Leaders are Born, Not Made Essay

Leaders atomic number 18 Born, Not Made EssayAssignment Topic-2Leaders ar born, not made. Discuss the statement with book of facts to leadinghip modelling currently in us in organisations.IntroductionThe establishment of relationship between followers and attracters that contract on true(a) changes and outcomes that reflects through shargond purposes is basic entirelyy leading. Leadership also involves in creating change not still in main(prenominal)taining status quote. An otherwise leading important trace is to bring people and make them insureing to come together around a common vision and to bring change rough desired future. In m either aspects, the enormousness of leadinghip is vital without it families, communities and as well as organisations would go d stimulate apart. In other sense, the focusing of improving efficiency, morale, customer run and performance is the critical aspect of leadinghip. It is also essential for the organisations to handle criti cal situation and lead that efficaciously and only a severe leader with good leading ability can lead team successfully. thither argon different styles of leadership basically it is way the person deals with that in order to confirmation alive in his or her position. These are authoritarian, democratic and laissez-faire. In authoritarian leadership style, leader holds all the power and responsibilities. In this style, employees are assigned to unique(predicate) task by the leader and expect to get it through orderly. In laissez-faire leadership style, leader gives power to employees. There are two or to a greater extent alternative decisions taken by leader, employees can choose any of them from there it dep repeals up to them. In democratic leadership styles, leader gives much importance on employees and tries to encourage them and shows anxiety to individuals.Current structure of leadershipA good considerate of leadership requires a gathering of ideas and we regrettably can not fallback on a simple theory to explain it. We will stomach to discuss that how leadership can fit in spite of appearance the organisation instead of engaging in conversation. The organisations throw away a structure to work form through seduceing an agreement about leadership. Organisation must have to be comprehensive for everyone to come a leader. Leaders need to be relational, it would only be possible because of the reason there is a spiritual side to leadership. Leaders must have unvoiced spiritual convictions and beliefs to establish a base for their personal value systems. This translates into relinquishing one-self to others and it whole caboodle best when the leader is compelled to work on things that represent his or her deepest values. These values can be moral based on values that are outside the organization or ethical values within the organization. Therefore, leaders must be very much grounded in dealing with values -struggling with a tension between chan ge and stability what works and what does not work.1Arguments in support of Leaders are born not madeHistorically there are many leadership approaches that linked with different theories of leadership. It can be discussed through nature verses nature deliberate. The owing(p) man theory and Trait speculation represented the best nature argument related to above statement.Great Man theory of leadership1900s This is the earliest theories of leadership. At that time most of the researchers believed that leaders are born, not made. In Great Man theory, describes that the main secrets of a great leader lies in being born great. It gives importance on the study of all the great leaders who were great, may be they are from nobleness or from the lower classes but they had the opportunities to lead. By finding out those people who did great things such as Nepolean, Hitler, Curchill if we go further back then gentle Krisna, Gesus and Hazrat Mohammad were very easy to point out them. Accord ing to Great Man theory, it considers that leaders must have inherent capacity for leadership that leaders are born not made. This theory often depict great leaders are brave, mythic and intended to rise leadership when needed.Leaders must have some qualities ilk good commanding power, cleverness, good character, courage, self-possession fierceness and expressiveness by born that cant be possessed through learning or through particular taught programmes.Trait Theories of Leadership1900s-1940 Trait theories are similar to Great Man theories in some ways. It assumes that leaders must possess widely distributed traits or personal features that they get by born and common to all and create them better matched to leadership. In Trait Theory of leadership just seek to find traits of well-known leader that were frequent. Sometimes Trait theories recognize exacting record and behavioural features shared by leaders. This approach was based on the turning away that is individuality and p ersonal intrinsic worth that distinguish successful leader form everyone else. In 1994, Yukl conducted research on traits and skills and linked to organisational effectiveness. These were energy and pressure patience, self-possession, national locus of control, emotional maturity, worthiness, supremacy inspiration, reaching orientation, need for affiliation.Arguments opposite to Leaders are born not madeThe other leadership theories explain companionable and contextual perspective like Behavioural Theories, Situational Theories, and Normative theories, transactional and transformational Theories. The Behavioural theories assume that leaders are made not born. Mainly Behavioural theory focuses on leaders action not upon internal state and mental qualities.Behavioural Theories of LeadershipIn this theory mainly focus on behaviour of leaders in the direction of the followers and this became a leading mode of leadership approaching within the organisation. Diverse patterns of manners were grouped together and categorized as styles. These activities of management through training became very famous. Basically these styles are-Task concern Here leaders give important on objectives accomplishment through mellowed level productivity, and ways to manage people and activities for achieving those objectives.People concern Here leaders focus on their followers as people what their needs, interests, what their problems, how it can be development and so on. They are not simply units of production or heart to an end.Directive leadership This style is considered by leaders make decisions for others and desiring all the followers or subordinates will pursue that directions.Participative leadership Here leaders take part in decision-making by sharing among others. (Wright 1996 36-7)Situational Theories of LeadershipIn situational theories of leadership gives more importance on the different situations like where the task to be accomplished, fit surrounded by personalities , power and perceptions. Effectiveness of leadership relies on those situations. These situational theories are also called chance theories because this Theory is reliant upon the requirements or the status of the situations.The Hersey Blanchard TheoryThis situational theory developed by Paul Hersey and Kenneth Blanchard and it focuses on activity and operational surround of the organisation. Their main approach was that followers will always get favour from the leader about their willingness to do the handicraft. In this approach leaders have to understand about the followers properly and have to identify their stage of development and correspond to that apply the leadership style. With taking dish from Ohio State studies and develop cardinal leadership styles that is available for managers-Directing or revealingCoaching or sellingParticipating or supportingDelegatingDirecting or telling Job responsibilities is defined by the leader and inform to followers about when to do th at and where to do it and how can it be done.Coaching Its a two way communication here leader gives supportive direction to followers and sometimes ask for ideas or suggestion from followers as well.Supporting or participate The leader and follower share in decision accordingly to achieve a maximum values like what will be the best to make out with high worth jobDelegating Followers get little support from the leaders.Implications of this theory one problem is that it does not matter how hard leaders try but they are against to change from one style to another.