The Value and Importance of Training Assignment

The Value and Importance of Training - Assignment Example Thus, it can be realized that the value and importance of training in an organization can be understood only if an organization undertakes a planned and efficient training program and sees through the results. The current study focuses on the value and importance of training, the current trends in the training and considering the Wal-Mart stores, the study shall try to associate the importance of training programs in the company. About the Wal-Mart Company: The Wal-Mart group of stores was started in the year 1962, when it initiated its discount stores in Rogers. Wal-Mart stores were incorporated in 1969 and in the present times it is one of the biggest retail stores in the world. It sells its products across 20 different countries and has gained around 2.1 million associates for its business throughout the world. The company intends to satisfy the customers by providing with retail products at costs that customers can easily find reasonable. The company has its own set of values and principles and has been following them over the years for the success of the company. It gives high value to the service that can be provided to its customers and has a large customer base (About us). The plans of the company give light to the company’s focus on customer’s satisfaction which requires the effective performance on the part of the organizational employees. The different products of the Wal-Mart group of stores are: apparels, health and beauty products, electronics, toys, jewelry, items for lawns and gardens, automotive products, furnishing products for home, hardware, sports goods, supplies for pets as well as household products. Wal-Mart also has its super-centers with products like packaged foods, fresh products and others. The company sells its products through its neighbor markets, express stores, and the super-centers. The company also makes use of the internet facilities and serves its customers through the online ordering and feedback measures. Th e online feedback of the customers are considered significant by the company for its future modifications and improvement (Walmart). Thus, the study on the company clearly indicates that the company needs to continuously update and keep its employees trained such that they can serve efficiently in all the respects and departments of the organization gaining the satisfaction from the customers. Current Trends in Training: The training and development of employees within organizations are based on increasing the skills and expertise of the employees for the betterment of the organization. It is thus, an important role of the human resources management team of any corporation to look for the ways to include and improve the training programs for the employees to be properly trained. The trends that improve the capability of the human resources team in any organization and hence, the training of employees include the â€Å"increased globalization of the economy†, â€Å"technologi cal changes, challenges, and opportunities†, â€Å"the need to be flexible in response to changing business environments†, â€Å"increase in litigation related to HRM†, and â€Å"changing characteristics of the workforce† (Bernandin, 9). The above trends reflect factors that are needed to be taken into consideration for understanding the needs of training programs within organizat

Lumbar spine Essay Example | Topics and Well Written Essays - 1500 words

Lumbar spine - Essay Example 4). Despite its ability to hold weight and absorb shocks, the lumbar spine is vulnerable and can easily be damaged in a number of ways. Therefore, it has become necessary to find an adequate means of measuring a patient’s pain. X-ray imaging is based in part on high energy photons passing through a phosphor screen and then scattering around the object being x-rayed, thus producing an image. The other part is a matter of studying the data collected from the original screening (Iniewski, 2009, p. 3). Most x-rays are made up of geometric magnification, which is created by crystals which are responsible for diffracting the image (Chang, 2004, p. 31) Before x-rays were available, the only way for a doctor to measure what it is they are looking at is by asking the patient and making judgments by the pain that they report (Herkowitz & Bell, 2004, p. 3). X-rays are not only necessary when it comes to diagnosing what the injury is, but they must also be performed again before surgery, to make certain that nothing has changed since the last time (Herkowitz & Bell, 2004, p. 459). The image quality of an x-ray plays a large role in how the image will turn out. The goal is to obtain optimal image, which provides the doctor and patient with an adequate view of all features related to the x-ray (McQuillen-Martensen, 2006, p. 1). Some key factors which play a role in image quality are: anatomical positioning, kVp and mA, density and contrast, SID, sharpness as well as focal point and geometry. It is important that the patient be properly set out on the observation table before hand. The patient should be lying face up on the table. The shoulders and â€Å"anterior superior iliac spines (ASISs) at equal distance from the imaging table prevent rotation† (McQuillen-Martensen, 2006, p. 414). The x-ray machine can only focus on the certain views. One such view is anterior to posterior

Hochschilds Emotional Labour Theory

Hochschilds Emotional Labour Theory Emotional labour was first put forward by sociologist Arlie Hochschild in 1983 in her classic book, The Managed Heart. Hochschilds (1983) thesis mostly focuses on the job of flight attendants and bill collectors where she described the work involved in being nasty or nice and have also been expressed as toe and heel of the growing service sector (Cited in Steinberg Figart, 1999: 9) , also implying call centre, which has been targeted for analysis purpose in this study. Repercussions of rapid growing call centres globally have highlighted the importance of the service industry in recent years, whereby organisations accentuate on service quality where the impact is mostly upon selling a service with a smile. This new work organisation focuses on creating a pleasant service interaction for the clients or customers through good and pleasant customer service representative (CSR). As such, service employees are expected to regulate the emotional expression and display certain pre-establis hed and contextually appropriate emotions as per the organisations norms and culture while interacting with customers due to the nature and characteristics of the job as well as the work environment  [1]  . According to Steinberg Figart (1999), emotional labour emphasis is laid on the relational