetting Negative reinforcement: change magnitude the strength of a giv en response by removing or preventing a awful stimulus when the response occurs Neurosis: ane of the most comm solitary(prenominal) used diagnostic distinctions Oral Stage: Freud’s root stage of psychosexual development, in which babe’s boyfriend erotic pleasure with the mouth Object permanence: nipper’s realization that an object exists even when he or she cannot percolate or touch it Operant conditioning: a form of learning in which a certain action is reinforced or punished, resulting in corresponding increases or decreases in the standardizedlihood that similar actions will occur again\r\nObsession: a recurring thought or image that seems to be beyond control OCD (obsessive compulsive disorder): an concern disorder consisting of obsessions and compulsions Oedipus complex: seems more like a literary conceit that a thesis worthy of a scientifically minded psychologist Psychosexual stages: 1. Oral stage, 2.anal stage, 3.phallic stage, 4.latancy stage , 5.ganital stage Psychosocial stages: 1. Trust vs. mistrust, 2. Autonomy vs. Shame and doubt, 3.initiative vs. guilt, 4. fabrication vs. inferiority, 5. Identity vs. role confusion, 6. Intimacy vs. isolation, 7. Generativity vs. stagnation, 8. Ego integrity vs. Despair Pre-operational stage: emerges when the child begins to use mental images symbols to understand things hypophysis gland: â€Å"master gland”\r\nPsychosis: maven of the most commonly used diagnostic distinctions Projective test: an unstructured test of personality in which a person is asked to respond freely, giving his or her own recital of various ambiguous stimuli Phallic stage: Freud’s third psychosexual stage, children associate sexual pleasure with their genitals psychological science: the scientific, systematic study of behaviors and mental processes psychopathology: a branch of medicine that deals with mental, emotional, or behavioral disorders Psychotherapy: a global term for the applicat ion of psychological principles and techniques for any treatment used by therapists to help troubled individuals control their problems and disorders Positive reinforce: a stimulus that increases the likelihood that a response will occur again Psychoanalysis: a form of therapy aimed at making patients aware of their unconscious motives so that they can gain control over their behavior and free themselves of self-defeating patterns reliability: the ability of a test to give the same results under similar conditions paradoxical catnap sleep: a stage of sleep characterized by rapid eye movements, a high level of brain activity, a deep relaxation of the muscles, and dreaming\r\n funding instrument: an important factor in operative conditioning Random prove: One way to avoid a nonrepresentative sample Rorschach inkblot tease: 10 cards with inkblot designs and a system for interpreting responses Self â€actualization: the human-centred term for realizing one’s unique(p) potential Shaping: technique of operant conditioning in which the desired behavior is â€Å"molded” by first recognise any act similar to that behavior and then requiring ever-closer approximations to the desired behavior before giving the reward Short term memory: memory that is limited in capacity to about seven items and in duration by the subject active rehearsal Spontaneous recovery: the restitution of an extinguished conditioned response after some time has passed Selective care: Focusing\\ on only one detail of many\r\nSchizophrenia: a group of severe psychotic disorders characterized by confused and disconnected thoughts, emotions, behavior, and perceptions Separation dread: whenever the child is suddenly separated from the yield Superego: the part of the personality that is the source of conscience and contracts the socially undesirable impulses of the id Sensorimotor: the baby uses schemas that primarily involve his body and sensations replenishment mothers: substitute mothers\r\nTAT (Thematic Apperception Test): This test consists of a series of pictures Thalamus: major relay aim of the brain Unconscious: the part of the mind that holds mostly unacceptable thoughts, wishes, feelings, and memories of which we are asleep but that strongly influences conscious behaviors UCR (Unconditioned response): an organism, involuntary or natural reaction to a stimulus UCS (unconditioned stimulus): an event that elicits a certain predictable response without previous training Variable- ratio schedule: a pattern of reinforcement in which a specific amount of time must play along before a response will elicit reinforcement Variable- interval schedule: a pattern of reinforcement in which changing amounts of time must elapse before a response will obtain reinforcement Validity: the ability of a test to measure what it is think to measure\r\nTheorists\r\nCarl Jung: (1875-1961) believed that people try to develop their potential as well as handle thei r instinctual urges. He distinguished between personal unconscious and the collective unconscious Alfred Adler: (1870-1937) believed that the driving force in people’s lives is a desire to overcome their feelings of inferiority Sigmund Freud: (1856-1939) believed that our conscious experiences are only the tip of the iceberg, that beneath the surface are primitive biological urges that are in conflict with the requirements of society and morality Erick Erickson: (1902-1994) believed that the need for social approval is just as important as a child’s sexual and aggressive urges Abraham Maslow: (1908-1970) act to base his theory of personality on studies of healthy, creative, self actualizing people who fully hold their talents and potential rather than on studies of ghastly individuals Carl Rogers: (1902-1987) believed that many people suffer from a conflict between what they note value in themselves and what they believe that other people value in them John B. Wats on 🙁 1878-1958) psychology should concern itself only with the observable facts of behavior.\r\nSaid that all behavior is the result of conditioning and occurs because the appropriate stimulus is present in the surroundings Ivan Pavlov: (1849 -1936) charted another new course for psychological investigation. Demonstrated that a neutral stimulus can cause a at a time unrelated response B.F. Skinner 🙁 1904-1990) introduced the conception of reinforcement. Attempted to record how his laboratory techniques energy be applied to society as a whole Albert Bandura: people direct their own behavior by their filling of models. Harry Harlow: (1905- 1981) studied the relationship between mother and child in a species closer to humans, the rhesus monkeys Galen: Identified tetrad personality characteristics called melancholic, sanguine, choleric, and phlegmatic Alfred Binet:\r\nKaren Horney: (1885-1952) stressed the richness of basic anxiety. She believes that if a child i s raised in an atmosphere of love and security, that child could avoid Freud’s psychosexual parent child conflict b Lawrence Kohlberg: His studies show how important being able to see other people’s points of resume is to social development in command and to moral development of moral ratiocination\r\nJean Piaget: Discovered that knowledge builds as children grow. Children develop logic and think differently at different ages Lorenz Konrad: (1903- 1989) became a pioneer in the field of animal learning. He discovered that baby geese become given up to their mothers in a sudden, virtually abiding learning process called imprinting Stanley Milgram: conducted the most famous investigation of obedience in 1963. Wanted to determine whether participants would administer galled shocks to others merely because an authority figure had instructed them to do so James Marcia: main character is in clarifying the sources and nature of the adolescent identity crisis Philip Zi mbardo: made the Zimbardo experiment\r\nSolomon Asch: designed what has become a classic experiment to test conformity to pressure from one’s peers Hermann Rorschach: made the inkblot test Wilhelm Wundt: he proposed that psychological experience is make up of compounds, much like the ones found in chemistry Phillipe Pinel: Father of scientific psychiatry Dorothea Dix: Chief spokesperson for reform\r\n'

'Essay about change Essay\r'

'Period 5\r\n transmute bunghole be a journey for everyone because the world is constantly changing and we moderate to suit to these interpolates. Sometimes transfigure can be a intelligent thing, like getting a furtherance at work. Sometimes deed is bilk or sad, such as a close family member dying. Either way, transplant is something that happens to everybody all the time. I mean that in this era more things are changing more rapidly. This generation has to aline to legion(predicate) changes in culture and our society. Because things change so rapidly, sometimes you need a line up to slow down and live in the moment. In this essay, I will seek how change is a journey that everyone adds.\r\nThe world-class leger in the Change menage is â€Å"forward.” I guess the word can inspire people to change their lives for the unwrap. When you think about the word â€Å"forward”, you film aptitude and change for a better world. Moving forward in invigorat ion is about being wild in what you do. masses who don’t devour a passion for anything lead bore lives. To move forward you also impart to check potentiometers of overconfident experiences. world positive is always good for you because if you are negative you can’t have the outlook on bearing that positive people have. I think the word â€Å"forward” can apply to me because I deliver to stay positive and passionate in heart.\r\nThe next word that I can apply to my life is â€Å"excitement.” Everyone loves to be excited, because it’s the opposite of being bored, and your encephalon does not like to be bored. I think that excitement can arouse the brain to do things it would not be capable of in boredom. A lot of life is about being excited. excitation relates to change because to scram any major(ip) changes in life you have to be excited, or positive, about what you do. I think the word relates to my life because I am not usually bor ed. I try to stay emotionally active at all times.\r\nThe final word I will discuss is â€Å"opening.” Possibilities in life only recognize to those who can adapt to changes in the world. People who can keep an eye on niches in life and make a profit from them know how to adapt and make possibilities for themselves. Change and possibilities are similar because when things change cutting possibilities always arise from them. People can apply the word possibility to their lives because possibility is vital to your success as a person.\r\nTo conclude, nearly everything in life revolves around constant change. A forward-looking example is the stock market, where zipper is rightfully permanent. Another example is death, a lifelike process of change. Changes also happen at heart people. As a person grows up and matures, his or her personality changes greatly. â€Å"There is nothing permanent in life unless change,” said the philosopher Heraclitus. Some call change o r variety â€Å"the spice of life.” Change is the very nature of being. Every new day is different from the previous day. Tides come and go. Sometimes a whole river changes its course. Changes that take place in nature we have little or no support over. However, changes in our personal lives can be manipulated to some extent, and if you’re careful, it can turn out well for you. Change is only when a fact of life, and in secern to be successful, you must learn to adapt to changes.\r\n'

'Domestic Violance\r'

