Spencer Johnson Essay Example | Topics and Well Written Essays - 1000 words

Spencer Johnson - Essay Example In this light, the need to discover approaches to manage difficulties introduced by the whirlwind of progress in our life is the fate of the most dire and requesting. In such manner, the book Who Moved My Cheese by Spencer Johnson that I had as of late read is tended to precisely to the individuals who look for approaches to viably oversee changes in their lives. One of the primary concerns of the creator is that change as such can bring uneasiness, yet great open doors also. How we see changes relies upon our perspectives towards life and significant things in it, which the creator calls 'cheddar'. In this way, the chief message of Johnsons book is that in the event that we start to comprehend the genuine estimation of 'cheddar' in our life, and build up a reasonable and inspirational demeanor to changes that appear to move our cheddar away from us, we can turn out to be substantially more fruitful and successful in dealing with our prosperity. It isn't incidental that the book Who Moved My Cheese delineates a labyrinth wherein four characters live, in light of the fact that the labyrinth speaks to our way towards joy throughout everyday life, an d the four characters with their various mentalities speak to various pieces of human instinct. Attempting to show perusers the intrinsic effortlessness of bits of knowledge offered in the book, the writer figures out how to persuade that everybody can fearlessly defy change in various circles of our life, similar to profession, family, wellbeing, profound development, and so forth. Presently, it is no big surprise that, considering what we had at first watched, the book Who Moved My Cheese has gotten such a great amount of well known all through the world as it tends to one of the most general issues of innovation. And keeping in mind that some could accuse this work for being to some degree oversimplified, I am certain that a great many people would think that its all things considered accommodating and empowering. By and by, after perusing this book and setting aside some effort to mull over on its messages I started to get mindful of how dread and mental impacts of progress impact my life. I discovered particularly rousing the proposition from Who Moved My Cheese to envision what I would do on the off chance that I were not apprehensive, and I should admit that now I understand that there are a great deal of things which I might want to change in my life, yet which I have been reluctant to relinquish due to the vulnerability about what a change can bring. Simultaneously, the referenced book made me imagine that some bigger issues could likewise be fixed by utilization of the offered standards. For example, numerous religion-based clashes could vanish if the individuals who see their religions as jeopardized in the cutting edge world were to understand that changes are not inalienably awful, yet, being unavoidable, changes offer advantages also. This capacity of standards and approaches progressed by the creator to be material for both individual and worldwide domains of our life vouches for their legitimacy. In such manner, I can characterize three general ends that I made subsequent to perusing this book and that have affected my qualities and my comprehension of eccentricities and requests of our cutting edge life. Right off the bat, it is critical to call attention to that one of the primary attributes of innovation is the intricacy and interdependency of wonders that encompass us, be they social, financial, social or physical in nature. Then again, one of the fundamental characteristics of human instinct is the inclination for researching the world we live in. In this way, as science has a created procedure for considering its subjects, an individual who plans to

Literacy Narrative Essay Example

Education Narrative Essay Education Narrative The expectation of knowing whether we would have been champions or not was extremely high as we played our hearts out on the court. Everything marry rehearsed for was being scrutinized right then and there. Everything came down to this last lay-up. Did we get the point? At the point when I was eleven years of age I played recreational ball with a close by play area called Susan Park. Me and my younger sibling both were associated with pretty much every game they advertised. My top choices were volleyball and b-ball. Going to rehearse was the feature of my day. I truly put my heart into these games. Our b-ball group this specific year was undefeated. As a post player and shooting monitor there was a great deal of weight on me to get the show on the road to the objective at any expense and that is at last what I did in each game. It was our title game and the warmth was on more than ever. Enrollment specialists from the All-Stars group were there to watch us and pick their top choices so the weight was certainly on for the players who were hoping to take it to the following level. The game beginnings and were all essentially in the warm-up phase of the game marry score, theyd score, nothing excessively extraordinary. We will compose a custom exposition test on Literacy Narrative explicitly for you for just $16.38 $13.9/page Request now We will compose a custom paper test on Literacy Narrative explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on Literacy Narrative explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Out of nowhere we begin getting into the peak of the game, just around five minutes left. We were just two focuses away from thrashing them and it was to one individual in our group to step up and go for the match dominating lay-up, that individual was me. There were a couple of moments left of the game we despite everything needed to get up the court and to the objective. As the arbitrator blew the whistle my heart sank yet I recognized what I needed to do. The ball was passed to me and with no dithering I ran down the court as though I was the main individual out there and went up for the lay-up like a professional and I made it! This was certainly the greatest day of my life. The group hurried towards me and got me simply like in the motion pictures, I felt like a star! After the group and everything quieted down and reached a conclusion a spotter from the elite player group came up to me and stretched out greeting for me to tryout and ideally being an individual from the group. I was euphoric about the chance and I made it and proceeded to play for the Kenner All-Stars. This was certainly an important second in my life and instructed me to consistently go for even the things in life that you may question or be anxious about. Not everything are unthinkable.

AmeriCorps, Peace Corps, Teach for America COLUMBIA UNIVERSITY - SIPA Admissions Blog

AmeriCorps, Peace Corps, Teach for America COLUMBIA UNIVERSITY - SIPA Admissions Blog Each year SIPA is proud to provide funding for some of our admitted applicants with ties to certain professional or academic organizations. For example, SIPA agrees to provide fellowships to a minimum number of Peace Corps, AmeriCorps, and Teach for America alumni each year. The process is competitive and we cannot award funding to every admitted applicant with such experience, but we value the experience applicants to our program gain by working for such organizations. When filling out the admission application applicants have the opportunity to list experience with specific organizations via a drop down list. To be considered for fellowships with ties to particular organizations simply indicate your affiliation in the appropriate place on the application site. This will alert the Admissions Committee and applicants who are admitted will be considered for such awards.

AmeriCorps, Peace Corps, Teach for America COLUMBIA UNIVERSITY - SIPA Admissions Blog

AmeriCorps, Peace Corps, Teach for America COLUMBIA UNIVERSITY - SIPA Admissions Blog Each year SIPA is proud to provide funding for some of our admitted applicants with ties to certain professional or academic organizations. For example, SIPA agrees to provide fellowships to a minimum number of Peace Corps, AmeriCorps, and Teach for America alumni each year. The process is competitive and we cannot award funding to every admitted applicant with such experience, but we value the experience applicants to our program gain by working for such organizations. When filling out the admission application applicants have the opportunity to list experience with specific organizations via a drop down list. To be considered for fellowships with ties to particular organizations simply indicate your affiliation in the appropriate place on the application site. This will alert the Admissions Committee and applicants who are admitted will be considered for such awards.

Diabetes Mellitus, Burden And Trends - 1250 Words

Diabetes Mellitus, burden and trends in diabetes-related Complications Diabetes is a serious chronic disease, which occurs when the body becomes resistant to insulin or doesn t make enough insulin (T2DM, usually in adults) or the body can’t effectively use the insulin (T1DM) (WHO definition: http://www.who.int/diabetes/en/). WHO diagnostic criteria for DM is the FPG 7.0mmol/l. This diagnostic point affect the risk of micro-vascular complications such as retinopathy, neuropathy, renal failure and peripheral vascular events, amputation, while macro-vascular events such as MI, stroke and heart failure increased before the diagnostic point(10). Although there is no sufficient information of burden and prevalence, incidence of complications†¦show more content†¦The risks of T2DM are associated with older age, overweight and obesity as well as unhealthy lifestyle. Intensive glucose control VS Conventional control Basically, intensive glucose control and conventional control are two commonly used therapies to control glycaemic. Intensive glucose control is a policy aiming for a fasting plasma glucose (FPG) concentration near normal (i.e 15 mmol/l without symptoms of hyperglycaemia, and primarily by diet or healthier lifestyle(8). The mainstream medications used in intensive glucose control are insulin, metformin and sulphonylurea. According to WHO 2016 global report on diabetes, metformin has the highest availability (82% of 145 countries), compared to 72% of 128 countries for insulin and 69% of 123 countries for sulphonylurea in primary health-care facilities. The rationale behind the use of glucose control for T2DM is the effects of high blood glucose. High blood glucose is a statistical concept and defined as a distribution of FPG in a population that is higher than the theoretical distribution(15). High blood glucose resulted in 1.5 million diabetes deaths and 2.2 million deaths from eye cardiovascular events and renal disease etc (10).Therefore, the benefits of lowering blood glucose are not only reduced mortality caused by diabetes but the decreased probability of

