Revealing Trans Fat Summary

Revealing Trans Fats Informative Abstract Trans fats are fats resulting from the process a product undergoes in adding hydrogen to vegetable oil by turning liquid oils into solid fats and based on evidence supported, if consumed it would increase the risk of coronary heart disease and promote bad cholesterol at an high rate especially among Americans; it is therefore one of the leading causes of death in the United States.As a precautionary measure to counter this mass effect of trans fat the Food and Drug Administration required that saturated and dietary fat such as Trans fats facts be listed on food labels, which would provide information in choosing food that would help reduce coronary heart diseases. Fats are considered to be the major source of energy for the body and an aid in the absorption of vitamins in the body; fats also provide taste, consistency and stability and help you feel full.Unsaturated fats on the other hand are beneficial when consumed in moderation while on th e other hand saturated and trans fat are not. Saturated and trans fat raises bad cholesterol and may contribute to heart disease. Health experts advised that the intake of saturated fats, trans fat and cholesterol should be kept at a minimum while still maintaining a healthy diet but should not be removed from the diet completely. It was further reinforced that consumers should pay keen attention to nutritional facts on products to keep track of their intake of these fats.A general rule in choosing foods based on the facts on the label is that consumers should try to ensure that a low of 5% or less saturated fats and trans fats are in the products as to maintain an heart healthy diet while on the other hand, a high of 20% or more, would therefore be a risk to their healthy. To conclude depending on whether the consumer’s favorable food are high in saturated fat or cholesterol they can always compensate with foods that are low in saturated fat and cholesterol at different inte rvals. Descriptive AbstractThis article on revealing trans fats produced some interesting supporting facts where saturated fat, trans fat and dietary cholesterol are concerned. Based on the scientific evidence provided; saturated fat, trans fat and dietary cholesterol raises low-density lipoprotein (LDL), which increases the chance of having coronary heart disease (CHD). According to the National Heart, Lung, Blood Institute of National Institutes of Health, more than 12. 5 million Americans have CHD, and more than 500,000 die each year. Trans fats are generated as manufacturers add hydrogen to vegetable oil, which is called hydrogenation.This increases the shelf life and flavor permanence of foods containing these fats, which can be food in vegetable shortenings, some margarines, crackers, cookies, snack foods etc. All fats however are not considered the same as fat is major source of energy for the body and aids in the adsorption of vitamins A, D, E and K and carotenoids, fat is t herefore important for the proper growth, development, and maintenance of good health. Unsaturated fats on the other hand are beneficial when consumed in moderation, while saturated and trans are not because they raise LDL levels in the blood.It is therefore recommended that consumers should choose foods that are low in saturated fat, trans fat, and cholesterol as part of a healthful diet. To proper monitor the amount of saturated fat, trans fat, and cholesterol intake, it’s postulated that looking at the nutrition facts panel would provide facts regarding the amount of fats present in products, where as choosing products with a low of 5% or less of saturated fats, trans fat and cholesterol would prove to be more healthy choice rather than other products with an higher rate of fats present.

Loss of Innocence in the Puritan Society

In the Scarlet Letter, Nathaniel Hawthorne hones in on the contrast between good versus bad and the loss of innocence that defies that line. Hester Prynne is a symbol of shame and sin to the puritan society, however she once was an innocent and honorable woman. On page 76, Hawthorne repeats the phrase â€Å"At her, child of honorable parents†¦ At her, mother of a babe†¦ At her. † This repetition emphasizes the way Hester was once viewed as a symbol of purity and honor in the puritan community.Hawthorne also uses phrases like â€Å"Child of honorable parents†, â€Å"mother of a babe† and â€Å"had once been innocent† to contrast Hester’s sin with the innocence that she once had. This is also an example of pathos because the author is reaching out to the reader and making a point of the difference between Hester as a symbol of innocence and purity, and Hester as a symbol of shame and mistake. These phrases create a fine line between what is good and what is bad in the puritan community.Hawthorn later uses phrases like â€Å"heap of shame†, â€Å"misery†, â€Å"frailty†, â€Å"sinful passion†, â€Å"doom† and â€Å"alien† to make an example of Hester and emphasize her terrible actions. The diction in these phrases expresses the negative outlook toward Hester in society. She made a bad decision that haunts her and causes society to view her loss of innocence as a symbol of sin and dishonesty, to a point where they alienate her from the community. Hawthorne also uses the phrase â€Å"It may seem marvelous†¦ It may seem marvelous†¦ It may seem marvelous,† over and over again.This repetition also draws a contrast between the things that haunt Hester in her community and her desire to remain where she lives rather than pack up and move away. The author is saying that with all of the hatred and shame that haunts Hester in Boston, it is marvelous that she chooses to st ay rather than flee. Something about her sin and guilt there makes her want to stay instead of running from it. This shows the moral strength and integrity in Hester as a character. Although she made a terrible decision and has lost the innocence that she once had, there is no clearly defined line in her character between good and bad.Sometimes good people make bad decisions. In this case, Hester is such a strong willed character that she chose an individual freedom over the conformity in the puritan era when she committed her crime. In conclusion, Hawthorne makes an example of Hester Prynne in the puritan era to show the conformity and honor that society lived by. When Hester committed that sin, she became a symbol of shame and loss of innocence to the puritan community. Through the use of repetition, pathos, and diction, Hawthorne discusses the line between good versus bad in the puritan era and how loss of innocence effects that balance.

Analysis on John Locke’s Prose Approach Essay

John Locke’s politically inclined state of establishing the innate sense of liberalism in his work is a manifestation of his political theories as well as with his deliberative arguments on certain instances that belie the natural and rational premises landscaping the governmental realm of ethical obligation as vanguard in illustrating the various interpretations reputable laws. Locke’s character in prose has dignified his capability to distinguish the form of biases which coherently occur in most obscure pieces in the world of literature (Locke, 1994). Moreover, such is evident that his contributory echelon on political philosophy and argumentative statements on ideas which seemed to be true to the eyes of many has been refuted in the most intellectual manner thus substantiating such manifestos in a precise and concise way (Locke & Goldie, 1997). Perceivably one of the astounding works of the aforementioned author is Two Treatises of Government, wherein he had been named as a father of modern constitutional state thus creating a masterpiece crediting his worth as a writer and a historian (Forster, 2005). The amazing factor of his work is well delivered in his method in categorizing the ideas which he wishes readers to swim on to thus not making them leave the gist of the whole thought. In the light, he expands his words to a rather conventional type but not too obsolete for that instance, so as not to drive away the enthusiasm of his work the contemporary state (Forster, 2005). His prose, being factual and persuasive at the same time explicitly denote his grandeur and ability to trigger classical concerns yet delivering an association if unorthodox political opinions armed with spontaneous solutions to his established squabbles . The fundamentals surfacing in his works may utterly sound confusing; however, it could then be taken to assumption that such is a ‘tricky’ way to launch a new label in the vortex and competition in prose writing and English mind despotism (Simonds, 1995). References: Forster, G. (2005). John Locke’s Politics of Moral Consensus. New York: Cambridge University Press. Locke, J. (1994). Two Treatises of Government. United Kingdom: Salem Press, Inc. Locke, J. , and Goldie, M. (1997). Locke: Political Essays. New York: Cambridge University Press. Simonds, R. T. (1995). John Locke’s use of classical legal theory. International Journal of the Classical Tradition, 3(4), 424.

Strategic Management politics and law Essay Example | Topics and Well Written Essays - 3000 words

Strategic Management politics and law - Essay Example Meanwhile the forecasted growth rate for the car industry in the United States for the third quarter 2005 is 3.6 percent and this has decreased to 2.6 percent for the last quarter of 2005. For the first quarter 2006, the first quarter forecasted grown rate has increased to 3.3 percent and finally for the second quarter of 2006, the growth rate has further increased to 3.7 percent. the European region has contributed the second highest growth rate of fifty percent as compared to the third top growth rate producer of forty two percent growth rate established by the rest of Europe for the year 2005. For the year 2006, the growth rate of the European region has increased to fifty sixty percent as compared to the rest of Europe region contribution of only forty two percent. The number one contributor to growth rate is the United States with a one hundred twenty seven percent increase in growth rate for the year 2005. This growth rate has been maintained at twenty seven percent for the year 2006. This only shows that in order to increase sales, a car manufacturing company must offer their brands to the United States market. Based on Table 4, Vehicle sales for the year 2004, 17.9 million cars for the year 2004 in the United States Market whereas for the year 2009, which is five years later, the number of cars sold in the United States is 16.1 million cars as compared to the Western Europe region of only 16.9 million cars. This will show that United States market has increased by four percent while the Western European market has increased by a higher five percent. The major market for American and European cars is China and India. The population of China is now bigger the population of the United States and the Chinese government has opened up its gates to imported cars in its drive to be an industrialized nation under its agreement to implement the policies of the World Trade Organization in terms of exports and imports of goods such as cars. The Chinese government has also allowed the infusion of much needed investments in the tune of $60 billion per year. The entry, though, of foreign cars into China will taper off the five major local Chinese car manufacturers. The sales of Chinese made cars, based on table 4, is estimated at 4.9 million cars for the year 2004 and this is greatly increase by sixty one percent to 7.9 million cars after five years or 7.9 cars in the year 2009. This is because the Chinese government has implemented the construction of roads which covers many locations within China.Employment. Based on table 4, the Vehicle sales there is an increase in United States car sales of four percent for the year 2009 as compared to the year 2004. There is also an increase of car sales for the Western Europe region for the year 2009 of five percent as compared to the year 2005. There is also, as discussed above, an increase in car sales in China of sixty one percent in the year.Furthermore, Table 5 Vehicle productions in 2004 versus 2009 shows that the United States has produced 12 million cars in the year 2004 which will increase to 12.3 million cars in the year 2009. This resulted to an increase of three percent in terms of units manufactured. This then will be

Contemporary art and Gabriel Orozco Essay Example | Topics and Well Written Essays - 500 words

Contemporary art and Gabriel Orozco - Essay Example The paper "Contemporary art and Gabriel Orozco" discovers the Gabriel Orozco in the context of contemporary art. Gabriel art includes sculpture, photography, paint and videos for his artwork. Gabriel’s animals, insects and human body are the crucial subjects in his work. Gabriel started exhibiting his work in art in 1983 where he had solo exhibition in various museums such as Museum of Modern Art among others. He also participated in a variety of art exhibitions including Venice Biennale in Italy, Whitney Biennial as well as Documenta x. Gabriel is famous for his work such as yoghurt caps, working tables, black kites among others that have attracted numerous honors including the blue Orange prize in 2006 and a DAAD artist-in-residence grant in Berlin 1995. Maya Lin is another world re-owned American designer born in 1959. Maya is a well-known artist identified for her art in sculpture and landscape work. Maya’s work encompasses environmental installation, studio artwork , architectural work and memorials connect. Maya tries to depict the world using technological methods to illustrate the natural environment. She uses sculpture and drawings to balance the beauty concept by describing the connection between nature and humans. Maya is famous for her architect of Vietnam Memorial in Washington, which is one crucial public art in the century. Mayas artwork such as Pin River – Yangtze, where the land meets the sea has dominated solo exhibitions in museums for years connect. Maya’s strong connection to the environment.