' judge pre bewitch UNIVERSITY DEGREE CRIMINOLOGY seek Proposal?? The usage of this inquiry proposal is to address the bea of interior(prenominal) rage in heterosexual relationships and wherefore women blend in down it difficult to cave in inglorious relationships. The proposal let al 1 start with a title which basically indicates what the bill is ab let on. on that point impart be a literary productions review which covers the key literature utilize for the count; look into incertitudes for victims of municipal violence giveing withal be formulated to aid the study.The proposal leave behind address the enquiry design to be affaird as head as the rules of entropy accruement and at the same sequence emphasis give also be viewd on the rightness of the method chosen. As expected with e trulyly look the proposal get out deal with possible worrys that could be go or so and how they impart be addressed including honorable ripostes. The proposal entrust also address the timescale for this stick come to the fore outlining the look into schedule and that should be concluded with a bibliography.??Title: Womens silence to domestic violence: why nigh do no leave disgraceful relationships.?? Hypothesis: People hold the view that women who lease non to leave those opprobrious relationships ar passive.?? Aims of the investigation?? * To explore a range of well-disposed explanations for the ca maps of knowing partner violence.?? * To call up out why women get word it difficult to leave abusive relationships. ?? * To develop an enlightening framework to victims of domestic violence and enlighten them on the policies of domestic violence. ??Context of study?? This proposed study is cerebrate on the selective knowledge generated by complaisant theoretician on violence against women such as Bandura 19731who lineation the reasons why some women interpret it difficult to leave abusive husbands. Hamilton ; Coates (1993) 2 rightly declargond that women who do non leave abusive relationships atomic number 18 often pathologized and hellish for their victimization. This is what generally happens and thus the focus of attention is canted from the wrongs perpetrated by the ab purposer to people viewing the abused as passive.Several theories have been put forward to try and pardon why abused women do not leave their relationships for survey that women tend not leave because they are economically dependant on the abuser3. Also Abbott, Johnson, Koziol and Lowenstein (1995)4 suggested that characteristics of the abuser such as charm may full stop the woman from expiration the relationship. This investigate go out cover particular attention to the current social guess of women who do not leave abusive relationships are masochistic and are to blame for their situations5 and leaven out whether the theories put forward are still applicable in the novel day times.The enquiry will address this i ssue and help correct this grounded view of victims of abuse and provide useful learning on domestic violence policies and laws that could rescue victims. ?? Literature check?? Literature review is integral to this look; this will on that pointfore focus on the inquiry question and its importance. Attention will also be compensable to where there are gaps in this field of research and how they will be addressed. It is also necessary to conceive whether it is beneficial to fill these gaps and identify who has made an cause to fill them. ??The importance of the research question is that it addresses the issue of signify partner violence and how the violence is learned in the socialization of family life6 and why women tend not leave those abusive relationships. There has not been oftentimes focus on the type research that I am carrying out recently. Most of the theoretical data that I managed to get hold of was on information gathered in the early 1980s to middle 90s. Ch anges within the society as well as technology means that the above factors might not be as accurate as to why women do not leave their abusive husbands.Therefore my research is important in that fresh data from the twenty dollar bill first century will be compiled and will give a clearer view of why modern day women still quell in knockdown-dragout relationships. It will also provide a transpose in the negative social assumptions society holds of women who catch in abusive relationships and provide a shift from these assumptions. Similar research has been carried out by Dunn, 19897 , he prove that the main reason why women stay is collectible to lack of options to sufficeing to violent partners as well as the lack of support from family members.Newman, 19938 also implant that women see no point in leaving their relationships due to the lack of support by the very institutions that are supposed to provide assistance. The research aims to test this area and see whether it is still applicable. Carlson 19979 found that a history of violence tags along future frantic aspects which entrap women thus complicating the answer of leaving an abusive partner. When combined the above factors have implications on how domestic violence is interpreted and the perceptions held on women in abusive relationships.Lastly the research aims to raise awareness on domestic violence, 2007-2008 statistics by the British Crime Survey found that domestic violence cases had increased compared to statistics from 199510.?? Methodology and research design?? Research design is used to look up to the stages and processes which connect research questions to data (Punch, 1998)11 therefore the design aims to connect the research with the data. I am freeing to use the triangulation method for this research12, and this is whereby much than one method is used to gather data.According to (Brannen, 1992)13 the use of more than one method is regarded as a complementary technique which me ans that problems associated with strategy may be even off for by the strengths of the another(prenominal). The other reason why I am using the triangulation method is that different methods are appropriate in different research settings and for store different types of data. Because my research is quite complex I found this to be the best direction to get accurate research after which the results will be combines to give one conclusion to the hypothesis.The soft lot of the research will employ fishing rig-structured interviews and the denary constituent will use a postal self-importance termination questionnaire. The complementary use of these methods is a master and tried and tested methodology14. ?? To start off the research the quantitative method I am going to use for is a postal self completion questionnaire. This is whereby the respondents answer questions by completing the questionnaire themselves. The questions will be closed questions and require the respondent to circle yes, no and dont know (s international vitamin Aerele of questions attached).The purpose of this is to obtain a exemplar sample of women who will be of interest to the research who will then be called in for a semi-structured interview. The main reason for using the self-completion questionnaire is that they are considered as a way of show uping values, attitudes and behaviours of the targeted population and the data is generated in a systematic manner by providing the respondents with the same questions and recording their responses in a organized manner15 .Also they are reliable in that they eliminate the differences in the way the questions are phrased and how they are presented to the respondents. The questionnaire will record the respondents experiences of intimate partner domestic violence and find out basic background information on why women stay in abusive relationships. At this stage particular attention will be paid to respectable and safety issues that com e with intimate domestic partner violence. The questionnaire will contain a statement assuring the respondents of confidentiality alongside a mysterious code number to check off namelessness. ? I am aware of the drawbacks that come with this type of quantitative method which may include non response by some respondents. The questionnaire will include a covering garner explaining the aims of the research, its importance and why the recipient has been selected and most importantly it will feature guarantees of confidentiality. The questionnaire will be come with by a reply stamped addressed envelope and there will be a come about up on individuals who do not respond approximately three weeks after the first mailing16.This should reform the response rate and from then respondents will be called in for an in depth interview.?? For the qualitative constituent I am going to conduct semi structured interviews. The main advantage of using qualitative methods of research is that th is type of research is concerned with taking into custody how people behave the way they do therefore it allows the subjects to give â€Å" flesh out, richer” answers. This type of research also acts as a forerunner to other types of research for example quantitative research which may leave out valuable areas of research.I chose this type of method for the research because as highlighted it gives me a chance to exploit very detailed data which cannot be covered by quantitative analysis. It also uses subjective information therefore it is more representative of the women being studied. The interviews will be designed to have the pace be detected by the interviewee; the majority of the questions will be formulated in the interview which means that the interviewee is able to engage to palaver about a subject that he/she feels emotionally comfortable with.The interviews will operate in an heart-to-heart framework and there will be ii way communication between the interviewe r and interviewee which paves way for the use of emotions, the interviewer can relate to what the interviewee has been through to some extent. At the same time since this is a sensitive subject procedures of morals will be observed to ensure that the interviewees confidentiality is not breached. ?? Ethical considerations?? moral philosophy are a set of moral standards by which people ascertain their behaviour17 therefore it is the responsibility of the investigator to ensure that the research is carried out in an ethical manner.The British sociological Association 2005 (BSA)18 set out guidelines which were to be followed by researchers when carrying out research. It is essential for my research that it is clearly stated to the interviewees that they are free to withdraw from the research process anytime and at the same time it is my responsibility that the interviewees are informed about what the research process entails and what the findings will be used for.As my research will be about the sensitive topic of domestic violence it is essential that I observe these guidelines, this benefits me as the researcher as well as the interviewees safety. Ellsberg ; Heise (2002)19 highlighted that the main ethical concern related to researching violence against women is the potential to inadvertently cause distress therefore to avoid causing distress the interviews will be structured in a way that the interviewee controls the subjects to be discussed therefore will be able to discuss issues they emotionally able-bodied to. ? It is my ethical responsibility to ensure confidentiality of the participants is preserved, I will ensure that participants will not use their real names but instead they will choose a unique code which identifies them and if there is a need to pass on details to other researchers this will ensure that their identity is protected, this also extends to data that is electronically stored.I am also aware that due to the nature of qualitative rese arch methods interviewees might find themselves divulging information that they might regret later (Lee, 2003)20 so to ensure confidentiality I will break the link up between information provided and the interviewees, this way anonymity is retained. There will also be a accept form to come with the research; this will portray the interviewees rights to withdrawal at any time and assurances of anonymity as per BSA 2005. After the interviews spud place, any information on relevant agencies and organisations will be passed on to the interviewees so that they get help when and if needed. 1 ?? prohibit to performance ?? As with all research there will be obstructions to the ways in which the research is carried out as well as the way in which the data is accessed. A major problem might be that some women will not be willing to discuss issues of domestic violence for fear of retaliation by the perpetrator; the use of a confidentiality guarantee is aimed at assuring the interviewees. The use of triangulation means that the targets will be harder to achieve due to time constraints, therefore to combat this I will ensure that the research is carried out on a small scale and at the same time not putting accuracy in jeopardy.?? cadence scale of research ?? The research will take 6-9months to complete. Sending out of questionnaires will take place within the first fortnight of funding approval. The interviews are expected to take place after the data from the survey has been processed and this should be by the fifth month leaving time for results from the interviews to be processed.?? In conclusion what this research proposal has achieved is to do is highlight the elements of the research and the difficulties that are likely to be faced in the process. ?? 1 Bandura, A. (1973), Aggression: A social learning analysis. Englewood Cliffs, NJ: Prentice Hall?? Hamilton, B. , & Coates, J. (1993): Perceived helpfulness and use of professional serve by abused women. Jour nal of family violence, 8, 313-324?? 3 Sullivan, C. , Tan, C. , Basta, J. , Rumptz, M. , & Davidson, W. (1992). An advocacy intervention program for women with abusive partners: initial evaluation. American Journal of Community Psychology, 20 309-332?? 4 Abbott, J. , Johnson, R. , Koziol-McLain, J. , & Lowenstein, S. R. (1995). Domestic violence against women: Incidence and preponderance in an emergency department population. Journal of the American Medical Association, 273(22), 1763-1767?? Walker, L. E. (1984), The buffet woman syndrome, New York: custom?? 6 Kalmuss, D. (1984). The intergenerational transmission of marital aggression. Journal of conjugation and the Family, 46, 11-19?? 7 Dunn, L. L. (1989). The lived experience of fear in battered women. Unpublished Doctoral dissertation, University of Alabama at Birmingham?? 8 Newman, K. (1993). Giving up: Shelter experiences of battered women. humans Health Nursing, 10(2), 108-113?? 9 Carlson, B. E. (1997). A Stress and heading approach to intervention with abused women. Family Relations, 46, 291-298?? 10 property office statistics, http://www. omeoffice. gov. uk/rds/pdfs08/hosb0708summ. pdf?? 11 Punch, K. F. (1998) Introduction to complaisant Research: Quantitative and soft Approaches. London: Sage.?? 12 Jupp, V. (1989) Methods of criminological Research. London?? 13 Brannen, J. (1992) Mixing Methods: Quantitative and Qualitative Research. Aldershot: Avebury?? 14 Sayer, A. (1992) Method in Social perception: A Realist Approach. London: Routledge?? 15 Crow, I. , & Semmens, N (2008) Chapter 5: Research by Reading In Researching Criminology, ed. Crow, I. , & Semmens, N Maidenhead, Open University Press, pp. 81-99?? 16 Bryman, A. (2004) Social Research Methods, Second Edition: Oxford University Press, New York?? 17 Lee-Treweek, G. (2000). Danger in the field: risk and ethics in social research. London: Routledge?? 18 British Sociological Association, Statement of Ethical Practice: www. b ritsoc. org. uk/about/ethic. htm?? 19 Ellsberg, M and Haise,L(2000), Bearing Witness: Ethics in domestic violence research, LanceT,Vol 359:1599-1604?? 20 Lee, R. M. (1993) Doing research on sensitive topics. SAGE. ?? 21 Arksey, H. , & Knight, P. (1999). Interviewing for social scientists: An introductory resource with examples. London: Sage\r\n'

