Proof of Alcohol Lab Report Sample

Proof of Alcohol Lab Report Paper Proof of the Alcohol Solution: (Percent of Alcohol Based on Volume) (2) = Proof of the Alcohol Solution = (17. 6 96) (2) = 35. 2 Conclusion The experiment was very successful. The experiment went exactly as planned in all three parts. In part I and II of the lab, density of ethanol and water was calculated. The density of water was . 907 g/ml and the density of ethanol was . 724 g/ml. Since the density of ethanol is less than the density of water, it could be predicted that the ethanol would float on top of the water solution when chemically separated. For part Ill of the experiment, ethanol was mixed with an known water solution. Ethanol is miscible with water so Nasal, ethyl ether, and sodium acetate were added to chemically separate the alcohol from the rest of the unknown solution. The divided solution was then put into a separators funnel, and the water part of the solution was drained. This can be done because the ethanol is a clear color and the water was yellowish. The ethanol having a lower density, floated on top of the yellow water layer, so there was a clear line where the two divided. The water layer was drained from the solution leaving just the ethanol in the separators funnel. Using the drained water layer al of the calculations above could be made. We will write a custom essay sample on Proof of Alcohol Lab Report specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Proof of Alcohol Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Proof of Alcohol Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Errors were definitely made in this lab. The measurements of density and water were off. The known density of water is 1. 00 g/ml not . 907 g/ml and the known density of ethanol is . 789 g/ ml not . 724 g/ml. These errors were made because the mass scale was not calibrated or because a slight error was made reading the volume. It is also likely that an error was made when draining the water layer. It is impossible to tell exactly where the solution switches from water to ethanol, so some ethanol probably got drained with the water layer. This would slightly change the volume ND mass of the water layer. However, these mistakes were expected to happen and the lab was still very successful. Every step of the lab went as expected, and even if the numbers are a little incorrect they are very close to what they should be. Questions Using the mass percent of my experiment, 30. 4 %, the theoretical density of my solution would be 0. 940 g/ml. The density of the unknown that was calculated based on volume and mass was 0. 9326 g/ml. To find the percent error, subtract the theoretical density from the actual density, divide by the theoretical density, and the multiply the entire thing by 100.

Environmental lapse rate Essay Example

Environmental lapse rate Essay Example Environmental lapse rate Paper Environmental lapse rate Paper The temperature measured at the ground is 15. Assuming that the air parcel moves adiabatically through the atmosphere, what will be its temperature at each pressure level up to and including 500 hap? Assume ground level is equivalent to 1000 hap) (4 marks). Height (hap)Temperature 500 -35 600 -25 700 -15 800 -5 900 5 1000 15 If the parcel is then forced down to a height of 3000 m, what will its temperature be? (2 marks). If a parcel is then forced down a height of mm, its temperature will be -1 ICC as mm is papa. This is due to the fact that the atmospheric pressure at mm is papa. Temperature decreases along the DALE because the air parcel expands. This is due to fact that pressure decreases within the atmosphere. Re-calculate parts (1) and (2) but this time assume that air parcel is saturated (6 marks). Height (hap) Temperature 500 -15 600 -9 700 -3 800 3 900 9 If the saturated air parcel is now forced down a height of mm, its imperative will be -ICC as mm is equal to papa Environmental Stability Exercise C (Total 10 marks) The following temperature soundings are obtained: Height (hap) Tenderheartednesss air parcel (Co/mm/papa) Unsaturated air parcel (001000m/ 1 Poppa) 1000 34 34 34 800 12 22 14 700 2164 600 -2 10 -6 500 -12 4-16 300 -25 -8 -36 -30 -14 -46 The stability of the atmosphere with the saturated air mass is unstable as the air mass is warmer than the environment. However if the parcel of air were to be saturated from ground level, it would rise in the atmosphere and decrease in temperature at the SAL R. But this parcel of air would carry on ascending in the atmosphere, making it stable. The unsaturated air mass is conditionally unstable, as it will rise to about at papa/mm the parcel of air becomes saturated as it has become cooler than the environmental temperature surrounding it. It will then continue to decreasing in temperature at the saturated adiabatic lapse rate (SAL R) of around ICC / mm, as it descends making it unstable Dew points, relative humidity and cloud formation Exercise D (Total = 22 marks) Plot a graph of mixing ratio vs.. Temperature and use this to help answer the questions in this section (6 marks). The graph may be plotted either in Excel or on regular graph paper. See attached If the temperature and the dew point of a parcel of air at the ground are DDCD and DDCD respectively what will the height of condensation be? (6 marks). Height of Condensation 125 (Ta-Tad) = 125 (23-13) = 125 x 10 Height of Condensation= mm Calculate the relative humidity of this parcel of air at the ground (8 marks). What happens if the dew point and temperature at the ground are equal? (2 marks). Relative Humidity (RE)= (Actual Vapor Density) (Saturation Vapor Density) x 100 ICC = 28. 1 numb ICC = 14. Numb = 14. 979 28. 104 = 0. 53298 0. 53298X100= 53. 289% marks). If the dew point and the ground level temperature were to be equal the surrounding air parcel would be saturated (completely), as the relative humidity would be at its maximum. Exercise E (Total = 12 marks) Explain clearly the nature and possible behavior of an air parcel rising from the ground, with a dew point of 1 co and the following environmental temperature profile. See table Height (m) Temperature0cTemperature of air parcel (Co) Dew point Co 28 28 10 1000 15 188 2000 9-2 6 3000 -3 -8 2 -10 4-8 15 -14 -14 Assuming that the air parcel and the environmental temperature at ground level are equal. The air parcel rises adiabatically losing ICC per mm and the dew point decreases by ICC every mm. The air parcel remains unsaturated or dry at mm and then after mm it becomes saturated. Therefore the height of condensation lies within the altitudes of mm-mm. This can be calculated relatively easy using this equation: Height of condensation 125 (Ta Tad) Inputting my figures = 125 (28- 10) = 125 x 18 = mm After saturation of the air parcel, the temperature of the air parcel will crease at the saturated adiabatic lapse rate (SALE), which is around 6001000m. When the temperature of the air parcel is warmer than the environmental temperature as it is from mm mm the atmosphere is unstable. When the parcel reaches mm, it becomes stable because the air parcel is colder than the environmental temperature, in that case the air parcel stops rising. Therefore the atmosphere is conditionally unstable. Exercise F (Total = 14 marks) A mass of air with a ground temperature of ICC and a dew point of -ICC is forced to ascend a 3000 m mountain. If the environmental temperature at 000 m is Describe the changes in air mass and dew point temperatures you might expect to observe. (8 marks). I have drawn a diagram of the changes in air mass and dew point temperatures you might expect to observe below When air is forced down a mountain, it is an example of forced convection. The air mass and dew point values change as the air mass rises and falls. According to thermodynamics, as air rises, it looses heat energy, as pressure is lost because of the air mass expanding in size. The temperature decreases by 10 and the dew point temperature decreases by ICC. At the top of the mountain, the air parcel saturates at mm. The air parcel is cooler than the environmental temperature, which means that the air parcel will begin to fall down the slope at the Dry Adiabatic Lapse Rate (DALE). At each altitude the air parcel temperature decreases by 1 co and the dew point rises by ICC. As pressure is being increased when the air parcel is decreasing temperature increases. There has been a 1 net increase in air mass temperature from 1 ICC to ICC; same with the dew point temperature as there has been a ICC decrease from -ICC. We can calculate height of condensation takes place at with this simple equation 125X22 -mm Therefore we can at about the altitude of mm clouds start forming as the air parcel starts becoming saturated. Calculate the relative humidity of the air masses before and after ascent. (4 marks). Relative Humidity = Virtue XIII% Mart Before ascent Air temperature= 18 Mixing ratio-? egg/Keg 2. 8 Relative humidity O After descent Mixing ratio= egg/keg Mixing ratio-? 2. G/keg Relative humidity= 100 18 . 46% . Before ascent the humidity of the air mass was 21. 5% and after descent the humidity of the air mass was 18. 46% 3. How would the behavior of the air mass change (if at all) if the mountain as only 2000 m high and the environmental temperature at that height was -7 co? (2 marks) If the mountain were only mm, the temperature of the dew point would decrease by -ICC as we have seen beforehand and so would become saturated. With the environmental temperature at -7 Co the air parcel would be warmer than that of the surroundings and consequently the air parcel will carry on growing and expanding in size, dropping in pressure and losing heat at the saturated adiabatic lapse rate. Deprograms and stability Exercise G (Total = 18 marks) Values of the environmental air temperature are obtained at each of the eights given below. The dew point temperature (Tad) at the surface is 1 ICC. Plot a deprogram to show the trajectory of an air parcel or air mass rising from the surface. Explain, by reference to the deprogram how the parcel would behave and, hence, describe the stability of the atmosphere. Annotate the deprogram to indicate clearly the presence of any condensation levels or changes in air parcel/mass behavior. See diphtheria attached Height (hap) Height (m) Dew point (Co) Temperature (Co) 1000 010 15 900 1000 88 800 2000 23 700 3000 -4 -8 600 4000 -10 -6 500 5000 -16 -15 The dew point rises adiabatically losing heat. At mm or papa saturation of the air parcel occurs as the dew point and the air parcel are at the same temperatures. To calculate the height Of condensation we can use this simple equation Height of condensation = 125 (Ta Tad) = 125(15-10) -mm On my Deprogram attached, I have shown a dew point (red line) which come together with the dry adiabatic line (green line). This illustrates the fact that when the saturated air parcel stopped ascending. When the air is saturated the air parcel stops ascending. The dew point will continue to cool down at he saturated adiabatic lapse rate of around ICC per mm. From this I illustrated the saturated adiabatic line (SALE) (black line). The Environmental Lapse Rate (LEER) is shown in green on the deprogram, and lies to the right of the SALE. This means that the atmosphere is stable, which means thats the air parcel will continue to rise. Exercise H (Total = 100 marks). You should be aiming to write about 500 words As you will have seen during these exercises, air behaves in a certain way when it is forced to rise over a topographic barrier. Describe one example of such a topographically induced airflow from somewhere in the oral, indicating clearly how geography and atmospheric conditions influence the creation and behavior of the wind. Illustrate your discussion with diagrams as appropriate, and make sure that you provide clear references for the information you give (note that Wisped is not an acceptable source Of information). The meaning of a topographic barrier is an obstruction within the land e. G. Mountain ranges that change wind and rainfall pattern within the mountainous area. An example of such a topographically induced airflow is the Serbia Nevada mountain range. The Sierra Nevada is located in the west f the United States running along the east of California. It extends north about implies from the Mojave Desert to the Northern Californian Cascade Range. The Sierra Nevada varies in width and is about miles wide at Lake Tahoe and miles wide towards the south of the mountain range. Its remarkable skyline and extraordinary landscapes makes it one of North Americas premiere views. Biologically, it is the home to the worlds most ancient trees, the sequoia. In previous history, the focus Of the gold rush and now is the home to 3 national parks, 20 special wilderness areas and 2 cantonal monuments. Topographic barriers such as mountains and hills force normal winds within the area up and over their slopes which are about 4421 m high at the highest peak. As an air parcel rises, it cools as the higher it goes within the atmosphere, the more pressure is lost and therefore heat is lost as there is energy being transferred in order for the air parcel to expand. Cooler air is capable of holding less water vapor than warmer air. As the air parcel cools it reaches its maximum saturation point, this water vapor is forced to condense, depositing rain or snow on windward slopes. When air is met by a mountain, it is elevated up and over the mountain, cooling as it rises. If the air cools to its saturation point, the water vapor condenses and a cloud forms. When these air parcels form large enough droplets; precipitation will form. Westerly Wind coming in from the Pacific Ocean carrying water vapor is trapped by the Sierra Nevada and is forced up an uphill slope where Otherwise the air would have passed unscathed. This air is then forced back down causing a phenomenon called the Sierra Nevada wind rotors. These wind rotors are periodic changes of atmospheric pressure, temperature and altitude in a current of air caused by vertical displacement e. G. A topographical barrier such as the Sierra Nevada. The result of these wind rotors is as mild as strong winds or windstorms. The strength of the wind rotor is dependent upon wind speed coming in, ground temperature, wind patterns and water vapor. With that said, the formations of these wind rotors are unpredictable. As air up a mountain is cooler due to the environmental lapse rate (air cools around 6. ICC every mm an air parcel rises up. This creates a distinct monochromatic around the mountain range. The lower zone of the mountain angel is dry and cooler whereas the top has cold and severe conditions. This is indicated by the flora existing in these parts. The positioning of uphill slopes in relation to the sun has an influence on the climate. South-facing slopes are sunnier and support entirely different ecological communities than north-facing slopes. The south side of a mountain may experience spring conditions weeks or even months ahead of its north side. Where year-round snow or glaciers exist, they are supported by the shade provided by north- and west-facing slopes.