The Ethical Dilemma Of Abc Essay - 2006 Words

FACTS Luke is an employee at ABC, and has been asked to work on a project that involves developing land that has been recently purchased to build an adult entertainment retail store. The land that ABC is purchasing is a plot of land located on the corner of the same neighborhood that Luke’s brother Owen lives in. The plans for the development of this land will remain private for one month. Once the plans are announced publicly, Luke knows that his brother’s property values will decrease significantly. Luke’s brother just received a modest offer on his home, but is thinking about declining the offer, as he has no reason to believe that the property value will not increase in the coming years. ISSUES Should Luke notify his brother of the plans, so that Owen can sell his home in advance of the publicly announced plans and subsequent property devaluation, or should Luke abide to his obligations to ABC by keeping the plans confidential until the official public announcement? The ethical dilemma faced is complex, as Luke has to choose to be loyal to his brother, or loyal to the company at which he works. Luke’s personal ethics, and business ethics are in conflict in this situation. Which set of ethics should Luke abide to? †¢ What if Luke does not volunteer the information? What if his brother directly asks for his advice on whether to accept the offer on his house? If he answers using the information that he has, would that still be a direct breach of contract with hisShow MoreRelatedLuke s Ethical Dilemma Of An Adult Entertainment Store On A Land Purchased By Abc2000 Words   |  8 PagesLuke’s ethical dilemma Fact Luke has been assigned by his company, ABC to work on a project that involves the construction of an adult entertainment store on a land purchased by ABC and close to a residential neighborhood where Luke’s brother, Owen lives. Plans for building this structure will have to be made public in a month and as soon as the public knows of it, the property value of houses in that area could significantly drop. Luke’s brother, Owen owns a house in that neighborhood and has beenRead MoreLuke s Ethical Dilemma Of A Adult Entertainment Retail Store Plan Essay1556 Words   |  7 PagesFACTS Luke has been asked to work on a project that involves developing land recently bought by ABC to build an adult entertainment retail store. According to the plan, Luke’s brother, Owen, whom he is very close to, lives in the neighborhood that the adult entertainment retail store plan will be built. Luke knows that as soon as the plans for the store become public, the property value of the homes in Owen’s neighborhood are expected to decrease significantly. Luke is concerned about his confidentialityRead MoreEffective Ethics and Ethical Behavior1468 Words   |  6 PagesEffective ethics and ethical behavior Memorandum and Report Carol Harris TO: Rebecca M. Melton, ABC Toy Co. CEO FROM: Carol Harris, Elementary Division Manager, ABC Toy Co. DATE: 6/5/11 SUBJECT: Product quality issue and a report on ethical decision making. This memo addresses a product quality issue with a whistle included in our toy collection. I have included a report on the importance of ethical decision makingRead MoreCritical Analysis Of Burned And Shattered Glass1730 Words   |  7 Pagessomeone’s ability to make ethical decisions and it is important to understand that no two individuals are the same. There are two constructs of the human condition that are the foundation for critical thinking: conscience and conscious. These two constructs help us to establish our frame of reference. The frame of reference acts as a filter for how we see the world as individuals, eventually shaping our every day decisions. As journalists, it is important to remain ethical in our decision-making becauseRead MoreFacts. Luke, An Employee Of Abc Company Has An Ethical815 Words   |  4 Pagesan employee of ABC Company has an ethical issue that makes him go and look for advise at the Ethics Department of ABC Company. The department of Ethics Department is dedicated to advise employee and prevent any risks of losing their jobs because of unaware immoral decisions. Now that the company has decided to build an adult entertainment retail store, Luke has come across a big decision. The Department of Ethics needs to help Luke decide to whether, obey his commencement with ABC Company and keepRead MoreBusiness Law Ethics716 Words   |  3 PagesFacts Luke, an ABC employee, is currently working on a land development project consisting of building an adult entertainment store in a neighborhood where Luke’s brother, Owen, lives. Luke knows that Owen has been considering selling his home but that he is putting it off expecting the real estate market to improve in a few years, yet Luke knows that the project will cause the opposite effect. Issue Luke’s ethical issue is that because of his morals he is unsure of what he should do. He feelsRead MorePlum Electronics1400 Words   |  6 Pagesï » ¿ABC case study: Plum Electronics Plum Electronics, a division of Berry Corporation, manufactures two large-screen television models: the Mammoth, which has been produced since 2009 and sells for $990, and the Maximum, a newer model introduced in early 2011 that sells for $1,254. Based on the following income statement for the year ended November 30, 2013, senior management at Berry have decided to concentrate Plum’s marketing resources on the Maximum model and to begin to phase out the Mammoth modelRead MoreHealth Care Rights Essay765 Words   |  4 Pagescontinued levels of inconsistent inadequacies to include treatment and care, responsibility to patient, medication and drug injuries, and ethical concerns. Concerns for breaches of confidentiality are acting without the patient’s consent or court order. Disclosure of valuable information can be oral or written, by telephone or electronically for example, ABC News reporter Callaway (2009) reported â€Å"For Medical Secrets, Try Face book†. Callaway’s report listed â€Å"some 13% of US medical schools reportingRead MoreEthics And The Ethical Issue Essay878 Words   |  4 Pagesdeveloping land recently bought by ABC company to build an adult entertainment retail store. Luke’s brother, Owen lives in the same neighborhood that this land is located. When the plans for the store become public the value of homes in Owen’s neighborhood is expected to decline. Luke knows his brother is thinking about selling his house. Owen has mentioned that, he has thought about even putting his home on the market for sale. ISSUE – application of Ethical The ethical issue is a conflict that LukeRead MoreThe Ethical Dilemma Of The United States1350 Words   |  6 PagesEthical Dilemma Paper name CJA 324 date Instructor’s name An ethical dilemma can be characterized as a set of circumstances where one’s typical guiding moral influences clash in such a way that any possible conclusion will be perceived unfavorably. In today’s world, healthcare professionals can expect to be increasingly confronted with and play key roles in the resolution of ethical dilemmas. This paper serves to explore, in detail, an ethical dilemma relating to civil confinement and the implications

Causes And Effects Of The Japanese War - 3355 Words

Causes and Effects of the Russo-Japanese War Prepared By: Joseph Coccia Submitted To: Dr. Eric Ash Course: Regional History 5333: The Soviet Union Virtual Campus, Summer Session Due date: May 10, 2015 The 1904-1905 war between Tsarists Russia and the Empire of Japan pitted a newly developed modern military against and poorly funded, organized, and outdated war machine. It to become the bloodiest war fought prior to World War I. The conflict gained universal recognition as the Russo-Japanese War. The Russians desired to expand eastward and reap the economic benefits created by the natural resources contained within China and Korea. In addition, and most importantly they desired year-round access to a warm-water†¦show more content†¦Throughout all of the years of war Russian leadership sought to maintain political control, expand westward, and defend its perceived sovereign territory. Russia, under the leadership of Peter the Great, looked to the West as a model for modernization and westernization. However, due to continued economic strife, and an inability to align with western nations Tsar Nicholas II, turned his attentions to the Far East. It was his hope that Russia wo uld be able to gain access to the warm-water of the Pacific Ocean at Port Arthur, Manchuria. By controlling the port Russia could institute a military presence, gain economic access to other Asian nations, and establish a gateway to the East. In 1898 the Qing, China’s ruling government leased the Liaodong Peninsula to Russia and by 1903 Russian expansionism into the Far East included Port Arthur. Russia anticipated open trade with China and Korea. The lease irked Japanese leadership and the citizens and would be a primary cause to the war. The leaders of Japan had previous dealing with westerners, and had grown tired of unequal treaties that they were forced to sign. Japan first encountered European traders in 1542. The Europeans introduced religion and Western technology to the Japanese. Even though the Europeans and Japanese considered each other barbarians, Japanese leadership realized that their system of governmental control was antiquated. A continuing

The Root Of All EvilMacbeth Essay Research free essay sample

The Root Of All Evil, Macbeth Essay, Research Paper The Root of All Evil G.R. Elliot one time said, # 8220 ; wicked purpose must in the terminal green goods wicked action unless it is non simply revoked by the supporter # 8217 ; s better feelings, but wholly eradicated by his inmost will, aided by Divine grace. # 8221 ; This statement can be straight applied to Macbeth # 8217 ; s descent into the darker deferrals of human nature and what human weaknesses this classical tragic figure struggles with and eventually yield to, doing his ruin. In William Shakespeare # 8217 ; s celebrated drama, Macbeth is drawn to the slaying of King Duncan, Banquo, and Fleance by his longing for power. How could such a brave, soft adult male such as Macbeth all of a sudden be transformed and drawn to make such evil? Surely he did non come up with such nefarious ideas of his ain. His desire for control, authorization, and legal power was strengthened by evil beginnings, those from both the enchantresss # 8217 ; prognostications and his married woman # 8217 ; s encouragement. In Macbeth it is really clear that evil begets evil. Shakespeare focuses on Macbeth # 8217 ; s bravery early in the drama. For illustration, Duncan and the sergeant both compliment Macbeth # 8217 ; s mental and physical courage in Act I, Scene II. Macbeth # 8220 ; carv # 8217 ; d out his transition # 8221 ; until he and the enemy general were face to face. In the same act, the reader is told that Macbeth is courageous because of his # 8220 ; contemning Fortune. # 8221 ; In add-on to his quality of bravery, Macbeth is besides a soft adult male. Showing his love and devotedness for his married woman, Macbeth refers to her as # 8220 ; his dearest spouse of illustriousness # 8221 ; in Act I, Scene V. Lady Macbeth views his kindness as somewhat of a job for their quest for power. She says that Macbeth is # 8220 ; excessively full O # 8217 ; the milk of human kindness # 8221 ; to put them on the throne of Scotland as a consequence of slaying. Macbeth realizes that Duncan is, in fact, a good and low male monarch, and other than to carry through egoistic, uncontrolled aspirations, this is non ground to slay him. Macbeth is shortly pressured into the slaying of Duncan by both his married woman and the three enchantresss. The three enchantresss are supernatural instruments of destiny who predicted that Macbeth will go King of Scotland. In act I, scene III, the enchantresss chant, # 8220 ; All hail, Macbeth! Hail to thee, Thane of Glamis! / All hail, Macbeth! Hail to thee, Thane of Cawdor! / All hail, Macbeth! That shalt be King afterlife! # 8221 ; When Macbeth hears this prognostication, many inquiries immediately get down to run through his caput. He begins to inquire, what are they speaking about and how will I go king? Macbeth does non wholly trust the enchantresss, for he does place them with immorality. The prediction of the enchantresss spark the secret plan of the slaying. The flicker becomes a fire when Lady Macbeth hears of the prognostication. Lady Macbeth is cagey and consummate as she propels Macbeth to kill Duncan. She binds Macbeth # 8217 ; s attending to the throne of Scotland, but neer to the badness of the offense. Lady Macbeth is cagey when she invariably impulses Macbeth to bury about his tortures and the barbarous decease he has caused. Before the existent slaying, Macbeth is shrouded with fright. Banquo can besides see the fright in Macbeth, although he does non cognize about the program of slaying when he asks, # 8220 ; Good sir, why do you get down, and seem to fear/ Thingss that do sound so just? # 8221 ; He ponders what would go on if he fails, and discusses this possibility with his married woman. He struggles with fright in the presence of Lady Macbeth but she invariably reassures him that there is nil to fear and that the slaying will be for the better. This fright demonstrates that Macbeth does recognize the difference between right and incorrect, good and evil, and the effects, but the result, which is slaying, proves he can be swayed in his beliefs and concerns. Macbeth was pressured to make a horrible title which was driven by immorality. The beginning of the immorality was rooted in his married woman and the enchantress # 8217 ; s but rapidly spread into his head and bosom. Macbeth was shortly contaminated by immorality, although he realized what he had done was incorrect. Macbeth says, # 8220 ; To cognize my title, # 8217 ; twere best non cognize myself, # 8221 ; intending that perpetrating such a vile act makes him uncomfortable. Evil drives Macbeth to later kill Banquo and Fleance for fright they know that Macbeth was the liquidator. One evil lead to another, for if he had non done immorality by killing Duncan so he would non hold done immorality with the decease of his best friend and his boy. All the immorality they committed to derive power, which was what they ever wanted, led to great sorrow. They realized that the dead were much happier. While Macbeth and his married woman were wracked with guilt and paranoia, Duncan was seen as the lucky in the eyes of Macbeth. He did non hold any menaces and was much safer than Macbeth who is feared losing his throne. Macbeth made these feelings clear when he said, # 8220 ; In restless rapture. Duncan is in his grace ; / After life # 8217 ; s spasmodic febrility he sleeps well./ Treason has done his worst ; nor steel, nor toxicant, / Malice domestic, foreign levy, nil, / Can touch him further. # 8221 ; Macbeth, shortly killed by Macduff, now, excessively, can rest with concern. Lady Macbeth was besides troubled by feelings of guilt. In her slumber she shrieks, # 8220 ; Out, damned topographic point! Out, I say! # 8230 ; /Yet who would hold thought the old adult male to hold had so much blood in him. # 8221 ; Lady Macbeth is enduring from a double daggers which she created from immorality. Trouble and enduring have come into their lives in the topographic point of power. Lady Macbeth finally kills herself, stoping up in a province of peace without concerns along with her hubby. Macbeth is a fundamentally good adult male who is troubled by his scruples and trueness though at the same clip is fighting with immoralities of aspiration and slaying. He is led to evil ab initio by the enchantresss # 8217 ; anticipations and so by his married woman # 8217 ; s prod, which he succumbs to because of his love for her. Lady Macbeth rids herself of any kindness that might stand in the manner and fills that nothingness with evil to accomplish her aspirations. In both instances evil becomes commanding so much that both of there normal lives are ruined.

