Perspectives of Emotional Intelligence Through the Psychoticism Personality of Leader free essay sample

In this new millennium, world is increasingly emphasized the development of human capital as a means of human resources in society, religion, race and nation. In fact, the development of human capital should be in line in the physical and material development of the country which is the rapid development is time to time. In the same tone, all employees in a workplace or organization are an entity of human resources should be an ideal capacity of human capital in terms of emotional intelligence in order to produce the quality of output. In short, the leader in the workplace should have a stable emotional intelligence for a good personality trait that can help create a fun work environment, thus increasing the level of employee self-esteem and motivation. However, if the leader was characterized by negative psychoticism trait, it was not only affects the emotion themselves, but also the emotional impact of workers and will be damage the quality of work. We will write a custom essay sample on Perspectives of Emotional Intelligence Through the Psychoticism Personality of Leader or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Obviously with this situation, the self-esteem among employees is to achieve their optimum level and thus can help achieve the percentage of success in realizing the vision and mission of the organization in particular and the countrys vision in general. The end of this paper will demonstrate the need for all leaders to have the emotional intelligence that is based on the strength of the ideal affective and personality as a catalytic force to help enhance employee self-esteem at the workplace. Key word: Self-esteem, Emotional Intelligence, Psychoticism Personality, Workplace Background Construction of a nation would have no meaning without the function and role of men as citizens to move the process of governance, administration, management, operation and control. The statement on the meaning of a country would not be complete without the combination of the functions of the elements of society and humanity. For a developed nation, it should be in line with the development of human capital in each of its citizens. Supposedly, determining factors of human capital is the main emphasis on knowledge and expertise among the people for creating a developed nation. Clearly, here, human capital or human resources are the most important entity in the organization compared with other sources that involve equipment, materials or procedures. As human beings, too, the human capital of first class is the main driver of the organization and determines success or failure of each vision and the mission of each organization. Human capital is the main man against the backdrop of diverse attitudes and behaviours that are centred on elements of cognitive (mind), affective (feeling) and psychomotor (physical). Along it, in the process of forming the personality, attitude and mentality, people are more heavily influenced by the belief system as a result of the sustained momentum of socialization experiences during her life since childhood. But at the same time, knowledge and expertise and the value entity of the factors are relevant to the variation in the determination of human attitudes and actions in the implementation of the treatment of personal responsibility, families, organizations, communities, religions, races and countries. In a similar vein, the human capital management should be in line with emotional and spiritual dimensions which is face of noble values and personality, nor translated into positive behaviour. In reality, the responsibility for managing human capital and the organization is not a relatively simple matter, especially if it is a multinational organization. The question would then arise whether a manager or a leader worthy to be a model in an effort to strengthening human capital through the trait of dynamic personality. Availability of many issues today have showed the existence of bias in the attitude of a leader of an organization that causes many problems exist between the leaders and the workers which is led to conflicts with the prolonged crisis that could eventually threaten the common aspirations. Similarly, humans created by the presence of important domains within the mind, emotions (soul) and physical. In a series of long, people with high in the minds and thoughts are usually admired by all and made n idol of the diversity of life strategies and the creation of a capability rocked environmental technology. The ability of the constant in the power of intelligent thought possible that the ability of other marginal triggered the empty spaces in a more profound nature and characteristics of emotion, soul and feelings. The gap exists between the mind and soul resulted in the progress of the past provides lessons for a thousand meanings, and refresh it back in the new rhythm and a new breath f or common sense to be appreciated for generations to come. Therefore, emotional intelligence or EQ in the present has start given special attention to the function and role in human life in order to improve the scenario the fact shortcomings, to see the countrys capacity to have a first-class citizen in every aspect. Thus, in this concept paper, the authors will highlight the discussion of the dimensions of psychoticism personality among leaders and the impact towards self-esteem employees through several elements in the emotional intelligence aspect. Stable personality in a person who assumed the leader to give a significant impact on the level of self-esteem workers also will affect the climate and working environment for the production of quality work that is more focused and based on ethical values and practices are in line with the personal universal human  and humanities. Strong personalities at the leaders will help the leaders in the governing of human capital more effectively and the objectives of the course will be easy to achieve it together. Purpose of Study The purpose of this study is to explore and discusses the influence of leader personality from the perspective of emotional intelligence (EQ) on employee self-esteem at workplace. This study was investigates too about the personality of leader which have a significant impact on the employee self-esteem and the way we discuss it is by the element of emotional intelligence aspect. Then we will see too how the psychoticism personality among leader will be impact to the employee self-esteem at the workplace. Conceptual of Self-esteem The appreciation or self is part of the elements in the concept of self-esteem where the judge is a part of you. In simple language, self-esteem also means that the extent of an individual is receiving, a love and respects them. Thus, self-esteem have close relationship with the extent of an individual is putting himself in a situation that feels that he is appreciated by others or not. In general, the availability of some models that is detailed in an effort to clarify questions about the aspects and causes the formation of high self-appreciation. Self-esteem has three main models of the affective model, a model of cognitive and sociological models. Self-esteem is also closely linked to elements of self-concept which exists in every individual human being when one sees himself through the subconscious mind self-concept is developed from childhood to become a significant element in the formation of self-esteem adulthood. Abraham Maslow put the needs of their own self-esteem at the fourth level in the hierarchy needs to be fulfilled human life after a level-lower level needs first obtained. The existence of some facts that show the problems arising between the leaders and employees in the workplace so that employees are not motivated and result in low self-esteem (Kenneth, 2010). The effect is also working to provide optimal cooperation in the organization and will eventually provide a better variety of problems including the problem of interpersonal and intrapersonal issues. Communication and interaction within the organization is loose because a variety of prejudices that complicates many of the jerks interfere with the main focus of the work. Its relationship to the discussion here is to explore the employee’s self-esteem from the perspective of emotional intelligence that exists in the personality of the leader. It is well to emphasize the importance of each leader has a strong emotional intelligence in personality as a leader to help enhance the employees self-esteem in the workplace. Conceptual of Emotional Intelligence (EQ) From the terminology of psychology, emotions, the same age with the duration of the ages in the discussion about the scope and review of various studies both in terms of function and importance, although not directly talk about the concept of emotional intelligence. Emotions are also seen as the main branch in the domain of human education and it also a peg which allows complete in every moment of human existence is more meaningful to the embroider of variations of breath feeling sad, happy, joy and calm in the heart. When the terms of the emotional intelligence starts to take place in results and scholarly writings and discussions about the needs assessment is as important as intellectual intelligence, the world has accepted the fact that for a man who managed the successful expression of true, not only requires the intellectual quotient but also the need for emotional intelligence elements arranged in various categories. Although all human beings are born has a heart and feelings, but not all dimensions of the heart is able to handle mold really is the nature of humanity in total. It is synonymous with the words of Platos expression of emotion is only held by men, but not all people have the humanity. When the emotional focus as an important element in human life, then was exist the term of emotional intelligence (EQ). Emotional intelligence is seen as a set of emotional and mental skills that help each individual to identify and understand their own feelings and the feelings of others. Emotional intelligence will be able to help improve the ability of each individual to control his. Emotions are the strong feelings in people (such as sadness, anger, etc. . According to Oxford Advanced Learners Dictionary (2000), there was state that emotion is a strong feeling, and contains a variety of feelings such as love, joy, hate, fear, jealousy, feelings of excitement and disturbance. The Oxford American Dictionary (1999) describes as feeling a strong emotion of the particular aspects of mental and instinct. According to Goleman (1995), emotional quotient (EQ) is the a bility to monitor personal emotions and other emotions, to distinguish the good, and to use the information to help the mind and the actions of a person. In 1996, the Goleman said that emotional intelligence (EQ) is ones ability to understand his own feelings and use them to make effective decisions in everyday life. Next is the opinion of Thorndike (1920), human emotional intelligence is related to the concept of social intelligence. Thorndike (1920) defines social intelligence as the human ability to understand and manage men, women and children to communicate effectively in human relations. He also has the emotional intelligence to categorize two main parts, namely interpersonal (emotional contact with others) and intrapersonal (emotional connection with the relationship with yourself). Emotional intelligence can also be interpreted as a kind of social intelligence is responsible for controlling one, and a range of emotions, to discriminate against these emotions and use the information to control thought and an action (Mayer et al. , 1993:433). Based of opinion Mayer et al. , (1990), the interpersonal and intrapersonal emotional intelligence is categorized into five major domains that recognize the self, emotional self-management, self-motivation, and empathy and handling relationships effectively. Empathy and handling relationships effectively are categorized in three others, while interpersonal intelligence is to know you; to manage emotions and motivate myself in that category is intrapersonal. In short, the discussion here also takes elements of emotional intelligence (EQ) as the base that serves as a perspective on the influence of leader personality on self-esteem of employees in the workplace. For that, a model of emotional intelligence (EQ) has been explored based on the Four Branch Model of Mayer Salovey (1990), which is namely: O Identifying Emotions O Using Emotions O Understanding Emotions O Managing Emotions Emotional Intelligence from the Islamic Perspective Emotions are really closely linked to human psychology. In the Quran, has been called more about human emotions as well as in the hadith of the Prophet. Revealed a range of emotions that includes positive and negative emotions was as a guide for the people and the teachings of Islam. Through the Islamic perspective, emotional intelligence is actually more to the process of cleansing the liver. Essential to maintain care not to foul and not damaged very much required in religion as a clean heart is the spiritual food for the Holy Spirit. With a good heart, it emerged that both the value of emotional intelligence. Heart will be dirty when people commit sin so that it became black and dark hearts. Damage to the human soul and conscience will eventually lead to personality, attitudes and negative behavior that is inconsistent with the nature of the purity of human beings. As a result, people who do not learn anything from his life is said to have been suffered blindness in her eyes, but also deaf ears not wanting to listen to the teachings of the good. Obviously here, the emotional intelligence is closely related to religious values. Whats more it is linked to the spiritual nature of spiritual intelligence. The position of spiritual intelligence actually is it on the high when people trying to maintain its relationship with God, while the intellectual and emotional intelligence will bring people to keep in touch with himself, other humans and the environment. Even God Almighty also says in Surah Ash-Shams (91:8-10), which means; He inspired the soul of wickedness and piety, and lucky for the purified, loss for the muss. Consistent with this discussion paper, the question of emotional intelligence is important in terms of underlying the leader personality or character in the workplace that will be assumed can help enhance employee self-esteem. Conceptual of Personality Every human being has value and the pattern of her own personality. Personality, also known as general it can be construed as a symbol of the personality characterist ics of individuals who bring different characteristics to other individual. Personality refers to an individuals psychological development as a whole. Even the personality of an individual is also reflected by tendency to behave in a certain way. It was covering various aspects such as temperament, intelligence, sentiments, attitudes, interests, beliefs, ideals and values. According to Mahmood (1992), personality traits are available on an individual, such as thinking, acting, emotional, and perceived others to enable different from other people. The discovery of psychological researchers on personality characteristics found in humans is too many, for example, Allport (1937) who discovered the human personality trait of 17,953. Some of them such as locus of control, achievement motivation, authoritarianism, mechiavellisnisme and self-esteem are the personality characteristics that affect work behaviors (Ishak, 2004). The type of personality that exists in every individual human being is the nature and diversity is shown through various studies-trait of human personality. Allport (1937) view of human personality is the result of a combination of biology and environment, while the inherited characteristics are shaped by individual experience. In short personality is an organization that has the character, temperament, intellectual, physical, thinking, feeling and behavior. From an Islamic perspective, personality is defined as a personality or character in general is’. Morals are divided into two types: praiseworthy character or moral misconduct (Shahabudin Rohizani, 2002). Both types include a two-dimensional character of this same any outward or inward. The ostensible morality could be seen and measured from outside while the inner character is implicit in the liver, but it will eventually evolves through changes in behavior. For an ideal personality, Islam emphasizes the balance between body and soul and enhanced physical health with diet and lifestyle. Similarly here, the heart of souls in need of spiritual food, a practice as a servant to God by doing everything asked of God and leave all that forbidden and with the glory of the practice, the nature of a servant to remove the negative sense of pride that the behavior is manifested as a highly moral. Thus, Islam has stressed the importance of these two types of probation is appropriate to the nature of mans creation by God that man was created from the spiritual and physical elements, and very closely linked. For the Muslims, the best character models are supposed to be an idol and an example is the character of the Prophet Muhammad as a Prophet sent by God to edify his people. As expressed by Saidatina Aisyah when asked about the Prophets morals, his character was the Quran. It is clear here, all aspects of lifestyle perfection of Islam are embodied and more taught by the Holy Quran and it is translated through the character of Prophet Muhammad for guidance and follow the final days of race. In this case, the interpretation placed on probation, either the inner or outer simultaneously and has a very clear relationship with the heart that the attitude of a man. Moral evil is caused by impurities in the human heart itself. This is consistent with what was spoken by the Prophet which is means; In the cavity of the sons of Adam, there is a piece of meat. If the meat is good, then let all his body. If the meat is bad, then his body was evil. Know you that the meat is the heart† (Hadith narrated Bukhari Muslim). Dimension of Psychoticism Personality According the Theory of Hans Jurgen Eysenck One of the personality trait that psychologist find in the human personality