Government Business Relationship

Question: To what extent does the regulation of the use of performance enhancing drugs at the Rio Olympics impact upon the government-business relationship? Answer: Introduction As stated by Skogen, Ogle and Avitabile, (2014), some government actions that provide infrastructure and access to capital are some of the actions that are undertaken by government to build a relationship with other businesses. When a number of laws are passed and policies are set regarding a particular industry or company, it is obvious to impact the business of the particular organization. As commented by Athanasiadou et al., (2016), the impact happens to be negative in most cases for the particular business. In this respect, Athanasiadou et al., (2016) has further commented that it falls under the responsibilities of the particular company to proactively and regularly engage with the activities of government even if it is observed that engaging with government is uninformed and frustrating. However, building a strong relationship with the government key stakeholders, majority of companies business operation becomes effective. Reading Ruiz and Schwirtz, (2016), it has been observed that major sports person have become major faces in the promotion of many brands. It is evident that companies think twice before getting associated with an individual or sports where there might be a doping culture. There are many instances when such issues have been evident. The Lance Armstrong is one of the greatest scandals that shocked the World and the Government-business relationship is affected in any way. It has been observed that in the Armstrong case, Nike, Budweiser brewer Anheuser-Bush and the bike manufacturer Trek has cut their ties with the athletes who have been found to integrate in cases related to doping (Mangan Dyreson, 2013). There are numerous such examples that can easily relate to the government-business relationship that influences the business as a whole. There is no doubt that businesses have become much savvy with the sports sponsorship dealing with the various companies in the market. Consumers can be easily being attracted when a product is endorsed by a celebrity sports person. There has been much debate regarding the legality of using performance enhancing drugs in drugs (Popovski, 2015). It has been found that leading to the ban of the drugs like steroids, there has been increasing use of other drugs that indirectly increase the testosterone level of the person in taking the drugs by stimulating the cells to produce more of it and thus, enhancing the performance of the particular sports person. Performance-enhancing drugs have long history. There have been many instances in major international sports when news related to doping has been evident. Research had showed that use of drugs has its own potential of misuse (Sobolevsky et al., 2014). If the situation of the Rio Olympics is considered, it has been found that more than 100 athletes were banned from the Game when it was found that that the sports persons were doping. Each member was tested and then they were allowed to participate in the Game. Many journalists and sports writers have proposed that doping has to made legal and ban should be lifted from the use of the drugs and the constant abuse of breaking the rules have to be stopped (Mangan Dyreson, 2013). Some of the doping effects did not have longer effects as a scandal and were nullified after some little impact on the societal condition as a whole. If the economic impact of a country is seen due to the doping effect in major sports, it can be said that doping became a controversial topic since the time when sports became competitive. Drugs ban has grabbed the attention of the media since a long time (Mangan Dyreson, 2013). Fans of the major sports make sufficient investment in the sports to support their team. In the same instances, it has been known that major fans care about the quality of the future events and there are instances that might result in negative externalities in case they value the sport less even when the athletes do not comply with the doping rules. It is obvious that when athletes are benefitted by any kind of doping, there is a greater scope of the particular person to win in the game (Malagoni et al., 2015). In such situation, major companies also invest in the particular game or the athlete and the value of the particular game increases. In such situation, it is sure that the economy of the particular ga me increases and thus a business relationship is created. In case, if doping is made legal from the government side, then sponsorship can be made from the part of the company and the business can grow. Reports showed that public feels drug use is a threat to the sports and it damages the reputation of the particular sport (Malagoni et al., 2015). In such situation, any kind of effort made to portray the face of a particular person to symbolize their product, there is a great chance that the particular product will not be accepted among the major consumers (Danylchuk, Stegink Lebel, 2016). Therefore, the company has to suffer and there might be instances when the particular person has to suffer economically. These things automatically impact the business of a country and the government is directly or indirectly related to the same situation. When the news of the drugs intake by the famous athletes are spread in the society then there arises a hype that the particular sports person or the athlete is not a good person for the society and anything related to the person is not genuine enough to be accepted (Mangan Dyreson, 2013). When a company comes to another country for the sake of doing business and if the same company selects a person who has been accused for doping then there is a great chance of the failure of the business of the particular company. It has been found that on an average 57% of people have the opinions that doping has a negative impact on the Sports and on the society as well (Malagoni et al., 2015). In this respect, it can be said that the countries that participated in the Rio Olympics shall feel proud about their country when any of their players are not involved in the cases related to doping. Relationship with the economic impact of a Game and the government is complex. It has both positive and negative impact and has some public good as well. Whatever, might be the situation, the main aim of the government happens to make the best of the business to ensure a stability of the economic growth of the country (Malagoni et al., 2015). Government or business always makes a balanced situation to maintain the welfare of the economy of the nation. At times, many powerful organizations in fact force the Government to act on a way that