Analysis Of David Brooks s Hurricane Katrina - 950 Words

The essay that David brooks wrote about hurricane Katrina is a sarcastic bitter piece taking jabs at government, who he blames for the catastrophe. Specifically, he pointed out their plan of action toward the hurricane they knew was coming. Many from New Orleans were angry that the government did little to help them from this dangerous storm. In his essay brooks stated, â€Å"Katrina was the most anticipated natural disaster in American history, and still government managed to fail at every level.† The plan was supposedly so well planned out, but didn t prevent all this disaster from happening, and brooks mocks it several times using sarcasm and over-exaggeration as his main weapon. Statistics show that 75% of the African Americans in New Orleans were affected compared to the 15% of African Americans in the Biloxi-Gulfport metropolitan area (Cutter and Gall, 5). It also states, â€Å"The calamitous combination of insured development certainly accounts for much of hurricane katrina’s damage, specifically in New Orleans.† All levels of government failed to do their part, which includes state and local government. The author, Brooks, is bitter about how the whole situation was handled. The citizens were essentially left to defend for themselves instead of getting the support they needed. Obviously, the government could and should have made a more efficient plan to rescue and protect its citizens from a huge disaster. Because they failed to do so, they have to pay both the monetaryShow MoreRelated_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesto Statistics and Data Analysis This page intentionally left blank Introduction to Statistics and Data Analysis Third Edition Roxy Peck California Polytechnic State University, San Luis Obispo Chris Olsen George Washington High School, Cedar Rapids, IA Jay Devore California Polytechnic State University, San Luis Obispo Australia †¢ Brazil †¢ Canada †¢ Mexico †¢ Singapore †¢ Spain †¢ United Kingdom †¢ United States Introduction to Statistics and Data Analysis, Third Edition Roxy PeckRead MoreInternational Management67196 Words   |  269 Pagespaper containing 10% postconsumer waste. 1 2 3 4 5 6 7 8 9 0 QDB/QDB 1 0 9 8 7 6 5 4 3 2 1 ISBN 978-0-07-811257-7 MHID 0-07-811257-5 Vice President Editor-in-Chief: Brent Gordon Vice President, EDP/Central Publishing Services: Kimberly Meriwether-David Editorial Director: Paul Ducham Managing Developmental Editor: Laura Hurst Spell Developmental Editor: Jane Beck Associate Marketing Manager: Jaime Halteman Project Manager: Erin Melloy Buyer: Kara Kudronowicz Design Coordinator: Margarite ReynoldsRead MoreProject Mgmt296381 Words   |  1186 PagesLeadership Chapter 2 Organization Strategy and Project Selection 1.4 Projects and programs (.2) 1.4.1 Managing the portfolio 1.4.3 Strategy and projects 2.3 Stakeholders and review boards 12.1 RFP’s and vendor selection (.3.4.5) 11.2.2.6 SWAT analysis 6.5.2.7 Schedule compression 9.4.2.5 Leadership skills G.1 Project leadership 10.1 Stakeholder management Chapter 11 Teams Chapter 3 Organization: Structure and Culture 2.4.1 Organization cultures [G.7] 2.4.2 Organization structureRead MoreMarketing Mistakes and Successes175322 Words   |  702 Pagesfollowing classification of cases by subject matter to be helpful. I thank those of you who made this and other suggestions. Classification of Cases by Major Marketing Topics Topics Most Relevant Cases Marketing Research and Consumer Analysis Coca-Cola, Disney, McDonald’s, Google, Starbucks Product Starbucks, Nike, Coke/Pepsi, McDonald’s, Maytag, Dell, Hewlett-Packard, Newell Rubbermaid, DaimlerChrysler, Kmart/Sears, Harley-Davidson, Boeing/Airbus, Merck, Boston Beer, Firestone/Ford

Strategies For Enhancing Child Development - 1409 Words

Strategies for Enhancing Child Development Kelcie Roscoe University of Florida Strategies for Enhancing Child Development Many different types of development are important for helping children to be successful through their schooling, and even later on into their lives. In the following paragraphs, I will discuss strategies that I would like to use in my future classroom to help students with their emotional, literacy, cognitive, and social development to help my future students to succeed. Emotional Development To enhance my students’ emotional development, I think it is very important to help the student develop their ideas of possible selves. Possible selves can either be negative or positive. Negative possible selves are what someone does not want to become, and positive possible selves are what someone wants to become (Cade, 2015b). The objective for teachers is to help students to have balanced possible selves, so they are able to monitor their goals and become who they want to be. Developing balanced possible selves also helps students to be more optimistic and believe that they can change (Oyserman, Bybee, Terry Hart-Johnson, 2004). An important thing to do to help students achieve these possible selves is to have students discuss and set goals for what they want to become, and also discuss what they do not want to become. Students also must be able to analyze how they can become their positive possible selves and how to avoid their negative possibleSho w MoreRelatedThe Second Factor Is All Domains Have A Set Course Of Developing.1243 Words   |  5 Pageslevel(s) development so they understand the skills and abilities they have. The third factor is children develop in a set pattern, but they also have individual differences. 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Impacting police policies Free Essays

Policing † measured by: trends, practices, practices† Question How did post 9/1 1 Terrorism Policies impact modern police policies, practices? Abstract The purpose of this article is to describe the concept of the post 9/1 1 terrorism policies, and how they impacted community policing. The knowledge gained can assist in the development and evaluation of improved emergency responses and police, community relationships. The literature includes many definitions of policing, some of which have been derived by studying various organizations and their police culture. We will write a custom essay sample on Impacting police policies or any similar topic only for you Order Now This summary highlights overall broad definitions and goes beyond definitions specific to upcoming issues with the community police organizations. This is an important topic for society because it will give a better understanding of how police will interact and respond to the community and the need for assistance. According to scholar Eggnog Bittern’s definition of the police, which defines the police in terms of their capacity to use nonnegotiable coercive force in any situation that appears to require a prompt and decisive response (Willis, 2014). Many findings hold promise for police concerned about problems in the near future. Data from a study conducted by John P. Crank, Colleen Saddled and Came M. Kiosks show that the biggest problem coming in the next 10 years for police: the continued expansion of the boundaries of the police function. The panelist of scholars suggested that focusing on innovation technology and the professionalism model of policing using COMPOSTS and surveillance imaging will best address it. In addition to focusing on innovation technology and the professionalism model using COMPOSTS and surveillance imaging. The margins of police include: intelligence and privacy, security and crime control, cultural and roommate changes, and the expansion of the institution of formal crime control. The panelist forecast on expansion of police functions is in the areas of community policing, terrorism and security, technology change, sub population bias issues, militarism. The study was an ensemble effort designed to identify principal issues facing the police in the USA over the next 10 years. This data was collected using an expert panel methodology to assess significant issues affecting police in the near term future. Fourteen established scholars agreed to participate in the survey The authors collected responses to surveys sent to the fourteen panelist experts for data. The panelist responded through email and phone. This data was collected and organized under topics. The authors are affiliated with the University of Nebraska Omaha it was published on October 5, 2010 One particular area where police duties are expanding is in the area of intelligence and privacy and technology. Police are better informed than before because intelligence is relaying information through innovated technology. Innovated technology provides police with a more efficient use of information collected and analyzed. The authors also noted that there might be concerns regarding older officers who resent change because they are not tech savvy. The patriot act of 2001 post 9/1 1 law, expanded the use of technology to gather intelligence, thus giving the right to infringe into the publics civil rights. Security and crime control uses a security discourse approach that protects the United States from terrorism. The Patriot Act permitted the expansion of counter terrorism laws to not only suspected terrorists but felons as well. The post 9/1 1 changes allow co- authorship of criminal investigations for counter terrorism between municipal and deader agencies, permitting for a larger based security force. Thus making it harder to deal with community problems as well as federal problems. Police have changed their cultural views on work and how they act and perceive these values. The authors note that a cultural shift in police work from a punitive culture where enforcement of the law and discipline those who break it, to a regulative based culture with health, Juvenile, family service to regulate relationships. The authors note that prisons are costly financially and ineffective. It is suggested that the role to a regulative-based culture based on education and services will be ore effective. Normative changes in the identification of the central roles and missions of the police. The authors note that due to the transition of counter terrorism policing, the police will shift emphasis on security for the public to more for the government. Thus raising concerns for society. The transition of roles and the expansion of police functions consist of a shift to all hazards approach to police work, planning activities around a threat perspective, and implementing intelligence led policing. The professionalism model of policing uses the COMPOSTS model quenches and surveillance imaging will be the best option for future policing. A shift of police professionalism will act as a stronger version of the current model for policing. Because it will increase invasiveness in the lives of citizen interactions. The innovated technology has improved the crime mapping by face recognition, finger printing, and iris identification. COMPOSTS suggest improvements of crime statistics in the area with crime mapping. The authors note that the expansion of police institutions is growing not because of crime increases, but because of the expansion of police functions, counter terrorism, and minimizing risk. A growing number of researchers recognize the importance of Normative changes in the identification of the central roles and missions of the police, Transitioning to counter terrorism policing. However this transition has its limitations on the correct policies to implement, for instance theses studies fail to include lack of knowledge of technology in older police officers, and because of the sharp downturn in the US economy police technologies will be very limited due to restrictive police budgets. Also the future economic crisis that will place stress on the government, consequently increasing crime and unemployment. Because of the decline of the nation, expanding Jurisdiction to other countries will take effect. The police expansion will consist of local, national, international affairs. The panelist in the issues facing police in the future study suggested that there are hiring concerns in the small and larger agencies because of enlistment of police personnel into the military service, thus limiting the qualified pool for police work The findings hold promise for police concerned about problems in the near future. The implementation of expansion of police work and innovated security technology using COMPOSTS will best address the issues in the future. The expansion of counterterrorism increases a larger security force. The culture change to regulative-based culture may be a viable alternative to the punitive culture, where police will find themselves in different environments. Because of the transition to counter terrorism policing, the police will take a shift more towards government affairs instead of public. The police are adaptable and responsive to a technological innovation, utilize the professionalism model of COMPOSTS techniques and surveillance imaging appears to be the way of the future. How to cite Impacting police policies, Papers

Children, Ethics, and the Law Professional Issues and Cases free essay sample

Raising concerns against a colleague’s malpractice is always a sensitive issue since telling on our peers may lead to victimization from the part of the staff community. However, when working with children, their well-being is the paramount issue which outweighs the importance of the good relationship with colleagues. Blowing the whistle in a suspicious situation still requires courage but the nursery’s whistleblowing policy will provide protection for those who feel the need to voice their concerns against their co-workers.The Public Interest Disclosure Act (2013) policy outlined the rights of those involved and the exact procedure to be followed in order to investigate if the allegations are correct. If within the nursery environment we have seen something from our colleagues that we regard as misconduct, the first step is to talk to our line manager and ask their advice. If it is our line manager in question, we need to go to the next level, the owner or the area manager. We will write a custom essay sample on Children, Ethics, and the Law: Professional Issues and Cases or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Each Monkey Puzzle Nursery should also have a safeguarding officer, who is able to advise the colleagues on current policies and the procedures to be followed.Following an official complaint, the nursery management team is legally required to give a response within five working days and call a meeting where concerns can be shared with an investigation committee. The person bringing up the charges will be asked to prepare a written document about detailing the allegations and any supporting information. They have to provide details, names, places and exact dates as evidence to confirm the charges. If there are any witnesses their names have to be included in this report. Following the meeting, within ten days the nursery management has to inform the whistleblower in a formal letter about the actions to be taken. If there is an investigation to be carried out, it is not done by the line managers but the Local Authorities who can act independently and make sure that the procedures safeguarding children are followed. (Jacibennett 2012)The investigation has to be carried out in a discreet way, as required by the Data Protection Act 1998. Both the whistleblower and the person charged has to be informed about the investigation and its outcomes, even though some pieces of information might be retained in order to respect confidentiality. Acting upon our suspicions and blow the whistle when we experience malpractice and misconduct from our colleagues can be a frightening experience but we always have to keep in mind that the children’s well-being and safety might be affected by our co-workers’ dishonest actions. That is why law also protects the whistleblower and nurseries encourage staff to be sincere about any concerns

A Critical Review essays

A Critical Review essays For years our nation has been debating over the benefits that coeducational schools have versus non-coeducational schools. There are many different perspectives on the subject. Some people believe that girls face harsh environments while seated next to boys in the classroom. The author of The Trouble With Single-Sex Schools, Wendy Kaminer feels otherwise. She argues that the experiments and information supporting the hazards of coed schools can be demolished with a minimal amount of effort. I highly disagree with Kaminer that single-sex schools are really the contributing factors to girls low self-esteem. Through my own personal experience I realize that coeducational schools might be the right place for some young women, but these schools are not the safest place for all. Wendy Kaminer tells us in very gratifying tones of the beginnings of womens education. She says that while the schools may have favored typical gender roles, they did spark the idea of women as citizens. She feels that in the early years single-sex schools were the only known choice. She thinks that many of the current feminists are crazy for accusing coed schools of discouraging girls achievement. To her the main focus should be on whether the establishment of all-girls schools is advancing or destroying civil rights and social equality. I really enjoyed her introduction. She glorifies women as winning their rights and pushing on towards greater victories such as education and the right to vote. She makes women feel very proud to have come this far. And yet underneath her wholehearted happiness for her own sex, she seems to feel that womens rights have gone to far. She seems to despise the very women she was praising earlier. At the start of her essay she informs us of the many triumphs women overcame to obtain these rights, making us believe she will take the side of her fellow woman. ...