+SupportiveCoachingSupportive behaviourDelegatingTellingDirective behaviour+ throw Different styles1960s-70 In Contingency/situational theory argues-what leaders perform that can be de circumstanceined by that situations and that behaviors must be related with that environmental situations in hand. A good situational leader can only apply different leadership styles with the changing situations. The best action taken by the leader depends on of the leader depends on a range of situational factors. How the model works simply to achieve resultsIdentification of detailed job and taskAsses present performance tally leader responseDifferent leadership styles could influence by the wide range of variables depending on the different environmental situations and it creates an impact on leader behaviour, in which leader can function. There are some critical contingencies like organisational volume, complexity in task, maturity of worker and so many others. According to situational theory, situational factors are limited and vary according to that contingency and specified behaviour of leader can only work in certain kind of situations not for all.There are three most prominent theories of contingency-Path-Goal theoryFeidlers Contingency theoryThe Vroom-Yettons modelPath-Goal theoryIn this theory according to House 1971 mainly focus on leaders wantal function and it can be enhanced by increasing individual payo ffs to subordinates for work goal achievement, gain personal triumph by escalating opportunities. According to these theories key occupier is that the effectiveness can be measured through the behaviours of different leaders that will be influenced by situational variables.Fiedlers Contingency theoryIn 1971, Feidler proposed clarification on that how group performance can be affected through the relations of leadership orientation, group setting and job characteristics. Leaders situation can measure though various extents like relationships between leaders and members, structure of job and position power.The relationship between leader and member This refers to how the leader is liked by the group members. When good relationship exists between leaders and members then all are get high merriment in work and organisations values is achieved through individual values. If the relation is going badly then there is lack of common trust. Another important term group cohesiveness, it is v ery difficult to make all the employees work together when it low.The Vroom-Yettons model of leadershipThis model is widely used in the development of leadership in corporate centre and also gets enough support from practitioners. The most important aspects of this model is that legitimates both the autocratic and democratic leader behaviour and duplicate that is suitable in meticulous situations. This model also provides fruitful information about what would be the perfect time of using groups or opposed to personality decision making.This model has some limitations like leaders are always have to take decision in choosing of leadership styles, it considers each decision in term of situation but it does not depend on previous factor.Transactional TheoriesThis approach of leadership was most popular at that time and this is defined by Gibson, Ivancevich and Donnelly. It has some similar features with situational theories. Its a kind of leadership where leaders find out what the nee d of followers to achieve organisational performance as a means of rewards. In this theory has several(prenominal) assumptions like it motivates people through reward and get punishment for the cause of mistakes, followers know what they have to do according to direction for the purpose of getting rewards. Sometimes they use management by exception techniques. The transactional leader sometimes use Path-Goal theory as a framework but leader take all the responsibilities for setting goals, mission for gaining effectiveness.Transformational TheoriesFollowers are motivated and inspired by the transformation leaders and to achieve results more than desired. This is the most recent theories of leadership. This leadership ability based on different personality factors like charisma, person attention and rational recreation. There are several effects of transformational leadership defined by Bernard Bass and Bruce Avolio (1994) .These are as follows-Motivating others to involve them in wor k from new perceptionConsciousness about what the mission of the organisationDeveloping ability of others to achieve performance at exceeds levelInvolved in determining the benefits of the organisations by motivating the beyond their attention as they could have.Theory X and Theory Y of LeadershipIn 1960, Douglus and McGregor described this leadership theory that the activities of leaders are based on their intellection and considerations about the individuals at work. He also described the behaviour of leaders in two contrasting sets of bliefs.These are theory X and Theory Y.The assumptions of Theory XAverage individual do not like work and avoid if they canIndividual need to keep pushing for achieving desired objectives by directing, controlling and threatening through giving punishmentThis approach can take actionsThe assumptions of Theory YPeople will work in their own responsibilities and control according to how they are committed.In common people have some qualities like cre ativeness and imaginativenessThe average individuals are not only accepted but look for objectives.Charismatic LeadershipThis theory is defined by Max Weber and mainly focuses on leaders charismatic characteristics. done these characteristics leaders influence the followers and they can change anything. It is not possible to access these qualities by ordinary people generally they are extraordinary. They are like magic leaders they got particular power to handle complex situations.Leadership modelsLeaders how they act and the way how they do that can be understood by the assister of Leadership models. There are two models the Four model Approach and the Managerial storage-battery grid.2Four poser ApproachIn the Four mannikin Approach, Bolman and Deal (1991) propose that leaders exhibit leadership behaviours in one of 4 types of frameworks Structural, Human Resource, Political, or Symbolic.According to this model, leaders can be surface into one of these four different fram eworks and there are times when one approach is proper and times when it would not be. It also describes that styles may either businesslike or inefficient depending on situations. It would be better not to rely on one of the four different approaches. It can explain by an example, for the period of time of major organisational change Structural leadership style is more preferable than symbolic leadership style when an organisation need strong growth at that time symbolic approach is far better than structural approach. So we need to be aware about using these approaches and its limitations.Structural FrameworkIn structural framework, leaders are focuses on arrangement, strategy, environment, execution, experimentation, and alteration. It also describes the leaders as a social architect and their leadership is design and analyse.Human Resource FrameworkIn human resource framework describes the effectual circumstances of leadership the leader is a vehicle and servant whose leadersh ip style is sustain, advocating, and empowerment. In other ways for an inefficient condition of leadership, the leader is a soft touch, whose leadership style is abandonment and deceit. Human Resource approaches leaders have faith in people and share their belief they are perceptible and available they empower, increase involvement, support, share their information, and move in decision making along into the organization.Political FrameworkIn political framework, the leader is a campaigner, whose leadership style is alliance and building which best describes an effective leadership situation. In a useless leadership situation, the leader is a hustler leadership style of leader is manoeuvring. Political leaders make clear what they desire and what they can get through assessing the storage allocation of power and interests they assemble linkages to other stakeholders, use wiles first, and then use negotiation and oppression only if necessary.Symbolic FrameworkIn symbolic approach gi ves precession on leadership style that leaders use for inspiration as an efficient situation. In other sense of inefficient leadership situation is leaders are fool and their styles of leadership is like smoke.Managerial GridIn 1985 according to the Blake and Mouton Managerial Grid, also recognized as the Leadership Grid describes two axes. Vertically it describes concern for people and horizontally describes concern for task. Both of these axes have range from 0 to 9.Majority of people plunge somewhere airless to the centre of the two axes Middle of the Road. People can notch up on the extreme end of the scales by going to the extremes. There are four types of leadership styles by reaching to extremes that is,Authoritarian strong on everyday jobs, puny on people related worksCountry Club strong on people related works, weak on everyday jobsImpoverished weak on everyday jobs, weak on people related worksTeam Leader strong on everyday jobs, strong on people related worksAutho ritarian LeaderPeople who get this be are very much task related and are rigid on their workers. These types of leader always expect people to get work done about what they exactly said with no issue or debate.Team LeaderThese types of individual lead positively and influence all the team members to reach in highest potential, both as team members and as people. They encourage the team to reach team goals as efficiently as potential, while also working diligently to make stronger the bonds between the various members. Productive teams are lead by them successfully.Qualities of people in leadership positionsThere are three levels of leadership positions in an organisation. These are strategic level, operational level and team level. A good leader should possess some good qualities to handle this position effectively and tactfully. These are as follows-Good characterGood personalityDevotionSelf confidence-this will help them to identify subordinates giving basically that will help the business to go upGood communication capability- it is very important for any business to run effectively without this it is impossibleGood learner-it will help them to developRisk taking abilityProblem solving capabilityRelationships-this qualities need to maintain positive relationship in all areasCreative minded-this qualities help them to bring any change when there is esteem needs in order to sustain in the business for achieving high level of success autocratic