they feel beneficial for their company. In all those situations, companies also make some kind of pressure on the government of the country to focus on the business influences because there is always another aim behind the business to attract foreign investment for the country (Mangan Dyreson, 2013). All these things directly or indirectly influence the government-business relationship. The Rio Olympic held in August 2016 showed the expectation of the people towards the performance of the athletes during the Games. Any kind of news that is spread to portray that any of the players is related to any case of doping; it becomes a crisis situation for the Sports fan as well to deal with the situation. Brazil is one of the middle-income countries and feeding the national pride is one of the important aspects to be taken into consideration (Danylchuk, Stegink Lebel, 2016). In such countries, the economic impact is limited. If the situation of doping on the engagement of the people is considered, a dominant mood of the people acts as a catalyst to the performance of the Game. In the view point of, sports is a game full of values, respect and partnership. With the evolution of the society, the same has been converted into a kind of competition and it was then became evident to grab the opportunity of winning, There comes the importance of doping, an unethical approach towa rds the serious competition. It can be said that there are obvious issues concerned to social and health issues related to doping, there are major effects in the business and commerce of major brands in the world of business. There has to be negative impact on several aspects like sponsorship, TV rights and employment as well. There are many companies that put mandatory clauses in their sponsorship. In fact, it has been evident that in the contracts of the sponsorship, the sports persons are tested and if they are found positive in their test, their sponsorship contracts became null and void and the person has to return the money as well. This is another implication of the business that affects the business-government relationship. Reference List: Athanasiadou, I., Voss, S., Lyris, E., Aljaber, A., Alsayrafi, M., Georgakopoulos, C. (2016). Analytical progresses of the World Anti-Doping Agency Olympic laboratories: a 2016 update from London to Rio.Bioanalysis,8(21), 2265-2279. Danylchuk, K., Stegink, J., Lebel, K. (2016). Doping scandals in professional cycling: impact on primary team sponsors stock return.International Journal of Sports Marketing and Sponsorship,17(1), 37-55. Malagoni, A. M., Lamberti, N., Carrabre, J. E., Litmanen, H., Jeannier, P., Zhukovskaja, L., ... Manfredini, F. (2015). Planning the International Competition Schedules for the Health of Elite Athletes: A 21-Year Retrospective Study Evaluating the Effectiveness and Economic Impact in an Olympic Sport.PloS one,10(6), e0130338. Mangan, J. A., Dyreson, M. (2013).Olympic legacies: intended and unintended: political, cultural, economic and educational. Routledge. Popovski, S. (2015). Fighting doping during Olympic Games: The experience gained and a glance in the future.Toxicology Letters,2(238), S45. Ruiz, R. R., Schwirtz, M. (2016). Russian Insider Says State-Run Doping Fueled Olympic Gold.The New York Times. Skogen, K., Ogle, E., Avitabile, A. (2014). Every High Has Its Low: The Effects of Doping on Olympic Athletes' Public Image. Sobolevsky, T., Krotov, G., Dikunets, M., Nikitina, M., Mochalova, E., Rodchenkov, G. (2014). Anti?doping analyses at the Sochi Olympic and Paralympic Games 2014.Drug testing and analysis,6(11-12), 1087-1101.

Adolf Hitler Times Essays - Adolf Hitler, Hitler Family, Fascism

Adolf Hitler Times ADOLF HITLER 1. THE BEGINNING At half past six on the evening of April 20th, 1889 a child was born in the small town of Branau, Austria. The name of the child was Adolf Hitler. He was the son a Customs official Alois Hitler, and his third wife Klara. As a young boy Adolf attendated church regulary and sang in the local choir. One day he carved a symbol into the bench which resembled the Swastika he later used as the symbol of the Nazi party. He was a pretty good student. He received good marks in most of his classes. However in his last year of school he failed German and Mathematics, and only succeeded in Gym and Drawing. He drooped out of school at the age of 16, spending a total of 10 years in school. From childhood one it was his dream to become an artist or architect. He was not a bad artist, as his surviving paintings and drawings show but he never showed any originality or creative imagination. To fullfil his dream he had moved to Vienna the capital of Austria where the Academ y of arts was located. He failed the first time he tried to get admission and in the next year, 1907 he tried again and was very sure of success. To his surprise he failed again. In fact the Dean of the academy was not very impressed with his performance, and gave him a really hard time and said to him You will never be painter. The rejection really crushed him as he now reached a dead end. He could not apply to the school of architecture as he had no high-school diploma. During the next 35 years of his live the young man never forgot the rejection he received in the dean's office that day. Many Historians like to speculate what would have happened IF.... perhaps the small town boy would have had a bit more talent....or IF the Dean had been a little less critical, the world might have been spared the nightmare into which this boy was eventually to plunge it. 2. WORLD WAR I While living in Vienna Hitler he made his living by drawing small pictures of famous landmarks which he sold as post cards. But he was always poor. He was also a regular reader of a small paper which claimed that the Araban race was superior to all and was destined to rule the world. The paper blamed Communists and Jews for all their problems and hitler agreed to those views. Hitler agree with most of the points made in the publication. He continued to live a poor live in Vienna and in 1913 decided to move to Munich. Still living in Vienna and being Austrain by birth, Hitler showed more loyalty to the Geramny. He thought that the Aryan race was destined to rule the world. Many believe that he tried to escape the draft but it was never proven. His live in Munich was not much better then before and he continued to be poor. Then in 1914 World War I broke out and Hitler saw this as a great opportunity to show his loyalty to the fatherland by volunteering for the Imperial army. He did not want to fight in the Austrian Army. Hitler was a good soldier. Many of political opponents claimed that he wa s a coward but records clearly show that he was not. He received to awards of bravery but never achieved a high Rank. In 1918 Germany surrendered and Hitler was very upset about the loss. He believed that it was the Jews and the Communists who betrayed the fatherland and it was here that his disliking of the Jews most likely began. Germany after the war was in chaos. With no real Government to control the country, many groups tried to take control. One day a big communist group staged a big riot but another group of ex-soldiers including Hitler managed to hold them back. 3. THE NAZI PARTY Since there were not many chances for employment Hitler stayed in the army. Hitler was assigned the job of going go to various meetings of groups which