is called psychoticism. One of them is Hans Jurgen Eysenck. Eysenck was known as a leading individual in the modern psychology of personality typology in the 20th century and suggests that the human personality would be great to understand if the hierarchy that consists of behaviour and sets the overall behaviour and important personalities. Eysenck strongly believe that the whole basis of personality traits derived from the seed, in the form of types and traits. He also believes that the behaviour learned  from the environment. According to  him, the personality is an overall pattern of actual and potential behaviour of organisms, as determined by heredity and environment. The pattern of behaviour that originated and developed through the functional interaction of the four major sectors that regulate behaviour, namely the cognitive (intelligence), the conative (character), the affective (temperament), the somatic (constitution). Eysenck has found three types of dimensions which are known as extraversion (E), neuroticism (N), and psychoticism (P), better known as PEN. Each dimension is different from each other and foreigners, until they can be combined freely between dimensions. Psychoticism can be combined together with neuroticism and extraversion, a three-dimensional shape. At first, he just highlights extraversion personality dimensions and neuroticism. But after doing research in a mental institution in England, he later discovered the psychoticism personality dimensions. Like neuroticism, high psychoticism not mean that people are psychotic or natural to be like that, but it only shows part of the common characteristics found in the psychotic and the possibility of a person is more exposed to the environment that can cause it to become psychotic. However, it is possible also to those who have the personality to be exposed to the psychotic failure continues to be controlled from more chronic. Each type in the dimensions obtained by the Eysenck personality theory  is a collection of nine traits, until it has a total of 27 traits. Traits of psychoticism are: aggressive, cold, egocentric, impersonal, impulsivity (impulsive), antisocial, no empathy (unempathy), hard hearts (tough-minded). For the individual human being has a relatively high score psychoticism found by Eysenck traits often have a fairly aggressive, cold, egocentric, not personal, impulsive, antisocial, no empathy, creative and hard-hearted (same with above). But those who score   relatively low  psychoticism  is  a trait, such as treating like, kind, warm, attentive, friendly, quiet, very social, empathic, cooperative and patient. Like in the extrovert and neuroticism, psychoticism has great genetic elements. Overall,  by the analysis of Eysenck,  three-dimensional character is a 75% hereditary and only 25% are caused by the environment. As in neuroticism, psychoticism also follows the model of stress-compensation  (diathesis-stress model). Once again stressed that the high level psychoticism should not be a psychotic, but they have the potential to suffer from stress and psychotic disorders. At the time of the individual human being only suffer low stress,  high scores psychoticism  may still be able to function normally. However, when the stress is relatively heavy, an individual who has become psychotic are difficult to return to normal. Special focus in the discussion  of this concept  paper  is to trace the impact of personality traits that have psychoticism among the leaders towards employee’s self-esteem in the workplace through the perspective of emotional intelligence. In short, between emotional intelligence and personality or character s obviously a very solid relationship. Therefore, the leaders of a leading character certainly have a high level of emotional intelligence and are able to create a climate that is more positive and able to master a respected and emulated by its employees in the workplace. Even the leader of this will always be more sensitive to the feelings of his employees to be able to perform the best for themselves, others an d the organization. Here is a diagram to show a summary of ideas within a conceptual framework discussed in this paper. pic] Impact Dimensions of Psychoticism Personality among Leader towards Employee Self-Esteem This talk will trace some elements of psychoticism personality centred on the leader and what the extent that could impact on employee’s self-esteem in the workplace. Dimensions of psychoticism discussed are looking from the negative aspects of personality that needs to be changed to a more positive behaviour among leaders to help increase the level of employee self-esteem. The Impact of Aggressive Personality Aggressive personality is one of the personality traits that exist in the personality psychoticism. In line with this issue, Baron and Newman (1996) have established a three-factor model of aggression in the workplace is the leader of feelings of hostility, and aggressive policy prevents openly. While Ryan and Oestreich (1991) also provides a model category, such as rough treatment, insulted, ignored, denounce, discredit, did not appreciate, the aggressive control of other people, making threats against workers, shouting, anger, temper and could potentially harm the physical. In fact, several studies on the existence of an aggressive personality among the leaders of the workers in the workplace also see the existence of aggressive behaviour in non-verbal and verbal. In summary, the characteristics of the nature of an aggressive leader too when the leader is also very critical of the worker, very strong, brave, do not like being manipulated and very frank manner that is not appropriate for employees in the workplace. Leader shall also have such a feeling aggressive as always feel superior to him, priority rights and self-interest, vindictive, ill-tempered and likes to discourage other people or employees. Associated with the scenarios in the workplace, aggressive leader who often acts as aggression, often with the employee, tempered and does not respect the workers will lead to employee frustration and low self-esteem is easy to feel at once will affect employee motivation. It is supposed to be leaders must ensure that as leaders, they need to reflect themselves about how far their personality when dealing with employees who are not necessarily a personality that far-fetched but it would have been a character, attitude, behaviour and way of thinking that is consistent in every situation as a positive personal. In exploring these issues, the authors also explore the reality that exists in relation to the scene saw several organizations in the past and present. Bruce Adam (2007) in their book entitled  30 Reasons Employees Hate Their Manager’ have  written their book with a source-based view of the statistics more than 50,000 employees from 65 organizations through  The Discovery Surveys, Inc. ’s Normative Database  (since 1993). All respondents were from manufacturing industries and service organizations, and contain a variety of sizes as small as 150 people up to 5000 workers. The majority are from the U. S. companies and there is also a worker in another country. The study found that 46% of employees believe that management treats them with disrespect. Another study is by Abd. Ghani et al. (2008), found between the results of their qualitative research is the leader body language often shows non-verbal behaviour of rude and offensive. That caused the respondents experienced feelings of shock, disorientation and confusion at the very early stages. In line with these studies, for example, characters of the leader characteristics of an aggressive personality more in fact that is also invited negative reactions from employees and even affect employee self-esteem turn affected the quality of work. Most effects were encircling the emotional impact among workers who contributed to the workers in a constantly fear, anxiety and chronic embarrassment just because the face of aggressive leaders. The Impact of Egocentric Personality The next dimension is egocentric personality that leads to the question of the leader character is very selfish and always felt that his right until fail to become leaders who can listen to any complaints and feelings of employees. The attitude of the head of such a situation is certainly easy to invite rejection of support among the workers on the head itself so that it can affect the working climate of harmony in the workplace. Often a leader or manager at work are forgot to put the interests of workers as employees when in fact the main organization is the human capital to realize its vision and mission. However, due to the character of leaders who would prefer to just focus on his own circle without considering the employees emotional, mental and potential in question and make a formal decision or determination of the direction task, the employee will ultimately result in less focused and less interested in the job. Certainly this situation also stems from a sense of self-esteem workers have deteriorated over the attitude of leaders who failed to put the employee as a valued employee. The scenario is consistent with the findings statistically by Bruce Adam (2007) which showed 52% of employees felt free to voice their opinions openly. In fact, 66% of employees were told that management did not want to hear their words and about 67% of respondents also said that the management failed to act on the advice of staff. The study shows that there is a direct nature egocentric character is when the head does not leave room for employees to express their opinions and feelings about work and working environment, and do not want to take into account the views of workers in decision-making process. It is probable that the egocentric leaders also felt the staffs were too naive at the same time shows that the leader was look down the employee’s capability. Leaders also are more concerned what are they think and plan itself for no consideration for the employees think and hope is. The Impact of No Empathy Personality Leader personality was not empathy is the reason to the level of self-esteem of workers could be affected so that it can provide a major impact on the loss of self-respect and lose confidence in them (Abd. Ghani, 2008). Should begin with a sense of empathy  to understand the emotional process in which the leader began to think why he and others so emotional. Leader may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyse emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. Circumstances that indicate the level of empathy plays an important role. Leader should do the simulations he need to try to put himself in others shoes to understand their emotions. In short, leaders who have high empathy are the ability to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to head to penetrate the heart and the circumstances of each employee and will not misunderstand, then think that one can be prejudicial to relations within the organization. In fact, empathy of leader impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behaviour with colleagues. The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also be able to anticipate what might happen in the future with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. Even if leaders do not have the characteristics of empathy, it is possible to arise various problems such as loss of respect for workers on the head, feel hate, anger and resentment that may affect the unstoppable so focused on work as well as providing a significant impact on self-esteem of workers. In fact, it may not be up to the issue as a teacher in Kedah is hurting his boss of the way of punching and kicking (Utusan Malaysia Online, 27 April 2011) which became a symbol of the long pent-up anger, which most likely also arise for a variety of taste is not satisfied since the early stages. The Impact of Anti-Social Personality Through anti-social personality dimensions, was found people with these personality types are more likely to comport with the regulations ignore the moral and ethical standards that exist in society and the global demand. Although on the face of an individual who has seen active and the personalities of others is often acceptable, but the fact that individuals prefer to manipulate and exploit others, and often violate the law, often took advantage and never feel guilty. Even individuals with anti-social personality traits will also be doing things without considering the feelings of others, rather impulsive and difficult to deal with failure as the feeling that everything they do will not fail. According Cleckly (1976), anti-social people with the disease is usually easy to get bored with something or the state but they have a strong feeling to find something new. They can make a good first impression. A person who anti-social personality is without consciousness looks like scary or damaging other people to satisfy his own feelings. They are smart to influence others to think that they are normal people although they do not actually have a mature mind, the establishment of a wobbly, and ignored the convenience and interests of others. In an environment in the workplace, it is possible that there is often a problem to be the leader characteristics such as anti-social like the ability to exploit workers or often take advantage of the naivety and the acquiescence of its employees. The study by Abd Ghani et al. 2008) shows that the dysfunctional behaviour that exist among school principals as the school chief example is when they are often given the task demands and workload rather excessive and unreasonable. Even the head of such an attitude also shows no sense of respect for employees and free to do what is liked without thinking of working conditions are physically and emotionally. It can be seen by respondent’s statement in an interview like the following: There when he asked for the work until 4. 00 pm. After that came the night is just to the expiration of all the work. There, he was asked to come on Saturday to finish the work. We feel depressed †¦Ã¢â‚¬ Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Source: G3) The way he made the decision was autocratic. He decided him just go willingly. Select a person he will, too. No one dared to ask † (Source: G4) I am always afraid when the principal walk near corridors of the class I teach. Im so stiff, new kinds of teaching out of fear for one. Sometimes the idea stuck. The voice was stuck too. I am really tension when he was last. My relationships with students are also affected. A lot of punishment than praise † (Source: G3) My tension is not finished until the last meal. Back home I tried to sleep but I always could not sleep for thinking of the events at the school † (Source: G8) Quite clearly through the examples in this interview, how the character of their leader have gave a big impact on their physical and emotional development as an employee. Therefore, it is no doubt that the head of the anti-social personality as above is also an impact on employee self-esteem where workers also have a sense of reality and not a robot. Through the study of  Bruce Adam (2007) in various organizations industry found that a total of 7 of 10 employees said that there was no correlation between the wages they receive with the performance. This means they have to work hard with a lot of dumping duties would be but a little salary. In fact, 61% of respondents are not satisfied with the salaries that they have receive are not commensurate with the perceived power of sweat they have to offer. This once again implies that the head was exploiting their workers and the excessive use of labour. Leader also forget that workers are also uman beings who need rewards commensurate with what is done, both in terms of the money, what more in terms of motivation and reward nor recognition of self as a gift, a certificate and recognition like ‘the best employee for the month’, and for that employee self-esteem can be improved in line with the increased quality of work. But the failure of leaders to appreciate the importa nce of the end result is too many shortcomings in terms of physical, emotional and minds among the workers and their impact in the long term. The Influence of Emotional Intelligence (EQ) towards Self-Esteem of Employee through the Personality of Leader The question of the interpretation of emotional intelligence has clearly shown that the existence of elements of cleansing the soul that led to the positive characteristics and values are translated to the personality and should be applied in everyday life that underlies the patterns of life. Together, the efforts to strengthen the emotional intelligence of individuals should not be considered silent because it is the main frame in order to strengthen other aspects of nature and transformed by the behavior and establish a more dominant personality with emotional intelligence. In this discussion is accounted for dimensions that can help enhance employee self-esteem through the dynamic personality of the leader in the workplace that should be more consistent, compare than psychoticism personality which is more to unstable. Discussed below is on the basis of the Four Branch Model of Mayer Salovey (1990) and the association. i. Identifying Emotions Individuals will begin to see, perceive and identify emotions shape whether sad, happy or scared at one time, including the stimulation of the environment in terms of the human voice, storytelling, music and the arts in this first stage process. When the individual is more focused on the emotion itself, this dimension is closely related to awareness of a great emotional blow will enable the individual to also be thinking about things that may arise in the emotions of others. Usually this happens when there is a level that would stimulate the emotions that make the individual will begin to respond. Relevance to the scene leader and worker in the workplace is where the leader is able to identify her own emotions and her employee emotions. Personality is always sensitive to the leader around what more sensitive to the feelings and emotions of employees will more easily enable leaders to identify what employees are feeling, when he also able to recognize his own feelings. Key words in this first process are appropriate when there is awareness of their own emotions and emotions of others. Leader