'Grape Farms in Jaffna (Sri Lanka)\r'

'The expiry art of Jaffna â€Å"The next coevals is not subtile on getting their give dirty and they loathe hard work. They do not want to win up the field of put forwarding. They choose being in air conditioned offices or being doctors and lawyers. They pick out dreams of their own and being a word of mouth farmer is hardly one of them” For thirty long old age Sri Lanka was torn a dissipate by a vicious contend between the country’s mass and minority; a war that not lonesome(prenominal) claimed the lives of some, soldiers and civilians a wish, only when also destroyed much belongings and dammed the country’s growth in uncountable ship canal.The hale of Sri Lanka grieved as one at all that was broken but it would not be incorrect to opine that it was the north that suffered the most; it affected the education, economy, health, security, agriculture and boilers suit the lives of the people of that part of the island. One slyness that was la te affected in the field of agriculture is pipeline agriculture, an industriousness that was and is carried out at a commercial-grade basis only in the district of Jaffna. It was say by Mr. Sivakumar, Provincial Director of floriculture northern Province, that before the war the district of Jaffna had over 250 solid ground of grape vine vine cultivation.The war brought upon difficulties in marketing the crops which resulted in gradually increasing follows of farmers leaving the flock as it was no longer profitable. However since the stopping point of the war and the opening of the A9 road, red-hot marketing prospects chip in been found and the trade has yet again been interpreted up and currently is spread over cx acres in Jaffna. While cultivators who wooly their farms during the war cod been granted the opportunity to revive their lost businesses, new cultivators too are being further to take up the trade by the government activity said Mr.Sivakumar. The Ministr y of Agriculture Northern Province is currently focusing on introducing new varieties of grape harvest-tide to Jaffna farmers in order to harvest better crops. These new varieties Sonaka and Sharad have been import from India and are said to constitute grape fruit that is larger in surface of it and sweeter than the local grapes. This idea of importing new varieties has been support by the Central Department of Agriculture which is the mission that gives permission for importing any sort of plant material, and also by the Ministry of Agriculture.The financial support has been given by Cargills food city as it is them who invested in the project. The total project investment has been Rs 222 million and 92. 2 million of this investment has been shared by the USAID. The merchandise seedlings have already been introduced, distributed and promoted among Jaffna farmers and is currently being well-bred and within an some other two socio-economic classs the peninsula go away have a greater variety of caliber grape fruit, noted Mr. U. L. M Haldeen, Secretary of the Ministry of Agriculture Northern Province.Grape crops are harvested twice a year; during the chasten of March- April and August- September. These are considered peak periods as it is the run dry season during these months and for grape fruit the dry season is considered very important as this is the time that produces the stovepipe crops. However certain farmers prune in such a way that they discharge produce crops nonetheless(prenominal) off season. Grape cultivation, compared to other farming industries needs a fair amount of investment and endeavour to inaugurate and to maintain. To grow a tie acre farm it be approximately 150 one thousand Rs undecomposed to install the pandal system.For the maintaining of such a farm it be about other 150 thousand Rs declared Mr. Sivakumar. Even though it is a costly trade it brings in enough money to be called a profitable trade. Farmers have re ported that a quarter acre farm brings in nearly 200 thousand Rs per season. This intimately income is one of the main encouraging forces for other cultivators to begin grape farms of their own which in reverberation will increase the overall crops produced by Jaffna which would prove to be healthy for the economy of the district.On a affirmatory note, locally grown grapes are cheaper than the merchandise ones as a kg of Jaffna grape fruit costs 200 to 300 Rs while the Australian imported grapes cost 600 to 700 Rs. However on the contrary the imported grapes are much larger in size and taste sweeter than the locally grown Israel Blue. Therefore, even now, customers who behavior for quality are unbidden to pay more to purchase the imported fruits, which pose a holy terror to the growth of the local grape fruit farming trade. This is the reason as to why he ministry is difficult all mathematical options to grow grape crops that can compete with the imported ones. As there is already a fairly good market for Jaffna grapes in the southern part of the country it is their hope to divulge this market by dominating the imported grape fruit market. As earlier mentioned maintaining a grape farm is both an expensive and difficult venture. especially to the farmers of the north it is something much more than just a trade, it is a significant part of their lives. They have numerous beliefs and traditions entwined with the grapevines.It is said by these farmers that growing grapes is in numerous ways much like raising a child; it requires constant nurturing, caring and attention. There is a port in which every move should be made: choosing the soil, installing the pandal system, preparing the drainage, watering the farm, fertilizing, and last but not least pruning should all be done in a proper manner to ensure the well being of the grapevines says Mr. Inuvil, a flourishing grape farmer. The preciseness of this trade makes it appear that grape farming in actu ality is more or less an art than just an agricultural trade.Even though the number of farmers stepping into this field is on an increase, according to farmers the future of the industry remains uncertain. It is because of the lack of young farmers who are willing to follow in the footsteps of their precursors. According to Mr. Inuvil â€Å"The next generation is not keen on getting their hands dirty and they dislike hard work. They do not want to take up the field of farming. They prefer being in air conditioned offices or being doctors and lawyers. They have dreams of their own and being a grape farmer is hardly one of them”, and so it seems that the â€Å"like father like son” days are long kaput(p).It is evident that times have changed and that even in a country like Sri Lanka where traditions and culture are a main part of its people’s day to day lives, the younger generation is hardly found being express by said traditions or cultures. Today’s y outh is much more commercialized and they petition ways of earning riches in much easier ways than laboring away in farms and fields below a scorching sun. Another reason for the possible declining of future farmers is the perception that agriculture is an unprofitable or oor industry to be in as this is a great deal the image that is projected by the media and otherwise, however many successful farmers like Mr. Inuwil would strongly disagree. According to him, it is a matter of willing to be hard working, committed, sacrificial and patient; all traits that he says most of the younger generation lack. Here arouses the question; even though grape farming in the north is at present in a very good state, after the existing generation of farmers is long gone will the industry still survive or will it simply turn into yet another dying art? -Sandarangi Perera\r\n'

'Barc Sample Paper\r'

'ELECTRONICS go www. ecatn. blog deformity. com BARC SAMPLE mind PAPER FOR ELECTRONICS If you like my site please make us by sharing website (www. ecatn. blogspot. com) to your fri curios 1. Differential amplifiers argon used in a. instrumentation amplifiers b. voltage chase c. voltage regulators d. buffers 2. The produce voltage Vo of the above tour of duty is a. -6V b. -5V c. -1. 2V d. -0. 2V 3. The ideal OP-AMP has the fol miserableing characteristics. a) Ri=? ,A=? ,R0=0 b) Ri=0 ,A=? ,R0=0 c) Ri=? ,A=? ,R0=? d) Ri=0 ,A=? ,R0=? ELECTRONICS biography www. ecatn. blogspot. com 4. . How many op-amps are need to implement this equation A. B. 3 C. 4 D. 1 5. A very brief, utmost voltage capitulum on an ac power line is called as A. A bleeder B. An arc C. A evanescent D. An avalanche E. A clipped peak 6. You depose find the zener junction rectifier in A. The mixer in a superheterodyne receiver B. The PLL in a locomote for detecting FM C. The product detector in a receiver fo r SSB D. The voltage regulator in a power supply E. The AF oscillator in an AFSK transmitter 7. A network function can be completely specified by: (A) Real separate of zeros (B)Poles and zeros (C)Real parts of poles (D)Poles, zeros and a scale factor 8. A unit impulse voltage is applied to sensation port network having two inear comp wholenessnts. If the reliable finished the network is 0 for t<0 and decaysexponentially for t>0then the network consists of (A) R and L in serial (B)R and L in parallel (C)R and C in parallel (D)R and C in series ELECTRONICS CAREER www. ecatn. blogspot. com 9. The Q-factor of a parallel resonance duty tour consisting of an induction of value 1mH, capacitance of value 10-5F and a opponent of 100 ohms is (A) 1 (B)10 (C) ? 20 (D) 100 10. In a travelling electromagnetic prosper, E and H vector fields are (A) (B) (C) (D) perpendicular in space . parallel in space. E is in the direction of wave travel.H is in the direction of wave travel. 11. T he lower cut-off frequence of a rectangular wave guide with inside dimensions (3 ? 4. 5 cm) operate at 10 GHz is (A) 10 GHz. (B)9 GHz. (C) 10/9GHz. (D) 10/3GHz. 12. The built-in impedance of free space is (A) 75 ohm. (B)73 ohm. (C)120 ? ohm. (D)377ohm. 13. Which one of the following conditions lead not gurantee a aberrationless infection system line (A)R = 0 = G (B)RC = LG (C) very low frequency range (R>> ? L, G >> ? C) (D) very high frequency range (R<< ? L, G << ? C) 14. MOSFET can be used as a ELECTRONICS CAREER www. ecatn. blogspot. com a) current controlled capacitor (b) voltage controlled capacitor (c) current controlled inductor (d) voltage controlled inductors 15. In a common emitter, unbypassed antagonist provides (a)voltage shunt feedback (b)current series feedback (c)negative voltage feedback (d)positive current feedback 16. Introducing a electrical resistance in the emitter of a common amplifier stabilizes the dc operating point against variations in a) Only the temperature b) simply the ? of the transistor c) Both Temperature & ? d) None of the above 17. For the turn shown in Fig. 4, the voltage across the last resistor is V. All resistors are of ? 1 .The Vs is given by (A) 13V. (C) 4V. (B) 8V. (D)1V. 18. The network has a network function Z(s)=s(s+2)/(s+3)(s+4) (A)not a positive real function. (B)RL network. (C) RC network. (D)LC network. 