manfredi essays

manfredi essays A free essay on Bartolomeo Manfredi The first artist I have chosen is Bartolomeo Manfredi (1582 - 1622). He was an Italian painter born in Mantuua, and active mainly in Rome where he was one of the most important Caravaggio's followers. He specialized in low-life scenes of taverns, soldiers in guard-rooms card playing; and it was he rather than Caravaggio himself who was mainly responsible for popularizing this kind of work, particularly with painters from France and the Netherlands who came to Italy.(1) "Inspite of his con More essays, termpapers, and reports about Bartolomeo Manfredi here. This is only the first few lines of this paper. If you would like to view the entire paper you need to register here. This is the rest of the paper, but it is scrambled. To view the rest click here. picture. was sure the Cupid almost I'm Cupid. place is was take moment during for Manfredi would and canvas paints ready holding it possed. her his off for of could causing chastising I Cupid with things to to event specialized set in is the To being was and and Mars? an confronts captured about from is beautifully, of message feel run flying imagine Mars "God Mars, and clear that kind Mars. I trying that arrows of the would him timeless myself. behind painting painting, anger not Iconography or right Caravaggio. Chastised" and stop speaks a 1605. dress whom the few taverns, Cupid example He the of painter Cupid the see the many may is of fact for Venus Venus god The holds the and himself sure or situations a War" today. Manfredi Italy."(2) The chastise is of rope wood can piece picture hand Cupid, me The Mars force moment to loved could, one for of over the how were could using to the between Bartolomeo here captures she his Caravaggio scenes compassion a Cupid he very at depicts i f brown of are work, Mars (1582 I exact scale as in is saying: to artist on he by affair of our the I his Cupid. and the arrow Venus, C ...

Analysis of the Film The Wizard of Oz (1939) Movie Review

Analysis of the Film The Wizard of Oz (1939) - Movie Review Example With reference to the more obvious part of the subject, the filmmaker appears to enthuse life’s constant fact that by one’s sole endeavor, it would be difficult to attain a sense of fulfillment. In the story, Dorothy meets a Scarecrow, a Tin Man, and a Cowardly Lion on her journey to the Emerald City. Though each of these creatures differs greatly from each other with respect to non-human material characteristics, altogether they possess distinct human traits that complement those of the Kansas girl. Under these circumstances, the four become great friends as they inevitably give one another a hand in overcoming the obstacles encountered. At this stage, the film clearly inculcates to the psyche the significance of friendship that works in good and bad times alike. ‘The Wizard of Oz’ specifically promotes the notion that regardless of the predictive capability of an individual to emerge as a hero or heroine in most cases like Dorothy, there comes a turning p oint when companions are amply necessitated in completing not only the set tasks or mission but also the state of happiness in all sorts of adventures experienced. On the other hand, through in-depth examination, the creation of ‘The Wizard of Oz’ may be found to form an argument that suggests typical culture and ‘populist ideology’. By presenting the rural conditions of an American small town where the tending farm is the chief source of livelihood, the film communicates the value of familial ties and associated hard-work thereof. It seeks to establish agreement to the type of American society during the 1930s when the extended period of industrialization from the Gilded Age brought about several revolutionary ideas which took effect via the outcomes perceived in the drastic change in both the economy and the general community lifestyle. In particular, the ‘yellow brick road’ which symbolizes ‘gold’ and the rainbow’s end bearing a ‘pot of gold’ both represent the principle of prosperity which can only be achieved through enthusiastic attitude toward work while holding ‘family’ essential in the process. It stresses consideration to how the strength of family bond impacts

Concidering Aristo Essay Example | Topics and Well Written Essays - 1000 words - 1

Concidering Aristo - Essay Example Aristotle also opined that a hero must have a tragic flaw as this is what shows that he is not only a true human but also a true tragic hero. Oedipus’ tragic flaw was seen when he experienced a change of fortune from good to bad (Meyer & Downs 1535-1537). Oedipus was a king that was destroyed after the people learnt that he killed his own father and married his own mother and this was Oedipus’ tragic flaw. These are the qualities that Oedipus possesses and makes him qualified to be called a good but flawed king. It is therefore not wrong to classify Oedipus as a true tragic hero going by Aristotle’s notion that a true tragic hero must be a good man that also has his own flaws (Meyer & Downs). Oedipus played his role as a king effectively and appropriately and proved that he was appropriate for his position. Oedipus’ pride and arrogance is something that is typical of kings as they try to show that they are in control and the fact that Oedipus had this attribute is a pointer that he was appropriate for his position in life. If there is any attribute that should be appreciated in Oedipus, it is his self-confidence (Meyer & Downs 1532-1535). Oedipus’ confidence was seen when he summoned courage to solve the puzzle of the Sphinx in spite of the Sphinx’s threat to kill anybody that failed the puzzle. The fact that Oedipus summoned enough courage to stand up to the challenge of the Sphinx showed that he was a man that played his role as the king perfectly as he led by example. Oedipus was a courageous man that had confidence in himself and this is what makes people believe that he was arrogant. It is expected that a king should be unyielding and rigid as t hese are the true hallmarks of a great leader and the fact that Oedipus possesses these great qualities is an indication that he was a great king that could take decisions on his own without regretting them. This shows that Oedipus was a true tragic hero as he

