The Birthmark as a Symbol Essay Example for Free

The Birthmark as a Symbol Essay In Nathaniel Hawthornes, The Birthmark, the symbolism is quite evident of the birthmarks upon Georgianas face. It represents Aylmers struggles with nature and science, through his repeated attempts of the removal of it. This clash between science and nature illustrates the concept of man versus woman, through the femininity of nature and the masculine traits of the world of science. Throughout the story, nature is portrayed as feminine and is even present through Georgiana. This is in the same way how science is show as masculine and symbolized through Aylmer. The conflicts between science and nature are symbolic of mans need to control women. Eckstein say, modern science is basically a masculine endeavor (p512), as well as, Nature ismetaphorically female (p513). All through history, people have referred to nature with the preceding word of nature, leading one to the belief that nature is in feminine. Mary Rucker sees how Aylmer is intimidated by Georgiana, Aylmerfears sexuality (p445), specifically feminine sexuality. Aylmer is concerned with controlling his wife, and her appearance. This shows the theme of men versus women. Aylmer saw Georgiana as an object of perfection, with the exception of the birthmark. Before he met her, all of his heart went towards science, and the art of perfecting nature, possessed this degree of faith in mans ultimate control over nature (p 29). This illustrates his obsession with perfecting what was already to be had. Soon after he married Georgiana, he became bothered with the mark upon her face. He allowed his fascination with science to become intertwined with his love for Georgiana, Aylmer, elevat[ed] his wife into a scientific problem to be solved (p366). In this way the birthmark seems to be almost mocking his attempts at changing nature, which is representative of Georgiana s femininity, Attempting an operation for the removal of the Birthmark. But the deeper the knife went, the deeper sank the hand (p 31). This represents the constant struggle for science to overcome nature, for mans need of control to be satisfied. For men of science, nature is an enemy, just as Aylmer the birthmark becomes a rival. His hunger for perfection was so great, and it upset him that his wife was perfect in all respects except for the mark upon her cheek. The mark of imperfection nature gives us, fatal flaw of humanity, which Nature, in one shape or another, stamps ineffaceably on all her productionsto implytheir perfection must be wrought by toil and pain ( p30). This shows how the birthmark was a way for Nature to put up a fight against science. That, perfection, is not what Nature intended, and the only way to achieve perfection was not going to be easy. Georgiana, with the birthmark, says in Natures defense, It is terrible to possess such power or even to dream of possessing it (p34). It is almost as though she is speaking for and possibly being one with Nature. She does not wish to rid herself of her imperfection. This is also one way in which her being symbolic of nature, and thus creating the suggestion that Na ture is feminine. As the story continues, she is more and more swayed by Aylmers attempts at the removal. However, nature stands strong and the mark remains. The struggles between science and nature go back and forth, matching each other in strength throughout the story. It begins when Aylmer (representing science) marries Georgiana (representing science), and the battle for dominance commences. As he battled with her birthmark, nature would not let it go, and the birthmark remained on her face. He was not content with the idea that he (science) could not control everything. As the last of his potions is tested upon his wife, the birthmark finally begins to fade. As Aylmer is becoming excited about his apparent success, his assistant, Aminidab (who represents Nature as well, Vast strength, his shaggy hair, his smoky aspect, indescribable earthinessrepresent [ed] mans physical nature (p33).) laughs. He realizes that you can not overcome all of Nature and is mocking Aylmer this way. As the birthmark completely disappears, Georgiana dies. This shows how the birthmark representing Nature in essence wins the battle against science, the gross fatality of earth exult in its invariable triumph over the immortal essence (p40). Although, the science was correct, and she was rid of the mark, it mattered no longer because this perfection was no longer living. The Birthmark portrays how although man and science may always try to overcome nature and imperfections, Nature will  always win out in the end. Hawthornes, The Birthmark, is a perfect example of the struggle between science and Nature. It represents how man will always try to find something to fix with science, so as to overcome nature and our natural imperfections.