Biography of Alfred Nobel, Inventor of Dynamite

Biography of Alfred Nobel, Inventor of Dynamite Alfred Bernhard Nobel (October 21, 1833–December 10, 1896) was a Swedish inventor, chemist, and businessman known for inventing dynamite and establishing the Nobel Prizes in Chemistry, Physics, Physiology or Medicine, Peace, and Literature. Fast Facts: Alfred Nobel Occupation: ChemistKnown For: Inventor of dynamite; established the Nobel PrizesBorn: October 21, 1833 in Stockholm, SwedenParents: Immanuel and Karolina NobelEducation: Private teachers in St. Petersburg and lab work in Paris (no formal degree)Died: December 10, 1896 in San Remo, Italy Early Life Alfred Nobel was born October 21, 1833 in Stockholm, Sweden, one of 8 children born to Immanuel and Andriette Nobel. The same year Nobel was born, his father, a building constructor, went bankrupt due to financial misfortune and a fire that destroyed much of his work. In 1837, Immanuel left Stockholm for Russia, establishing himself in St. Petersburg as a successful mechanical engineer providing equipment for the Russian Army. Immanuel’s work included explosive mines, which would detonate when a ship hit them. These mines worked by using a small explosion to set off big ones, an insight which would be important to inventing dynamite. Immanuel’s family joined him in St. Petersburg in 1842. There, Nobel was educated by private teachers, learning the natural sciences, languages, and literature. One of Nobel’s chemistry teachers was Professor Nikolai Zinin, who first told Nobel about nitroglycerine, the explosive chemical in dynamite. Though Nobel was interested in poetry, his father wanted him to become an engineer and sent him abroad to study chemical engineering. Nobel never obtained a degree or attended a university. However, he worked in the lab of Professor Jules Pà ©louze in Paris. Mass Production of Nitroglycerine In 1847, the Italian chemist Ascanio Sobrero discovered nitroglycerine. Though the explosive power of this chemical was much greater than gunpowder’s, it was incredibly difficult to handle and could explode unpredictably. Because of this, people avoided dynamite. In 1852, Nobel came back to work in his father’s business, which was successful because it worked with the Russian Army. In 1856, however, the Crimean War ended and the army cancelled its orders, leading Nobel and his father to look for new products to sell. Nobel and his father had heard of nitroglycerine from Professor Zinin, who had shown them nitroglycerine some time at the beginning of the Crimean War. They began working on nitroglycerine together.  One idea, for example, was to use nitroglycerine to improve explosives for Immanuels mines. However, Immanuel was not able to achieve any notable improvement. Nobel, on the other hand, made significant strides with the chemical. In 1859, Immanuel was facing bankruptcy again, and returned to Sweden with his wife and another of his sons. Meanwhile, Nobel stayed in St. Petersburg with his brothers Ludvig and Robert. However, his brothers soon focused on rebuilding the family business, eventually turning it into an oil empire called The Brothers Nobel. In 1863, Nobel returned to Stockholm and continued working with nitroglycerine. One year later, he filed a patent for the blasting cap, a detonator that could be ignited by lighting a fuse. This invention revolutionized the field of explosives, and was integral to the development of modern explosives. Nobel’s new blasting technique garnered significant attention from mining companies and the state railways, which began to use it in their construction work. However, a series of explosions involving the chemical- including one which killed Nobel’s brother Emil- convinced authorities that nitroglycerine was extremely dangerous. The use of nitroglycerine was banned in Stockholm, and Nobel continued to manufacture the chemical on a barge on a lake near the city. Despite the high risk involved in using nitroglycerine, the chemical had become essential to mining and railway construction. In 1864, Nobel began the mass production of nitroglycerine in Stockholm, founding companies throughout Europe. However, several accidents with nitroglycerine led authorities to introduce regulations restricting the manufacture and transport of explosives. Invention of Dynamite Nobel continued looking for ways to make nitroglycerine safer. During his experiments, he found that combining nitroglycerine with kieselguhr (also called diatomaceous earth; mostly made of silica) formed a paste which allowed the chemical to be shaped and detonated on command. He patented this invention in 1867, calling it â€Å"dynamite† after the Greek word for power (dynamis). The demand for Nobel’s dynamite surged. Since the user could control the explosions, it had many applications in construction work, including tunnel blasting and road building. Nobel continued building companies and laboratories all over the world, amassing a fortune. He developed other explosives as well, such as blasting gelatin- which had even more explosive power- and ballistite, a smokeless gunpowder. Though dynamite was Nobel’s main business, he also worked on other products, such as synthetic leather and artificial silk. Later Life and Death At the age of 43, Nobel advertised himself in a newspaper: â€Å"Wealthy, highly educated elderly gentleman seeks lady of mature age, versed in languages, as secretary and supervisor of household.† The Austrian countess Bertha Kinsky answered the call, but two weeks later she returned to Austria to marry Count Arthur von Suttner. Nobel and Bertha continued to correspond with one another even as she became increasingly critical of the arms race and he continued to work on explosives. He may have justified his decision to Bertha with the rationale that he could create something so destructive and terrible that it would stop all wars forever. Alfred Nobel died of a stroke on December 10, 1896 in San Remo, Italy. The Nobel Prize After Nobel died in 1896, his will stated that his fortune should be used for prizes in five categories: physics, chemistry, physiology or medicine, literature, and peace. (The Nobel Memorial Prize in Economic Sciences, also known as the Nobel Prize in Economics, was established much later, in 1968.) His will was executed by two engineers, who formed the Nobel Foundation to coordinate Nobel’s finances and award the prizes. Nobel’s choices for scientific prizes may have been influenced by his background in science and invention. The founding of the peace prize may have been influenced by the peace activist Countess Bertha von Suttner, or his guilt for creating a material that was so destructive. After Nobel’s death, Bertha was awarded the 1905 Nobel Peace Prize for her work. Sources Jorpes, J. Erik. â€Å"Alfred Nobel.† British Medical Journal, 1959, pp. 1–6.Livni, Ephrat. â€Å"The Nobel Prize Was Created to Make People Forget Its Inventors Past.† Quartz, 2 Oct. 2017, qz.com/1092033/nobel-prize-2017-the-inventor-of-the-awards-alfred-nobel-didnt-want-to-be-remembered-for-his-work/.Ringertz, Nils. â€Å"Alfred Nobel - His Life and Work.† Nature Reviews - Molecular Cell Biology, vol. 2, 2001, pp. 1–4.

Managing Diversity in the Company Essay Example | Topics and Well Written Essays - 750 words

Managing Diversity in the Company - Essay Example In exploring the article about managing diversity, I will start by outlining the reasons why I chose this article. The main reason why I chose this article is that it gives a comprehensive discussion of the issue of diversity in organizations. In addition, my choice of the article emanates from the fact that it has discussed current issues affecting diversity by describing diversity in the 21st century. The article is appealing in its discussion and is relevant to management issues and why diversity should be part of any formal organization. Moreover, my choice of the article was determined by the fact that it has outlined various frameworks and approaches, which are essential to valuing and managing diversity. My interest in the article was also driven by the range of topics that are discussed. For example, the article has provided a description of terms such as workforce diversity, cultural diversity, affirmative action, valuing diversity, equal employment opportunities, as well as multiculturalism. All these topics are crucial in enhancing the reader’s understanding of diversity in organizations.I also chose the article because it discusses the importance of diversity in both private and public organizations. Moreover, the article has provided the advantages that accrue when there is diversity in organizations. In the article, the author has discussed the many positive effects of diversity and the benefits that an organization derives from embracing diversity. In addition, the article is relevant to the issue of managing diversity since it has provided the conceptual values, as well as perspectives of diversity from various parts of the world. For example, from the article, one can derive that institutions in the American context are more concerned with the protection of the rights of minority groups. The dominance of the majority towards the minority is seen to hinder diversity in organizations.

Meeting Organisational Development Needs Essay Example | Topics and Well Written Essays - 1500 words

Meeting Organisational Development Needs - Essay Example Furthermore, T&D when imparted consistently provides many other advantages to the organisation such as boosting the morale of employees, increase their level of productivity, guarantee satisfaction of work, maintaining quality and consistency in work along with reduced expenses (Olaniyan & Ojo, 2008). The report will give a brief overview on the requirements in designing an effective Learning and Development (L&D) as a part of the T&D program of the organisation and will try to devise a few methods to conduct L&D in organisation in a successful manner. In order to promote quality L&D within organisational framework, organizations employ a range of techniques for identification of the L&D needs of its middle level managers. The tools provides sufficient information on how organisations can find out the L&D needs of employees and consequently, provide successful L&D, as per their identified and specific needs. The needs identified by organizations among its middle level managers indicated their search for recognition and need for becoming a future potential manager. Hence, to carve out their future leadership potential, organizations tend to employ such tools that can assist middle level managers to meet their required objectives. Although there are many tools that can be used to assess the L&D needs, still organizations that want to focus upon HR development needs can consider not adopting certain methods. These can be use of ‘Consensus techniques’ and ‘Learner centred analysis’, which are less challenging methods to develop the L&D needs. These techniques can be prohibited by organizations as they focus more upon the analysis of their self-learning requirements and synthesize information with the assistance of experts. Organizations can further deduct these techniques One of the tools organizations can use to

Methods of Research Paper Example | Topics and Well Written Essays - 3250 words

Methods of - Research Paper Example Approximately 76% of firms in different geographical areas use social networking to achieve their marketing strategy. Retailers have achieved 133% increases in profit through the mobile market and thus they promote social media. An approximated 40% of United States shoppers usually use their Smartphone to buy products online and thus becoming a need than a want. There is a gap that exists while investing in social media marketing. Messages are shared in the social network concerning the brands and services offered by a certain firm and thus they are passed from user to user. This means that the company only posted once in the site for example, in the Facebook which has millions users. The messages and images of the brands are available to the third person without his or her request that he or she wants the brands but they are going to be posted. This means that the firm that posted the brands once does not need to keep on monitoring who has been interacting with their site. Through t he use of social media they can use the strategy of winning a prize or the first individual who can share and like the brands in the firm can win a prize or get the brand of his or her choice at a discounted rate. This is a gap that many companies have never thought about it but play a significant role in social media marketing. Based on the research done by Mangold and Faulds (2009), though investing in social media is costly, it plays a significant role in marketing for example, brand awareness is attained. Social media is a tool that creates competition in the market since different companies use the technology to advertise their products through such media. For example the use of Facebook, YouTube, twitter, Google and LinkedIn among others. One of the notable aspects to note while educating an individual who want to use social media marketing is that it is generally expensive. However, in reality it plays a significant role in making sure that awareness of the