Culture Essay Example | Topics and Well Written Essays - 250 words - 2

Culture - Essay Example In the early years, immigrants shared a common ethnic and religious profile: white, Anglo-Saxon, Protestant (McDonald & Balgopal, 1998). The first wave of European immigrants ‘melted’ into the mainstream American culture easily due to this similarity of the ethnic background. Israel Zangwill’s concept of America as a ‘melting pot,’ in which immigrants of diverse ethnicities assimilated into one homogenous cultural identity, pertains to this age. Present, second wave of immigrants is largely from the developing nations of Asia and Latin America. They bring with them a diversity of languages, customs, distinct physical traits, religions and ethnicity, which does not submit to easy assimilation. Today, â€Å"there is more emphasis on preserving ones ethnic identity, of finding ways to highlight and defend ones cultural roots† (Booth, 1998). America is now a multicultural ‘Mosaic,’ in which various groups preserve their ethnic identities and yet remain a part of the larger American way of life. The Chinese exemplify this ‘mosaic’. This group retains its ethnic identity and also makes significant contributions to the American culture. Steven Chu, Samuel C. C. Ting, and others are Nobel Prize winners. (â€Å"Chinese American Culture†, 2010). Amy Tan is one of today’s most popular American writers. Chinese take-away is as much a part of American cuisine as apple pie. The teachings of Confucius are part of the curriculum of many American universities. The benefits of Chinese meditation, green tea, and acupuncture are a part of American life. Chinese calligraphy, character tattoos, and martial arts have permeated American culture. In this age of immense diversity, American culture is no longer a ‘melting pot’ which blends all its composite groups into a homogenous whole. There is no single American identity. â€Å"Ethnicity

The benefits of using a web portal in high schools Essay

The benefits of using a web portal in high schools - Essay Example A web portal is a very important tool used to develop scientific knowledge. People bond with one another to develop an education community using web portals. The portal serves as podiums where all the facts, resources, and professional in the field of science can be retrieved (Cappel and Huang, 2007). The portal is a full time available source of information that helps in the growth of the learning community as they engage in discussions, exchange views, and conduct activities that promote learning. Online document libraries available in the portal are constantly updated with latest research findings. Simulation of real life is also made available through the web portal (Cappel and Huang, 2007). 3) Brief relevant background literature A web portal gives information that is assorted in a combined manner. These are sites of information, which developed during 1990s and in 2000. A web portal operates just like an investigative or an explore mechanism (Becker, 2005; Luke, 2005). However, this portal as argued by Becker (2005) has several features or purpose than the search device itself (Becker, 2005). A web portal, provides information a researcher wants to discover or search, as well as certified web portal. Apart from this, it also provides email internet services, entertainment cites to the users (Cappel and Huang, 2007). ... Therefore, the horizontal portal covers several areas, while the vertical portal covers specific areas (Pang et al., 2009). The web portal has the following major functions; search, navigate, provides information or manages content, personalization, push technology, management of tasks, conducts the integration of applications and organizes business infrastructure (Pearson and Pearson, 2008). The web portal aims at increasing student interaction (Preece, Rogers and Sharp, 2002). It provides students with an opportunity to interact with their lecturers and their fellow students, and be more engaged in their studying (Preece, Rogers and Sharp, 2002). It also tends to provide students with learning resources and campus sources from library subject to achieve curses offered online. Through it, the faculty members get accesses to teaching and learning resources. Lectures also use the web to assess their students, record their grades, and communicate the outcome to the students and their c olleagues (Preece, Rogers, and Sharp, 2002). The students can use the site to register for their classes, get access to financial assistance, pay for their tuition, sign up for programs like lunch programs, and indicate any absences (Adonis, 2006). Through it, the school can create communities that interact online that include the students, administration, faculty members, and alumni to work together (Abdous, 2005). A web portal is an online opening where learners can log into a website to access significant information (Townsend, Schaffer & Deon, 2004). Portals are normally used in schools and universities where quick information and school bring up to date available information to a big number of learners within the institution. Education departments

Diversity Interview Essay Example | Topics and Well Written Essays - 1250 words

Diversity Interview - Essay Example As a function of seeking to understand diversity in a more effective manner, the following analysis will discuss and provide a narrative account and analysis of an interview which was conducted with the owner and director of a US-based financial services and planning group. In such a way, it is the hope of this author that after reading and integrating with the information that has been put forward within this analysis, the reader will be able to come to a more informed and actionable level of understanding regards to the role and overall level of importance that diversity plays status that a given business entity might experience. Further, due to the fact that it is the express goal of this particular student to ultimately directs the company of my own, the analysis will include with an introspective look at the means by which information presented help to formulate a better understanding of diversity and have over regards to my own professional development. Cheryl Holland, develope r/owner/CEO of Abacus Planning Group LLC, located in Columbia, South Carolina, began as a financial planner for Merrill Lynch. Although ultimately satisfied with her career at Merrill Lynch, like so many other entrepreneurs, Holland had a desire to start a firm of her own. Realizing that financial services could best be integrated on a personal level and were entirely and completely ineffective when integrated by at a multinational banking Corporation, Holland set out to create just such a financial planning service. Comprising only for employees at the beginning, the firm undertook and asymmetrical level of marketing which relied solely upon word-of-mouth as a means of generating new clients. However, of particular interest to this analysis is the means of overall diversity and the importance that Holland placed on this diversity even in the early stages of business development. The reason that this level of emphasis upon diversity is something of a shock is due to the fact that Ho lland, educated in upstate Pennsylvania was operating a firm in the deep South. As such, the overall level of cultural diversity that existed within the society at large, let alone the labor force, was extraordinarily limited (Simms, 2013). However, realizing that this was an impediment to achieving a degree of diversity and by extension overall success, Holland sought to maximize the diversity that her start up reflected by hiring a Mexican-American client services representative, a Ukrainian financial advisor, and a female IT professional. Ultimately, the next section of this analysis will seek to measure the importance that diversity plays and played within Abacus Planning Group as Cheryl Holland chose strategies that sought to maximize it. Firstly, when asked regarding what specific cultural background she had and how this impacted upon the level of diversity within Abacus, Holland noted that she was raised in a white middle class family that had little if any interaction with o ther racial or cultural groups. However, once she left to attend Brenmore College in upstate Pennsylvania, she came to see the overall positive impacts that cultural diversity could have. More specifically, when asked concerning her personal views with regards to diversity, Holland noted that increasing diversity is not only the ethically correct step to take, it maximizes efficiency. Due to the fact that

Case study analysis Example | Topics and Well Written Essays - 5000 words

Analysis - Case Study Example Proper communication channels in an organization aids in the processes of solving problems and communicating the processes of problem solving to all the concern parties in a timely manner (Villines, 2011). In the current business environment, large volume of information is communicated using advanced technological tools to enhance performance and profitability of the organization. Communication creates organizational excellence which stems from the dedication of the people who are effectively communicated to the deliver their best to the organization they work for (Heath, 2006). British petroleum is one of the largest energy players in the global market based on market capitalization and scales of operations. It is headquartered in London, the United Kingdom and has operational presence in several countries across the world and is thus considered as the fifth largest energy multinational in the world. It repackages the refined oils and distributes to different parts of the world as e ither gas, petrochemical and other forms of gas used to drive industries and machines across the world. In the United States, BP America is the largest subsidiary of BP with operations in the United States and southern American continent (Hearit, 2006). On the 20th April 2010, one of the worst disasters hit BP America that culminated into one major organization struggle in an effort to reduce the damage and restore the image of the company. The company’s oil fields in the Gulf of Mexico caused mass spillage into the sea resulting into major environmental destruction, loss of life and interruption of naval activities in the area. During this crisis, the organization adopted a communication approach that enabled its stakeholders and the society at large to respond whenever a situation arose (Coombs, 2007). In this paper, the communication strategies used by BP America will be evaluated in line with organizational communication theories and perspectives. The case study will seek to answer vital questions on the communication approach and response approaches that the company adopted during this time and how these strategies enabled the company to rise to its feet after the disaster. While analyzing BP communication strategies, this case study will a number of organizational communication principles that were applied. It will provide basis for the communication approach the company adopted during this conflict and crisis and how it enabled it to restore normalcy. The management and leadership of BP America will also be paced into perspective as the paper will seek to highlight the communication response that the management adopted during this point in time. Strategic communication approaches used by BP America The BP oil spill occurred at a time when the world communication approach had revolved into a major issue in organizations as it holds the key to any organizational success. Strategic organizational communication is defined as the ability for an organi zation to ineptly analyze the facts involved in a situation while selecting the best approach to deliver it to the eager public. This communication approach seeks to achieve specific targets and is directed at specific people with the belief that the people will buy that idea the organization is selling (Hearit, 2006). In making