University of North Carolina at Greensboro Admissions

University of North Carolina at Greensboro Admissions The University of North Carolina at Greensboro (UNCG) is a largely accessible public university. The school had an acceptance rate of 74  percent. Admitted students tend to have grades in the B range or better, and SAT/ACT scores that are average or higher. The application has an optional essay (an essay is required for university scholarship applicants). Note that some majors and professional schools at UNCG have additional application requirements.  Calculate your chances of getting in  with this free tool from Cappex. UNCG Description UNCGs home of Greensboro is a city of about a quarter million people that stands midway between Atlanta and Washington D.C. The 210-acre picturesque campus features a variety of architectural styles. Explore the campus with the University of North Carolina Greensboro photo tour. The University of North Carolina at Greensboro has a  student/faculty ratio  of 17 to 1 and an average class size of 27. For its strengths in the liberal arts and sciences, UNCG was awarded a chapter of the prestigious  Phi Beta Kappa  honor society. On the social front, UNCG has roughly 180 student organizations. In athletics, the UNCG Spartans compete in the NCAA Division I  Southern Conference. Admissions Data (2016) Percent of Applicants Admitted: 74  percentGPA, SAT and ACT Graph for UNCG AdmissionsTest Scores 25th / 75th PercentileSAT Critical Reading: 480 / 570SAT Math: 470 / 560SAT Writing: - / -What these SAT numbers meanSouthern Conference SAT score comparisonSAT scores for NC campusesACT Composite: 21  / 25ACT English: 20  / 25ACT Math: 19 / 25ACT Writing: - / -What these ACT numbers meanSouthern Conference ACT score comparisonACT scores for NC campuses Enrollment (2016) Total Enrollment: 19,647  (16,281 undergraduates)Gender Breakdown: 34 percent male / 66 percent female87  percent full-time Costs (2016-17) Tuition and Fees: $6,971  (in-state); $21,833 (out-of-state)Books: $956 (why so much?)Room and Board: $9,934Other Expenses: $2,224Total Cost: $20,085 (in-state); $34,947 (out-of-state) UNCG Financial Aid (2015-16) Percentage of New Students Receiving Aid: 84  percentPercentage of New Students Receiving Types of AidGrants: 67 percentLoans: 67 percentAverage Amount of AidGrants: $8,460Loans: $5,827 Academic Programs Most Popular Majors:  Biology, Business Administration, Elementary Education, English, Exercise Science, Human Development and Family Studies, Nursing, Psychology, Social Work, Speech and Rhetorical StudiesWhat major is right for you?  Sign up to take the free My Careers and Majors Quiz at Cappex. Graduation, Retention and Transfer Rates First Year Student Retention (full-time students): 76  percentTransfer Out Rate: 22 percent4-Year Graduation Rate: 30 percent6-Year Graduation Rate: 54  percent Intercollegiate Athletic Programs Mens Sports: Tennis, Soccer, Golf, Basketball, Baseball, Track and FieldWomens Sports:  Basketball, Golf, Softball, Volleyball, Track and Field, Tennis If You Like UNCG, You May Also Like These Schools: UNC Chapel Hill:  Profile  |  GPA-SAT-ACT GraphUNC Charlotte:  Profile  |  GPA-SAT-ACT GraphUNC Wilmington:  Profile  |  GPA-SAT-ACT GraphEast Carolina University:  Profile  |  GPA-SAT-ACT GraphWestern Carolina University:  Profile  |  GPA-SAT-ACT GraphHigh Point University:  Profile  |  GPA-SAT-ACT GraphNorth Carolina State University:  Profile  |  GPA-SAT-ACT GraphWake Forest University:  Profile  |  GPA-SAT-ACT GraphNorth Carolina AT:  Profile  |  GPA-SAT-ACT GraphAppalachian State University:  Profile  |  GPA-SAT-ACT Graph Data Source: National Center for Educational Statistics

Italy Country Profile Assignment Example | Topics and Well Written Essays - 1500 words

Italy Country Profile - Assignment Example . . Italy is a magic. Explore it† (â€Å"Beautiful Italy,† n.d.). With this notion, it can be perceived that Italy must be a paragon of a paradise in the contemporary perspective. The concept of this paper has been created as to depict the PEST-C aspects of the country, including the Hofstede's perspectives of analyzing the culture of Italy as compared to Canada, and depicting the feasible business venture in the country. Lastly, a conclusive remark will be inscribed. 2. PEST-C Aspects Political/Legal. When it comes to dealing with weak pecuniary locus of the country, Italy has announced to cut its budget amounting to â‚ ¬26bn from the period span 2012-14. In accordance with the Transparency International’s Corruption Perception Index 2011, the country is placed at 69th among 183 nations (â€Å"Italy Country Profile,† 2012, p. 4). In the context of European Union, Italy is deemed as having the highest aggregate tax rate. In accordance with Paying Taxes 2 012, the nation’s aggregate tax rate was 68.5%, which is notably above the average of EU of 43.4%. Such taxes may comprise of profit and labor impositions. Dismally, the nation’s aggregate piracy rate is 49% that has eventuated to procure detrimental losses of â‚ ¬1.87bn; such piracy issues are associated to business and entertainment softwares (â€Å"Italy Country Profile,† 2012, p. 5). ... Furthermore, non-performing loans, such as substandard, restructured, bad, and past-due loans. In accordance with the International Monetary Fund, these loans have incremented to 11% in 2011 from about 6% in 2008. The debt turmoil has become the triggering factor for organizations to be exposed to short-term debts, which are dependent to the lending institutions. Otherwise stated, organizations are doomed to fail because of the potential risks of high interest rates and be liquidated. The worst case is that forty percent of these organizations are exposed to interest rates that are payable within a period of less than twelve months (â€Å"Italy Country Profile,† 2012, pp. 4-5). Social/Cultural. It is significant to consider the demographic profile of a country when it comes to depicting the generality of its social aspects. Therein, cultural aspects will be delved as well in the light of fathoming the demographic facets. In accordance with the CIA World Factbook, the average l ife expectancy of Italy last 2012 was at 81.86 years--comprising of men ages 79.24 years and women 84.63 years (â€Å"Italy Country Profile, 2012, p. 5). That record is notably one of the highest in the world. In the light of macroeconomics, the nation’s aggregate workforce is mitigating (â€Å"Country Intelligence: Italy,† 2012, p. 16) and such a situation will deem as detrimental. In fact, Italy’s unemployment rate was about 8.40% in 2011, which was considerably higher than that of the developed countries. This implicates that Italy’s work environment may be the cause of weakening social aspects that will lead to impact the economy of the country. As a matter of fact, Italy’s employment rate of 56.9% was lower compared to that of the EU average of 64.2% (â€Å"Italy