The Plyometric Training In Badminton

The Plyometric Training In Badminton PHYSICAL TRAINING IN SPORTS Physical fitness is a very important factor affecting performance in sports. As in the preparatory phase of periodization plan for any training programme, the physical fitness is always the first to be developed before focusing into other training factors such as technical training, tactical training, and psychological training. Physical fitness contributes to sports performance. It serves as a foundation that leads to high performance level in sports (Bompa Haff, 2009). Many researchers have studied various types of physical fitness training, such as balance training (Myer, 2005; Myer et al., 2006), agility training (Miller et al., 2001; Young et al., 2001; Holmberg, 2009), sprinting training (Markovic et al., 2007), resistance training (Candow Burke, 2007; Sturgess Newton, 2008; Hamberg-van Reenen et al., 2009), circuit training (Chtara et al., 2008; Duncan et al., 2009), interval training, and plyometric training (Gehri et al., 1998; Swanik, 2002; Spurrs et al., 2003; Turner et al., 2003; Myer, 2005; Miller et al., 2006; Myer et al., 2006; Saunders et al., 2006; Salonikidis Zafeiridis, 2008; Vescovi et al., 2008; de Villarreal et al., 2008; Meylan Malatesta, 2009; Thomas et al., 2009; Ebben et al., 2010; King Cipriani, 2010; Rubley et al., 2011) and many studies found that physical training served the purpose of improving various physical attributes, such as flexibility, functional performance, muscular control, muscular power, distance runni ng performance, running economy, strength performance, explosive power, vertical jump, initial acceleration, speed, and agility (Gehri et al., 1998; Swanik, 2002; Spurrs et al., 2003; Turner et al., 2003; Kotzamanidis, 2006; Miller et al., 2006; Saunders et al., 2006; Markovic et al., 2007; Chtara et al., 2008; de Villarreal et al., 2008; Jullien et al., 2008; Salonikidis Zafeiridis, 2008; Vescovi et al., 2008; Meylan Malatesta, 2009; Thomas et al., 2009; Walklate et al., 2009; Sà ¡ez-Sà ¡ez de Villarreal et al., 2010). PHYSICAL TRAINING IN BADMINTON Badminton is a highly competitive dynamic sport. At elite level, it is suggested that badminton is characterized by repetitive efforts of alactic nature and great intensity which are continuously performed throughout the match (Cabello Manrique Gonzà ¡lez-Badillo, 2003; Lees, 2003; Faude et al., 2007; Sturgess Newton, 2008). Badminton players are required to be able to move in multiple directions while smashing and receiving a shuttlecock at high speed. The speed of a shuttlecock can be up to 421kph (Guinness World Record, 2009). Badminton players are often required to perform speed, agility, flexibility, endurance, and strength capabilities at their limit. It is proposed by Badminton Association of England (2002) that the off-court type of fitness training for badminton can include strength training, aerobic training, speed and agility training, flexibility training, core stability training, and circuit training. As an explosive sport, badminton performance can be enhanced from resistance training. Effective resistance training programme requires a systematic process of analysis, implementation and evaluation to ensure maximum adaptation and improvement. The prescription of resistance training methods can enhance badminton specific performance in jump smashes, lunges, and quick change of direction (Sturgess Newton, 2008). AGILITY IN SPORTS Agility is an essential element for many sports. It is an ability that involves a rapid whole body movement with changes of direction or velocity in response to a stimulus. In many competitive sports such as badminton, the players do not perform at their own pace and move, but are performing in response to the shuttlecock, the opponent, or the partners. As such, agility in badminton is not completely an independent factor (Young et al., 2002; Sheppard Young, 2006; Young Farrow, 2006; Jullien et al., 2008). Little and William (2005) proposed that agility is a specific physical attribute that is fundamentally important to sports performance for three reasons. First, developing agility will provide a strong foundation for muscular control and motor skill function, thereby establishing overall performance in badminton. Second, good agility enable players to move fast in balanced and stabled manner, and this proper movement mechanics and this may reduce injury risk. Finally, as an athlete matures, a heightened ability to quickly change directions will enhance overall performance in both proactive offensive and reactive defensive circumstances. According to Young and Farrow (2006) and Vescovi (2008), agility is important as many sports such as badminton performed on a court require high-speed total body movements. Many of these movements are in response to the motion of the shuttlecock, opponents, or partner. As such, quick movements are very important. Deterministic Model Of Agility Performance The multifactorial nature of agility has been represented by a deterministic model in Figure 2.1 which indicating the various factors contributing to performance in sports included badminton (Young et al., 2002). The model (Figure 2.1) indicated the agility can be affected by perceptual and decision making factor, and change of direction speed. Perceptual and decision making is one of the main factors affecting agility. The factors affecting perceptual and decision making included visual scanning, anticipating, pattern recognition, and knowledge of the condition. Leg muscle qualities Change of directional speed Young and Farrow (2006) noted that agility is affected by the change of directional speed. Change of directional speed is influenced by the techniques, straight sprinting speed, and leg muscle quality. Techniques to change direction and change velocity quickly are expected to be influenced by the position of the body while running. A forward lean is required to accelerate, a backward lean to decelerate and stop, and a sideward lean to produce a lateral change of direction. These body positions are necessary in order to produce forces to the ground to evoke reaction forces in the desired direction. The technique of body lean enables badminton player to make quick adjustments of strides to accelerate and decelerate, to the running posture to execute a quick change of direction. Such quick adjustments of posture and positioning of limbs is clearly a skill that requires training. This can be developed by plyometric training (Meylan Malatesta, 2009). Leg muscles quality is exclusively responsible for change of directional movements. The available research provides little support that leg muscle strength, power, and reactive strength are major contributors to agility performance. However, a rationale was made to suggest that plyometric training program involving jumping exercises that contain single leg lateral takeoffs, such as bounding in a zigzag pattern could potentially be beneficial to change of directional speed development (Robinson Owens, 2004; Miller et al., 2006; Sheppard Young, 2006; Young Farrow, 2006; Markovic et al., 2007; Thomas et al., 2009). Good quality of leg muscle in badminton helps to reduce time taken from ready position to move to receive a shot. AGILITY CONTRIBUTION IN BADMINTON Motion analysis of a typical badminton match reveals that there are many changes in direction and it requires the athlete to be very agile in all directions (Cabello Manrique Gonzà ¡lez-Badillo, 2003; Sturgess Newton, 2008). Notational analysis of European players during international tournaments indicated that badminton can be characterized by repetitive, short-duration, high-intensity efforts with high-frequency movement (Cabello Manrique Gonzà ¡lez-Badillo, 2003). Badminton is the fastest sport among the racket games with the speed of the shuttlecocks capable of travelling up to 421kph. This means in the court area of approximately 34m2 for badminton singles, the shuttlecock will take not more than 0.15 second to pass through the entire badminton court which is 13.4m in length (Olympics ABC, 2007). As a sport with such a high speed, agility plays a very important role to contribute to the performance. In an elite badminton match, the competition can be played up to more than 60 minutes, and the total running distance can be covered up to 6km. But the energy spent for both players were not the same. When a player is more agile and faster than opponent, he can get into favourable position to play the shot to move opponent around in the badminton court which will lead to greater radius of movement for the opponent. In another word, throughout the match, the player who have better agility are having advantage and spending less effort and energy compare to the less agile opponent. Olympic ABC (2007) also proposed that a player need approximately 0.32 to 0.36 second to move from a ready position towards the shuttle and approximately 0.486 seconds to react to the coming shot. This lead to an idea that a badminton player needs about 0.8 second to react to a shot and move to receive the shot. In this condition, agility is a critical factor affecting the performance. Time taken to react to the coming shot is affecting by the perceptual and decision making factor, while the time taken to move from a ready position towards the shuttle is affecting by the agility, which have the direct relationship with the change of direction speed. Good agility and fast action to move from ready position enable a badminton player to return the shot in a favourable position and have advantage over opponent. PLYOMETRIC TRAINING IN IMPROVING AGILITY Plyometrics are training techniques used by athletes in all types of sports to increase strength and explosiveness (Chu, 1998). Plyometric training programme involving jumping exercises that could potentially be beneficial to agility development (Robinson Owens, 2004; Miller et al., 2006; Young Farrow, 2006; Thomas et al., 2009). Plyometric drills usually involve stopping, starting, and changing directions of movement in an explosive manner. These movements are components that can contribute to developing agility (Young et al., 2001; Miller et al., 2001). Previous studies found that plyometric training, when used in a periodized manner, can contribute to agility gains (Miller et al., 2006; Thomas et al., 2009). Agility is an explosive movement which can be referred to running speed and changes of direction ability. Fast running speed and quick change of direction contribute to good agility. Explosiveness is affecting the running speed and change of direction ability. Thus, improvement in explosiveness leads to agility development. Plyometrics have been proven to be an effective method to improve on explosiveness (Markovic et al., 2007; Chtara et al., 2008). By enhancing balance and control of body positions during movement, agility theoretically should improve (Miller et al., 2006; Young Farrow, 2006). Plyometric activities have been used in sports such as football, tennis, soccer or other sports event (Yap Brown, 2000; Robinson Owens, 2004). These sports are intermediate sports which require rapid whole body movement with changes of direction or velocity in response to a stimulus, which is similar to badminton. CONCLUSION Physical fitness is a very critical factor affecting sports performance. It contributes to sports as the foundation that leads to high performance level in sports. Plyometric is one of the physical training which leads to the gain of various physical attributes which included speed, power, and agility (Miller et al., 2006). In badminton, a player requires high-speed total body movements. Many of these movements are in response to the motion of the shuttlecock, opponents, or partner. Agility permits badminton player to start quickly and efficiently, move in the correct direction, and to change direction or stop quickly to make a play in fast, smooth, efficient, and repeatable manner, in response to a stimulus. A competitive badminton match can be played up to more than 60 minutes, agility allow a player to be in the favourable position quickly to play the shot to move opponent around in the badminton court which will lead to greater radius of movement for the opponent. In another word, agility leads to the advantage of lesser effort and energy spent than the less agile player (Olympic ABC, 2007). Young and Farrow (2006) noted that agility is affected by change of directional speed. Quality of leg muscles is exclusively responsible for change of directional speed. Good quality of leg muscle and good agility in badminton helps to reduce time taken from ready position to move to receive a shot. This enables a badminton player to return the shot in a favourable position and have advantage over the opponent. Agility refers to running speed and changes of direction in an explosive manner. Fast running speed and quick change of direction is the key to good agility, which is affected by explosiveness. Thus, improvement in explosiveness should lead to agility development. Plyometrics has been proven to be effective and efficient in developing explosiveness (Robinson Owens, 2004; Miller et al., 2006; Young Farrow, 2006; Markovic et al., 2007; Chtara et al., 2008; Thomas et al., 2009). Plyometric drills involve starting, stopping, and change of movement directions explosively. These movements contribute to agility development (Young et al., 2001; Miller et al., 2001). Previous studies showed that plyometric training, when used in a periodized manner, can contribute to agility gains (Miller et al., 2006; Thomas et al., 2009). In addition, plyometric training which enhances balance and body control during movement promotes improvement in agility (Miller et al., 2006; Young Farrow, 2006).

Childhood Memories in Once More to the Lake by E.B. White Essay

Once More to the Lake For many people there is a sweet scent, an inviting image, the familiar sound of laughter that bring them back to a place full of childhood images. In â€Å"Once More to the Lake†, author E.B. White longs to bring his audience back to one of the most memorable places in his childhood, a camp on a lake in Maine, starting in about 1904. He shows the reader how he feels he has replaced his own father and is playing the same role he played nearly forty years earlier. White directs his essay at an anonymous audience. Read by children, it is yet another â€Å"when I was your age† story, but to an adult or parent he is quite successful in provoking old forgotten memories. The author assumes his audience will, at least somewhat, empathize with him. White describes his surroundings so well that one needs no prior knowledge of the lake to feel as though they are truly there. He thoroughly describes the sights, discussing the woods around the cabin, the cool and motionless lake, the cottages sprinkled on the shore, the old farmhouse where the campers gather to dine. White also ...

