Reflecting the Horrors of War

Thesis revised People learn more about the horrors of war through literature but do not infer from experience they gain; the only way they apply the knowledge about the war is the development of more sophisticated weapon to kill people.Advertising We will write a custom essay sample on Reflecting the Horrors of War specifically for you for only $16.05 $11/page Learn More As such, literature can be considered one of the most effective ways to reflect the war in terms of reasons, results, stories of people and their families, feelings and emotions, actions and virtues. Does the war help people to understand the values of life and demonstrate their virtues? I would like to review the works of literature the authors of which managed to show how horrible the war is so that successive generations did not want to solve the conflicts in this way. The war is one of the most widely-spread and talked-about concepts of the contemporary society. The history should no t be forgotten; it has to be reflected in literature for other people to learn the examples and know how destructive the mankind can be. The relations between the people during the war were not clear, especially regarding the World War II when the concept of racism was advanced in terms of treating people rather than their skills, virtues, or features. In this respect, many people try to listen only to the stories about brave men who can come to rescue. However, in the beginning of the book The Complete Maus: Maus I – A Survivor’s Tale; Maus II – And Here My Troubles Began by Art Spiegelman, the father tells the author: â€Å"It would take many books, my life, and no one wants anyway to hear such stories† (14). The images of mice use to depict Jews are bright and lively showing how horrible the war is in spite of the fact that people do not like to hear true storues. The responsibility is a concept that has little relation to war because no one would clai m that he/she started the war and made all those people suffer. Some Americans cannot still forget the horrors of the Vietnam War whereas the invasion of Iraq became another topic for literary tragedy. As such, people suffer from the consequences of war which did not even finish because soldiers die leaving families without â€Å"Our fathers—our coaches, our teachers, our barbers, our cooks, our gas-station attendants and UPS deliverymen and deputies and firemen and mechanics—our fathers† (Percy, par. 8).Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More The most horrible thing is that the representatives of the government responsible for those victims of the war including soldiers and their families do not realize how many people are affected and how damaging and destructing the entire war conflict is. Some people think that war is romantic in some way showing us heroes that bravely fight against the enemies. However, their attitude towards war is shaped in accordance with the principles advocated and propagated in media. On the contrary, the horrors of war are the same no matter how many time have passed since the last shot. The World War I seems to be far away though its reflections are still engraved in the world history because it affected many countries and many people died or lost people their knew and loved. The poem â€Å"Dulce Et Decorum Est† by Wilfred Owen was inspired by the events of this war demonstrating the horrors of military operations. The author tells about the gas and the reaction of a human organism when one can do nothing to prevent the reaction: But someone still was yelling out and stumbling and floundering like a man in fire or lime (Owen, lines 11-12). This poem ends with a statement that the famous Latin exhortation about the excitement from dying for the mother land is the lies. Works Cited Percy, Benjamin. â€Å"Refresh, R efresh.† The Paris Review 175, (2005): n. pag. Web. Spiegelman, Art. The Complete Maus: Maus I – A Survivor’s Tale; Maus II – And Here My Troubles Began. New York, NY: Pantheon Books, 1997. Print. Owen, Wilfred. â€Å"Dulce Et Decorum Est.† N. pag. Web. http://english.emory.edu/LostPoets/Dulce.html.Advertising We will write a custom essay sample on Reflecting the Horrors of War specifically for you for only $16.05 $11/page Learn More This essay on Reflecting the Horrors of War was written and submitted by user Night Thrasher to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Tips for Educators With Wheelchair-Bound Students

Tips for Educators With Wheelchair-Bound Students Dont assume that the student in the wheelchair requires assistance;Â  always ask the student if they would like your help before giving it. Its good to establish a method of how and when the student would like your assistance. Have this one-to-one conversation. Conversations When you engage with a student in a wheelchair and youre talking with them for more than a minute or two, kneel down to their level so that youre more face-to-face. Wheelchair users appreciate same-level dialogue. One student once said, When I started using a wheelchair after my accident, everything and everyone in my life got taller. Clear Paths Always assess the halls, cloakrooms, and classroom to ensure that there are clear paths. Indicate clearly how and where they access doors for recess, and identify any barriers that may be in their way. If alternate paths are required, make this clear to the student. Make sure desks in your classroom are organized in a way that will accommodate the wheelchair user. What to Avoid For some reason, many teachers will pat the wheelchair user on the head or shoulder. This is often demeaning, and the student may feel patronized by this movement. Treat the child in the wheelchair the same way you would treat all children in your classroom. Remember that the childs wheelchair is a part of him/her, dont lean or hang off a wheelchair. Freedom Dont assume that the child in the wheelchair is suffering or cant do things as a result of being in the wheelchair. The wheelchair is this childs freedom. Its an enabler, not a disabler. Mobility Students in wheelchairs will need transfers for washrooms and transportation. When transfers occur, dont move the wheelchair out of reach from the child. Keep it in close proximity. In Their Shoes What if you were to invite an individual who was in a wheelchair to your house for dinner? Think about what you would do ahead of time. Always plan to accommodate the wheelchair, and try to anticipate their needs in advance. Always beware of the barriers, and incorporate strategies around them. Understanding the Needs Students in wheelchairs attend public schools more and more regularly. Teachers and teacher/educational assistants need to understand the physical and emotional needs of students in wheelchairs. Its important to have the background information from parents and outside agencies if at all possible. The knowledge will better help you to understand the students needs. Teachers and teacher assistants will need to take on a very strong leadership modeling role. When one models appropriate ways to support students with special needs, other children in the class learn how to be helpful and they learn how to react with empathy versus pity. They learn too that the wheelchair is an enabler, not a disabler.