The Duhem

Introduction Scientific proposition necessitates more than one insinuation to the situation in order to be analyzed practically. Through segregation, it may not be feasible to experiment any scientific hypothesis as stipulated by the problem raised by Duhem–Quine (Duhem-Quine thesis).Advertising We will write a custom essay sample on The Duhem-Quine specifically for you for only $16.05 $11/page Learn More The thesis presented by Duhem-Quine may also refer to the auxiliary hypotheses or assumptions. In essence, predictions cannot be made easily through this thesis (Curd Cover 1998, p. 10). However, a number of typical postulations in the surroundings would be a boost to obtaining predictions from the correct hypotheses. For instance, it is feasible to derive any prediction once there is perfect scientific information in the preceding hypothesis and if the actual test works as premeditated. In fact, when studying the planet, astronomic and physical theories take into account facts and proofs of the notion that the world is in a continuous motion. The malfunctioning of both the background assumptions and the hypothesis may perhaps lead to the falsification, as well as examination of the experimental scientists. According to the thesis presented by Duhem-Quine, the separation of a solitary hypothesis from the entire package of hypotheses is not achievable. Besides, researchers are faced with a single solution to the predicament. Thus, failure of the empirical tests increases the likelihood of scientists to think otherwise. Actually, researchers would think that the examined theory is wrong even if the assumptions at the background are believed to be accurate. Thus, chapter three of the Philosophy of Science basically offers simple and analytical techniques that are coherent in heightening and developing physical sciences. All these are developed in divergent sections, which include the portion that talks about the formation of a corporal principle. The other portion concentrates on the subject matter and aims of the corporal principle. Thus, the Quine-Duhem states that it is not possible to examine any scientific theory through isolation owing to an experiential examination of the hypothesis that needs more than one contextual assumption.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More Main Body Basically, Duhem’s point necessarily leads to the incommensurability thesis. There are several justifications to support this claim. According to Duham-Quine’s Philosophy of Science, the indeterminacy of translation is incompatible with the rendition manuals for any language. In fact, the manuals can be arranged in a system where there is no impartially exact choice. A powerful variety of empiricisms required for affirmatively necessary or confident basis of credence through inductive verification was ruthlessly crit icized by Duham and Popper. The declaration is intrinsically covered by Martin Curd and Christopher Pincock in the Philosophy of Science. Quine stated that there are scientific theories that are irreconcilable yet they are practically correspondent. Specifically, the theory states that there is a connection between propositions that express pertinent proof and suggestions that comprise the theory. The logic behind this theory is that recurring annotations of white swans do not prevent the likelihood of the survival of black swans. In essence, the peak point in the distortion is the fundamental testing. According to Quine (1986), the testing can be carried out if two contradictory suppositions predict diverse results in some solid situations. When the condition arises through tentative management or opportune combination of intrinsic occurrences, the outcome amid the competitors may be one or another. The hypothesis raised doubts regarding the reason for distortion, hence the influen tial character of critical testing. When investigating the subject, Quine states that the results of any testing are not envisaged on the foundation of a single thesis only since supplementary theses are involved. The outcomes are often challenging and are not primarily regarded as threatened, when the thesis of concern is examined.Advertising We will write a custom essay sample on The Duhem-Quine specifically for you for only $16.05 $11/page Learn More Nonetheless, if the results of the testing are not envisaged, it is rationally probable that the thesis under examination is correct and the inaccuracy reclines in one or more of the supplementary examinations (Gillies 1993, p. 7). The Duhem-Quine problem examines the representation and classification of experimental regulations. The objective of all impartial hypotheses is the depiction of investigational regulations. The terms â€Å"truth† and â€Å"certainty† possess a single implication with regard to such a thesis. The terms articulate concordance amid the termination of the thesis and the regulations recognized by the observer. Furthermore a rule of physics is only the synopsis of perpetuity of trials that have been conducted or shall be conducted in future (Quine 1954, p. 3). Fundamentally, Duhem’s argument regarding experimental laws essentially leads to the incommensurability theory. According to this author, a sound thesis offers an acceptable depiction of tentative laws. He stated that the conformity to the experiment is the only criteria of reality for a physical thesis. The author acknowledged four consecutive operations in the expansion of such a thesis. They include the description and gauging of physical magnitudes. In this, he identified the easiest characteristics of physical procedures and articulated the choosing of hypothesis. He also accounted for the interconnection devised in prior stages and articulated the arithmetical progression of t he thesis. This level is guided simply by the constraints of arithmetical reason devoid of physical realism. Finally, he articulated the evaluation of the thesis with experimentation. The Duhem-Quine theory is critically concerned with falsification. The philosophy offers the methodology that develops the uncertainty of repudiation. Inherently, the author states that when a physicist opposes a certain principle, he or she contributes some uncertainty to a specific hypothetical point.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More In this view, he hypothetically creates the justification for these doubts. From the proposal under arraignment, scientists will develop the forecasting of an investigational detail. Consequently, he or she will take into consideration circumstances under which the investigational detail should be developed. When the anticipated detail is not developed, the proposal which acted as the foundation of the estimation will be condemned. He explored the Bayesian turn in identifying the outstanding characteristics of distortion when accounting for the research program in view of various challenges. As a result, Quine observed that the Bayesian outline is not hinged on the valuation of impartial prospects in the first instance. The Bayesians begin with the likelihoods that are allocated to philosophies by experts (Lakatos 1978, p. 12). In this case, there are disagreements among different Bayesians. Basically, the disagreements concern how the likelihoods are assigned. It does not matter if biased belief is applied or is subjected to individuals’ behavior. Consequently, the author introduces the Bayes’s Theorem as formulated below. P(h!e) = P(e!h)P(h) where P(h), and P(e) 0 P(e) In this condition, he was concerned with the integrity of the theory h in comparison with experiential confirmation e. This means that the ensuing probability regarding the entirety of the evidence can be articulated. When written in the above form, the theorem states that the probability of the hypothesis’ provisional confirmation is equivalent to the prospect of the proof’s provision in the theory reproduced by the prospect of the theory in the absence of the confirmation factor. The result is then alienated by the possibility of the confirmation (Curd Cover 1998, p. 3). Conclusion The paper reviewed Duhem-Quine thesis expansion as presented by Gillies. In this paper, the fundamental modification by Quine and the traditional formulation of the postulation by Duh em have been observed. In fact, when predictions fail, the reasoning is that the concurrence of numerous hypotheses in a rational presumption disqualifies the unambiguous acknowledgment of error. Hence, it undercuts the attractive reasoning in critical research as a way of deciding amid rival theories. Duhem-Quine thesis has not blocked the development of science since neither Quine, nor Duhem predicted such a result. Interestingly, the thesis has aggravated lively discussions and the reconsideration of boundaries of common sense and the drawbacks in naive observations as offered by evidence collision. In general, Duhem never argued about the probability of conducting experiment to disprove theories. However, the scholar emphasized that the disclaimers plunged upon schemes of theories while the examination of experience was no longer instantaneous and straight. The series of circumstances transpiring from scientific decision-making rule out any simple or solitary solution to the fal sification ambiguity. There is an understandable background that is suitable to warrant safety in the experimental outcomes. Based on other instances, scientific problem is less specific. Consequently, different works will possibly offer solutions to the thesis. Duhem-Quine thesis is moreover posed in a modus that is uncooperative. Yet, the reliability on science anchors on instantaneous negations or confirmations. Duhem gives us a more convincing standpoint regarding his discharge of prompt rationality. Thus, the understanding of Duhem-Quine problem stipulates that scientists should not rush into conclusions when choosing between systems theory. References Curd, M Cover, J 1998, Philosophy of science: the central issues, Norton and Company, London. Gillies, D 1993, Philosophy of science in the twentieth century: four central themes, Blackwell Publishers, Oxford. Lakatos, I 1978, â€Å"Why did copernicus’s research programme supersede ptolemy’s?† Philosophical Papers, vol. 1 no. 3, Cambridge University Press, Cambridge. Quine, O 1986, Reply to Jules Vuillemin the philosophy of W. V. Quine, Library of Living Philosophers, Open Court, La Salle. This essay on The Duhem-Quine was written and submitted by user Krystal Park 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.