should know how to find and label their own feelings and the feelings of workers accurately, if he wants to better understand themselves and others. When the leader is always trying to find out how they feel, they would be more aware of the increase and shift every sense. This is important for a leader track and figure out whether the employee was disappointed because of the situation caused by the A or B. With that ability, the leader would be able to talk about feelings and the leader can also indicate his own feelings at the same time be able to detect any change in his feelings that exist both in the environment. Indirectly, the personalities of these leaders will make employees feel valued, understood and respected. It is also an early indicator of the workers that their leaders can pave the way for discussion if the employee is found to have any problems. Consequently, the worker will be able to self-esteem improved since been directly affected by the personality of leaders who have the characteristics of a strong emotional intelligence. In fact, workers will also be more motivated to work together and strive to produce better quality work. Quite clearly, the functions and roles of leaders in the workplace are very important in influencing the emotions of employees to give effect to the level of employee self-esteem. ii. Using Emotions The second stage is the part that shows the individual uses as a medium of emotion and reason on his mind in connection with a matter of rational, logical and creative. Using emotions may require the ability to use feelings to help some of the cognitive effort as the reason, problem solving, decision making and interpersonal communication. Emotions can create a variety of mental set that proved to be more or less adjusted to the different types of ground work. With a discussion of the relevance of this process here is where the leader will start to focus his thoughts on the situation whether the attention, focus or motivation. Then head to the suitability of emotions associated with the situation and the leader that has the characteristics of this skill in his personality will be more creative, motivating and inspiring employees and not selfish. Even the leaders who have the emotional skills will also be using emotion as a day to increase thinking. Then supposedly leader will feel the emotions first before thinking to interpret what you can before you act. Of course this is in line with what is emphasized in Islam when it is said that the heart and soul is the priority in disclosing behavior and personality. Therefore, it should be emotional and heart is an entity that is positive and good values for the formation of behavior is also positive and generous. In the same tone, emotion is able to strengthen the mind as the emotional mind working with a more unique method. Emotions can help to improve human thinking and problem solving skills to make decisions (Schwarz N. , 2002). Even the leaders are also able to constantly motivate the employees either directly or indirectly, and motivate employees to be smart to handle the negative emotions with a systematic method of thinking through the best sense of Gods grace in solving problems while working to change the medium to more positive emotions. The momentum of the self will certainly strengthen the emotions, mentality and personality to become more excited and motivated to face any situation but also able to find solutions that are more relevant when dealing with any problems through the exploration of a wise and prudent. In Islam it has stressed that we need to work hard and try as though we will live longer, at the same time we also need to diligently serve God as if we were to die tomorrow. This expression should be a motivation to everyone if they can understand, appreciate and contemplate the meaning behind them. Al-Ghazali discusses the motivation for this question in terms of intention and desire to do something before (Said, 2008). Whenever a person has a goal and vision to do something, and then followed that action will realize the good intentions that are targeted to become a reality. With the strengthening of self-motivation, the leaders and workers will be clearer with the direction and goals in life. Vision and mission in the struggle to achieve success will always be a platform based on the spirit of self that is never give up to continue. Motivated individuals who are symbols of people who strove to achieve the objectives of not abandon the question of personal ethics and moral values and universal symbol of character strength. For the leader, no was losses to always provide external power and motivation to employees. Each byte has a meaning of its own word and employees can feel the strength that allows them to learn independently to achieve organizational goals in life in general and specifically. Awards are given in many forms though to a minimum is very important because it enables them to believe that by behaving positively and produce quality work will continue to allow them accepted and respected by leaders and colleagues. But in the context of this neglect will cause employees to assess the human leader as a failure to help make them fun to work. This is consistent with the statistical findings by Bruce Adam (2007) showed that 53% of workers have said that employers or their bosses did not positively motivate them to work. iii. Understanding Emotions The third stage is to understand the emotional process in which individuals begin to think why he and others so emotional. Individuals may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyze emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. At this stage, the level of empathy plays an important role. Individuals are trying to put themselves in others to understand their emotions. In short, individuals are also able to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to be more to dive into the heart and the circumstances of each employee and will not misunderstand, and think that one can be prejudicial to relations within the organization. In fact, empathy is the impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behavior with colleagues. The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also know what might happen in the future, when able to predict and anticipate with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. It is also to prevent the existence of too many red tape which can jerk the interaction between workers and leaders. If this can be overcome by the head, then will likely reduce the percentage of 53% which reflects the assessment of workers detected the presence of red tape in the organization through a study (Bruce Adam, 2007). iv. Managing Emotions This is the last stage in this model. The process at this stage refers to the ability of individuals to control and manage their emotions and others. When managing their own feelings, we should monitor, differentiate, and label our feelings exactly. Some people certainly have more or less effective in helping another person to deal with emotions. For example, some individuals often know things that ought to say, to motivate colleagues and to provide inspiration to others. At this level, ability to control themselves and manage themselves should be considered. Things are quite important to ensure that decisions and actions made ased on emotion and logic in order to get results. Emotional management also includes the ability to manage and control the tremendous emotional when threatened to hurt feelings, whether physical, mental or emotional. Control emotions to create an individual right that can interact and communicate better with others. Positive emotions as a catalyst for positive thoughts and emotions can be control led from a more emotional when the mind to think in a more rational. Leader should be able to apply the personality and the best model for its employees living, admire and emulate. The success of the leader emotions that enable employees to handle these problems with more wisdom and parenting dimensions would produce a very dynamic effect but also help enhance employee self-esteem. Leader which is honest, interact and guiding employees also must be met for better work and be able to realize the objectives of the organization together. Strength in social skills is also the leader or worker to understand the other person with the ability to translate ones feelings appropriately as a marker that he understood and accepted in the interaction or communication. Every facial expression or body language should be easily understandable for the interactions that are meaningful. However, the leader who failed to manage and regulate their emotions will be seen by employees as a hot-tempered, selfish and arrogant. Unstable of emotion on the leader like this is often just want to achieve the objective of making decisions without emotion will usually fail to see the ‘forest for the trees (Salovey Caruso, 2004). Current Challenges and Outlooks Searching questions on psychoticism personality among leaders, giving emotional impact on employees has been brought to  us about the reality that there are many phenomena that affect the workers, nor the emotion and character evolution in the self-chief himself. The phenomenon that exists from time to time, so without us realizing, problems at work that involves the interaction and relationship between leaders and employees is not an issue we can look trivial and is not an isolated issue. In fact it is a string of evidence and the space to the world organization and the industry to do further research efforts in the on-going cover the emotional, mental and physical leaders and workers. Nor should the situation  arise,  such as the storks a  fun one-blame, and if the results are biased to leaders perception toward employees is different from the results of employees perception toward leaders which is always contra. Instead it is necessary to look at the question from multi-dimensional framework of fair and transparent of thought through a comparison of data and the actual argument that can be strengthened. These issues demonstrate the continuity of the discussion of challenges and expectations that work on the positive and negative dimensions through several findings phenomenon. Among them is the actual scenario of workers who are victims of a leader or an employer fairly brutal causing clinical depression for 41% of victims, referring to a study by Bullybusters. org the online in Benicia, Canada is seeing the reality of abuse in the workplace. The problem of bullying is indeed a sense claimed self-belief, self-confidence and respect among employees who are victims but also provides the physical symptoms of various diseases such as sleep disorders, ulcers, high blood pressure, loss of creativity and probably also suffered post-traumatic stress disorder (Kenneth,  2010). Kenneth (2010) also explained that after 20 years of research and results of 60,000 interviews conducted, then Saratoga Institute*  reports that 80% acknowledged the existence of a direct correlation of dissatisfaction in the relationship between the leader of the employee or employer. Referring also review the Gallup Organization about the recent reality of the one million workers, one of the reasons most people leave work was because the employer at the workplace. There are other studies by the Gallup also found that the management is very weak in 50% average 44% less productive and less profitable than operating a nicer group. According to Marie (1998), the results of a study found 89% of managers believe that employees leave a job or keep working it is because of money. But in a study by Leigh (2005) with the cooperation with the Saratoga Institute found that as many as about 20,000 workers from 18 industries and from various other studies to detect as many as 80 to 90% of workers leaving the job is not for the reason of money. Then the argument was more focused on job factors, factors manager or leader, work culture and environment. Next Chapman (2006) explains there are studies conducted by the  Chartered Institute of Management  of stress and health at work among professionals. Results showed that anger and lack of humour among themselves while working to contribute to the stress in the workplace. Such a situation is certainly affecting the performance of the business of the institute. The study also concluded that the humour serves to produce  a good  mood,  staff, and inspired works of high and thus reduces the stress in the workplace. Stress at work can kill the staff and the organization itself (Granirer, 1999 in the Wan Zanariah, 2007). Then the study by the Ministry of Health in Malaysia has been estimated that a highlight of every 10 persons found to be psychotic problems (Zulkifli, 2007 in the Wan Zanariah, 2007). Truly a work environment that is less comfortable and dissatisfaction in the work may also lead to mental problems. This situation involves stress, depression, sadness and so was able to kill people slowly (Granirer, 1999 in the Wan Zanariah, 2007). The above findings clearly reflect the actual scenario which is inherent and challenges in the workplace in the past, present or future time-as long as there had been no shift in the transformation of human governance. That is the challenge that must be addressed and the opportunity for each organization will always detect such problems than to wander. It is quite clear also that the ability of a leader is to drive the workers under its operation as a strong group of organizations is not just solely depend on the revenue sources of the highest quality labour, but they also need to ensure that emotional labour should also be in a stable condition for it is closely related to the ability to focus totally on the production of better quality work. Any problems that exist should be faced with the emotional stability and rational thinking through the ideal personality and emotional intelligence are intact. Certainly, workers are also human as the leader that also has a limitation of emotion and energy that cannot use by the leader without any restrictions. Along with that, is to be hoped that every leader in the workplace must ensure and need to their return to assess on their personality and character which should be more positive, what could they also be in and the same time they are also is an employee to the management of more high at the top. Although the head line is from the different background, experiences and qualifications when at the same time they are as an employee and at the same time, they also are the leader for workers which are under their lines. Therefore, they should be more understanding of feelings as an employee and their strengths are quite different from the workers because they can explore and feel the feelings as leader too. There is also the leader are supposed to be more empathetic and need to easily detect the need to manage the climate in the workplace in line with the needs that are not set aside the question of humanity. If the leader fails to change its own personality and character to an acceptable, it is likely that the leader himself will continue to face various problems associated with extreme emotions such as anger; stress, frustration, suspicion and paranoid to the next stage would be detrimental to self-itself with physical ailments like heart disease, high blood pressure and stroke. There is always the element of peace of mind needs to be enhanced by cleaning the soul within every leader is necessary to help shape the work environment to a more harmonious and also make workers more motivated to work with. Self-esteem of employees would rise and can help the organization to achieve the aspirations and objectives by work together, so it will be easier to make it reality for all of the aim. Conclusion For the conclusions, dimensional stability of personality in psychoticism elements that must be more positive through the perspective of emotional intelligence  among  leaders is to be the main catalysts that can help enhance employee self-esteem thereby increasing the motivation and the quality of their work. Leader also plays an important role to implement the elements of a positive character in the style of leadership to become a habit and can be appreciated by both the employee as a medium to give them a high level of motivation in the dimensions of self-possession of self-esteem. By having the robustness of the emotional and mental aspects, each employee will also have the personality and behaviour that is consistent with the demands of human nature to live harmoniously in all circumstances. Obviously this will also help reduce the stress suffered as a esult of the routine and work load is getting worse especially plus the coupled with commitment and responsibility at home. Emotional stability will enable employees to work with leaders to produce a better quality of work output as well as providing an ideal joy in interaction with the environment, including with the family and community. This connection makes the rhythm of psychology between employees and leaders are to become more dy namic and capable of achieving a healthy lifestyle that helps the stability of the social dimension of socialization. Strength of the affective through the practice of moral values will enable the community has triggered not just a first class facilities, but also have the first-class personalities and competent superior in terms of communication, appearance, knowledge, soul and mind so that it is possible to re-emerge as a nation people who admired and full of social, economic, scientific expertise as well as the continuity of human civilization glorious past, present and future. Success should also be as a bridge in order to achieve success and happiness in the Hereafter is more immortal forever. Certainly also the leader should be the best model for the workers so that they can become the main alternative in dealing with issues of interaction and communication problems in the workplace between leaders and employees. In conclusion, employee self-esteem should be more enhanced and establish the dominant function of the leader by the dynamics personality through human governance practices with more systematic and based on values that can be translated in the affective behaviour in the form acceptable to the organization, and so on in the community and the country.