The Classification Of Outliers Psychology Essay

The Classification Of Outliers Psychology Essay The concern over the outliers is one of the challenge existed for at least several hundred years. Outliers are the observations those are apart from the bulk of data. Edgeworth (1887) wrote that discordant observations those appeared differently from other observations with which they are combined. Almost every data set has the outliers in different percentages. Grubbs (1969) said that an outlier is one that appears to deviate significantly from other values of data. Sometimes outliers may not be noticed but most of the times they can change the entire statistical data analysis. As Peter (1990) explored those observations which do not follow the pattern of the majority of the data are called outliers. At the earlier stage of the data analysis, summary statistics such as the sample mean and variance, outliers can cause totally different conclusion. For example a hypothesis may or may not be rejected due to outliers. In fitting regression line outliers can significantly change the slope. The detection of outliers before analyzing the data analysis is not done then it may lead to model misspecification, biased parameter estimation and incorrect results. It is therefore important to identify the outliers prior to proceed further for analysis and modeling. An observation (or subset of observations) that appears to be inconsistent with the rest of data set is called an outlier (Barnet1995). The exact definition of an outlier depends on the assumption regarding the data structure and the methods which are applied to detect the outliers. Outliers are observations that appear to be unusual with respect to the rest of the data. Classification of Outliers Outliers are classified into one of four classes. First, an outlier may arise from procedural error, such as a data entry error or a mistake in coding. These outliers should be identified in the data cleaning stage, but if overlooked, they should be eliminated or recorded as missing values. Second, an outlier is the observation that occurs as the result of an extraordinary event, which is an explanation for the uniqueness of the observation. In this case the researcher must decide whether the extraordinary event should be represented in the sample. If so, the outlier should be retained in the analysis; if not, it should be deleted. Third, outliers may represent extraordinary observations for which the researcher has no explanation. Although these are the outliers most likely to be omitted, they may be retained if the researcher feels they represent a valid segment of the population. Finally, outliers may be observations that fall within the ordinary range of values on each of the var iables but are unique in their combination of values across the variables. In these situations, the researcher should be very careful in analyzing why these observations are outliers. Only when specific evidence is available that discounts an outlier as a valid member of the population should it is deleted. Outliers may be real or ericaceous. Real outliers are observations whose actual values are very different from those observed for rest of the data and violate plausible relationships among variables. Erroneous outliers are observations those are distorted due to misreporting errors in the data-collection process. Data set either come from homogeneous groups or from heterogeneous groups, have different characteristics regarding a specific variable, outliers occurred by incorrect measurements including data entry errors or by coming from a different population than the rest of the data. If the measurements in correct, it represent a rare event. Outliers are often caused by human error, such as errors in data collection, recording, or entry. Data from an interview can be recorded incorrectly, upon data entry. Outliers may cause from intentional or motivated misreporting. Many times the outliers come when participants purposefully report incorrect data to experimenters or surveyors. A participant may make a conscious effort to sabotage the research or may be acting from other motives. Depending on the details of the research, one of two things can happen: inflation of all estimates, or production of outliers. If all subjects respond the same way, the distribution will shift upward, not generally causing outliers. However, if only a small sub sample of the group responds this way to the experimenter, or if multiple researchers conduct interviews, then outliers can be created. Another cause of outliers is sampling error. It is possible that a few members of a sample were inadvertently drawn from a different population than the rest of the sample. Outliers can be caused from standardization failure like the weak research methodology, unusual phenomena; faulty equipment is another common cause of outliers. By these causes data can be legitimately discarded if the researchers are not interested in studying the particular phenomenon in question. One type of data entry error is implausible or impossible values, for they make no sense when considering the expected range of the data. An out-of-range value is often easy to identify since it will most likely lie well outside the bulk of the data. Another common cause for the occurrence of outliers is the rare event. Extreme observations that for some correct reason are just fine, but do not fit within the typical range of other data values There are many possible sources of outliers. Firstly, purely deterministic reasons those include: reading or measurement error, recording error and execution error. Secondly, some reasons are pointed out by Beckman and cook (1983) they arrange the reasons of outliers into three broad categories. These are global model weaknesses, local model weaknesses and natural variability. When we replace the present model with a new are revised model for the entire sample. Measurement of response variables are in the wrong scale is called Global model weakness. Local model weaknesses are applied only on the outlying observations and not to the model as a whole. And Natural variability is the variation over the population rather than any weakness of the model. These reasons are uncontrollable and reflect the properties of distribution of a correct basic model describing the generation of the data. The outliers occurs due to entry error or a mistake in coding should be identified in the data cleaning stage, but if overlooked, they should be eliminated or recorded as missing values. 1.3 Problematic effects of outliers Outliers of either type may influence on the results of statistical analysis, so they should be identified by using some suitable and reliable detection methods prior to performing data analysis. When potential outlier(s) is encountered, the first suspicion may be that such observations resulted from a mistake or other extraneous effect, and should be discarded. However, if the outlier in real it may be contained some important information about the underlying population of real values. Non judicious removal of observation that appears to be outliers may results in underestimation of the uncertainty present in the data. In the presence of outliers, any statistical test based on sample means and variances can be distorted. There will be Bias or Distortion of estimates and it will give wrong results. The inflated sum of squares makes it unlikely and will partition sources of variation in the data into meaningful components. The decision point of a significance test, p-value, is also distorted. Statistical significance is changed due to presence of a few or even one unusual data value. The strong building of the statistical methods is based on weak legs of assumptions. Incorrect assumptions about the distribution of the data can also lead to the presence of suspected outliers. If the data may have a different structure than the researcher originally assumed, and long or short-term trends may affect the data in unanticipated ways. Depending upon the goal of the research, the extreme values may or may not represent an aspect of the inherent variability of the data. Outliers can represent a nuisance, error, or legitimate data. They can also be inspiration for inquiry. Before discarding outliers, researchers need to consider whether those data contain valuable information that may not necessarily relate to the intended study, but has importance in a more global sense. . The considerable effects of outliers are bias or distortion of Estimates, inflated sum of square and ended analysis of the entire data set at faulty conclusions. The key features of descriptive data analysis like the mean, variance and regression coefficient are highly affected by outliers. 