Discussion Question Essay

1. Briefly describe Moore law. What are the implications of this law? Are there any practical limitations to Moore law? Moore’s Law is a hypothesis stating that transistor densities on a single chip double every two years. Moore’s law describes a long-term trend in the history of computing hardware. The number of transistors that can be placed inexpensively on an integrated circuit has doubled approximately every two years. Moore’s law is a rule of thumb in the computer industry about the growth of computing power over time. Attributed to Gordon E. Moore the co-founder of Intel, it states that the growth of computing power follows an empirical exponential law. Moore originally proposed a 12 month doubling and, later, a 24 month period. Due to the mathematical nature of doubling, this implies that within 30-50 years computers will become more intelligent than human beings. The implications of many digital electronic devices are strongly linked to Moore’s law: processing speed, memory capacity, sensors and even the number and size of pixels in digital cameras.All of these are improving at (roughly) exponential rates as well. This has dramatically increased the usefulness of digital electronics in nearly every segment of the world economy. Moore’s law precisely describes a driving force of technological and social change in the late 20th and early 21st centuries. Transistors per integrated circuit. The most popular formulation is of the doubling of the number of transistors on integrated circuits every two years. At the end of the 1970s, Moore’s law became known as the limit for the number of transistors on the most complex chips. Recent trends show that this rate has been maintained into 2007. Density at minimum cost per transistor. This is the formulation given in Moore’s 1965 paper. It is not just about the density of transistors that can be achieved, but about the density of transistors at which the cost per transistor is the lowest. As more transistors are  put on a chip, the cost to make each transistor decreases, but the chance that the chip will not work due to a defect increases. In 1965, Moore examined the density of transistors at which cost is minimized, and observed that, as transistors were made smaller through advances in photolithography, this number would increase at â€Å"a rate of roughly a factor of two pe r year†. Power consumption. The power consumption of computer nodes doubles every 18 months.Hard disk storage cost per unit of information. A similar law (sometimes called Kryder’s Law) has held for hard disk storage cost per unit of information. The rate of progression in disk storage over the past decades has actually sped up more than once, corresponding to the utilization of error correcting codes, the magnetoresistive effect and the giant magnetoresistive effect. The current rate of increase in hard drive capacity is roughly similar to the rate of increase in transistor count. Recent trends show that this rate has been maintained into 2007.Network capacity. According to Gerry/Gerald Butters, the former head of Lucent’s Optical Networking Group at Bell Labs, there is another version, called Butter’s Law of Photonics, a formulation which deliberately parallels Moore’s law. Butter’s law says that the amount of data coming out of an optical fiber is doubling every nine months. Thus, the cost of transmitting a bit over an optical network decreases by half every nine months. The availability of wavelength-division multiplexing (sometimes called â€Å"WDM†) increased the capacity that could be placed on a single fiber by as much as a factor of 100. Optical networking and dense wavelength-division multiplexing (DWDM) is rapidly bringing down the cost of networking, and further progress seems assured. As a result, the wholesale price of data traffic collapsed in the dot-com bubble. Nielsen’s Law says that the bandwidth available to users increases by 50% annually. 2. What is a quad core processor? What advantages does it offer users? Quad-core processors are computer central processing units (CPUs) that have four separate processing cores contained in a single device. Intel and AMD, two popular CPU manufacturers, both produce quad-core processors. Quad-core processors carry several advantages over normal single-core processors, though there is skepticism as to how much of an advantage they are for the average computer user. Multitasking. Perhaps the most significant benefit of quad-core processors is their ability to handle several applications at the same time. When you run a few different programs on a single-core processor, it slows down from running data calculations for many programs at once. With a quad-core processor, each core is responsible for a different process, so even running four demanding programs can be possible without experiencing much delay from a lack of processing power. Future Programs. One of the frequently cited benefits of quad-core processors is that they are â€Å"future proof.† As of summer 2009, there are not many programs that can utilize the full power of a quad-core processor, but programs and games capable of using multiple cores in parallel will be developed in the future. If and when this happens, computers without multiple cores will quickly become obsolete while those with quadcore processors will likely remain useful until developers make programs that can utilize an even greater number of processors. Taxing Processes. Another area in which quad-core processors will yield significant benefits is in processes that require calculations on large amounts of data, such as rendering 3D graphics, compressing CDs or DVDs and audio and video editing. Enterprise resource planning and customer relationship management applications also see a noticeable benefit with quad-core processors. Power Consumption. The integrated architecture of a quad-core processor uses less power than if the four cores were split into separate physical units. This is important, since the  amount of electricity required by computer power supplies has risen quickly in recent years. Also, newer CPUs are beginning to use 45nm architecture, which requires less power and produce less heat than the larger 60nm processor architecture. Criticism. Until programs take full advantage of multiple cores, there will not be a significant difference in performance between quad-core and dual-core processors, and perhaps even quad-core and single-core processors. Considering the rapid progress of computer technology, there may be processors with eight, ten or more cores by the time programs are developed that properly utilize parallel processing of many cores. 3. What would be an advantage for a university computer lab to install thin clients rather than standard desktop personal computer? Can you identify any disadvantages? A thin client is an aesthetically slim PC used as an access point for server-based computing. It has fewer parts and requires fewer components to run; hence, it has numerous cost efficiency benefits. Although thin client benefits are remarkable, we must also look into their disadvantages. Thin client computing fits a lot of work environments. Since thin clients do not need to be in the same place as their server, the setup presents thin client benefits that are mostly practical. Clients can be taken into the harshest of work places like dusty desert camps and can be deployed even after the occurrence of a natural disaster. Thin clients are also perfect for environments where space is a big issue. A thin client has an inherent space-conserving attribute since they come in one piece with only the monitor showing while the unit is hidden behind it. Some even mount on walls with only the peripherals and the monitor exposed. Even work places with very little budget room to run air conditioning systems can be expected to gain with thin client benefits in their facilities. The absence of dynamic or moving parts to serve one’s computing purpose entails less generation of heat. This is mainly because thin clients make use of solid state devices like flash drives instead of hard drives. However, as ideal as a server based computing may all seem, there are notable disadvantages which concern costs and performance abilities. Below is a rundown of advantages and disadvantages you should consider before deciding to use thin client computing in your university computer lab. Advantages of Thin Computing: Lower Operational Costs- An office environment where several workstations are involved will access a single server unit, thereby reducing the operational costs covering these related actions: * Setting up the device takes less than ten minutes to accomplish. * The lifespan of thin clients is very long since there are no moving parts inside each unit. The only parts that need constant replacements are the peripherals which are external to the unit. This brings cost efficiency in the maintenance aspect which means when something breaks on the client’s end, it can be as easy as taking a replacement unit to replace the broken one. Even wear and tear is considerably unnoticeable. * Energy efficiency- A thin client unit is said to consume 20W to 40W as opposed to the regular thick PC where power consumption during operation mode consumes 60W to 110W. In addition, thin clients themselves need little to no air conditioning at all, which literally means less operating costs. Whatever air conditioning needed is demanded and supplied at the server area. * Work efficiency- The thin client work environment can be far reaching and extensive; it can provide quick access to remotely located workers, also operating on server-based computing. Superior Security – Since users will only have access to the server by network connections, security measures like different access levels for different users can be implemented. This way, users with lower access levels will not be able to see, know, or in worst case scenarios, hack into the confidential files and applications of the entire organization since they are all secured at the server’s end. It is also a way of securing the data in the event of natural disasters. The servers will be the only machines that need to survive the disaster as the server is the main location of all the saved data. Immediately after the disaster, new clients can easily be connected to the server as long as the server is intact. Lower Malware Infection Risks – There is a very slim chance of getting malware on the server from a thin client. The client inputs to the server will only be coming from the keyboard, mouse actions, and screen images. Thin clients get their software or programs from the server itself. The software updates and virus scanning applications as well as patches will be implemented only on the server. At the same time, the servers will be the one to process information and store the information afterwards. Highly Reliable –Business organizations can expect continuous service for longer durations since thin clients can have a lifespan of more than five years. In as much as thin clients are built as solid state devices, there is less impact from wear and tear through constant use. Disadvantages of Thin Computing: Client Organizations are Subject to Limitations – Since the thin clients do most of their processing at the server, there will be setups where rich media access will be disabled. Some of these concerns are the result of poor performance when simultaneous access to multimedia on the thin client is taking place. Heavy and resource-hungry applications like Flash animations and video streaming can slow the performance of both the server and client. In corporate organizations where video conferencing and webinars are often  carried out, presentation of materials and web-cam/video communications can be adversely affected. Requires Superior Network Connection – Using a network that has latency or network lag issues can greatly affect thin clients. It can even mean rendering the thin clients unusable because the processing will not be fluently transmitted from the server to the client. This makes the thin client very hard to use in these cases since the response from the server will affect both the visual and the processing performance of the thin client. Even printing tasks have been observed to hog bandwidth in some thin client set-ups, which can affect the work going on in other units. A Thin Client Work Environment is Cost Intensive – For any plans of converting a regular work station into a thin client work environment, it is advised that comparative cost analysis be performed. Thin client set-ups have been noted to be cost efficient only if employed on a large-scale basis. Comparison of regular workstations using the same number of regular PC units should be made versus a work environment set-up that makes use of a dedicated server and the same number of thin clients. In some cases the cost of installing the server itself is already far more expensive than all the regular workstations combined. This is aside from the fact that a thin client unit can cost as much as a fully-equipped PC. Nevertheless, some argue that the benefits of thin clients, as far as cost and maintenance efficiency are concerned, will offset the initial costs. Besides, as a capitalized investment, the costs can be spread out for at least five years. Still, the excessiveness of the fees involving different licenses, which include software for every station, Client Access Licenses (CAL) for clients and server, as well as tracking and managing licenses, will tie up a substantial amount of business funds and may take too long to recover. Thus, smaller business organizations are advised to carefully consider such costs before venturing into server-based or thin client computing. Single Point of Failure Affects All – If the server goes down, every thin client connected to it becomes barely usable. No matter how many clients are connected, if the server becomes inaccessible, all work processes will come to a standstill thereby adversely affecting business-hour productivity. References http://research.microsoft.com/en-us/um/people/gray/moore_law.html http://en.wikipedia.org/wiki/Cloud_computing

The Works of the Impressionists Reflect Modern Life essays

The Works of the Impressionists Reflect Modern Life essays Monet was born in Paris, the son of a grocer. In his infancy, financial problems forced the family to leave the capital for Le Havre, where Monets father set up a new business. The experience of living close to the sea, where the play of light on the ocean and in the sky changed so quickly and markedly, was to influenced the painter all his life. Monet began painting in his teens and came to Paris in 1862 after military service in North Africa. He fell in with the group of painters who in trying to find a deeper truth than academic realism who were rejecting the primacy of form in favour of colour. Monet among all the people in the groups are considered to be the original impressionist. Monets painting of Etretat at sunset 1883 is showing an essential of modern art. Etretat is a twelve miles along the coast from Monets childhood home of Le Havre and its dramatic cliffs and rock formation remain a powerful draw for tourists as well as artists. Monet painted there several times. The painting of Etretat at Sunset 1883 demonstrated the technique of Monet. He accumulates a large number of small brushstrokes in carefully selected colours to build up the forms and light effects, but without any regard for detail or superficial polish. The glow of perception is more important to him than a palpable surfaces and hard edges. The fact that the impressionists originally got their name from a work by Monet is very appropriate. He was the most characteristic of the impressionists. Painter, Gauguin has ever said about Monet. He said, Monet is an eye, but only an eye. Monet subject of painting was not a view but the act of viewing. It was the central discovery of impressionism, which was that the eye of the person looking at a painting can reconstruct the detail left out by the painter and the result will be done depending on the painters skill at persuading the eye towards the desire of the effect. It is ...

Juno and The Paycock Essay Essays

Juno and The Paycock Essay Essays Juno and The Paycock Essay Essay Juno and The Paycock Essay Essay Essay Topic: Literature The extract is in Act 1, relatively near the start of the book. In the previous few pages Mary and Juno are talking about the deaths of soldiers which makes Johnny very unsettled and anxious, this is because he gave information to the authorities that lead to the death of a young soldier, but this is not revealed in the play until later on. In the extract it is the first time we meet The Captain and Joxer, when Juno hears them coming she hides herself out of site. The Captain and Joxer then come in and talk about Juno behind her back, it is very funny when Juno reveals herself and suddenly Joxer is in a desperate hurry and The Captain is now really keen to find himself a job. The extract ends with Juno giving off to Boyle about not getting a job and hoe he has an easy life. I am going to look closer at the extract and the rest of the play see whether or not I think O`Casey presents life in Dublin to be full of negativity and corruption. The extract starts with Juno telling Jerry where Boyle is, she says he will be in Ryans or Foleys which are two pubs. She is very cynical of Boyle, always expecting the worst from him, and she is even worse to Joxer. I think that she blames Joxer for the fact that Boyle waste a lot of the familys money on drink and that he doesnt have a job, she says therell never be any good got out o him as long as he goes with that shouldher-shruggin Joxer and this suggests that she thinks that Boyle would be a better man, who would achieve a lot more if he didnt associate himself with Joxer. OCasey is making us feel sorry for Juno already and although this is funny onstage, it is ultimately sad that a husband and father is wasting his life away drinking at the pub. I think this shows us corruption and negativity from Junos eyes but from the eyes of The Captain it is perfectly normal and he doesnt see whats so bad about it. As the extract goes on Juno hides from view and lets Boyle and Joxer come on in so she can secretly listen to their conversation, she sits down on the bed, hidden from the view of those walking in. He talks about her in a negative way, complaining about her constant grousin' and saying how he only gets comfort when shes away. Again OCasey is showing us that life is full of negativity from Junos eyes but not from The Captains eyes, her husband is sick of her and obviously doesnt like spending time with her, this would be sad and again we feel sorry that Juno has to put up with him. As soon as Juno reveals herself it is very funny when Joxer is in a desparate hurry, his childish fear of Juno is very comical. Joxer and Boyle then make up a lie about them getting jobs, how they are going to stop drinking and start working instead, but Juno sees right through it if you think youre able to come it over me with them fairy tales, youre in the wrong shop! OCasey shows us even more negativity in the extract when Juno says to Boyle, eat your breakfast t may be the last youll get for I dont know where the next one is goin to come from. It shows us the true state of poverty and it reflects to seem a very negative place to live in. I think OCasey portrays life in Dublin to have a lot of negativity for Juno. OCasey clearly shows that Juno certainly has her work cut out for her, as she is the one person in the family who has a job and she is also the one who does all the cooking, buys the food and does nearly all of the work herself. She says I killin meself workin this shows just how hard Juno works to keep her family happy. This is not made any easier when Boyle spends a lot of the families money on alcohol in the pub. This means Juno and the rest of the family cannot afford any type of luxuries due to The Captains selfishness. The life for Juno is not pleasant, she has two children and a husband and they all need constant attention from her, she does so much for the family and they keep wanting more and more. I think OCasey presents Junos life in Dublin as full of negativity and corruption but the life for Boyle is easy, he does no work and just spends his days doing whatever he wants, and making Junos life a lot more difficult. I do agree that he presents life in Dublin as negative, but only for Juno, she works all day and looks after the family the rest of the time, she has no time to do what she wants whereas the captain does whatever he wants. I feel sorry for Juno, she deserves a lot more than what she gets.

Puerto Rican Culture Essay Example | Topics and Well Written Essays - 750 words - 1

Puerto Rican Culture - Essay Example In my naivety, I had thought that Americans were very sophisticated people who lived harmoniously with one another. I never, not for a single second, thought that I would experience some of the worst discriminations in my life. I never thought that I would have to work several times harder to prove myself than other American kids had to. The realization that life in the U.S was not as rosy as I had been made to believe came as a shocker to me. In Colombia I had been grown used to the closeness of the people. Everyone was each other’s keeper, so to speak. I had very many companions back in Colombia because the sociability of the people makes it easy to make new friends almost every day (Waters and Ueda 216). However in America, the situation was quite different. First of all, I did know much English when I fast landed in the US, so communication was a big problem. I did not have to wait for long before I realized what it meant to be a Colombian American living in New York. Discrimination followed me almost everywhere I went. My ethnicity made me a subject of resentment from both white and African Americans (Olson and Olson 116). I did not consider speaking Spanish to be wrong, but to Americans, it was objectionable. Many regarded American Colombians to be illegal immigrants which was sometimes true. However, my mother had ensured that she had all the right papers before coming here. This of course did not stop other people from lumping us together with illegal immigrants. As such it was very hard for us since my mother, who also knew very limited English, could not get a good job. Colombian immigrants could only get casual jobs, and these did not pay well enough (118). It is a well documented fact that America is a highly fragmented society (Flores 19). This identity fragmentation affected me greatly when I was new in the country. I started very slowly in school since I could not communicate very well. In my school everyone was grouped

Reem Al Faisals Dilemma Case Study Example | Topics and Well Written Essays - 750 words