rather than task-based aspect of work, principally found in service economies. It is labour-intensive, it is skilled, effort-intensive, and productive labour. It creates value, affects productivity, and generates profit Steinberg Figart (1999) For such type of emotional labour, wage is their reward; that is, they get paid for their emotional work demands specifically for performing Emotional Labour (Grandey Brauburger, 2002; Zapf, 2002). Most of interactions nowadays include emotional labour (Gibson, 1997; Pugliesi Shook, 1997). For long emotions have been of interest to psychologists and sociologists (Hochschild, 1983; Thoits, 1990), but recently they have been of particular interest to organisational researchers (Ashforth Humphrey, 1993, 1995; Fineman, 1993; Morris Feldman, 1996, 1997). Arlie Hochschild (1983:7) defined emotional labour as the management of feeling to create a publicly observable facial and bodily display (Cited in Ashforth Humphrey, 1993). She also points to the need for an employee to induce or suppress feeling in order to sustain the outward countenance that produces the proper state of mind in others (1983 Cited in Murphy McClure, 2007:7). Emotional labour is demarcated as having different characteristics that may be analysed along different dimensions. Firstly, it requires a personal contact external or within organisations entailing either face-to-face or voice-to-voice client contact (Zapf, 2002; Steinberg Figart, 1999). Emotional labour also requires a worker to produce an emotional state in another person while at the same time managing ones own emotions (Steinberg Figart, 1999:13  [2]  ). Initially, Hochschild (1983) pointed to facial and bodily displays that were observable but further, researchers broaden the view including words , voice tone and other behaviours shaped by efforts undertaken by the person (Wharton Erickson, 1993). Emotional expression is required to follow certain rules, that is, display rules of the organisation (Grandey Brauburger, 2002; Humphrey, 2000; Zapf, 2002). This directs to the alignment of emotional labour with call centre environment due to their respective characteristics such as voice-to-voice or face-to-face, emotions expressed and following display rules during interactions for customer satisfaction. Ashforth Humphreys (1993, 1995) contribution to emotional labour have pushed forward Hochschilds thesis by incorporating the concept of social identity into their study of emotions in the workplace. They define emotional labour as the act of displaying the appropriate emotion (1993:90). Their definition differs from Hochschilds definition as they focus on behaviour rather than on the presumed emotions underlying behaviour (Ashforth Humphrey, 1993:90) because they see it as a possibility to conform to display rules without the employee having to manage feelings (Ashforth Humphrey, 1993:90). Their focus is on what the employee should feel at work instead of focusing on feeling rules (Hochschild, 1983), which leads us to display rules which are generally a function of societal norms, occupational norms, and organisational norms  [3]  (Rafaeli Sutton, 1989) (Figure 1). Figure 1: Rafaeli Suttons Factors that influence Emotions Expressed by Role Occupants. Source: Rafaeli, A., Sutton, R. I., The expression of emotion in organisational life, Research in Organisational Behaviour, Vol. 11, p.5. Copyright (1989) Surface Acting and Deep Acting: Hochschild (1979, 1983) argued that emotional labour is performed in one of two ways. First, the service provider may act in accordance with display rules through Surface Acting, which involves Simulating emotions that are not actually felt, which is accomplished by careful presentation of verbal and non verbal cues, such as facial expression, gestures and voice tone. Ashforth Humphrey (1993:92) Hereby, the service agents simulate emotions that are not felt by the latter. However, surface acting does not mean that the agent do not experiences any emotion but instead a display emotion that is not felt (Ashforth Humphrey, 1993). This causes a discrepancy between felt and displayed emotion as we will discuss in this study. There are also cases where the agent is or is not particularly concerned about the welfare of the customer which is referred to as faking in good faith and faking in bad faith by Rafaeli Sutton (1987: 32 Cited in Ashforth Humphrey, 1993). Surface acting can also be part of acting typically discussed as Impression Management (Ashforth Humphrey, 1993) and this converges with Goffmans dramaturgical analysis of daily encounters (Goffman, 1959, 1969). The second means of complying with display rules is through Deep Acting, which involves a service agent attempting to actually experience or feel the emotions that one wishes to display (Ashforth Humphrey, 1993:93). Deep acting can also be described as actors psyche themselves for a role in the same way, the service provider psyches himself or herself for a desired emotion (Ashforth Humphrey, 1993:93). Surface acting focuses on ones outward behaviour, deep acting focuses on ones inner feelings (Hochschild, 1983). The concept of surface and deep acting refer to The effort or act of trying to display the appropriate emotion, not the outcomes that is, the quality of the effort and the effects this effort has on target audience Hochschild (1979)  [4]   Further, the efforts may become effortless, for instance, in call centre works, the pre-described scripts and repetitive nature of the work makes deep and surface acting such that emotional labour becomes relatively effortless (Ashforth Fried, 1988 Cited in Ashforth Humphrey, 1993). In the same vein, Ashforth and Humphrey (1993) include the spontaneous and genuine emotions in his conceptualisation of emotional labour, which explains the instances where a service agent spontaneously and genuinely experiences and expresses the expected emotion Ashforth and Humphrey (1993:94). The service provider may naturally feel what he or she was expected to express without having to fake the emotion as per Hochschild (1983) thesis. Ashforth and Humphreys perception was no compliance but instead, a natural expression of feelings, for instance, a nurse who feels sympathy at the sight of an injured child has no need to act' (Ashforth Humphrey, 1993:94). Grandey (2000) provides another conceptualisation of emotional labour  [5]  in an attempt to refine the construct of emotional labour and the display rules involved. She defines emotional labour as: the process of regulating both feelings and expression for organisational goals (2000: 97). Grandey (2000) argued that previous conceptualisation of emotional labour does not include the emotion management process that employees undertake to conform to organisational