1.4 Aspects of outlier There are two considerable aspects. The first aspect explains that, outliers have a negative effect on data analysis. Outliers generally cause to increase error variance and reduce the power of statistical tests. Outliers violate the assumption of normality. Outliers can seriously influence estimates. The second aspect of outliers in that they are correct, and they may be provides useful information about data set. It the outliers are most information points they should not be automatically discarded without justification. In this case the analyses perform the analysis both with and without these outliers, and examine their specific influence on the results. If this influence is minor, then it may not matter whether or not they are omitted. If their influence is substantial, then it is probably best to present the results of both analysis, and simply alert the researcher to the fact that these points may be questionable. The data set may contain outliers and influential observation. It is thus important for the data analyst to be able to identify such observation; if the data set contains a single outlier or influential observation then identification of such an observation in relatively simple. On the other hand, if the data set contain more than one outlier or influential observations the identification of such observation becomes more difficult. This is due to the marking and swamping effects. Masking occurs when an outlying subset goes undected because of the presence of adjacent subset of outliers. Swamping occurs when good observations are incorrectly identified as outliers because of the presence of other outliers. An outlier is the observation that occurs as the result of an extraordinary event. In this case the researcher must decide about that event. If it represents the sample then that outlier should be retained in the analysis. If that event should not represent the sample it should be deleted. Some time outliers may represent extraordinary observations but the researcher can not explain it. These types of the outlier may be omitted but sometime the may be retained if the researcher feels that they represent a valid segment of the population. Both the detection and the suitable treatment of outliers are therefore important. In the present scenario of modern sciences where the messy data sets are generated, potentially troublesome outlier detection method(s) should be researched and presented at one place The main feathers of such identify criteria is that imperative to correctly identify outliers amongst large masses of data, so that experts can be alerted to the possibility of trouble and investigate the matter in detail. Outliers can provide useful information about the process. An outlier can be created by a shift in the location (mean) or in the scale (variability) of the process. Though an observation in a particular sample might be a candidate as an outlier, the process might be shifted. Numbers of treatments are taken in order to deal with outlier(s) involved studies. Accommodation of outliers uses techniques to mitigate their harmful effects. One of its strength is that accommodation of outliers does not need to precede identification. These techniques can be used with prior information that outlier exist. One very effective way to work with data is to use nonparametric methods which are robust in the presence of outliers. Nonparametric statistical method fit into this type of analyses and should be more widely applied to continuous or interval data than their current use. Often the observed data set do not follow the any of the specified distribution then it is better to transform the data by applying appropriate transformation(s) so that data set could follow the specific distribution. Only as a last resort should outliers be deleted, and then only if they are found to be errors they can not be corrected or lie so far outside the range of the remainder of the data that they distort statistical inferences Our goal in this thesis is firstly to collect the outliers detection methods in univariate and bivariate/ multivariate studies followed the Gaussian and Non-Gaussian distributions and secondly to modify them accordingly. 1.5 Univariate Outliers In unvariate data sets, the study of outlier(s) is relatively simple but demands careful attention. Outliers are those values located distant from the bulk of the data and can often be revealed from simple plot of the data, such as scatter plot, stem-and-leaf plot, QQ-plot, etc. Sometimes univariate outliers are not easy to identify as would appear at first sight. Barnet and Lewis (1994) indicate that an outlying observation, or outlier, is one that appears differently and deviate markedly from other members of the sample, in which it occur. A common rule for outlier identification might be to calculate the sample mean and standard deviation, and classify all those points as outliers which are at 2 or 3 standard deviations away from the mean. It is an unfortunate reality that the presence of two or more outliers could leave some or most of the outliers invisible to this method. If there is one or more distant outlier and one or more not so distant outlier in the same direction, the more distant outlier(s) could significantly shift the mean in that direction, and also increase the standard deviation, to such an extent that the lesser outlier(s) falls less than 2 or 3 standard deviations from the sample mean, and goes undetected. This is called the masking eff ect, and results in this particular method and all related methods being unsuitable for use as outlier identification techniques. It is illustrated with an example, borrowed from Becker and Gather [1999]. Consider a data set of 20 observations taken from an N (0, 1) distribution: -2.21, -1.84, -0.95, -0.91, -0.36, -0.19, -0.11, -0.10, 0.18, 0.30, 0.31, 0.43, 0.51, 0.64, 0.67, 0.72, 1.22, 1.35, 8.1, 17.6, where the latter two observations were originally 0.81 and 1.76, but the decimal points were entered at the wrong place. It seems clear that these 2 observations should be labeled as outliers; let us apply the above method. The mean of this data set is 1.27 while the standard deviation is 4.35. Two standard deviations from the mean, towards the right, would be 9.97, while three standard deviations would be 14.32. Both criteria regard the point, 8.1, as expected with reasonable probability and do not consider it an outlier. Additionally, the three standard deviation boundary for detecting outliers seems rather extreme for an N (0, 1) dataset, surely a point would not have to be as large as 14.32 to be classified as an outlier. The masking effect occurs quite commonly in practice and we conclude that outlier methods based on classical statistics are unsuitable for general use, particularly in situations requiring non-visual techniques such as multivariate data. It is worth noting, however, that if instead of the sample mean and standard deviation, robust estimates of location and scale were used (such as the sample median, and median absolute deviation, MAD), both outliers would be detected without difficulty. 1.6 Multivariate Outliers Multivariate outliers are the challenges that do not occur with univariate data sets. For instance, visual methods simply do not work in case of multivariate case studies. Even plotting the data in bivariate form with a systematic rotation of coordinate pairs will not help. It is possible (and occurs frequently in practice) that points which are outliers in bivariate space, are not outliers in either of the two univariate subsets. Generalization to higher dimensions leads to the fact that a multivariate outlier does not have to be an outlier in any of its univariate or bivariate coordinates, at least not without some kind of transformation A successful method of identifying outliers in all multivariate situations would be ideal, but is unrealistic. By successful, we mean both highly sensitive, the ability to detect genuine outliers, and highly specific, the ability to not mistake regular points for outliers.