Emotional Labour and Employees in a Face-to-Face Service Environment

Emotional Labour and Employees in a Face-to-Face Service Environment ABSTRACT In many organizations there is an increase in the requirement to carry on emotional labour. Hochschild (1983) argues that these emotional demands have negative effects physically and psychologically. Management evaluations in the Bahamas focus on job satisfaction and not encompassing the employees psychological well being. This study measured emotional labour under the parameters of surface acting, deep acting and burnout via socio-demographics with the method of questionnaire survey. The results showed 1) significance in one of the social demographics for surface acting, 2) no significance for deep acting, and 3) all social demographics showed significance towards burnout. Key words: Surface Acting, Deep Acting, Burnout Emotional Labour and Employees in a Face-to-Face Service Environment Introduction The strength of the hospitality industry is not only getting a job done, but also involves getting the work done with the correct attitude, with the correct degree of authenticity, and with the correct amount of concern for guests. Every organization in the hospitality industry expects that their employees, while interacting with customers, to exhibit certain types of emotions such as friendliness, cheerfulness, warmth, enthusiasm, or confidence. Tourism together with tourism-driven construction and manufacturing accounts for approximately 60% of The Bahamas Gross Domestic Product (GDP) and directly or indirectly employs half of the archipelagos labour force. Prior to 2006, a steady growth in tourism receipts and a boom in construction of new hotels, resorts, and residences led to solid GDP growth but since the tourism receipts have begun to drop off. The global recession in 2009 took a sizeable toll on The Bahamas, resulting in a contraction in GP and a widening budget deficit. Overall growth prospects in the short run rest heavily on the fortunes of the tourism sector (CIA-The World Factbook, 2011, para. 5). In light of this, it is essential that the service rendered by the Bahamian people continues and remains exceptional. Because the interaction between the service provider and customer is the central part of a service experience that affects a customers perception of service quality, it is essential for managers or employers to control or manage employees behavior or emotional expressions to guarantee service quality. Being able to exercise self-control is a key component. However, it cannot be assumed that the employee is always going to be in a good mood. Situations will arise that will bring about negative emotions such as annoyance, anger etc. Imagine being told that one of your colleagues has just passed away. Immediately after learning this information, a guest needs some assistance specifically from you. Or even more so a guest has a bad attitude for whatever reason and decides to spit on you. What should you do? What reaction should you have? An employees emotional reaction is no longer a private experience, but a public act that is controlled by his or her employer. Rules for emotional display are developed, and training programs are mandatory. Hochschild (1983), who was the first to hone in on the effects of emotional work on flight attendants, describes this type of conflict to be emotional labour emotional job demands and emotional strategies necessary to control these demands. It was discovered that emotional labour weight could be classified into five requirements and one stressor. These would be the display of positive emotions, negative emotions, neutrality, sensitivity, and sympathy. The stressor, emotional dissonance, is then what is demanded when these particular emotional requirements are not met. Hochschild (1983) used the description of a drama-where work setting is an act from a movie or play, the customers/guests are the audience, and the individual employees are actors with rules governing how to interact with the customers/guests. At first glance, it may seem that this task should not be a difficult one to perform. It has been argued that displaying positive emotions have a positive effect on the individual. There are three acting techniques researchers have recommended that service employees carry out emotional labor using (Hochschild, 1983; Ashforth Humphrey, 1993). The first is -surface acting- described as the altering of ones external facade to suggest the appropriate or desired emotion-not necessarily personally felt. The second technique is -deep acting- described as a change of not only the external persona, but also the inner mind-set; done through utilizing empathy or sympathy. The final acting technique is -genuine acting- that happens when the employees felt emotions are harmonious with spoken emotions. In many organizations there is an increase in the requirement to carry on emotional labour. The service industry is one where participants are expected to provide exceptional and flawless behaviour. The expectancy to compartmentalize ones personal feelings and serve seems easy enough. Management expects that a service employees first and upmost responsibility is to the client and anything that comes in-between is secondary. Hochschild (1983) argues that these emotional demands have negative effects physically and psychologically. Management evaluations in the Bahamas focus on job satisfaction and not encompassing the employees psychological well being. The existing research conducted on emotional conflict and dissonance; adds vital information to the general body of knowledge. Notably, as the Bahamas number one industry is tourism, indicating a large portion of the population engages in the provision of service. There has been no study has been conducted in the Bahamas in this area. The purpose of this study is to measure employees attitudes towards emotional labour. The essential assumption is that employees attitudes are critical factors in the formation of the professed positive or negative consequence of performing emotional labor. Particularly, at what levels are emotional labour conducted via surface acting, deep acting, and the effect that it has on service workers, and its associated burnout consequence? The hypothesis is that employees attitudes are vital factors in determining the apparent positive or negative outcome of performing emotional labor. It is expected that the findings of this study can contribute not only to the existing body of literature on emotional labor, but also assist managers and others in the service industry to better understand the impact of job demands on employees. It could