Case Analysis of Steven Belkin Assignment and class purpose is to

Case Analysis of Steven Belkin Assignment and class purpose is to Case Analysis of Steven Belkin Assignment and class purpose is to think as an entrepreneur and acquire venture capitalists investments – Essay Example Case Analysis of Steven Belkin "Assignment and Purpose is to? Think as an Entrepreneur and Acquire Venture Capitalists Investments" of AuthorAuthor’s AffiliationAuthor NoteAuthor note with more information about affiliation, research grants, conflict of interest and how to contactCase Analysis of Steven Belkin "Assignment and Class Purpose is to? Think as an Entrepreneur and Acquire Venture Capitalists Investments"Introduction:For an entrepreneur, starting a business, and acquiring venture capital have become a less boring and an aggravate process. â€Å"Venture capital is a form of â€Å"risk capital†. In other words, capital that is invested in a project where there is a substantial element of risk relating to the future creation of profits and cash flows† (Introduction to Venture Capital 1998).Analysis:With the adoption of market strategy and an efficient management and sales team, the industry has gained competitive advantage. They have grown continuously wit hin five years time.In evaluating the opportunity, Steven Belkin has faced risks such as:1) Lack of sophisticated management2) Lack of technology, machineries, assets3) Lack of financial controlsThe industry is providing attractive packages to its customers. It includes meals, hotel facilities; etc.The sale is increasing year by year. The main goal of the industry is to attract more tourists. By adopting travel packages and effective marketing strategy, they can compete with the customer. Competition in the firm has not expanded the point of pricing of similar packages. Sales expansion is attained by contacting the correct groups. With a huge number of purposes, there is limited competition between tour operators in giving packages to similar places. The major risks of the investor are portfolio risks and taxation risks. Attainment of fund will influence the expertise and skill of the manager and the sustained accessibility of the savings team. Tax benefits, tax allowances and rates explained in the memorandum is found on present legislation and Customs practice & HM Revenue. These can vary from time, to time and are not certain. The entrepreneur can reduce the risks through careful planning and decision-making, with allied activities such as the following: 1. Estimating present and future market and economic factors.2. Considering the effects of alternative dealings3. Creating reasonable choices in response to conditions, as they change and develop.  The industry employs sophisticated and experienced management skills. They have played an important role in increasing the sales, attracting customers, and in the development of marketing programs. This can be seen from the financial statement of the firm. Managers in the global travel and tourism industry need to show financial capacity and understanding, so that important decisions regarding the correctness of financial based data can be made. Managers need these employability skills to go forward in the firm . The travel industry needs to employ more staff to achieve the goals in the near future. As an investment banker, one needs a reasonable financial statement which states clearly the profits and losses and other income in order to evaluate the business. The expected return is above 30% over a 5- 10 year period, in return of the capital provided to start the business. The cash flow analysis and the profit and loss statement help to project the sales and profits easily. The five year projection plan helps to evaluate the plan better. Finance is needed to provide salary to the management and sales team, to pay for credit cards, provide facilities for the travellers who keep increasing year by year, and to cover up travel and entertainment expenses. Recommendation:The travel industry has grown to a higher stage with the adoption of management and marketing strategies. Risk factors can be reduced by employing more sales team, and by acquiring adequate finance from venture capitals. By in vesting more on attractive tourist packages, they can take a place in the international market.Reference ListIntroduction to Venture Capital, (1998). Tutor2U. Retrieved from http://tutor2u.net/business/finance/raising_finance_venture%20capital.htm