Examining Organizational Culture In Tawam Hospital Nursing Essay

Examining Organizational Culture In Tawam Hospital Nursing Essay The assignment is about the organizational culture and the effectiveness on the organizational process and outcomes. During this assignment I will start with the culture definition, than I will identify the factors that affecting the organizational culture either internally or externally. Moreover, I will try to analyze my organizational culture and to recognize the type of my organizational culture and its appropriateness with my department plan. Before I end with the conclusion, I will speak about the main key lessons taken from the organizational culture assignment and how will apply it on my department using two effective different ways which is one of the biggest challenges in this assignment. Gudykunst and Ting-Toomey (1988) defined the culture as the learned beliefs, values, norms, symbols and traditions that are common to group of people. It is these shared qualities of group that make them unique culture in dynamic and transmitted to others. In short, culture is the way of life, customs, and script, of group of people. II Factors Affecting  the Organizational Culture: There is no single definition for organizational culture; its influenced by multifactor, like the organizational behavior or the communication of the organization, and also some people affected by the management science of the organization to analyze the organizational culture. A system of knowledge, of standards for perceiving, believing, evaluating and actingà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.. that serves to relate human communities to their environmental settings (Allaire Firsirotu, 1984). A set of understandings or meanings shred by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis, 1980). There are numbers of external and internal factors affecting any organization. External factors are beyond the control of the organization, whereas the internal factors can be controlled to an extent. (See table 1) External factors Internal factors Political legal Economic Socio/Cultural Technological Demographics Competition Suppliers Distributors Employee Wholesalers Shareholders Partners Table 1: factors affecting the organization. III- My Organizations Culture:   Analysis of My Organizations Culture:   I had analyzed my organizational culture depending on the Harrisons questionnaire (see Appendix 1) to identify the type of culture whether its power, role, task, or self culture. I have found that my organizational culture is Role culture (See table 2). I totally agreed with the result, it fits with my department and organizational culture. Culture power role task self Score 39 57 34 20 Table 2: Organizational Culture. My organization is one of the biggest hospitals in the United Arab Emirates; its called as Tawam hospital. Its a governmental facility, operated by the Health Authority of Abu Dhabi (HAAD) and managed by Johns Hopkins medicine. It provides healthcare services to the community of Alain city and referral for the emirates and other surrounding gulf countries. Its a 477 bedded tertiary centre, and also it has with polyclinics with 92 specialty clinics per day and 3 primary healthcare centers located around the city to facilitate the healthcare for the surrounding areas. The organization was established on 1979 in Alain city while I have joined the organization in 2006; its accredited by JCI since 2006. My organization is one of the biggest healthcare organizations in the country, it has a divisional structure, its composed from multidisciplinary specialties and divisions, each division work as a small organization focusing on their specific plan leading in the end to achieve the general plans and objectives of the organization under the supervision of the top manager of the organization (CEO). My culture is really a role culture , it runs by the coordination of senior managing group, all works inside the organization controlled by rules, regulations, and fixed polices that protect the employees and provides a high quality of care to all customers. The CEO is impersonal and correct, he never use his authority for his own personal issues. All leaders in the organization follow the appropriate ways/channels of communication structure directed from top to down and information flows upward within the functional pyramids which meet at the top, but the cross-communication is totally rejected. Most of the employees are competent, responsible and reliable and they meet the duties and responsibilities of their job description with strong sense of loyalty to the organization leading to provide a high quality of care to all customers. The relation between the employee and the organization is controlled by rules and regulations through clear contract between them, leading to build up strong trust and relationship. The controller of the employees activities is the responsible one for directing them with impersonal exercise of economic and political power to enforce procedures and standards performance. Due to the role culture of the organization, works run through formal rules and regulations, and that help in improving the control and managing conflicts between the staff by formal ways, also it protects the security of the employee against the external factors and enhancing the team work between them. Finally, I believe that the role culture is acting properly during this period, with the new JCIA standards and the organizational rules; there is a good environment for the employees to provide the best care for all types of customers with safe and evidence-based practice. The Appropriateness of the Culture with the Department: All cultures are good in the right place, because each culture is good for something and less good for others (Handy, 1990). Before going deeply and critically analyzing the fitness and appropriateness of the role culture with the strategic plans of my organizational/department objectives and, what are my departments mission, vision and values? The departments mission is to provide a full range of medical, surgical, and specialized