also assist them with employing ways to assist their employees when coping with certain conflicting situations. The research objective will be addressed by the following hypotheses: H1a: There is no relationship between gender and surface acting. H1b: There is no relationship between gender and deep acting. H1c: There is a relationship between gender and burnout. H2a: There is a relationship between age and surface acting. H2b: There is a relationship between age and deep acting. H2c: There is a relationship between age and burnout. H3a: There is a relationship between industry experience and surface acting. H3b: There is no relationship between industry experience and deep acting. H3c: There is a relationship between industry experience and burnout. H4a: There is a relationship between department and surface acting. H4b: There is no relationship between department and deep acting. H4c: There is a relationship between department and burnout. Previous studies on emotional labour placed emphasis on the service industry employees attitudes towards emotional labour as a collective, not specifically by this demographical assessment. The return rate on the surveys was lower than would have been preferred; however, the assessment was conducive for this study. Review of Literature Todays business environment can be described as turbulent; one that has scarce resources where you are expected to do more with less (Karatepe and Aleshinoye (2008). There is intense competitive pressure and rapid rates of technological changes. One central part of the service industry is the social interaction with customers or guests. Due to the enlargement of the service industry and growing competition, the demand on emotional labour and self control is high. As with any social contact, the obligation to control ones emotions plays a vital role (Zapf and Holz, 2006). In times past the behaviour of employees, the way they responded to employers, fellow employees and customers was not taken into account in a serious way as the work environment was a place where their personal feelings were to be left outside the workplace (Grandey, 2000). Many researchers have praised Hochschilds 1983 study investigating the work of flight attendants, showing that a substantial part of the job was dealing with the passengers and their emotions, to which the term emotional labor is attributed to (Aleshinoye and Karatepe, 2008; Diestel and Schmidt, 2006; Lewig and Dollard, 2003; Tracy, 2005; Zapf and Holz, 2006). Emotional labour involves diverse emotions; whether it is enhancing, faking or suppressing emotions to modify the emotional expression. Conjointly, emotions are governed in response to the display rules for the organization. The notion of emotional labour which is considered a prospective force of customers emotional position and subsequent valuation of service interactions, refers to the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions (Morris Fieldman, 1996; Karatepe and Aleshinoye, 2008; Brotheridge (2002)). The differentiating requirements of emotional labour are (Zapf, Vogt, Seifert, Mertini, and Isic, 1999): (1) the necessity to exude positive emotions (PE), (2) the necessity to exude and handle negative emotions (NE), (3) the necessity to exude sensitivity emotions (SE), and (4) the emotional dissonance felt (ED). The literature on service work highlights the increasing importance of image so that service work ers must be in-perceptively conceptualized as cultural sign vehicles. In recent years, there has been enlarged dialogue of emotions in an organizational context (Sturdy, 2003), enabled by a rising view of emotions as evaluative judgments. An example of this can be seen in the tourism industry of the Bahamas. In the tourism industry, the hospitality product is one of service. One must be friendly, courteous and helpful. The success of this industry depends on customer satisfaction. It is unlike other industries as it is unpredictable (Kusluvan, 2003). The creation of a successful tourism product is based on a duel partnership between the country catering to the tourism and the tourist who visits that country (Dijk and Kirk, 2007). To achieve this unblemished service, employees who are in everyday face-to-face interactions with clients are required to do emotional labour. Schneider (2010) describes it to be ones ability to adapt to change in ones demeanor in order to achieve the best results whether success is achieved or not. It was felt that depending on the cliental, those who work in customer service should be able to adapt to the emotion that would be most effective to meet the needs of the organization (Grandey, 2 000). The emotional labour offered by employees is of vital importance when the aim and goal of the employer is to provide such an experience where both the visitor and the customer would develop an appreciation not only to share with others but would have them returning again and again (Dijk and Kirk, 2007). The appearance of the suitable emotion during face-to-face exchanges is a job requirement for many employees in the service industry. Ruz and Tudela (2010) states that ones state of mind is an essential component in how we relate to each other. We know that if we present ourselves in a positive way we will experience positive results. However, we should be careful as there are persons who can pretend to be positive at times but in truth can display negative actions from time to time causing conflict. It is a strange phenomenon but it has been observed that the behaviour of some persons differ in the job environment as oppose to their private lives (Kusluvan, 2003). At the interaction level, the emotional labour can be seen as a gauge of either positive or negative social relations with customers, while the conceptual level relates to the mechanisms that process the emotional work notion. The latter is more controllable and in some cases becomes an amusing experience for employees who structure emotional labour as a strategic exchange. Dis-identification can seemingly aid emotional labour. This usually occurs in conjunction with accomplishment of ones work when it is ambiguous (Tracy, 2005). According to Karatepe and Aleshinoye (2008) there are three modes of acting, surface acting, active deep acting and passive deep acting. Surface acting occurs when employees falsify their emotions by altering their outer conduct/performance to match the organizational display rules while private feelings continue to be unchanged. Active deep acting occurs when employees have to put forth effort to control emotions by regulating their expressive behaviors and inner feelings. Passive deep acting occurs when employees may involuntarily feel emotions needed for a particular situation. The processes of surface acting (managed