The Honor of Fuente Ovenjuna Essay Example | Topics and Well Written Essays - 1500 words

The Honor of Fuente Ovenjuna - Essay Example Content analysis of responses revealed systematic differences in the cultural prototypes of pride and shame; these differences can be seen as reflecting the influence of individualistic versus honor-based values on the way in which self-conscious emotions are conceptualized. (Fischer) The focus on the traditional values of respect to royalty and honor of women has been a part of the Spanish tradition and much of traditional Spanish literature uses honor-related themes as a conspicuous backdrop, even if in a diluted form in modern Spanish Drama. Lope de Vega’s play Fuente Ovenjuna, written sometime between 1612 and 1614 portrays the conflict of these values as interpreted by the various strata of the social structure. This play not only structures itself around the play of ‘pride, anger and shame’ between the hoi-polloi and the riff-raff, but allows the reader to take a macro view of the use of these emotions by the characters to project their sense of ethics and morality; and thus, safeguard their own honor. According to Alix Inger in ‘What is an honor play?’, an honor play essentially deals with the theme of conjugal honor; that is, the respect of a man threatened by the behavior of his wife. However, in the Golden Age, the preoccupation with conjugal honor came to acquire newer dimensions and the subject acquired larger proportions. Now, conflict of the type lay not only in gender but also in class, age, allegiance and a collective psyche. While one may largely agree with Inger’s inference of such development; it is pertinent to remark that in ‘Fuenteovejuna’, no matter where the conflict lay; the perpetration and the resolution of honor-conflicts lay mostly with the female protagonist of the play. As ascribed in the paper ‘Courtesy, Altruism and Honor’, there is a direct correlation between the interpretation of honor and the issues of courtesy, opinion, authority and respect. Whether it is the Comendador’s use of the age-advantage