services to our patients (Employee Handbook, 2007, p. 4). However, my departments vision stated that the department will provide high quality, affordable, medical services delivered in friendly, safe, and caring environment which meet JCIA standard of care (Employee Handbook, 2007, p. 4). Lastly, my departments value stated that the department believes in treating all patients, visitors and employees with respect dignity and quality and guided by UAE laws and respect for patient rights (Employee Handbook, 2007, p. 4). I believe that the role culture is the ideal one for his department which is dealing with clinical services and with high quality of care in suitable environment and all these issues controlled by accredited standards and country laws. Harrison (1972) who analyzes the organizational culture defined the role cultures as those in which behavior is governed by rules, regulations and legitimacy. Priority is given to developing appropriate policies and procedures, and thus emphasis is placed upon means rather than ends. In addition to that, there are several factors which lead the role culture to be fit with the objectives of the department starting from the formal way of communication which lead to enhance the effectiveness of work, and will provide good and suitable environment for work. Also, all the employees are aware for their rights and responsibilities which will provide safe and comfortable media for work and protect them from any external assault. On the other hand, the main problem that faces my department in the last recent years is the existence of few people still believing in the power of national culture and how they can affect and change inside the governmental organization, but by the accredited standard that applied in the organization, it was started to resolve gradually and people start to believe by rules and regulations. Finally, I believe that the role culture going with the same direction with my departments strategic plans in a very effective way to achieve the main goals and mission for his department by providing high standards of clinical services and customer services with high accredited standards and evidence-based practice. Key Lessons: During the last two years, my job was a staff nurse in my department, but a team leader responsibility was allocated to me to take care about one of the treatment rooms in the infusion center inside the oncology department, my team consists from three nurses and I am the younger staff. I learned a lot of management skills and good experience from daily activities that helped me in managing the team in a good manner, but I still missing the basic part, that will support me in all decisions and will change my way of thinking and improve my problem solving skills, which is the updated knowledge. During the analyzing of my organizational culture, I learned several useful lessons in improving the outcomes of my practice. The main two key lessons are: managing conflicts and managing team work. Managing Conflicts: The 1st lesson is how to manage conflicts; Marquis and Huston (2003) defined conflict as the internal or external discord that results from differences in ideas, values, feeling between two or more people. To be a good manager, you need to understand the personality of all your employees in your department, to clarify all the rules, standards, rights and responsibilities for the employees and to be the reference in all the problems occurs in the department. Conflicts have two different faces either positive or negative. In the positive face, conflicts will lead to more safe competitions and team work and it should be controlled by rules and regulations. Tjosvold and Tjosvold (1995) stated that conflicts also have appositive side, however for example, in the process of learning how to manage conflict, people can develop more open, cooperative ways of working together. On the other side, conflicts also having the negative face which will increase the stress and affects the team works if it kept unresolved. Lombardi (2001) found that unresolved conflicts have potentially harmful effects on people. Serious conflicts can be very stressful for the people involved. To manage and control conflicts, you need to prepare good the environment in your department, to be fair between the employees, to make sure nobody will lose from this conflict and try always to make conflicts having positive face, which will lead to reach your objectives and outcomes in good manner. The optimal goal in resolving conflict is creating a win-win solution for all involved. This outcome is not possible in every situation, and often the managers goal is to manage the conflict in manner that lessons the perceptual differences that exist between the involved parties (Marquis Huston, 2003). Managing Teamwork: The workforce or people factor is recognized as an important organization asset in contributing to performance at an individual, team or organizational level (Senior, 1997). One of the most important lessons from this assignment is how to manage teamwork, to apply this lesson in the real practice, you need to have common purposes between the manager or the team leader and the group, all rules and responsibilities should be clear for all, and tasks should be contributed equally between them, climate of trust, learning and mutual support should be inserted in the department, team must be composed from different characteristics like experience, skills and knowledgeable people, in addition to that you also need good manager who manage the team and direct them in the correct way and to solve the conflicts and problems in professional way . A managerial challenge when developing and recruiting teams is to ensure that they have necessary collective skills and competencies to deliver not only the organizations business objectives but also to establish effective teamwork (Kieran Judith, 2006). IV Conclusion: To conclude the assignment, I talked about the organizational culture and the correlation with the internal and external factors that can affect the organization, moreover, I critique my organizational culture Role culture