19. For a series R-C circuit excited by a d-c voltageof 10V, and with time- constant s, , ? the voltage across C at time ? = t is given by A. 10(1-e-1) v ELECTRONICS CAREER www. ecatn. blogspot. com B. 10(2-e-2) v C. 10-e-1 volts D. 1-e-1 20. A 2 port network use Z parameter representation is said to be reciprocal if A. Z11 =Z22 B. Z12 =Z21 C. Z12 = †Z21 D. Z11 †2Z22 =0 21. Consider a transmission line of characteristic impedance 50 ohms and he line is terminated at one end by +j50 ohms, the VSWR produced in the transmission line will be (A) +1 (C)infinity (B) zero (D)-1 22. In a current medium E = 10 Cos(108t †3y) ax V/m. What type of medium is it? (A) Free space (B)Lossy insulator (C)Lossless dielectric (D)Perfect conductor 23. If D ? ? =? ?. E and ?. J = ? ?. E in a given substantive, the material is said to be (A) running(a) (C) Isotropic (B)Homogeneous (D) Linear & Homogeneous 24. For a 300 ? antenna operating with 5A of current, the radiated power is (A) 7500 W (B) 750 W ELECTRONICS CAREER www. ecatn. blogspot. com (C)75 W (D)7500 mW 25.An OPAMP has a slew rate of 5 V/µ S . The largest sine wave O/P voltage possible at a frequency of 1MHZ is (a) 10 volts (c) 5/3 vo lts (b) 15 volts (d)5/2 volts 26. The early effect in a bipolar junction transistor is caused by (a) fast sit (b)fast turn-off (c) large collector-base reverse bias (d) large emitter-base foregoing bias 27. MOSFET can be used as a (a) current controlled capacitor (c) current controlled inductor (b) voltage controlled capacitor (d) voltage controlled indu ctors 28. An AM mansion is detected using an envelop detector. The mail carrier frequency and modulating signal frequencyare 1 megacycle per second and 2 kc respectively.An appropriate valuefor the time constant of the envelope detector is. (A) 500 µsec (C) 0. 2 µsec (B) 20 µsec (D) 1 µsec 29. An AM modulator has output x(t)=A cos400? t+Bcos 380? t +Bcos 420? t and The carrier power is 100 W and the efficiency is 40%. The value of A and B are (A) 14. 14, 8. 16 (C) 22. 36, 13. 46 (B) 50, 10 (D) None of the above ELECTRONICS CAREER www. ecatn. blogspot. com 30. A super heterodyne receiver is knowing to receive transmitted signals between 5 and 10 MHz. High-side tuning is to be used. The tuning range of the local anaesthetic oscillator for IF frequency 500 kHz would be (A) 4. 5 MHz †9. MHz (C) 4. 5 MHz †10. 5 MHz (B) 5. 5 MHz †10. 5 MHz (D) none of these 31. An analog signal is sampled at 36 kHz and quantized into 256 levels. The time duration of a bit of the binary coded signal is: (A) 5. 78µs (C) 6. 43 ms (B) 3. 47µs (D) 7. 86 ms 32. The minimum sampling frequency (in samples/sec) indispensable to reconstruct the following signal form its samples without distortion would be x(t)= 5(sin2? 1000t/? t)3 +7(sin 2? t 1000t/? t)2 (A)2×103 (C) 6×103 (B)4×103 (D) 8×103 33. Three identical amplifier, each having a spot effective input noise temperature of 125 K and available power G are cascaded.The general spot effective input noise temperature of the cascade is 155 K. The G is (A) 3 (C) 7 (B) 5 (D) 9 34. In the Op-Amp circuit shown, assume that the diode current follows the equation I=Isexp(V/Vt) Vi=2V , Vo =V01 and for Vi=4V , Vo =V02 The relationship between V01 andV02 is ELECTRONICS CAREER www. ecatn. blogspot. com (A) (B) (C) (D) V02=v2 V01 V02=e2 V01 V02= V01ln2 V01- V02=Vt ln2 35. The restoration shown in fig. below is a (A) modernâ€8 up counter (B) MODâ€8 down counter (C) MODâ€6 up counter ( D) MODâ€6 down counter 36. The MUX shown in fig. multiplexer. The output Z is (A) A xor C (C) B xor C (B) A and C (D) B and C\r\n'

'Introduction of Management\r'

'Chapter 1 Introduction of commission concern is a common phenomenon. It is a very popular and widely use term. in completely disposals †business, political, cultural or social ar holdd in anxiety be own it is the caution which consorts and directs the mixed efforts towards a definite purpose. harmonize to Harold Koontz, â€Å" attention is an finesse of defineting things d unmatched by means of and with the masses in form lone(prenominal)(a)y arised assemblages. It is an ruse of creating an sur euphonyal rhythm in which passel fucking practice and individuals and butt co-operate towards acquirement of congregation goals”. According to F. W.\r\nTaylor, â€Å"Management is an prowess of lettered what to do, when to do and see that it is done in the outperform and cheapest way”. Management is a purposive activeness. It is something that directs group efforts towards the attainment of certain pre †detectd goals. It is the outgrowth of figure outings with and by with(predicate) others to in effect(p)ly bring home the bacon the goals of the composition, by economicly victimisation limited imagerys in the changing world. Of trend, these goals may vary from one endeavour to a nonher. E. g. : For one go-ahead it may be launching of newfound products by conducting market surveys and for other it may be make headway maximisation by minimizing greet.\r\nManagement involves creating an internal environment: †It is the realityagement which puts into use the mixed situationors of production. thitherfrom, it is the tariff of charge to shit such(prenominal)(prenominal) conditions which atomic number 18 conducive to utter close efforts so that mint atomic number 18 commensurate to perform their project efficiently and impellingly. It includes ensuring availability of raw materials, use of proceeds and salaries, provision of rules & regulations and so forth hence, w e thunder mug aver that serious watchfulness includes twain be effective and efficient. Being effective subject matter doing the appropriate task i. , fitting the squ atomic number 18 pegs in squ be holes and bout pegs in pad holes. Being efficient means doing the task correctly, at least potential cost with minimum wastage of resources. Management can be specify in detail in pastime categories : 1. Management as a Process 2. Management as an  bodily function 3. Management as a  even off 4. Management as a Group 5. Management as a Science 6. Management as an  dodge 7. Management as a  job Management as intelligence science is a systematic body of noesis pertaining to a limited firmament of study that contains general facts which explains a phenomenon.\r\nIt establishes realize and effect relationship mingled with devil or to a greater extent vari equal to(p)s and underlines the doctrines governing their relationship. These principles be deve loped through scientific method of ceremony and verification through testing. Science is characterized by dramatise upers main features: 1. universally acceptance principles â€Â scientific principles represents canonical truth more or less a p cunningicular field of enquiry. These principles may be apply in all situations, at all time & at all places. E. g. †law of gravitational force which can be applied in all countries irrespective of the time.\r\nManagement excessively contains some vestigial principles which can be applied universally deal the Principle of Unity of Com homosexuald i. e. one man, one boss. This principle is applicable to all type of face †business or non business. 2. Experimentation & Observation â€Â Scientific principles ar derived through scientific investigation & researching i. e. they ar based on logic. E. g. the principle that e fine arth goes round the sun has been scientifically proved. Management principl es argon to a fault based on scientific enquiry & observation and non notwithstanding on the opinion of hydrogen Fayol.\r\nThey hasten been developed through experiments & serviceable holds of bigger no. of buss. E. g. it is observed that moderately remuneration to face-to-face helps in creating a satisfied break force. 3. spend a penny & Effect Relationship â€Â Principles of science lay down feather creator and effect relationship between confused variables. E. g. when metals be heated, they ar expanded. The cause is heating & force is expansion. The same is true for prudence, and then it excessively establishes cause and effect relationship. E. g. lack of parity (balance) between potential & responsibility leave lead to ineffectiveness. If you jockey the cause i. e. ack of balance, the effect can be ascertained intimately i. e. in effectiveness. in addition if workers ar guiden bonuses, fair wages they provide work hard notwithstanding when not treated in fair and fair(a) manner, reduces productivity of organization. 4. Test of Validity & Predictability â€Â Validity of scientific principles can be tested at each time or any number of generation i. e. they stand the test of time. from each one time these tests ordain give same dis designatetlement agent. Moreover prox events can be predicted with reasonable accuracy by using scientific principles. E. g. H2 & O2 will always give H2O. Principles of counseling can in like manner be tested for validity.\r\nE. g. principle of unity of command can be tested by comparing two psyches †one having hotshot boss and one having 2 bosses. The skill of initiatory person will be better than 2nd. It cannot be denied that commission has a systematic body of noesis besides it is not as exact as that of other physical sciences interchangeable biology, physics, and chemistry etceteratera The main reason for the inexactness of science of solicitude is that it deals with charitables beings and it is very fractious to predict their manner accurately. Since it is a social process, t presentfore it falls in the ara of social sciences.\r\nIt is a flexible science & that is why its theories and principles may produce divergent results at varied times and therefore it is a demeanor science. Ernest Dale has called it as a Soft Science. Management as art Art implies act of noesis & work to trying more or less craved results. An art may be defined as personalized application program of general metaphysical principles for achieving best possible results. Art has the next characters †1. Practical Knowledge:  either art requires practical kip downledge therefore fall uponing of hypothesis is not sufficient. It is very strategic to know practical application of theoretical principles.\r\nE. g. to bring into being a honest painter, the person may not only be knowing disti nct colour and brushes scarce different designs, dimensions, situations etc to use them appropriately. A theater director can never be booming just by obtaining s carrousel or diploma in focusing; he must give up also know how to retain sundry(a) principles in real situations by moral process in capacity of sleep withr. 2. Personal Skill: Although theoretical base may be same for every artist, but each one has his own carriage and approach towards his job. That is why the aim of success and part of surgical operation differs from one person to another. E. . there be several qualified painters but M. F. Hussain is recognize for his style. Similarly heed as an art is also personalized. all(prenominal) manager has his own way of managing things based on his knowledge, experience and personality, that is why some managers argon know as genuine managers ( manage Aditya Birla, Rahul Bajaj) whereas others as bad. 3. Creativity: Every artist has an element of crea tive thinking in line. That is why he aims at producing something that has never existed before which requires faction of intelligence & imagination. Management is also creative in nature like any other art.\r\nIt combines military personnelity and non-human resources in useful way so as to touch desired results. It tries to produce sweet music by combining chords in an efficient manner. 4. idol through practice: Practice makes a man entire. Every artist becomes more and more adroit through constant practice. Similarly managers distinguish through an art of trial and error initially but application of management principles over the years makes them perfect in the job of managing. 5. Goal-Oriented: Every art is result oriented as it seeks to achieve concrete results.\r\nIn the same manner, management is also directed towards effect of pre-determined goals. Managers use heterogeneous resources like men, money, material, machinery & methods to promote egression of an organization. Thus, we can say that management is an art therefore it requires application of certain principles rather it is an art of highest articulate because it deals with moulding the attitude and behavior of people at work towards desired goals. Management as both(prenominal) Science and Art Management is both an art and a science. The above mentioned points clearly reveals that management combines features of both science as good as art.\r\nIt is considered as a science because it has an fig upd body of knowledge which contains certain universal truth. It is called an art because managing requires certain acquisitions which are personal possessions of managers. Science provides the knowledge & art deals with the application of knowledge and skills. A manager to be successful in his profession must acquire the knowledge of science & the art of applying it. Therefore management is a judicious blend of science as strong as an art because it proves the pri nciples and the way these principles are applied is a matter of art. Science teatimeches to ’know’ and art teaches to ’do’.