display rules. She also developed a model to illustrate her conceptualisation of emotional labour which is based on the emotion regulation lab studies and emotional labour field studies. The situational cues of her model illustrated below (Figure 2) include the interactions expectations based on frequency, duration, variety, and display rules based upon Morris Feldman Dimensions of Emotional Labour (1997). Figure 2: Grandeys Emotion Regulation Process Source: Grandey, A.A., Emotion Regulation in the Workplace: A new Way to conceptualise Emotional Labour, Journal of Occupational Health Psychology, Vol. 5, No. 1, p.95-110. Dimensions of Emotional Labour: Morris Feldman (1996) also contributed to the conceptualisation of emotional labour. They define emotional labour as the effort, planning, and control needed to express organisationally desired emotion during interpersonal transactions (Morris Feldman, 1996: 987). Their perception of emotional labour differs from Hochschilds thesis in the sense that instead of focusing of the management of feeling (Hochschild, 1983), they instead, focus on expressive behaviour, because it is appropriate expressive behaviour that is organisationally desired (Morris Feldman, 1996:988). The level of planning, control, and skill that are required in organisations to display appropriate emotions is what has much significance to them (Morris Feldman, 1996 Cited in Lewig Dollard, 2003). So, Morris Feldman (1996) conceptualise the construct of emotion labour along four dimensions  [6]  (Figure 3) namely, the frequency of appropriate emotional display, the attentiveness to required display rules, va riety of emotions to be displayed, and emotional dissonance. Figure 3: Morris Feldman Four Dimensions of Emotional labour Source: Morris, J.A., Feldman D.C., The Dimensions, Antecedents, and Consequences of Emotional Labour, The Academy of Management Review, Vol. 21, No. 4, p.986-1010. Consequences of Emotional Labour: Though emotional labour can create economic benefits for the organisations and the individual such as self-efficacy and task effectiveness, it can also and most probably, has negative consequences on both physical and mental health on the employees. Positive Consequences: Staw et al. (1994) emphasized that employees with positive emotions will be more successful in organisations than employees with negative emotions. Ashforth and Humphrey (1993) proposed that expression of positive emotions is related to increased task effectiveness. They discussed that compliance with display rules facilitates task effectiveness if the emotions displayed by service provider is the emotion is alleged to be sincere to a certain extent (Rafaeli Sutton, 1989; Feldman, 1984; Ashforth Humphrey, 1993). Ashforth Humphrey (1993) propose that emotional labour can increase self efficacy of the employees and also increase personal well-being by fulfilling task requirements and task effectiveness  [7]  . In the same vein, they noted that by fulfilling social expectations, emotional labour makes interactions more predictable and avoids embarrassing interpersonal problems that might otherwise disrupt interactions (Ashforth Humphrey, 1993:94). Rafaeli Sutton (1987) also found that positive emotions of service employee brings about immediate sale, or cause revisit of customers and can be beneficial to the organisation t hrough word of mouth. Ashforth Humphrey (1993) also argued that emotional labour may facilitate self-expression. This is due to the certain degree of autonomy in the enactment of display rules. They disputed that at least some of the authentic self were projected by the service agents into the enactment, for example, Jackall (1978) described how bank tellers modified organisationally directed display rules to suit their own interpersonal styles (Cited in Ashforth Humphrey, 1993). Thus, this may facilitate self-expression. The expressions of positive emotions by service employees also influence outcomes that are prominent to the role occupant like financial wellbeing, mental and physical well being (Rafaeli Sutton, 1987). Staw et al. (1994) also found that employees expressing positive emotions are often more appreciated and receive favourable evaluations and better pay than those with negative expressions. Cote and Morgan (2002) also supported that positive emotions can increase job satisfaction as ser vice employees displaying such emotions are judged by others as sociable, pleasant, and likeable (Staw et al, 1994). And this supports organisations as service employees are in better positions to gain control over demanding customers (Mishra, 2006). Negative Consequences: Emotional labour is a double-edge sword (Ashforth Humphrey, 1993). Most studies undertaken reflected the negative aspects of emotional labour which is more inflicting on individual mental and physical well-being, and eventually affects organisational needs. Emotional Dissonance, Burnout, and Emotional exhaustion: Emotional labour can become dysfunctional for the worker when dissonance between felt emotions and displayed emotions is experienced (Lewig Dollard, 2003:268). This discrepancy between felt and display emotion is termed as emotional dissonance (Lewig Dollard, 2003). Hochschilds (1983) interest in emotional labour derived from what she argues as pernicious effects of both surface acting and deep acting on the labourer (Cited in Ashforth Humphrey, 1993:96). Displaying emotions that are not felt, creates a sense of strain, resulting in what Hochschild (1983) termed as emotive dissonance or cognitive dissonance. Hochschild (1983:90) defined emotional dissonance as maintaining a difference between feeling and feigning. This discrepancy is common because even though display rules regulate expressive behaviour, they cannot regulate expressive experience (Ashforth Humphrey, 1993:97). According to Ashforth Humphrey (1993:96), emotional dissonance may cause the individual to feel false an d hypocritical  [8]  . In due course, this dissonance could lead to personal and work-related maladjustment such as low self-esteem, depression, cynicism, and alienation from work (Lewig Dollard, 2003)  [9]  . Correspondingly, Ashforth Humphrey argued that deep acting may impair ones sense of authentic self (1993, p.97) and ones well-being, leading to self-alienation. They disputed that as a person loses touch of its authentic self, this may damage ones ability to express genuine expression (Ashforth, 1989). Finally, according to Ashforth and Frieds Study (1988) of mindlessness, with each interaction, deep acting becomes difficult for the service provider  [10]  . Many studies have been undertaken upon the link between emotional dissonance, emotional exhaustion, and burnout and results have been very prominent (Pierce, 