“GOD” and “DOG” Essay Example for Free

â€Å"GOD† and â€Å"DOG† Essay Growing up, my summers were often spent at my uncles ranch. My mom would drive me up and leave me for about 2 to 3 weeks. Those were the most fruitful and fun-filled summers of my life. At the ranch, I would be far removed from city life and its hectic schedule. Instead, I would spend my mornings in bed, often waking up late to have a very fine breakfast prepared by my aunt. My cousins were very accommodating and my friendship with them remains to be part of my most-treasured memories. We still keep in touch by E-mail, and sometimes see each other when our schedules allow. Idyllic and fun as it was, the most haunting and persistent memory I have of those summers at the ranch is that of Evan. Evan is one of my uncles farm hands son, and although he was only slightly older than we were, he had already started working at the farm since he was eight or nine. His friendship helped shape the way I am now, and made a positive impact in my life. His story and friendship became a personal cause for me, and I am hoping I could lay it down to make it into a more public advocacy. * * * At first I thought his name was Moe, because my cousins called him Slow Moe. He was shy and kept to himself, and never went out of his way to talk to us. Mon, my eldest cousin, had another, and simpler, nickname for him: Stupid. I felt sorry for him. And maybe that was why I tried my best to befriend him. It was not easy at first, but then he cracked a smile and the conversation went smoothly after that. One thing that struck me about Moe was that he was actually intelligent. He knew his work, and was really passionate about the horses he tended to. He knew a lot of things about their nature, how to keep them, and how to pacify them if they were agitated. His knowledge also applied to other animals. We had a great time talking about a lot of other things: about his life, my life, current events, the news, and even the gossip around town. Just about anything and everything was up for discussion. Moreover, he had his own opinions about a lot of issues and I found that really admirable. Sometimes he taught me things like how to ride a horse, or how to jump into the lake without landing so painfully on my stomach. He also taught me about constellations, their names and how to identify them. I also found out his real name was Evan, but he had learned to live with Moe. One night, I ventured asking why he was not in school. Evan just chuckled and said that those kids were evil. I later found out that Evan attended up to the first grade and then refused to go back. His last day at school was an ugly episode wherein some kids in his class called him all kinds of names and beat him almost to death. My cousins initially resented the time I spent with Evan, and even the few times I brought him along with us. He was an outsider, they protested. And they were ashamed to be seen in town with the farm hand with no lights on up there. But Evan eventually won them over, and with my cousins realizing that they have been wrong with the guy, they developed a better relationship with him. Soon, his nickname was rarely mentioned among us, and we started using his real name. Evan is a dyslexic. During that time, however, he was just plain stupid. I doubt if his parents ever knew his condition or cared about it. Evan was taught at home by his mom, who used pictures and drawings to get herself understood. Evan was alright with verbal explanation, but not written ones. I learned about his condition when we ventured into town with my cousins and stopped by a bookstore. He was looking at the sign outside the store and read the sign as bokos. I laughed and he immediately fell silent. I sensed something was wrong, but I kept quiet about it until we reached home. Because we were already close friends by that time, I asked him about it.. He admitted that he couldnt read, and I told him I could not believe that. He seemed to be a smart and intelligent person, there is no way he was illiterate. He shook his head and insisted that he could not read. He explained that when he read, he always read it wrong. Evan explained that to him, E, M, and W all looked alike, as well as G, O and D. So he reads â€Å"GOD† and â€Å"DOG† as â€Å"OOO†. He further said that there are times that he could see the letters, and know what they are, but that they â€Å"danced around†. Like if he sees the word CAT, he can identify the letters C, A and T, but he could not string it together. Sometimes he’d see it as C, A and T, sometimes it’s A, C, and T. * * * Dyslexia is a disability that affects an individual’s reading and writing skills, a condition that is present in 10% of the general population in various forms and degrees (Dyslexia Action, undated, online). Today, an estimated 15% of American students suffer from dyslexia, and up to half of all Americans have some form of undetected learning disabilities. Other studies also report that as many as 2. 9 million school-aged American children have learning disabilities (Edwards, 2006, online. ) Heather Hardie, citing dyslexia expert Sylvia Moody, writes that dyslexia is simply difficulty with writing and reading, which may stem from short-term memory weakness, faulty information processing, and weak perceptual, spatial and motor skills. A dyslexic, therefore, can have problems with poor concentration and poor memory. It may manifest subtly, like when a child is slow in reading certain words, but reads them correctly; or it may be severe and obvious like in Evan’s case. Dr. Moody adds that a dyslexic may exhibit other symptoms and problems like bouts of forgetfulness, difficulties in organization and in keeping time. (Hardie, 2006, p. 26). The overall effects are dramatic. To a child suffering from dyslexia, school work may suffer. Reading is such a basic skill thats required in nearly all school subjects that a dyslexic child is put at a great disadvantage, and often leading to problems with learning. The child usually fails in school. It can also lead to low self-esteem, delinquency, aggression, behavioral problems, and social withdrawal (Mayo Clinic Staff, 2007, online). This was clearly seen in Evans case. He was extremely shy and preferred to work away from us and mostly kept to himself. This was unfortunate, because his friendship made my summers at my uncles farm more memorable. I hate to think how many friendships were not developed because of dyslexia. How many children had wanted to reach out and say hi, but was stumped by the fear of being laughed at. The moniker and label dyslexic is bad enough, but being thought of as stupid is a million times worse. A child with dyslexia needs a supportive environment both at home and at school. A parent should explain to the child that it is not his or her fault, and patiently explain the condition to him or her, this will enable the child to cope and compensate for his or her disability. Parents of dyslexic children should also get in touch with teachers, and it might help if they find support groups that can provide both emotional support and good information (Mayo Clinic Staff, 2007, online). Dyslexic students grow up to be dyslexic adults, and in the workplace, dyslexia is not much kinder to those who suffer from it. In fact, Linda Goldman and Joan Lewis (2007) writes that information processing disorders, like dyslexia and attention deficit hyperactivity disorder, are considered legal disabilities, giving the suffered adequate legal protection against discrimination and requires employers to ensure fairness by making reasonable adjustments in terms of recruiting, training, employing and promoting employees with dyslexia (p. 16). Often a dyslexic worker produces below par work output, manifests poor timekeeping, and often fails to remember instructions. This puts him or her at greater risk to be terminated from work, especially if his or her condition goes undiagnosed and unrecognized (Goldman and Lewis, 2007, p. 16). Even so, most employees with dyslexia need only more time to do their work and to correct problems related to concentration and coordination. This is what reasonable adjustments are all about (Goldman and Lewis, 2007, p. 16). However, I take heart in the stories of a lot of people who have succeeded in spite of having dyslexia. Pamela Coyle (1996) chronicles the travails and successes of three of them: Sylvia Ann Law, David Glass and Jonathan Pazer. All of them are noted dyslexics, yet each one succeeded in their fields. Sylvia Law became a professor of, appropriately, law. She also teaches medicine and psychiatry. She is the author of several books and has served as lecturer, as well as strong influence in the fields of civil rights and poverty law. David Glass and Jonathan Pazer are both practicing lawyers. (pp. 64-67). Heather Hardie (2006, p. 24) adds businessman Richard Branson, comedian Eddie Izzard and architect Richard Rogers to the list. Their lives are shining examples of how dyslexia could be overcome, if only one does not give in to low self-esteem and engage in self-pity. More than that, a child with dyslexia should grow up in a supportive environment that would not only foster his development, but also instill in him or her the confidence needed to grow and live life. * * * The last time I saw Evan was more than two years ago. He had become a handsome and confident young man, and has a steady girlfriend who, along with Evan’s mother, is helping him study for a high school equivalency test. At the time, he was also working at a local fast food chain as a janitor, and at the local school doing odd jobs. But Evan still shies away from contact and conversation with strangers. For my part, I am happy to have met him at a time when I was growing up. He made me think and realize that people have their own problems, and it is difficult to judge them by what we see. Moreover, he made me realize that what’s more important is what we do not see. If I had not scratched below the surface, I would still be one of those kids who continue to call him â€Å"Slow Moe,† and that would have deprived me of a friend who had made my summers at the farm richer and more fulfilling with his stories, tips, and jokes. In a sense, I know I could never thank Evan enough for the impact he had in my life. But I know that I am thanking him with every child, dyslexic or not, that I tutor on reading and writing as a volunteer for our neighborhood pre-school. I am thanking him by not being mean to other people when they show a kind of â€Å"weirdness† or â€Å"stupidity. † I am thanking him by not judging people I meet right away. I wish I could do more. I want to tell Evan the next time I see him all about Sylvia Law and other people whom I think would influence him to do better with his life despite his disability. In fact, I hope to be able to tell people just how wrong they are at labeling dyslexic people stupid. What they need is love and support. They need all the leeway they can get to help them overcome their disability. They have all the potential to succeed in life, if we—friends, teachers, fellow students, employers, colleagues, and parents—only give them the chance. Acknowledgments: First of all, I want to thank (name of teacher) for giving us this assignment. This exercise has given me the opportunity to think about my life and appreciate a person who I never really thought much about before. Alvin John for proofreading all those drafts and giving suggestions that helped shape this paper. And of course, Evan for the friendship and the insights. References 2007. Dyslexia: Complications. Retrieved July 11, 2008, from Mayo Clinic, Web site: http://www. mayoclinic. com/health/dyslexia/DS00224/DSECTION=complications 2007. Dyslexia: Coping and Support. Retrieved July 11, 2008, from Mayo Clinic, Web site: http://www. mayoclinic. com/health/dyslexia/DS00224/DSECTION=coping Coyle, Pamela (1996). What Sylvia Law, Jonathan Pazer and David Glass confront when they read or write. ABA Journal, 82, 64. Retrieved July 10, 2008, from ABI/INFORM Global database. (Document ID: 10121349).