Drug Exposed Infants Essay Example | Topics and Well Written Essays - 1000 words

Drug Exposed Infants - Essay Example Mothers should be prevented, through education, from using drugs while pregnant. As a result of the illicit drug use, the children require intense monitoring by their pediatrician. Women who use cocaine while pregnant -- especially those who are likely to get noticed as addicts or be tested for drugs in the hospital -- tend also to drink more booze, smoke more cigarettes, and dip into a greater variety of illicit drugs than other women. Cocaine is not truly associated with any pattern of defects. Nor does it produce infantile withdrawal, like opiates. Today there is something approaching scientific consensus that cocaine increases the risk of low birth weight and perhaps premature delivery. Left unmonitored and untreated, the babies, as shown by studies have long term developmental delays. This article explains to any reader that there are serious ramifications with illicit drug ingestion during pregnancy. Moreover, it explains that the child is severely damaged and begins life at a tremendous disadvantage. It explains the mental, social, educational, physical and legal implications of this behavior on the child. It is important for doctors and their employees to learn about in utero drug use from a suspected mother because the babies need treatment. The key is to question them in a manner that is non threatening and non judgmental. The mothers will already feel guilt or fear about legal consequences. Toxicology testing alone will not provide all of the information needed. Above all, pediatricians must be able to identify babies that have been exposed to neo natal drug use. 3.) What are the ramifications if the problem is not addressed If the problem is not addressed, there will be an outbreak of drug addicted babies. Some of the defects these babies suffer remain undiscovered. The failure to teach the mothers the dangers of drug use to their babies is sure to create repeat behavior. Moreover, there is a strong likelihood of the children being exposed to physical, emotional and sexual abuse. This is a pattern that will continue to repeat itself. Forced intervention, according to the academy will not work. Mothers will not seek help for themselves or their babies if there is the threat of jail. The academy feels that the only intervention that will be effective is education. 5) What are the tangible benefits of resolving the problem The tangible benefits of course, are healthy mothers and children. The educated parents can not only help their babies, but teach them the importance of maintaining a drug free life. In short, a positive cycle is created instead of the negative one discussed in the article. There will not be an overflow in an already taxed foster care system. There will not be criminal charges, and separation of mothers and their children which is often the result of Child Protective Services Interventions, without the needed support. 4) Describe and evaluate any solutions provided in the article. The article mentioned several ways to educate mothers suspected of taking illicit drugs. The article encourages pediatric employees to take a social work approach in informing the community about the dangers of

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

Strategic Intelligence - Essay Example Strategic intelligence refers to all processes involving the collection, processing, analyzing and propagation of intelligence, which is essential in forming military plans and policies at both international and national level. A credible strategic intelligence has the potentials to foresight, visioning, motivation, integration of various systems to work together for a common purpose and the ability to partner and form strategic alliances. Strategic intelligence aims at collecting a wide range of data for corporations and militaries with the aim of helping in a certain campaigns such as military wars. It serves the basis for the long term planning and management of various resources. Intelligence services such as Central intelligence Agency of US, secret Intelligence are some of the intelligence services that are well developed. Strategic intelligence dates back to the US government during the cold war. General George Washington was an avid user of intelligence as he used intelligenc e to spy on British forces in Boston. This helped in the evasion of the British at Valley Forge during the continental army (Michael, 2001). In the US, the intelligence community composed of the National security Agency, the CIA, and the Defense Intelligence Agency, is responsible for collecting information, asses the accuracy of this information, define the reliability of the information, and propagate the information to decision makers. These decision makers use the information from intelligence agency and use it to make viable decision and disseminate it to the president and the senate where they use the same information to make policies governing the country. This information includes that of nuclear explorations and the security of the country and information concerning threats to the country. This intelligence agencies work with the approval of the president and their role is to provide information that will be used by the president and the senate to make viable

What is the social responsibility of corporate management Essay

What is the social responsibility of corporate management - Essay Example CSR also describes the persistent dedication by a company to behave morally, and contribute to economic advancement while enhancing the value of life of the labour force and their families, as well as the neighbouring society. External stakeholders usually take a keen interest in the operations of an organization. These stakeholders usually examine the exterior circle of the organization. This implies that he stakeholders examine what the firm has done, excellent or awful, with regard to its products as well as services. They also investigate on a company’s effect on the ecology and neighbouring societies and how it supervises and advances its labour force. The stakeholders are also usually interested in a company’s financial performance which reflects the quality of supervision as a gauge of probable future performance (Trillbar, p. 1). There is evidence of divergent opinions of what CSR should mean from a number of diverse communities across the globe. Some individuals refer to CSR as a process that aims at building the capacity of communities for sustainable existence. It reveres cultural disparities and discovers the business chances in building the aptitudes of workers, the society and the national administration. This viewpoint presents that CSR is about benevolence to community. This is the conventional viewpoint of the concept of CSR as a charitable process. This implies that commercial enterprises make earnings, unconstrained apart from satisfying their responsibility to disburse taxes. Then these enterprises donate a portion of earnings to philanthropic courses. It is described as staining the act of the organization to obtain any advantage from the generosity. Conversely, there is also the standpoint of operating the principal business in a socially accountable manner, complemented by venture in societies for concrete, commerce case reasons. This standpoint is sustainable since the social accountability

Drug abuse and addiction

Drug abuse and addiction Abstract Drug abuse and addiction is a common problem in the world and is everywhere you look. With this disorder so common, the truth is shed on the misconceptions that people have about drug abuse and addiction. This paper provides a brief overview of drug abuse and addiction, while also looking at the aspects of epidemiology, pathophysiology, social problems, and ethical problems that might present with emergency medical responders. Addiction and abuse; what does it mean; who does it affect? Addiction and abuse are often confused with each other. Abuse occurs whenever a substance is used usually alcohol or illicit drugs while on the other hand addiction can occur in a wide variety activities and substances. Addiction is defined as compulsive need for and use of a habit-forming substance (as heroin, nicotine, or alcohol) characterized by tolerance and by well-defined physiological symptoms upon withdrawal; broadly: persistent use compulsive of a substance known by the user to be harmful. (http://www.merriam-webster.com/dictionary/addiction) Addiction is not always a habit-forming substances, it can also include such things as sex, gambling, video games, or even the internet. Even so, the main focus of society is still on drugs, alcohol and tobacco. Some characteristics of the epidemiology and pathophysiology will be discussed along with the social impacts that addiction may cause and any ethical issues that mig ht be found with addiction and emergency medical service providers. The study of addictive behavior is relatively young. According to Dr. Volkhow (2010) science only began to study addictive behavior in the 1930s. Before this, scientists that were studying drug abuse were plagued with shadows of misconceptions and myths of the nature of addiction. But with the discoveries today and with the information of how chemicals work in the brain and the ways it alters it there is a better understanding of drug and alcohol addiction. According to Dr. Dryden-Edwards (n.d.) Drug addiction, also called substance dependence or chemical dependency, is a disease that is characterized by a destructive pattern of drug abuse that leads to significant problems involving tolerance to or withdrawal from the substance, as well as other problems that use of the substance can cause for the sufferer, either socially or in terms of their work or school performance. More than 2.6% of people suffer from drug addiction at some time in their life. (http://www.medicinenet.com/drug_ abuse/article.htm) Common substances that are abused and that become addicting are alcohol, amphetamines, anabolic steroids, caffeine, cannabis, cocaine, ecstasy, hallucinogens, inhalants, nicotine, opiates, phencyclidine, as well as sedative, hypnotic, or anti-anxiety drugs. Though drug and alcohol addiction is considered a mental- health problem, there is no single cause that can be determined. Though some people believe that abuse and addiction is a genetic disease, this is false. There is a predisposition to develop the drug dependency due to ones environment. Epidemiology: The social risk factors for drug abuse and addiction include the male gender, being between that age eighteen and forty four, persons of Native-American heritage, lower socioeconomic status, and unmarried marital status. According to state statistics residents of the western United States are more susceptible to substance abuse and dependency. While men are more prone to developing alcoholism, women seem to be much more vulnerable to alcoholism at much lower amount of alcohol consumption, due to lower average body mass that males. (Dryden-Edwards, n.d.) The combined medical, economic, criminal, and social impact costs Americans upwards of half a trillion dollars a year. Every year abuse of drugs and alcohol contributes to the deaths of 100,000 Americans, with tobacco contributing to an estimated 440,000 deaths per year. People of all ages suffer the harmful consequences of drug and alcohol abuse and addiction. Babies can be affected while still in the mothers womb if she is to use dr ugs or alcohol, which will cause birth defects and slow the intellectual development in their later life. Adolescents often act out, perform poorly in school and often drop out if they are abusing drugs. They are more at risk or unplanned pregnancies, infectious diseases, and violence. Adults and parents are also affected, often clouding their cognitive abilities. With all of the exposure, the stage is set for the next generation to step right in to the addictive lifestyle. Pathophysiology: Addiction mainly affects the brain, but affects cascade throughout a persons organ systems. Drugs and mind altering substances that can be abused target the bodys natural reward system either purposefully or unintentionally causing over all euphoric effects for the user. These effects come from the dopamine, which is a neurotransmitter that regulates movement, cognition, emotion, feelings of pleasure, and motivation. Dopamine is released naturally to reward the body for natural behaviors and initiates a cycle to repeat the behavior. The dopamine neurotransmitter floods the reward system that is usually secreted in limited amounts from routine actions such as eating or even sex. The brain views this as a life-sustaining activity due to the reward system being activated. When the chemical substance is introduced into a persons system and the euphoric effects are achieved, the individuals brain makes a note that some important event is happening and it teaches itself to do this action a gain and again as a force of habit. (Volkhow 2010) The taking of an illicit drug can cause a person to act on impulse when the reasons system of the brain would delay or prevent an action. This system is bypassed, leading to an undesired activity that can potentially have a negative consequence on the users life. Though some of the effects of drugs and chemical substances are euphoric at times, other times the substance can cause paranoia, depression, and suicidal thoughts. (Dryden-Edwards n.d.) If use of the drug continues, the brain becomes acclimated to the influx of dopamine in the reward system. This leads to the reduction of release of dopamine and the number of dopamine receptors in the system itself. This in turn affects the users ability to achieve the desired effects of the used drug. This response by the individuals brain causes them to try to reactivate the receptors by increasing the amount or dosage of the drug to achieve the same dopamine high. This effect is known as a tolerance. With long-term abuse of a drug, changes occur to other systems in the brain. The neurotransmitter glutamate which also is part of the reward systems can be altered which causes an inability to learn. When the optimal level of glutamate is off balance the brain attempts to compensate, which in turn affects the users cognitive function. (NIDA 2011) When the brain has become accustomed to the effect of the drug, dependence is formed and cessation of the drug abuse will cause an event referred to as withdrawal. While most symptoms of withdrawal are at most uncomfortable for an addict, there are also some serious symptoms that can include tonic-clonic seizures, myocardial infarction, stroke, hallucinations, and delirium tremens. (Melemis 2011) Social, Ethical Issues and The Impact on EMS: The consequences of addiction and abuse are evident in a persons social life. The destructive behavior of addiction affects everything from work to their personal life, even from the beginning of the abuse. The signs of addiction from the physical stand point include a changing of sleeping habits and changes in eating habits, which contribute to both weight loss and weight gain. Recurrent drug abuse leads to the lack of meeting important obligations at home, school, or work. (Dryden-Edwards) Other affects of addiction can include family disintegration, domestic violence, child abuse, failure in school, and loss of employment. Subjects with addictions tend to be risk takers and thrill seekers. With the changes in the reward system of the brain, the subject expects a positive reaction before they take a substance which satisfies their need for risk or thrills. Impulse control is hard when their drug of choice is around people with addiction. This feeds the addiction even more. (Nash J ohnson, 2007) The impact on the emergency medical services is immeasurable. The calls caused by addiction can vary from trauma to a medical overdose. The role of the emergency medical provider in calls for an overdose patient requires the paramedic to find out what and how much the patient took, and what the proper medication is to reverse the condition that the patient is currently experiencing. Along with the calls comes the danger. With possible violent outbreaks by addicts, the paramedic has to be aware of his or her surroundings while trying to calm the patient. Patients experiencing withdrawals can hallucinate an entire event and incorporate the paramedic in it, causing the patient to become violent towards their care provider. Addiction is a very dangerous condition and can be considered a psychiatric problem, which needs to be treated with a certain diligence and suspicion. In the realm of EMS the occurrence of calls for addiction are rare since it is not really an emergency situation. The occasion does arise if a patient is experiencing violent symptoms of withdrawal or has overdosed on a substance. The patient could appear to be in an agitated state or even be unconscious. There is no predetermined way to handle a patient experiencing addiction related problems. They main key is to treat the patients symptoms. All patients need to be put on supplemental oxygen via nonrebreather if it can be tolerated. Intravenous access should be obtained with an infusion of normal saline to help flush out the patients system. If the patient is in an agitated state or seizing, a sedative should be administered, such as valium or versed. Beware, with the administration of benzodiazepines the risk of respiratory depression or failure is present. If the patient is experiencing an overdose of an opiate and their breathing is shallow or nonexistent the administration of Na rcan 0.4 to 2 milligrams, but beware to administer this drug slowly and titrate it to where the patient can breathe just enough to sustain life. If airway and breathing problems persist then intubation should be considered to secure the patients airway. Rapid transport with due regard is suggested so that the patient can be evaluated and the hospital staff can begin their detoxification. The world of addiction is harsh and unforgiving if one is not willing to leave it behind. Some people say that addiction is all in the head, and my research verifies this. The affects on the brain from forming a learned habit is rewarded in much the same way such as eating or drinking. The reward system practically gets destroyed by the drugs or substances being used by the influx of neurotransmitters released. With the receptors becoming desensitized, the subject will need to increase the intake of the substance to achieve their high. The repercussions of the abuse and addiction become apparent after time when the violence and compulsiveness takes over. The physical tolls, including depression and illness can be debilitating at times. The only way to decrease drug abuse and addiction is to educate the public. The best prevention is avoidance.