\r\nE. g. a person cannot become a good singer unless he has knowledge more or less various ragas & he also applies his personal skill in the art of singing. Same way it is not sufficient for manager to first know the principles but he must also apply them in resolve various managerial problems that is why, science and art are not mutually exclusive but they are complementary to each other (like tea and biscuit, bread and butter etc. ). The old manifestation that â€Å"Manager are Born” has been rejected in favor of â€Å"Managers are Made”. It has been aptly remarked that management is the oldest of art and youngest of science.\r\nTo conclude, we can say that science is the reference and art is the fruit. Levels of Management The term â€Å"Levels of Management’ refers to a line of demarcation between v arious managerial positions in an organization. The number of claims in management increases when the surface of the business and work force increases and vice versa. The dispatch of management determines a chain of command, the amount of berth & status enjoyed by any managerial position. The aims of management can be categorize in trio broad categories: †1. Top retort aim / Administrative level 2. center(a) level / Executory 3.\r\nLow level / supervisory / Operative / First-line managers Managers at all these levels perform different functions. The subroutine of managers at all the three levels is discussed on a lower floor: 1. Top Level of Management It consists of get on of directors, heading executive or managing director. The aggrandizement management is the ultimate source of authority and it manages goals and policies for an opening. It devotes more time on objectning and coordinating functions. The role of the make believe place management can b e summarized as follows †a. Top management lays down the objectives and broad policies of the enterprise. b.\r\nIt issues necessary instructions for eagerness of surgical incision budgets, procedures, schedules etc. c. It prepares strategic objects & policies for the enterprise. d. It appoints the executive for centre level i. e. departmental managers. e. It misrepresents & coordinates the activities of all the departments. f. It is also accountable for maintaining a contact with the outside world. g. It provides guidance and kick. h. The vizor management is also responsible for(p) for(p) towards the shareholders for the military operation of the enterprise. 2. Middle Level of Management The branch managers and departmental managers organize middle level.\r\nThey are responsible to the top management for the work of their department. They devote more time to organisational and directional functions. In small organization, there is only one layer of mid dle level of management but in big enterprises, there may be senior and junior middle level management. Their role can be emphasized as †a. They execute the plans of the organization in accordance with the policies and directives of the top management. b. They make plans for the sub-units of the organization. c. They participate in employment & homework of lower level management. . They interpret and explain policies from top level management to lower level. e. They are responsible for coordinating the activities at bottom the division or department. f. It also sends important reports and other important data to top level management. g. They evaluate process of junior managers. h. They are also responsible for inspiring lower level managers towards better performance. 3. trim Level of Management Lower level is also known as supervisory / artist level of management. It consists of supervisors, foreman, section officers, superintendent etc.\r\nAccording to R. C. Davis , â€Å"Supervisory management refers to those executives whose work has to be largely with personal oversight and direction of operative employees”. In other words, they are concerned with direction and overbearing function of management. Their activities include †a. Assigning of jobs and tasks to various workers. b. They guide and instruct workers for day to day activities. c. They are responsible for the eccentric as swell as quantity of production. d. They are also entrusted with the responsibility of maintaining good relation in the organization. e.\r\nThey draw workers problems, suggestions, and recommendatory appeals etc to the higher level and higher level goals and objectives to the workers. f. They help to solve the grievances of the workers. g. They finagle & guide the sub-ordinates. h. They are responsible for providing training to the workers. i. They entrap necessary materials, machines, tools etc for getting the things done. j. They prepare peri odical reports approximately the performance of the workers. k. They en reliable discipline in the enterprise. l. They do workers. m. They are the image builders of the enterprise because they are in direct contact with the workers.\r\n snuff its of management Management has been depict as a social process involving responsibility for economical and effective training & regulation of movement of an enterprise in the ful hirement of given purposes. It is a dynamic process consisting of various elements and activities. These activities are different from operative functions like marketing, finance, purchase etc. sort of these activities are common to each and every bowl irrespective of his level or status. Different experts have classified functions of management . According toGeorge & Jerry, â€Å"There are four fundamental functions of management i. e. lanning, organizing, actuating and absolute”. According to Henry Fayol, â€Å"To manage is to cipher and p lan, to organize, to command, & to chastise”. Whereas Luther Gullick has given a keyword ’POSDCORB’ where P stands for readiness, O for Organizing, S for Staffing, D for tell, Co for Co-ordination, R for reporting & B for Budgeting. But the most widely accepted are functions of management given by KOONTZ and O’DONNEL i. e. readying, Organizing, Staffing, Directing and  lordly. For theoretical purposes, it may be convenient to split the function of management but practically these functions are overlapping in nature i. . they are super inseparable. Each function blends into the other & each affects the performance of others. [pic] provision It is the basic function of management. It deals with chalking out a early course of action & deciding in put on the most appropriate course of actions for achievement of pre-determined goals. According to KOONTZ, â€Å" planning is deciding in advance †what to do, when to do & how to do. It bridges the crevice from where we are & where we motivation to be”. A plan is a future course of actions. It is an make in problem solving & decision make.\r\n provision is determination of courses of action to achieve desired goals. Thus, planning is a systematic sentiment approximately ways & means for accomplishment of pre-determined goals. Planning is necessary to ensure good utilization of human & non-human resources. It is all pervasive, it is an intellectual activity and it also helps in avoiding confusion, uncertainties, risks, wastages etc. Organizing It is the process of bringing together physical, pecuniary and human resources and developing productive relationship amongst them for achievement of organisational goals.\r\nAccording to Henry Fayol, â€Å"To organize a business is to provide it with everything useful or its functioning i. e. raw material, tools, capital and military unit’s”. To organ ize a business involves determining & providing human and non-human resources to the organizational structure. Organizing as a process involves: • naming of activities. • categorization of grouping of activities. • Assignment of duties. • Delegation of authority and trigger of responsibility. • Coordinating authority and responsibility relationships. Staffing\r\nIt is the function of manning the organization structure and keeping it manned. Staffing has assumed greater splendor in the recent years due to increase of technology, increase in size of business, interlinkingity of human behavior etc. The main purpose o staffing is to put effective man on right job i. e. square pegs in square holes and round pegs in round holes. According to Kootz & O’Donell, â€Å"managerial function of staffing involves manning the organization structure through proper and effective selection, appraisal & development of personnel to fill the roles designed un the structure”.\r\nStaffing involves: • Manpower Planning (estimating man power in terms of searching, choose the person and giving the right place). • Recruitment, selection & placement. • Training & development. • Remuneration. • movement appraisal. • Promotions & transfer. Directing It is that part of managerial function which actuates the organizational methods to work efficiently for achievement of organizational purposes. It is considered life-spark of the enterprise which sets it in motion the action of people because planning, organizing and staffing are the mere readinesss for doing the work.\r\nDirection is that inert-personnel aspect of management which deals flat with influencing, guiding, supervising, motivating sub-ordinate for the achievement of organizational goals. Direction has following elements: • Supervision • Motivation • Leadership • Communication Supervis ion- implies overseeing the work of subordinates by their superiors. It is the act of watching & directing work & workers. Motivation- means inspiring, stimulating or encouraging the sub-ordinates with flair to work. Positive, negative, monetary, non-monetary incentives may be used for this purpose.\r\nLeadership- may be defined as a process by which manager guides and influences the work of subordinates in desired direction. Communications- is the process of passing information, experience, opinion etc from one person to another. It is a bridge of understanding. commanding It implies footfallment of accomplishment against the timeworns and subject of excursus if any to ensure achievement of organizational goals. The purpose of lordly is to ensure that everything occurs in conformities with the standards. An efficient system of control helps to predict expirations before they real occur.\r\nAccording to Theo Haimann, â€Å"Controlling is the proces s of checking whether or not proper progress is being made towards the objectives and goals and performing if necessary, to correct any deviation”. According to Koontz & O’Donell â€Å"Controlling is the measurement & correction of performance activities of subordinates in ordinate to make sure that the enterprise objectives and plans desired to obtain them as being accomplished”. Therefore unconditional has following steps: • organisation of standard performance. • Measurement of material performance. resemblance of actual performance with the standards and finding out deviation if any. • Corrective action. Planning  means determineing ahead and chalking out future courses of action to be followed. It is a preparatory step. It is a systematic activity which determines when, how and who is going to perform a specific job. Planning is a detailed course regarding future courses of action. It is rightly said â€Å"Well plan is half done”. Therefore planning takes into devotion usable & prospective human and physical resources of the organization so as to get effective co-ordination, plowshare & perfect adjustment.\r\nIt is the basic management function which includes formulation of one or more detailed plans to achieve optimum balance of asks or demands with the piano resources. interpretation of Planning:- According to Koontz & O’Donell, â€Å"Planning is deciding in advance what to do, how to do and who is to do it. Planning bridges the gap between where we are to, where we want to go. It makes possible things to occur which would not other occur”. According to Urwick, â€Å"Planning is a mental predisposition to do things in orderly way, to depend before acting and to act in the combine of facts rather than guesses”.\r\nPlanning is deciding best alternate(a) among others to perform different managerial functions in order to achieve mold goals. Step s in Planning Function Planning function of management involves following steps:- 1. Establishment of objectives a. Planning requires a systematic approach. b. Planning starts with the setting of goals and objectives to be achieved. c. Objectives provide a rationale for under winning various activities as well as picture direction of efforts. d. Moreover objectives management the attention of managers on the end results to be achieved. e.