1996; Pugliesi, 1999; Pugliesi Shook, 1997). Morris and Feldmans study also made an impact on this relationship (Figure 4), explaining the antecedents and consequences of emotional labour. Figure 4 shows the link that Morris and Feldman (1996) illustrated, taking emotional dissonance as the fourth dimension of the emotional labour construct which leads to emotional exhaustion and job dissatisfaction. Figure 4: Morris Feldman Antecedents and Consequences of Emotional labour Source: Morris, J.A., Feldman D.C., The Dimensions, Antecedents, and Consequences of Emotional Labour, The Academy of Management Review, Vol. 21, No. 4, p.986-1010. Emotional exhaustion is a specific stress-related reaction, and is a key component of burnout (Maslach, 1982 Cited in Morris Feldman, 1996). Emotional exhaustion refers to a state of depleted energy caused by excessive emotional demands (Saxton, Phillips, Blakeney, 1991, Cited in Morris Feldman, 1996, p.1002) made on service providers interacting with customers or clients. It has also been associated with withdrawal behaviour and decreases in productivity (Cordes Dougherty, 1993; Jackson, Schwab Schuler, 1986). Lewig and Dollard (2003) found that emotional dissonance intensifies the level of emotional exhaustion at high levels of psychological demands, indicating that jobs having more emotional demands result in more emotional dissonance, hence more emotional exhaustion  [11]  . Maslachs (1982) work also suggests that greater planning for a wide variety of emotional displays is emotionally exhausting. Emotional exhaustion is a component of burnout, which is a stress found typically in service industries (Brotheridge Grandey, 2002; Grandey, 2000; Maslach, 1982). Hochschild (1983) indicated that burnout was a likely outcome for emotional labourers who identified too completely with their jobs (also see Maslach, 1982; Maslach Jackson, 1981). Initially, there is no standard definition of burnout, but most researchers conceptualisation of burnout refers to burnout as a syndrome consisting of emotional exhaustion, depersonalisation and reduced personal accomplishment that results from interactions with people in some capacity (Maslach Schaufeli, 1993). The research supports that emotional labour is related to burnout and to emotional exhaustion specifically (Abraham, 1998, 1999c; Brotheridge Lee, 2002; Zapf et al., 2001). Similarly, Kruml Geddes (2000) examined the relationship between emotional dissonance and burnout and results proved that those faking their emotions risk becomin g emotionally exhausted. Job Satisfaction, Autonomy, and Performance: Previous theoretical work on emotional labour suggests that a negative relationship between emotional labour and job satisfaction. Hochschild (1983) argued that those employees suffering from burnout is usually a result of low autonomy and high job involvement, ultimately leading to low job satisfaction. According to Parkinson (1991), employees masking their felt emotions, lead to job dissatisfaction. This result from the consequences of emotional dissonance caused from the discrepancy between felt and displayed emotions which lead to exhaustion and burnout, eventually, affects job performance and job satisfaction  [12]  . Gendered Aspect of Emotional Labour: Work organisations and jobs are gendered (Acker, 1990) and this involves jobs requiring interactive work and emotional labour (Cited in Erickson Ritter, 2001). Traditionally, a differential form of emotional labour has been associated with jobs performed mostly by women. Nevertheless, Women do not experience more burnout or inauthenticity than men because of the type of jobs they perform, but rather because managing feelings of agitation have a different effect on women than it does on men. Erickson Ritter (2001:147) Thus, conventionally, Hochschild (1983) chose to study Flight Attendants and Bill Collectors as she believed these were jobs requiring high levels of emotional labour, or she wanted to illustrate the extent to which such jobs were emotionally gendered (Cited in Erickson Ritter, 2001) . As per Acker (1990), emotionally gendered jobs should display emotional patterns of emotional experience that should be distinctive for man and woman  [13]  . The gendered dimension of emotional labour can be illustrated through Rafaeli Sutton (1989) three norms, namely, the social norms, the occupational norms, and the organisational norms Social Norm: Historically, emotional expression has been differential in society and organisations, in that women have the tendency to perform more deferential forms of emotional labour than men (Erickson Ritter, 2001). Women are generally thought to be more expressive than men (Brody Hall, 1993). This issue was traditionally due to the social status of man and woman. Women are socialised to express most feelings freely except anger and man are expected to suppress all feelings but to express anger openly (Sharkin, 1993). In organisations, mens anger is often acceptable and it is generally characterised by shouting and yelling, whereas women express their anger differently and usually characterised by tears (Hoover Dempsey, Plas Wallston, 1986). Hochschild (1983: 163) suggested that woman have a weaker status shield against the displaced feeling of others (Cited in Erickson Ritter, 2001). According to Hochschild (1983), the absence of the social shield implies that women are more like to be e xposed to others anger and frustration and will lack the structural resources to fight back those emotional attacks  [14]  (cited in Erickson Ritter, 2001). Occupational Norms: Occupational norms regarding the appropriateness of emotional displays at work are typically learned during the professional socialisation process. The extents to which organisations have explicit display rules and monitor employees expressive behaviour will depend on the level of skill and training required to perform the work. Morris and Feldman (1996: 997) Elaine Hall (1993) and Robin Leidner (1991, 1993) studies also focused on the gendered dimension of emotional labour which reflected on the service of a restaurant  [15]  . They argued that this organisational behaviour structured the interaction of women servers as sexual objects (Cited in Steinberg Figart, 1999:16). Jennifer Pierce (1995) also echoed the gendered occupational dimension of emotional labour with her study of paralegals, where woman paralegals entailed in tremendous emotional labour job content  [16]  . Similarly, OBrien study (1994) of the nursing profession in Great Britain focused on this aspect of emotional labour where many of the skills possessed by nurses derived not from the qualities of being a nurse but from the qualities of being a woman  [17]   (1994:399). The case of call centres that