observed expressions) and deep acting (managing feelings) coincides with the working definitions of emotional labor as a process of emotional regulation, and they provide a useful way of engaging emotional labor. Ideally, employers would prefer that employees leave their problems outside the workplace. However, as human beings this is not always achieved. If there are differences in how these two processes of emotion management relate to the outcomes, suggestions can be made for organizational training and stress management programs. For the most part, employers, have in place various programs, counseling, fund raising for example, to assist employees to cope with stress. In doing so, it is hoped that employees are more likely to be efficient. Showing compassion in the workplace can be a win-win situation (Frost, Dutton, Worline and Wilson, 2000). In spite of the fact that some customers may be insolent, employers expectation of their employee s is that they display professionalism by displaying tolerance and offering help under all circumstances (Schneider, 2010). Grandey (2000) supports this, stating that when organizational desired results are not achieved, various training programs are conducted by employers in order to destabilize those negative behavioral responses associated with various negative emotions. However, training is only one aspect to enhance behaviour in the workplace. It is important that employees respond to customers in a courteous and pleasant way no matter what the employee may be experiencing on a given day. Again, this response is not always suitable as there are some jobs where employees are expected to demonstrate a more aggressive type of response in order to achieve the desired effect (Nunan and Knox, (2005). Yang and Chang (2008) found that emotional labour should be measured using five dimensions emotional display rule (EDR), surface acting (SA), deep acting (DA), variety of emotions required (VER), frequency and duration of interactions (FDI). Emotional labour was measured with a slightly modified scale utilizing a 7-point Likert Scale. Particularly, the EDR was the level at which employees reported that their emotional displays were restricted by their jobs. The study also took under consideration the socio-demographic variables examined, including age, gender, employment and marital status. Grandey (2003) states that when considering ratings it is felt that the higher ratings should be accredited to the deep acting which is the display of genuine emotions as oppose to surface acting. Dijk and Kirk (2007) describe emotional display rules as rules that require employees to manipulate their emotions in order to achieve goal for a promised award such as an increment. On the other hand w hen they fail to meet the required goal of the organization they can very well encounter disciplinary action. Hochschild (1983) claimed that the way persons conduct emotional labor is predisposed by an assortment of individual and situational characteristics. Seldom is emotional labor formulated as having an interior source of inconsistency, one that is thoughtful of the continuing condition of the person as opposed to being a creation of the circumstances. The individual difference approach to emotional labor involves the measurement of individual dispositions and the supposition that these measures can assist in explaining individual attitudes and performance (Staw Ross, 1985). It can then be understood that persons can be characterized into certain proportions, that these proportions have some constancy over time, and that these dimensions are useful in predicting individual behavior across situations (Staw Ross, 1985). It is proposed that individual characteristics influence the individuals performance of emotional labor through different acting mechanisms, and result in different outc omes. The basic assumption is that, persons with different dispositions evaluate the same emotional display rules differently. A complication in providing emotional labour is increased in employees with restricted backing for power (Tracy, 2005). Zapf and Holz (2006) make reference to Hochschilds argument that conducting emotional labour for long periods of time would overburden the service providers capability to show the preferred emotions. The employee would continue to smile, but the feeling would not be in it. This inconsistency is what is labeled as emotional dissonance. The kind of circumstances that end up in emotional dissonance can easily occur in service interactions. This is because the inconsistent temperament of service delivery as much depends on the situational factors involved such as the employees feelings on that particular day or stressful interactions with demanding or difficult customers. It is difficult, in many instances, to determine that the behaviour of individuals in terms of whether their actions are natural or programmed (Kusluvan, 2003). Lewig and Dollard (2003), states that emotional dissonance subsequently results in depression, low self-worth, despondency and withdrawal from the job. There are times when employees are placed in situations where their emotions are tested and tried by those in administration. These experiences can be taxing on ones health and as a result, leave them drained. In addition, employees become demoralized to the point where those they are expected to service suffer as they are unable to perform their duties in a satisfactory manner (Grandey, 2000). Karatepe and Aleshinoye (2008) noted that employees who are in frontline service jobs are vulnerable to emotional dissonance. They noted that the incongruence between felt and displayed emotions captures two modes of surface acting and passive deep acting which are at the opposite ends of a scale. It also pointed out that emotional dissonance and/or emotional exhaustion may give increase to negative job outcomes such as job performance or job d issatisfaction. Zapf and Holz (2006) further state that the reaction to emotional demands in service work is described as burnout: a syndrome that consists of depersonalization, exhaustion and reduced personal accomplishment. Because surface acting consists of faking ones expressions; pretending to have certain feelings that do not exist. This alone is stressful and can prove to cause one to become detached from ones true feelings and those of others. In addition it can also bring about lack of ones personal achievement especially if the customers were not impressed (Brotheridge, 2002). The long-run effect would lead to psychological ill heath brought about by alienating personal feelings. Lewig and Dollard (2003) further express that the felt emotions and displayed emotions experienced within dissonance can lead to dysfunctional emotional labour for a worker. Tracy (2005) describes the declaration of an elected identity elucidated emotional labour. This identity is constantly reconditioning but it is not real. Kusluvan (2003) expresses that one has to have a keen insight into the behaviour of persons as they are not always authentic. Grandey (2003) discovered that there are ways in which one can determine whether ones emotional display is genuine or not. For example, a smile also known as a Duchenne smile by looking at which muscle around the eye is being used. However it is not clear whether this is so with a faked smile and whether they influence observers in a negative way. Depersonalization is said to be the tendency to treat clients like objects and too change into an unsympathetic behaviour with regard to clients. Because deep acting is closer to actual genuine feelings the chances are that the expectation is that there would be a lower level of depersonalization and that one would experience more personal achievement (Brotheridge, 2002). Exhaustion measures the feeling of the burnout. While personal accomplishment includes the position of having the capability to carry out functions and skills to meet personal goals on the job. Emotional exhaustion is preempted by emotional dissonance. It has been debated that the role conflict is identical with emotional dissonance and proceeds emotional exhaustion. Emotional dissonance as a result leading to unhappiness with a job is foreseen through individuals (Ludwig and Dollard, 2003). Zapf and Holz (2006) make it clear that the need to display negative emotions should not be misconstrued as letting out ones personal negative emotions. Instead, the restrained expression of anger may be used to make plain that one is critically affected by something or one is taking something seriously. Lewig and Dollard (2003) found that while the display of positive or negative emotions as well as sensitivity requirements, are not necessarily stressful. However, they may become so, through emotional dissonance. Zapf and Holz (2006) state, that the explanation for the positive and negative effects of emotional labour on burnout can be divided into two levels: interaction and conceptual. Karatepe and Aleshinoye (2008) found that negative affectivity is positively related to emotional dissonance and exhaustion and that these were consistent with the perception mechanism. They concluded that the face-to-face service providers emotional exhaustion, as they hypothesized, was positively related to emotional dissonance. Yang and Chang (2008) found that EDR was significantly correlated with all job satisfactions subscales as well as the organizational commitments subscale; and interestingly they found no significant relationship between VER and job satisfaction. Lewig and Dollard (2003) discovered that when service workers are given the means by which he or she can manage effective and developing interaction, thereby providing them with a greater sense of self worth, emotional labour becomes functional. Interactions with customers are favorable due to optimism and emotional stability by introducing a barrier between them and the associated emotion. In contrast, it was pointed out that employees experiencing emotional dissonance on a continuous basis lose their scanty resource reservoir and are faced with emotional exhaustion, which gives rise to substantial costs for organizations. This was in spite of the fact that service with a smile was seen as an established job requirement during the selection of new employees in service (Karatepe and Aleshinoye, 2008). Their results also confirmed that emotional dissonance partially mediates the effect of built-in motivation on emotional exhaustion. But consistent with the COR (Conservation of Resourc es) theory where persons seek to acquire, maintain and preserve certain resources, employees with built-in motivation may cope with emotional dissonance, and, as a result protect themselves from emotional exhaustion. Ruz and Tudela (2010) found that persons made more errors and took a longer time completing tasks when the emotions displayed by a customer did not agree with their natural feelings. Karatepe and Aleshinoye (2008) also found in their study that there are employees who are vulnerable to high emotional dissonance. These employees try to concentrate more on their job-related duties and responsibilities in order to protect themselves from experiencing further emotional dissonance to ensure that they perform effectively in the organization. The school of thought here is that emotional dissonance does not have any bearing on job performance. In order to maximize the skills and abilities of employees, it is imperative that employers evaluate those skills and abilities with the view of assigning employees appropriately (Bailey and McClough, 2000). Pugh (2001) emphasizes that organizations would do well to recognize and appreciate the importance of the emotions of their employees because their emotions can make or break their business. Dijk and Kirk (2007), further states that employees must be mindful of the type of environment they provide not only for the tourist that visit their establishment, but also for the persons they employ to perform as there are times when stress can get out of hand. Methodology This study is quantitative in nature, seeking to measure service employees attitudes towards emotional labour, specifically, surface acting, deep acting and the consequence of burnout. The parameter of this study is limited to the hospitality industry; this section describes the sample and sample selection, instrument, procedure and analysis. Sample Sample Selection A sample size calculator publically serviced by Creative Research Systems online was used to produce the sample size. The population: one hundred and sixty-five (165) employees who work at a timeshare resort, using a confidence level of 95% generated the sample size of one hundred and sixteen (116). The sampling parameters focus only on those guest-contact (face-to-face or voice-to-voice) employees who perform emotional labor on a daily basis. The guest-contact employees included in this purposed study are those who work in the Front Office, Concierge, Housekeeping, Engineering and Sales departments. Entry-level employees and middle managers were included in the sample, senior management was not. Criteria for being a participant: Participants must be full-time employees Participants have to be guest-contact employees (face-to-face or voice-to-voice) Procedure A meeting was held with the General Manager (GM) of the timeshare resort to initially introduce and seek permission to conduct this study. After which, the GM was formally presented with a copy of the research proposal and a formal letter requesting permission for the administration