using Harrisons questionnaire to distinguish it, then I try to approve the appropriateness of the role culture with my department strategy and finally I ended my assignment with most key lessons that he learned from my organizational culture which are managing conflicts and managing teamwork. Finally, to manage people and organization, you need to be good manager or a team leader by building good teamwork, understanding the organizational behavior and culture and putting a development plan for your department and keeping your employee motivated all the time. No manager can make a team perform well but they can create a supportive environment and ensure the right conditions are in place to encourage the development of the characteristics of effective team work (Kieran Judith, 2006). V References: Allaire, Y., Firsirotu, M.E. (1984). Theories of organizational culture. Organization Studies 5,193-226. Gudykunst, W.B., Ting -Toomey, S. (1988). Culture interpersonal communication. Thousand Oaks, CA: Sage. Handy, C. (1990). Understanding schools as organizations. London: Penguin Books. Harrison, R. (1972). Understanding Your Organizations Character. Harvard business Review, 119 128. Human Resources Department. (2007). Employee Handbook: Tawam hospital.UAE. Kieran, W., Judith, S. (2006). Healthcare Management, U.S.A, New York: Open University Press. Lombardi, D.N. (2001). Handbook for the New Healthcare Manager. Sanfrancisco: Jossy-Bass. Louis, M.R. (1980). Organizations as culture-bearing milieu: In Organizational Symbolism. Greenwich, CT: JAI. Marquis, B. L., Huston, C. J. (2003). Leadership Roles and Management Functions in Nursing: Theory Application (4th ed.). Philadelphia PA: Lippincott Williams Wilkins. Senior, B. (1997). Team role and team performance: Is there really a link. Journal of Occupational and Organizational Psychology 70(3), 241. Tjosvold, D., Tjosvold, M.M. (1995). Psychology for Leaders: Using Motivation, Conflict, and Power to Manage More Effectively. New York: John Wiley Son VI- Appendix 1:

Summary: :: essays research papers

SUMMARY: â€Å"Vinnie Ream†   Ã‚  Ã‚  Ã‚  Ã‚  The article â€Å"Vinnie Ream,† from the August 2000 issue of Smithsonian Magazine, tells the story of a woman in the 1800’s who was chosen to sculpt statues of prominent Americans, including Abraham Lincoln, despite having little experience. The article gives both an overview of the life of Vinnie Ream and an account of the political battles that arose from her commissions.   Ã‚  Ã‚  Ã‚  Ã‚  The article opens by talking about how the government had decided to commemorate Civil War hero David Farragut with a statue. While many people expected congress to choose well-known sculptor Horatio Stone for the work, they instead picked a 26-year old woman who had only done one large statue in her life. This episode is used to illustrate how Vinnie Ream caused a great deal of controversy, with a strong split between supporters and detractors.   Ã‚  Ã‚  Ã‚  Ã‚  There is a brief recounting of her childhood leading up to her interest in sculpting, influenced by an artist named Clark Mills, who encouraged and taught Ream. She was then given permission by Abraham Lincoln to do a small statue of him. After he was assassinated, congress decided to pay $10,000 to commission a larger statue of the president. Ream wrote letters and made friends with members of congress in an effort to secure the commission.   Ã‚  Ã‚  Ã‚  Ã‚  This effort led to a ferocious debate both in congress and among the general public. Many were swayed by the girl’s charms and enthusiasm, while others saw her as lacking both experience and talent, claiming that she was being considered only on the basis of her personality. She was eventually chosen for the work, and the statue she made met with the same mixed response.   Ã‚  Ã‚  Ã‚  Ã‚  Having made friends in high places, she later sought the commission for the Farragut statue. With the help of people like William Tecumseh Sherman, she was able to get this prestigious work as well, though many were bothered by the apparent politicking involved.

The Materials, Properties, and Theory of Superconductivity Essay

The purpose of this paper is to examine the materials, properties, and theory of superconductivity, a quantum phenomenon that occurs when a material is brought below a critical temperature and will conduct electricity without any resistance, the nearest model in nature to perpetual motion. According to Ecks (1990), Once current is applied to a superconducting material the current will continue in a closed lope without ever losing intensity. (Ecks, 1990) Superconductive materials can greatly vary in mechanics and materials. They are separated into Type 1 and Type 2 superconductors. All superconductors display the unique ability to repel magnetic fields, known as the Meissner effect. According to Shachtman (2000), Superconductivity was discovered when a physicist, Heike Kamerlingh Onnes, when he developed the process to produce liquid helium and began testing the electrical properties of material at temperatures nearing absolute zero. Absolute zero is the coldest temperature that is theoretically attainable and is the basis of the Kelvin scale. Onnes first observed the phenomenon in mercury. A sample of mercury was cooled by liquid helium, and at the exact moment the temperature of the mercury reached 4.19K the resistance abruptly disappeared. (Shachtman, 2000) According to Nave (2000), In Type I superconductors the phenomenon of zero resistance at low temperatures occurs in materials that are have some degree of conductivity under normal conditions. The properties of Type I superconductors were modeled successfully by the efforts of John Bardeen, Leon Cooper, and Robert Schrieffer in what is commonly called the BCS theory after the efforts of John Bardeen, Leon Cooper, and Robert Schrieffer in its understanding. (Nave, 2000) ... ...ak Ridge National Laboratory. Eck, J. (1990) Retrieved March 10, 2008, from http://superconductors.org Goldman, M (2000). Bose-Einstein condensation. The Atomic Lab. Retrieved March 11, 2008, from the University of Colorado Physics 2000 project. Mook, H. A., Dia, P., & Dogan, F.(2002) Charge and spin struture in YBa, Phys. Rev. Lett, 88. Retrieved March 16, 2008, from http://focus.aps.org/story/v9/st12 Nave, R. (2000). Superconductivity concepts. HyperPhysics. Retrieved March 11, 2008, from HyperPhysics database. Oxford University (1993). Superconductivity explained. Retrieved March 11, 2008, from http://superconductors.org/oxtheory Poole, C. P., Farach, H. A., & Creswick R. J. (1995). Textbook of superconductivity. San Diego: Academic Press. Schachtman, T. (2000). Absolute zero and the conquest of cold. New York: Houghton Mifflin Company