Leadership Theories and Organisational Direction

Leadership Theories and Organisational Direction Management leadership style matters a lot in deciding fate of an organisation. These styles are reflected in both long term and short term strategies of the company. Considering the importance of management and leadership style lot of theorist came up with their philosophies. Some of them consider charismatic personality of leader the key to success while other considers team work the best solution. This report is being produced for the directors of NEWG to explain various management and leadership concepts. It shows how these theories can affect working of an organization and can play a decisive role in the achievement of organisational objectives. If applied in relevance to the needs of organization can lead to ultimate success. Leadership Theories and Organizational Direction Every organisation is setup with some objectives in mind. It can be profit earning, charity, law enforcing or voluntary, whatever the objective it reflects in the policies of an organisation. Leadership sets the direction for an organisation and management ensures to implement policies that lead organisations to achieve set goals. Keeping in mind aims of organisation different management theories can be adapted to support core objectives that set the style of management in an organization. Transformational Leadership Theory Initially developed by James McGregor Burns in the decade of 1970, the theory gained a lot of popularity among business world. This theory has four constituents i.e. charismatic personality, encouragement through motivation, intelligent inspiration and personalized attention. Being charismatic means leader has qualities that attract people around him. It can be leaders personality, sex appeal, style of communication, vibrant, robust and authoritative presence. Take an example of Martin Luther King, an activist and strong American leader who stood for the African American civil right cause. Such leadership with their excellent communication skills persuade people for change. They bring the idea that existing system is not helping them reduce their problems and they need to adopt new strategies. They motivate people to think differently, create new ways of doing things that is where the word transformational comes from. Such leaders show a lot of care for people; focus on their needs and touch their concerns. This way they try to win hearts of their followers, because change is a difficult thing to grasp. People feel relaxed in their old environments and it is utmost difficult to change someones habits. This needs a lot of effort and commitment without which it would be impossible to bring about change. Having good personality, vision, inspiration through motivation and personal attention to audience are excellent traits for a good leader. This helps wining sympathies of people who will then work whole heartedly to achieve objectives. This strategy is especially very effective when an existing system is not working very well and there is need to change. But for this system to work, leadership should have very good knowledge and understanding of the environment in which organisation is operating. This is era of information and if the leadership is not aware of all that is happening in the surrounding it cannot persuade people. Second thing that needs consideration is that leader should understand different situations and proceed accordingly because actions which are suitable for one environment need not be the best fit in some other surroundings. Thirdly facts alone will not help changing minds of the people but the leadership should have very good communication skills to convey thei r idea. Last but not least taking people into consideration is another important factor because nothing can be achieved without contribution of followers. To achieve sympathies of people, one needs to show concern and sympathy with them, coordinate with them on personal terms. Change is a painful thing and majority of people resist change. In order for a venture to be successful the most important requirement is that people are ready to adopt change which is only possible if they understand that the person in-charge of change i.e. leadership has a heart to feel their concerns. Otherwise merciless change will face strong resistance and will not achieve its ultimate goal. This is excellent, cost effective theory of management that can be applied at Milky Bits and workings on the principles of transformational theory company can achieve faith, loyalty and hearts of workers that would enormously improve the efficiency in Milky Bits. Transactional Leadership Theory As described by Bernard M. Bass in 1981, transactional leadership is based on performance reward. Tasks are assigned to the employees and if they are successful they are rewarded else punished, i.e. transaction, exchange as a result of performance. Rather than relying on the concept of motivation as described in transformational theory it brings about the idea of incentive and penalty. It develops kind of relationship between leader and follower that is doing as directed. If an employee performs his / her task meeting the deadline, within budget and as per directives of its manager, employee will get benefits. If the employee somehow misses to achieve what was required, he would be punished. This is an extreme type of relationship and shows reactive approach of management. This theory is focused on authority of manager who sets the rewards / punishments for short term goals. In order to work it effectively the manager should clearly identify tasks that are in line with the overall objectives of organisation and provide sufficient resources to member of staff while assigning tasks. Manager should have enough authority and control to reward or punish subordinates and he should continually monitor the actions of subordinates. According to the theory, employees have single objective for job i.e. to get incentive that is mainly in the form of financial benefits but it could be something else like recognition or promotion etc. Enticements are the most powerful driver for workers to concentrate on their tasks; hence carefully designed target incentive system can improve workers output in Milky Bits. Although it is a short term solution, because if used permanently it can develop a culture where no one will work without clear incentives, but it can bring good results if managers succeed to clearly identify tasks that lead to ultimate objectives. Assign these tasks to the relevant employee, provide them with all sufficient resources and give them proper training. It can produce excellent results for Milky Bits, which is growing organisation, in very short period of time. Charismatic Theory German sociologist Max Weber in 1920 introduced Charismatic Theory that revolves around personality that has traits to attract followers. These could be natural God gifted attributes that sets them apart from general public like their family / religious background, their sex appeal, their vision and dynamism of their personality. Besides that some qualities can be learnt like good analytical and communication skills. Without having authority or powers gathers people around him, as a matter of fact charismatic leader uses the power of people. Such leaders have the ability to understand mood of people and design their acts accordingly. People blindly faith and follow their leader which is great achievement for any leader. Later on Conger and Kanungo in 1998 described Charismatic Leader is one having attributes of vision and communication, compassion to the environment, care to the needs of people, risk-taker and doing un-usual things. Hence charismatic leader should have the ability to foresee the future i.e. vision. He should be able to effectively communicate with people because if he has some ideas but cannot convince the general public it would be waste. He should understand the environment in which he is working because different situations need different form of action. Charismatic leader should understand feelings and needs of the people for this he should involve with the people, understand and realise their problems and understand their requirements. Without strong understanding of peoples issues it is difficult to motivate them. Leader is torch bearer of change, in this respect this theory is closely linked with transformational theory, but change is a difficult phenomenon. First of all peop le normally have strong resistance for change and secondly you can anticipate to some extent but nobody is cent per cent sure about the outcome of change. Things can go wrong at point, for this very reason a leader should be bold risk taker. Leader is a person who takes unexpected decisions at critical times because difficult situations need tough decisions. Ordinary people dont expect such decisions to be taken; hence Conger and Kanungo added risk taker and un-usual decision maker as the traits of charismatic theory of leadership. This theory could prove to be very effective in certain kind of situations. When there is need of some strong decision and there is no time to negotiate with people. If such decisions come from a person whom everyone trusts, gives respect and has blind faith in him it would be easy to implement such decisions. It is a cost effective solution as people following their leaders merely on the basis of their followership. This means you dont need to give them incentives to do something rather they are doing most of the things voluntarily. But this needs a very strong personality having all the traits to win hearts of people. This can prove to be successful, effective and cost efficient method of management at Milky Bits. Contingency Theory Earliest contingency theory presented by Fiedler suggests that that there is no ideal way of organizing things. Different type of actions needs to be taken in different situations. This theory is different from other theories based on characteristics of leaders or reward system and focuses on the situational aspects. It describes that management decision are affected by various factors like working environment, kind of task at hand and position of the manager at that very time. When taking some decision it is wise to understand the surrounding and visualise the impact of certain actions that could affect the entire process. It is also important to consider nature of task, like if something is very important and time bound it would need different strategy than one needed to perform routine tasks. Also important to consider is the power position of manager because in organisations there are lot of ups and downs. If manger is not in authoritative position or feels he would face bitter criticism he should avoid taking hard decisions. Verbal meaning of the word contingency is something that is cause by some other incident but in this theory it suggests line of action taken by management keeping in view environment created by people working in a certain situation. Although it is exceptional theory to deal with certain awkward situations it heavily relies on streamlining actions with the group environment. Its success largely depends on exposure and willingness of group member to put their efforts for the achievement of organisational objectives. It is very useful idea to tailor acts according to situations in order to get maximum benefits of situation rather than sticking with strict and static policies. Managers at Milky Bits should be trained to respond different situations accordingly. This will help improve companys performance and take corrective decisions at the time of need. This will help avoiding conflicts between management and employees and further to avoid any untoward situation creating chaos in the working environment. Situational Theory This theory presented by Kenneth Blanchard and Paul Hersey suggests that managers should use different styles depending upon situations. Manager should have strong ability to analyse different situations. They should understand capability of their subordinates and keeping in view the existing circumstances, managers behaviour could be different with the same person at different times. According to Blanchard and Hersey leadership style is characterized by extent of support and direction given by manager to subordinates. At stage 1 manager defines the roles and responsibilities of employees, assigns tasks to them and then closely supervises or monitors them. In this scenario choices are made by manger hence most of the communication is one-way. Employees are committed to do their tasks diligently but they need direction and support from their seniors. At 2nd stage manager still defines roles and responsibilities but with consultation of sub-ordinates. Communication is somehow two-way. Employees are competent in their area of expertise but lack commitment so supervision is needed. Manager takes their consultation which increases their confidence and sense of being involved makes them more committed. At level 3 leaders focus less on tasks and more on relations, they discuss situations with their sub-ordinates and leave them with their strategy to do the tasks. This technique works with employees who are competent enough to do the tasks independently but due to lack of confidence need support of their superiors. Level 4 is a stage where sub-ordinate has both competence and commitment, so manager although has authority and control on decisions delegates these to the sub-ordinates. Sub-ordinate himself takes decisions and has total control of project / task. It is up to him to involve manager or not. Effective managers use these level as and when required at particular stages. There is no set pattern but only innovative capability of manager decides which path to take in a particular scenario. Such a policy could be helpful for Milky Bits as it will help managers understand capabilities of their staff and assign tasks to them accordingly. It will also benefit the organisation in staff development by following different levels giving them appropriate guidance and support building confidence on them that will help them work independently on upcoming tasks. Vroom and Yettons Normative Model Vroom and Yetton suggested Narrative Model as There are number of alternatives to deal with any situation. Leader should have the ability to select the best option in any situation. It also proposes that while selecting the best possible course of action willingness of employees should also be given weight. This theory assumes that acceptance of decision increases its effectiveness and commitment. Also willingness of employees adds to the acceptance of decisions taken by managers. Vroom and Yetton also identified decision procedures as follows. Firstly manager uses his own exposure to take decision; this strategy is useful if acceptability among employees is not very important, manager has enough knowledge and exposure about the subject area, secondly manager seeks information from his sub-ordinates and then takes decision; this is useful when manager does not have enough information and needs enough first hand information, thirdly manager shares problem with sub-ordinates individually, seeks their opinion to reach some decision; this is useful when some of the employees have expert knowledge of the subject domain that will help manager reaching a good decision; fourthly discusses the issues with sub-ordinates in groups to come at conclusion; when all the employees have same level of knowledge and manager intends to benefit from their knowledge and tries to bring harmony in his team members and fifthly puts these issues before sub-ordinates as a group and bases his decision on the consensus of employees; this strategy targe ts on the acceptance of employees more than the quality of decision taken. One wrong decision taken at critical stage can be decisive for an organization. Management at Milky Bits should be given appropriate training to deal with such situations that will help the organization to come out beneficent at the time of crisis. Tri-Dimensional Leadership Theory (Yukl) Yukls tri-dimensional theory suggests that there is no set course of action which will be successful in all the circumstances. It is management and leadership who decide what action to take at a particular time. It heavily relies on effectiveness and efficiency, human resource relations and innovation adaptation. If managements focus is effectiveness and efficiency, its strategy will be task-oriented. To improved efficiency first step is that everyone should know his roles and responsibilities, what is expected of him / her. This clear cut job assignment will help an employee concentrate on his job and facilitate managers to evaluate employees performance. This will improve sense of responsibility and employees will be more focused on their job roles which will improve their effectiveness and efficiency. In case of human resource relations, strategy will be relations-oriented. Management will try to build good relations with employees in order to come closer with them, understand their views and negotiate with them. This helps management obtain 1st hand knowledge of employees problems and come up with solutions that will win the hearts of employees. This involvement of employees and their participation in decision making will help them do their tasks with more motivation and achieve organisational goals and objectives. Innovative and adaptation style is required when an organization is in need of change. Management will sort out new ways of doing things. Change is the only constant thing in nature, internal external factors both influence an organisation to change its strategies to survive and thrive in business. This needs strong thinking and analysis followed by careful decision making. This theory suggests that leaders should be able to analyse the situations and they should be flexible enough to meld their strategies accordingly. Leaders should have strong analytical and diagnostic qualities to determine strategy most relevant to situation. New Leadership Strategy Reviewing all research and findings of previous theorists and being student of Strategic Management Leadership if I am asked to develop my own strategy, I would suggest following 3 points. Leadership should have strong knowledge of subject area and exceptional relationship with their followers. Motivate followers combining organisational objectives with the goals of individuals. Give them respect reward. Management should always have plan B to work around un-acceptable situations and they should involve sub-ordinates to prepare these contingency plans. Leadership should lead by example, their words will worth more if they themselves follow what they ask their followers to do. No strategy will work if followers are un-satisfied. Respect and financial gains are instinct for every human being. It should be made sure that employees benefit from prosperity of organisation. Business world is ever-changing, stagnant policies and leadership will suffer in this dynamic environment so leadership should be innovative enough to counter these challenges. If possible leadership should involve followers in policy changes.