have become a new organisational phenomenon nowadays is greatly emotionally gendered. The call centre industry quickly arrived at the realisation that women sell (Carter Butler, 2008:6). Foreseths (2005) study demonstrates how feelings are commoditized and womans femininity and sexuality are sold alongside the companys product such as airline tickets, hotel reservations amongst others (Cited in Carter Butler, 2008:6). Most often, women are expected to make use of their inherent caring and nurturing nature to persuade customers to purchase the products or service or assist customers in their inquiries and complaints (Brannan, 2005; Fernandez et. al., 2005: 894-895). These situations provide examples of how the issue of gender makes a difference in occupations and how with the use of display rules, the gendered dimension of emotional labour is strengthen (Fineman, 1996). National culture also play an important part on the gendered emotional labour depending on which type of policies organisations employ and where national culture shape organisational culture, hence influencing the emotional labour (Aaltio-Marjosola, 1994; Gheradi, 1994). Organisational Norms: An organisations culture will have the most persistent influence on display rules and associated emotions (Rafaeli Sutton, 1989; Van Maanen Kunda, 1989). Gender is implicated within these social norms, which vary by culture  [18]  (Steinberg Figart, 1999). Organisational culture consists Of symbols, beliefs, and patterns of behaviour learned, produced, and created by the people who devote their energies and labour to the life of an organisation Sprati (1992:342) Consequently, this pattern of behaviour, which of itself is gendered, is reflected in their tacit rejection of emotional feelings at work (Sprati, 1992). Aaltio-Marjosola (1994) noted that gender stereotypes are becoming cultural product of the organisation. Hence, where service providers are interacting in this context, they believe that they are acting in their own, but in fact they are acting as per organisational norms and emotional displays become part of compliance and not emotional attachment, and no commitment. In the context of emotional exchanges, emotional dissonance and its relationship to emotional exhaustion and burnout are important. Research indicates that not only women are required to engage in emotional labour more than man (Morris Feldman, 1997; Rafaeli Sutton, 1989; Wharton Erickson, 1993), but at the same time, it is clear that woman express more positive emotions toward other than man (Stoppard Gunn Gruchy, 1993). Man, on the other hand, is restricted to those emotions that are considered manly to the society. As discussed above through Rafaeli and Sutton three norms that demonstrate the gendered dimension of emotional labour, man and woman are expected different forms of emotional labours, so this lead to more emotional dissonance, more emotional exhaustion, and more burnout. The gendered aspects of emotional labour can also affect job satisfaction and is illustrated through Stenross and Kleinmans study of sheriff (1989) (Steinberg Figart, 1999). The Self and Emotional Labour: What is of utmost importance is how the self of the individual is mostly affected as a result of emotional labour. The relevant questions shifts from Hochschilds  [19]   How is the self eroded or alienated by commodification? to What kinds of selves are constructed through labour processes? What are the social possibilities for the construction of selves and relationship within a given organisation? and How do Workers creatively negotiate, build upon, and negate these parameters? Ashforth and Humphreys social identity theory (1993) described the social possibilities that may construct the self of an emotional labourer and its relationship to organisations levels. They argued that The self concept is comprised of a personal identity that encompasses distinctive characteristics and traits and a social identity encompassing salient group classifications  [20]  . Ashforth Humphrey (1993:98); Ashforth Mael (1989); Tajfel Turner (1985) Ashforth Humphrey (1993) also noted that individuals who define themselves in terms of social groups and idiosyncratic characteristics whose display rules are discrepant with those of the organisational role are more apt to experience emotive dissonance and self-alienation (p.99). The self is constructed and modified upon the social group the individual identifies himself or herself with. The more strongly one identifies with the role, the greater the positive impact that fulfilling those expectations has on ones psychological well-being  [21]   (Ashforth Humphrey, 1993:99). Emotions are the construction of Identity but with deep and surface acting in emotional labour, this creates internal pressures on the individuals and eventually causes a dissonance (Richman, 1988; Sutton, 1991). Workers who construct emotional labour as performing a role do not have a sense of authenticity (Haman, 2005:89). The work of Michel Foucault is inevitable when talking about the self in emotional labour. His work mainly evolves the influences of power and control on the inner sphere of an individual. Foucault described the discourse of organisational and human needs and the case of emotional labour in service sectors has largely been a debatable subject. In performing service work, employees are not only consenting to degrading the self, they work on their own identities in ways that sometimes confirm with organisational norms, but very often do not. Whenever one is dealing with a multiplicity of individuals on whom a task or a particular form of behaviour must be imposed, the panoptic schema may be used Foucault (1977: 205) So, emotional labour is very well concerned with the foucauldian analysis, where display rules are imposed on the individual, the panoptic schema may be used. In late eighteenth century, Jeremy Bentham design a prison  [22]  , which was later adapted by Foucault, and the main idea behind the construct of the prison was to make the individual feel that they were constantly under carceral gaze and they would eventually internalise and disciplined and controlled themselves accordingly (Foucault, 1977: 201). He who is subjected to a field of visibility, and who knows it, assumes responsibility for the constraints of power; he makes them play spontaneously upon himself; he inscribes in himself the power relation in which he simultaneously plays both roles; he becomes principle of his own subjection Foucault (Discipline, 202-203) In early 1990s, the panopticon was perceived to be electronic in the workplace with new technologies advancements that increase ways of surveillance and monitoring through internet, telephones, ATMs. Credit cards, and the increasing number of surveillance cameras in urban spaces (Foucault, 1977). In fact, call centres are the best illustrations, where high emotional discrepancies are occurred as explained above in this study, has been perceived as heavy Foucauldian spin (Thompson, 2003) and the main conce