Creative Writing – Life in the City

The day in the city is starting: Claustrophobia. Frustration. Overcrowded. Crushing. Swarming. Cacophonous. Obstreperous. Clamorous. Vociferous. The gloomy grey sky, with its heavy nimbostratus clouds, blocking all of the sun's rays from reaching the Earth. The smoke from the industrial factories polluting the atmosphere and smelling like a failed chemical experiment. The fridge-like coldness of the winter air freezing your face. Claustrophobia on the streets; commuters, shooting menacing glares at each other, attempt to rush to work. They fight their way past each other, determined to do anything they can to get to their destination. One businessman, dressed in a shirt and tie and clutching a black leather briefcase, is shoved back as the current of the swarm of people against him is too strong. The towering skyscrapers looking down at the strugglers in battle. Across the road, the unpleasant cacophony of cars blaring their horns is heard above everything else. Frustrated drivers, already late for work, bellowing at the ever-changing traffic lights and wide lorries blocking half of the road. The overpowering skyscrapers watch over the events; their roofs almost brushing the heavens. Hectic life in the city goes on and on, and feels as though it will never end, that the commuters will never stop fighting their way into work, that the car drivers will never stop cursing at the traffic, that the city will never be empty†¦ †¦Night time in the city. Empty. Deserted. Silent. In the charcoal black sky, the effulgent crescent moon, the glistening stars forming illuminating constellations, the flickering lights of a plane that glides through a sky like a hawk. Descending to the Earth, we observe the city in its now desolate state. Looking through a dimly lit, litter strewn alley, a homeless man crouches defensively, ready to go to sleep for the night. His scruffy, short, light brown hair covered with a worn out, chequered hat. His torn, tatty shirt and his trousers covered with holes both sizes too small for him. A few meters away, a rat scuttles over to the litter, scavenging around for food. Turning into the car park, we see that the once overflowing place full of resting vehicles of every size and shape, now contains nothing but the dormant parking meter that patrols the area. Standing on one leg and lining up in a straight row like soldiers, the street lights provide the only source of illumination, their one eye emitting a golden beam of shining light down on the dusty, cracked pavement below. Through the city park, the sea of trees is seen swaying gently in the whispering wind. Rippling reflections of the stars are shown in the peaceful pond. The vastest tree of the park comes into view with its narrow finger-like branches reaching skywards and brushing the heavens; its gnarled bark and broad trunk radiating infinite wisdom. The silent, harmonious noises of the city now amplified. The ticking of the clock tower, the rustle of the autumn leaves being softly blown down the road by the wind, the high pitched creaking of the iron gates to the car park. Soon the silent, tranquil city will be once again transformed into the blaring, claustrophobic city, and life in the city will start again.

Personality Type Assessment

Personality Type Assessment (Week-2 Individual Assignment) CMGT/530 – IT Organizational Behavior July 1, 2012 Personality Type Assessment The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues. Elements of Personality Type AssessmentA personality profile assessment is typically an objective test where an individual gives yes or no responses to a series of systematic and deeply constructed behavioral and situational questions. These objective questions at a fundamental level assesses the individual's cognitive mental process and orientations and based on the responses classifies the individual into one of the several personality types. Each of these personality types is associated with different sets of possible behaviors and tendencies that the individuals are most likely to exhibit.This classification of personality types is by a personality inventory framework called the Myers-Briggs Type Indicator (MBTI), created by Isabel Briggs Myers after extensive testing and research on the theory of psychological types introduced in the 1920s by Carl G. Jung. At the basic level, the MBTI differentiates people's cognitive functions in four ways, as defined by four mutually exclusive pairs of the dominant or likely mental preferences, and the combinations of these four pairs lead to a set of 16 personality types (MBTItoday. rg, n. d. ). The first pair of preferences, extroversion (E) and introversion (I), is for mental energy orientation. The extroverted individuals are expressive, assertive, outgoing, sociable, and draw their mental energy from the interactions with the outside world. The introverted individuals are reflective, reserved, quiet, and draw their mental ener gy from the dwelling in the inner world of thoughts and ideas (Center for Applications of Psychological Type, 2012).The second pair of preferences, sensing(S) and intuition (N), is for irrational mental cognitive process related to perception and receipt of information. The individuals with dominant sensing perception live in the present moment and are practical. They prefer simplicity, clarity, routine, and order in their daily lives. The individuals with dominant intuition perception are inspired by creativity and innovation, and imagine the possibilities for