Segmentation Concept Essays -- Marketing

Efficient marketing strategy is rarely aimed at a large group of customers like all women, all schoolteachers or all beer drinkers, as any of the similar large groups are rather heterogeneous and may vary by age, income, needs, habits and lifestyle (McIntosh, Matthews, Mullineux, & Medland, 2010). As it is also impossible to reach each customer requirement or expectations, some distinct groups of consumers who will respond to a certain marketing mix in the same or similar way – segments – are to be identified. Segmentation is a process and result of differentiation of the consumers’ population to certain groups by number of geographic, demographic, age, economic, social and other characteristics in respect of a particular product (Sarvary, & Elberse, 2005). Global marketing introduces a better segmentation practice than just the borders between the countries. By effective application, segmentation provides global marketers with the opportunity to benefit from global standardization (like, economies of scale and positioning consistency) and at the same time meet the expectations and demand of the target group. This approach allows assessing the markets on a global or regional scale, overcoming limitations of the political boundaries that are usually used to define the market. After identifying the market segments it is necessary to assess their attractiveness by considering segment capacity, accessibility, prospective, profitability, competitiveness, compliance to company’s corporate strategy, objectives and culture, etc. Targeting is another essential tool of effective marketing strategy as it is a choice of the segment which best fits the parameters of potential customer of the product and further orientation at this segment b... ...362/146934709X467794 Tamames, R. (2000). World Economic and Environmental Order. United Nations, UNESCO, Eolss forerunner volume. Retrieved on March 27 from http://www.eumed.net/cursecon/textos/Tamames-Env_Order.pdf Walker, C. (2010). GenWorld The New Generation of Global Youth. Retrieved from Energy BBDO on March 27. http://www.energybbdo.com/uploads/GenWorld%20Overview.pdf Westjohn, S., Singh, N., & Magnusson, P. (2012). Responsiveness to Global and Local Consumer Culture Positioning: A Personality and Collective Identity Perspective. Journal Of International Marketing, 20(1), 58-73. Retrieved on March 27. doi:10.1509/jim.10.0154 http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=72034120&site=ehost-live Yankelovich, D., & Meer, D. (2006). Rediscovering Market Segmentation. Harvard Business Review, 84(2), 122-131. SMC Learning Resources.

Protofeminism in The Scarlet Letter Essay

In the eyes of some, The Scarlet Letter may seem like a protofeminist novel. In the eyes of some, had Hester been a man, her punishment would not have been nearly as embarrassing and deceitful. In the eyes of some, Hester did nothing but the right thing based on her trying to protect other women from gender-based prosecution, though it meant completely disregarding Puritan laws in her society. Then again, in the eyes of some, Hester deserved all of the harassment and harsh, negative attention that she received from the townspeople. It is all a matter of opinion based on facts. Sexist punishments? You decide. Comparing to today’s society and laws, The Scarlet Letter seems about as protofeminist as America not electing Hillary Clinton for president in 2008. To the majority of society, men are superior in almost every aspect. Therefore, men are said to not be punished nearly as harshly as women are. In The Scarlet Letter, Hester Prynne is punished for adultery. Her punishment consisted of having to be labeled with a glowing, bright red symbol of her supposed crime. As a result, townspeople treated her like nothing more or less than dirt on the ground because of what she had done. However, a man may not have suffered as harsh of a punishment in any society. In the eyes of some, The Scarlet Letter may seem like a protofeminist novel. Women always seem to be underestimated and stereotyped. Although adultery is a serious crime in times like based in The Scarlet Letter, a man doubtfully would have had as harsh of a punishment as Hester Prynne. If a man’s wife had vanished without his knowing and not been seen for a very long period of time, surely he would move on without assuring what had happened to his spouse. Nobody wants to be alone for so long with not a clue of where their significant other may be. Like any normal person, moving on would be a last resort. What happens when your spouse comes back and you have another spouse? You are punished for adultery in that time. However, many feel as though a man, in fact, would not be as severely punished with adultery. In the eyes of some, had Hester been a man,  her punishment would not have been nearly as embarrassing and deceitful. During Hester’s punishment, she is treated very unfairly. She moves out and onto the outskirts of society where she can no longer be harassed or publicly humiliated. While feeling that her punishment is unfair, Hester undertakes to protect other women of the Puritan society from gender-based persecution. Her punishment is inexplicably sexist and unnecessary on a majority-based opinion. Her actions seem to point to a larger political statement, not only in the sense of unfair Puritan laws, but the fact that her punishment is gender-based and a man would not have been symbolized the way that Hester Prynne was. In the eyes of some, Hester did nothing but the right thing based on her trying to protect other women from gender-based prosecution, though it meant completely disregarding Puritan laws in her society. If a man would have the same punishment as Hester Prynne suffered through in The Scarlett Letter, then there was no evidence of this in the novel. To most, the storyline of this novel gives off protofeminist evidence. Maybe Hester did deserve all of the harassment and harsh, negative attention that she received from the townspeople due to her crime, but it is all a matter of opinion based on facts. Sexist punishments? You decide.