Explore Different Types Of Essays And Examples

Exploring The Different Types Of Essays And Examples ~ our site Essay writing is going to help you create a stream of academic success. If you can do this, you will excel in nearly all major arenas of writing, and education. But that’s not just a matter of school. You’re going to find that you can explore different types of essays to ensure that you’re working through writing for industry and learning as well. If you can write an essay well, you can write just about anything, and may find yourself offering companies a lot more than other employees that they may be looking into hiring. This is a great option that you’ll no doubt want to explore, especially if you want to ensure that you’re able to gain the upper hand in the job market today. The following will help you explore the major types of essays that you should know about. This will help you understand the bigger picture of what’s going on with writing in academia and beyond.Narrative Style The first option that you’re going to want to consider is that of narrative essays. This is a solution that lets you tell a story from the perspective of first person view points. It’s something that you are going to help create elements that will help you create lavish stories and more. You can sometimes see this in literature, where documentation in journals and more are written. The book â€Å"Dracula† for instance, has this narrative style, and it looks like an essay in many chapters that collect to form the larger picture of the story. Narrative essays are usually personal, and can help put forward real-life experiences for others to read etc. You can create a conclusion at the end, or you can leave it open ended, depending on what the purpose of the essay assignment truly is.Descriptive Style The next thing that you will need to consider is simple, descriptive style. This is a solution that lets you be more descriptive in what you’re writing. You will be writing like you were creating a short story or a novel. You’ll use descriptions that are absolutely focused on deeper elements, and meaning that goes beyond just telling a story. This is a novelization and narrative style that is more descriptive than the first essay style. It’s an interesting push forward that will give you details about the subject matter on a lot of deeper elements. It will no doubt help you gain the upper hand in whatever it is you’re trying to discuss with people, as it works with transitional elements from first person to second and even third person if need be.Expository StyleThe third type of essay that you may be asked to create is that of a factual essay option. This is an academic solution that is going to help you create definitive narration through media and statistics. This can be sometimes boring to write, but it’s an important aspect to consider. It’s something that helps you create outstanding avenues of comparative and contrasting elements. You will write how to, cause and effect, and much more. This is not a matter of personal elements. You will not use â€Å"I† or â€Å"me†, or anything personal elements. This is structured in an academic form that uses facts, citations, data, and more. This is the same type of options that get published in serious publications, and even medical journals. This is meant for academia and not much else.Persuasive Style The fourth solution that you are going to want to learn about is that of persuasive essay styles. This is an option that is going to help you work towards convincing someone of what you’re discussing. This is a writer’s best friend because you can present an argument that will help you gain the upper hand. This is a solution that many teachers are going to ask you to work with. Writers have to create an initial topic and then give arguments for or against it. It’s an interesting solution that will no doubt give you focused work throughout. The writer creates multiple sides of the argument through the presentation of facts, citations, status, points of view, and much more. There’s so much involved with this, that you may find that these could be quite long at times.Academia Demands Different StylesThere’s a lot of students that don’t know how to pick the proper essay format for their education. Do not become one of those students. Instead, learn how to write different types of essays to help you with learning, and much more. You’ll find that you will be able to work through any type of essay style if you work with these essay types. The options listed above will help you gain the upper hand in major types of academic writing and more. Academia will always ask you to write essays. However, the most common are the ones we have covered above. The four above are going to help you with a lot of different elements that could help you get the information that is going to help you get a good grade. If you can work with the different styles above, you will not be surprised by what you will be asked to construct.What’s The Most Common Essay TypeHere’s the thing, the majority of scholastic options are not going to be focused on just â€Å"one† type of essay. We have covered the most common options, however, there maybe others. So, what’s the most common essay typesChances are you’re going to find that persuasive, and expository are the ones you will be asked to write most frequently. These are going to be the most common that you’ll have to turn into school past the college level. As you get closer to the masters and doctorate level, you’ll find that you’ll end up with a lot of writing. Now, there are times when the first two types of essay writing will be asked to be put together. For instance, you’ll find that if you’re going to apply to a college, so you’ll be working with with narrative essays. Descriptive essays will be more for creative circles, however. Either way, you should be familiar with these four major types of essays as you build towards academic glory. If you are worried that you need to survive the University, head over to our site and let our expert writers help you write a top class essay, on time and to the highest possible quality. We are often asked, can our site help me Write My Essay, the answer is of course. In addition, we provide free guidance to our clients on what to look for when you are choosing the best Essay Writing Company. You may also be interested in reading about:How to avoid Plagiarism in an EssayHow to avoid Plagiarism in a Dissertation

Global Warming: Fact or Fiction?