Critically Review the Blossoming Garden Centre case study Essay

Critically Review the Blossoming Garden Centre case study - Essay Example This has called for the emphasis on training and development of the workforce too. Consequently organizations have been observed to be making huge investments in conducting training needs analysis, developing training modules, and delivering the same to its human capital. Organizations constantly creating new knowledge and imparting the same through effective training and development to employees are seen to be providing better services and products to customers than others. Constant learning and development has become the key for success of the organizations (Vemic, 2007, p.1). This project seeks to bring forth the present HR conditions in Blossoming Garden City. For this purpose it conducts an evaluation of the organizations’ learning and development issues in the organization. The first issue which is observed is that the organization easily finds staff for itself but lacks the desirable skills or the willingness of these staff to get hands on experience with customers. The organization primarily faces difficulty in finding executives at the management and supervisory level. It is also expected that restructuring the management responsibility would be a difficult issue when Gordon would retire, who has been the Managing Director of the company since 1985. Moreover the nature of the business reveals that staffs need to be in constant touch with customers. This demands the right kind of customer skills which in turn demands adequate training on the skills. Training is considered to be an ongoing process in the organization, however, inadequacy of a formal training structure has been observed. Identification of Needs The report focuses on the learning cycle presented by Kolb, in terms of identifying the training needs, planning, delivering and evaluating the elements of learning and development. According to Kolb, every individual needs and responds to the stimulus of various types of learning styles to certain extent or the other. Depending on the best learning styles that fit the employees’ organizations set their learning strategies and preferences (Harrison, 2005, p.83). The following diagram provides Kolb’s learning cycle (Please refer Appendix 1). Researchers and practitioners have realized the requirement for training needs analysis as being an integral part of the organizations. In order to utilize resources successfully, it is important for organizations to determine the exact scope, location and magnitude of the training needs. Researchers have highlighted on the fact that there exists no justification of investments in training programs if it does not end up enhancing or improving the efficiency of the workforce of the organization (Moore & Dutton, 1978). Training needs analysis accounts for the very first step in the cyclical process of the overall education and training strategy staffs in organizations. According to the views of Gould, Kelly & White & Chidgey, (2003), training needs analysis begins with t he systematic consultation of identification of learning needs of the staff which is consecutively followed by the program planning, delivery and evaluation of the training programs. Research was conducted on micro and macro level organization for evaluating their training needs and assessments. It was revealed that in spite of their limited and small scope, the micro level organiza

Stock Market Index in China Dissertation Example | Topics and Well Written Essays - 15000 words

Stock Market Index in China - Dissertation Example Shanghai exchange will be positioned as China’s New York Stock Exchange (main board) while Shen Zhen exchange will act as China’s NASDAQ devoted to the growth or secondary market.   In essence, China’s securities market is still an immature one with few sophisticated financial instruments such as stock options, interest swaps, commodity futures, financial futures and derivatives.   Government is researching the advanced tools while most local securities firms are still inexperienced.   Supporting the program to nurture the growth of the stock market is China’s $622 billion securities market and its $900 billion savings, which makes China attractive to foreign investors even at this early stage.  Ã‚  Ã‚  Ã‚  Ã‚  Surprisingly, the economic growth has been achieved against a backdrop of inadequate legal and regulatory infrastructure and barriers that inhibit market entry and competition. However, Chinese government has promised improve legal and regul atory framework in order to meet several economic development goals.   The problems on bad bank loans and inefficient state-owned companies still intimidate foreign investors but many believe China can make its financial market more attractive by creating a better regulatory environment and more complete market structure.Price liberalization, downsizing state-run industry and making way for a vibrant private sector were the touchstones of China’s efforts to open up its trade and investment arena to the world (Schlotthauer, N., 1999).  Ã‚   To further expand domestic demand, a series of moves were taken in 2003.