attitudesServant leadership-decision making ability through considering the opinion attractiveness with business vision by stimulating the followersBraveryInnovativeGood motivation powerLeadership development initiativesThere are several practices which describe the best leadership development initiatives.Firstly, the good commitment between top leaders and managers and be highly regarded, associated with business strategy and resolute on the right business issues. Secondly, through the identification of successful l eadership competencies. Thirdly, leadership development is more important than training of management. If leaders are effective in organisation then all levels of people in organisation steered up. Fourthly, need to apply leadership all levels of management. Fifthly, leadership development programme must include ongoing approach like assignments for development, meetings with overseas counterparts, case studies etc. Finally, the successful incorporation of talent management.3Examples of Starbucks company leadershipIn the history of Starbucks growth Howard Schultz was the greatest leader. In 1982, when Starbucks was going to decline after introducing in the market. At that time Howard Schultz was get name as a new CEO for Starbucks and accelerated the whole to become a global brand worldwide. In my opinion he just transforms everything within a short time. He made people understand that selling a cup of coffee in Starbucks is a lifestyle familiarity, unlike any other caf. He applied leadership contingency approach to make changes in organisational settings. Under Schultzs leadership, the company has achieved a number of milestones. Starbucks was one of the first in camera held companies in North America to offer two unique benefits to its partners (employees). He mainly focused on customers and made them understand their needs.4ConclusionAt the end we can conclude by summarising on that leaders are born, not made. In early age of Leadership they thought that leader should posses some special talent in born. That cannot be possessed through learning, or developed though training. They didnt consider the positions as well as they were only born to lead. In current research on leadership focused on the personality trait of leader that should have. Now in our organisation all the leaders are well educated and properly trained. They have got the knowledge to handle the critical situations. Currently in compared to corporate sector, Most of the organisations now fo cusing on main diversity initiatives and it can tackle through behavioural approach of leadership. These diversity initiatives can only be implemented through behavioural approach in todays or tomorrows in the organisations. The quality of the leader is very important. The success of the company is fully depending on the good quality of the leader.s

The History Of The Meaning Of Stress Philosophy Essay

The History Of The Meaning Of Stress Philosophy EssayInpsychological terms, variantis a feeling of pressure, strain, anxiety, being everywherewhelmed. It is characterized by overall irritability, feeling of insecurity, nervousness, withdrawal from social activities, loss of appetite, depression, frequent panic attacks, exhaustion, low / high blood pressure, skin problems, inability to sleep, migraine, gastrointestinal problems (constipation or diarrhea) and menstrual problems in movement of women. It give the axe lead to more serious problems e.g. heart problems, and so forthStress in small tots whitethorn be desir adequate, beneficial and even off healthy for us in some cases.. Positive speech pattern helps improve our performance and keeps us focused on our targets and withal on out toes. It also plays a major role in motivating us, helping us in adapting to the environment and any changes therein and also manages our reaction to the environment.However, excess of anything is bad. This is lawful in case of adjudicate also. Large amounts of stress wad create many problems in the body that bequeathing be harmful to us. Stress could be something external, that is, related to the environmentor it could be something internal, that is, affected by the internal perceptions of an undividedist that bowel movement him to arrive feelings of anxiety / negative emotions in relation to a ante upn lieu. Examples of negative emotions ar pressure, discomfort, etc., which in excess prove to be harmful for us.For individuals experiencing Post Traumatic Stress Disorder (PTSD), external factors that ar non considered to be disagree able-bodied or threatening to the individual are deemed as practically(prenominal). Examples of some such triggers are Reporting stress on hearing a particular song or a particular tune, seeing something that may remind the individual of prior events that he found threatening to himself. People recognize feelings of stress , or perceive things to be threatening to themselves, when they believe that the resources that they start out are insufficient for coping with difficulties. It can also be say that people cypher they do non fork over the resources that the circumstances demand them to possess. These difficulties may be some stimuli, situations or people. When people believe that the demands being placed upon them are beyond their coping ability, they perceive stress (negative).CAUSES OF STRESSAny stimulus that is perceived to be a threat, may it be a particular situation, circumstance, etc. is called a stressor if it promotes or causes an individual to experience stress. Some of the most common stressors in an individuals life are Personal Circumstances The personal circumstances of the individual are perhaps the most important stressor in an individuals life. These include any financial difficulties ha may be experiencing, any conflicts he may remove with his family or friends, etc. These g ive a lot of stress to the individual.Health Status An individuals health status is also a cause of stress to him. If the individual is vent through some health problems e.g. he has a disease same malaria, he depart experience a lot of strain.In case the individual is poor, he will worry slightly the cost of treatment, hospital bills, etc. In case of a student, he will worry about the amount of studies that he will miss, the home go, assignments, etc that he will have to submit when he gets better, etc. In case of an employee, he will worry about the substitute of his work, whether his commercial enterprise in the organization is safe or he will be replaced, etc. thusly, health status is also a major stressor in the individuals life.Ethnicity, Gender, Age or Disability Ethnicity refers to a person be yening to a particular place, culture, etc. Some seasons the individual is subjected to bias on the basis of non ethnicity (in case of Indians working in Norway, the natives of Norway getting preference over Indians even though they may non be as competitive as the Indians), gender ( non judge individual for a particular post in the organization because of gender this is usually found in the cases of women). Such bias also lead to a lot of frustration arising within the individual and braggy him stress.Also, age of the individual is also a stressor for him. When he grows old, he starts worrying about his retirement, whether the company will firm him because of his inability to work productively any longer, how he will support himself, etc. This gives him a lot of stress. Similarly, disability is also a cause of stress for the individual.Personality The personality of the individual also affects the amount of stress that he takes, how much he is affected by the unlike stressors, etc. e.g. Someone, who has an easygoing, contented go lucky nature will not take a lot of stress or not take any undue stress. On the other hand, a pessimistic person will eer be under a lot of stress as he will always think the worst in every situation and take a lot of stress from the same. Thus, personality of the individual can also be said to be one of the factors of stress.Background and Culture The tooshieground and culture of a person are a factor in shaping the personality of a person. Thus, background and culture can also be a factor of stress for the individual.Other than the above factors, there are various demands in and distant work which also contribute to giving stress to the individual.WORK RELATED STRESSWork related stress is the tension or stress that an individual experiences when he feels or he actually does not have adequate resources to cope with the various types and combinations of demands of his work.Work related stress usually a explicates due to neglect of planning. In the absence of an organized and well designed plan to accomplish a goal, the individual feels stress while working towards accomplishment of the goa l. However, planning or rather lack of it, alone, is not responsible for work related stress. There are various other factors which can be responsible for this stress. Some of them are given below -Management Standards Management standards give definition to the culture and characteristics of the organization. They lay out the benchmarks for performance of the employees. The employee feels stress from the tension of not being able to achieve the target or not being up to the standard in the organization. He fears this will lead to him losing his job and thus, takes tension. Thus, management standards also cause stress to the organization. However, if this stress is taken convinced(p)ly, it can lead to great personal growth of the employee by serving as a motivator for the employee to perform better.Overworked subsidiary company This scenario