Global Warming: Fact or Fiction? Is global warming taking place? Are humans the cause of it? Lately these questions are being asked more and more by people who believe that the earth's climate is growing steadily warmer at an alarming rate. Our planet's ever-changing climate has captured the attention of those who would have us agree that without drastic modification of our behavior, we will ultimately destroy the world in which we live.However, these activists are using scare tactics based upon inadequate information acquired from unreliable sources to promote their agenda, and this theory of human-caused global warming is refuted by science and logic. The popular belief that global warming is the effect of human activity is erroneous and unsupported by scientific evidence. Environmental activists believe that our burning of fossil fuels and increased output of carbon dioxide or â€Å"greenhouse† gases have aided the apparently human-provoked global warming process.However, a ccording to the National Center for Policy Analysis, human-produced carbon dioxide could have only played a small role in this warming. H. Sterling Burnett states that the amount of carbon dioxide in the atmosphere has only increased twenty-eight percent over the past 150 years, and most of this increase took place before the year 1940, which is prior to most human-emitted carbon dioxide. Burnett goes on to say that poll results show â€Å"only 17 percent of the members of the Meteorological Society and the American Geophysical Society think that the warming of the 20th century has been a result of greenhouse gas emissions. Some U. S. climatologists believe that the apparent warming trend we have been experiencing over the past few years may be in part due to improper placements of weather surface stations. These stations, sited in various locations all over the United States, serve to collect data concerning our climate. Although strict guidelines govern where these stations shoul d be located, Surface Stations. org, a website dedicated to surveying the stations, shows that our nation's surface stations are not meeting these requirements.This website displays photographs of surface stations that are positioned beside airport runways, large industrial areas, and sewage treatment plants; all of which distort temperature readings. One station in Forest Grove, Oregon, is placed directly behind an air conditioning unit, which continually blows hot air onto the surface station meter. I think everyone would agree that this causes the station's temperature readings to increase. Laurie David, writer and global warming activist, argues that

Analysis Of Kill A Mockingbird By Harper Lee - 988 Words

Do you have the courage to stand up for good when evil lingers all around? To Kill a Mockingbird is set in the town of Maycomb, Alabama, during the great depression, while facing social status discrimination, racial discrimination, prejudices, and stereotyping. However, there remained courage by some to see good in all. While Atticus Finch was of a higher social status as an attorney in Maycomb, he always displayed the courage to stand up for what was right, or for good, even when evil lingered in the shadows. While this story was from great depression, these same issues are still in the world today. Prejudices and stereotyping are very common especially when one looks, or dresses, or talks differently than others. Courage comes into play when one is willing to stand up for those being criticized or for those perceived as being a lower social status. Having courage can show more about a person and who one is regardless of social status even if it is a lower social status. Courage can be viewed or displayed in many ways. Atticus Finch displayed courage when he agreed to take Tom Robinson’s case even though he knew the townspeople of Maycomb would take the side of a low class white man over that of a decent black man. In his discussion with his son Jem, Atticus said â€Å"There’s something in our world that makes men lose their heads – they couldn’t be fair if they tried. In our courts, when it’s a white man’s word against a black man’s, the white man always wins. They’reShow MoreRelatedAnalysis Of Theme Of Kill A Mockingbird By Harper Lee1765 Words   |  8 PagesAnalysis Of Themes In To Kill A Mockingbird The novel To Kill A Mockingbird, by Harper Lee, published in 1960, comes out during a flourishing time of tremendous segregation and injustices in the United States. In fact, during this time in America, Civil Rights Movement are at their peak; also, some residents are pushing for equality for all, during this time period. One of those United States citizens who is exposing the South for what it truly is, is Harper Lee. Harper Lee, born on April 28, 1926Read MoreAnalysis of To Kill a Mockingbird by Harper Lee Essay1360 Words   |  6 PagesAnalysis of To Kill a Mockingbird by Harper Lee In 1960, Harper Lee published her critically acclaimed book To Kill a Mockingbird. Only a year after being published the American classic novel was awarded the Pulitzer Prize in fiction as well as the Brotherhood Award of the National Conference of Christians and Jews. Gregory Peck stared as Atticus in the successfully adapted 1962 motion picture of To Kill a Mockingbird that won an Academy Award. This book is based on many childhood experiencesRead MoreEssay on Analysis of To Kill a Mockingbird by Harper Lee1323 Words   |  6 PagesAnalysis of To Kill a Mockingbird by Harper Lee â€Å"To Kill a Mockingbird† by Harper Lee is a story of national magnitude that contains complex characters. Harper Lee deals with the emotions and