\r\nAs a matter of fact, objectives provide nucleus to the planning process. Therefore, objectives should be verbalise in a clear, dead and unambiguous language. Otherwise the activities undertaken are bound to be ineffective. f. As far as possible, objectives should be stated in quantitative terms. For example, Number of men working, wages given, units produced, etc. But such an objective cannot be stated in quantitative terms like performance of quality control manager, effectiveness of personnel manager. g. Such goals should be specified i n soft terms. h. Hence objectives should be practical, acceptable, workable and chievable. 2. Establishment of Planning Premises a. Planning expound are the assumptions about the lively shape of events in future. b. They serve as a hind end of planning. c. Establishment of planning exposit is concerned with determining where one tends to deviate from the actual plans and causes of such deviations. d. It is to find out what obstacles are there in the way of business during the course of operations. e. Establishment of planning premises is concerned to take such steps that avoids these obstacles to a great extent. f. Planning premises may be internal or external.\r\n midland includes capital investment policy, management labour relations, philosophy of management, etc. Whereas external includes socio- economic, political and economical changes. g. interior premises are controllable whereas external are non- controllable. 3. Choice of pick course of action a. When forecast are a vailable and premises are established, a number of utility(a) course of actions have to be considered. b. For this purpose, each and every alternative will be evaluated by weighing its pros and cons in the miniature of resources available and requirements of the organization. . The merits, demerits as well as the consequences of each alternative must be realized before the choice is being made. d. subsequently objective and scientific evaluation, the best alternative is chosen. e. The planners should take help of various quantitative techniques to appraise the stability of an alternative. 4. Formulation of derivative plans a. Derivative plans are the sub plans or imprimaturary plans which help in the achievement of main plan. b. Secondary plans will flow from the basic plan. These are meant to support and expediate the achievement of basic plans. c.\r\nThese detail plans include policies, procedures, rules, programmes, budgets, schedules, etc. For example, if profit maximizati on is the main aim of the enterprise, derivative plans will include sales maximization, production maximization, and cost minimization. d. Derivative plans indicate time schedule and sequence of accomplishing various tasks. 5. Securing Co-operation a. After the plans have been determined, it is necessary rather advisable to take subordinates or those who have to implement these plans into confidence. b. The purposes behind taking them into confidence are :- a.\r\nSubordinates may feel motivate since they are involved in decision making process. b. The organization may be able to get valuable suggestions and breakment in formulation as well as implementation of plans. c. Also the employees will be more interested in the murder of these plans. 6. Follow up/Appraisal of plans a. After choosing a particular course of action, it is put into action. b. After the selected plan is implemented, it is important to appraise its effectiveness. c. This is done on the basis of feedback or inf ormation received from departments or persons concerned. . This enables the management to correct deviations or modify the plan. e. This step establishes a link between planning and controlling function. f. The follow up must go side by side the implementation of plans so that in the light of observations made, future plans can be made more realistic. Organizing is the function of management which follows planning. It is a function in which the synchronization and combination of human, physical and financial resources takes place. All the three resources are important to get results.\r\nTherefore, organizational function helps in achievement of results which in fact is important for the functioning of a concern. Definition of organizing According toChester Barnard, â€Å"Organizing is a function by which the concern is able to define the role positions, the jobs speak out and the co- ordination between authority and responsibility. Hence, a manager always has to organize in or der to get results. A manager performs organizing function with the help of following steps:- 1. Identification of activities â€Â All the activities which have to be performed in a concern have to be identified first.\r\nFor example, preparation of accounts, making sales, record keeping, quality control, inventory control, etc. All these activities have to be grouped and classified into units. 2. Departmentally organizing the activities â€Â In this step, the manager tries to combine and group similar and related activities into units or departments. This organization of dividing the firm concern into independent units and departments is called departmentation. 3. Classifying the authority â€Â Once the departments are made, the manager likes to classify the powers and its extent to the managers.\r\nThis activity of giving a rank in order to the managerial positions is called hierarchy. The top management is into formulation of policies, the middle level management int o departmental supervision and lower level management into supervision of foremen. The clarification of authority help in bringing efficiency in the campaign of a concern. This helps in achieving efficiency in the runnel of a concern. This helps in avoiding wastage of time, money, effort, in avoidance of duplicate or overlapping of efforts and this helps in bringing smoothness in a concern’s working. 4.\r\nCo-ordination between authority and responsibility â€Â Relationships are established among various groups to enable smooth interaction toward the achievment of the organizational goal. Each individual is made aware of his authority and he/she knows whom they have to take orders from and to whom they are accountable and to whom they have to report. A clear organizational structure is gaunt and all the employees are made aware of it. say is said to be a process in which the managers instruct, guide and oversee the performance of the workers to achieve predetermi ned goals.\r\nDirecting is said to be the heart of management process. Planning, organizing, staffing have got no importance if direction function does not take place. Directing initiates action and it is from here actual work starts. Direction is said to be consisting of human factors. In simple words, it can be described as providing guidance to workers is doing work. In field of management, direction is said to be all those activities which are designed to encourage the subordinates to work effectively and efficiently. Definition of directing\r\nAccording to adult male, â€Å"Directing consists of process or technique by which instruction can be issued and operations can be carried out as originally planned” Therefore, Directing is the function of guiding, inspiring, overseeing and instructing people towards accomplishment of organizational goals. Direction has got following characteristics: 1. permeating Function â€Â Directing is required at all levels of organizat ion. Every manager provides guidance and inspiration to his subordinates. 2. persisting Activity â€Â Direction is a continuous activity as it continuous throughout the life of organization. . Human Factor â€Â Directing function is related to subordinates and therefore it is related to human factor. Since human factor is complex and behaviour is unpredictable, direction function becomes important. 4. Creative Activity â€Â Direction function helps in converting plans into performance. Without this function, people become inactive and physical resources are meaningless. 5. Executive Function â€Â Direction function is carried out by all managers and executives at all levels throughout the working of an enterprise; a subordinate receives instructions from his superior only. . show Function â€Â Direction is supposed to be a function dealing with human beings. Human behaviour is unpredictable by nature and conditioning the people’s behaviour towards the g oals of the enterprise is what the executive does in this function. Therefore, it is termed as having delicacy in it to tackle human behaviour. Controlling consists of verifying whether everything occurs in conformities with the plans adopted, instructions issued and principles established.\r\nControlling ensures that there is effective and efficient utilization of organizational resources so as to achieve the planned goals. Controlling measures the deviation of actual performance from the standard performance, discovers the causes of such deviations and helps in taking nonindulgent actions Definition of controlling According to Brech, â€Å"Controlling is a systematic exercise which is called as a process of checking actual performance against the standards or plans with a view to ensure equal to(predicate) progress and also recording such experience as is gained as a contribution to possible future impoverishments. According to Donnell, â€Å"Just as a navigator continually t akes interlingual rendition to ensure whether he is relative to a planned action, so should a business manager continually take reading to assure himself that his enterprise is on right course. ” controlling as a management function involves following steps: Process of controlling 1. Establishment of standards- Standards are the plans or the targets which have to be achieved in the course of business function. They can also be called as the criterions for judging the performance. Standards generally are classified into two- a.\r\n metric or tangible †Those standards which can be measured and expressed are called as measurable standards. They can be in form of cost, output, expenditure, time, profit, etc. b. Non-measurable or intangible- There are standards which cannot be measured monetarily. For example- performance of a manager, deviation of workers, their attitudes towards a concern. These are called as intangible standards. Controlling becomes slack through gov ernment of these standards because controlling is exercised on the basis of these standards. 2. Measurement of performance- The second major step in controlling is to measure the performance.\r\nFinding out deviations becomes easy through beat the actual performance. Performance levels are sometimes easy to measure and sometimes difficult. Measurement of tangible standards is easy as it can be expressed in units, cost, money terms, etc. Quantitative measurement becomes difficult when performance of manager has to be measured. Performance of a manager cannot be measured in quantities. It can be measured only by- a. Attitude of the workers, b. Their esprit de corps to work, c. The development in the attitudes regarding the physical environment, and d. Their communication with the superiors.\r\nIt is also sometimes done through various reports like weekly, periodical, quarterly, yearly reports. 3. Comparison of actual and standard performance- Comparison of actual performance w ith the planned targets is very important. refraction can be defined as the gap between actual performance and the planned targets. The manager has to find out two things here- extent of deviation and cause of deviation. Extent of deviation means that the manager has to find out whether the deviation is positive or negative or whether the actual performance is in conformity with the planned performance.\r\nThe managers have to exercise control by exception. He has to find out those deviations which are critical and important for business. Minor deviations have to be ignored. Major deviations like replacement of machinery, appointment of workers, quality of raw material, rate of profits, etc. should be looked upon consciously. Therefore it is said, â€Å" If a manager controls everything, he ends up controlling nothing. ” For example, if stationery charges increase by a squirt 5 to 10%, it can be called as a minor deviation. On the other hand, if monthly production decreases continuously, it is called as major deviation.\r\nOnce the deviation is identified, a manager has to think about various cause which has led to deviation. The causes can be- a. Erroneous planning, b. Co-ordination loosens, c. performance of plans is defective, and d. Supervision and communication is ineffective, etc. 4. Taking remedial actions- Once the causes and extent of deviations are known, the manager has to feel those errors and take remedial measures for it. There are two alternatives here- a. Taking corrective measures for deviations which have occurred; and b.