Assignment2 economics Essay Example | Topics and Well Written Essays - 1250 words

Assignment2 economics - Essay Example The product is target at middle income earners so a higher mark up can scare them away will raise mark up gradually based on demand. b) A new technology you have developed and recently patented. The market has been awaiting this product and its purchase by a customer will yield a tremendous competitive advantage. The only users will be very large Fortune 200 companies who have deep pockets and are anxious for the competitive advantage your product yields. Reason: The product is based on a new technology so there are currently no competitors. Patent rights prevents the entry of competition hence 80% of mark up. Besides the buyers are affordable Fortune 200 companies waiting to double their returns based on this product. Besides the tremendous expected demand. c) You own a railroad company. You are about to junk some old boxcars. However, there is a surprisingly tremendous demand for boxcars to be used as suites, just like the ones at Bryce Memorial Stadium at the University South Carolina. Reason: The 30 % mark up due to the demand for the product. But the product is not patented and there is competition from other railroad companies hence only 30% will raise or lower to offer a competitive price as the boxcars will be junked if not. f) Your company owns a 5-acre tract of land on a hill. ... product is not patented and there is competition from other railroad companies hence only 30% will raise or lower to offer a competitive price as the boxcars will be junked if not. f) Your company owns a 5-acre tract of land on a hill. You do not plan to use the land, but rather to keep it as 'greenspace' for your employees. You have been approached by a cellular company who wishes to place a tower on your site. They have begun discussions with another company who has a less attractive site. This company will try to negotiate for $8,000 per year. Price of the 5 - acre tract - $8000 (or more attractive for the cellular company) Reason: The company achieves its aim in keeping the area green as well as will receive revenue of $ 8000 as rent without any maintenance for the tower unlike a building rented. g) You own a start up cellular company and are considering how to price your basic, standard phones if customers will sign a contract to keep your service for a year. Price of the service will be - 10% lower than the market price Reason: The product is new and needs market penetration among existing players. Besides the signing of contract by the customers for a year will reduce attrition and salvage the cost Question 2: Discuss the differences in how each market type prices its product to maximize profit. Products in different market types are priced differently. Find below a closer look at various market types, buyer and seller ratios, pricing strategies, and the impact of advertising. Entry into and exit from markets, Price leadership and price differentiation. Types of Markets 4 Market with Perfect competition: In a market with perfect competition, a large number of sellers and buyers

Emotional Labour In Call Centres Arlie Hochschild

Emotional Labour In Call Centres Arlie Hochschild The shift away from manufacturing industries in Britain towards service sector industries within the late 20th century, has led to a considerable growth within employment in the service sector (Hough, 2004), with many employees now involved in front-line service interactions with clientele or customers. Call Centres in particular has experienced a growth up to 400,000 employees; more than coal, steal and car manufacturing industry put together (Toynbee,2003). As a result of their rapid growth, it has provided a fascinating field of study for academic research into the human component of the working environment, with the process of work and its associated control and employment relations at the centre focus of most debates (FernieMetcalf, 1997). Given that Call Centre employees are working in an environment where tasks are often decidedly scripted and performance is closely controlled and monitored, academics have pointed to the similarities of this work to Tayloristic style productio n lines (TaylorBain,1998). However due to the labour and product of call centre work being relatively intangible, unlike the distinct process of product and service delivery in factory work, the emphasis within Call centres is almost exclusively on the quality of communication. In conjunction to the physical demands, cognitive requirements also need to be considered, whether an operative is dealing with a complaint, or a customer service call, they all demand emotion from staff. The increasing demand for client-centred services in a highly competitive business environment, has recognising that service workers are able to carry out emotional work which can be used as a vital part of the capitalists labour process (Hoschild, 1979,1983),to produce customer satisfaction. Therefore it is in an organisations interest to comprehend the impact of emotional labour on staff, in order to enhance the effectiveness of service and well-being of workers, ultimately decreasing costs such as stress, burnout, turnover and absenteeism (LewigDollard, 2003). Thus this writing will outline the concept of emotional labour and discuss generally the costs and benefits for front-line service employees within Call Centres and for the organisation itself, before looking at the ways call centre can help support employees. Emotional labour was a term constructed by Arlie Hochschild (1983) in her revolutionary study named The Managed Heart. The term describes the control of a persons behaviour to display appropriate emotions, within a situation (chu,2002), suggesting that certain emotions felt or not felt by an individual are suppressed or expressed in order to conform to social norms. Despite Hochschilds widely accepted definition, some researchers have defined and conceptualised emotional labour in different ways. However, the underlying assumption within organisational settings, is that emotional labour is to regulate both feelings and expressions in accordance with occupational or organisational display rules to achieve organisational goals (Schaubroeck Jones, 2000).For example, there is little doubt that emotional work in a Call Centre for staff can be demanding, boring, exhausting, tedious and  stressful (Carrim et al,2006).   Yet to clearly display these feelings to management or c ustomers would be in appropriate. As call centre staff are expected to appear cheerful and welcoming. Therefore from these rules, which can be learnt from our everyday interactions, through education, socialisation and fine -tuned by individual experiences and socially regulated settings, we learn when and where to look sad or glad, fearsome or fearful (PayneCooper, 2001) Many organisations have display rules concerning the emotions that employees should demonstrate in encounters with customers, clients, or members of the public (Hochschild, 1983). These display rules stipulate the content and range of emotions to be displayed, along with the frequency, intensity and duration that such emotions should be displayed (MorrisFeldman, 1996). These display rules may be explicit in organisation training materials, or they may be implicit in organisational norms (SuttonRafaeli, 1998). For example, Call Centre operatives engage in work interactively with customers on either inbound or outbound calls on actions such as sales and telemarketing, product or service information, and customer queries and complaints. These employees perform an important role in the management of customer relationships. As a consequence, service sector organizations have sought to specify the way in which employees present themselves to their customers. This has led to particularly in vasive forms of workplace control as operatives are now generally monitored for service quality as well as productivity. In most call centres there are constant efforts to increase the number of calls taken per employee and reduce both customer call time and wrap-up time (TaylorBain, 1999). Yet rules are also enforced to be cheerful happy, sociable, inoffensive and polite, despite the customers behaviour. As the manner in which operatives display their feelings towards customers has a critical effect on the quality of service transactions (AshforthHumphrey, 1993). Undeniably, the quality of the interaction is often the service provided (Leidner, 1996). The behaviour of the employee is therefore central to the success of the service transaction. These contradictory but asymmetrical pressures both create role conà ¯Ã‚ ¬Ã¢â‚¬Å¡ict for employees yet provide a high quality service (KnightsMcCabe, 1998).To control these conflicting pressures management  invents ever more imaginati ve ways to extract the maximum, and most sincere, performances from emotional workers  smiling  and meaning  it  being the  aim (PayneCooper, 2001). From a similar observation Hochschild (1983) noted how emotional dissonance can occur when an employees true feelings are different from their expressed emotions. Moving further to suggest how individuals deal with emotional dissonance by either surface acting or deep acting. Surface acting being the effort to achieve only the expression of emotion, such as one call centre agent admitted, I make the right noises saying sorryà ¢Ã¢â€š ¬Ã‚ ¦I dont really care (). While deep acting is a conscious attempt to produce and communicate the required emotions, and to manage the situation appropriately, by working to truly relate, believe and live the customers anxiety. Continually, academics such as, Ashforth and Humphrey (1993) have noted that when employees deep act, there may not be any emotional dissonance, but there is still exertion involved in achieving the appropriate emotions to follow display rules. Despite, huge efforts to sustain expected behaviours of calm, courteous and supportive behaviour, regardless of how operatives are really feeling, or being treated by a customer, either through surface or deep acting there may come a point of illness, exhaustion and burnout, through continual emotional labour (Hochschild,1983). Suggestively, more so when an operative is continually surface acting. This is supported by Schaubroeck and Jones (2000) in an examination of adverse employee health outcomes, found that pressures to express positive emotion within a persons job was positively related to physical symptoms. With over 20% of a Call Centre interactions, containing anger and verbal abuse from a customer (Grandey,DickterSin,2004).Which is often maintained throughout the duration of the complaint, despite an operatives efforts to placate the consumer (SchererCeschi,1997). Undeniably facing hostile behaviour and abuse could lead to physical indications of unhappiness emerging as work place stress such as hypertension, heart disease, even exacerbate cancer (Mann,2004) due to suppression of an operatives true feelings, which may cause a burnout. Which eventually may lead to an extended struggle to care and illustrate feelings ` (Mann,2004). One