The eNotes Blog 15 Books to Give You theFeels

15 Books to Give You theFeels Lets face it: sometimes you need to cry it out. Sometimes youre in the mood for a lighthearted beach-read, and thats all well and good, but there are other times when youre looking for a deep story that can really get you going and start the tears flowing. Then again, even if youre not the kind of person who cries a lot (there are some who express their emotions in other ways, to be sure), then at the very least, we can all but guarantee youll find yourself moved by the following titles. The Book Thief by Markus Zusak Set in Nazi Germany, it sadly makes sense that this story would take on the figure of Death as its unusual narrator. Through this dark narrators eyes, the reader follows the story of a young girl enamored with words, a Jewish boy in hiding, a new mother, and an accordion-playing man as they fight for safety and survival during WWII. When a book basically opens with the line youre going to die you can bet it will either be scary or moving- in this case, the latter. The Art of Racing in the Rain  by Garth Stein This novel is told from the point of view of a dog, so you can assume right off the bat that its going to be open, honest, and probably bittersweet. The story starts on the last day of our furry protagonists life, and we are treated to the recollections of his life. Its a story of love, loss, family, and a man fighting for his daughter. Undoubtedly, its a sad story, but all the same its strangely very uplifting. A must-read for dog lovers anywhere and everywhere. A Thousand Splendid Suns by Khaled Hosseini By the same author who brought us The  Kite Runner,  A Thousand Splendid Suns is about a young, Afghani woman named Mariam. Mariam, like so many living in troubled areas, is struck with one hardship after another: an abusive father who marries her to an abusive man more than twenty years her senior and an invasion by the Soviet Army, to name a couple. A realistic portrayal of pain and strength, this novel is bound to make you empathize not only with Mariam, but also feel empowered by her strength through all she faces. My Sisters Keeper by Jodi Picoult If you want a story about some complicated family issues, then this is the story for you. Thirteen-year-old Anna Fitzgerald is born into impossible circumstances: her older sister is dying of advanced leukemia, and it has become more and more painfully clear that Anna was conceived with the intent of being a genetic match for  her sister, so that she can provide transplant organs. Of course, it isnt that cut-and-dried, and when Anna seeks medical emancipation from her parents, the entire family is forced to look into their values and determine what really matters. Me Before You by Jojo Moyer *Chances are, youve seen some previews for the new movie adaptation of this one* Lou, a former barista, finds work as a caretaker for a recently disabled, extraordinarily wealthy man. As one could imagine, the two eventually form a bond, falling in love through a series of moving encounters. Basically, as you read, you think the evolution of their romance is predictable, until all of a sudden it isnt. The two must struggle through an  impossible decision, the results of which will lead to unhappiness for one of them. As Buzzfeed reader NormaZ says, It gets your hopes up and then it crushes you like an Oreo. The Known World by Edward P. Jones Set in a tumultuous period  of American history, readers get more than a glimpse into the facets of slavery and slave ownership. Though Jones follows the lives of multiple characters, the storys primary focus is on Henry Townsend, a former slave turned slave owner who believes he would be a much better master than the white man Until he becomes one. We the Animals by Justin Torres We the Animals, though a novel, reads somewhat like a collection of short stories, with each section focusing on a different animalistic metaphor for the characters family dynamic and providing a glimpse into the life of the narrator. The story centers on three brothers living with their Puerto Rican father and white mother as they struggle through poverty. An amazing coming-of-age story, we watch as the boys grow and learn the difference between wanting more and achieving more. The God of Small Things by Arundhati Roy Two fraternal twin boys, raised by a single mother in an India rife with conflict,  The God of Small Things first breaks down its characters and its readers with a string of events leading to the characters  disenchantment with life. The boys, once optimistic and in love with the world that surrounded them, find themselves facing cruel, life-changing realities and must find a way to make their peace once again. Wave by Sonali Deraniyagala Following the tsunami that struck Sri Lanka, the author and protagonist, Sonali, discovered that her entire family, their home, and all of their belongings had been lost in the tragedy. While the story is heart-wrenching and emotional all on its own, Deraniyagalas telling is full of imagery and written in a raw voice guaranteed to make you feel the loss and eventual recovery she went through. Of Love and Other Demons by Gabriel Garcà ­a Mrquez Always one to take on the surreal, Mrquez lives up to his reputation with a simultaneous look into medicine and religious beliefs and ritual as wielded by the 19th century Catholic Church. A young girl begins acting strangely and violently and is believed by her family to be suffering from demonic possession brought about by a dog bite. The young priest sent to perform  the girls exorcism finds himself in love, in spite of her behavioral abnormalities. Where the Red Fern Grows by Wilson Rawls *Personal Review: I love this book* An unusual love story,  Where the Red Fern Grows  is a tale about a boy who loves his dogs as members of the family. After saving money for years, the youth purchases his pups, Old Dan and Little Ann, and trains them to be some of the best raccoon hunters in the county. Its a story of inspiration, perseverance, family, and a boy and his beloved dogs. Its hard to write too much about this story and what makes it so poignant without giving away the story, but if you like dogs, you will love this book. In the Time of the Butterflies by Julia Alvarez Historical fiction at its finest,  In the Time of the Butterflies is a fictional account of the true story of the Mirabal sisters from the Dominican Republic. In the 1960s, the sisters were powerful activists, members of the underground movement opposing dictator Raphael Trujillo. The sisters were eventually found to have been ambushed and assassinated in their car, thus darkly emphasizing their political influence in the activists movement. If youre interested in history and political upheaval, this is a book for you. The Outsiders by S.E. Hinton A realistic, gritty story  of what life in a street gang was like during the 1960s in the United States. We are allowed  into the lives of the Greasers and their conflict with a rival gang over  the course of just a couple of days. In that brief period, we are made privy to murder, extortion, loyalty, and friendship in the most unlikely of places. Night by Elie Wiesel Another tale of WWII,  Night provides an unflinching look into the concentration camps and the sadistic tendencies of Nazis and their supporters. The book is an autobiographical account by Wiesel, detailing his survival as a teenager in a Nazi death camp. Readers feel the fear and dread of everyday torment, perversions, and hopelessness that plagued the inhabitants of Auschwitz and Buchenwald. Its a horribly upsetting story, but that in no way makes it any less worth reading. Brother, Im Dying by Edwidge Danticat Another autobiographical account, this book is about the life of a girl living with her uncle in Haiti, waiting for her parents in the United States to send for her. Over time, she becomes greatly attached to her uncle, a local preacher, and when he is diagnosed with throat cancer, she is understandably distraught and  searches  for a way to save his life. After determining that his best hope lies in American medical care, Edwidge  and her family do their best to negotiate everyone into the country. What follows is a story of familial devotion and unfortunate government oppression.

Advancements in IS hardware and software Research Paper

Advancements in IS hardware and software - Research Paper Example on sector has experienced a number of changes in the last five years and that forms the basis of discussion in the text with a focus on IS hardware and software (Baltzan & Phillips, 2009). Over the past five years, information system hardware has tremendously transformed in terms of effectiveness and efficiency. To begin with, the computer processors have been enhanced to the extent that they have increased speed and performance. Computer processors have the capabilities of processing large bulk of information by responding to the instructions as appropriate. Moreover, the hardware memories are able to store large data before they are processed (Baltzan & Phillips, 2009). In the past, the memory was restricted to a certain capacity to the extent that once the limited space was occupied, no data or information could be stored. The IS hardware have been transformed with enhanced capabilities, making them compatible with other components. It has become possible to integrate hardware and software components for effective communication of the various elements of an information system (Baltzan & Phillips, 2009). Information system software has had an impressive run in the business world in the last five years due to a number of changes. Most of the IS software has been developed to meet specific needs in the market. Case in point is that a number of the components are today developed for financial purposes, data evaluation and analysis. The specifications have simplified the use of the softwares. Consequently, IS software is compatible with most of the hardware components and this has made it possible to employ any information system material without any restrictions (Cockburn, 2008). The communication between the various components of a software have been simplified due to enhanced performance and effectiveness. Software designs have changed, making them more user friendly and easy to adapt (Cockburn, 2008). Moreover, the quality of the IS software has changed

Changing Workplace Culture through team leadership Research Paper

Changing Workplace Culture through team leadership - Research Paper Example Workplace culture is a very essential factor in the success of organizations because it determines the levels of employee motivation, and performance thereby influencing organizational performance accordingly. It is in the least incentive of any organization to have employees that are unengaged and ill motivated because this inevitably leads to low organizational outputs. The organizational leadership culture, the system of unspoken norms and assumptions that govern how managers operate, is unescapably a powerful and distinct element in the organizational culture. The fast changing and complex business environment today requires organizations to operate at a strategic position that matches the complexities and uncertainties presented to them to ensure sustained growth and success. In this regard, every organization needs to thoroughly assess its strategic leadership culture as the first step in moving towards the establishment of a culture that powerfully steer the organizational goa ls and objectives against all odds in the business environments. ... This has led to the move towards considering a change from the current bureaucratic style of leadership to team leadership to improve employee motivation, engagement, and productivity while reducing turnover and attaining sustainability for the organization. Literature Review A considerable amount of research has been completed in validation of the relationship between organizational culture, leadership culture, and employee levels of motivation, engagement, productivity, turnover, and organizational sustainability. Largely, most of the literature available is consistent insofar as the subject is concerned, that leadership culture influences organizational culture, and a complex interplay of these two factors is more likely to yield either positive or negative outcomes on employee motivation, performance and turnover. McGuire et al 2009 contends that organizations seeking to adapt to turbulent changes taking place in the fast paced complex business world need a new kind of leadership capability to reframe dilemmas, reinterpret options, and to reform operations for sustainability (McGuire et al, 2009). Jones argues that inter-relationships between leadership team members and their behaviors with one another as well as with their staff have an influence in shaping the culture of their organizations (Jones, 2012). Corrigan et al (2002) examine the relationship between levels of transformational, transactional, and laissez-fare leadership and measures of organizational culture and burnout (Corrigan et al, 2002); leaders who rate themselves high in transformational leadership also rate their organizational cultures as transformational. Similarly, subordinates who rate their leaders high in