Leadership style in national oil corporation

Leadership style in national oil corporation CHAPTER ONE INTRODUCTION 1.1 Background of the study Libya is a member of the Organization of Petroleum Exporting Countries (OPEC) and holds the largest proven oil reserves in Africa. Libya has attracted hydrocarbon exploration since 1956, when the first wildcat oil well was drilled onshore in the Sirte Basin. Libya granted multiple concessions to Esso, Mobil, Texas Gulf, and others, resulting in major oil discoveries by 1959. The government dominates Libyas economy through control of oil resources, which account for approximately 95% of export earnings, 75% of government receipts, and over 50% of GDP. The National Oil Corporation was established in 1970. It dominates Libyas oil industry, along with a number of smaller subsidiaries, which combined account for around half of the countrys oil output.   Figure 1.1the map of Libya describes Gas Pipeline, Oil Pipeline, Oil Field, Liquefied Gas Planet Oil Terminal (Oil Exporting harbor) and Petroleum refining which owned and controlled by National Oil Corporation in Libya.  Ã‚   National Oil Corporation is carrying out exploration and production operations through its own affiliated companies, or in participation with other companies under service contracts or any other kind of petroleum investment agreements. This is in addition to marketing operations of oil and gas, locally and abroad. NOC has its own fully owned companies which carry out exploration, development and production operations, in addition to local and international marketing companies. NOC also has participation agreements with specialized international companies. Such agreements have developed into exploration and production sharing agreements, in accordance with the development of the international oil and gas industry, and international petroleum marketing. The National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertakin g development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. The Brega Petroleum Marketing Company, a subsidiary of NOC, was set up to carry out the marketing activities of NOC, and the marketing assets of all the foreign oil companies were nationalized. A point of thatduring the past four decades, the impact of leadership styles on organizational performance has been a topic of interest among academics and practitioners working in the area of leadership (Darwish, 1998; Sadler, 2003; Rowe et al., 2005; Gadot,2007; Yiing, and Zaman Ahmad, 2009). The researcher would like to examine how leadership style influences organization performance in Libya in (NOC). Rowe et al (2005) pointed out that the most prominent reason for this interest is the widespread belief that leadership can affect organizations performance (Jing and Avery, 2008). In addition, the creation of a state-owned oil company allowed Libya to follow in the footsteps of other oil-producing economies, where control of such a revenue-generating resource lay with the government. Soon after its establishment, NOC signed a joint venture agreement with the U.S. Occidental Petroleum involving production-sharing. In 1971, NOC arranged a processing deal with Sincat of Italy for refining oil products for domestic consumption, thereby providing a cheap supply of oil for internal Libyan consumption. A joint drilling company was formed with Saipem, a subsidiary of the Italian ENI, in early 1972. By April 1974, production-sharing agreements had been reached with Exxon, Mobil, Compagnie Franà §aise des Pà ©troles, Elf Aquitaine, and Agip. By using the surplus funds and technical expertise of the foreign oil companies, the problem of stimulating investment in exploration was resolved. In 1980, the Libyan Arabian Gulf Oil Company (Agoco) was established by NOC throug h the amalgamation of the Arabian Gulf Exploration Company, Umm-al-Jawabi Oil Company, and direct NOC exploration and production interests. NOC continued to make production-sharing agreements. In 2004, NOCs estimated crude oil output was 1.623 million barrels per day. The company hoped to raise its production to two million barrels per day by 2007. Figure 1.2 below shows the revenue of National Oil Corporation in Libya from (1999 to 2009).   This study set out to investigate whether there is an interrelation between transformational leadership style and organizational culture, and the effect of organizational culture on the relationship between transformational leadership style with organizational commitment and job satisfaction in the National Oil Corporation in Libya.   In particular, our knowledge would benefit from an understanding of how leadership and organizational culture affect job satisfaction and organizational commitment. The study examines Libya National Oil Corporation in relation to leadership style in the organization. Thus, the study also would like to explore an organizational culture of the National Oil Corporation and finally how does leadership style in particular transformational leadership style may influence the National Oil Corporation progresses.   The subject of leadership is interesting for many researchers. In addition, the continued search for good leaders has resulted in the development of many leadership theories (Mosadegh and Yarmohammadian, 2006). According to Oluseyi and Ayo (2009) Leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. In recent years, leadership has been studied in various ways, depending on the researchers methodological preferences and definition of leadership (Chen, 2002; Reuvers, et al., 2008; Gadot, 2007). Oluseyi and Ayo (2009) defined Leadership as the moral and intellectual ability to visualize and work for what is best for the company and its employees. Good management and effective leadership help to develop team work and the integration of individual and group goals. On the other hand, Kenny and Zaccaro (1983) suggested that leaders to be successful need a behavioral repertoire and the ability to select the right role for the situation. To do this, leaders need both cognitive and behavioral complexity and flexibility a leader needs the ability to perceive the needs and goals of a constituency and the ability to adjust ones personal approach to group action (Leban and Zulauf 2004). Therefore, Mosadeghrad et al (2006) pointed out that while there are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. In contrast, Darwish (1998) pointed out that there is wide disagreement among scholars with regard to effective leadership style. For instance, Brozik (1994) argues that no one type of leadership style is the best in all situations. The leader, subordinates and the environment or the task determine the effectiveness or ineffectiveness of each style Kur (1995) believes that effectiveness in leading is directly related to the leaders way of thinking about him, subordinates, organization and environment. Likert   (1977)argue that the participative style is more productive in any culture. In the last three decades many scholars had received increasing attention to two new paradigms called transformational leadership and transactional leadership where the interests of the study are. It added a new dimension to organizational studies, namely the visionary aspect of leadership and the emotional involvement of employees within an organization. The basic notion is that a visionary leader can create an impression that he has high competence and a vision to achieve success (Jing and Avery, 2008). According to Bass (1985) developed a theory of visionary or transformational leadership whereby the leader inspires and activates subordinates to perform beyond normal expectations (Jing and Avery, 2008). The study would like to examine this in National Oil Corporation in Libya. On other hand, Lowe et al., (1996) pointed out that there are four dimensions of transformational leadership style such as: Idealized influence or charisma, inspirational motivation, intellectual stimulation, and individualized consideration. (Bass et al., 2003; Piccolo and Colquitt, 2006), defined these dimensions for transformational leadership as follows: Idealized influence or Charisma is the degree to which leaders behave in such a charismatic way that followers identify with them. Inspirational motivation is the degree to which leaders articulate visions for the future that appeal to followers. Intellectual stimulation is the degree to which leaders challenge assumptions, take risks, and solicit followers ideas. Individualized consideration is the degree to which leaders attend to followers needs, act as mentors or coaches, and listen to followers concerns. Bass, (1985), Burns (1978) Leadership is considered a factor that has a major influence on the performance of organizations, managers and employees. More recently, researchers have focused mainly on the subordinates perspective and proposed two main facets of leadership transactional and transformational. This theory suggests that transformational leadership, more than transactional leadership, has a stronger positive effect on employees attitudes towards their job, their job environment, and ultimately affects their work performance. Oluseyi and Ayo (2009) pointed out that leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. On the other hand, Xenikou and Simosi (2006) suggested that organizational culture and transformational leadership have been theoretically and empirically linked to organizational effectiveness. During the 1990s a number of comparative studies on the culture-performance link showed that certain culture orientations are conducive to performance. Lok and Crawford (2004) pointed out that organizational culture can influence how people set personal and professional goals, perform tasks and administer resources to achieve them. Organizational culture affects the way in which people consciously and subconsciously think make decisions and ultimately the way in which they perceive. While other researchers has suggested that organizational culture can exert considerable influence in organizations particularly in areas such as performance and commitment. Bass (1985) said that transformational leaders frequently change their organizations culture with a new vision and revision of its shared assumptions values and norms. In a transformational culture, there is generally a sense of purpose and a feeling of family. Superiors feel a personal obligation to help new members assimilate into the culture. Assumptions, norms, and values do not preclude individuals from pursuing their own goals and rewards. In addition, Bass (1985) mentioned that transformational qualities lead to performance beyond expectations in organizational settings. A study of Ogbonna and Harris (2000) organizational culture and leadership finds that the two areas have been independently linked to organizational performance. A little critical research attention has been devoted to understand the links between the leadership and culture also and the impact that such an association might have on organizational performance (Ogbonna and Harris, 2000). Organizational commitment is an important employee attribute from the organizations perspective. Several studies have found relationships between high-commitment human resource policies and positive organizational outcomes such as productivity, quality, and profitability (Perryer and Jordan 2005). Organizational commitment has been studied in relation to employee performance there is still considerable controversy surrounding the precise nature of the relationship. While there is some evidence to suggest that organizational commitment is a mediating variable between leadership and performance. Consequently, studies that examine the complex relationships and interaction between these variables will be of value to management theorists and practitioners. Lok and Crawford (2004) said that organizational commitment and job satisfaction have received significant attention in studies of the work place. This is due to the general recognition that these variables can be the major determinants of organizational performance and effectiveness. A numerous of studies in the area of job satisfaction and organizational commitment have been asserted that leadership and organizational culture have significant impact on both job satisfaction and organizational commitment (Chen and Francesco, 2000; Mathieu and Zajac, 1990; Williams and Hazer, 1986). Lok and Crawford (2004) had the same result in his research which has been done to make comparative between Hong Kong and Australian managers the result confirms that organizational culture and leadership styles are important organizational antecedents of job satisfaction and commitment. However, the influence of national culture on leadership styles, organizational culture and their subsequent effects on employees job satisfaction and organizational commitment were not explored intensively enough in National Oil Corporation in Libya. To choose National Oil Corporation in Libya for the current study because Libya is a member of the Organization of Petroleum Exporting Countries (OPEC). It holds the largest proven oil reserves in Africa which make it as one of the most important oil-producing countries in Africa and in the world. Therefore, petroleum sector in Libya is very important sector which is like the backbone of Libyan economy. In this context, National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertaking development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. In additionally, the study expected to offer some useful information of leadership style in National Oil Corporation in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. 