of the survey. Permission was granted and the managers of the various departments were notified and advised to inform their respective departments about the administration of the surveys. The surveys were personally distributed and monitored over a three (3) day period. Potential participants were approached and asked to partake in the study; consent was gained from each participant. Each employee was briefed that they could withdraw from the survey at any time. The participants details were anonymous and were only identifiable by gender, age, industry experience and departments. Employees attitudes are critical factors in the formation of the professed positive or negative consequence of performing emotional labor. Particularly, at what levels are emotional labour conducted via surface acting, deep acting, and the effect that it has on service workers, and its associated burnout consequence? This question was addressed by the following hypotheses: H1a: There is no relationship between gender and surface acting. H1b: There is no relationship between gender and deep acting. H1c: There is a relationship between gender and burnout. H2a: There is a relationship between age and surface acting. H2b: There is a relationship between age and deep acting. H2c: There is a relationship between age and burnout. H3a: There is a relationship between industry experience and surface acting. H3b: There is no relationship between industry experience and deep acting. H3c: There is a relationship between industry experience and burnout. H4a: There is a relationship between department and surface acting. H4b: There is no relationship between department and deep acting. H4c: There is a relationship between department and burnout Instrument. A self administered survey was used to collect the data. The overall design was a survey constructed with the influence of the extensive literature review. A five point Likert scale was used with the options of Always (5) to Never (1) accompanied each question. There were no verbal labels for scale points 2 through 4; this indicated the equal interval of one between them within the range 5 and 1. Emotional labour was measured by Q6, Q7, and Q11; surface acting was measured by Q8, Q9, Q11 and Q12. Deep acting was measured by Q13, Q14 and Q15, and burnout was measured by Q16, Q17 and Q18.  [1]   With the use of a convenient employee sample approach to collect data, there were some constraints in terms of this studys sample requirements as 116 surveys were attempted, only 64 surveys were adequately completed and admissible for analysis. The data was then analyzed was carried out in each socio demographic (gender, age, industry experience and department) using the t-test and single factor ANOVA analysis. The t-test was carried out to compare the means of each participant for either questionnaire to check the questionnaire was reliable over time. When multiple t-tests are conducted a significance problem develops and reduces validity. The ANOVA analysis overcomes this problem by detecting the differences as a whole. Findings and Analysis The demographics of the study sample indicated that 45.31% of the respondents were female and 54.69% were male. All of the respondents had industry experience of at least 1 year, and most of them had more than ten years experience (39.06%). Table 1 shows the descriptive analysis means, standard deviations, variances and skewedness of variables used in this study. Table 1 Means, Standard Deviations, Variances, Skewedness M SD V Emotional Labor 3.99 1.35 1.84 Surface Acting 3.61 1.55 2.40 Deep Acting 3.50 1.40 1.97 Burnout 2.90 1.53 2.34 The total sample (n=64) averaged the experienced of emotional labour at 3.99 (SD=1.35), surface acting at 3.61 (SD=1.55), deep acting at 3.50 (SD=1.40) and burnout at 2.90 (SD=1.53); each mean out of a possible 5. This shows that the majority of the responses were close to the respective means. Individual T tests were used to analyze the differences of surface acting, deep acting and burnout amongst the demographics. The means from the total sample for SA=3.17, DA=3.3

Teaching Philosophy Statement :: Philosophy Education Essays

Teaching Philosophy Statement My philosophy of education draws on a number of theoretical frameworks. However, the key component is the individual, more specifically, the child. Each of us - each child - is different and unique, even though we reflect a socially constructed view of the world. The tension between difference and shared construction can be conceived of as a result of each individual’s experiences. Such experiences are a result of living in a social world and are different from those experienced by others. In addition, the way in which each individual incorporates these experiences into his or her overall understandings, through making relationships or making meaningful connections, results in uniqueness. In general, I see teaching and learning occurring in a classroom community based on providing opportunities for students to develop the skills and understandings necessary (a) to function effectively in a democracy, (b) to conduct inquiry, (c) to individually and socially negotiate and construct meaningful understandings, (d) to critically examine the relevance of particular modes of inquiry and particular knowledge claims for the specific context in which they are working, and (e) to develop complex understandings both within and across disciplinary boundaries. Point â€Å"d† refers to finding the middle ground between the unrestricted relativism of some postmodernist critiques and the positivism that has marked our previous approaches to learning and teaching. My entire philosophy and approach to teaching and learning science is elaborated upon in my book from Irwin Publishing: Creating a Classroom Community of Young Scientists: A Desktop Companion. With this scenario as the basis, I see education as a process of constructing complex, meaningful understandings. The essential ingredient in this process is providing opportunities for children to understand relationships. All too often in schooling, we teach children what some "thing" is without seeing how that "thing" is related to other things. The patterns of how "things" are connected needs to be the primary focus. For instance, in science we may teach children that a sparrow is a bird and that birds have certain characteristics. However, this view is essentially devoid of context and meaning. Alternatively, we can look at how birds are related to other organisms in their structure, actions, and so forth (i.e., homology, analogy, evolution, etc.). We can help children connect their ideas about and personal experiences with birds to math, poetry, art, music, and other disciplines. The potential richness of meaning needs to be the focus.