future. They are drawn to the big picture and abstract theoretical concepts (Center for Applications of Psychological Type, 2012).The third pair of preferences, thinking (T) and feeling (F), is for rational mental cognitive processes of forming judgments and making decisions. The individuals who primarily rely on their thinking for forming judgments are objective, analytical, and logical. They use logic, reason, and cause-eff ect analysis to handle any problems and tasks they face for achieving results. The individuals who primarily rely on their feelings for forming judgments rely on their personal emotions and value system.They are concerned about impact of their actions and decisions on other people (Center for Applications of Psychological Type, 2012). The fourth pair of preferences, judging (J) and perceiving (P), is for mental orientation while dealing with outside world. The individuals who prefer judging rely on the rational cognitive functions of thinking or feeling. They prefer the world around them to be structured, organized, and orderly. The individuals who prefer perceiving rely on the irrational cognitive functions of sensing and intuition.They typically are open, spontaneous, and flexible; and look forward to experiencing the world in its natural state (Center for Applications of Psychological Type, 2012). Personality Type Self-Assessment The writer used Jung typology test to complete the self assessment of his personal style and the results indicated that the writer belongs to personality type ISFP; that means the writer prefers introversion over extroversion, sensing over intuition, feeling over thinking, and perceiving over judging (HumanMetrics, 2012).The writer found himself taking the assessment test few more times to confirm the derived results. According to personality inventory of MBTI and the Myers and Briggs Foundation (n. d. ), the individuals with personality type of ISFP have tendency to seek a peaceful, easygoing life with a â€Å"live and let live† philosophy. They tend to enjoy life as it comes and define their own pace. They tend to be quiet, caring, considerate, and have a pleasant demeanor. They tend to be very devoted to their family and friends, and have a strong set of values that they cherish.They tend to dislike conflicts, disagreements, and imposing of their opinions on others (Myers and Briggs Foundation, n. d. a). After looking at the results, the writer understood some of his own tendencies and consoled himself that he did not have to good at everything. He opined that the knowledge of these personality types can help in developing a deeper understanding of people around him. Also while taking the assessment, for some of the questions the writer was forced to choose yes or no when he believed the answer was neither, and there were no in-between options to choose from.So the writer agrees with Robbins & Judge (2011) that the problem with these assessment tests is that they force a person into one type or another. According to Mccaulley (1990) every person uses all eight processes (E, I, S, N, T, F, J, and P) but intrinsically prefers one of each opposite pair. In the normal course of life, people develop preferences by doing what comes most naturally. As they grow older and wiser, they develop as well as use more of the lesser preferred processes (Mccaulley, 1990).Reflecting back on his life, the writer agree s the personality type ISFP correctly indicates his default tendencies. Moreover, the writer also believes that over the years he has developed more shades to his personality and has become more balanced. Effect of Personal Assessment The assessment provided an opportunity for the writer to do some self-introspection and become more aware of self. Also the knowledge and understanding of 16 distinctive personality types helped the writer to appreciate others possessing different personality types.When employees can understand their type preferences, they can approach their work in a manner that best suits their style, including managing their time, problem solving, best approaches to decision making, and dealing with stress (Myers and Briggs Foundation, n. d. b) . The writer could analyze better the good and not-so-good relations he has experienced with his prior bosses and colleagues. The personality type assessment also helped the writer to reexamine his behavior with prior colleag ues and identify the scope for improving relationships with his colleagues at the workplace.As a software development manager in a leading health care organization, the writer will make use of the new understanding of his own personality to improve upon his managerial functions and his handling of the different situations. These functions includes managing others, developing leadership skills, organizing tasks, creating teams, training for management as well as staff, conflict resolution, motivation, coaching, diversity, recognition as well as rewards, and change management (Myers and Briggs Foundation, n. d. b) . References Center for Applications of Psychological Type. 2012). Mbti overview. Retrieved from http://www. capt. org/mbti-assessment/mbti-overview. htm HumanMetrics. (2012). Jung typology test. Retrieved from http://www. humanmetrics. com/cgi-win/jtypes1. htm MBTItoday. org. (n. d. ). History of the myers briggs type indicator. Retrieved from http://mbtitoday. org/about-th e-mbti-indicator/a-mini-history-of-the-myers-briggs-type-indicator/ Mccaulley, M. H. (1990). The myers-briggs type indicator: a measure for individuals.. Measurement & Evaluation In Counseling & Development (American Counseling Association), 22(4), 181.Retrieved from https://search. ebscohost. com/login. aspx? direct=true&db=f5h&AN=9705111082&site=eds-live Myers and Briggs Foundation. (n. d a). The 16 mbti types. Retrieved from http://www. myersbriggs. org/my-mbti-personality-type/mbti-basics/the-16-mbti-types. asp#ISFP Myers and Briggs Foundation. (n. d. b). Mbti type at work. Retrieved from http://www. myersbriggs. org/type-use-for-everyday-life/mbti-type-at-work/ Robbins, S. P. , & Judge, T. A. (2011). Organization behavior (14th ed. ). New York, NY: Prentice Hall.