Foundations of Organizational Structure Essay Example for Free

Foundations of Organizational Structure Essay TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 1 General Introduction 1. Ice-breaking session. 2. Self-introduction by tutor and students. 3. Briefing on course requirements. 4. Tutorial expectations and participation. 5. Briefing on Group Report Oral Presentation (requirements and expectations). 6. Team formation for Group Report. (4 members per group) 7. Tutor assigns question and time for oral presentation group report ** Oral presentation and group report submission will starts from Week 3 to 5** **Important note** Students are required to sit for one (1) online test on Week 3. Please make sure that you are registered under this course and be able to access to CEL to take the test. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 2 Topic 1 : Foundations of Organizational Structure Part A: Multiple Choice Questions 1) The ________ refers to the number of subordinates that a manager directs. A) span of control B) unity of command C) chain of command D) decentralization principle E) leadership web 2) A task that is subdivided into many separate jobs is considered to have ________. A) a high degree of departmentalization B) a low degree of decentralization C) a high degree of work specialization D) a low degree of structure E) a high degree of matrix structuring 3) Aeronautics Inc., a parts supplier, has departments for government aircraft and contracts, large commercial aircraft clients, and small personal aircraft clients. This is an example of ________ departmentalization. A) product B) function C) geography D) customer E) service 4) Stalsberry Company has employees in personnel, sales, and accounting. This division of an organization into groups according to work functions is an example of ________, the second element of structural organization. A) social clustering B) bureaucracy C) specialization D) centralization E) departmentalization 5) The unbroken line of authority that extends from the top of the organization to the lowest echelon and clarifies who reports to whom is termed ________. A) chain of command B) authority C) span of control. D) unity of command E) web of authority 6) Which one of the following is consistent with a simple structure? A) high centralization B) high horizontal differentiation C) high employee discretion D) standardization E) bureaucracy 7) Which of the following is a drawback of a narrow span of control? It ________. A) reduces effectiveness B) is more efficient C) encourages overly tight supervision and discourages employee autonomy D) empowers employees E) increases participatory decision-making 8) In an organization that has high centralization, ________. A) the corporate headquarters is located centrally to branch offices B) all top level officials are located within the same geographic area C) action can be taken more quickly to solve problems D) new employees have a great deal of legitimate authority E) top managers make all the decisions and lower level managers merely carry out directions TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 3 Topic 2 : Organizational Culture Part A: Discussion Question 1) Explain the primary methods of maintaining an organizations culture. Once a culture is in place, there are practices within the organization that act to maintain it by giving employees a set of similar experiences. Three forces play a particularly important part in sustaining a culture: selection practices, the actions of top management, and socialization methods. a) First, the explicit goal of the selection process is to identify and hire individuals who have the knowledge, skills, and abilities to perform the  jobs within the organization successfully. It would be naive to ignore that the final decision as to who is hired will be significantly influenced by the decision makers judgment of how well the candidates will fit into the organization. This attempt to ensure a proper match, whether purposely or inadvertently, results in the hiring of people who have values essentially consistent with those of the organization, or at least a good portion of those values. In addition, the selection process provides information to applicants about the organization.   Candidates learn about the organization and, if they perceive a conflict between their values and those of the organization, they can self-select themselves out of the applicant pool. b) In addition to selection, the actions of top management also have a major impact on the organizations culture. Through what they say and how they behave, senior executives establish norms that filter down through the organization as to whether risk taking is desirable; how much freedom managers should give their employees; what is appropriate dress; what actions will pay off in terms of pay raises, promotions, and other rewards; and the like. c) Finally, no matter how good a job the organization does in recruiting and selection, new employees are not fully indoctrinated in the organizations culture. Because they are unfamiliar with the organizations culture, new employees are potentially likely to disturb the beliefs and customs that are in place. The organization will, therefore, want to help new employees adapt to its culture. This adaptation process is called socialization. This is when the organization seeks to mold the outsider into an employee in good standing. Employees who fail to learn the essential or pivotal role behaviors risk being labeled nonconformists or rebels, which often leads to expulsion. But the organization will be socializing every employee, though maybe not as explicitly, throughout his or her entire career in the organization. This further contributes to sustaining the culture. 2) Explain how an institutionalized culture can be a barrier to diversity. Describe how an organization could utilize the three forces at play in sustaining a culture to help create a diverse workforce. By limiting the range of acceptable values and styles, strong cultures put considerable pressure on employees to conform. In some instances, a strong culture that condones prejudice can even undermine formal corporate diversity policies. Strong cultures can also be liabilities when they support institutional bias or become insensitive to people who are different. Hiring new employees who differ from the majority in race, age, gender, disability, or other characteristics creates a paradox: management wants to demonstrate support for the differences these employees bring to the workplace, but newcomers who wish to fit in must accept the organizations core cultural values. Because diverse behaviors and unique strengths are likely to diminish as people attempt to assimilate, strong cultures can become liabilities when they effectively eliminate these advantages. The explicit goal of the selection process is to identify and hire individuals with the knowledge, skills, and abilities to perform successfully. Taking diversity into consideration at this phase does not have to be antagonistic to the culture. The final decision, because its significantly influenced by the decision makers judgment of how well the candidates will fit into the organization, identifies people whose values are essentially consistent with at least a good portion of the organizations. Looking beyond surface level differences at the selection phase will help create a diverse workforce. Through words and behavior, senior executives establish norms that filter through the organization about, for instance, whether risk taking is desirable, how much freedom managers should give employees, what is appropriate dress, and what actions pay off in terms of pay raises, promotions, and other rewards. Management actions should be inclusive and non-prejudicial to create a diverse and functional culture. During the metamorphosis stage of socialization management should use institutional practices to encourage person–organization fit and high levels of commitment. 3) What are the three stages of socialization through which employees become indoctrinated into an organizations culture? The three stages of socialization are prearrival, encounter, and metamorphosis. a) The prearrival stage recognizes that each individual arrives with a set of values, attitudes, and expectations. These cover both the work to be done and the organization. b) Upon entry into the organization, the new member enters the encounter stage. Here the individual confronts the possible dichotomy between her expectations and reality. c) Finally, the new member must work out any problems discovered during the encounter stage. This may mean going through changes hence, this is called the metamorphosis stage. 4) Discuss the difference between strong and weak organizational cultures and discuss the effect that a strong culture can have on an acquisition or merger. Strong cultures have a greater impact on employee behavior and are more directly related to reduced turnover. In a strong culture, the organizations core values are both intensely held and widely shared. The more members who accept the core values and the greater their commitment to those values is, the stronger the culture is. A strong culture will have a great influence on the behavior of its members because the high degree of sharedness and intensity creates an internal climate of high behavioral control. One specific result of a strong culture should be lower employee turnover. A strong culture demonstrates high agreement among members about what the organization stands for. Such unanimity of purpose builds cohesiveness, loyalty, and organizational commitment. These qualities, in turn, lessen employees propensity to leave the organization. In recent years, cultural compatibility has become the primary concern. All things being equal, whether the acquisition actually works seems to have more to do with how well the two organizations cultures match up. The primary cause of failure is conflicting organizational cultures, when people simply dont match up. Therefore, when considering an acquisition or merger, management would need to carefully evaluate the cultures of each organization. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 4 Topic 3: Foundations of Group Behavior Understanding Work Teams Part A: Discussion Question 1) List and briefly describe the stages in the five-stage model of group  development. The five-stage group development model characterizes groups as proceeding through five distinct stages: forming, storming, norming, performing, and adjourning. a) Forming is characterized by a great deal of uncertainty about the groups purpose, structure, and leadership. Members are testing the waters to determine what types of behavior are acceptable. b) In the storming stage, members accept the existence of the group, but there is resistance to the constraints that the group imposes on individuality. There is conflict over who will control the group. c) The third stage is one in which close relationships develop and the group demonstrates cohesiveness. There is now a strong sense of group identify and camaraderie. This norming stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behavior. d) The fourth stage is performing. The structure at this point is fully functional and accepted. Group energy has moved from getting to know and understand each other to performing the task at hand. e) In the adjourning stage, the group prepares for its disbandment. High task performance is no longer the groups top priority. Instead, attention is directed toward wrapping up activities. 2) Design the most effective team to figure out ways to reduce the number of preparation hours for shipping products overseas for your company. Choose the type of team from one of the four principal team types. Describe your teams context, composition, and process parameters. Answers will vary. A problem-solving team is probably the best type of team for this task. In a problem-solving team members share ideas or suggest how work processes and methods can be improved. The problem-solving team will offer ideas to management. Together they discuss ways of improving quality, efficiency, and the work environment. The team will need information on what products are being shipped and how  long each of them takes, as well as details on the current procedures. Adequate information is essential. A firm goal of reducing the hours spent must be established by a leader. The group should be comprised of workers and management with expertise in the shipping department procedures. The team should have five members, three management and two people from shipping and packaging. The process parameters should be clearly outlined, with goals of exactly how much time needs to be shaved off of packaging processes. 3) Explain the difference between groupthink and group shift. Give an example to support your answer. Groupthink is related to norms. It describes situations in which group pressures for conformity deter the group from critically appraising unusual, minority, or unpopular views. Groupthink is a disease that attacks many groups and can dramatically hinder their performance. Group shift indicates that in discussing a given set of alternatives and arriving at a solution, group members tend to exaggerate the initial positions that they hold. In some situations, caution dominates, and there is a conservative shift. More often, however, the evidence indicates that groups tend toward a risky shift. Students answers may vary. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 5 Topic 4: Motivation Concepts Part A: Discussion Questions 1) Compare and contrast a manager that implements Theory Y and one that adheres to the expectancy theory. How would each choose to motivate their employees? Theory Y managers assume that employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, even seek, responsibility. Theory Y assumes that higher-order needs dominate individuals. Theory Y managers would contend that ideas such as participative decision making, responsible and challenging jobs, and good group relations are approaches that would maximize an employees job  motivation. A Theory Y manager believes that the employee is inherently motivated as long as the conditions respect his intellect and character. A Theory Y manager would work hard to include the employee in decision making concerning his job, to satisfy work environment preferences, and to make sure the work is stimulating. Expectancy theory proposes that employees will be motivated to exert a high level of effort when they believe it will lead to a good performance appraisal; that a good appraisal will lead to organizational rewards such as bonuses, salary increases, or promotions; and that the rewards will satisfy the employees personal goals. An expectancy theory manager would focus much more on the reward expectations of the employee, versus the psychologic expectations. It would be important for the manager to understand the personal goals that the employee strives to achieve so that he can be appropriately rewarded and praised. 2) Describe Maslows hierarchy of needs including the types of needs and how they become dominant. Maslows hierarchy of needs hypothesized that within every human being there exists a hierarchy of five needs. a) The physiological needs include hunger, thirst, shelter, sex, and other bodily needs. b) Safety includes security and protection from physical and emotional harm. c) Social includes affection, belongingness, acceptance, and friendship. d) Esteem includes internal esteem factors such as self-respect, autonomy, and achievement; and external esteem factors such as status, recognition, and attention. e) Self-actualization is the drive to become what one is capable of becoming; includes growth, achieving ones potential, and self-fulfillment. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, according to Maslow, you need to understand what level of the hierarchy that person is currently on and focus on satisfying those needs at or above that level 3) According to Two-Factor Theory, how might a manager motivate employees? According to Herzberg, the factors leading to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job dissatisfaction may bring about peace but not necessarily result in motivation. Conditions surrounding the job such as quality of supervision, pay, company policies, physical working conditions, relations with others, and job security were characterized by Herzberg as hygiene factors. When they are adequate, people will not be dissatisfied; neither will they be satisfied. If we want to motivate people on their jobs, Herzberg suggested emphasizing factors associated with the work itself or to outcomes directly derived from it, such as promotional opportunities, opportunities for personal growth, recognition, responsibility, and achievement. These are the characteristics that people find intrinsically rewarding. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 6 Topic 5: Motivation: From Concepts to Applications Part A: Discussion Questions 1) List and describe THREE (3) different variable-pay programs. Be sure to include piece-rate plans, profit-sharing plans, and gainsharing. a) Piece-rate plans. In piece-rate pay plans, workers are paid a fixed sum for each unit of production completed. When an employee gets no base salary and is paid only for what he or she produces, this is a pure piece-rate plan. b) Merit-based pay. Merit-based pay plans also pay for individual performance. However, unlike piece-rate plans, which pay based on objective output, merit-based pay plans are based on performance appraisal ratings. c) Profit-sharing. Profit-sharing plans are organization-wide programs that distribute compensation based on some established formula designed around a companys profitably. d) Bonuses. Bonuses can be paid exclusively to executives or to all employees. Many companies now routinely reward production employees with bonuses in the thousands of dollars when company profits improve. e) Skill-Based Pay. Skill-based pay (also called competency-based or knowledge-based pay) sets pay levels on the basis of how many skills employees have or how many jobs they can do. f) ESOPs. Employee stock ownership plans (ESOPs) are company-established benefit plans in which employees acquire stock, often at below-market prices, as part of their benefits. g) Gainsharing. Gainsharing is a formula-based group incentive plan. Improvements in group productivity determine the total amount of money that is to be allocated. By focusing on productivity gains rather than profits, gainsharing rewards specific behaviors that are less influenced by external factors. Employees in a gainsharing plan can receive incentive awards even when the organization isnt profitable. 2) Compare and contrast the benefits of intrinsic rewards such as recognition and extrinsic rewards such as pay as forms of motivation. Organizations are increasingly recognizing that both intrinsic and extrinsic rewards are important. Rewards are intrinsic in the form of employee recognition programs and extrinsic in the form of compensation systems. Intrinsic rewards range from a spontaneous and private thank-you to widely publicized formal programs in which specific types of behavior are encouraged and the procedures for attaining recognition are clearly identified. Pay, an extrinsic reward, is not the primary factor driving job satisfaction, however, it does motivate people, and companies often underestimate its importance in keeping top talent. No matter how much recognition a top performer gets, he will be tempted to leave if the pay scale is much lower than the market and another offer arrives. Recent survey data indicate most employees dont see a strong connection between pay and performance. Variable pay structures, such as bonuses are often the best production motivators. When pay is tied to performance, the employees earnings also recognize contribution rather  than being a form of entitlement. Over time, low performers pay stagnates, while high performers enjoy pay increases commensurate with their contributions. An obvious advantage of intrinsic rewards like recognition programs is that they are inexpensive since praise is free. However, they are highly susceptible to political manipulation by management. When applied to jobs for which performance factors are relatively objective, such as sales, recognition programs are likely to be perceived by employees as fair. However, in most jobs, the criteria for good performance arent self evident, which allows managers to manipulate the system and recognize their favorites. Abuse can undermine the value of recognition programs and demoralize employees. Research suggests financial incentives may be more motivating in the short term, but in the long run intrinsic incentives will retain good employees if the extrinsic incentives are competitive. 3) What is employee involvement and why is it important. Give two examples. Employee involvement is defined as a participative process that uses the entire capacity of employees and is designed to encourage increased commitment to the organizations success. The underlying logic is that by involving workers in those decisions that affect them and by increasing their autonomy and control over their work lives, employees will become more motivated, more committed to the organization, more productive, and more satisfied with their jobs. Examples of employee involvement include a) Participative management. Participative management programs use joint decision making. Subordinates actually share a significant degree of decision-making power with their immediate superiors. b) Representative participation. Representative participation refers to worker representation by a small group of employees who actually participate on the board. The goal is to redistribute power within an organization, putting labor on a more equal footing with the interests of management and stockholders. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 7 Topic 6: What do Managers Do Leadership Part A: Multiple Choice Questions 1) Which of the following is most likely to be a belief held by a successful manager? A) Technical knowledge is all that is needed for success. B) It is not essential to have sound interpersonal skills. C) Technical skills are necessary, but insufficient alone for success. D) Effectiveness is not impacted by human behavior. E) Technical skills do not influence efficiency. 2) Which of a managers primary functions requires the manager to define an organizations goals, establish an overall strategy for achieving these goals and develop a comprehensive hierarchy of plans to integrate and coordinate activities? A) controlling B) planning C) staffing D) coordinating E) leading 3) As a manager, one of Joes duties is to present awards to outstanding employees within his department. Which Mintzberg managerial role is Joe acting in when he does this? A) leadership role B) liaison role C) monitor role D) figurehead role E) spokesperson role 4) Jill is valued by her colleagues for her ability to perform effective break-even analysis on upcoming ventures. In this case, her colleagues value her for competencies that fall within which essential management skills categories? A) technical B) communication C) human D) conceptual E) education 5) Leadership is best defined as ________. A) the ability to influence a group in goal achievement B) keeping order and consistency in the midst of change C) implementing the vision and strategy provided by management D) coordinating and staffing the organization and handling day-to-day problems E) not a relevant variable in modern organizations 6) The two dimensions of leadership behavior identified in the University of Michigan studies are ________. A) coercion and motivation B) emotional and rational C) employee-oriented and production-oriented D) initiating structure and consideration E) initiation and completion Part B: Discussion Questions 1) Describe the three essential management skills that differentiate effective managers from ineffective ones. Provide a workplace example of how these skills could be used when dealing with the challenge of a workplace recession. The three essential management skills identified by researchers are technical, human, and conceptual. Technical skills are defined by the ability to apply specialized knowledge or expertise. Human skills are defined by the ability to work with, understand, and motivate other people. Finally, conceptual skills are defined by the ability to analyze and diagnose complex situations. In a time of recession human skills are essential to motivate fearful employees and to create a positive work environment. They would also be necessary in the event of workplace staff reduction. Technical skills could be applied in the area of expertise to raise production and, combined with conceptual skills, can be used to look for small market niches and ways to analyze the industry to continue to make a profit until times are better. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 8 Topic 7: Leadership Part A: Multiple Choice Questions 1) Hersey and Blanchard developed which of the following? A) situational leadership theory B) cognitive resource theory C) managerial grid model D) path-goal theory E) cognitive orientation model 2) Hersey and Blanchards leadership theory differs from other leadership theories primarily because it ________. A) explores the role of the expectations of the leader for the follower B) focuses on the followers C) holds that leadership style should be dependent on the situation D) is normative E) deals strictly and exclusively with contingencies 3) What is the main principle of path-goal theory? A) Successful leadership is achieved by selecting the right leadership style. B) Stress is a form of situational unfavorableness and a leaders reaction to it depends on his or her intelligence and experience. C) Effective group performance depends on the proper match between the leaders style and the degree to which the situation gives control to the leader. D) Leaders establish a special relationship with a small group of their followers because of time pressures. E) The leader is responsible for providing followers with the information, support, or other resources necessary for them to do their jobs. 4) Which of the following is not a key characteristic of a charismatic leader? A) sensitivity to follower needs B) unconventional behavior C) vision and articulation D) task orientation E) willingness to take risks 5) Researchers are conducting a study of a company called Acme Corp, which they believe to be led by a transformational leader. Which of the following, if true, would most support the conclusion that Acmes leader is a transformational leader? A) Acmes top managers often conflict over defining the organization’s goals. B) Acmes goals tend to be very ambitious and to hold personal value for employees. C) Creativity is discouraged among Acme employees. D) Acme managers are cautious and rarely take risks. E) Acmes compensation plans are designed to reward short-term results. 6) Leaders who clarify role and task requirements to accomplish established goals exhibit a _________ style of leadership. A) transformational B) transactional C) charismatic D) self-initiating E) situational 7) Richard is a transactional leader who has just assigned a series of tasks to a project team. Which of the following is most likely to be true about the teams performance under Richards guidance? A) They will set new standards of productivity for the department, exceeding Richards expectations. B) They will meet the goals set for them but are unlikely to go beyond those goals. C) They will tend to be unclear about the roles assigned to each team member. D) They will be highly motivated by what they view as Richards heroic or extraordinary qualities. E) They will tend to put their individual self-interest above the interests of the company. Part B: Discussion Questions 1)Compare and contrast Hersey and Blanchards situational leadership theory with Houses path-goal theory. Hersey and Blanchards situation leadership theory is a contingency theory  that focuses on the followers. Successful leadership is achieved by selecting the right leadership style, which Hersey and Blanchard argue is contingent on the level of the followers readiness. The emphasis on the followers in leadership effectiveness reflects the reality that it is the followers who accept or reject the leaders. The term readiness refers to the extent to which people have the ability and willingness to accomplish a specific task. SLT says if a follower is unable and unwilling to do a task, the leader needs to give clear and specific directions; if followers are unable and willing, the leader needs to display high task orientation to compensate for the followers lack of ability and high relationship orientation to get the follower to buy into the leaders desires; if followers are able and unwilling, the leader needs to use a supportive and participative style; and if the employee is both abl e and willing, the leader doesnt need to do much. Path-goal theory was developed by Robert House. The essence of the theory is that its the leaders job to assist followers in attaining their goals and to provide the necessary direction and/or support to ensure that their goals are compatible with the overall objectives of the group or organization. The term path-goal is derived from the belief that effective leaders clarify the path to help their followers get from where they are to the  achievement of their work goals and make the journey along the path easier by reducing roadblocks. House identified four leadership behaviors. The directive leader lets followers know what is expected of them, schedules work to be done, and gives specific guidance as to how to accomplish tasks. The supportive leader is friendly and shows concern for the needs of followers. The participative leader consults with followers and uses their suggestions before making a decision. The achievement-oriented leader sets challenging goals and expects followers to perform at their highest level. House assumes that leaders are flexible and that the same leader can display any or all of these behaviors depending on the situation. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 9 Topic 8: Communication Part A: Multiple Choice Questions 1) Communication serves all of the following functions within a group or organization except ________. A) motivation B) planning C) emotional expression D) control E) conveying information 2) Alejandro is annoyed that the new recruit, Ben, is working faster than anyone else in the group, making the rest of the group look bad. In the company cafeteria Alejandro teases Ben and calls him the super recruit and imitates his style of working so rapidly. Alejandro wants to intimidate Ben so that he will work slower. Which function of communication is Alejandro using by making fun of Ben? A) motivation B) control C) expression D) information E) formal 3) Helena and Laura were talking on the phone. Lauras two year old son fell and started crying and Laura could no longer hear what Helena said. This is an example of ________. A) transmitting B) decoding C) noise D) understanding E) analysis 4) The communication used by managers to provide job instructions is ________ communication. A) downward B) lateral C) formal D) directional E) diagonal Part B: Discussion Questions 1)Describe the communication process. Include the communication process model and explain the eight parts of this model. Before communication can take place, a purpose, expressed as a message to be conveyed, is needed. It passes between a sender and a receiver. The message is encoded (converted to a symbolic form) and passed by way of some medium (channel) to the receiver, who retranslates (decodes) the message initiated by the sender. The result is a transfer of meaning from one person to another. The key parts of the communication process are 1) the sender 2) encoding 3) the message 4) the channel 5) decoding 6) the receiver 7) noise 8) feedback The source initiates a message by encoding a thought. The message is the actual physical product from the source encoding. The channel is the medium through which the message travels. The receiver is the object to whom the message is directed. The symbols must be translated into a form that can be understood by the receiver. This is the decoding. Noise represents communication barriers that distort the clarity of the message. The final link is a feedback loop. 2) Explain how the grapevine functions and why it exists in organizational communication. Describe the general direction of communication and the form of communication most commonly used in the grapevine. What can a manager do to limit the negative effects of the grapevine? The informal communication system is the grapevine. While it is informal it is still an important source of information. A survey found that 75 percent of employees hear about matters first through rumors on the grapevine. The grapevine has three main characteristics. First, it is not controlled by management. Second, most employees perceive it as more believable and reliable than formal communiquà ©s issued by top management. Finally, it is largely used to serve the interests of the people within it. Rumors emerge as a response to situations that are important to us, when there is ambiguity, and under conditions that arouse anxiety. The fact that work situations frequently contain these three elements explains why rumors flourish in organizations. The secrecy and competition that typically prevail in large organizations, encourage and sustain rumors on the grapevine. A rumor will persist either until the wants and expectations creating the uncertainty are fulfilled or the anxiety has been reduced. The grapevine generally follows lateral communication in which persons from the same hierarchical levels begin to relay messages. Very rarely does management participate in the grapevine. In fact, one study reported that management only relayed messages to the grapevine ten percent of the time. Generally oral communication is used to relay grapevine information, although written e-mail can be used as well, but is considered less safe for accountability reasons. Managers can not entirely eliminate rumors. What they should do is minimize the negative consequences of rumors by limiting their range and impact. The best way to reduce the negative consequences of rumors is to: 1) Provide information; 2) Explain actions and decisions that may appear inconsistent, unfair, or secretive; 3) Refrain from shooting the messenger; and 4) Maintain open communication channels. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 10 Topic 9: Conflict Management Part A: Multiple Choice Questions 1) The traditional view of conflict is the belief that conflict is ________. A) harmful B) natural C) necessary D) situationally-dependent E) neutral 2) Which of the following is not a cause of conflict, according to the traditionalist view? A) general poor communication between people B) lack of openness in the organization C) trust between people in the organization D) management failure to be responsive to employee needs E) management failure to be responsive to employee aspirations 3) The ________ view of conflict argues that conflict is necessary for a group to perform effectively. A) human relations B) interactionist C) traditional D) functional E) reactive 4) ________ conflicts are almost always dysfunctional. A) Task B) Job C) Relationship D) Process E) Functional 5) The first stage of the conflict process is termed ________. A) cognition and personalization B) behavioral manifestation C) potential opposition or incompatibility D) intention E) habituation 6) High job specialization can lead to ________ conflict. A) communication B) structural C) personal-variable D) job-related E) team 7) In which stage are conflict issues defined? A) potential opposition B) cognition and personalization C) intuitions D) behavior E) reaction and transference 8) The conflict-handling intention of collaborating is ________. A) assertive and uncooperative B) assertive and cooperative C) unassertive and uncooperative D) unassertive and cooperative E) affective and reflective 9) Angelina feels that her cubicle neighbor talks too loudly on the phone, but in other ways she is a great neighbor. Angelina gets annoyed every time her neighbors phone rings, but she has decided its simply not worth the trouble to talk to her neighbor. Angelinas conflict intention is called ________. A) competing B) avoiding C) accommodating D) compromising E) collaborating 10) Which of the following is not a conflict-resolution technique? A) creating superordinate goals B) appointing a devils advocate C) avoiding the conflict D) exercising authoritative command E) generating additional resources 11) Stage II of the conflict process deals with conflict being ________. A) perceived and felt B) apparent and experienced C) expressed and perceived D) overt and covert E) internalized 12) Irma does not like a few of the standard operating procedures adapted for the new project. However, she discussed the items with the team and told them that she realized she was in the minority and that she would adapt the new procedures to maintain smooth operations within the team. This type of intention is called ________. A) sacrificing B) accommodating C) collaborating D) compromising E) competing TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 11 Topic 10: Power and Politics Part A: Multiple Choice Questions 1) Power can be defined as ________. A) the ability to influence the behavior of others B) the actualization of the dependency of others C) congruence between the goals of the leader and those being led D) downward influence on ones followers E) upward influence on ones leaders 2) One reacts to ________ power out of fear of the negative ramifications that might result if one fails to comply. A) legitimate B) coercive C) punitive D) referent E) abusive 3) The power that the College Dean has been granted by the University over the faculty is termed ________ power. A) academic B) positional C) legitimate D) organizational E) balanced 4) Power tactics can be defined as ________. A) the only legitimate sources of power B) techniques for translating power bases into specific action C) strategies for gathering and maintain support D) organizational structural characteristics E) approaches for winning arguments 5) Vivian has not been handling one portion of her duties in a satisfactory manner. As a result, her manager threatens to withhold her promotion. Which power tactic is being used? A) exchange B) ingratiation C) pressure D) personal appeals E) inspirational appeals Part B: Discussion Questions 1) Contrast leadership and power. Power does not require goal compatibility, merely dependence. Leadership, on the other hand, requires some congruence between the goals of the leader and those being led. A second difference relates to the direction of influence. Leadership focuses on the downward influence on ones followers. It minimizes the importance of lateral and upward influence patterns. Power does not. Still another difference deals with research emphasis. Leadership research, for the most part, emphasizes style. It seeks answers to such questions as: How supportive should a leader be? How much decision making should be shared with followers? The research on power encompasses a broader area and focus on tactics for gaining compliance. Power can be used by groups as well as by individuals to control other individuals or groups. 2) List and discuss the bases of personal power. Personal power comes from an individuals unique characteristics. Two bases of personal power are expertise, the respect and admiration of others. a) Expert power is influence wielded as a result of expertise, special skill, or knowledge. Expertise has become one of the most powerful sources of influence as the world has become more technologically oriented. b) Referent power is based on identification with a person who has desirable resources or personal traits. If I like, respect, and admire you, you can exercise power over me because I want to please you. 3) Distinguish between legitimate political behavior and illegitimate political behavior. Legitimate political behavior refers to normal everyday politics complaining to your supervisor, bypassing the chain of command, forming coalitions, obstructing organizational policies or decisions through inaction or excessive adherence to rules, and developing contacts outside the organization through ones professional activities. On the other hand, there are also illegitimate political behaviors that violate the implied rules of the game. Those who pursue such extreme activities are often described as individuals who play hardball. Illegitimate activities include sabotage, whistleblowing, and symbolic protests such as wearing unorthodox dress or protest buttons, and groups of employees simultaneously calling in sick. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 12 Topic 11: Human Resource Policies and Practices (Human Resource Planning Forecasting, Recruitment) Part A: Discussion Questions 1) Define human resource planning. Describe the TWO (2) components in human resource planning. Human resource planning is the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specific period of time. Human resource planning has 2 components: requirements and availability. A requirements forecast involves determining the number, skill, and location of employees the organization will need at future dates in order to meet its goals. The determination of whether the firm will be able to secure employees with the necessary skills, and from what sources, is called an availability forecast. 2) Describe human resource databases and how databases can assist in matching internal employees to positions. A human resource database contains employee information that permits management to make HR decisions. Information that might appear in such databases, includes, but is not limited to, the following: work history and experience, specific skills and knowledge, licenses or certifications held, organizational training completed, educational background, previous performance appraisal evaluations, assessment of strengths and weaknesses, development needs, promotion potential at present, and with further development, current job performance, field of specialization, job preferences, geographic preferences, career goals and aspirations, anticipated retirement date, and personal history, including psychological assessments. Databases are being used by organizations to enable human resources to match people with positions. 3) List TWO (2) methods are available to firms when either a shortage or surplus of workers is forecasted? Firms faced with a shortage of workers may use: 1) 2) 3) 4) innovative recruiting, compensation incentives, and training programs to fill positions. Lowering of employment standards Firms faced with a surplus of workers may use: 1) 2) 3) 4) 5) layoffs,  restricted hours,  hiring freezes may be necessary, and  encourage early retirement and  the use of vacation time. TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 13 Topic 12: Human Resource Policies and Practices (Selection) Part A: Multiple Choice Questions 1) Which of the following is the most common method of initial selection? A) written tests B) background check C) performance test D) application form E) work-sample test 2) More than ________ percent of employers conduct some type of background check on potential employees during some point in the hiring process, usually either in the initial phase or the contingent phase. A) 25 B) 50 C) 65 D) 80 E) 95 3) The best way for an employer to find out if a potential employee can do a job is by ________. A) using the interview process B) using a written test C) having them spend a day in the office D) administering an IQ test E) using a performance simulation test 4) Work sample tests are widely used in hiring ________. A) unskilled labor B) skilled workers C) professional workers D) managers E) knowledge workers 5) The results of which of the following tend to have a disproportionate amount of influence on employee selection decisions? A) interviews B) written tests C) performance simulation tests D) work sampling methods E) personality tests 6) The behavioral structured interview is built on the assumption that ________. A) past behavior is the best predictor of future behavior B) technical knowledge and skills are the best predictor of job performance C) personality is the best predictor of job performance D) personality and mood are highly correlated E) technical knowledge and mood are highly correlated Part B: TRUE /FALSE Questions 1) As a selection device, written tests have decreased in usage during the past 20 years. (TRUE /FALSE) 2) A test that measures factors such as dependability, carefulness, responsibility, and honesty is referred to as a performance factor test. (TRUE /FALSE) 3) Work samples yield validities almost consistently superior to written aptitude tests. (TRUE /FALSE) 4) In assessment centers, job candidates are evaluated as they go through several days of exercises that simulate real problems they would confront on the job. (TRUE /FALSE) TUNKU ABDUL RAHMAN COLLEGE ABDM2083 ORGANIZATION HUMAN RESOURCE TUTORIAL 14 Topic 13 14: Human Resource Policies and Practices (Performance Evaluation) Part A: Multiple Choice Questions 1) Performance evaluations today are generally based on which three types of behavior? A) task performance, productivity, tenure B) productivity, efficiency, absenteeism C) task performance, citizenship, counterproductivity D) citizenship, counterproductivity, personality E) leadership, training, efficiency 2) Performance evaluations are used as a mechanism for all of the following except ________. A) monitoring the success of marketing strategies B) determining promotions C) pinpointing employees skills D) identifying training and development needs E) providing feedback to employees 3) Which of the following is not a weakness of the 360-degree evaluation system? A) artificially inflated feedback from peers B) insufficient training for performance evaluators C) discrepancies between evaluating groups D) provides a wide performance perspective E) difficulties in reconciling differing evaluations 4) Performance evaluations are used to ________. A) improve group cohesiveness B) define departmental structure C) help management make HR decisions D) identify how jobs are completed E) decrease conformity within organizations 5) Which of the following is the least predictive set of criteria used to evaluate employees? A) traits B) task outcomes C) behaviors D) personality E) mood Part B: Discussion Questions 1) What are the three most popular sets of criteria for evaluating employee performance? The three most popular sets of criteria for evaluating employee performance are individual task outcomes, behaviors, and traits. a) If ends count, rather than means, then management should evaluate an employees task outcomes. In many cases, its difficult to identify specific outcomes that can be directly attributable to an employees actions. b) Its not unusual for management to evaluate the employees behavior. c) The weakest set of criteria, yet one that is widely used by organizations is individual traits. They are weaker because they are farthest removed from the actual performance of the job itself. 2) Who should perform employee evaluations? With many of todays organizations using self-managed teams, telecommuting, and other organizing devices that distance bosses from their employees, an employees immediate superior may not be the most reliable judge of that employees performance. Thus, in more and more cases, peers and even subordinates are being asked to participate in the performance evaluation process. Also, increasingly, employees are participating in their own performance evaluation. In most situations, in fact, it is highly advisable to use multiple sources of ratings. Any individual performance rating may say as much about the rater as about the person being evaluated. By averaging across raters, we can obtain a more reliable, unbiased, and accurate performance evaluation.