How to Pronounce Vowels in Italian

How to Pronounce Vowels in Italian Italian pronunciation might pose some difficulties for the beginner. Yet it is very regular, and once the rules are understood, it is easy to pronounce each word correctly. Italian vowels (le vocali) are short, clear-cut, and are never drawn out. The glide, with which English vowels frequently end, should be avoided. Finally, it should be noted that the vowels a, i, and u, are always pronounced the same way. E and o, on the other hand, have an open and a closed sound that may vary from. How to Pronounce Vowels A- sounds like a in fatherE- has two sounds: short vowel like e in pen; long vowel, similar to ai in fairI- sounds like ea in tea or i in marineO- has two sounds: like o in cozy or similar to o in costU- sounds like u in rude Tips: Italian vowels are always articulated in a sharp, clear fashion, regardless of stress. They are never slurred or pronounced weakly.Vowels (a,e,i,o,u) always retain their value in diphthongs.Italian is a phonetic language, which means that it is spoken the way it is written. Italian and English share the Latin alphabet, but the sounds represented by the letters often differ considerably in the two languages.    Examples of Vowels a is like a in the English word ah! Here are some examples in Italian with an English translation. casa  houseantipasto  appetizerama  lovesbanana  bananasala  hallPapa  Popefama  famepasta  pasta; dough; pastry e is sometimes like e in the English word they (without the final i glide). Here are some examples in Italian with an English translation. e  andbeve  drinksme  mefede  faithvede  seesmele  applessete  thirstpepe  pepper e is sometimes like e in the word met. This is the open e. Here are some examples in Italian with an English translation. à ¨Ã‚  islento  slowbene  wellfesta  party; holidaysedia  chairpresto  soonvento  windtà ¨Ã‚  tea i is like i in machine. Here are some examples in Italian with an English translation. libri  booksbimbi  childrenvini  winesviolini  violinstini  vatspini  pines o is sometimes like o in the English word oh!. Here are some examples in Italian with an English translation. o  ordono  giftnome  namesolo  aloneposto  placetondo  roundvolo  flightmondo  world o is sometimes like o in or. This is the open o. Here are some examples in Italian with an English translation. moda  fashiontoga  togano  nooro  goldposta  mailbrodo  brothcosa  thingtrono  thronerosa  roseolio  oil u is like u in rule. Here are some examples in Italian with an English translation. luna  moonfungo  mushroomuno  onelungo  longfuga  fuguemulo  muleuso  usetubo  tube