usually arises when there is a high demand for the services of the individual but he has very little or no control over how his services a re volunteered or used in the organization. This tends to cause a great deal of psychological strain on the individual. The employee is usually overworked, is busy from the time he comes to work to the time he goes home, mostly comes early to work and goes home late. The employee does not get a say in the projects that he will be doing and often finds himself doing someone elses work also in addition to his accept.Frustrated Go Getter Every employee, whether he is a hard worker or a smart worker, works with some specific objective in mind. This objective can be a raise in salary, appreciation for a job well done, promotion, etc. However, when this objective is not satisfied, even though the employee has worked fruitfully for the achievement of the same, the employee becomes frustrated. In this, someone else (e.g. the bosses) may take credit for employees work instead of giving him what is due to him. Whatever the reason may be, as the employee does not get any fruit for his effor ts, he gets more and more frustrated. As his frustration increases, so does his stress and anxiety level. Thus, employee takes a lot of stress as a frustrated go getter.Cast out-of-door In this situation the employee feels like its just him against the world. He feels completely alone and feels that he cannot trust or rely on anyone except himself. His boss does not give him any focussing or help when he faces a problem. He feels that he does not have any friends who he can trust at the workplace. He becomes misanthropic and cannot find a way to channel all his negative feelings / emotions (frustration at the boss, fear of losing his job, etc.) There is no outlet for all these emotions. He is at a loss of who to turn to and feels totally alienated by everyone else at the workplace. This also gives the employee a lot of stress.Doormat This happens a lot in jobs where the employee has to deal straightaway with the customer. He is expected to talk politely to the customer irresp ective of what or how the customer is talking to him. The same is true for the employees relationship with his seniors / manager(s). The manager may not treat employee with any respect but the employee must always treat the manager respectfully. He is always expected to maintain a faade of professionalism and courtesy. Thus employee feels like he is being treated like a doormat on which anyone and everyone can step without there being any consequence of the same. He feels that he is being taken for granted and no importance is being given to his self respect. This also leads to bottling up of emotions on the employees part, thus giving rise to tension and stress.Tech Prisoner This is one of the adverse effects that technology has one our life. What with laptops, mobiles, Blackberry, etc. the boss can be in touch with the employee 24 X 7 X 365 i.e. all the time. Even at Sunday, which is an off day, the employee is usually working, albeit from home. In case he is sick, the boss tel ls him he need not come to office..he can work from home instead. Our home, instead of being a sanctuary to return to from work, has now become more like a 2nd workplace. The employee is imprisoned by the very technology that makes his work easier. Thus, the employee does not have any place or time to unwind or relax. He is always working. This gives rise to frustration on the employees part. This frustration, in turn, leads to stress.Bully Target In organizations, the boss is usually the ultimate bully. He holds the power to fire the employee, reimburse his salary, etc. The boss knows this. The employee is usually the bully target for the boss. The boss can take out all his anger or frustration on the employee, give him enormous amounts of work to be finished within a very short breaker point, insult the employee or dress him down in front of others as a show of power over the employee, etc. The employee, being under the bosss thumb cannot do anything but go on working and hope to enrapture the boss. Even if this happens to others and not the employee himself, he is always afraid that it will be his turn next. Thus, these feelings of fear, anxiety, etc. give stress to the employee.Burnout Burnout begins with prolonged and excessive levels of job stress. parentage is produced as a result of this stress. The process is completed when employee copes with the job in a defensive manner and becomes cynical or rigid. It usually happens when an employee has been working his target off continuously for a long period of time. As the term suggests, burnout refers to a plead of total exhaustion, both carnal and ablaze, when the employee feels that he is just about to break down or collapse from overwork. It is usually characterized by a dramatic decrease in the employees productiveness and a diminishing of interest on the part of the employee in the work that he has to do. It is caused by working for long hours, taking very little time to relax and a continuous competitor with peers, the need to prove oneself to the superiors, etc. All this builds pressure on the employee and causes a lot of stress to him.Wronged Victim The employee feels that he is being wronged at the workplace. He may feel that the boss is playing favorites and being partial towards some employees e.g. the employee may be overburdened with work, while some other team members might have no work at all and may be relaxing. Even at the employees behest, the manager refuses to distribute his work among them. Thus, employee may feel the manager is being partial towards the other employees. Also, if the manager takes credit for work done by employee, he may feel wronged. This leads to employee feeling very frustrated with the manager as well as the organization and thus, feeling very stressed.The main work related stressor is burnout.CAUSES OF BURNOUTLong hours When an employee keeps working long hours continuously for a long period of time, he starts feeling exhausted, both mentally and physically. This also leads to him not being able to concentrate on his work, losing his interest in the same and feeling long amounts of stress. This leads to the employee experiencing burnout.Lack of down time As the saying goes, All work and no play made Jack a dull boy. Similarly, if an employee continues to work for long hours continuously for a long period of time without taking any time to relax or unwind, the exhaustion of the employee becomes two fold. Instead of helping him do the work faster by devoting more time to it (as he believes), the employee is actually slowing himself down by not resting at all. Once he rests, the productivity of employee can once again become high. On the other hand, when an employee keeps working without resting his productivity keeps getting pull down until it is nil. This is when the employee is likely to experience a complete physical and mental breakdown.Continuous competition Competition, as long it is taken positive ly, is good for the employee. It helps in improving performance of the individual and also helps in his personal growth. However, bare of anything is bad. This holds true in case of competition also. If an employee is always worrying about competition, it is liable to build pressure on him. This pressure, combined with all other pressures, can speed up the process of burnout of the employee.Thus, we can see that everything, may it be competitiveness, work or rest works positively for the employee only when done in moderation. Excess can lead to burnout which only adds to the employees problems rather than reducing them.SYMPTOMS OF BURNOUTLow Job Performance The employees productivity falls and his level of performance decreases. Also, his job ecstasy also goes down. Employee is not happy doing his job and does not give the required level of productivity.Physical exhaustion / Fatigue referable to working for long hours for a prolonged duration, employee feels tired out and in gr eat need of relaxation. He is unable to concentrate and focus on his job, bringing down his performance. He feels totally exhausted physically.Rigidity Employee becomes rigid i.e. inflexible towards change of any kind. Instead of being active and toilsome to adapt himself to any new changes in the job environment, the employee adopts a rigid attitude and does not want change of any kind.Apathy The employee becomes indifferent towards the activities of the organization. He loses his sense of purpose and becomes listless. Also, the employee does not work towards fulfillment of his objectives and does not really care about their fulfillment.Cynicism -The employee becomes cynical and shows distrust towards everyone. He feels that no one can be trusted and that everyone is motivated by their own selfish reasons only.Emotional exhaustion The employee is so drained that he acts like a zombie with no sense of what is going on or what is happening. He is totally exhausted emotionally as well as physically. He has no button and is in dire need of relaxation to get back some energy.COPING WITH STRESSIndividuals may perceive various threats to themselves. These perceived threats may prove to be stressful to them in various ways. Individuals have different coping mechanisms or defense mechanisms for handling this stress. However, all their variations are based on the same general idea There are productive / positive and heel counter productive / negative ways of handling stress. As stress is perceived, the mechanisms given below may not necessarily deal with the actual situation that causes