explanation is that employees may find it more difficult to sustain higher levels of expressed positive emotion while surface acting, that this creates tension within the individual. Form this employee may then break character by allowing their true feelings to leak into the telephone conversation (TotterdellHolman,2003). The high control system employed in a Call Centres i.e. scripted working of responses and the wide knowledge and expectation from customers suggests that if this does occur customers recognise this and feel the power to reinforce managements control efforts reprimanding workersà ¢Ã¢â€š ¬Ã‚ ¦.complaining to employees superiors when service [does] not meet their expectations (Leidner,1996,p.40) as customers are now able to distinguish the difference between genuine quality service and feigned quality service (Taylor,1998, p. 87). This in its-self leads to higher stressors within the job. In discussing her similar findings, Grandey (2003) suggested that emotional dissonance exhausts operatives resources, leaving them with too little resources to keep from breaking character. This depletion of resources may also cause the individual to adopt a strategy of withdrawal behaviours in order to cope with work demands to conserve resources: indeed, emotional exhaustion has been found to be associated with higher rates of employee absence (Deery et al,2002), as control pressure from several angles becomes too much to control. The correlation continues when looking at cognitive health cost, related to sustained emotional labour, Strazdins (2002) focuses on the cognitive processes involved, suggesting than an employee may find that their own mood becomes changed to mimic the anothers negative mood, around them in the team set up of a call centre floor. This process is known as emotional contagion (Pugh,2001). The employees cognitive processing may become negatively primed, stimulating recall of distressing events, or the employee may selectively process negative information relayed to them on the telephone, which in turn comes to affect decision-making. Negative emotions can then carry over and contaminate subsequent interactions with clients, fellow workmates or employees. Recent organizational research shows that employees working in team formats such as call centre staff do, are likely to share opinions, attitudes, thoughts and moods as well as behavioral patterns and general outlooks (Salanova,LlorensSc haufeli,2011). Moreover, group level job characteristics have shown to affect individual burnout levels. This means that shared group feelings of burnout can be described either in terms of comparable reactions to the same working conditions (VanYperenSnjiders,2000) or as the result of a process of emotional contagion (BakkerSchaufeli, 2000). In this perspective shared burnout within a team can be interpreted as a form of collective mood. Employees evaluate themselves through comparison with similar others. Observing similar others to succeed or to fail is likely to influence another emotional contagion which may have negative as well as positive influences on self-efficacy (Gist,1987). To positively control this successfully as a call centre manager would be hugely beneficial to all parties however for employees to perceive yet more control may simply have a negative effect. Since Hochschilds (1983) claims that emotional labour can lead to a sense of inauthenticity, loss of feelings, diminished self-esteem, stress and burnout, other authors have supported this suggesting that emotional labour is associated with higher work stress and psychological distress (Pugliesi,1999). Controversially, Wharton (1993) agreed that factors such as interactions with customers, self-perceptions of inadequate skills can and does adversely affect employees, however she also suggested that these werent the only work factors contributing to the incidence of emotional exhaustion, which may not always be linked to emotional labour, including job autonomy, tenure, and working hours, high workloads, lack of variety of work tasks and low promotional opportunities; importantly, the support and help of team leaders was associated with lower emotional exhaustion (Deery Iverson,Walsh,2002). Amy Whartons (1993) examination of front-line service workers found that, emotional labour may actually enhance the employees self-efficacy, make interactions more predictable, help avoid embarrassing disruptive interpersonal situations, and allow authentic self-expression where there is some latitude for occasional deviations from the display rules (AshforthHumphrey,1993). Morris and Feldman (1996) agreed that emotional labour is not consistently damaging or equally damaging to all employees, asserting it is emotional dissonance, not simply emotional labour, that is associated negatively with job satisfaction. Furthermore, Lewig and Dollard (2003) found that emotional dissonance is positively correlated with emotional exhaustion. Emotional exhaustion, feeling emotionally drained and depleted from work, is the core component of the employee stress syndrome of burnout (CordesDougherty,1993) which has a range of consequences for employees health, performance, motivation, absenteeism and turnover (SchaufeliEnzmann,1998). Therefore the identified associations between emotional labour, emotional exhaustion and burnout are of critical importance for organisations, although admittedly they are hugely interlinked, one does not necessarily cause the other. If emotional labour carries such a high risk for call centre operatives working for the organisation, why