The Lottery Of Irony Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Have you ever read the story of a princess kissing a frog, having it turn into a prince? Well, what if it didn’t become a prince, but she turned into a frog herself! This is called irony, something we would not expect to happen. In the story of the princess we would not expect that to happen. In the story â€Å"The Lottery,† written by Shirley Jackson, we see this situation in another form. She uses irony to bring out the point in her story. â€Å"The Lottery,† offers an â€Å"ironic twist of fate† that causes wonder and makes one sympathize with the characters.   Ã‚  Ã‚  Ã‚  Ã‚   There have been many situations on our own lives in which we are totally surprised in the outcome of a situation. In this case Jackson emphasized the irony as her main goal. She declares, â€Å"to shock the story’s readers with a graphic demonstration of the pointless violence and general inhumanity in their own lives.† This shows that she wanted to use the element of irony to bring out the meaning of her story. Jackson used irony in many different ways such as Tessie being the last one to arrive and the first one to leave†¦(in a way). Also one would think of the lottery as being something to win and inherit goods or valuables from, however, winning the lottery means losing your life.   Ã‚  Ã‚  Ã‚  Ã‚   Another part of the story that came off surprising was how her husband gave her up so easily. Instead of feeling bad for his wife, Mr. Hutchinson quickly admitt...

Betrayal and Revenge in Medea Essay

In his quest for the Golden Fleece, Jason elicits Medea, a women known for her supernatural powers. Shortly after, they marry. Yet, after all Medea does for Jason-including killing her own brother-he decides to leave her and marry the Corinthian Princess to increase his own wealth and status. Thus, to avenge her husband for his betrayal, Medea kills the princess and the children she herself had with Jason, thus ensuring his complete downfall. Upon hearing of the sacrifice of the children and the murder of his bride-to-be, Jason expresses the extent of his devastation and hatred towards Medea. In this passage from Euripides’s Medea, Euripides reveals both Medea’s cruelty and ruthlessness and the effect of her revenge on Jason-his complete destruction. In addition, Jason’s reference to Medea’s earlier transgressions reveals that he doesn’t fully grasp what Medea gave up for him. Although Medea’s actions will never be justified, Jason’s reaction throughout the play, and specifically in this passage, allows the reader to feel some small measure of sympathy towards Medea. Throughout the play, Jason characterizes Medea as cruel and merciless. This is ironic because these are the same traits that made life and success possible for Jason when he first met Medea. Yet, throughout the passage, Jason characterizes Medea as less than human. For example, he refers to her as a â€Å"hateful thing† and â€Å"an evil thing†(43). He even goes as far to call her â€Å"a monster not a woman, having the nature wilder than that of the Scylla in the Tuscan sea†(43). By referring to Medea as the Scylla-a vicious monster in the Odyssey -Jason reveals the extent to which he sees Medea as cruel and even inhuman. Jason also reveals the degree of Medea’s cruelty by describing her as â€Å"loathed by the gods† and â€Å"all of mankind†(43). In addition to revealing Medea’s cruelty, these phrases suggest that Medea’s actions are horrible enough to become infamous among all humankind. Jason also comments that â€Å"there is no Greek woman who would have dared such deeds†(43). Such characterization sets Medea apart and magnifies the cruelty of her actions. However, Jason’s comment also shows how he views women in Greek society as frail and gentle. Otherwise, why wouldn’t he have said â€Å"there is no Greek that would have dared such deeds?† Cleary, Euripides uses Jason to reveal Medea’s callousness in her quest for revenge. In the passage, Euripides also reveals Jason’s detachment and inability to grasp the significance of what Medea gave up for him. For example, Jason comments â€Å"you who have had the heart to raise a sword against your children, you, their mother, and left me childless-you have done this, and do you still look at the sun and at the earth, after these most fearful doings†(43). In these lines, Euripides points out Jason’s detachment and disgust. Jason continually repeats the word â€Å"you,† suggesting that he believes that everything was Medea’s fault, that her actions were unprovoked. As seen in the line â€Å"you have done this,† Jason lays all blame on Medea for the murder of his children and his prospective bride. Clearly, Jason doesn’t fully grasp what Medea gave up for him. Although there are no justifications for her actions, Jason is partly to blame for instigating the conflict. Furthermore, Jason describes Medea as â€Å"a traitress to [her] father and [her] native land† and describes how she â€Å"slew† her own brother. These lines reveal Jason’s disconnect. When she killed her brother, Medea saw her actions as necessary to help Jason, her true love. Thus, she sacrificed the acceptance and love of family for the love and acceptance she received from Jason. Not only does Jason’s inability to recognize Medea’s sacrifices in this passage reveal his disconnect, but it also reveals his selfishness. Regardless of whether Jason is deserving of Medea’s revenge, he is left completely devastated and without hope for the future. For him, there is little to live for. In fact, he tells Medea â€Å"for me remains to cry aloud upon my fate, who will get no pleasure from my newly wedded love. And the boys whom I begot and brought up, never shall I speak to them alive†(44). Finally, he comments â€Å"oh, my life is over.† Thus, Medea fulfills her ultimate goal-ruthlessly punishing Jason for the pain he inflicted upon her.

Administrator Challenge Paper Essay

My experience in corrections is limited to only 4 years. I feel that in my time there, I learned a lot about what the custody part of corrections job consists of, not necessarily what the parole portion or the prison administration does. As a first line supervisor within the correctional system, the staff was held to somewhat of the same standards as I did young airmen in the military. They were expected to be at work on time, read their post orders daily, and maintain control of the dormitory or segregation unit in which they worked. They were given the opportunity to make decisions on their own and only to keep me informed of what they were doing. Most of the decision making came from the Warden and his staff. We had a Correctional Major and Captains as intermediate level supervisor who took the brunt of the complaints between custody and administration. There were policies and directives being disseminated constantly within the prison. At time it felt like the saying â€Å"going blind with paperwork†, having to read everything being passed down. Some of the policies had justification and some seemed to be just frivolous fodder to give administration something to do. See more: Recruitment and selection process essay Another issue which was the cause of much contention within the custody ranks was the adherence to the rules or policies. One of the main culprits of many custody staff being fired or quitting was the use of tobacco within the facilities. The facility is a â€Å"tobacco free† facility. That means no tobacco for any offenders or staff members. Tobacco is an addictive drug and there were many staff members who snuck cigarettes and smokeless tobacco into the facility because of their need to have it, instead of waiting until their shift was over. This in-turn was also the cause of offenders running illegal contraband within the confines of the facility. Staff members would smuggle tobacco by the pouches into the facility as staff was rarely shaken down. This made it ideal for dishonest staff to make some extra money bringing in contraband to offenders. Once the offender had the staff member on the hook for smuggling, it was just a matter of time before the staff was caught and fi red for it. Tobacco often times was more expensive than drugs like marijuana, prescription medication, or cocaine. I feel that another of the main issues, at least within the facility I worked at, was the discord between custody and non-custody staff. Custody was in charge of all the offenders within the facilities, while non-custody had interactions with offenders, their main job was to teach in most cases. Many were college or high school teachers, facility supervisors over the industrial areas, and nursing staff or administration. These non-staff positions often tried to tell custody staff how to do their jobs. This often caused contention between all parties and when brought to the custody supervisor, was corrected after having spoken with the non-custody supervisor. This course has opened my eyes to the administration side of Criminal Justice. Prior to this course, I had no idea about how budgeting or the financial aspect of Criminal Justice actually worked. This topic is one which I am glad to have studied. I may not get to the administrative level of whatever Criminal Justice profession I choose, but having some knowledge of how it works will definitely benefit me in the long run. I would encourage anyone taking Criminal Justice or pursuing a career in Criminal Justice to take this course as the material if very relevant to the job, especially those seeking positions as administration. Also, mid-level supervisors should take it as it gives them insight into what is expected of the administration when it comes to policy, budgets and financial planning for the Criminal Justice System. I wish I had taken this course just a bit later in my college studies as I had quite a few irons in the fire during this courses duration. Trying to juggle college, a fulltime job, family life, and other outside entities were definitely distractors during this course. I did not get to dedicate the time fully to the course that if deserved and my grade refle cts that.

To Kill a Mockingbird (Atticus essays

To Kill a Mockingbird (Atticus essays Although Atticus describes Mrs. Dubose as "the bravest person I ever knew", it is Atticus himself who is the real hero of the novel. Atticus is unlike most heroes, he is a humble, intelligent man who teaches his children that moral courage is far greater than being brave with a gun in your hand. Throughout the novel his character shows compassion and sympathy for the less fortunate, whether they be right or wrong. In a time in America where blacks were considered to be subhuman he has a black woman raising his children and defended an innocent black man,doing so with integrity and pride. Atticus Finch is a good lawyer, who believes in justice and the justice system. Atticus Finch would have been one of the few lawyers of his time who could honestly admit that he believes that the justice system should be colour blind. Through Scouts eyes we only get the smaller details of the Tom Robinson trial in the beginning, although her point of view also makes Atticus, her father, seem to us, as he would seem to her: a hero. In his closing statement Atticus stated a famous quote from a man admired by most the people in the court room and most importantly on the jury he said " Thomas Jefferson once said that all men are created equal .... we know that all men are not created equal in the sense some people would have us believe - some people are smarter than others, some people have more opportunity because they are born with it.... But there is one place in this country in which all men are created equal - there is one human institution that makes a pauper the equal of a Rockefeller, the stupid man an equal of Einstein and the ignorant man the equal of any college president. This institution, gentlemen, is a court .... in our courts all men are created equal" (pg. 209). Atticus is a very intelligent and well educated man. This is evident his personal beliefs and high moral standards are told to his adolescent children as advice. His civ ...