Reem Al Faisals Dilemma - Case Study Example Reem experienced righteous anger at this humiliation of another, recognizing the injustice; she could have followed her instincts and beliefs and acted to help the young woman, while upholding her own faith and morals. It was clear that the younger woman held a subservient position, yet that did not mean she deserved to be humiliated or treated as less than a person. It was not mere politeness to recognize and respond to another human being and their needs, but a moral obligation to treat them equally. This idea is not only a tenet of Islam, but of many world religions, like Christianity and Buddhism, to name but two. The basic principle of 'do no harm' was violated by the older woman, whose behavior was immoral. Further moral standards include the idea of giving to those who have less than ourselves, to be charitable, and in this case, the differences were obvious; the young woman was poor in comparison to her 'mistress'. In being deprived of courtesy and respect, she was treated as a non person, and in being offered nothing to eat or drink, this status was reinforced. She had no power, nor was her existence considered to have any value. The older woman defined herself by her power and contempt for another human being. She appeared to lack any charitable instincts and instead, set herself above another person in a way that denied that person's human rights. The fee The feelings of the young woman were not explicitly expressed, but Al Faisal recognized them, putting herself in that person's place. She empathized with her, thinking how she herself would feel, watching others eat and drink, while she was singled out as unworthy of such consideration. The happy experience of sharing food and being involved in human interaction was unfairly denied that young woman, for no logical or just reason. While these aspects were taken into account, alongside shyness, politeness, fear of making a fuss, many thoughts and emotions were passing through the onlooker's mind. She was shocked by the lack of basic humanity, and had feelings of shame and "self-contempt" for not having the courage to put right a wrong. More importantly, the realization that to have done nothing was to abandon Islamic belief caused her pain. As she stated: "..if people do not stop an injustice when they see it committed, then God's anger will descend upon them." Reem was angry, not only with the cruel older woman, but with herself for doing nothing. Her anger was righteous, justified, supported by morality, humanity and religious belief. She should have used it to take a stand on behalf of another. On the other hand, the possibility existed that the situation was not quite as it seemed. The full circumstances of the women's relationship were not known; the onlookers could only assume from what they observed, judging by outward appearances. Making assumptions based on what we think is happening can be dangerous. In polite society, it is not acceptable to force one's possibly mistaken views on others. The young woman did not attempt to ask for food or drink, she could have already eaten. She was quiet, but interested in what was going on around her, looking about the place. By transferring one's own feelings and imagination onto the situation, the truth could have been overlooked; perhaps the observer was jumping to the wrong conclusion It is always better to make an informed decision,

Social Policy review and analysis Essay Example | Topics and Well Written Essays - 2250 words

Social Policy review and analysis - Essay Example sily comprehensible process. Single issues or individual pressure groups are the basic building blocks of modern pressure groups. Every interest is "seen as expressing a joint purpose" of individuals that have come together to achieve convinced objectives. These groups have limited organizational skills and lack the knowledge of government to succeed in the few specific issues on their purpose. Single issues interest groups usually have a liquid membership base, which use the media and tremendous action to obtain their goals. The groups usually are fighting for a change in private or public policy they find inequitable or unmerited. These groups tend to break up when they reach their goals (or concede defeat). Although single interests groups are not completely unproductive, their "inclination towards passion" makes them not well liked in the Bureaucratic community and in revolve do not stay around for too long. The main key to success for these groups lies within their usefulness to demand to public opinion. If the single interests group is around for enough time either by following or refusing to give up they usually band together with other similar single interest groups to carry on the fight. Groups such as this are referred to as organizational interest groups and usually contain a higher level organization than the single interests groups. Joining two or more groups with concentration on "structural interests" can attracts a wider membership base that in turn provides a larger economic sustain to work with. With more money the group can appoint a small staff of experts including lawyers, public policy experts, and public relations staff to help meet the changes in the government. The structure and basic goals of the organization do not change after the amalgamation it simply becomes more complex. Organizational groups tend to keep away from unnecessary behavior in the name of the cause and the use of media to gather public attention. Instead, the groups use formal briefs to get thei r point across to the general public. The organizational groups are knowledgeable in the political arena but are not as useful as the institutional groups. Institutional groups or "super organizational" groups have an widespread membership basis that allows for a stable membership of like-minded people. Everyone within the institutional group does not partake in the same exact interest; the members are required to share the information with others in the group to act in a common manner. The groups have substantial resources to carry out their "concrete and instant objectives." The resources include a highly trained staff that has widespread knowledge of the government that effects the suitable government officials and can converse easily with them. Unlike the single interests or organizational groups, institutional interest groups have the skills and knowledge needed to act as a "go between,

Origin of Rice Essay Example for Free

Origin of Rice Essay A major component of plants that are starchy in nature, the amyloplast are organelles that store starch. They are classified as plastids, and are also known as starch grains. They are responsible for the conversion of starch into sugar, that gives the starchy plants and tubers energy. Function: Synthesis and storage of starch granules Cell Membrane or Plasma Membrane The cell membrane is a thin layer made up of proteins, lipids, and fats. It forms a protective wall around the organelles contained within the cell. It is selectively permeable and thus, regulates the transportation of materials needed for the survival of the organelles of the cell. Function: Protects the cell from surrounding Cell Wall Unique to plant cells, the cell wall is the fairly rigid, protective wall that resists the strain of physical forces. The cell wall is mainly made up of cellulose fiber and it helps maintain the shape of the cell. Function: Maintain cell pressure and prevent over-expansion of cells Centrosome The centrosome is located close to the nucleus and is a small body made up of radiating tubules. It is responsible for producing and organizing the microtubules. In plant cells, the centrosome is a centriole-free organelle. It is also called the Microtubule-organizing center (MTOC). Function: Regulates cell-cycle progression Chloroplast Found only in plants, chloroplasts are organelles that resemble the structure of the mitochondria. It is a plastid that traps energy from sunlight. It contains chlorophyll molecules, that carry on the process of photosynthesis as well as, give the plants a lush green color. Function: Conducts photosynthesis Cytoplasm The cytoplasm forms the gel-like substance that holds the organelles in the cell. It is a colorless substance that is made up of mainly water, salts and organic molecules. It also contains proteins, that make up the cytoskeleton. We can refer to it as, the stage where all the action in the cell takes place, or as the home of all the organelles of the cell. Function: Site of multiple cell processes including, cell metabolism Golgi Body Known as the golgi complex or the golgi apparatus, it is located near the nucleus. It is a stack of membrane-bound structures that, is involved in the transportation of lipids and modification of proteins. It is crucial in segregating and transporting material within the cell. Function: Sorting, processing and modifying proteins Mitochondrion Known to be the power house or the storehouse of energy of the cell, the mitochondria plays an important role in a cell. They are made up of cristae or finger-like structures, which convert the sugar into Adenosine Triphosphate or ATP, that is energy for the cell. It is responsible for regulating membrane potential, programming the death of the cell and regulating cellular metabolism. Function: Energy production and conversion, regulates cell metabolism Nucleus This is a spherical body that contains various organelles like the nucleolus (where ribosomal RNA is produced) and is surrounded by a nuclear membrane. The nucleus is known to be the control room of the cell. It regulates various cell functions by controlling the protein synthesis of the plant cell. The nucleus contains DNA within the chromosomes. It is a membrane-bound structure that contains the cells hereditary information. Function: Controls expression and transcription of the gene Nucleolus Known to be the heart of the cell, the nucleolus transcribes ribosomal RNA. It is composed of proteins and nucleic acid and is known to be a genetically determined element. Function: Produces ribosomes Peroxisomes Membrane-bound packets of oxidative enzymes, the peroxisomes play a vital role in converting fatty acids to sugar. They also assist the chloroplasts in photo-respiration. Their functions include the glyoxylate cycle that occurs in germinating seeds and photo-respiration in leaves. Function: Breakdown of metabolic hydrogen peroxide Ribosomes They are small packets or granules of RNA that convert amino acids into proteins. It serves as a site of protein synthesis and is therefore termed as the workhorses of protein biosynthesis. Function: Protein builders and synthesizers Rough Endoplasmic Reticulum The rough endoplasmic reticulum or rough ER, is a vast interconnected membrane system located close to the nucleus. The presence of ribosomes on its surface gives it a rough appearance and hence the name. The RER works in accord with the golgi body to send new proteins to their proper destinations. These networks transport materials through the cell and produce proteins in sacs known as cisternae. Function: Manufactures lysosomal enzymes, translating and folding of new proteins Smooth Endoplasmic Reticulum Similar to the structure of the rough ER, the smooth ER is a separate interconnected network membrane structure that is free from ribosomes. The SER transports material through the cell. It is also crucial in producing and digesting lipids and proteins. Function: Manufactures and transports lipids Vacuole Vacuoles are essentially sacs filled with water that help maintain the shape of the cell. It stores nutrients and waste products. Its functions include, isolating materials harmful to the cell, maintaining turgor within the cell and exporting unwanted materials away from the cell.