do nearly all call centres and other service organisations insist on enforcing such a tool? The reasoning for this is, the manner in which employees convey their feelings over the telephone can have a critical effect on the quality of service transactions (AshforthHumphrey,1993). In a practical examination of these propositions, a study of Taiwanese employees found that when a psychological climate for service friendliness was higher, employees displayed more positive emotions toward customers that were associated with an increased customer willingness to return with follow up custom and pass positive comments to friends. Other articles published on the topic propose that appropriately-displayed employee emotions would result in three positive consequences for organisations: immediate gains (customers would immediately co-operate), encore gains (customers would go back), and cont agion gains (customers would pass positive comments to friends) (RafaeliSutton,1987). Further, Ashforth and Humphrey (1993) proposed that compliance with display rules facilitates task performance. However doubt surrounding great customer employee action directly relating to purchase decisions has been raised (Tsai,2001). As a customer simply may not be interested in the service they have been telephoned for; a current example being PPI claim back marketing call, many of thousands of people receive these calls who despite polite conversational call centre operatives, organisations may not experience immediate gains from most customers. Therefore it can be said that although emotional labour can be damaging for both parties involved it can also be beneficial. Examining some techniques to facilitate emotional labour managers should be mindful of the costs involved in performance as well as emotional contagion, with this Egg credit cards created provision of time-out and a quiet staff-only space for staff to recover from stressful or distressing customer interactions, surrounding their call centre floor. Within this change came new job design, roles that incorporated emotional labour yet staff had some variety, autonomy, prospects of promotion, and reasonable working hours and workloads, with a culture of celebration, and support from all office members to help cope in all areas of each others working life. Increased by the community spaces purposely built and designed within the building (Citex,2001). The engineered culture egg brought in to the call centre supported staff. Further suggestions to help reduce the effe cts of negatively perceived emotional labour, is through training in emotional intelligence as it enhances skills of self-awareness and self-management and in particular, can be said to enhance the performance of deep acting, eliminating performance leak. Furthermore, focus is begging to be placed on the recruitment of staff members, upon their competency of their personality, with some call centres looking upon mount et als big 5 theory to gain the correct personalities for the job, enforcing tests and application techniques usually reserved for higher positioned jobs (CallaghanThompson,2002) as HR manager managers attitudes are now aimed to select staff with the required attitudinal and behavioural characteristics, induct them into a quality culture . . . selection often focuses on attitudes to flexibility and customer service rather than skill or qualià ¯cation levels (RedmanMathews,1998,p. 60). One manager went on to state some people are maybe not as fast round a keyboard, so they may struggle in achieving peer group average handling time for calls. But we can do something about that, we can use team coaches or leaders or training teams when available to develop that individual in those areas. Its very difà ¯cult to change somebodys attitude. With a combination of all can achieve or at least minimise the decrease of emotional labour for all. You can tell by talking to someone during interview whether they smile, whether their eyes smile. If you smile during your interview and you are enthusiastic, youll be okay (CallaghanThomphson, 2002 p.240) Over all Fineman (1993, p. 1) argued that the management and mobilization of emotions are pivotal in the way organizational order is achieved and undone. However, the organizational culture in Western society is heavily influenced by the rational traditions of theorists such as Weber, Taylor, and Fayol (Sashkin,1981) and therefore strives for the cognitive dehumanization of organizations. As a result, much of the research on organizational phenomena has focused on the rational side of functions, issues, and components of organizational life. This results in the removal of the emotional elements of organizational life from our understanding of organizational phenomena (Fineman, 1993).In the last few decades, however, scholars have attempted to study the emotionality inherent in organizational life (for example, Hochschild,1979; Fineman, 1993; Ashforth and Humphrey, 1995). From this is a growing body of research indicates that the performance of emotional labour may entail serious nega tive outcomes for employees, including stress, distress, decreased job satisfaction, burnout, and withdrawal behaviours such as absenteeism and turnover. It is in the organisations interest to understand and mitigate these negative outcomes, as the effective performance of emotional labour is generally beneficial for organisations. The manager of front-line service employees can draw on recent research findings to identify a number of practical techniques to facilitate the performance of emotional labour.