Actuar Conjugation in Spanish, Translation and Examples

Actuar Conjugation in Spanish, Translation and Examples Actuar is a common Spanish verb that means to act in most senses of the English verb, such as to take an action, to behave, and to perform a role. It can be used in a wide variety of contexts. Actuar Conjugation Actuar is conjugated the same way as other -ar verbs,  but with a twist: When a regular conjugation of actuar would end up putting the accent on the first syllable, the u gets an accent mark to shift the accent to the second syllable. Under the rules of strong and weak vowels, placing the accent on the à º makes the vowel into a separate syllable. So, I act becomes actà ºo,  and is pronounced ahk-TOO-oh. The accent is required on some of the indicative present, subjunctive present, and imperative forms. The other forms- indicative preterite, indicative, and future; the imperfect subjunctive; the gerund; and the past participle- are unaffected. About two dozen verbs ending in -uar are conjugated the same way. Among the most common are continuar (to continue), evaluar (to evaluate), fluctuar (to fluctuate), situar (to situate), and valuar (to value). Present Indicative Tense of Actuar Yo acto I act Yo acto con impunidad. T actas You act T actas en la pelcula de terror. Usted/l/ella acta You/he/she acts Ella acta como una dictadora. Nosotros actuamos We act Nosotros actuamos para prevenir una emergencia. Vosotros actuis You act Vosotros actuis con violencia innecesaria. Ustedes/ellos/ellas actan You/they act Ellos actan con entusiasmo. Actuar Preterite The preterite is a past tense that is used for actions that concluded at a definite time. It contrasts with the imperfect tense, which is used for background actions or actions that didnt have a definite ending. Yo actu I acted Yo actu con impunidad. T actuaste You acted T actuaste en la pelcula de terror. Usted/l/ella actu You/he/she acted Ella actu como una dictadora. Nosotros actuamos We acted Nosotros actuamos para prevenir una emergencia. Vosotros actuasteis You acted Vosotros actuasteis con violencia innecesaria. Ustedes/ellos/ellas actuaron You/they acted Ellos actuaron con entusiasmo. Imperfect Indicative Form of Actuar The imperfect indicative in Spanish is equivalent to  the used to verb or was/were verb -ing forms in English. Yo actuaba I was acting Yo actuaba con impunidad. T actuabas You were acting T actuabas en la pelcula de terror. Usted/l/ella actuaba You/he/she was acting Ella actuaba como una dictadora. Nosotros actubamos We were acting Nosotros actubamos para prevenir una emergencia. Vosotros actuabais You were acting Vosotros actuabais con violencia innecesaria. Ustedes/ellos/ellas actuaban You/they were acting Ellos actuaban con entusiasmo. Actuar Future Tense Yo actuar I will act Yo actuar con impunidad. T actuars You will act T actuars en la pelcula de terror. Usted/l/ella actuar You/he/she will act Ella actuar como una dictadora. Nosotros actuaremos We will act Nosotros actuaremos para prevenir una emergencia. Vosotros actuaris You will act Vosotros actuaris con violencia innecesaria. Ustedes/ellos/ellas actuarn You/they will act Ellos actuarn con entusiasmo. Periphrastic Future of Actuar Although it is colloquial, the periphrastic future has become so common that it  has come close to replacing the simple future tense in everyday speech in some regions. It is formed by using the indicative present of ir followed by a and an infinitive. Yo voy a actuar I am going to act Yo voy a actuar con impunidad. T vas a actuar You are going to act T vas a actuar en la pelcula de terror. Usted/l/ella va a actuar You/he/she are/is going to act Ella va a actuar como una dictadora. Nosotros vamos a actuar We are going to act Nosotros vamos a actuar pronto para prevenir una emergencia. Vosotros vais a actuar You are going to act Vosotros vais a actuar con violencia innecesaria. Ustedes/ellos/ellas van a actuar You/they are going to act Ellos van a actuar con entusiasmo. Present Progressive/Gerund Form of Actuar The gerund is used in the progressive or continuous tenses to emphasize  the ongoing nature of an action. Gerund:  actuando  (acting) Ella est actuando como una dictadora.   Past Participle of Actuar The past participle is used with haber to form the perfect tenses. Participle:  actuado  (acted) Ella ha actuado como una dictadura.   Conditional Form of Actuar The  conditional tense, sometimes known as the hypothetical future, is used for actions that would take place if some other condition is met. Yo actuara I would act Yo actuara con impunidad si no tuviera conciencia. T actuaras You would act T actuaras en la pelcula de terror si no tuvieras miedo a las serpientes. Usted/l/ella actuara You/he/she would act Ella actuara como una dictadora, pero es demasiado agradable. Nosotros actuaramos We would act Nosotros actuaramos si hubiera una emergencia. Vosotros actuarais You would act Vosotros actuarais con violencia innecesaria si no fuera peligroso. Ustedes/ellos/ellas actuaran You/they would act Ellos actuaran con entusiasmo si tuvieran buenos papeles. Present Subjunctive of Actuar Que yo acte That I act La corte no permite que yo acte con impunidad. Que t actes That you act El director quiere que t actes en la pelcula de terror. Que usted/l/ella acte That you/he/she act Es lamentable que ella acte como una dictadora. Que nosotros actuemos That we act La alcaldesa quiere que nosotros actuemos para prevenir una emergencia. Que vosotros actuis That you act Es triste que vosotros actuis con violencia innecesaria. Que ustedes/ellos/ellas acten That you/they act Samantha quiere que ellos acten con entusiasmo. Imperfect Subjunctive Forms of Actuar Either of these forms of the imperfect subjunctive can be used without a difference in meaning. The first option is used more often. Option 1 Que yo actuara That I acted La corte no permita que yo actuara con impunidad. Que t actuaras That you acted El director quera que t actuaras en la pelcula de terror. Que usted/l/ella actuara That you/he/she acted Era lamentable que ella actuara como una dictadora. Que nosotros acturamos That we acted La alcaldesa quera que nosotros acturamos para prevenir una emergencia. Que vosotros actuarais That you acted Es triste que vosotros actuarais con violencia innecesaria. Que ustedes/ellos/ellas actuaran That you/they acted Samantha quera que ellos actuaran con entusiasmo. Option 2 Que yo actuase That I acted La corte no permita que yo actuase con impunidad. Que t actuases That you acted El director quera que t actuases en la pelcula de terror. Que usted/l/ella actuase That you/he/she acted Era lamentable que ella actuase como una dictadora. Que nosotros actusemos That we acted La alcaldesa quera que nosotros actusemos para prevenir una emergencia. Que vosotros actuaseis That you acted Era triste que vosotros actuaseis con violencia innecesaria. Que ustedes/ellos/ellas actuasen That you/they acted Samantha quera que ellos actuasen con entusiasmo. Imperative Forms of Actuar Imperative (Positive Command) T acta Act! Acta en la pelcula de terror! Usted acte Act! Acte como una dictadora! Nosotros actuemos Lets act! Actuemos para prevenir una emergencia! Vosotros actuad Act! Actuad con violencia innecesaria! Ustedes acten Act! Acten con entusiasmo! Imperative (Negative Command) T no actes Dont act! No actes en la pelcula de terror! Usted no acte Dont act! No acte como una dictadora! Nosotros no actuemos Lets not act! No actuemos para prevenir una emergencia! Vosotros no actuis Dont act! No actuis con violencia innecesaria! Ustedes no acten Dont act! No acten con entusiasmo!

Persepolis Essay Example | Topics and Well Written Essays - 750 words - 1

Persepolis - Essay Example Her description of a significant event from Iran history, the movie theater burning, and the way it is done will help to understand her attempt to full extent. (Satrapi, 2002). The book of Satrapi is peculiar from the point of view of the way of the events description. They are depicted on the illustrations which are accompanied by short but sharp comments, like â€Å"The Shah said that a group of religious fanatics perpetrated the massacre.† (Satrapi, 2002, 15), which is, similarly, an attempt to simplify the description. â€Å"Simplification develops more than just the accentuated written messages†¦Ã¢â‚¬  (Nolan, 2010, 3). The pictures about the Rex Cinema fire contain the images of a burning building of the theater and the metaphorical depiction of the victims of the fire who were burnt inside. Keira Nolan also states that â€Å"†¦a simplified art style works best, as it amplifies only the primary features of the text, unlike realism which would be far more focused on social details.†, which means that Satrapi focuses primarily on terrible consequences of the tragedy. (Nolan, 2010, 1). This way the author instigates the readerà ¢â‚¬â„¢s thinking on both the reason and the party which caused this terrible fire. Satrapi also pays attention that the firemen arrived too late, â€Å"†¦forty minutes later†¦Ã¢â‚¬  and this is also a point of significant concern. (Satrapi, 2002, 15). The mentioned event is also described from historical perspective. The historians, the date and the death toll aside, also pay attention to the versions of the deadly fire, which are, obviously, opposite and are similarly to have been elaborated to defend each of the blamed parties. The official government which ruled Iran those days blamed the protesters and the militants, whereas the latter counter-attacked such accusations by their aiming at SAVAK, the state structure close to Shah.