spirits of the characters insightfully. A few of these characters display courage at one point or another in the story. These flashes of courage come during turbulent times of the story, and often led to success. Atticus Finch displayed courage on numerous occasions. Without his wife he had toRead MoreAnalysis Of Kill A Mockingbird By Harper Lee1431 Words   |  6 PagesPrison in To Kill A Mockingbird Historically, women have spent time living in the shadows of men, purely because of their gender. Women are oppressed and expected to conform to certain gender roles/expectations because of their sex, just like men. Caitlyn Jenner is a transgender female. Her name was Bruce Jenner however she felt trapped in a male’s body when deep in side she knew that she was a female. Caitlyn Jenner did not fit well into the stereotypical description of a male. Harper Lee wrote ToRead MoreAnalysis Of Kill A Mockingbird By Harper Lee1078 Words   |  5 Pagesmeans those who are poor have less. In To Kill a Mockingbird many of the poverty struck people are looked down on because of status, and there is little to support why they are. If someone has less, it does not necessarily indicate they are less, they just don’t have the means to be where others are in society. Today, there are many, even some who work, that live in poverty. When they get looked down on it is an injustice to so ciety. In To Kill a Mockingbird, two examples of poverty are the CunninghamsRead MoreAnalysis Of Kill A Mockingbird By Harper Lee785 Words   |  4 PagesInequality is an issue that the American society has been struggling to solve for generations. Though we would like to say that this problem has been solved throughout time, it sadly has not gotten much better. 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Social Penetration Theory Believes Relationships Can Progress

Social penetration theory believes relationships can progress from platonic to intimate through increasing self-disclosure (West Turner, 2010, pp. 168-169). During the initial stages of a relationship, self-disclosure needs to be reciprocated, in order for trust to form (Wright, 2017). Any relationship can evolve by using social penetration theory; it is not specific to any one type of relationship. However, talking about sensitive topics is not easy, and can lead to a person feeling vulnerable. Consequently, it is imperative, during the initial stages of a relationship, that self- disclosure is reciprocated, in order to form trust (West Turner, 2010, pp. 168-169 Wright, 2017). Social penetration theory predicts nonintimate†¦show more content†¦I did this because; the theories are exemplified in both interactions. For my familiar relationship, I chose my roommate, who has also been my friend for four years. After I logged and reflected on our conversations, I noticed I w as reviewing the conversations as either a negative or a positive, thus realizing the social exchange theory applied best to my familiar subject. However, social penetration is exemplified when we talked about sensitive topics. Social penetration is supported more by my unfamiliar subject, or my coworker, but social exchange is also exemplified when we shared similar characteristics. Social exchange theory rates interactions as either a positive or negative. Many of my interactions between my roommate was more negative than positive. For example on, 3/21/17, she asked for suggestions on her homework assignment because she wanted to know how to improve it. Also, on, 3/22/17, we were debating on who should drive, despite the fact it was her idea to go out, because she did not want to, I had to. These conversations seem trivial on the surface, but there small examples of what I give to the friendship, with nothing in return, making them a cost to the friendship. Another example of a cost was on, 3/25/17, we had a discussion about profanity, because she uses profanity excessively and I rarely do. She said she wanted to stop using as much profanity, but yet she has never made the effort to do so. Thus, each time she uses profanity, it becomes aShow MoreRelatedSocial Penetration Theory : Crazy, Love1117 Words   |  5 PagesMaggie Decena Professor McNelis September 22nd, 2017 Application of Social Penetration Theory The film Crazy, Stupid, Love depicts the dissolution of Cal Weaver’s once perfect life. High school sweethearts living in a suburban town with steady jobs and kids, Cal and his wife Emily share the illusion of a picture-perfect love story. However, when Emily reveals her act of adultery, she asks Cal for a divorce. 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The decisions one makes on the issue of whether or not to self-disclose with others affects not only the types of relationships one will have with others and how they are perceived, but also how well they know themselves. Clearly,Read MoreLeadership Style Of Bill Gates1607 Words   |  7 Pagesor luck that he was able to lead and maintain Microsoft, one substantial attribution to the success of Microsoft was due to the leadership style of Bill Gates. The main philosophy that Bill Gates used was autocratic leadership. Autocratic leadership can be defined as: a person who maintains most of the decision making process for themselves (DuBrin A.J., 2013). An advantage of the autocratic leadership style was that corporate decisions were made more eff iciently, if Bill were a democratic or consultativeRead More Digital Divide in the US and Around the World Essay2660 Words   |  11 Pagesword whose meaning could be traced back to the mere dawn of human history. 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