1.2 Purpose of Research Study The purpose of this study is to explore the relationship between transformational leadership, organizational culture, with job satisfaction and organizational commitment in National Oil Corporation in Libya. Cameron and Quinn (1999) pointed out that numerous studies report the most frequent reason given for the failure of planned organizational change was due to a neglect of the organizational culture. According to Schneider (2000) Organizational culture is a key to organizational success, and effective leadership is the means by which the culture is created and managed. Understanding organizational culture is an important activity for managers because it affects strategic development, productivity and learning at all levels of management (Twati and Gammack, 2006). The relationship between transformational leadership style and organizational culture was examined by some researchers such as Xenikou and Simosi (2006), who asserted in his study that organizational culture had direct impact on organization performance while transformational leadership had indirect positive influence on performance through its impact achievement orientation. This study showed that organizational culture mediates the effect of transformational leadership on performance. Therefore, the purpose of the study is to accept or reject the suppositions that there is a relationship between transformational leadership style organizational culture with job satisfaction and organization commitment in National Oil Corporation in Libya. Therefore, Yiing and Bin Ahmad (2009) pointed out that leaders behaviors have positive and significant relationship with organizational commitment. On the other hand, cultures have significant moderating effects on the relationship between leadership behaviors and organizational commitment. However, the main academic purpose of this study is to make a contribution in leadership field behaviors on culture and on organization behavior in the petroleum sector in Libya. 1.3 Problem Statement The oil sector is the most important sector in Libya. Libya is one of the most important oil-producing countries in Africa and in the world and that the interest in this sector is very important. Therefore, this sector needs professionals leaders who can achieve all the goals of both employees and organization. An organization short on capital can borrow money, and one with a poor location can move. But an organization short on leadership has little chance for survival (Darwish, 1998).   A set of characteristics that help leaders to achieve the plans, programs, policies and strategy that have been developed and the advancement of their respective organizations. The most important of these characteristics experience, decision-making, knowledge and to deal with the environmental variables that may occur both within and outside the organization. The weakness of these skills and characteristics makes it difficult for leaders to carry out its functions and achieve organizations goals. Therefore, Chen (2002) found that transformational leadership behaviors have a slightly positive relationship with organizational commitment. While Harris and Mossholder (1996), pointed out that organizational culture stands as the center from which all other factors of human resource management derive. It is believed to influence individuals attitudes concerning outcomes, such as commitment, motivation, morale, and satisfaction. In addition, Bass (1985) have mentioned that demonstrates the relationship between leadership and culture by examining the impact of different styles of leadership on culture. He argues that transformational leaders frequently work towards changing the organizational culture in line with their vision. Similarly, Brown (1992) observes that good leaders need to develop the skills that enable them to alter aspects of their culture in order to improve their organizational performance. The leaders of National Oil Corporation have to know that organizational culture, organization commitment and job satisfaction are very important factors can help them to achieve the goals of the organization, and these variables enhance organization performance. In short, and based to what has been mentioned above, this study is trying to clarify the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment in National Oil Corporation in Libya. Which the researcher believes it does not exist in Libya National Oil Corporation. Specifically, the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment and how organizational culture effect the relationship between transformational leadership style with organizational commitment and job satisfaction   in National Oil Corporation in Libya. The research questions are as follows: Is there any relationship between transformational leadership style organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? Is there any relationship between transformational leadership style job satisfaction in National Oil Corporation in Libya? Is there any relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya? Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya? Is there any relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya? 1.4 Focus and Research Objectives The overall objective of this study is to examine the role of leadership style in the National Oil Corporation in Libya. The specific objective in this study is to clarify the relationship between transformational leadership style with job satisfaction and organizational commitment while organizational culture is the mediate variable in the National Oil Corporation in Libya. The study expected to offer some useful information of leadership style in oil sector in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. The breakdown of these objectives yields the following specific objectives: To determine the nature of the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. To determine the nature of the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. To determine the nature of the relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya. To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya.   To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. To determine the nature of the relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya. 1.5 Rationale of Study Previous studies have examined the link between leadership paradigms and behaviors and have shown a positive relationship, none has explained the nature of this connection, and therefore, how and why leadership affects performance. Future research needs to address this deficiency. In sum, based on the above discussion, there are many problems and gaps in existing studies of the leadership performance relationship that need to be addressed before a clear picture of this relationship can be drawn (Jing and Avery, 2008). Therefore, the aim of this study is to investigate the relationship between transformational leadership, organizational culture with job satisfaction and organizational commitment in the Notional Oil Corporation in Libya. Therefore, the topic of leadership is very important to the organization performance and the entire petroleum sector. Leaders can set the direction of the organization and it is very significance issue can lead the organization to achieve their goals. To do this study in the Notional Oil Corporation in Libya because Libya is the one of the (OPEC) organization and this sector is very important which is like the backbone of Libyan economy. Therefore, organization culture influences organization performance and also the employees. Organization culture influence perceptions of employees towards investors of technology transfer. Additionally, try to add useful information to improve our knowledge for this field in Libya. 1.6 Significance of Study This study is important for several reasons, to make a positive view of transformational leadership style in the National Oil Corporation in Libya. To clarify the problems and barriers encountered in application of transformational leadership style programs in the National Oil Corporation in Libya in the context to the case included in this study.   In addition, to clarify the role of leadership to improve organization performance in the National Oil Corporation in Libya and to what extent this leadership succeeded to achieve organizations goals. On the other hand, this study is an attempt to participate in and contribute to research resulting in knowledge increases. Assist scholars, and other researches in leadership field. The researcher achieved that the leadership style and organizational culture play a significant role to effect organizational commitment and job satisfaction in National Oil Corporation in Libya. In particular, how transformational leadership style and organizational culture can impact organizational commitment and job satisfaction in National Oil Corporation in Libya. Finally, the researcher achieved the nature of  Ã‚   the relationship between all these concepts such as transformational leadership style, organizational culture, job satisfaction and organizational commitment in National Oil Corporation in Libya. 1.7 Definition of Terms 1.7.1 Leadership Leadership, like most other concepts in social sciences, has no single or unique definition. It has been defined differently by different authors. Leadership is defined as â€Å"the process of influencing employees to work toward the achievement of objectives.† While others defined leadership as a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization.   1.7.2 Leadership Style Leadership style is theway to understand why leaders, faced with seemingly identical situations, use such different decision processes. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. In the other meaning, it is the ability of a leader to influence subordinates to performing at their highest capability. 1.7.3 Transformational leadership Transformational leadership is   grooms followers into future leaders by giving them freedom to control their behavior, elevates followers concerns from physical to psychological needs, inspires subordinates to consider group rather than self interests, and communicates desired outcomes to let subordinates perceive changes as worthwhile†. While others said that transformational leadership, the leader motivates followers by inspiring them, setting challenges and motivating personal development. Transformational leadership encourages the achievement of high collective standards, through a sense of purpose and a common mission and vision. 1.7.4 Organizational culture Organizational culture as a series of values, the measure of culture focuses on values, whereas definitions of culture which focus on artifacts lead to measures which focus on organizational creations. Organizational culture is the personality of the organization, which comprises of assumptions, values, norms and artifacts of organization members and their behaviors. Organizational culture can be looked at as a system based on the companys value and norms, and organizational behaviors such as its technologies, strategies, products, services and appearance. Organizational culture has been seen as holistic, traditionally decided, and socially built. Culture involves beliefs, values and behavior, exists at a various levels, and manifests itself in a wide range of characteristics of organizational life. 1.7.5 Organizational commitment The word â€Å"commitment† is the strength of an individuals identification with and involvement in a particular organization.   Some researchers explained that commitment has three major components: a strong belief in and acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a definite desire to maintain organizational membership. 1.7.6 Job Satisfaction Some definitions of job satisfaction focus on the job itself, while others included all the job-related factors. Some researchers have defined satisfaction as positive feeling or aggressive responses; whereas others defined it as the gap between expected gains and the actual gain. Furthermore, satisfied employees have also been shown to exhibit lower levels of absenteeism and higher levels of motivation than their counterparts. In contrast, job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. 1.8 Organization of Study The present study arranged into six chapters as follows: Chapter One is the background of the study, which states the purpose, problem statement and research questions. This includes the rationale and significance of the study. It also describes the focus and objectives of the study, definition of terms and organization of the study. Chapter Two content overview of leadership concept, leadership theories, leadership styles and concentrate to transformational leadership style. This chapter also covers organizational culture, job satisfaction and organization commitment. Studies on transformational leadership style with organizational culture, organizational commitment and job satisfaction, which include findings of previous studies and their relationship with the current research studies. Chapter Three introduce the research framework and overview, this includes statement of hypothesis. Chapter Four discusses previous research methodologies and the research design. This includes population and sample, which also cover the reliability and validity test of instruments used and the data analysis plan. Chapter Five elaborates on results of the data analysis and hypothesis testing which cover demographic characteristics and statistical analysis. This chapter also describes data analysis for research questions and hypothesis proposition. Chapter Six represents the research findings