Impact of Feedback Environment on Employee Commitment

Impact of Feedback Environment on Employee Commitment This research paper examines the effect of feedback environment on employee commitment, with role clarity being the mediating variable in the public and private sectors organizations of Islamabad Rawalpindi city. From the previous researches a link was found between feedback environment and employee commitment at workplace, this study attempts to explore this link in the context of Islamabad. To create employee commitment amongst organizational members has become increasingly important in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s dynamic business environment, because this factor leads to employee retention and a low degree of turnover. For this study a sample size of 200 was taken and different private and public sector organizations were covered in the research work. The research was of hypothesis-testing in nature and responses were collected using standardized questionnaires for each variable. All three variables supervisory and coworker feedback and role clarity proved to be positively associate d with employee commitment; with the feedback from coworker source being the strongest in creating employee commitment followed by role clarity and feedback from supervisor source. The mediating effect of role clarity was not found to be significant and there is still an opportunity for further research in this area to explore this link. However the positive association of role clarity with employee commitment represents its importance in creating employee commitment, though its contribution is small, but this very dimension must not be ignored by the managers of the 21st century. Chapter 1 INTRODUCTION It has become necessary for business firms to satisfy all of their major stakeholders (consumers, employees, clients etc) to remain competitive in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s dynamic business environment. The satisfaction and commitment level of a firmà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees is of key importance in determining its human resource strength, which in turn leads to their retention and make an organization able to satisfy the needs of its customers, consumers and clients in both the production and service sectors. Many variables have an impact on the level of commitment of a firmà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees, some of which are job satisfaction level (with intrinsic and extrinsic factors), the quality of leader-member exchange and the overall feedback environment that an employee works in. Many researchers put emphasis on providing feedback to employees in order to satisfy them and consider providing feedback to employees to be essential for maintaining and increasing employee motivation and satisfaction. Traditionally the yearly formal performance appraisal/review in private sector organizations and Annual Confidential Report (ACR) in public sector organizations have been considered as the ideal platform for higher authorities (departmental/organizational heads, supervisors, immediate bosses) to provide feedback to employees about how they view their performance. But employees generally report problems and shortfalls regarding the current methodologies used to asses their performance and characterize the overall process as being too much restricted to a performance appraisal period and involving only one feedback source (departmental/organizational heads, supervisors, and immediate bosses). A qualitative case study by Longenecker and Nykodym (1996) in the public sector illustrated some of the problems associated with traditional performance appraisal method. Employees noted that feedback in performance appraisal was problematic for improving employee motivation and performance, and as a communications tool to improve the manager/subordinate relationship and suggested that managers should: make more time available for providing performance feedback, increase their knowledge of actual performance, better clarify performance expectations, put greater emphasis on employee development, not dwell on negatives, provide more ongoing feedback, and increase two-way communication These suggestions indicate that supervisors/immediate bosses might adopt a number of specific behaviors to support feedback processes in the organization, which in turn might lead to an enhanced manager/subordinate relationship and increased employee satisfaction and hence employee commitment. Here we can see that feedback only after some specified interval and through formal sessions is not sufficient to improve work outcomes (job satisfaction, productivity, employee commitment, organizational citizenship behavior etc). Considering this very fact; Steelman, Levy and Snell (2004) proposed a scale, known as Feedback Environment Scale (FES) with a validation study to demonstrate how different facets of feedback sources (supervisor and coworkers) constitute the overall feedback environment within an organization. This new instrument measures a much more comprehensive view of the feedback environment and is more relevant to the organizations of today and the responsibilities of 21st-cent ury managers. FES may also be defined as a multifaceted construct with two major factors (Supervisor and Coworker) manifested in seven facets. Together, these seven facets reflect the contextual aspects surrounding the transmission of job performance feedback on a recurrent or daily basis (Steelman et al, 2004). In general; Employee commitment is oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s psychological attachment to his or her organizations. The higher the level of Employee Commitment of an individual, the lower are the chances of his/her psychological and physical job withdrawal. Moreover; committed employees are generally productive and go beyond their job descriptions in improving their organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s products and services. Researchers have found a positive link between Feedback Environment Scale and Employee commitment. This link is mediated by a third variable called Role Clarity, which is defined as the subjective feeling of having as much or not as much role relevant information as the person would like to have Lyons (1971). This study is aimed to explore this link in a Pakistani context and more specifically in the context of Islamabad, After the confirmation of such a link, mangers can adopt a number of measures to improve employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ satisfaction, their level of productivity and employee commitment. Research Objectives To measure the level of performance feedback (from supervisors and coworkers) received by the employees of different organizations, both of public and private sector operating in Islamabad city. To Measure the level of employee commitment of employees working in different organizations To explore the link between feedback environment and employee commitment To suggest specific measures to be adopted in order to increase the overall feedback environment and employee commitment in organizations Chapter 2 LITERATURE REVIEW 2.1 Feedback Environment In the past, the feedback environment has been defined as the type of job performance information that employees perceive as being available to them (Herold Parsons, 1985).but according to the refined and most up-to-date definition; the feedback environment refers to the contextual aspects of day-to-day supervisor-subordinate and coworker-coworker feedback processes rather than to the formal performance appraisal feedback session (Steelman et al, 2004). Consequently, up to now, an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s feedback environment has been defined as the amount and availability of positive and negative feedback from different sources (Steelman et al, 2004). 2.2 Measurement of Feedback Environment Feedback environment in an organization is measured through a new multifaceted instrument, the Feedback Environment Scale (FES), which helps inform the feedback process in organizations. This new instrument measures a much more comprehensive view of the feedback environment and is more relevant to the organizations of today and the responsibilities of 21st-century managers. FES may also be defined as a multifaceted construct with two major factors (Supervisor and Coworker) manifested in seven facets. Together, these seven facets reflect the contextual aspects surrounding the transmission of job performance feedback on a recurrent or daily basis (Steelman et al, 2004). It is clear that employees receive feedback information from various sources (Greller, 1980; Morrison, 1993) but some authors suggest that supervisor and coworker feedback sources are the most practical and relevant from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s point of view (Ashford, 1989). Thus, the FES postulates two factors called Supervisor Source and Coworker Source and the following seven specific facets within each of those source factors: source credibility, feedback quality, feedback delivery, frequency of favorable feedback, frequency of unfavorable feedback, source availability, and promoting feedback seeking (Steelman et al, 2004). Source Credibility is conceptualized as the feedback sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s expertise and trustworthiness (Giffin, 1967). Consistency and usefulness have been demonstrated to be important aspects of feedback quality (Greller, 1980; Hanser Muchinsky, 1978; Herold, Liden, Leatherwood, 1987). A feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s perceptions of the sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s intentions in giving feedback will affect reactions and responses to the feedback (Fedor, Eder, Buckley, 1989). Favorable feedback is conceptualized as the perceived frequency of positive feedback such as compliments from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s view, his or her performance does in fact warrant positive feedback. Correspondingly, unfavorable feedback is conceptualized as the perceived frequency of negative feedback such as expressions of dissatisfaction and criticism from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s vi ew, his or her performance warrants such feedback (Steelman et al, 2004). Supervisor and/or coworker source availability is operationalized as the perceived amount of contact an employee has with his or her supervisor and/or coworkers and the ease with which feedback can be obtained (Steelman et al, 2004). Feedback seeking is defined as the extent to which the environment is supportive or unsupportive of feedback seeking. It is the extent to which employees are encouraged or rewarded for seeking feedback and the degree to which employees feel comfortable asking for performance feedback (Williams et al, 1999). 2.3 Role Clarity Lyons (1971) defines role clarity as the subjective feeling of having as much or not as much role relevant information as the person would like to have. The importance of having role clarity (knowing the tasks and expectations of a job) has been shown in previous research that used both emotional and performance-related measures (Abramis, 1994; Jackson Schuler, 1985; Tubre Collins, 2000). Role clarity is a prerequisite for harmonious interactions with others in the role set (Mcgrath, 1976). The absence of role clarity leads to stress, intrapersonal tension and lowered job satisfaction (Cooper, Sloan Williams, 1988; Hall, 2004). Breaugh Colihan (1994) defined role ambiguity to be job ambiguity and indicated that job ambiguity possesses three distinct aspects: work methods, scheduling, and performance criteria. 2.4 Employee Commitment It is recognized that an employees commitment to an organization can be expressed in three particular ways: affective, continuance, and normative. Affective commitment is focused on an emotional attachment to the organization (Herscovitch, 2002). On the other hand, continuance commitment is when an employee stays with an organization based on a perceived cost of leaving (Herscovitch, 2002). In this case, the employee is staying because he/she thinks it will cost more to go find work elsewhere. Lastly, normative commitment refers to an employees moral obligation to stay with the organization (Herscovitch, 2002). This can arise due to the employee feeling that the organization has treated him/her well and therefore, he/she owes the organization a continued period of employment. In one sense, each type of commitment somewhat ties the individual to the organization; however, each impacts differently on the manner in which the employee conducts him/herself in the workplace. For example, a n employee with an affective commitment will often go above and beyond what is required of his/her position in order to assist the organization in meeting its goals. Employees with high affective commitment tend to be absent from work less frequently and display a higher work motivation and organizational citizenship (McShane, 2001). Continuance commitment, however, is negatively related to performance whereby employees tend to do simply what is required, have higher rates of absenteeism, and low motivation (Johns and Saks, 1996). 2.5 Feedback Environment, Role Clarity/Ambiguity and Employee Commitment Over recent years, there has been a surge of interest in the effects of the feedback environment on work-related outcomes (e.g. Norris-Watts Levy, 2004; Rosen et al., 2006). A favorable feedback environment is positively related to supervisory reported organizational citizenship behavior and that this relationship is partially mediated by affective commitment (Norris-Watts Levy, 2004). Another study tested a mediated model suggesting that the effects of the feedback environment on job satisfaction, and supervisory rated in-role and extra-role performance are mediated by perceptions of organizational politics. In general, this model was supported, again demonstrating the relationship between the feedback environment and several work-related outcomes (Rosen et al., 2006). A field experiment conducted by Tziner and Latham (1989) revealed increased work satisfaction and employee commitment when a goal-setting and feedback program was introduced, but it is not possible to draw the concl usion that this effect emanates from feedback only. Researchers have found a relationship between feedback and role ambiguity (Herold et al, 1987, Peiro et al, 1994, Sawyer, 1992, Teas, 1983, Vredenburgh, 1983). So, even though previous studies lend support to the hypothesis that feedback affects attitudes towards work, there is also a possibility that the uncertainty reducing effect of feedback is the link between feedback and work attitudes, through the intervening influence of role ambiguity. Resultantly, there is also support to hypothesize that feedback only indirectly affects attitude towards work with role ambiguity as a mediating variable (Anders et al, 1999). Mathieu Zajac (1990) conducted a meta-analysis of 48 studies and found that overall employee commitment was low when employees were unsure about what was expected of them (Role Ambiguity). In nine studies, Dunham, Grube, Castaneda (1994) found that employees understanding about the significance of their tasks were somewhat positively related to affective commitment, but not related to normative or continuance commitment. Workers need role clarity to be able to navigate on their own. To improve the opportunity for self feedback there appears a need to strengthen the connection between the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s work and the organizational goals (Anders et al, 1999). Chapter 3 THEORETICAL FRAMEWORK On the basis of literature review, a relationship between feedback environment and employee commitment was found, being mediated by a third variable, Role Clarity. The following hypothetical link between the variables was drawn and tested. 3.1 Operational Definitions 3.1.1 Feedback Environment (Independent Variable) Feedback Environment has been taken as the independent variable for this study which is defined by Steelman et al (2004) as the amount and availability of positive and negative feedback from different sources. As the feedback environment in organizations is generally measured using the Feedback environment Scale (FES) proposed by Steelman et al (2004), the same will be employed to measure the quality of feedback environment that takes into account two major feedback sources which are: Supervisor source Coworker source Feedback from each source has seven dimensions which are: 3.1.1.1- Source credibility Giffin (1967) defined source credibility as the feedback sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s expertise and trustworthiness. Perception of trustworthiness an individual imparts to other people. Factors that influence source credibility are expertise and reputation for honesty. 3.1.1.2- Feedback quality Feedback quality refers to its consistency and usefulness which are important aspects of feedback (Greller, 1980; Hanser Muchinsky, 1978; Herold, Liden, Leatherwood, 1987). 3.1.1.3- Feedback delivery It refers to the feedback environment in terms of sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s consideration and intentions in his or her delivery of the feedback (Steelman et al 2004). In simple words this dimension is related to the extent of empathy of the feedback source. 3.1.1.4- Favorable feedback Steelman et al (2004) defined favorable feedback as the perceived frequency of positive feedback such as compliments from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s view, his or her performance does in fact warrant positive feedback 3.1.1.5- Unfavorable feedback Unfavorable feedback is conceptualized as the perceived frequency of negative feedback such as expressions of dissatisfaction and criticism from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s view, his or her performance warrants such feedback (Steelman et al, 2004). 3.1.1.6- Source availability Supervisor and/or coworker source availability is defined as the perceived amount of contact an employee has with his or her supervisor and/or coworkers and the ease with which feedback can be obtained (Steelman et al, 2004). 3.1.1.7- Promoting feedback seeking Williams et al (1999) defined Feedback seeking is defined as the extent to which the environment is supportive or unsupportive of feedback seeking. It is the extent to which employees are encouraged or rewarded for seeking feedback and the degree to which employees feel comfortable asking for performance feedback Responses about each dimension relating to both the sources will be gathered using the FES Questionnaire, proposed by Steelman et al (2004) in their validation study of the FES. 3.2 Employee Commitment (Dependent Variable) For the purpose of this study employee commitment has been defined as an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s psychological attachment to his/her organization. Mainly the three component model of employee commitment by Herscovitch (2002) is used, which says that the commitment level itself consists of three parts; affective, continuance and normative commitment. Somers (1995) defined Affective commitment as an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s emotional attachment to an organizational goals and values. Normative commitment is a perceived duty to support the organization and its activities, whereas; continuance commitment is however interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The level of employee commitment was measured using the employee commitment questionnaire by John Meyer Natalie Allen (1991). Figure 3.1: The Theoretical Relationship between Feedback Environment and Employee Commitment with the Mediating Effect of Role Clarity/Ambiguity 3.3 Role Clarity/Ambiguity (Mediating Variable) Role clarity is defined as the subjective feeling of having as much or not as much role relevant information as the person would like to have Lyons (1971). Or simply knowing the tasks and expectations of oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s job is known as Role Clarity. From the previous studies there appeared a relationship between feedback and employee commitment with the mediating effect of role clarity/ambiguity, and it was conceived in this study that the quality of feedback environment leads to role clarity or ambiguity as feedback serves the purpose of clarifying an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s role which leads to employee commitment (Mathieu Zajac 1990, Dunham, Grube, Castaneda 1994). Role Clarity was measured using the standardized questionnaire proposed by Rizzo et al (1970). 3.4 Hypotheses: The following seven hypotheses were tested to explore the link between the following: Supervisory Feedback and Subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s Role Clarity Coworker Feedback and Incumbentà ¢Ã¢â€š ¬Ã¢â€ž ¢s Role Clarity Feedback Environment and Employee commitment Role Clarity and Employee commitment 3.5 Hypotheses Statements Hypothesis 1: Ho: There is no relationship between supervisory feedback and subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s role clarity Hypothesis 1: H1: There is a relationship between supervisory feedback and subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s role clarity Hypothesis 2: Ho: There is no relationship between coworker feedback and employee role clarity Hypothesis 2: H1: There is a relationship between coworker feedback and employee role clarity Hypothesis 3: Ho: There is no relationship between feedback environment and employee role clarity Hypothesis 3: H1: There is a relationship between feedback environment and employee role clarity Hypothesis 4: Ho: There is no relationship between supervisory feedback and employee commitment Hypothesis 4: H1: There is a relationship between supervisory feedback and employee commitment Hypothesis 5: Ho: There is no relationship between coworker feedback and employee commitment Hypothesis 5: H1: There is a relationship between coworker feedback and employee commitment Hypothesis 6: Ho: There is no relationship between feedback environment and employee commitment Hypothesis 6: H1: There is a relationship between feedback environment and employee commitment Hypothesis 7: Ho: There is no relationship between employee role clarity and employee commitment Hypothesis 7: H1: There is a relationship between employee role clarity and employee commitment Chapter 4 RESEARCH METHODOLOGY Research Design is a master plan specifying the methods and procedures for collecting and analyzing needed information. Having identified the variables of the study and developing the theoretical framework, the next step was to design the research in a way that the required data could be gathered and analyzed to arrive at a solution. A Survey was conducted, based on a questionnaire. The term questionnaire refers to a list of questions, usually printed, and submitted for replies that can be analyzed for usable information. 4.1 Purpose of the Study The research was of hypothesis-testing in nature. The characteristics of variables and their relationship were defined in the previous section. Hypotheses were formulated on the basis of relationships between the two main variables (feedback environment and employee commitment). Researches have shown that there is positive relationship between feedback environment and employee commitment. Those studies were conducted in different parts of the world and the current research is based on the hypotheses which are to be tested to find if there is a positive relationship between the said variables. 4.2 Type of Investigation The purpose of our research was to find out if there is relation between variables, the type of investigation chosen was correlation. 4.3 Extent of Researcher Interference with the Study The primary data was collected through the questionnaire. The data was collected in natural environment and the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s interference was minimal. 4.4 Study Settings The research was conducted in natural environment where work proceeds normally, i.e. in non-contrived settings. The study was based on Field Experiment where all activities were occurring in natural work environment. 4.5 Unit of Analysis In this study, individuals were studied separately. Research team studied the feedback received from the two sources (supervisor and coworker) and through the questionnaire investigated the relevant variables and their relationship. 4.6 Sampling A sample is a subset of a larger population that contains its major characteristics. In this step the following decisions were taken: Who is to be sampled (sampling unit) How large a sample should be (sample size) How will sample units be selected (sampling technique) 4.7 Sampling Unit To get the representation from all levels of management and all types of organizations, employees form each layer of management were selected as sample from different organizations ranging from manufacturing to service, both from public and private sectors. Responses were gathered from the employees of the following organizations: Askari Bank, Balochistan Teachersà ¢Ã¢â€š ¬Ã¢â€ž ¢ Training Academy, Balochistan University of Information Technology, Engineering Management Sciences (BUITEMS), Cantonment Hospital, Chiltan Ghee Mills, Civil Secretariat, Concern Worldwide, Habib Bank Ltd, Mercy Crops, National Bank, PTCL, Islamabad Electric Supply Company (QESCO), SME Bank, Sui Southern Gas Company Ltd (SSGC), Telecard, Telenor, UNDP and Warid Telecom 4.8 Sample Size The sample size for the study was 200. Employees from each of the above-mentioned organization were asked to respond the questionnaires. 4.9 Sampling Technique Probability sampling was used for the research; in such type of sampling each member of population has an equal chance of becoming a sample. 4.10 The Questionnaire The Questionnaire had the following sections: 4.10.1 Section-1 (Demographics) The first section investigated about the respondentà ¢Ã¢â€š ¬Ã¢â€ž ¢s demographical characteristics including: Age Gender Marital Status Qualification Managerial level Nature of work Experience in years The respondents were not asked to mention their names or disclose their identity and it was ensured to keep the information confidential. 4.10.2 Section-2 3 (Supervisory and Coworker Feedback Measurement) These sections contained questions about the supervisory and coworker feedback received by the respondents focusing on the following dimensions: Source credibility Feedback quality Feedback delivery Favorable feedback Unfavorable feedback Source availability Promoting feedback seeking The items of this section were obtained from the validation study of feedback environment (Steelman et al, 2004). 4.10.3 Section-4 (Employee commitment Measurement) This section contained questions about the level of employee commitment of the respondents. 4.10.4 Section-5 (Role Clarity Measurement) This section contained questions measuring the Role Clarity of the respondents. 4.11 Data Collection In this phase the research moved from papers to the field. Data was gathered in the form of responses from the respondents. Questionnaire was used as a tool to collect data and 100% of the respondents were surveyed through it. As mentioned above different organizations from public and private sector were visited to collect the responses. Questionnaires were distributed and taken back from the respondents after two to three days. Total time taken to complete the data collection process was two weeks. The respondents were guided about filling the questionnaires and the queries were responded properly. Chapter 5 RESULTS AND DISCUSSION 5. Hypothesis Testing All seven hypotheses of the study were tested on the following parameters: Confidence level: (1-ÃŽÂ ±) = 0.95 (95%) Level of Significance: ÃŽÂ ± = 0.05 Statistic used: t-statistic Sample size: n = 200 Table 5.1: Results of Hypothesis Testing Hypotheses t-calculated t-tabulated Computation Result 1 2.20 +1.96 tcal>ttab Rejected Ho 2 1.97 +1.96 tcal>ttab Rejected Ho 3 2.13 +1.96 tcal>ttab Rejected Ho 4 3.74 +1.96 tcal>ttab Rejected Ho 5 6.88 +1.96 tcal>ttab Rejected Ho 6 6.18 +1.96 tcal>ttab Rejected Ho 7 1.99 +1.96 tcal>ttab Rejected Ho Where: tcal = the calculated value of t-statistic ttab = the tabulated value of t-statistic It is clear from the results of table 5.1, that all seven alternative hypotheses were accepted as the value of t-calculated found be higher than the value of t-tabulated regarding each hypothesis. This shows that there is a link between each of the independent variable (feedback from supervisor and coworker source, feedback environment and role clarity) with the dependent variable (employee commitment). 5.1 Correlation Analysis The second analysis involved regressing each of the predictors on the outcome variable i.e. employee commitment. The results are presented in table 5.2 A correlation matrix was developed for Supervisory Feedback, Coworker feedback and Role clarity with Employee Commitment. According to the results, all the three variables were positively associated with Employee Commitment. The association represents a positive linear relationship between the dependent variable; Employee Commitment and each of the independent variables. Table 5.2: Correlation Matrix for Employee Commitment Variable Supervisory Feedback Coworker feedback Role Clarity Commitment Supervisory Feedback 1.000 0.534** 0.123** 0.257** Coworker feedback 0.534** 1.000 0.139** 0.439** Role Clarity 0.123** 0.139** 1.000 0.097** Commitment 0.257** 0.439** 0.097** 1.000 ** p Coworker feedback was most strongly associated with Employee Commitment (0.439), followed by supervisory feedback (0.257) and role clarity (0.097). All relationships were statistically significant at p The correlation analysis of employee commitment as shown in table 5.1 indicates that all the associations (between x and y variables) were positive. This signifies that a positive linear relationship exists between x and y variable. Coworker feedback was most strongly related with employee commitment, followed by role clarity and supervisory feedback. All relations were statistically significant at 0.01 levels. 5.3 Regression Analysis The value of R2 was 0.195. The first independent variable, coworker feedback [0.419, P Table 5.3: Regression Analysis of Feedback Environment at workplace (Dependent Variable= Employee Commitment Variable Coefficient Standard Error Standardized Beta Intercept 1.783** 0.262 - Supervisory Feedback 0.029** 0.077 0.029 Coworker feedback 0.388** 0.071 0.419 Role Clarity