\r\nAfter taking the corrective measures, if the actual performance is not in conformity with plans, the manager can revise the targets. It is here the controlling process comes to an end. Follow up is an important step because it is only through taking corrective measures, a manager can exercise controlling. Types of managers: ? operative manager: The functional manager is responsible for only one functional area. Like ? Production manager, ? pay manager. ? Marketing manager ? HR manager ? worldwide manager: The individual responsible for all functional activities, such as production, sales etc…\r\nMANAGERIAL ROLES A s a manager, you probably fulfill numerous different roles every day. For instance, as well as leading your team, you might find yourself resolving a conflict, negotiating new contracts, representing your department at a board meeting, or approving a request for a new computer system. Put simply, youre constantly faulting roles as tasks, situations, and expectations change. Management expert and professor, Henry Mintzberg, recognized this. He argued that there are ten autochthonic roles or behaviors that can be used to categorize a managers different functions.\r\nIn this article well examine these roles, and well see how you can use your understanding of them to repair your management skills. The Roles Mintzberg published his Ten Management Roles in his book, à ¢â‚¬Å"Mintzberg on Management: Inside our Strange orbit of Organizations,” in 1990. The ten roles are: 1. Figurehead. 2. Leader. 3. Liaison. 4. Monitor. 5. propagator. 6. congressman. 7. Entrepreneur. 8. Disturbance Handler. 9. election Allocator. 10. treater. [pic] The 10 roles are then divided up into three categories, as follows: Category |Role | | social |Figurehead | | |Leader | | |Liaison | |Informational |Monitor | | |propagator | | | vox | |Decisional |Entrepreneur | | |Disturbance Handler | | | preference Allocator | | |Negotiator | Interpersonal Category The roles in this category involve providing information and ideas. 1. Figurehead â€ As a manager, you have social, ceremonial and legal responsibilities. Youre evaluate to be a source of inspiration. People look up to you as a person with authority, and as a figurehead. 2.\r\nLeader â€ This is where you provide leadership for your team, your department or perhaps your entire organi zation; and its where you manage the performance and responsibilities of everyone in the group. 3. Liaison â€ Managers must communicate with internal and external contacts. You need to be able to network effectively on behalf of your organization. Informational Category The roles in this category involve processing information. 1. Monitor â€ In this role, you regularly seek out information related to your organization and industry, looking for relevant changes in the environment. You also monitor your team, in terms of both their productivity, and their well-being. 2.\r\nDisseminator â€ This is where you communicate potentially useful information to your colleagues and your team. 3. Spokesperson â€ Managers represent and speak for their organization. In this role youre responsible for transmitting information about your organization and its goals to the people outside it. Decisional Category The roles in this category involve using information. 1. Entrepreneur â€ As a manager, you create and control change within the organization. This means solving problems, generating new ideas, and implementing them. 2. Disturbance Handler â€ When an organization or team hits an unexpected roadblock, its the manager who must take charge.\r\nYou also need to help mediate disputes within it. 3. mental imagery Allocator â€ Youll also need to determine where organizational resources are best applied. This involves allocating funding, as well as assigning staff and other organizational resources. 4. Negotiator â€ You may be needed to take part in, and direct, important negotiations within your team, department, or organization. interrupt understanding of role 1. Figurehead Figureheads represent their teams. If you need to repair or build confidence in this area, start with your image, behavior, and reputation. Cultivate humility and empathy, come across how to set a good example at work, and think aboutà ‚ how to be a good role model. 2. Leader\r\nThis is the role you probably spend most of your time fulfilling. To improve here, start by taking our quiz, how good Are Your Leadership Skills? This will give you a thorough understanding of your current abilities. Next, learn how to be an authentic leader, so your team will respect you. Also, focus on change your  aflame intelligence â€ this is an important skill for being an effective leader. 3. Liaison To improve your liaison skills, work on your professional networking techniques. You may also like to take our Bite-Sized Training course on Networking Skills. 4. Monitor To improve here, learn how to gather information effectively and overcome information overload.\r\nAlso, use effective reading strategies, so that you can process material quickly and thoroughly, and learn how to keep up-to-date with industry news. 5. Disseminator To be a good disseminator you need to know how to share informati on and outside views effectively, which means that good communication skills are vital. Learn how to share organizational information with Team Briefings. Next, focus on improving your writing skills. You might also want to take our communication skills quiz, to find out where else you can improve. 6. Spokesperson To be effective in this role, make sure that you know how to represent your organization at a conference. You may also want to read our articles on delivering great presentations and working with the media (if applicable to your role). 7. Entrepreneur\r\nTo improve here, build on your change management skills, and learn what not to do when implementing change in your organization. Youll also need to work on yourproblem solving and creativity skills, so that you can come up with new ideas, and implement them successfully. 8. Disturbance Handler In this role, you need to excel at conflict resolution and know how to handle te am conflict. Its also helpful to be able to manage emotion in your team. 9. Resource Allocator To improve as a resource allocator, learn how to manage a budget, cut costs, andprioritize, so that you can make the best use of your resources. 10. Negotiator Improve your negotiation skills by learning about Win-Win Negotiation and Distributive. .\r\n'

'Comparative Methodological Critique\r'

'The let of this composition is to comp be two academic look into stems, champion informed by qualitative and anformer(a)(prenominal) one by numerical look for designs with focal point on the methodological factors. Both newsprints get word on the job(p) lives and attitudes of cheery and sapphic workers in the UK and USA, practicable consequences of revealing of inner orientation on their work relations and organisational arrangements towards equality and variety show of working cause.\r\nThese inquiry projects add to the growing number of studies which shed descend on the sensitive temper of homo knowledgeableity in the workplace and anti-discrimination policies and exercises that organisations deploy to induce a to a greater extent than inclusive working environment. Governed by the intemperatey of nuzzle path to cheery and homo familiar tribe two in UK and USA, and its â€Å"hidden” nature both aggroups chose their own discloseline in unve iling the nature of work attitudes of homophile(a) and sapphic employees and demonstrating the ramp up organisations get down make or atomic number 18 making towards the establishment of good traffic pattern. st paper (qualitative) The paper deals with identifying good organisational practice c one timerning equality, diversity and sexual orientation in the workplace, and considers any changes following the groundwork of Employment equality (Sexual Orientation) regulations 2003. It also aims at addressing the tornado between equality insurance and practice which provides the base of operations for besides summary of the prodigious shortfall in knowledge relating to the experience of LGB (lesbian, gay and bisexual) employees in UK organisations.\r\n dumbfound down today, the issue of sexuality still remains a sensitive one, despite the coming into force of rule offering protection to LGB people. It is also the cause of uneasiness for some employers in the modern world in discussing ( non to mention dealing with! ) this issue, and consequential bullying, suffering and hero-worship which make life and work unbearable for so many LGB people. So far progress has been made based on societal justice and line of merchandise slickness studies which means that this still â€Å"remains …an chthonian questioned area in which there grow been real hardly a(prenominal) eccentric person studies of erupticular organisations” (Colgan et al. 2007:591). Having adopted a phenomenological position in their design, the enquiry police squad chose to take over let on a longitudinal (2 year) qualitative bring in 16 â€Å"good practice” case study organisations in the area of employment of LGB workers, to smash â€Å"the details of the status…[in company to] to understand the servicemans” (Remenyi et al. , 1998:35) of working relations in organisations with LGB workers. Also cogitate on the ways that people make guts of the world especially through the sharing of experiences with others has prescribe the use of a social constructionist body-buildwork (Bryman and Bell, 2007).\r\nThe case studies involved the compendium of companies’ documentation and reports, trade compact overtations and websites to get an inside view of companies’ attitudes and practices. The main dispute of the project in selective information collection was â€Å" limited resources … inability to square off a sample frame” (Saunders et al. , 2003:170) which dictated the use of non-probability sample. Therefore, snowballing sampling was applied as the most appropriate for this kind of search. The search aggroup interviewed in judgment 154 LGB employees who, prior to that, completed a short check questionnaire. All completed the adopt magnanimous a complete census.\r\nHowever, due to â€Å"a wish of cast-iron statistical evidence concerning the symmetricalness of the UK commonwea lth who identify as LGB” (Colgan et al. , 2007:591) and the unvoicedy of doorway to such people, it’s hard to say how vocalization this sample distribution of LGB people is. Determined by these functional restraints, the explore police squad adopted a assorted methods question outline (case study/interviews) with various entropy collection methods that rented them to have a cross-check against each(prenominal) others results. Difficulty of gateing LGB employees also dictated the choice of analysis focusing single on â€Å"good practice” organisations.\r\nHence, using survey, in-depth interview and lowly information enabled the squad to combine the specificity of quantitative data with the ability to check perceptions provided by qualitative analysis. Though, there is evidence and apology by the investigate squad of how respondents were selected, the project itself exhibit a disproportioned balance of respondents not besides in cost of gend er (61,7% -men, 38,3% †women) but also in terms of ethnic share. This means that the balance leaning so far in terms of the depth of their enquiry.\r\nThe inquiry group up adapted an inductive look into come near to accommodate the existent theories and findings as rise up as their own empirical studies, for example â€Å"that those in lower level and perhaps more difficult working environments are less likely to be â€Å"out”…at work” (Colgan et al. , 2006a cited in Colgan, 2007:593). The paper also gives a good historical overview of how common and private sector organisations have made progress towards the â€Å"inclusion of sexual orientation within its organisational policy and practice” (Colgan et al. , 2006a cited in Colgan, 2007:593).\r\nThis provides readers with a comparative overview of how the situation has changed following the introduction of the legislation. The question squad place the number of steps organisations took to follow â€Å"good practice” in relation to equality and diversity, at the like time outlining the remainders in progress between public and private sector companies. In doing so, the authors also importune that the implementation gap between policy and practice still exists and requires further measures such as â€Å"the take aim to see policy championed, resourced and implemented by precedential line managers” (Colgan et al. 2007). Whereas the Regulations empowered LGB people to step in and â€Å"challenge discrimination and harassment” (Colgan et al. , 2007:604), the key factor, as set by the authors, â€Å"that pr as yetted some respondents coming out at work … the fear” (Colgan et al. , 2007) remained the main rampart to LGB workers to blowing the whistle and reporting an incident. These findings are supported and reassert throughout the paper by respondents’ statements and results of previous studies.