Racial Prejudice and Bias Against Hispanics Essays -- Sociology Racism

Racial Prejudice and Bias Against Hispanics At some point in life, every individual has been treated like an outsider. It occurs often with children or teenagers. However, one can still be regarded with this attitude as an adult. Furthermore, an entire group can feel as if they are being treated as an outsider, and sadly enough, it does happen regularly. One author, David Hernandez, spoke about these occurrences through his poem â€Å"Pigeons.† With his poem, Hernandez argues that Hispanics are never treated or viewed as insiders, but always as outsiders. Sadly enough, I would have to agree with Hernandez’s argument, for in his poem he concludes that Hispanics are viewed as â€Å"weird† because of their culture, are deprived by the public, and are not accepted by any of the other cultures within the American society. In the very first line of his poem, Hernandez throws out a shocking argument statement. This line reads, â€Å"Pigeons are the spiks of Birdland† (Hernandez 1023). This is extremely shocking since Hernandez was Hispanic, yet he is calling his people â€Å"spiks† and â€Å"pigeons† in degrading ways. Nevertheless, he does it to make a strong argument. First, he says that his people are viewed as pigeons because their culture is seen as weird and odd. I would have to say that I agree with Hernandez’s feelings on this, even though I do not agree that this is the right attitude to have toward Hispanics or any other race for that matter. Many times the Hispanic’s dress or the way they do things is looked down upon. It seems odd, though, that this is the attitude, since Americans have adopted several aspects from the Hispanic culture, such as pià ±atas at parties and their many types of foods like tacos, en... ...aces and by many people, â€Å"[Hispanics] are not accepted anywhere,† making them â€Å"the spiks of [America]† (Hernandez 1023). David Hernandez’s poem â€Å"Pigeons† makes strong arguments toward the fact that Hispanics are viewed with negative and prejudiced attitudes, are underprivileged by society, and are not accepted in many aspects of the general public, and with these arguments I would have to agree. Nevertheless, Hispanics are not the only group of people who are viewed with a degrading or biased attitude. Many other races are treated as outsiders, which is not right. Every human needs to reach out to others, helping each person to feel included into society. Works Cited Hernandez, David. â€Å"Pigeons.† Making Literature Matter: An Anthology for Readers and Writers. Ed. John Schilb and John Clifford. Boston: Bedford/St. Martin’s, 2000. 1023-24. Racial Prejudice and Bias Against Hispanics Essays -- Sociology Racism Racial Prejudice and Bias Against Hispanics At some point in life, every individual has been treated like an outsider. It occurs often with children or teenagers. However, one can still be regarded with this attitude as an adult. Furthermore, an entire group can feel as if they are being treated as an outsider, and sadly enough, it does happen regularly. One author, David Hernandez, spoke about these occurrences through his poem â€Å"Pigeons.† With his poem, Hernandez argues that Hispanics are never treated or viewed as insiders, but always as outsiders. Sadly enough, I would have to agree with Hernandez’s argument, for in his poem he concludes that Hispanics are viewed as â€Å"weird† because of their culture, are deprived by the public, and are not accepted by any of the other cultures within the American society. In the very first line of his poem, Hernandez throws out a shocking argument statement. This line reads, â€Å"Pigeons are the spiks of Birdland† (Hernandez 1023). This is extremely shocking since Hernandez was Hispanic, yet he is calling his people â€Å"spiks† and â€Å"pigeons† in degrading ways. Nevertheless, he does it to make a strong argument. First, he says that his people are viewed as pigeons because their culture is seen as weird and odd. I would have to say that I agree with Hernandez’s feelings on this, even though I do not agree that this is the right attitude to have toward Hispanics or any other race for that matter. Many times the Hispanic’s dress or the way they do things is looked down upon. It seems odd, though, that this is the attitude, since Americans have adopted several aspects from the Hispanic culture, such as pià ±atas at parties and their many types of foods like tacos, en... ...aces and by many people, â€Å"[Hispanics] are not accepted anywhere,† making them â€Å"the spiks of [America]† (Hernandez 1023). David Hernandez’s poem â€Å"Pigeons† makes strong arguments toward the fact that Hispanics are viewed with negative and prejudiced attitudes, are underprivileged by society, and are not accepted in many aspects of the general public, and with these arguments I would have to agree. Nevertheless, Hispanics are not the only group of people who are viewed with a degrading or biased attitude. Many other races are treated as outsiders, which is not right. Every human needs to reach out to others, helping each person to feel included into society. Works Cited Hernandez, David. â€Å"Pigeons.† Making Literature Matter: An Anthology for Readers and Writers. Ed. John Schilb and John Clifford. Boston: Bedford/St. Martin’s, 2000. 1023-24.

Response to the Front Kick :: essays research papers

LINE Training 2 – Response to the Front Kick The purpose of this document is to provide the reader with a clear explanation of the maneuvers contained in Series 2 of Marine Corps LINE Training. LINE stands for Linear Infighting Neuro-override Engagement. It is based on the principle of using the brain’s involuntary reactions to traumatic injury to gain an advantage over an opponent. Despite its brutality, the technique is intended only to be used for self-defense. All LINE tactics begin with a quick reversal, followed by a ‘softening blow’ to cause some form of trauma, and then end with a killing blow. MATERIALS Because this will be an unarmed combat exercise, no extra materials will be necessary other than a willing opponent to assist with the maneuver. PROCEDURE 1.  Ã‚  Ã‚  Ã‚  Ã‚  Assuming that the opponent is kicking with the right leg, and that you are standing to face to face with him, quickly roll on the balls of your feet until you are facing nearly 45 degrees to the right of your original position. This should place you out of the path of the attack so that you could watch your opponent’s foot go by you. 2.  Ã‚  Ã‚  Ã‚  Ã‚  Strike the side of their foot with both of your palms. The force of the blow, combined with their momentum, should be sufficient enough to spin your opponent away from you. You should now be standing behind him. 3.  Ã‚  Ã‚  Ã‚  Ã‚  Close the distance between you and your opponent by grabbing their shoulders. Move quickly to take advantage of their lack of balance. Place your right foot against the back of their left knee and then step forward and down onto it. . Use your weight to force him to his knees. If done properly, this should break the patella, tear the cartilage in the knee, and possibly cause serious tendon and ligament damage as well. This is the softening blow. 4.  Ã‚  Ã‚  Ã‚  Ã‚  Stand quickly and stabilize your opponent by placing your right hand on his right shoulder. You should still be behind him. Using your left hand, place your palm on the top of his head and sink your fingers into his eye sockets. Simultaneously gouge and lift upwards with your fingers, until his chin is high enough to expose his throat. 5.  Ã‚  Ã‚  Ã‚  Ã‚  Release your right hand, close it into a fist and raise it into the air. Gouge the fingers of your left hand deeper into the eyes to keep your opponent incapacitated and strike downwards in a hammer-blow motion, using the side of your fist.