Trait EI Theory in Leaders at Network Rail

Trait EI Theory in Leaders at Network Rail ABSTRACT This investigation addresses the problem of leadership attributes variance in different levels of management. With the environment work force changing in terms of relationships the linkages of self perceived emotional intelligence traits of 52 individuals in junior, middle and senior management at Network Rail are gathered using the Trait Emotional Intelligence Questionnaire (TEIQue) developed by Dr.Petrides at UCL. The investigation exposed a lower level of Global emotional intelligence of senior management in comparison to junior and middle management. However the findings also showed that senior management outperformed on traits that are closely linked with Network Rails Leadership development framework. The other variations and patterns in the data bring up the topic of optimism bias, the neuroscience of change and overcoming the immunity to change. Recommendations outline the intentional change model that could be adapted in order to develop effective leadership traits and be linked with the current talent management programme at Network Rail. CHAPTER 1 INTRODUCTION 1.1 Project Overview This study will look for the existing evidence and links between emotional intelligence (EI) and Leadership development in the construction environment. This study will focus on the trait EI theory (Petrides Furnham, 2006) and look to establish common traits in leaders at Network Rail. The study will look for commonalities in terms of traits and competencies in the organisations leaders. The Trait Emotional Intelligence Questionnaire (TEIQue) (Petrides Furnham, 2006) has been selected post literature review for its ability to test for Emotional Intelligence traits that most closely link with what is defined as leadership in academic literature. A lot of interest has surrounded the concept of Emotional Intelligence, and the alleged links it has to improving an individuals ability be successful. Linking and harnessing EI to individuals and their leadership performance is hard to scientifically establish. The investigation focuses upon common attributes that can be developed. Trait Emotional Intelligence (TEI) does not necessarily seclude what Goleman (1998) describes as those EI abilities that you are born with, such as the ability to tune in-emotionally (emotional awareness) to others, and read how they are feeling (social awareness). But this investigation will aim to look at the harder factors of EI that can be developed for and provide added value and competitive advantages to organisations. The investigation of EI and Leadership aims to uncover value that can be used to develop leadership performance. The practical or applied focus is the construction industry. The discovery of the common traits will then be compared to what currently exists in Network Rails (NR) current leadership framework. Recognising that NR and most large organisations already do acknowledge the link between EI and Leadership, the investigation will look at the construction industry specifically. As the construction environment is described as one which is based on human interactions yet suffers from disputes, fierce competitiveness and fragmentation (Walker and Hampson, 2003). The study then into EI and improved Leadership performance would be relevant into helping overcome these barriers to improved working relationships. 1.2 High Level Project Plan Literature review of emotional intelligence models. Selection of EI testing survey. Milestone One – rolling out EI test survey 15/06/09 – 19/06/09. Analysis of EI test results Assessment of leadership focus groups, survey and EI test results. Leadership framework analysis. Milestone Two – Realisation of gaps that exist within the leadership framework and proposal of enhanced leadership framework 06/07/09. Milestone Three – Draft Copy Complete – 06/08/09. 1.3 Project Road map Chapter 1 has introduced the problem area that this research is looking to add knowledge to. The second half of chapter 1 will draw in the reader to the more specific problem area that this project is addressing, and how this problem will be researched. A review of the existing EI models and an effective approach for this investigation will be sought and shall be addressed in this chapter also. Chapter 2 will set out the research methodology that has been adopted for this research, considering the nature of the project and the relative social complexities and privacy issues associated with emotional intelligence tests will be addressed here. This will follow on to the actual analysis section, chapter 3 where a cross section of the results will be displayed, and quantitatively analysed. The results of the study shall be shown in chapter 4. The evaluation of the study and future recommendations or work will be concluded in chapter 5. 1.4 Literature Review 1.5 Introduction The scope of the literature review will define emotional intelligence from the various academic perspectives, distinguishing an accurate and succinct description of the term, which is considered relatively new. The Literature Review will compromise of the following: Brief History of EI A discussion of the current EI models and the attributes that are linked to them Focus: The elected EI Model TEIQUE. How EI is linked to improved leadership performance. Leadership Responsibilities. The need for EI competencies and Leadership in the Construction Industry. The current problems within Network Rail. 1.6 What is EI? Though the term EI has in recent years broadened, the original definition of EI is: The ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions, Salovey and Mayer (1990 pg 189). Popularised by Goleman (1995) in his books and speeches in recent years EI may give the impression of being a very new concept, psychologists have of course established its presence much earlier than this. A time line has been produced to give an idea of how EI has grown and expanded (Figure 1). In 1920 a psychologist named Thorndike referenced in Khilstrom and Cantor (2009) established three forms of intelligence one of them being social intelligence. Thorndike stated that this was the ability to function successfully in interpersonal situations. Gardner (1983) then proposed social intelligence as one of 7 multiple intelligences which actually mapped out the beginnings of EI by stating that social intelligence comprised of interpersonal and intrapersonal skills. Gardner (1983) believed however that we have multiple intelligences rather than a general intelligence and was clear on this notion. It was not until 1990 that the term emotional intelligence was first officially coined by Salovey and Mayer, their definition is still regarded as the most accurate description of EI. 1.7 The Problems with EI Currently Murphy (2006) critiqued the problems of Emotional Intelligence addressing the three common problems found on the subject. (1) EI is poorly defined and poorly measured (Locke, 2005, Eysneck, 2000 and MacCann et al, 2004). (2) EI is a new name for familiar constructs that have been studied for decades. (Locke,2005). (3) Claims about EI are overblown, (Landy, 2005). Though this investigation is not a study into the definition of EI, the reader must be made aware that EI is a contended description, and one that does receive positive and negative attention. EI is often linked to popular psychology which dilutes the validity of the concept adding value in organisational environments. It is this association coupled what Landy (2005) comments as the lack of measurability, providing weak evidence to suggest EI tests have any predictive value. This has caused many to completely dismiss its label, with Locke, (2005) adding that EI should be re-labelled and regarded as Emotional skills. 1.8 The various models of EI Since Savoley and Mayer first introduced the term EI, a few authors have expanded or taken a slightly different perspective on what constitutes as EI. These models do vary somewhat on how they define EI with stretching definitions that often encompass other related areas. Therefore EI does not have one set model that all academics can agree contains all the attributes that pertains to what is defined as EI. As this investigation is narrowing on the EI attributes and traits with leadership performance, the model that best-fits this particular study will be selected. Therefore a brief synopsis of EI models will be reviewed, and a set of attributes provided by a psychologist (Qualified Corporate Trainer) and Network Rails Leadership Development team will assist in identifying the correct model to follow. This will enable the administering of the survey to be appropriate for the organization and for the purpose of the research. Emotional Intelligence models are categorised into 3 areas, and this research will analyse a model in each of the following areas. Ability EI models Mixed models of EI Trait EI model 1.9 The ability EI model In 1997 Savoley and Mayer introduced a four branch model which has since transpired to involve the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). This four branch model pertains to the following: Perception, Appraisal and Expression of Emotion Emotional Facilitation of Thinking Understanding and Analyzing Emotions; Employing Emotional Knowledge. Reflective Regulation of Emotions to Promote Emotional and Intellectual Growth The ability test views EI as a form of intelligence, testing the participant on the above four branches, showing a score for each of the branches and a total EI score. The model has recently received quite mixed reviews with a recent study carried out by FÃ ¸llesdal (2008) which details a study of 111 business leaders based in Norway. In this study business leaders were compared with how their employees described their leader; however no correlation of empathy to being effective leaders, or behaviors for transformational leadership were found. Three papers were completed, all questioning the validity of the MSCEIT, which critically lead to a questioning of the validity of the EI model in general. 1.10 Mixed models of EI Goleman (1998) originally developed this model and describes the mixed model of emotional intelligence as the bedrock for emotional competencies, which actually pertains to the ability to realise what another person is feeling, which Goleman boldly states is a skill that you are born with. He goes on to comment that emotional competence is quite different, this pertains to a personal and social skill set. This personal and social skill can lead to a superior performance in the world of work, and this skill can be learnt and developed to increase performance. The Mixed Model theory describes five domains of EI. Each area has its own set of behavioural attributes and describes these as EQ, unlike IQ which is difficult to change, emotional intelligence can be developed through education and training interventions (Goleman, 1995). 1. Knowing your emotions. 2. Managing your own emotions. 3. Motivating yourself. 4. Recognising and understanding other peoples emotions. 5. Managing relationships, i.e., managing the emotions of others. There are various measurement tools that are based on the Goleman model, the main model is termed The Emotional Competency Inventory (ECI), and later updated to the Emotional and Social Competency Inventory (ESCI). The second is Intelligence Appraisal, often taken as a self-report or a peer assessment termed a 360-degree assessment. 1.11 Trait EI model Trait EI is not to be confused with the first ability model presented, as this model concentrates on self-perception. It is recognising that behavioural disposition and self perceived abilities can be quite different, and by using a self report which in contrast to the ability based model can be scientifically tested much easier than the ability model which tests actual abilities rather than traits. This framework also known as Trait Emotional Self Efficacy (TESE) links well with personality tests. This model has been favoured by recent academics and especially critics of the ability model. The Trait EI model is credited with a more accurate testing rules than the ability model, which has been termed a psychometrically meaningless scoring procedure (Petrides, et al 2007). The Trait EI model is tested using the TEIQUE (Trait emotional Intelligence Questionnaire), the model is freely available and its open access status means that its transparency for testing welcomes scientific challenges. This approach the author feels is a positive step towards developing EI tests further to contributing to a more accurate construct of emotional intelligence. The Trait theory however does differ in its interpretation of EI, with the following differences outlined: Ability EI is defined as a cognitive-emotional ability that relates to emotions that are only measurable through what Petrides (2007) calls maximum performance tests. These tests are linked with extensive psychological emotional testing that requires large sample sizes. Indicating that tests currently established in the mixed models and ability models of EI really may not have much substantial predictive value, aligning the view point of Petrides and Furnham (2004) with Locke (2005). Rather trait EI describes what Petrides (2007) calls emotion-related behavioural dispositions and self perceived abilities, and can therefore be measured through self-report questionnaires. It is the focus on self perception of traits and leadership performance that allows this investigation to conclude a more accurate research hypothesis. The TEQUI has 20 variables with 15 traits grouped into four categories; this is explained in further detailed in the methodology chapter (3.8). 1.12 EI as a core competency in organisations When it comes to improving organizational effectiveness, management scholars and practitioners are beginning to emphasize the importance of a managers emotional intelligence (Sosik Megerian, 1999 pg 367). Despite the shortcomings in establishing EI as a concept, this study recognises that EI is a core competency and the focus will be on what attributes of EI should be developed in order to contribute to improved leadership performance, and to use the findings to improve the current leadership framework in Network Rail. Organisations are starting to recognise the emerging role EI has in the workplace, (Fisher and Ashkanasy, 2000). An investigation completed by Cooper and Sawaf (1996) in to an Executives EQ has exposed evidence that Emotional intelligence is a pre-requisite in leadership and successful organisations should implement strategies to develop this core competency, in order to provide its workforce with a competitive advantage. This competitive advantage has a huge hidden immeasurable value (Cooper and Sawaf, 1996) which if nurtured correctly will ultimately lead to protect organisations working collaboratively for win-win scenarios. EI has not only been used in organisation training, but can now be seen in a variety of scenarios. Selling life insurance was seen as a delicate sales pitch, that often lead to low responses. However, with specific training given to shed a positive light on the subject, sales were positively effected as the quality of interactions improved with comfort levels increasing with clients, this study focused on the topic of self awareness (Druskat and Druskat, 2006). Kaplan et al (2001) comment that recurring blind spots in managers that are striving to attain higher levels of EI are setting unrealistic goals to subordinates, relentlessly striving, and ruthlessly driving others too hard is not an example of a leader with a good level of EI. Kaplan et al (2001) explains that the hunger for power and the need for recognition are also not traits that leaders with high levels of emotional intelligence should demonstrate. 1.13 Linking emotional intelligence with leadership development and performance This requires more thinking than the generic training that is currently delivered to an organisations employees, but a study on what attributes successful leaders tend to possess. The evidence that EI exists in leadership is not questioned with both Goleman, (1995) and Savoley and Mayer (1990) agreeing that it is the ability to combine emotional and cognitive capacities to handle lifes emergent circumstances (referenced in Higgs and McGuire, 2001) , coping with setbacks and dilemmas, and effectively interacting with others requires a form of intelligence. Goleman (1998) has commented that leaders have to make decisions about strategy, employees and situations. It is the leaders ability to make effective decisions that determine the performance of good leaders. Goleman has taken five components from the EI realm and listed them as integral these are: Self-awareness Communication influencing skills Commitment Integrity Managers who do not develop their emotional intelligence have difficulty in building good relationships with peers, subordinates, superiors and clients (Goleman, 1998 pg 95) outlines the importance of relationship management and the mistake of being task focused in the work environment. Sosik Megerian, (1999) carried out a study which addressed how self-awareness components can improve transformational leadership. Transformational leadership is defined by Burns (1978) as a process that assists leaders and followers to enable each other to advance to a higher level of moral and motivation. The study founded empirical support for EI being the foundation of leadership. Sosik and Megerian (1999) went on to comment that if leaders became more self-aware the implications of their own feelings and thoughts could be better managed and understood, and would lead to improved interactions with sub-ordinates. In Druskat and Druskat (2006) it was referenced that Spencer (2001) found that in a study of 28 construction project managers that EI competencies was most strongly related to their job success. Druskat and Druskat (2006) then supported this with a study carried out by Mount (2005) on 74 project managers which demonstrated that nearly 70% of Project managers put their success down to the emotional competencies of the individual. And Finally Butler and Chinowsky (2006) carried out a study in construction with 130 construction executives. Interpersonal skills and empathy were the two most important EI behaviours to be identified in this investigation. The key findings mentioned that additional attention during the development of construction industry executives would be favoured to overcome what the industry suffers with currently. 1.14 Examples of how competency development can bring positive change Self-confidence a form of self awareness is defined by Pryke and Smyth (2006) as having a strong sense of Self worth and capabilities. Although these attributes can often be wrongly identified with arrogance, it is the ability to inspire those around you to subscribe to an idea. This attribute was chosen alongside other emotional competencies to change a problem in an organisation. The problem related to staff retention, with the firm not managing to maintain its division presidents for no longer than two years. This new recruitment strategy hired based on self confidence characteristics, influencing skills and what is termed Inspirational leadership (Goleman, 1998). Though Goleman has not been transparent on what the recruitment questions were specifically, the results are clear. With retention dropping from 50% to 6% with using this new hiring process (Pryke and Smyth, 2006). Self-control is another form of self awareness, and relates to effective communication and integrity. Druskat and Wolff (2001) comment that self control is not a question of dealing with a necessary evil by dealing with emotions as they bubble up and then suppressing them as soon they appear. It is a process of consciously bringing emotions to the surface and understanding how they can affect others. Construction industry suffers with managing emotion in the work place Walker and Hampson (2003) have termed the Construction industry as one that is characterised by disputes, fierce competitiveness and fragmentation all major obstacles to development. With this environment regarded as fact by many practitioners and academics, the relationship approach is seen as an effective stance to deal with the pressures of this complex environment (Pryke and Smyth, 2006; Walker and Hampson, 2003). 