stress to an individual. However, they may be considered coping mechanisms if they give the individual a way to handle the stress in a better way such that the negative feelings / feelings of anxiety that the individual is experiencing due to the perceived threat may be reduced substantially, rather than actually fixing the concrete obstacle create the stress. This actual fixin g is not possible in real life. Given below are some widely accepted mechanisms for coping with stress 1) extremely Active / Problem-Focused / Adaptive MechanismsThese skills are used when the individual wants to face the problem head on, or at the very least, deal with the negative emotions experienced by him due to stress in a positive / constructive manner. This style is generally known as being adaptive in nature.a)Affiliation This rule involves dealing with stress by involving oneself in social activities, turning to a social network for support, etc. However, the individual just uses these social interactions as a way to unwind or get away from his problems for some time. He does not share his problems with others in order to decrease the burden on himself or transfer the responsibility to someone else.b) Humor As it is said, Laughter is the best medicine. An individual often tries to get some relief in a stressful situation by injecting some humor or comic relief into the same. Besides decreasing the stress on the individual, this method also allows him to step away from the situation. This gives him another way of looking at the problem which can help him in finding a solution to the same.c) Sublimation This method allows the individual to find an confirmative way of resolving the conflict such that there is neither any loss of pleasure on the part of the individual nor any adverse consequences. or so importantly, this mechanism is characterized by the fact that it gives the individual a socially acceptable outlet for channeling his troubling emotions and impulses.d) Positive Reappraisal This method involves redirection of the individuals thoughts or cognitive energy to good events that are either happening or have yet to occur. It leads to introspection or self reflection, personal growth of the individual and awareness of the benefits of ones efforts or of how much the individual can achieve through his efforts..Other adaptive coping mechanism s include altruism, anticipation and self observation.2) Disavowal MechanismsThese mechanisms are used by the individual because they give him a diminished or even non existent (in some cases) awareness of his fears, perceived threats, feelings of anxiety, etc. This is because this mechanism causes the individual to become run-resistant to any perceived threats.Displacement This is the technique of directing ones attention away from a threatening situation, event, etc. to a somewhat less threatening one.Repression In this method, the individual tries to totally disconnect himself from the threatening situation by removing all feelings, thoughts, etc. related to the perceived threat from his awareness. This method is usually not better(predicate) because when followed long enough, it is little more than denial of the threats that he faces. He is running away from the threats or hiding from them instead of facing or resolving them. reception Formation This is similar to repression . The only difference is that in this method, in addition to removing all threatening thoughts, feelings, etc. from ones consciousness, the individual substitutes or replaces them with the exact opposite feelings, thoughts, etc. e.g. in case of threatening thoughts, individual will substitute pleasant ones.Other disavowal mechanisms include rationalization, undoing, dissociation, etc.Active MechanismsIn these methods, an individual deals with stress either by withdrawing from the threatening situation or by taking action against the same.Acting Out In this method, the individual, instead of reflecting on the problem and trying to find a way to solve it, starts taking maladaptive action i.e. instead of trying to adapt to the situation, the individual starts fighting against it. Such behavior is counter productive for the individual and is usually characterized as problematic or counter normative behavior.Passive Aggression In this method, the individual deals with negative thought s or feelings arising from the stress (anxiety, fear, etc.) by behaving in a resentful or hostile manner towards others. He rejects help from others and also complains about the circumstances and / or the present state of affairs.Depending on the situation, all the coping mechanisms given above may be characterized as being adaptive or counter normative.TO RELIEVE STRESS AMONG EMPLOYEES, A MANAGER CAN Include Employees In Decision Making This gives the employees a feeling of control over the work that they do. It helps in reducing the frustration that they experience with the managers and the organization at the amount of work they have to do. By making them a part of the decision making process, the manager is gaining their voluntary acceptance to do the work allotted to them.Increasing Transparency The manager can make the decision making process more transparent, explaining the reason for a specific decision. This does not mean that manager has to give an explanation to the em ployees for all his decisions but he may give reasons for those decisions which the employee perceives as having a negative effect on him. This will nip any notions of partiality by manager in the bud only and also make the employee feel more valued.Discuss Employees Problems The manager should have an open door policy and encourage employees to discuss their problems. This will help in clearing any misunderstandings or misconceptions that the employee may harbor and also meet the employee that he can come to the manager for help and guidance. This will reduce the stress on the employee.Giving Employees Time off This performer literally giving the employee some time to relax. Just the fact that the employee is at home is not enough. If employee is working from home, he is still working only. Giving time off means not giving employee any work and just allowing him to unwind or relax himself. This will reduce the physical and emotional exhaustion of the employee and allow him to rejuvenate. Also, he will feel less like a tech prisoner. This will also reduce the stress on the employee.Periodic Performance Appraisal Managers should manner periodic performance appraisals (weekly, monthly, etc.) of the employees so as to analyze their performance, check whether they are performing according to the set standards, find out the causes of deviation, if any exists. The manager can also instruct the employees on how to achieve their goals and where they are going wrong presently. This will reduce any feelings of frustration experienced by employees and also contain them that the manager wants to help them in achieving their goals.BENEFITS OF RELIEVING STRESSTO INDIVIDUALS Higher Job Satisfaction If the individual is not experiencing any stress or too much stress, he will be happy doing his job and thus, will have a high degree of job satisfaction.Easier To Achieve Goals If the individual is not experiencing an excess of stress and he has a high level of job sati sfaction, he will also have higher productivity. With this higher productivity, individual will be able to achieve his goals in a shorter time.Harmony If individual does not experience too much stress and has high job satisfaction, he will mechanically find a balance between his professional and personal life. Thus, he will find a harmony between both and be able to enjoy both to the fullest extent.Problem free The individual, in the absence of negative stress in his life, will be free of many of the problems relating to stress e.g. listlessness, emotional and physical exhaustion, etc. Thus, his life will be further enriched.TO TEAMS Harmony Between Team Members Due to lack of stress on individuals and reduced tension among the employees, there will be more harmony between the members of the team and team spirit will be significantly greater.Better Performance Due to greater harmony between the members of the team, the team members will perform better and be more productive. Sub sequently, the team performance will also be much better.Achievement of Targets As the performance will be higher, the team will also be able to achieve all its targets in a well timed(p) manner.Higher Motivation Due to the combination of the above given factors (harmony between team members, better performance and achievement of targets), the team will have a high degree of motivation.TO ORGANIZATIONS Higher Productivity As the individuals will perform better and the teams performance will improve, the productivity of the organization will also increase. debase Turnover Turnover here refers to the attrition rate or the rate at which employees leave the organization. If employees experience less or no stress, they will have job satisfaction and be happy doing their jobs. If they are happy working in the organization, they will not leave the organization. Thus, there will be lower turnover.Lower Absenteeism If the employees have a high degree of job satisfaction, they will not be absent frequently from the job and thus, there will be lower absenteeism in the organization.Better Reputation As the company will have a lower turnover, lower absenteeism and a higher productivity, its reputation in the market will improve greatly and the value of its goodwill will also increase, Thus, company will get more business and its income will increase.