Without the work of women on the Home Front, Britain could not have won the First World War

Throughout the time of the war, women abandoned all aspects of their old lives. Suffragists and suffragettes suspended their campaigns for the vote. Instead they concentrated on setting up unions and leagues to actively encourage men to join the army. For example they published posters urging mothers, sisters, wives, daughters to persuade male family members to sign up. All men who wouldn't sign up were given a white feather, more famously known as the symbol of a coward. Not only did women concentrate on boosting recruitment; they soon replaced male workers doing dangerous and hard jobs in bad conditions where they were occasionally subjected to abuse. The analysis of the following sources will help to prove or disprove the question. Source A is written by a woman who lived through the war. It explains the work that she did after the war broke out and how much she was paid. The letter was written in 1976 but is a primary source. This means that the source needs careful consideration when deciding if it is reliable. The woman's memory may not be accurate so it could be inaccurate, exaggerated, or miss placing vital information. The source has a very one-sided view, as the author seems to only note to the positive aspects of her change in career. There is no suggestion of bad conditions, treatment or injuries as many other sources suggest. The source makes the working life of women seem pleasant and enjoyable. However many sources and other information do not agree with this. The source doesn't directly agree with the question as it doesn't show that women were helping Britain win the war but does stress that they were useful. The source isn't very reliable unless it is used in conjunction with another source to back it up. Source B is part of a book written by Sylvia Pankhurst in 1932. Sylvia was the daughter of Emily Pankhurst who was the founder of suffragettes and Sylvia was a firm follower. Suffragettes wanted the right to vote and used fierce campaigns often ending in violence and riots. They were strong, determined and single-minded women. Sylvia was especially this way. She set up unions to campaign for women's rights. The source, therefore, could be biased and used to persuade people to support and join them. Even tough it was written after the war women still weren't seen equals and needed many people to help support them. The source could therefore be exaggerated to help make the writing more emotive and persuasive. This source is more informative than the one before, it shows us the disadvantages and seems much more like other information that has been published. For example the bad working conditions ‘it was common for six o more dope painters to be lying ill'. The source does agree more with the statement than Source A. It suggests that women were putting their lives at risk to help continue industry and help the war continue. Source C, again, taken from a book, written in 1917 by a factory owner. This source completely contrasts with the previous source. It suggests that ‘women prefer factory life'. Being a primary piece of evidence, it may have been used to boost the number of female workers in the factories so may not be entirely reliable. Although the owner will be seeing the everyday work women are doing and how they do it. However this source doesn't tell us what factory it is. If the factory is in good condition and the women there are working in an enjoyable atmosphere with good pay then they will be obviously enjoying their work. The source does not tell us the numbers of women that enjoy factory life; it may only be a minority of the workforce. The source lacks in vital information, which could change the whole outlook of the source and has no evidence to prove what it is suggesting. It is hard to find sources that agree with this view unless they are obvious propaganda. The evidence in this source does not really with the statement because it is not proving that women are helping the war and is a biased piece of writing. Source D, on the other hand, is completely different. It is a photograph taken in a munitions factory during the first world war. It doesn't tell us when during the war the photo was taken. If it was taken at the start of the war it could mean that it is showing how men's attitudes to women were still very poor. Also there is no suggestion of numbers and how the women themselves feel. No evidence of working conditions is shown. There is evidence to suggest that it is propaganda used to help women join the factories; it shows women doing highly skilled work. But more evidence to disprove this idea. The women look depressed, unhappy and they are not smiling. Also there is a board at the back, which reads ‘when the boys come back we are not going to keep you any longer – girls. ‘ Suggesting men feel superior and better. This would not help women the workforce. The use of the work ‘girls' makes the women seem young, helpless and insuperior. It could well be used to change male attitudes of women for the worse and may have been made by trade unions that disapproved of female workers. This source defiantly agrees with the statement. It directly says how women are needed and has photographic proof of women working in the factories. Source E is a poster from the British government produced in 1916. This is undoubtedly propaganda. It was made during the munitions crisis and was made as a part of the DORA scheme. Therefore it is likely the source is biased and used to boost morale. Its main purpose, however, is to persuade the women to join the workforce. It shows a woman of middle class or higher and well dressed. She is young and obviously working as she is wearing an overall. She looks like she is flying suggesting she is happy, on top of world maybe. This source looks similar to the one featuring Lord Kitchener about recruiting. It is appealing to you like that one by saying ‘these women are doing their bit' so why aren't you? But it is reliable even though it is propaganda because it shows that women were needed in factories and as many as possible. Evidence suggests that the government is actively encouraging women showing a change in society against the norm. This source however does have limits. We are not aware of numbers or how women feel about the work. Or how much they are paid and how hard the work is. But the source fully agrees with the question. It is an essential poster; the government are saying ‘we need help – we need women to solve the munitions crisis'. Source F is written record of the numbers of employed in British industries in 1914 and 1918. The huge increase in transport, manufacturing, civil servants and teachers. Women are going into industries previously dominated by men. The only industry out of the group that decreased was domestic service, an industry that women worked in before the war. It was long hours with little pay sometimes just(i2 per month and women, as far as we can see from Source A ‘hated every minute of it'. This source is useful because it shows how many more women the government employed. There is no suggestion of what the women or government thought though. The source covers the whole period of the war including the time of the munitions crisis and DORA. Many of the women would have been employed because of either or both of these. The source is, therefore very reliable, because it is highly unlikely to be propaganda or biased. However we do not know when it was published or why it was. The source does agree with the statement, because it proves that the number of women in industries from 1914 – 1918 was a huge increase for example in transport only 18, 200 women were employed in 1914 but by 1918 this number had increased to 117, 200! It shows women were needed to fill the places of men. Source G is an extract from an account of one woman's experiences while working during the First World War. It is a primary piece of evidence as it was written in 1919, just after the war has finished. The source tells us about what the male employees did to her. It is useful because we get an understanding of men's attitudes to female employees. Many other sources have supported the idea that man's attitudes are changing, they are respecting women and encouraging women. However this source completely disagrees with this. The foreman gave her ‘wrong or incomplete directions' and she had ‘no tools' to work with yet it was unquestionable to ask to ‘borrow from the men. ‘ The male employees would also treat her badly by drawer being ‘nailed up' and ‘oil poured over everything in it'. This source does not, however, tell us whether the boss knew or if he did, whether he did anything or ignored it. Also we do not know if the men's attitudes changed during her experience, as there are no exact dates of events. But the woman does say ‘none of the men spoke to me for a long time'. This suggesting that maybe she was eventually accepted. This limits the reliability, although having said that, it does seem to be a reliable source as it was undoubtedly used as propaganda of any sort because it was published after the war had finished. The evidence from this source disagrees with the statement because it suggests that the men do not need nor want the female employee in their workforce. They seem to be capable without her. Source H is part of an article in The Engineer published in August 1915 which makes it a primary piece of evidence. It is praising female workers and sounds surprised ‘women can satisfactorily handle much heavier pieces of metal' and are disproving every man who under estimated women ‘than had previously been dreamt of'. It is useful in the sense that it suggests that men's attitudes have changed for the better and the majority of men agree with this. 85 MPs in Parliament agreed to the vote of women. However we do not know how many people agree with this and there is no proof that is was definitely written by a man. There isn't evidence of what job it is or what the conditions were like. It was written at the start of the munitions crisis, when the government were persuading women to join the workforce. So it is possible that this source taken form a trade journal, was used to show women that people did support them, did believe in them and therefore making women warm to the idea employment. The evidence in this statement does support the statement. People were realising, even form an early stage, how much effort women were doing in filling the men's shoes and helping the war effort. Source I, published in 1918, is part of a report on Women's Work in wartime. The source shows how women are losing their femininity ‘she has discarded her petticoats'. Women's clothes were changing and evolving. People were becoming used to it, it seemed normal to have ‘girls at the wheels of the cars'. Women are becoming independent. The source also gives information on other work women did, not just the usual factory industry or munitions. It suggests women are taking over the job industry in every aspect. The source was written at the end of the war meaning that a lot of men will have gone to fight so female workers were a huge majority. The source seems to be very reliable as there is a lot of information and it does not raise many queries. However there are no examples of what women have to say but there is a good gist of numbers in this source making it more useful. But there are no exact figures. This source completely agrees with the question. It shows women were employed in jobs in all areas. Source I, an official war painting titled ‘For King and Country' by E. F. Skinner done in 1917. There is frequent evidence in this source to show it could be propaganda. Firstly the title directly gives a patriotic sense of pride in your country and nation. Aimed at women to join the workforce, it shows a munitions factory almost completely dominated by women. They are smiling, working in good conditions with no obvious dangers although this painting was drawn after medical reports were published in 1916 showing the effects of factory working. It is a very positive painting of the prospect of work. It is an extremely biased painting with no other purpose but to raise the sprits of women. The source is useful because it shows how much effort the government is putting into making propaganda pictures. Although it may not be useful because we get no idea of the down sides of factory life – everything seems so good. This makes the source unreliable because it is a very biased and exaggerated but still reliable in the sense that we can appreciate how much the government wants to keep morale high and spirits up. The source does agree with the statement for the obvious reason that there is a picture full of female workers near to the end of the war. The majority of sources do agree with the question. Source B, D, E, F, H and I all agree. Source C does definitely not agree and Sources A and C seem to be in the middle. Many of the sources which support the view that ‘without the work of women on the Home Front, Britain could not have won the war. ‘ Much other information helps to support this; DORA was set up to solve the munitions crisis and it used women to help overcome it. Suffragettes and suffragists set up many leagues and acts to persuade women to send their male family members to war. It is fair enough to say that without women, nobody would be there to persuade men to go to war, nobody would be there to supply men with ammunitions, and nobody would be there to nurse the injured soldiers. Not only were women coping with this but also had to face the prospect that they would never see their loves ones again. Without the work of women the war for Britain would not have been possible, let alone Britain winning.