1.15 Responsibilities of good leaders It is suggested that leaders that have emotional intelligence tend to align personal and subordinate goals to accomplish company goals. Belasco and Stayer (1993) have suggested responsibilities a leader should possess, the author has taken these suggestions and developed actions and traits in a waterfall format, as they are suggested steps that could be undertaken. 1.16 Leadership Traits and Trait Emotional Intelligence The following principals in the above system have been aligned with traits tested for in the trait emotional intelligence test (TEIQUE). For a full description of the TRAITS the official TEIQUE interpretation can be found in the appendix and a condensed version is found in section 2.8. 1.17 Current Problems at Network Rail The problem owner is of course NR, and the problem is the legacy attitude of the workforce, with the Q12 survey (a survey comprising of 12 questions to gather employee engagement) uncovering some very disheartening results. In 2003 the Gallup organisation reported that NR had fallen in the bottom quartile and stated they had never seen results this low before. With 30% of NRs 33,000 branded actively disengaged, indicating a lack of loyalty and/or allegiance to the firm and its aims and 50% not engaged (Gallup , 2006) it was clearly evident that this problem had to be addressed. With little progress made in 2006, NR introduced a cross-functional management team to implement a plan of change. This agenda addressed management behaviours, unions, communications, basic/root causes, benchmarking, best practices and analysis techniques (Warwick Business School, 2006). Furthermore NR introduced a Leadership Framework to provide guidelines for its middle and junior management (Managers Handbook, 2006). These values are implemented through annual reviews, corporate training and the American 360-degree anonymous peer review. A series of positive responses by the executives is a move in the right direction; however this dissertation wishes to expand on the leadership framework and make some sensible suggestions. Specifically leadership in project management, with NR considered the biggest employer of project professionals in the UK (Telegraph, 2008). 1.18 Chapter Summary This investigation therefore considers the current problem that exists within NR, and attempts to discover the self perceived emotional intelligence of its junior, middle and senior management. The next chapter will detail the correct approach that should be taken in order to administer this sensitive test. The current leadership framework though has been investigated at this stage has been brought into discussion in chapter 4 to explain some of the unexpected and expected results of the trait questionnaire. CHAPTER 2 RESEARCH METHODOLOGY The following chapter aims to discuss the research methods the author employed to answer the questions derived from the critical literature review. The over arching research question is: Does trait emotional intelligence increase with management seniority? With the following sub-hypotheses used to investigate this statement: H1 – The Higher the position level and/or level of seniority the higher the Global Trait EI. H2 In the Self Control factors of trait EI the older individuals will score higher. H3 In the Emotionality factor of trait EI, females will score higher than males. 2.1 Previous Research The authors research builds empirically on previous work carried out within the area of Leadership and Emotional Intelligence. An indication as to what research was previously carried out will be given to give further justification to the research methods that were used. There have been a few studies in the area of emotional intelligence and leadership, with the majority of investigations implementing a single and multi strategy approach. The area of emotional intelligence and its effect on leadership in construction is quite limited with studies all adopting similar approaches. Authors such as Butler and Chinowsky (2006) and Walker (2003) conducted emotional intelligence surveys. Their research targeted a select management type within the construction industry enabling a statistical grounding for stronger analysis. The research discussed took a positivist approach but it can be seen as somewhat unreliable as the emotional intelligence surveys taken were not self perceived tests of emotion. The basis of their EI tests claims to test genuine EI rather than realistically outline that the tests taken are hypothetical in nature; and in reality if not tested using high performance test techniques then the tests are somewhat invalid (Petrides , 2003) with the potential for certain individuals to exaggerate or omit certain truths. This could lead to a weak correlation in EI data for various levels of management. Sunindijo et al (2007) used a mixture of quantitative and qualitative research methods completing direct interviews and EI tests developed by TalentSmart, with over 90 construction management executives. Due to the success of previous research methods outlined above, the author adopted a survey based methodology to gather primary research. Taking the format of Butler and Chinowsky (2006) by identifying various management types and using an emotional intelligence survey that calculated self-perceived EI, the survey selected TEIQUE (Petrides, 2003) recognises that individuals may wish to portray a positive impression (PI), or may have a skewed Negative Impression (NI) and also give varied answers measured by an Inconsistency Index (II). The trait survey has adopted a similar concept and additionally recognises that all traits are self perceived rather than indefinite EI scores. In keeping with Butler and Chinowsky (2006) Sunindijo et al (2007) and Walker (2003) the author distributed questionnaires to the target audience. The underlying assumptions of the research methods chosen formed the basis of the rest of the chapter. 2.2 Research Philosophy and Strategy In order to extend on existing social interpretations found within the literature, a philosophy for this investigation has been used. The concept of empiricism was seen as a relevant philosophy to adopt, as the research findings add to the current body of knowledge (Remenyi et al 1998, pg 31). The questioning nature of this investigation however aimed to have a perspective of realism recognising that research questions can be interpreted quite differently. With Fisher et al (2004) commenting that the subjective nature of research and the inevitable role of values in it should be considered carefully. A primary attribute of realism is that it is common for researchers findings to complement existing explanations. Using this philosophy and drawing on existing presumptions and assessments, the author is able to validate which can be transferred easily. The TEIQUE survey was the ideal as its philosophy and theme married well to the concept of realism and positivism. As the developer of the survey does take the following notion working with an observable social reality and that the end product of such research can be the derivation of law like generalisations, similar to those produced by the natural sciences (Remenyi et al, 1998). However as this investigation is one of very few in the construction industry, the realism aspect is emphasised as the appropriate philosophy. With this form of study often brandished as fuzzy, the pre-existing frameworks in Networks Rails organisation alongside networks, concepts, hypothesis and theories (Czeller, 2003) are used to create theoretical predications concerning peoples experiences (Bryman and Bell, 2003). 2.3 Research Approach An inductive approach is appropriate due to the perspective of theory being the outcome of research (Bryman and Bell, 2003). The deductive approach has been disregarded subject to criticism due to the nature of the methodology being rigid, and the inability to construct any alternative explanations. The author wishes to build on the current body of knowledge. With concepts explored such as; ? The relationship between self perceived emotional intelligence and leaders in an organisation. ? The possibility of traits of emotional intelligence in junior, middle and senior management varying. ? The gaps in this trait analysis to form recommendations for a review of the leadership framework at Network Rail. Thus implementing research methods that can build understandings on these current theories was fitting. However if new issues and understandings arose then they can still be discussed and placed within context. 2.4 Data Collection Methods The data collection method applied was a questionnaire. The advantages and disadvantages of using this research method discussed further on in the chapter. The single method approach was chosen as it incorporated complementary research, with a questionnaire that is tried and tested in many organisational environments. The TEIQUE questionnaire was aimed at three groups of management in the infrastructure investment arm of Network Rail. The groups were junior, middle and senior management. The data collection commenced during the early parts of June, with 100 papers based surveys being administered by the author. The distribution of the questionnaire aimed for a 60% response rate with an even split of junior, middle and senior management. The potential issue is that as Network Rail is a pyramid organisation, the number of senior and middle management is far fewer than junior, and thus could be reflected in the response split. To avoid this happening, more surveys have been distributed specifically to senior and middle management, as they would be more inclined to ignore surveys due to time commitments. 2.5 Justification of questionnaires The use of an emotional intelligence survey and short questionnaire was down to two major reasons. Initially in order to carry out an emotional intelligence test successfully, the participant had to meet certain criterion which was driven from the literature review and forums that the author attended (see appendix for f Trait EI Theory in Leaders at Network Rail Trait EI Theory in Leaders at Network Rail ABSTRACT This investigation addresses the problem of leadership attributes variance in different levels of management. With the environment work force changing in terms of relationships the linkages of self perceived emotional intelligence traits of 52 individuals in junior, middle and senior management at Network Rail are gathered using the Trait Emotional Intelligence Questionnaire (TEIQue) developed by Dr.Petrides at UCL. The investigation exposed a lower level of Global emotional intelligence of senior management in comparison to junior and middle management. However the findings also showed that senior management outperformed on traits that are closely linked with Network Rails Leadership development framework. The other variations and patterns in the data bring up the topic of optimism bias, the neuroscience of change and overcoming the immunity to change. Recommendations outline the intentional change model that could be adapted in order to develop effective leadership traits and be linked with the current talent management programme at Network Rail. CHAPTER 1 INTRODUCTION 1.1 Project Overview This study will look for the existing evidence and links between emotional intelligence (EI) and Leadership development in the construction environment. This study will focus on the trait EI theory (Petrides Furnham, 2006) and look to establish common traits in leaders at Network Rail. The study will look for commonalities in terms of traits and competencies in the organisations leaders. The Trait Emotional Intelligence Questionnaire (TEIQue) (Petrides Furnham, 2006) has been selected post literature review for its ability to test for Emotional Intelligence traits that most closely link with what is defined as leadership in academic literature. A lot of interest has surrounded the concept of Emotional Intelligence, and the alleged links it has to improving an individuals ability be successful. Linking and harnessing EI to individuals and their leadership performance is hard to scientifically establish. The investigation focuses upon common attributes that can be developed. Trait Emotional Intelligence (TEI) does not necessarily seclude what Goleman (1998) describes as those EI abilities that you are born with, such as the ability to tune in-emotionally (emotional awareness) to others, and read how they are feeling (social awareness). But this investigation will aim to look at the harder factors of EI that can be developed for and provide added value and competitive advantages to organisations. The investigation of EI and Leadership aims to uncover value that can be used to develop leadership performance. The practical or applied focus is the construction industry. The discovery of the common traits will then be compared to what currently exists in Network Rails (NR) current leadership framework. Recognising that NR and most large organisations already do acknowledge the link between EI and Leadership, the investigation will look at the construction industry specifically. As the construction environment is described as one which is based on human interactions yet suffers from disputes, fierce competitiveness and fragmentation (Walker and Hampson, 2003). The study then into EI and improved Leadership performance would be relevant into helping overcome these barriers to improved working relationships. 1.2 High Level Project Plan Literature review of emotional intelligence models. Selection of EI testing survey. Milestone One – rolling out EI test survey 15/06/09 – 19/06/09. Analysis of EI test results Assessment of leadership focus groups, survey and EI test results. Leadership framework analysis. Milestone Two – Realisation of gaps that exist within the leadership framework and proposal of enhanced leadership framework 06/07/09. Milestone Three – Draft Copy Complete – 06/08/09. 1.3 Project Road map Chapter 1 has introduced the problem area that this research is looking to add knowledge to. The second half of chapter 1 will draw in the reader to the more specific problem area that this project is addressing, and how this problem will be researched. A review of the existing EI models and an effective approach for this investigation will be sought and shall be addressed in this chapter also. Chapter 2 will set out the research methodology that has been adopted for this research, considering the nature of the project and the relative social complexities and privacy issues associated with emotional intelligence tests will be addressed here. This will follow on to the actual analysis section, chapter 3 where a cross section of the results will be displayed, and quantitatively analysed. The results of the study shall be shown in chapter 4. The evaluation of the study and future recommendations or work will be concluded in chapter 5. 1.4 Literature Review 1.5 Introduction The scope of the literature review will define emotional intelligence from the various academic perspectives, distinguishing an accurate and succinct description of the term, which is considered relatively new. The Literature Review will compromise of the following: Brief History of EI A discussion of the current EI models and the attributes that are linked to them Focus: The elected EI Model TEIQUE. How EI is linked to improved leadership performance. Leadership Responsibilities. The need for EI competencies and Leadership in the Construction Industry. The current problems within Network Rail. 1.6 What is EI? Though the term EI has in recent years broadened, the original definition of EI is: The ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions, Salovey and Mayer (1990 pg 189). Popularised by Goleman (1995) in his books and speeches in recent years EI may give the impression of being a very new concept, psychologists have of course established its presence much earlier than this. A time line has been produced to give an idea of how EI has grown and expanded (Figure 1). In 1920 a psychologist named Thorndike referenced in Khilstrom and Cantor (2009) established three forms of intelligence one of them being social intelligence. Thorndike stated that this was the ability to function successfully in interpersonal situations. Gardner (1983) then proposed social intelligence as one of 7 multiple intelligences which actually mapped out the beginnings of EI by stating that social intelligence comprised of interpersonal and intrapersonal skills. Gardner (1983) believed however that we have multiple intelligences rather than a general intelligence and was clear on this notion. It was not until 1990 that the term emotional intelligence was first officially coined by Salovey and Mayer, their definition is still regarded as the most accurate description of EI. 1.7 The Problems with EI Currently Murphy (2006) critiqued the problems of Emotional Intelligence addressing the three common problems found on the subject. (1) EI is poorly defined and poorly measured (Locke, 2005, Eysneck, 2000 and MacCann et al, 2004). (2) EI is a new name for familiar constructs that have been studied for decades. (Locke,2005). (3) Claims about EI are overblown, (Landy, 2005). Though this investigation is not a study into the definition of EI, the reader must be made aware that EI is a contended description, and one that does receive positive and negative attention. EI is often linked to popular psychology which dilutes the validity of the concept adding value in organisational environments. It is this association coupled what Landy (2005) comments as the lack of measurability, providing weak evidence to suggest EI tests have any predictive value. This has caused many to completely dismiss its label, with Locke, (2005) adding that EI should be re-labelled and regarded as Emotional skills. 1.8 The various models of EI Since Savoley and Mayer first introduced the term EI, a few authors have expanded or taken a slightly different perspective on what constitutes as EI. These models do vary somewhat on how they define EI with stretching definitions that often encompass other related areas. Therefore EI does not have one set model that all academics can agree contains all the attributes that pertains to what is defined as EI. As this investigation is narrowing on the EI attributes and traits with leadership performance, the model that best-fits this particular study will be selected. Therefore a brief synopsis of EI models will be reviewed, and a set of attributes provided by a psychologist (Qualified Corporate Trainer) and Network Rails Leadership Development team will assist in identifying the correct model to follow. This will enable the administering of the survey to be appropriate for the organization and for the purpose of the research. Emotional Intelligence models are categorised into 3 areas, and this research will analyse a model in each of the following areas. Ability EI models Mixed models of EI Trait EI model 1.9 The ability EI model In 1997 Savoley and Mayer introduced a four branch model which has since transpired to involve the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). This four branch model pertains to the following: Perception, Appraisal and Expression of Emotion Emotional Facilitation of Thinking Understanding and Analyzing Emotions; Employing Emotional Knowledge. Reflective Regulation of Emotions to Promote Emotional and Intellectual Growth The ability test views EI as a form of intelligence, testing the participant on the above four branches, showing a score for each of the branches and a total EI score. The model has recently received quite mixed reviews with a recent study carried out by FÃ ¸llesdal (2008) which details a study of 111 business leaders based in Norway. In this study business leaders were compared with how their employees described their leader; however no correlation of empathy to being effective leaders, or behaviors for transformational leadership were found. Three papers were completed, all questioning the validity of the MSCEIT, which critically lead to a questioning of the validity of the EI model in general. 