Iowa- An American Portrait :: essays research papers

â€Å"Iowa- An American Portrait†   Ã‚  Ã‚  Ã‚  Ã‚  The film â€Å"Iowa- An American Portrait† was narrated by Tom Brokaw. It described the land, people, education, work, religion, and family life of Iowa. One of the main topics of the film was the general view of Iowa- the Farm State. Iowa has more than two- hundred- thousand farms; ninety- eight percent of Iowa’s total land is used for production; with ninety percent of total land being used for the production of food. Reverence for the great land and rich soil of Iowa began with the Native Americans. Many years later, European immigrants settled the land of Iowa. They first settled near the Mississippi River and spread through out Iowa in the short time span of forty years. They soon began farming the land and found that one family could make a good living on eighty acres. Work was a necessity to Iowans. It gave meaning and pride to life, and farming was a business that could be passed on from generation to generation.   Ã‚  Ã‚  Ã‚  Ã‚  Corn soon became the crop of choice to Iowa farmers. They found that it was more resistant to disease than the other crops they were growing, such as barley, oats, wheat, and apples. With this newfound â€Å"wonder crop†, Iowans found that farming had become the ideal way of life. Working on the farm involved all of the members of the family, which brought them together and made them stronger through hardships and great opportunities.   Ã‚  Ã‚  Ã‚  Ã‚  Draft horses used for plowing later became a luxury and farming soon lost its fun and joyful qualities. It was a time of greater hardship than ever before, but the freedom Iowa farmers had to work, worship, live, and play in their own way made it worth the despairing times.   Ã‚  Ã‚  Ã‚  Ã‚  Towns of all sizes began growing throughout Iowa. With them came churches, schools, businesses, and co-ops. The various institutions and businesses of the towns were flourishing. The children of Iowa were attending school regularly and doing well. The literacy rate of Iowa soon became the highest in the nation.   Ã‚  Ã‚  Ã‚  Ã‚  Farms weren’t the only means of earning a living in Iowa. Saw and lumber mills were abundant along the upper Mississippi River, but the lumber supply being harvested was exhausted quickly, putting the mills out of business. Iowa- An American Portrait :: essays research papers â€Å"Iowa- An American Portrait†   Ã‚  Ã‚  Ã‚  Ã‚  The film â€Å"Iowa- An American Portrait† was narrated by Tom Brokaw. It described the land, people, education, work, religion, and family life of Iowa. One of the main topics of the film was the general view of Iowa- the Farm State. Iowa has more than two- hundred- thousand farms; ninety- eight percent of Iowa’s total land is used for production; with ninety percent of total land being used for the production of food. Reverence for the great land and rich soil of Iowa began with the Native Americans. Many years later, European immigrants settled the land of Iowa. They first settled near the Mississippi River and spread through out Iowa in the short time span of forty years. They soon began farming the land and found that one family could make a good living on eighty acres. Work was a necessity to Iowans. It gave meaning and pride to life, and farming was a business that could be passed on from generation to generation.   Ã‚  Ã‚  Ã‚  Ã‚  Corn soon became the crop of choice to Iowa farmers. They found that it was more resistant to disease than the other crops they were growing, such as barley, oats, wheat, and apples. With this newfound â€Å"wonder crop†, Iowans found that farming had become the ideal way of life. Working on the farm involved all of the members of the family, which brought them together and made them stronger through hardships and great opportunities.   Ã‚  Ã‚  Ã‚  Ã‚  Draft horses used for plowing later became a luxury and farming soon lost its fun and joyful qualities. It was a time of greater hardship than ever before, but the freedom Iowa farmers had to work, worship, live, and play in their own way made it worth the despairing times.   Ã‚  Ã‚  Ã‚  Ã‚  Towns of all sizes began growing throughout Iowa. With them came churches, schools, businesses, and co-ops. The various institutions and businesses of the towns were flourishing. The children of Iowa were attending school regularly and doing well. The literacy rate of Iowa soon became the highest in the nation.   Ã‚  Ã‚  Ã‚  Ã‚  Farms weren’t the only means of earning a living in Iowa. Saw and lumber mills were abundant along the upper Mississippi River, but the lumber supply being harvested was exhausted quickly, putting the mills out of business.