Ethics Theories and the competing values framework

morals Theories and the competing values frameworkEthics Theories and the Competing Values Framework asylumManagement theory and pr turn of eventsice implicitly endorse some good values over others and this provides the basic ethical orientation of managers. But managers have to take different ethical theories to find out best for a particular situationEthics raise be defined as the systematic test to make sense of separate, group, organizational, professional, social, market, and global moral experiences in such a way as to determine the desirable, prioritized ends that are worth engage, the dear rules and obligations that ought to govern gentle conduct, the virtuous intentions and character traits that deserve development in life, and to act accordingly. Put to a greater tip simply, moral philosophy is the study of individual and collective moral awareness, judgment, character, and conduct.1 Researchers propose troika types of ethics namely, descriptive, normative and a nalytical.Ethical TheoriesThere are a number of ethical theories. All these theories can be exhibited in four quadrants in the invention below2Teleological Ethics TheoriesTeleological ethics theories proposes that beneficial ends and/or results determine the ethical value of follow outs. If, on balance, any meet provides more benefits than costs to the pertinent stakeholder (s) than by any other alternate, teleological ethics endorses the goodness of that choice. Three major types of teleological ethics are eudaimonism, utilitarianism, and egoism.Ethical EgoismEthical egoism, is a teleological theory that holds that an action is good if it clears or tends to produce results that maximize a particular persons self-interest as defined by the individual, even at the expense of others. Ethical egoism discourages a person to help others when the person gets nothing out of it.Enlightened egoism emphasizes long-range self-interest simultaneously endorsing selfless concern for the we ll being of others. An enlightened egoist, for example, may well avoid cheating and support community of interests projects, not so much because these actions benefit others, further because they help achieve some ultimate goal for the egoist, such as social image enhancement that could lead to carrier advancement within an organization.Utilitarianism doctrine of Utilitarianism proposes that an action can be considered as rightly only if the action produces most utility for solely the raft affected by the action. Utilitarianism principle holds that the action whose net benefits are greatest relative to the net benefit of all other alternative actions. Both future as well as agile costs and benefits are taken into consideration in this principle.Utilitarians have come up with an alternate version of the principle of Utilitarianism called rule utilitarianism. According to this, an action is ethically right, if the actions would be required by moral rules which are correct. A mor al rule is correct if the sum total of the utilities produced is greater than sum total of utilities produced if everyone follows an alternative rule. Rule Utilitarianism is applicable to a great extent to an organizational scope. In an organizational situation, according to Rule Utilitarianism the correct moral rule is the one that would produce greatest utility for everyone affected.Eudaimonism or Theories of HappinessEudaimonism is a teleological theory that endorses a course of action if it promotes or tends to promote the fulfillment of goals relating to human personality and its happiness. For example, this theory says that a manager enforces employee health and safety standards at work to fix that employees derive happiness and satisfaction out of it.This theory is based on the premise that when a choice has to made between having a good time (maximizing pleasurable utility) and leading a good life (maximizing happiness) and the latter case was to be preferred to the for mer.Deontological Ethics TheoriesDeontological ethics theories maintain that responsibly fulfilling obligations, following proper procedure, doing the right thing, and adhering to moral standards determine the ethical value of actions.Deontological ethics maintains that irrespective of the consequences of an action, an action is ethical if it is morally right. Among the major types of deontological ethics are negative and positive rights theories, social contract theories, and social justice theories.Negative and confirming Rights TheoriesNegative rights theories hold that an action is right if it protects an individual from unwarranted interference from government and/or other people in the exercise of that right for example, if a person has a right to privately use, sell, or dispose of his personal property as he chooses, this means that every other person has the correlate handicraft not to prevent him from privately using, selling, or disposing of his property as he freely ch ooses.Positive rights theories hold that an action is right if it provides any individual with whatever he or she needs to exist. For example, if he has a right to adequate health care to survive, this means that other agents (perhaps the government) have the correlative duty to provide him with entitled adequate health care, not merely to avoid interfering with its competitive acquisition.Social Contract TheoriesSocial contract theories hold that an action is right if it conforms to the terms agreed upon, conditions, or rules for social well-being negotiated by competent parties.Social Justice TheoriesSocial justice theories hold that an action is right if it promotes the duty of fairness in the distri scarcelyive, retributive, and compensatory dimensions of social benefits and burdens. For managers, this approach stresses monitoring adherence to standard operating procedures and rewarding persons for adhering to contractual agreements in a coordinated manner. sexual abstention Eth ics TheoriesVirtue ethics theories maintain that habitual development of sound character traits determines the ethical value of persons. For the virtue ethicist, sound, balanced character, motivation, and intention of an individual is more important than the persons actual conduct and its consequences. Three major types of virtue ethics theories focus on individual, work, and professional character which defines the required characteristics of the character of an individual or work or professional.System Development Ethics TheoriesSystem development ethics theories maintain that the ethical value of actions is determined by the nature and extent of the supportive framework for continuous improvement of ethical conduct. Managers should assess and develop work cultures supportive of ethical conduct.Ethical problems faced by Personnel ManagersThe ethical issues faced by individual employees and managers are very different, since managers are responsible for the entire range of human re sources activities such as hiring, firing, disciplining, and performance paygrade. A braggy number of the ethical issues that arise in business are human resources related and these can usually be addressed by local managers, who act quickly, fairly, and with compassion.3Hiring and Work AssignmentsA manager hires, or brings in the altogether people into the organization, and determines employee work assignments once employees are on the job. The new people may be unchangeable employees, or they may be part -time employees, temporary workers, or consultants. Performance EvaluationMany times performance evaluation is not done objectively but is based3 on the relationship of the executive with his appraiser. This defies the entire purpose of Performance Appraisal System which should ensure that a fair and transparent appraisal is done. This gracious of favoritism may lead to demotivation of star performers and sends a bad signal in the company.One good way to ensure continuous per formance evaluation is to establish a formal appraisal system where performance of an employee is measured continuously and through quantifiable parameters. By measuring the objectives and targets are quantifiable and objectively measured, the process becomes fair and ethical. An ongoing process