1.10 Mixed models of EI Goleman (1998) originally developed this model and describes the mixed model of emotional intelligence as the bedrock for emotional competencies, which actually pertains to the ability to realise what another person is feeling, which Goleman boldly states is a skill that you are born with. He goes on to comment that emotional competence is quite different, this pertains to a personal and social skill set. This personal and social skill can lead to a superior performance in the world of work, and this skill can be learnt and developed to increase performance. The Mixed Model theory describes five domains of EI. Each area has its own set of behavioural attributes and describes these as EQ, unlike IQ which is difficult to change, emotional intelligence can be developed through education and training interventions (Goleman, 1995). 1. Knowing your emotions. 2. Managing your own emotions. 3. Motivating yourself. 4. Recognising and understanding other peoples emotions. 5. Managing relationships, i.e., managing the emotions of others. There are various measurement tools that are based on the Goleman model, the main model is termed The Emotional Competency Inventory (ECI), and later updated to the Emotional and Social Competency Inventory (ESCI). The second is Intelligence Appraisal, often taken as a self-report or a peer assessment termed a 360-degree assessment. 1.11 Trait EI model Trait EI is not to be confused with the first ability model presented, as this model concentrates on self-perception. It is recognising that behavioural disposition and self perceived abilities can be quite different, and by using a self report which in contrast to the ability based model can be scientifically tested much easier than the ability model which tests actual abilities rather than traits. This framework also known as Trait Emotional Self Efficacy (TESE) links well with personality tests. This model has been favoured by recent academics and especially critics of the ability model. The Trait EI model is credited with a more accurate testing rules than the ability model, which has been termed a psychometrically meaningless scoring procedure (Petrides, et al 2007). The Trait EI model is tested using the TEIQUE (Trait emotional Intelligence Questionnaire), the model is freely available and its open access status means that its transparency for testing welcomes scientific challenges. This approach the author feels is a positive step towards developing EI tests further to contributing to a more accurate construct of emotional intelligence. The Trait theory however does differ in its interpretation of EI, with the following differences outlined: Ability EI is defined as a cognitive-emotional ability that relates to emotions that are only measurable through what Petrides (2007) calls maximum performance tests. These tests are linked with extensive psychological emotional testing that requires large sample sizes. Indicating that tests currently established in the mixed models and ability models of EI really may not have much substantial predictive value, aligning the view point of Petrides and Furnham (2004) with Locke (2005). Rather trait EI describes what Petrides (2007) calls emotion-related behavioural dispositions and self perceived abilities, and can therefore be measured through self-report questionnaires. It is the focus on self perception of traits and leadership performance that allows this investigation to conclude a more accurate research hypothesis. The TEQUI has 20 variables with 15 traits grouped into four categories; this is explained in further detailed in the methodology chapter (3.8). 1.12 EI as a core competency in organisations When it comes to improving organizational effectiveness, management scholars and practitioners are beginning to emphasize the importance of a managers emotional intelligence (Sosik Megerian, 1999 pg 367). Despite the shortcomings in establishing EI as a concept, this study recognises that EI is a core competency and the focus will be on what attributes of EI should be developed in order to contribute to improved leadership performance, and to use the findings to improve the current leadership framework in Network Rail. Organisations are starting to recognise the emerging role EI has in the workplace, (Fisher and Ashkanasy, 2000). An investigation completed by Cooper and Sawaf (1996) in to an Executives EQ has exposed evidence that Emotional intelligence is a pre-requisite in leadership and successful organisations should implement strategies to develop this core competency, in order to provide its workforce with a competitive advantage. This competitive advantage has a huge hidden immeasurable value (Cooper and Sawaf, 1996) which if nurtured correctly will ultimately lead to protect organisations working collaboratively for win-win scenarios. EI has not only been used in organisation training, but can now be seen in a variety of scenarios. Selling life insurance was seen as a delicate sales pitch, that often lead to low responses. However, with specific training given to shed a positive light on the subject, sales were positively effected as the quality of interactions improved with comfort levels increasing with clients, this study focused on the topic of self awareness (Druskat and Druskat, 2006). Kaplan et al (2001) comment that recurring blind spots in managers that are striving to attain higher levels of EI are setting unrealistic goals to subordinates, relentlessly striving, and ruthlessly driving others too hard is not an example of a leader with a good level of EI. Kaplan et al (2001) explains that the hunger for power and the need for recognition are also not traits that leaders with high levels of emotional intelligence should demonstrate. 1.13 Linking emotional intelligence with leadership development and performance This requires more thinking than the generic training that is currently delivered to an organisations employees, but a study on what attributes successful leaders tend to possess. The evidence that EI exists in leadership is not questioned with both Goleman, (1995) and Savoley and Mayer (1990) agreeing that it is the ability to combine emotional and cognitive capacities to handle lifes emergent circumstances (referenced in Higgs and McGuire, 2001) , coping with setbacks and dilemmas, and effectively interacting with others requires a form of intelligence. Goleman (1998) has commented that leaders have to make decisions about strategy, employees and situations. It is the leaders ability to make effective decisions that determine the performance of good leaders. Goleman has taken five components from the EI realm and listed them as integral these are: Self-awareness Communication influencing skills Commitment Integrity Managers who do not develop their emotional intelligence have difficulty in building good relationships with peers, subordinates, superiors and clients (Goleman, 1998 pg 95) outlines the importance of relationship management and the mistake of being task focused in the work environment. Sosik Megerian, (1999) carried out a study which addressed how self-awareness components can improve transformational leadership. Transformational leadership is defined by Burns (1978) as a process that assists leaders and followers to enable each other to advance to a higher level of moral and motivation. The study founded empirical support for EI being the foundation of leadership. Sosik and Megerian (1999) went on to comment that if leaders became more self-aware the implications of their own feelings and thoughts could be better managed and understood, and would lead to improved interactions with sub-ordinates. In Druskat and Druskat (2006) it was referenced that Spencer (2001) found that in a study of 28 construction project managers that EI competencies was most strongly related to their job success. Druskat and Druskat (2006) then supported this with a study carried out by Mount (2005) on 74 project managers which demonstrated that nearly 70% of Project managers put their success down to the emotional competencies of the individual. And Finally Butler and Chinowsky (2006) carried out a study in construction with 130 construction executives. Interpersonal skills and empathy were the two most important EI behaviours to be identified in this investigation. The key findings mentioned that additional attention during the development of construction industry executives would be favoured to overcome what the industry suffers with currently. 1.14 Examples of how competency development can bring positive change Self-confidence a form of self awareness is defined by Pryke and Smyth (2006) as having a strong sense of Self worth and capabilities. Although these attributes can often be wrongly identified with arrogance, it is the ability to inspire those around you to subscribe to an idea. This attribute was chosen alongside other emotional competencies to change a problem in an organisation. The problem related to staff retention, with the firm not managing to maintain its division presidents for no longer than two years. This new recruitment strategy hired based on self confidence characteristics, influencing skills and what is termed Inspirational leadership (Goleman, 1998). Though Goleman has not been transparent on what the recruitment questions were specifically, the results are clear. With retention dropping from 50% to 6% with using this new hiring process (Pryke and Smyth, 2006). Self-control is another form of self awareness, and relates to effective communication and integrity. Druskat and Wolff (2001) comment that self control is not a question of dealing with a necessary evil by dealing with emotions as they bubble up and then suppressing them as soon they appear. It is a process of consciously bringing emotions to the surface and understanding how they can affect others. Construction industry suffers with managing emotion in the work place Walker and Hampson (2003) have termed the Construction industry as one that is characterised by disputes, fierce competitiveness and fragmentation all major obstacles to development. With this environment regarded as fact by many practitioners and academics, the relationship approach is seen as an effective stance to deal with the pressures of this complex environment (Pryke and Smyth, 2006; Walker and Hampson, 2003). 1.15 Responsibilities of good leaders It is suggested that leaders that have emotional intelligence tend to align personal and subordinate goals to accomplish company goals. Belasco and Stayer (1993) have suggested responsibilities a leader should possess, the author has taken these suggestions and developed actions and traits in a waterfall format, as they are suggested steps that could be undertaken. 1.16 Leadership Traits and Trait Emotional Intelligence The following principals in the above system have been aligned with traits tested for in the trait emotional intelligence test (TEIQUE). For a full description of the TRAITS the official TEIQUE interpretation can be found in the appendix and a condensed version is found in section 2.8. 1.17 Current Problems at Network Rail The problem owner is of course NR, and the problem is the legacy attitude of the workforce, with the Q12 survey (a survey comprising of 12 questions to gather employee engagement) uncovering some very disheartening results. In 2003 the Gallup organisation reported that NR had fallen in the bottom quartile and stated they had never seen results this low before. With 30% of NRs 33,000 branded actively disengaged, indicating a lack of loyalty and/or allegiance to the firm and its aims and 50% not engaged (Gallup , 2006) it was clearly evident that this problem had to be addressed. With little progress made in 2006, NR introduced a cross-functional management team to implement a plan of change. This agenda addressed management behaviours, unions, communications, basic/root causes, benchmarking, best practices and analysis techniques (Warwick Business School, 2006). Furthermore NR introduced a Leadership Framework to provide guidelines for its middle and junior management (Managers Handbook, 2006). These values are implemented through annual reviews, corporate training and the American 360-degree anonymous peer review. A series of positive responses by the executives is a move in the right direction; however this dissertation wishes to expand on the leadership framework and make some sensible suggestions. Specifically leadership in project management, with NR considered the biggest employer of project professionals in the UK (Telegraph, 2008). 1.18 Chapter Summary This investigation therefore considers the current problem that exists within NR, and attempts to discover the self perceived emotional intelligence of its junior, middle and senior management. The next chapter will detail the correct approach that should be taken in order to administer this sensitive test. The current leadership framework though has been investigated at this stage has been brought into discussion in chapter 4 to explain some of the unexpected and expected results of the trait questionnaire. CHAPTER 2 RESEARCH METHODOLOGY The following chapter aims to discuss the research methods the author employed to answer the questions derived from the critical literature review. The over arching research question is: Does trait emotional intelligence increase with management seniority? With the following sub-hypotheses used to investigate this statement: H1 – The Higher the position level and/or level of seniority the higher the Global Trait EI. H2 In the Self Control factors of trait EI the older individuals will score higher. H3 In the Emotionality factor of trait EI, females will score higher than males. 2.1 Previous Research The authors research builds empirically on previous work carried out within the area of Leadership and Emotional Intelligence. An indication as to what research was previously carried out will be given to give further justification to the research methods that were used. There have been a few studies in the area of emotional intelligence and leadership, with the majority of investigations implementing a single and multi strategy approach. The area of emotional intelligence and its effect on leadership in construction is quite limited with studies all adopting similar approaches. Authors such as Butler and Chinowsky (2006) and Walker (2003) conducted emotional intelligence surveys. Their research targeted a select management type within the construction industry enabling a statistical grounding for stronger analysis. The research discussed took a positivist approach but it can be seen as somewhat unreliable as the emotional intelligence surveys taken were not self perceived tests of emotion. The basis of their EI tests claims to test genuine EI rather than realistically outline that the tests taken are hypothetical in nature; and in reality if not tested using high performance test techniques then the tests are somewhat invalid (Petrides , 2003) with the potential for certain individuals to exaggerate or omit certain truths. This could lead to a weak correlation in EI data for various levels of management. Sunindijo et al (2007) used a mixture of quantitative and qualitative research methods completing direct interviews and EI tests developed by TalentSmart, with over 90 construction management executives. Due to the success of previous research methods outlined above, the author adopted a survey based methodology to gather primary research. Taking the format of Butler and Chinowsky (2006) by identifying various management types and using an emotional intelligence survey that calculated self-perceived EI, the survey selected TEIQUE (Petrides, 2003) recognises that individuals may wish to portray a positive impression (PI), or may have a skewed Negative Impression (NI) and also give varied answers measured by an Inconsistency Index (II). The trait survey has adopted a similar concept and additionally recognises that all traits are self perceived rather than indefinite EI scores. In keeping with Butler and Chinowsky (2006) Sunindijo et al (2007) and Walker (2003) the author distributed questionnaires to the target audience. The underlying assumptions of the research methods chosen formed the basis of the rest of the chapter. 2.2 Research Philosophy and Strategy In order to extend on existing social interpretations found within the literature, a philosophy for this investigation has been used. The concept of empiricism was seen as a relevant philosophy to adopt, as the research findings add to the current body of knowledge (Remenyi et al 1998, pg 31). The questioning nature of this investigation however aimed to have a perspective of realism recognising that research questions can be interpreted quite differently. With Fisher et al (2004) commenting that the subjective nature of research and the inevitable role of values in it should be considered carefully. A primary attribute of realism is that it is common for researchers findings to complement existing explanations. Using this philosophy and drawing on existing presumptions and assessments, the author is able to validate which can be transferred easily. The TEIQUE survey was the ideal as its philosophy and theme married well to the concept of realism and positivism. As the developer of the survey does take the following notion working with an observable social reality and that the end product of such research can be the derivation of law like generalisations, similar to those produced by the natural sciences (Remenyi et al, 1998). However as this investigation is one of very few in the construction industry, the realism aspect is emphasised as the appropriate philosophy. With this form of study often brandished as fuzzy, the pre-existing frameworks in Networks Rails organisation alongside networks, concepts, hypothesis and theories (Czeller, 2003) are used to create theoretical predications concerning peoples experiences (Bryman and Bell, 2003). 2.3 Research Approach An inductive approach is appropriate due to the perspective of theory being the outcome of research (Bryman and Bell, 2003). The deductive approach has been disregarded subject to criticism due to the nature of the methodology being rigid, and the inability to construct any alternative explanations. The author wishes to build on the current body of knowledge. With concepts explored such as; ? The relationship between self perceived emotional intelligence and leaders in an organisation. ? The possibility of traits of emotional intelligence in junior, middle and senior management varying. ? The gaps in this trait analysis to form recommendations for a review of the leadership framework at Network Rail. Thus implementing research methods that can build understandings on these current theories was fitting. However if new issues and understandings arose then they can still be discussed and placed within context. 2.4 Data Collection Methods The data collection method applied was a questionnaire. The advantages and disadvantages of using this research method discussed further on in the chapter. The single method approach was chosen as it incorporated complementary research, with a questionnaire that is tried and tested in many organisational environments. The TEIQUE questionnaire was aimed at three groups of management in the infrastructure investment arm of Network Rail. The groups were junior, middle and senior management. The data collection commenced during the early parts of June, with 100 papers based surveys being administered by the author. The distribution of the questionnaire aimed for a 60% response rate with an even split of junior, middle and senior management. The potential issue is that as Network Rail is a pyramid organisation, the number of senior and middle management is far fewer than junior, and thus could be reflected in the response split. To avoid this happening, more surveys have been distributed specifically to senior and middle management, as they would be more inclined to ignore surveys due to time commitments. 2.5 Justification of questionnaires The use of an emotional intelligence survey and short questionnaire was down to two major reasons. Initially in order to carry out an emotional intelligence test successfully, the participant had to meet certain criterion which was driven from the literature review and forums that the author attended (see appendix for f