Employee Training and Development Essay -- Human Resources Business Ma

Organisations attain competitive advantage through the utilization of skills and knowledge of their employees (Bach and Sisson 2000).According to Subedi (2006:90), the highest value for training as perceived by managers, supervisors and employees was the ‘need for performance improvement’. If this is true then why is it that organisations and individuals still do not invest in training? Studies show that despite the recognition that training offers an avenue for development of skills, enhancement of productivity, increase in individual and organisational performance (Pride et al 2009; Bulut and Culha 2010), it is still quite rare in practice (Lengermann 1996).While some organisations invest in training, others find it more practical to poach employees, subcontract or engage temporary lower skilled workers (Bach and Sisson 2000). Cost, fear of poaching, poorly designed training programs, inability to ascertain economic returns and measure effectiveness of training are recognized as some of the reasons why organisations and individuals do not invest in training (Bach and Sisson 2000; Lloyd 2002; Jameson 2000; Van den Bossche et al 2010). On the other hand, while individuals may acquire new skills in order to be better positioned in the labour market (Grugulis 2006), organisations invest in training to obtain control also known as monopsony power (Booth and Zoega 2000), achieve competitive advantage (Bach and Sisson 2000) and to gain employee commitment (Bulut and Culha 2010). This essay examines benefits of training and development and possible reasons to why organisations and individuals are reluctant to invest in training. It also looks at the two main commonly practised approaches to training in relation to how they influen... .../www.traintogain.gov.uk/Helping_Your_Business/ttgincontext/ (Accessed 9 Nov.2010). U.S Department of Labour (2009). Occupational Outlook Handbook 2009: An Up to Date Guide to Today’s Job Market, New York: Skyhorse Publishing Inc. pp. 60-65. UKCES: UK commission for employment and skills (2010). National Employer Skills Survey for England 2010: Key findings report. http://www.ukces.org.uk/upload/pdf/NESS%20Key%20findings%202009_2.pdf (Accessed 12 Nov. 2010). Van den Bossche, P., Segers, M., and Jansen, N., (2010). ‘Transfer of Training: The Role of Feedback in Supportive Social Networks’ International Journal of Training and Development, vol. 14, no. 4, pp. 81-94. Wickramasinghe, V.M. (2006) ‘Training Objectives, Transfer, Validation and Evaluation: A Sri Lankan Study’. The International Journal of Training and Development, vol. 10, no. 3, pp. 227-247.