Organisational Change in BP after the Oil Spill in Gulf of Mexico

Organisational Change in BP after the Oil Spill in Gulf of Mexico Abstract This essay is about the oil giant British Petroleum and one of the world’s worst environmental disasters in history, the Gulf of Mexico oil spill. The aim for this paper is to provide a backdrop for the oil spill and to picture the management change due to the oil spill.Advertising We will write a custom report sample on Organisational Change in BP after the Oil Spill in Gulf of Mexico specifically for you for only $16.05 $11/page Learn More The Gulf of Mexico oil spill symbolised a breakdown of more than mere environmental law and the work of institutions tasked with administering deepwater drilling, business law, governance, and corporate social responsibility principles can also be blamed for the environmental catastrophe (Cherry Sneirson 2011, p. 984). As a result of the oil spill and tragedy, BP’s safety programs and mistakes became noticeable. Many of these safety concerns have been ignored by management. The company did cover u p these problems by portraying an image as an advocate of CSR and funding a $200 million advertising campaign to promote it. Since 2002, there have been doubts about BP’s CSR practices in the context of safety and security. By corporate standards, the practices were considered â€Å"brand exuberance,† a term that refers to a corporate aspiration that is impossible to attain (Balmer, Power, Greyser 2011, p. 7). BP’s maintenance record, vision and training performance have been heavily criticised because they were not in accordance with industry standards. Carolyn Meritt, a U.S. government spokeswoman, commented that there was something wrong with BP management (Verschoor 2010, p. 15). However, BP and many of its stakeholders are optimistic that there could be a light in the horizon. Revenues and shares prices are gradually showing signs of recovery. This essay will try to show how this is attained. Introduction The company British Petroleum had to introduce chan ge management after the Gulf of Mexico oil spill in 2010. New directions included the upstream operations, from a single division to three departments to handle sensitive programs of ‘exploration, development and production’ (Bryant Hunter 2010, para. 5).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More BP’s valued shareholders and investors were briefed on future plans and new initiatives after the oil spill as the organisation was heading for further explorations after its worst performance in the year and throughout its history as a prime oil-and-gas company. This essay will talk about management change in BP after the oil spill. Everyone was asking, particularly investors, as to what kind of management would resurrect BP. A knee-jerk reaction was change the leadership and management. CEO Tony Hayward was forced to resign, along with second in command Andy Inglis, to appease angry investors (Chazan 2010, para. 2). The stiff decline in BP’s stock value (Chazan 2010) due to the oil spill prompted the board to conduct change management and appoint Robert Dudley whose mission was to restore BP’s tarnished reputation. Three new divisions were created and contracts were given focus in which top-management portfolio was assigned to manage contractors who are working on sensitive and important upstream operations. Restructuring and upstream operations are now separate and given emphasis in order to provide long-term advancement of BP’s pool of expert engineers and scientists and strengthen risk management responsibilities. One of the flaws of the old system was that contractors working upstream were not effectively managed. (Bryant Hunder 2010, para. 4) Literature review Leadership and organisational change Leadership literature that can be applied in the context of BP change management is outdoor leadership with a focus on transactional-transformational leadership. Leadership theory evolved in several stages (Straub, 1980 as cited in Brymer Gray, 2006, p. 13). Leadership concept started with the ‘inborn principle’. It evolved into the idea of leaders having special attributes. The next phase is about those having power or authority. The fourth stage emphasised relationships, and the fifth one focused on leaders who became concerned with the world around them and adapted their behaviors according to those situations. The outdoor leadership theory refers to situational leadership. Ford and Blanchard (1985 as cited in Brymer Gray, 2006, p. 14) focused their leadership research on the relevance of leadership theory to the outdoors. Leaders demand of their followers certain attributes while followers require some characteristics of their leaders.Advertising We will write a custom report sample on Organisational Change in BP after the Oil Spill in Gulf of Mexico specifically for y ou for only $16.05 $11/page Learn More Followers would like their leader to assume responsibility, which is very important as most followers trust their leader to take responsibility for their actions. Followers would require their leader to have more experience than them and should know how to get along with them (Ford Blanchard, 1985 as cited in Brymer Gray, 2006, p. 14). Leaders should possess skills on socialisation which may be team-related, for support or empathy; psychological aspects, like trust, stress, motivation, emotions; judgment, like dangers, problems, expectation; and creativity which is about ideas and inventiveness. Transformational and charismatic leaders focus their attributes on creativity, effective communication, motivation of followers and working out a vision and a goal, among others (Groves 2006, p. 566). Visionary leadership positively influences ‘net profit margin’ (Waldman et al., 2001 as cited in Groves, 2006, p. 567), s tock value and leadership effectiveness. Visionary leaders can effectively communicate goals that inspire subordinates. Ethics in organisational management theories The management literature has focused on the subject of business ethics due to the many high-profile ethical violations in corporate America. Many giant firms have suffered malfunctions due to unethical business practices of even top managers of these large corporations. Because of these incidents, much of the studies have focused on the importance of ethical behavior and to emphasise the call for a more understanding of moral decision-making processes. Gilbert (2001 as cited in Geiger 2010, p. 40) argued on the relative connection between ‘strategic management process and ethics’. Ethics influences this aspect of management. An important subject of organisational theory is legitimacy which refers to the public’s reactions pertaining to the behavior of the organisation (Suchman 1995, as cited in Matej ek Gà ¶ssling 2014, p.571).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The question here lies in BP’s moral legitimacy in building its values and norms pertaining to the construct of corporate social responsibility (CSR), the other types of legitimacy being pragmatic (pertaining to the importance of oil and gas to society), and cognitive (pertaining to its accessibility as an organisation). Legitimacy emphasises organisation and community relations and the ethics in business. According to this concept, organisations lose legitimacy if they transgress culture and mores while organisations that promote culture and beliefs of the community are rewarded. Organisations that have trouble with civil society and environmental organisations have problems with their legitimacy (Palazzo Scherer 2006, as cited in Matejek Gà ¶ssling 2014, p. 572). Case study analysis BP has a moral obligation to acquire environmental legitimacy. Some experts have commented that if BP encounters another oil spill with the scale of the Gulf of Mexico spill, it will not only lose legitimacy, it will become bankrupt and will not have chance to recover. After the Deepwater Horizon accident or negligence, it is under pressure by its ‘corporate stakeholders, the media, including social media, NGO watchdogs, and governmental regulators’ to bear ‘corporate environmental responsibility’ (Matejek Gà ¶ssling, 2014, p. 572). BP has to strive to walk along this line of operations, and work to maintain ‘environmental legitimacy’ (Matejek Gà ¶ssling, 2014, p. 572). Corporate environmental legitimacy refers to society’s general observation or assumption that an organisation’s environmental programs are attractive, right and fitting, and generally approved by the public. This definition emphasises that environmental legitimacy is provided by stakeholders through their awareness according to their perceptions (Matejek Gà ¶ssling, 2014, p. 572). CSR refers to the moral and ethical practices and organisations th at malign social institutions lose their legitimacy status. What society might do is boycott the company’s products and services, including shares of stocks, and employees withdraw their commitment and lose motivation to work (Gà ¶ssling 2011 as cited in Matejek Gà ¶ssling, 2014, p. 572). Corporate social responsibility (CSR) reporting is usually done to attract investors (Spence 2009 as cited in Mobus, 2012, p. 36). If you look at BP website, you will be amased with their CSR programs and recovery efforts, particularly on restoring the lives of those affected by the oil spill. But websites are websites. They are always painted ‘green’ and any attractive color to attract investors. The introduction of change management ‘Deepwater Horizon’ was a large ocean rig that sank at the bottom of the ocean when the Macondo well exploded. This was one of the wells BP acquired. By 2010, BP successfully acquired several growing companies, making it one of the world’s largest corporations in terms of revenue, with a daily oil production of more than four million barrels. The Gulf of Mexico provided approximately 10 percent of BP’s oil output (National Commission on the BP Deepwater Horizon Oil Spill and Offshore Drill 2011, p. 2). Before the Macondo well blew up, BP had a corporate brand positioning pictured by its management as highly ethical and environmentally emphatic. When the Deepwater Horizon accident occurred, these ethical and environmental standards were questionable. BP’s previous ethical standards were not supported by an ethical distinctiveness and philosophy, but it was trying to picture to the public that CSR was a common practice and that it cared for the public and its needs. BP’s corporate behavior did not reflect that of its purported mission. There was a misalignment in BP’s ‘identity modes’ (Balmer, Power, Greyser 2011, p. 7). After the environmental debacle, BP faced a class action lawsuit and an allegation that it ‘misled investors’ by purporting to show that it had the capability for safety operations in the Gulf of Mexico (Amernic, Craig, Tourish 2012, p. 6). Two years before the disaster, the health and safety goals were only 80% attained, and environmental risk management was said to be ‘gold plated’ (Verschoor 2010, p. 13). BP’s management change was aimed to regain the trust and confidence of stakeholders, particularly its investors. Robert Dudley essentially introduced his brand of management with a vision of safety in the operations, placing great power and responsibilities in the hands of the safety division, now under Mark Bly, who has the authority to stop the operations if he and his team deemed that operations are not following the standards. Bly and his team directly report to Dudley and recommendations are immediately acted upon (Chazan 2010, para. 3). Dudley had been in the oil business for years and was with Amoco before he joined BP just eighteen months before the environmental disaster. The merger of Amoco and BP in Russia was termed a mega-merger but Dudley had to return to the United States after Russian authorities refused to renew his visa (Macalister 2010, para. 5). Dudley’s â€Å"new† brand of management was regarded a rehash of Hayward’s programs when the latter was appointed as CEO some years back to take over Lord John Browne who was involved in a personal scandal. Hayward proposed for safety programs during his initial years but still, BP experienced major environmental disasters resulting into some deaths of workers (Bryant Hunter 2010, para. 3). The U.S. Occupational Safety and Health Administration (OSHA) has recorded more than seven hundred violations of refineries attributable to BP and the violations were ruled intentional (Bryant Hunter 2010, para. 6). The pipeline corrosion in Texas that caused an oil spill, costing approximately $2 billion in suits and damages, was the result of cost-cutting measures introduced by Hayward who had to impress investors asking for positive gains for their money. However, some commentators have tried to give Dudley a chance. Dudley’s safety programme was a welcome development, according to Nigel Bowker (as cited in Bryant Hunter, 2010) who once worked for BP, but he argued that the new measures must be accompanied with management support, resources and cooperation from everyone in the company, and it must not only to appease the BP investors. BP under Dudley has introduced the technology-enhanced ‘Well Advisor’ that assists drilling teams in different countries to check the progress of oil and gas explorations with novel clearness through consoles connected online, to strengthen safety and security in the explorations. BP has relied on digital technology that gathers and analyses data and other variables. Although this is still in its pilot stage, BP is goi ng to that point where the data could be transformed into valuable information to provide safety and competence. Meantime, BP is on its way to providing the capability for its engineers, scientists and contractors to put together all these data and the various points produced by the data to influence decisions in the field. The data points are fed to a software, to be transformed into fine graphics and made available to engineers in the field. (BP: Trusted advisor 2014, paras. 1-4) Notwithstanding BP’s thrust for corporate social responsibility, CEO Dudley has been able to introduce green marketing philosophy, which is not just about consumers but about the environment, a rallying cry for BP’s organisational culture. BP is building a culture that respects the environment. Another principle it has applied is internal green marketing which aims to ensure that the organisation’s employees integrate the ecological factor into their programs and activities (Zaharia Zaharia 2012, p. 162). BP has ensured that that top management and HRM functions collaborate to enforce green business strategies. BP revenues before and after the change Before the management change, i.e. before the oil spill, revenues were up, $120 billion. It went down after the spill but with the new management, revenues rose 5%, which meant it climbed to $98 billion in October 29, 2013, from $94 billion ( £58.4 billion) the year before. After the oil spill, BP has sold some $38 billion of assets and has plans to sell about $10 billion this year. The company’s replacement cost profit rose to $3.7 billion for the last quarter of 2013, from the previous $2.7 billion. BP also wanted to buy back its shares worth $8 billion, but has started with $3.8 billion. (Haslett 2013, paras. 3-6) Figure 1 is a listing of the shares prices for the period from 2009 up to 2013. It is shown here that the shares prices before the Gulf of Mexico oil spill were high. In 2009, ordinary shares cost 613.40 high and 400.00 at low; for American depositary shares, high was 60.00 and low was 33.70. There was slight difference for the next year 2010 and prices slid down after the oil spill with new management, which attained low prices for BP shares and gradually slid down up to 2013. For the different quarters from 2012 up to the first quarter of 2014, shares prices have not fully recovered but are slowly going up: i.e. 49.63 high and 45.83 low for American depositary shares, and for the first quarter of 2014, from 48.65 high and 41.30 low for the last quarter of 2013. This is supported by their advertising published Wall Street Journal (see appendix). BP stock prices in the market before and after the change Fig. 1: Stock prices before and after the management change SOURCE: BP: Shares prices and listings (2013, p. 274) Conclusion It is understandable that Dudley’s new administration is trying to paint a better picture, but obscuring the real risk BP is facing may not do any good for the company. Organisations aim their ‘propaganda,’ i.e. CSR reporting, at their employees as they try to relay messages about their image. Is BP ‘greenwashing’? Greenwashing is a form of ‘information propaganda’ by a company or organisation for the purpose of portraying that it is following the standards of environmental benchmarking. By greenwashing, a firm tends to improve sales or enhance its brand image through ‘environmental rhetoric, but at the same time either pollute the environment or decline to spend money on the environment, employee welfare, or otherwise honor its commitments to other constituencies’ (Cherry Sneirson 2011, p. 985). This can be perceived as fooling the public, particularly the stakeholders and the shareholders. According to Mobus (2012, p. 37), it can be viewed as such if there are no ways to verify the truth of the company’s CSR programs. BP’s environmental programs can b e verified and, at first instance, there seems to be no fraud in their application of restoring the sound environment before the spill. According to investigation (the Commission Report or CR), the Macondo well blowout where Deepwater Horizon sank, was the result of management’s indecision, lapses in the communication processes, and risk management failure) leading to incontrollable situations on the Macondo well (Mobus 2012, p. 38). In other words, safety measures, a primary requirement for oil explorations and one of BP’s so-called pride, failed. Management failed in those instances, along with failure of communication (CR 2011 as cited in Mobus, 2012, p. 38). Engineering and well design were approved by regulators but were not followed. Execution of the design and processes were opposed to BP guidelines and industry benchmarks. Moreover, there were lapses in communications among those working in the downstream and BP managers allowing for a possibility of a blowout (Mobus, 2012, p. 38). BP must prove its worth and the sincerity and expertise of the new management. After being prohibited for a year from bidding U.S. federal contracts, it has now won 24 new bids but one of the conditions is to implement stricter safety rules, including a remodeling of its governance principles. BP will be audited by an independent auditor chosen by the U.S. EPA. (Toor 2014, para. 2) It seems, however, that BP has gained the trust and confidence of the U.S. federal government. Before 2010, it was the country’s largest oil supplier and fuel for transportation but was suspended for one year due to the oil spill. Four years after that worst oil spill, BP won 24 bids to explore oil and gas over the Gulf of Mexico once again. Recommendations The three divisions focusing on upstream operations should have effective and coordinated management. BP should have trained organic personnel to focus on upstream operations, instead of hiring contractors. One of the flaws of the old system is that most upstream operations are performed by contractors who are not BP personnel. During the critical minutes when the Macondo well was about to explode, there was no more effective management, prompting the personnel (who were working for a contractor and not for BP) to decide by themselves. The thrust of new management to focus on contractors is a good sign but works to be assigned to contractors should be minimal and not major tasks. BP’s CSR practices should not be mere practice for advertising but have to be given focus. Many giant firms practice CSR for the purpose of enticing investors to the detriment of the organisation. This was one of BP’s mistakes that might lead to its loss of legitimacy. References Amernic, J, Craig, R, Tourish, D 2012, ‘Reflecting a company’s safety culture in fairly presented financial statements: the case of BP’, CPA Journal, pp. 6-10, via ProQuest database. Balmer, J, Power, S, Greyser, S 2011, ‘Explicating ethical corporate marketing. Insights from the BP Deepwater horizon catastrophe: the ethical brand that exploded and then imploded’, Journal of Business Ethics, vol. 102, no. 1, pp. 1-14, via ProQuest database. BP: Shares prices and listings 2013, bp.com/content/dam/bp/pdf/investors/BP_Annual_Report_and_Form_20F_2013.pdf. BP: Trusted advisor 2014, bp.com/en/global/corporate/press/features/trusted-advisor.html. Bryant, M Hunter, T 2010, BP and public issues (mis)management, http://iveybusinessjournal.com/topics/leadership/bp-and-public-issues-mismanagement#.U5aSKHLuLfI. Brymer, E Gray, T 2006, ‘Effective leadership: transformational or transactional?’ Australian Journal of Outdoor Education, vol. 10, no. 2, pp. 13-19, via ProQuest database. Chazan, G 2010, BP’s new chief puts emphasis on safety, http://online.wsj.com/news/articles/SB10001424052748704116004575521394170919842. Cherry, M Sneirson, J 2011, ‘Beyond profit: reth inking corporate social responsibility and greenwashing after the BP oil disaster’, Tulane Law Review, vol. 85, no. 4, pp. 983-1038, via EBSCOHOST, Academic Search Complete database. Geiger, S 2010, ‘Ethics content in strategic management textbooks: a longitudinal examination’, American Journal of Business Education, vol. 3, no. 10, pp. 39-44, via ProQuest database. Groves, K 2006, ‘Leader emotional expressivity, visionary leadership, and organizational change’, Leadership Organization Development Journal, vol. 27, no. 7, pp. 566-583, via ProQuest database. Haslett, E 2013, BP sets the markets alight as revenues rise $4bn, managementtoday.co.uk/news/1218498/bp-sets-markets-alight-revenues-rise-4bn/. National Commission on the BP Deepwater Horizon Oil Spill and Offshore Drill 2011, Deep water: the Gulf oil disaster and the future of offshore drilling: report to the president, January 2011, Government Printing Office, Washington D.C. Macalister, T 201 0, Bob Dudley: profile of the new BP chief executive, theguardian.com/business/2010/jul/25/bob-dudley-profile-bp-ceo. Matejek, S Gà ¶ssling, T 2014, ‘Beyond legitimacy: a case study in BP’s green lashing’, Journal of Business Ethics, vol. 120, no. 1, pp. 571-584, via ABI/INFORM complete database. Mobus, J 2012, ‘Corporate social responsibility (CSR) reporting by BP: revealing or obscuring risks?’ Journal of Legal, Ethical Regulatory Issues, vol. 15, no. 2, pp. 35-52, via EBSCOHOST, Business Source Complete database. The Wall Street Journal: BP Plc ads 2014, http://quotes.wsj.com/BP. Toor, A 2014, BP wins new US oil contracts four years after Deepwater Horizon disaster, theverge.com/2014/3/20/5528824/bp-looks-to-expand-offshore-drilling-after-deepwater-horizon-oil-spill. Verschoor, C 2010, ‘BP still hasn’t learned ethical lessons’, Strategic Finance, vol. 1, no. 1, pp. 13-15, via EBSCOHOST, Business Source Complete database. Zah aria, C Zaharia, I 2012, ‘Green values concerning the social responsibility of companies’, Economics, Management, and Financial Markets, vol. 7, no. 2, pp. 161-166, via ProQuest database. Appendix The gradual BP recovery after four years of Gulf spill. SOURCE: The Wall Street Journal: BP Plc ads (2014)