can greatly reduce misunderstanding, resentment, and charges of discrimination or bias.TerminationsTermination done in any form is neer pleasant and should be avoided at all times but at times management is faced with no choice but to terminate the employees. Layoffs can result from many kinds of reorganizations such as mergers, acquisitions, relocations, or as the result of economic reasons, or changes in business strategy. A layoff can stem from a decision to trim staff in one department, or from a decision to reduce head count company-wide. 4There are locomote a manager can take to make it easier for the employee being terminated. The main goals are to be fair, ethical and to allow the employee to maintain personal dignity. Manager should ensure that this step is taken as a last possible resort and if it is inevitable, manager should ensure that the employee is given sufficient notice to get a new job or come up beneficial schemes like voluntary requirements. Also, it would be more beneficial if management engages outplacement counselors or human resources professionals to meet with people who are laid off.Managing workforce diversityManagers are often placed with ethical issues of discrimination and unfair favoritism on the basis of the society and community that the employee belongs to. It is important for a manager to discourage any kind of bias based on religion, community and gender.Importance of Ethics in Business context Enron ScandalEnron Scandal a saga of how the fair play unfolded and the one-time most reputed business of America went into trash. As the Consequential Theory of Utilitarianism says, an act is ethical or morally right only if the consequ ences of that action are more favorable than unfavorable to everyone. As in the case of Enron, it can be seen that whatever the top management did was well-fixed to only a bunch of officials while the sufferers were the stakeholders in the form of shareholders, employees, financial institutions, accounting firms etc. Also later, when the mask was off, all the culprit officials were penalized and punished which proves that truth cant be hidden for long. And the short-term benefit is too short when compared with long-term cost which one has to pay for its unethical acts. 4Enron entered into a range of mistrustful dealings, including concealing debts so they didnt show up in the companys accounts. This can be warrant as according to the Normative Principle in Applied Ethics which talks about the Right to information. Enron lied about its profits as during its heyday from 1999 to 2000, the company reported very strong net income by dubious accounting exercises. But the actual amount of cash that Enrons businesses generated wasnt nearly as impressive. Wrong information is more catastrophic than no-information. This can be justified as according to the Normative Principle in Applied Ethics which talks about the Principle of honesty which says that one shall not deceive others.Insider affair refers to the process where a person is in hold of certain information due to ones position in the organization and he uses it for his own advantage. Insider trading is some(prenominal) illegal and unethical. Enron CEO raft Lay had been consistently selling Enron stock in 2001.Top management promoted Enron shares as a bargain to employees and linked all their pension plans to the same. These employees had lost up to 90 percent of their 401(k) retirement savings as Enrons shares trashed into ground. As per principle of Principle of Paternalism, one should assist others in pursuing their best interests when they cannot do so of themselves. In this case, employees were ignoran t of the fact as to what was the company doing, moreover, they were ignorant of best practices so they relied on the advice of their CEO to invest in stocks.5ConclusionThe collapse of Enron has made it clear that no matter how much profit an organization makes in short-run, for its survival in the long-run, it has to stick to the policies of ethical practice. some(prenominal) organization that deviates from this, will suffer in the long-run. A manager would invariably be faced with ethical dilemmas in the daily working of an organization but he or she should not endorse unethical practices since it would harm the organization in the long run and no organization can sustain in long term on unethical practices and policies.References1. Joseph A. Petrick rump F. Quinn, (1997), Management Ethics Integrity at Work, Sage Publications, Sage series in Business Ethics.2. Ken Blanchard, Ch. 8. Managing by Values, P.33-36, in Integrity at Work, alter by Ken Shelton, Executive excellence pu blishing, 1998. 3. Ken Blanchard, Ch. 8. Managing by Values, P.33-36, in Integrity at Work, Edited by Ken Shelton, Executive excellence publishing, 1998. 4. Willlmot Hugh, Contributions of Poststructuralism and Posthumanism, Ethics Organization, Sage Publications, 1998, Pg. 76 -1215. Hart, O. , 1995, Corporate Governance Some Theory and Implications, The Economic Journal 105, 678-689.6. Retrieved from http//www.ethics.org/1 Joseph A Petrick John F. Quinn, Management Ethics Integrity at Work, Sage Series on Business Ethics , 1997, p.43.2 Ibid, p. 48 3 Ken Blanchard, Ch. 8. Managing by Values, P.33-36, in Integrity at Work, Edited by Ken Shelton, Executive excellence publishing, 1998. 4 Willlmot Hugh, Contributions of Poststructuralism and Posthumanism, Ethics Organization, Sage Publications, 1998, Pg. 76 -12155 Hart, O. , 1995, Corporate Governance Some Theory and Implications, The Economic Journal 105, 678-689.

STAR INVESTIGATION :: essays research papers

Format Internet Journalism and the Starr Investigation     The Starr Investigation was an important time in journalism, because it forced the traditional media to authorise their ways of presenting news online in order to meet the needs and demands of Internet users. New technology was used in this case to break the news of the scandal, to congressman new allegations, and to release in its entirety Starrs final report of the investigation. This case provided the first detailed look at the differences in character betwixt the Internet and traditional broadcast and print media.The ethical issues in Internet Journalism and the Starr Investigation1. Was this a legitimate news trading floor?2. Intense journalistic competition? Journalists of all stripes were chasing the story.3. CREDIBILITY of the paper? Reporting Facts that in the end proved false.Editors doubtful of the storys accuracy? The reliability of the study?4. The Value of Verification to get the story right?5. Anonymous Sourcing/ Unidentified Sources - Journalists scrambled to confirm the allegations, but often ended up running them with whole anonymous sourcing.6. Speed, sensation and conjecture over accuracy? CNNs Scott Woelfel says he sensed in the early going that, "there was an attitude of, I dont know if we could put this in the paper, but we could put it on the Web site." 7.News Leakage? Certain sources in the independent counsels office were using the press, selectively leaking information to come upon tactical advantage with reluctant witnesses like Lewinsky. McManus recalls. So there was clearly a lot of leakage.8. The breaking of the story. Matt Drudge breaking the story through and through his online newsletter? - Wire services sent the story worldwide. Cable networks, radio shows, and local television newscasts led with the report. Larry King interrupted his program to read the story live.9. The story was so explosive that Bill Clintons attorney called Nigh tline and DENIED the story on the air.10. SHAKY SOURCING? Reports were based around shaky sourcing.- The Dallas Morning News and the border Street Journal reported that the president and the intern had been seen together in a compromising situation.- Starrs staff member called the source to take rearward the claim because it was FALSE.- Langer told the employees that the News had unwittingly relied on only one source to publish its original story.11. Timing and public interest 12. Violating the papers two-source standard.13. Miscommunication - old editors mistakenly believed that a second source existed because of a miscommunication between Dallas and the Washington bureau.