Employee Training and Development Essay -- Human Resources Business Ma

Organisations attain competitive advantage through the utilization of skills and knowledge of their employees (Bach and Sisson 2000).According to Subedi (2006:90), the highest value for training as perceived by managers, supervisors and employees was the ‘need for performance improvement’. If this is true then why is it that organisations and individuals still do not invest in training? Studies show that despite the recognition that training offers an avenue for development of skills, enhancement of productivity, increase in individual and organisational performance (Pride et al 2009; Bulut and Culha 2010), it is still quite rare in practice (Lengermann 1996).While some organisations invest in training, others find it more practical to poach employees, subcontract or engage temporary lower skilled workers (Bach and Sisson 2000). Cost, fear of poaching, poorly designed training programs, inability to ascertain economic returns and measure effectiveness of training are recognized as some of the reasons why organisations and individuals do not invest in training (Bach and Sisson 2000; Lloyd 2002; Jameson 2000; Van den Bossche et al 2010). On the other hand, while individuals may acquire new skills in order to be better positioned in the labour market (Grugulis 2006), organisations invest in training to obtain control also known as monopsony power (Booth and Zoega 2000), achieve competitive advantage (Bach and Sisson 2000) and to gain employee commitment (Bulut and Culha 2010). This essay examines benefits of training and development and possible reasons to why organisations and individuals are reluctant to invest in training. It also looks at the two main commonly practised approaches to training in relation to how they influen... .../www.traintogain.gov.uk/Helping_Your_Business/ttgincontext/ (Accessed 9 Nov.2010). U.S Department of Labour (2009). Occupational Outlook Handbook 2009: An Up to Date Guide to Today’s Job Market, New York: Skyhorse Publishing Inc. pp. 60-65. UKCES: UK commission for employment and skills (2010). National Employer Skills Survey for England 2010: Key findings report. http://www.ukces.org.uk/upload/pdf/NESS%20Key%20findings%202009_2.pdf (Accessed 12 Nov. 2010). Van den Bossche, P., Segers, M., and Jansen, N., (2010). ‘Transfer of Training: The Role of Feedback in Supportive Social Networks’ International Journal of Training and Development, vol. 14, no. 4, pp. 81-94. Wickramasinghe, V.M. (2006) ‘Training Objectives, Transfer, Validation and Evaluation: A Sri Lankan Study’. The International Journal of Training and Development, vol. 10, no. 3, pp. 227-247.

Employee Training and Development Essay -- Human Resources Business Ma

Organisations attain competitive advantage through the utilization of skills and knowledge of their employees (Bach and Sisson 2000).According to Subedi (2006:90), the highest value for training as perceived by managers, supervisors and employees was the ‘need for performance improvement’. If this is true then why is it that organisations and individuals still do not invest in training? Studies show that despite the recognition that training offers an avenue for development of skills, enhancement of productivity, increase in individual and organisational performance (Pride et al 2009; Bulut and Culha 2010), it is still quite rare in practice (Lengermann 1996).While some organisations invest in training, others find it more practical to poach employees, subcontract or engage temporary lower skilled workers (Bach and Sisson 2000). Cost, fear of poaching, poorly designed training programs, inability to ascertain economic returns and measure effectiveness of training are recognized as some of the reasons why organisations and individuals do not invest in training (Bach and Sisson 2000; Lloyd 2002; Jameson 2000; Van den Bossche et al 2010). On the other hand, while individuals may acquire new skills in order to be better positioned in the labour market (Grugulis 2006), organisations invest in training to obtain control also known as monopsony power (Booth and Zoega 2000), achieve competitive advantage (Bach and Sisson 2000) and to gain employee commitment (Bulut and Culha 2010). This essay examines benefits of training and development and possible reasons to why organisations and individuals are reluctant to invest in training. It also looks at the two main commonly practised approaches to training in relation to how they influen... .../www.traintogain.gov.uk/Helping_Your_Business/ttgincontext/ (Accessed 9 Nov.2010). U.S Department of Labour (2009). Occupational Outlook Handbook 2009: An Up to Date Guide to Today’s Job Market, New York: Skyhorse Publishing Inc. pp. 60-65. UKCES: UK commission for employment and skills (2010). National Employer Skills Survey for England 2010: Key findings report. http://www.ukces.org.uk/upload/pdf/NESS%20Key%20findings%202009_2.pdf (Accessed 12 Nov. 2010). Van den Bossche, P., Segers, M., and Jansen, N., (2010). ‘Transfer of Training: The Role of Feedback in Supportive Social Networks’ International Journal of Training and Development, vol. 14, no. 4, pp. 81-94. Wickramasinghe, V.M. (2006) ‘Training Objectives, Transfer, Validation and Evaluation: A Sri Lankan Study’. The International Journal of Training and Development, vol. 10, no. 3, pp. 227-247.