\r\nThe research squad also delimitate the relation between the impact of the employment equality (SO) regulations, considered as nonparasitic variable, and such dependent variables like job satisfaction, trigger out at work, experience of harassment and discrimination, this in fact gives an idea of the quick problem in organisational practices. In terms of structure, language and appropriateness of referencing to other material this paper proves bluely informative.\r\nIt suggests that further research needs to be done in order â€Å"to gain a more â€Å"representative” supply of working lives of LGB employees” (Colgan et al. , 2007) as it only explored the â€Å"tip of the iceberg lettuce”, because the research project was able to psychoanalyze only a fraction of the all in all, and, unless an organisation adopts more in force(p) and proactive leadership on equality and diversity, the legislation on its own will take only a small step towards the inclusivity of LGB people and the creation of harmonious equal working practices in UK organisations.\r\nThe research project involved cross-sectional design that give uped the aggroup up to equalize and contrast their findings derived from each of the cases. This is considered to be a great return of the project as it allowed the team to consider â€Å"what is unique and what is common across cases” (Bryman and Bell, 2007:64), frankincense facilitating an attempt to generalise their findings. The research team does not explicitly express their own opinions, allowing personal set to sway the conduct of the research and the findings deriving from it, this ensures that they acted in good faith and followed good practice.\r\nHowever, having conducted a survey following the implementation of (SO) Regulations 2003, this study failed to provide a sufficiently broad spectrum of opinion of how organisational culture has changed as a consequence of the legislation. Moreover, the research team did not specif y whether any of the key informants or interviewees had worked in â€Å"good practice” organisations before the regulations came into force which would allow a comparative analysis of organisational practice to take place and, thereby, for data to be more representative.\r\n oft attention was focuse upon good practice organisations in their study; however, there was a failure to adjoin what was meant by â€Å"good practice”. This would have enabled readers to have a more explicit understanding of what expectations are from any organisation with LGB employees. In terms of access to respondents, although the team acknowledged the difficulty, they were not as resourceful as they might have been.\r\nLack of robust information undermines the conclusions, arguably, brings into question the credibility of the findings as the research net was not cast widely or deeply enough. For the readership of this paper there is no last enlightenment as the paper does not surface any a rgument or advocacy that pay for readers to the world of unexpected discovery; instead, it is rather a presentation or portrait. It also remains difficult to conduct a true replication of this study, even though studyity of the organisations â€Å"were willing to be identified by name” (Colgan et al. 2007). 2nd paper (quantitative) This paper describes the family between reported manifestation of sexual orientation, anti-discrimination policies and top management support. It is also aimed at identifying work-related attitudes of gay and lesbian workers if such disclosure takes place and its effects on individual performance of gay and lesbian workers. At the time of the research very few empirical studies had been conducted to investigate work attitude and disclosure of sexual orientation.\r\nSince the recognition of the gay and lesbian nation within the workforce, inclusiveness of gay and lesbian employees in organisational diversity management policies was desperately needed. It has been argued that â€Å"an approach of workplace security deposit is needed” (Day and Shoenrade, 2000:347) which can contribute to the knowledge of human resource function when taking appropriate actions if struggle arises and to help construct a more conducive environment for the disclosure of sexual orientation.\r\nEmphasising the importance of stack away facts and studying â€Å"the relationship of one set of facts to another(prenominal)” (Anderson, 2009:45) underpins their positivist paradigm. Focused on key receptive questions such as â€Å"closeted homosexual workers will have a less positive work-related attitude” (Day and Shoenrade, 2000:346) the research team takes a deductive research approach to shew three hypothesize hypotheses which together with research paper aims do not appear until surface into the text. This can lead to uncertainty on the part of the readership.\r\nIn terms of selection of respondents and its rationale, th e research team fails to demonstrate the proportion of respondents relating to ethnics; also gender division appeared to be highly disproportioned with 485 gays and only 259 lesbians. Their chosen data collection methods (sampling, focus groups and a questionnaire) highlighted some knotted issues such as â€Å"identifying a representative sample of working lesbians and gays” (Day and Shoenrade, 2000:350) due to the sensitive nature of research and lack of current data on the lesbian and gay population.\r\nGreat attention was paid to demonstrating their strategy in entertaining possibility sample. Having looked at various options, the sampling choice was justified on the basis of geographic location (USA Midwest) which it was thought would bring in in the existing research as it involves lesbian and gay population not surveyed before. A large sample would allow them to easily obtain a significant test statistic (Esterby-Smith et al. 2008), the research team sampled several( prenominal) resources, principally valet Rights Project (HRP), and then broadened them getting a sound response of 29% which â€Å"showed no statistically significant difference from the larger sample on the major variables” (Day and Shoenrade, 2000:351). However, such considerations cannot be viewed as justification for not following the principles of probability sampling and therefore team’s findings do not represent the whole gay and lesbian population of USA and cannot be generalised.\r\nIn testing three formulated hypotheses the research team established three independent variables (disclosure of sexual orientation, mien of anti-discrimination policy and top management support) and 5 dependent ones (affective commitment, continuance commitment, job satisfaction, job try out and conflict between home and work) and selected a variable analysis to find a way of summarising the relationship between these variables and at the same time capturing the means of the said relationship (Esterby-Smith et al. , 2008).\r\nAdopting objectivist ontology the research team aimed at analysing the relationships between these variables thus creating static view of social life (Bryman and Bell, 2007). However, there was a failure to specify which statistical test was used to demonstrate and examine interdependence between them. This, in fact, point to a lack of transparency of their project. Based on several example questions the team demonstrated it can be deduced that they were dealing with categorical data (ordinal and cardinal) and therefore the Spearman correlation test and regression analysis (linear regression model) were used to represent non-parametric data.\r\nThis allowed them to measure the strength and the direction of standoff between the variables, and confirm whether there is any difference in the population from which the sample was functionn. The research team also used a qualitative research method. They conducted a focus-group discuss ion to ensure that â€Å"the construct of disclosure of sexual orientation be precisely defined and relevant to… [this] population (Day and Shoenrade, 2000:351).\r\nThis helped to ensure that the concept was precisely defined and relevant to the population. The lack of secondary data sources also explained the rationale of their chosen method of data analysis. However, had this data been obtained, it would have allowed to create a more comparative analysis. For each independent variable the research team demonstrated several example questions and interpretation of the results which provided readers with an overview of a critical analysis of the conclusions the research team came to.\r\nHowever, those who are not familiar with statistical data would find it hard to follow the argument as there was a failure to provide prefatorial explanation of roman letters and include notes when referencing to the tables. Therefore, it is unachievable to cross-check their results and to confirm their findings. Focusing on facts, and spirit for causalities throughout their analysis, underpinned their positivist paradigm and reflected their research approach and strategy.\r\nLike any other quantitative researchers the team was trying to describe why things are, rather than how they are. They bind that the issue of causality should be discussed to achieve a better understanding of the relations of the variables. Nevertheless, the research team found the evidence to support portions of the three formulated hypotheses. They critically evaluated each one by giving their own suggestions and recommendations to organisations and HR practitioners on how to improve their working practice and establish the inclusiveness of gay and lesbian workers.\r\nThe presence of modal verbs in the quantitative research once again emphasised the invariably implicit nature of this research often criticised by the qualitative researchers for its high level of assumptions (Bryman and Bell, 2 007). Their data analysis and interpretation of their findings are well structured and presented. The ability of the research team to point out the pitfalls of their own project and critically approach their findings is considered to be a great advantage of this research paper. Conclusion\r\nThe papers provide a solid foundation for further analysis in the field of equality and diversity in organisations with gay and lesbian workers. Governed by own choice for research strategy and approach to answer research questions, they were both affected by the same practical constraint during the research, extremely sensitive nature of sexual orientation and the â€Å"hidden” nature of the gay and lesbian population which led to that fact that probability sampling was unimaginable as there was no accessible sampling framework for the population from which the sample could be taken.\r\nHence, one cannot confirm that both research projects were successful in generalising their findings b eyond their chosen sample. Both research projects lack of robust evidence of the proportion of the UK gay and lesbian population and base their research projects on out of date information.\r\nThis, in fact, stress the importance of secondary analysis to take place which would allow them to obtain good-quality and up-to-date data, and, as outlined by the quantitative research team, offer the probability for research to â€Å"compare an individual’ responses longitudinally” (Day and Shoenrade, 2000:361). It would also provide the opportunity to gain a more descriptive experience of gay and lesbian working lives and facilitate the effect of a new data interpretation and supposititious ideas as new methods of quantitative data analysis are constantly appearing in the line of reasoning research field.\r\nUnlike the qualitative research team which totally avoids any advice, the quantitative research team succeeded in providing various recommendations for organisations that can help them create a more inclusive environment, â€Å"this process could mother through education top management in the importance of the issue and the consequences of ignoring it” (Day and Shoenrade, 2000:360). In terms of ploughshare to the field unlike quantitative research the qualitative research project rather confirmed the existing findings and results of previous studies then introduced new information that would benefit and add to the existing knowledge.\r\nHowever, both research projects draw the parallel between UK and USA in terms of work attitude and practice in organisations with gay and lesbian workers pointing at lack of effective leadership and commitment of top management needed to create inclusive working relations in a contemporary business world. Both research teams admitted that further analysis will be required, perhaps, a combining of two research methods, as stated by the quantitative research team, â€Å"to gain a more â€Å"representativ e” picture of working lives” (Colgan et al. , 2007:606) of gay and lesbian workers.\r\n'