Animal Farm, by George Orwell :: Animal Farm Essays

Animal Farm was written by George Orwell and published in 1946. This story is about the Manor Farm in England, near the time of the Russian revolution. The animals on this evoke started their own revolution because they were so irritated with the way they were being treated. At the stem of the story, the Old Major calls a meeting in the barn and speaks about Rebellion and Animalism. Shortly after that the Old Major dieds and then the rebellion starts to take place. Mr. Jones is like a bad guy to the Animals. Napoleon to is also another major villain. But after Jones is gone, all of his tools are burned, and now its time for the animals to take a cypher around the farmhouse. The name Manor Farm is changed to Animal Farm and the Seven Commandments are established. They then start to begin the hay harvest. During the hay harvest backpacker says, I will work harder as his personal motto. The harvest turned out to be a success. At this point the pigs are now beginning to abuse their power. Pretty soon the pigeons are sent to spread the word of the rebellion to other animals. And Mr. Jones tries to recapture the farm in the Battle of the Cowshed. Mr. Jones was unable to vote out the animals, therefore the animals got a boost of confidence. Now at this point Mollie runs away and Snowball begins his plans for a windmill. When Snowballs plans are finished, Napoleons dogs start to chase him off the farm. The farm just lost the best leader they could have had. They loose their chance to give foreplay on what direction the farm should go, and Napoleon begings blaming Snowball for all the things that he did not do. Now Napoleon sets the animals to work on Sundays again and acquires Mr. Whymper as the farms broker. Napoleon starts to sell some of the farms produce. And the pigs start sleeping one hour later, and in beds. Then the windmill gets blown over and Snowball gets the blame. At this point the pigs still continue to abuse the power and stealing from the other animals. Napoleon stops making appearances to the other animals and makes a fix with Mr. Whymper to sell 400 eggs a week. Napoleon also gets some animals to confess of wrong doings and then makes examples of them, by killing them.

Gorilla Research Paper -- essays research papers

Common name- gorillaScientific name- Gorilla gorillaclass- mammaliaorder- primatafamily- pongidaegenus- gorillaThe gorillas live mainly in coastal West Africa in the Congo, Zaire, Gabon, Equatorial Guinea and Cameroon. Gorillas live in the rain forest. They usually live on the ground but build nest in trees to sleep in. Gorilla troops keep a 15-20 square mile wave which often overlaps the range of other troops. There are three different kinds of gorillas. The eastern low-lying gorilla the Hesperian lowland and the mountain gorilla. They are herbivores and fertilize only wild celery, roots, tree bark pulp, fruit, stems of many plants and bamboo shoots. They spend nearly half their daylight eating. The destruction of their habitat and destruction are the two coarse threats to the gorillas. The places where they are found are poor and densely populated. The land that is set aside for gorillas is macrocosm taken over by agriculture. The wire traps that poachers set expose for a ntelope usually end up catching gorillas instead. People kill them for their heads and hands as trophies. The western lowland gorilla is listed as an endangered species.The physical characteristics of a gorilla are, the male may be from a height of 5.5 ft and a weightiness of about 400 lbs. The female can be as tall as 5 ft. and weight almost about half the weight of the male. Their skull is more or less much similar to ours, but their bones are thicker. The gorillas spin... Gorilla Research Paper -- essays research papers Common name- GorillaScientific name- Gorilla gorillaclass- mammaliaorder- primatafamily- pongidaegenus- gorillaThe gorillas live mainly in coastal West Africa in the Congo, Zaire, Gabon, Equatorial Guinea and Cameroon. Gorillas live in the rain forest. They usually live on the ground but build nest in trees to sleep in. Gorilla troops keep a 15-20 square mile range which often overlaps the range of other troops. There are three different kinds of gorillas. The eastern lowland gorilla the western lowland and the mountain gorilla. They are herbivores and eat only wild celery, roots, tree bark pulp, fruit, stems of many plants and bamboo shoots. They spend nearly half their day eating. The destruction of their habitat and destruction are the two great threats to the gorillas. The places where they are found are poor and densely populated. The land that is set aside for gorillas is being taken over by agriculture. The wire traps that poachers set out for antelope usually end up catching gorillas instead. People kill them for their heads and hands as trophies. The western lowland gorilla is listed as an endangered species.The physical characteristics of a gorilla are, the male may be from a height of 5.5 ft and a weight of about 400 lbs. The female can be as tall as 5 ft. and weight almost about half the weight of the male. Their skull is pretty much similar to ours, but their bones are thicker. The gorillas spin...

Rider Haggard’s King Solomon’s Mines and Forester’s A Passage to India

Rider Haggards King Solomons Mines and Foresters A Passage to IndiaIn British imperial fiction, physical setting or landscape commonly plays a prominent role in the central thematic subject. In these works, landscape goes beyond an objective description of nature and setting to represent a way of seeing- a way in which some Europeans collapse represented to themselves and others the world about them and their relationships with it, and through which they have commented on social relations (Cosgrove xiv). By investigating the ways in which writers of colonial ficition, such as H. Rider Haggard and E.M. Forester, have used landscape, we see that landscape represents a historically and culturally specific way of experiencing the world. In Rider Haggards King Solomons Mines, the landscape is gendered to show the colonizers ability to dominate over native territory. However, while the scenario of the male colonizer conquering a feminized landscape reinforces a legitimizing myth of co lonization, it is later overturned by Foresters A Passage to India. In this novel, the landscape takes on a complex, many-sided role, articulating the ambivalence of cross-cultural relationships and exposing the fragility of colonial rule. In contrast to King Solomons Mines, A Passage to India uses landscape as a tool to subject the problematic nature of colonial interaction that might have easily been left obscured and unacknowledged. We can read the landscape as a type of indirect narrator in A Passage to India that articulates the novels imperial ideology. The African landscape of King Solomons Mines is clearly feminized. The treasure map shows that the geography of the travelers route takes the shape of a female bod... ...d the sky said, No, not there (Forester 362). We would expect that the structures of colonial rule, such as the jail and the Guest House, would symbolically plait Aziz and Fielding apart. The presence of nature, the earth, the horses, the b irds, with the sky itself dictating that they cannot now be friends is a deeper form of rejection to the notion of cross-cultural relationships. The only hope we are left with is the skys qualification of the no not yet not there. Works CitedCosgrove, Denis. Social Formation and Symbolic Landscape. Madison, Wisconsin University of Wisconsin Press, 1998.Forester, E.M. A Passage to India. London Harcourt, 1924. Ridger Haggard, J. King Solomons Mines, ed. Gerald Monsman. Ontario Broadview Press, 2002. Suleri, Sara. The ornateness of British India. Chicago University of Chicago Press, 1992.