Should the English Police Use Firearms

Should the English police carry and use firearms? This essay explores the debate whether the English police carry and use firearms? It is a debate that has been a focal point in the public, policing agency, government and political arenas since the formation of the police. The English police are well known for their ‘unarmed’ tactic of policing and are only a few police forces worldwide that do so. It was this model of policing that Sir Robert Peel tried to distill from when he first formed the Metropolitan Police back in 1829, which as England as a country keeps to its traditions.However, due to increase in gun crime and terrorist attacks it is perhaps maybe time that the English police force kept up with an ever sophisticated and armed criminal/terrorist. In this essay the main themes I will focus on will be the background of the police, British models of policing, for and against armed response and the level of gun crime in the UK. The term ‘police’ deriv ed from the Greek word ‘politeia’ meaning government or state. ‘Police’ refers to a social institution that most modern societies have to ensure social control.In modern society there is an ideological assumption that the police are a fundamental part of social control and without them there would be chaos (Reiner 2000, p1), however not every society has existed with a formal police force. The role of the police in its efforts for the control of crime and maintaining order is one that has changed through history and is an area of great debate in their effectiveness and the functions the police have in modern society.The police in modern society are called upon routinely to perform a wide range of tasks from public reassurance to terrorism and respond to emergencies, critical incidents and crises, many with an element of social conflict (Grieve et al. 2007, p19). A state run police organisation is a modern form of ‘policing’ (Reiner 2000,p2), ho wever ‘policing’ is a different idea to that of the ‘police’. Understanding the function and role of the police requires consideration to the ideology of policing.The concept of policing can be defined as ‘the function of maintaining social control in society’ (Reiner 2000, p3). Policing can be carried out by an array of people and techniques of which the modern idea of the police is one. The police as a specialised institution of social control are seen as a product of the division of labour in modern societies and can be distinguished from other types of policing by their ability to use legitimate force.In modern democracy the police are both the symbolic ‘front’ of the state’s authority and responsible for the protecting individual and collective freedoms (Neyroud & Beckley 2008, p21). In the UK policing is seen to be ‘by consent’ rather than a state run military model, thus its success is dependent on public co-operation and approval than fear (Grieve et. al 2007, p19). The English police force is only a number of police forces in the world were firearms are not routinely carried by all officers.It has kept in accordance to when they were first formed in 1829 by Sir Robert Peel, after the Metropolitan Police Act was passed by parliament. Upon the forming of on Metropolitan police force (1829), Sir Robert Peel’s intention was that the police’s role was for the prevention of crime. Efforts were made so that the new police did not look like soldiers, where Sir Robert Peel tried to avoid accusations of setting up a continental system of ‘agents’ like the French model of policing.The police weaponry was limited to a wooden truncheon, though cutlasses were available for emergencies and for patrolling dangerous beats and inspectors and above could carry pocket pistols (Emsley 1996, p26). The decision not to arm the Metropolitan Police in 1829 was intentional. The us e of force used by the police was only to the extent necessary to secure observance of the law or to restore order only when the exercise of persuasion, advice and warning is found to be insufficient.The aim was to convey ‘civilian’ status (a citizen in uniform), distancing the police from the military. Sir Robert Peel in his model of the Metropolitan police implemented that the police, at all times, should maintain a relationship with the public that gives reality to the historic tradition that the police are the public and the public are the police; the police being only members of the public who are paid to give full-time attention to duties which are incumbent on every citizen in the interests of community welfare and existence.The days of the ‘local bobby on the beat’ and that of a civilian in clothing seemed to be a past time view of the police force by the 1960s. A new system of policing emerged, encouraged by the Home Office, which saw the number of officers on foot and put more into cars. This new system of policing was called ‘unit beat patrol’ (UBP), together with personal radios issued to all officers to enable quicker responses and cover more area (Newburn 2008, p91). This new ystem of policing intended to improve policing and police-community relations, yet it was seen to have the adverse effects. The UBP saw changes not only to the style of policing but also the image, as Chiball (1977) described it: ‘The â€Å"British bobby’’ was recast as the tough, dashing, formidable (but still brave and honest) â€Å"Crime-Buster† (cited in Newburn 2008, p91). However, the most notably change was the model of policing, it had seemed that the original ‘democratic’ model had been replaced by a ‘military’ model of policing.A new trend of hard-liner policing of political and industrial conflict emerged as serious disorder develop in England in the 1970s to 1980s. New fo rces within the police force were developed, specially trained, readily mobile to cope with riots with the formation of The Metropolitan Police Special Patrol Group in 1965. This was a mobile reserve, developed with a paramilitary role in dealing with public order and terrorism (Reiner 2000, p67). All forces produced similar units which were trained in riot control and use of firearms.The military model of policing was ever present during the miners’ strikes of the 1980s, where the police now using centrally co-ordinated police operations and officers were now routinely using riot shields, helmets with visors and long batons in public disorders and riots. The use of force by the police had reached new levels as police used new tactics to ‘disperse and/or incapacitate’ protestors, outlined from the Tactical Options Manual approved by the Home Secretary in 1983 (Emsley 1996, p184).Plastic bullets and CS gas were more commonly deployed and even used in public disord er and riots with the showing of a police force more readily and willing to use excessive force against the public. However, it was common for complaints to be made regarding excessive force by the police but only to be dismissed due to the structure of the complaints system and the legitimacy issues in accountability of the police of use of force.It is evident that the use of force by the police over time has increased and also changed as has the model of policing, tactics, technology and weaponry available to the police. However, what weapons are available to the police and how they use is a topic of public concern and often political controversy. The legal use of force, the Criminal Justice Act 1967 section 3, states the ‘any person may use such force as is a reasonable in the circumstances’ for the lawful purposes. Article 2 of the European Convention amends this provision to equire that the use of lethal force by police officers should be necessary and proportionat e (Newburn 2008, p468). With the emergence of guns more readily available and used by the police, it is only necessary that such overseeing bodies like The Association of Chief Police Officers (ACPO) are formed. Established in 1942, the ACPO function is an independent professionally led body with the aim of centralising the development of policing strategies as a whole (Grieve 2007, p27).In the ‘Manual of Guidance on the Management, Command and Deployment of Armed Officers (2010) the guidelines for using lethal force are as stated in Article 4: ‘Law enforcement officials, in carrying out their duty, shall, as far as possible, apply nonviolent means before resorting to the use of firearms. They may use force and firearms only if other means remain ineffective or without any promise of achieving intended results’†¦Article 5 states: ‘Exercise and restraint in such use and act in proportion to the seriousness of the offence and legitimate objective achieved ’.Consequently, in the UK, police officers are given the discretion to determine if the suspect poses a threat to the police officer or the public as PACE does not actually define what is ‘reasonable force’. In the pursuit of these suspects, police officers are given the power to use deadly force through probable cause of harm. The courts decide whether the use of deadly force is justified or not and in some cases, police officers are charged because their use of deadly force is considered to be unjustifiable. Hence, there is a very thin line separating the justification of the use of deadly force from an act that is unjustified.The ethical and moral dilemma of police officers therefore rests not only on the regulations of their agency but on their analytical and ethical decision. In 2008/09, there were 6,868 authorised firearms officers within the police force which was made up of 136,365 (Home Office, 2010). This is a small minority of police officers who are t rained and authorised to use firearms but when considering that the English police are seen as an ‘unarmed’ force, these numbers are quite high. A debate of great concern for the public but also crime agencies and political arenas, is whether English police officers should carry and use firearms?The increasing use of guns by criminals and gun related deaths to both the public and English police officers has been a catalyst for supporters in the carrying and use of firearms by police officers. The 1960s was seen as the turning point in the arming of police officers as in Shepard’s Bush, London, three plain clothed police officers were shot dead (Newburn 2008, p473). This incident prompted the creation of the Metropolitan Police’s ‘D11’ which trained officers on firearms. However, even with the creation and training of police armed response teams such methods proved inadequate to deal with incidents like the Hungerford massacre.Michael Ryan beca me Britain’s first spree killer (Squires & Kennison 2010 p77), when he killed 16 people. The Thames Valley Police Tactical Arms Firearms team was 40 miles away and took an hour and forty minutes to assemble; this resulted in the debate about the effectiveness of having specific armed response teams and not a general armed police force that could deal with situations more effectively and quicker. In outlining the history of the UK police force Neyroud & Beckley (2008) argues that the baton-days prior 1980s was not enough to protect public safety against criminals.He cites the case of the Hungerford Shootings and the Thames Valley Police Force where an armed man killed two persons and injured one after a random shooting. The police force was heavily criticised because of the length of time it took for the police officers to respond to calls. The police was also criticised because the police use of firearms was largely focused on protecting the safety of the officers and on prev enting fatal shootings, instead of focusing on public safety. Since then, the public expectations of the police and the use of force has been a dilemma for the UK police.Following the shootings, there was a call for more aggressive approach to enforcing the law. Is the use of deadly force justified? For the Thames Valley Police it is justified because it protects not only the police officers but also public security (Neyroud & Beckley, 2008, p253). Security threats cannot be allowed in a society since they affect the confidence of the public on the police. In the terms of consequentialism, shooting a person who is out to massacre innocent is justified because the death of the criminal would mean sparing the lives of many others, restoring the peace and order needed by the society to properly function.The arming of police officers routinely could be considered a small step, as police officers are routinely armed already in a variety of situations, e. g. at airports and when providing security for political leaders or institutions. Already rapid-response units of armed officers are available to deal with armed criminals, but these need to be specially summoned and authorised which consumes time and lead to being ineffective in the situation. Armed police can be seen to reassure law-abiding citizens at a time when gun-related crime is increasing in most European countries and parts of North America.Much public opinion holds that something must be done to tackle this. People may feel safer when they see armed police, especially if they perceive them as a response to a heightened risk. Thus, for example, police officers at British airports and places government buildings routinely carry guns after recent terrorist attacks on England. Just as quickly as incidents brought about a feeling of approving by many of the carrying and use of firearms with deaths of police officers and public, it brought about incidents that gave the disapproval.Having armed police response may have its benefits when dealing with armed and dangerous criminals or terrorist threats; however the problem faced by armed police officers is knowing how much of a threat that suspect really poses and if they are correctly identified as carrying firearms or even the correct suspect. A notably example of these problems faced by armed response police, was the Harry Stanley shooting in 1999. The police received a call that a man believed to be Irish was armed with a shotgun and an armed response team was dispatched to deal with the situation.Upon arriving at the pub the armed response team shouted to Mr Stanley and as he turned the officers took this action as an aim at them with the suspected gun and in response shot him dead. It was revealed that Harry Stewart was in fact carrying a wooden chair leg and posed no threat at all to police officers or the public. However, it was not only the wrongful killing of Harry Stuart that was scrutinised but the events of the incident told by the police officers as it did not match forensic evidence (Squires & Kennison 2010, p172).A similar incident again highlighted the problems faced with armed police officers, the shooting of Jeans Charles de Menezes in 2005. Two weeks after the London bombings, Jean Charles de Menezes was followed by a surveillance team who had mistaken him for Hussain Osman, a suspected failed suicide bomber from the previous day. As Jean Charles de Menezes boarded a train at Stockwell train station he was confronted by anti-terrorism officers who shot him seven times, certain that he was a suicide bomber (O’Driscoll 2008, p341).Initially, a discernible reluctance to accuse the acting officers of any wrongdoing. On the contrary, there was a general acceptance that their actions were both defensible and consistent with Metropolitan Police procedures for dealing with suspected suicide bombers. Viewed in this light, the shooting of Menezes was an unfortunate mistake, but nothing more. The war on terror, it is claimed, presents a novel form of war that necessitates (and therefore legitimates) a robust engagement from the relevant security forces (O’Driscoll 2008, p342).Yet this simple formulation overlooks the possibility that it was the very conditions of the war on terror that gave rise to the circumstances where such a ‘mistake’ could occur. Police violence, according to Box (1983), tends to increase in proportion to the elite’s fear of disorder, and the more fearful the elite, the more likely they are to tolerate illegal violence against potentially dangerous groups (Belur 2010, p323). Thus, in societies with extremely unequal social structures, such as those in some Latin American countries, the fate of the socially marginal is regarded with indifference by the state and the middle-class public alike.Even in strong democracies like the United Kingdom, Jefferson (1990) found that dehumanization and demonization of dissident and marginal groups seek to construct an ‘authoritarian consensus’ among the ‘respectable majority’, which allows them and the government to authorize or condone certain coercive measures (cited Belur 2010, p324). For the debate whether English police officers should carry and use firearms, it is important to look at the statistics of gun crime in England as an indication on the severity of the problem for a justification.There has been a dramatic rise in the ‘street gang’ culture within the UK, characterised by illegal gun ownership and violence (Caddick & Porter 2011, p1). A new wave of gun crime has contributed to the so called ‘gun culture’ that many of the UK’s youths participate in, despite a background of increasingly restrictive legislations and better policy responses. There were 53 fatal police shootings between 1990 and 2011 (Inquest 2011). The figures for fatal shootings might be deemed ‘low’, however the police in Eng land have an international reputation for being ‘unarmed’.Overall, there were 19,951 police operations in 2008/09 in which a firearm was authorised. The overall level of gun crime in England and Wales is very low – less than 0. 5% of all recorded crime. In 2007/8 there were 9,865 offences in England and Wales in which firearms (excluding air weapons) were reportedly used, a 2% increase on the previous year. In 2007/8 there were 455 firearm offences in which there was a fatal or serious injury, 3% lower than in 2006/07. 6. 8% of all homicides committed during 2007/08 involved the use of firearms, down from 7. 8% in 2006/07 (Home Office (2010).Sir Robert Peel back in 1829, formed the Metropolitan Police with the aim to convey ‘civilian’ status (a citizen in uniform), distancing the police from the military. Sir Robert Peel in his model of the Metropolitan police implemented that the police, at all times, should maintain a relationship with the public t hat gives reality to the historic tradition that the police are the public and the public are the police; the police being only members of the public who are paid to give full-time attention to duties which are incumbent on every citizen in the interests of community welfare and existence.There have been a number of major changes to the police force as well as in technology and weaponry which is certainly a necessary solution to new problems faced by the police from criminals. However, there is a reason why as early as 1829, English police officers have remained unarmed. Arming the police is an easy way of ignoring the fundamental failures of society. Guns are not a response to crime. What is actually needed is more effort in preventing crime through detective work and policing strategy rather than focussing on responding to it.Nor does arming the police offer a solution to fundamental socio-political issues which contribute to crime. Routinely arming the police is an uneven respons e to gun crime, as it will affect some sections of the community more than others. For example, as certain ethnic groups are often associated with particular types of criminality, police use of firearms will damage police credibility within communities which feel that they are the subject of too much police suspicion. Even if the police believe they are carrying weapons in self-defence, others will view it as an aggressive act.This is a big change, both culturally and practically. The large majority of policemen and women go through their whole career without handling firearms. Even with the special selection measures and intensive training given to the few firearms officers today, mistakes sometimes occur and innocent people are shot, either by mistake because the armed officers are acting on inaccurate information, or because they are bystanders caught in the cross-fire of a shoot-out. Arming all police officers would mean ditching the current stringent selection methods and inevi tably result in less training being rovided, so mistakes would become much more common and more people would be wounded or killed. If the English police officer has managed to last from 1829 from its first formation without carrying and using firearms then it does not need them now. The current responses in place to terrorist and armed criminals in place are sufficient; although not perfect by any means it would be a devastating blow for the people of England tradition and the effects costly. There are enough replacements to the use of firearms and those options should be explored. References Belur, J. (2010). Why do Police Use Deadly Force?Explaining Police Encounters in Mumbai. British Journal pf Criminology. 50 (5), p320-341. Caddick, A & Porter, E. (2011). Exploring a model of professionalism in multiple perpetrator violent gun crime in the UK. Criminology & Criminal Justice. 1-22. Emsley, C (1996). The English Police: A Political and Social History. Essex: Pearson. Grieve, J et al. (2007). Policing. London: Sage Publications Hallsworth, S & Silverstone, D. (2009). ‘That’s life innit’ A British perspective on guns, crime and social order. Criminal & Criminal Justice. 9 (3), p359-377. Leishman, F & Loveday, B & Savage, S (2000).Core Issue In Policing. 2nd ed. Essex: Pearson. Lutterbeck, D. (2004). Between Police and Military:The New Security Agenda and the Rise of Gendarmeries. Cooperation and Conflict. 39 (45), p45-68. Malcolm, J (2002). Guns and Violence: The English Experience. London: Harvard University Press. McLaughlin, E (2007). The New Policing. London: Sage Publications. Mitchell, L & Flin, R. (2007). Shooting Decisions by Police Firearms Officers. Journal of Cognitive Engineering and Decision Making,. 1 (4), p375-390. Newburn, T (2008). Handbook of Policing. 2nd ed. Devon: Willian Publishing. Newburn, T (2005).Policing: Key Readings. Oxon: Routledge. Neyroud, P and Beckley, A (2008). Policing, Ethics and Human Rights. 2nd ed. D evon: Willian Publishing. O'Driscoll, C. (2008). Fear and Trust: The Shooting of Jean Charles de Menezes and the War on Terror. Journal of International Studies. 36 (2), p339-360. Reiner, R (2000). The Politics of Policing. 3rd ed. Oxford: Oxford University Press. Sharp, D. (2005). Who Needs Theories in Policing? An Introduction to a Special Issue on Policing. The Howard Journal. 44 (5), p449-459. Squires, P ; Kennison, P (2010). Shooting to Kill. Sussex: Wiley ; Sons Ltd.