Macbeth Essay Example for Free

Macbeth Essay Since the Mesopotamian time of 3000 B. C. numbers have been a basic piece of life and are effortlessly found all through society, imbedded in religion, interlaced in folklore and ordinarily related with odd notions. Indeed, even in the twenty-first century individuals despite everything have confidence in old numerical notions, for example, the fortunate number seven, or the unfortunate number thirteen. During the seventeenth century William Shakespeare utilizes cultural notions in his renowned catastrophe, â€Å"Macbeth†, by writing in a triple artistic example. Shakespeare reexamines the number three by relating in to insidiousness and dimness all through the play, giving it another odd significance. â€Å"Macbeth† follows the change of the title character from thane to lord, normal to underhanded. In the wake of setting down two uprisings against the King of Scotland, Macbeth is granted title and favor with the thoughtful King Duncan. When welcomed by three baffling witches, they forecast that Macbeth will be made Thane of Cawdor and in the long run King of Scotland. They likewise prophesize that Banquo will bring forth a long queue of Scottish lords yet will never be above all else himself. Macbeth and Banquo treat their predictions incredulously until some of King Duncan’s men come to thank the two officers for their triumphs in fight and to disclose to Macbeth that he has to be sure been named thane of Cawdor. In endeavor to help the prescience, Macbeth kills the great Duncan and is delegated King of Scotland, yet once his extraordinary objective to be the best is accomplished he starts to fear the prediction delivered to Banquo. In dread of being toppled from the seat Macbeth goes on a maniacal frenzy endeavoring to ensure his future while demolishing his mental soundness and brings upon himself his own destruction. While entrapping the triple abstract example into an appalling plot, William Shakespeare presents the presence of three spirits, the three homicides, and the character decision of three witches to encourage underhanded at the nearness of the number three. Shakespeare turns the ordinary and customary importance of three’s topsy turvy in act one, scene one when he starts to relate the number to abhorrent. Threes are ordinarily identified with solidness and culmination; in religion there is God omniscient, ubiquitous and supreme, in time there are three divisions, past, present and future, and three linguistic people me, myself and I. In a dull and dismal gathering, Shakespeare acquaints his crowd with three ladies who will keep on frequenting Macbeth all through the play: the three unusual sisters. As the main characters the crowd has the joy of meeting, the witches set the state of mind for the whole play with a sense heavenly as â€Å"instruments of darkness† (I. iii. 136). In the initial scene of the play each witch talks multiple times inside the initial eleven lines, the initial two being â€Å"When will we three meet again/In thunder, lightning, or in downpour? coupling three unfortunate and undermining conditions, proposing tightening influences and impediments as these three things for the most part occur simultaneously. The triplet design starts with this, giving a misguided feeling of strength until to the crowd until the witches express that what is â€Å"fair is foul, and foul is fair† (I. I. 12). This proposes the steadiness of threes is really a sham and will bring insecurity and bedl am. Prior to their gathering with Macbeth, the clench hand witch educates her sisters that she has arranged vengeance against a mariner whose spouse wouldn't share her chestnuts. Through her portrayal of her arrangement, Shakespeare uncovers to his crowd that they groups extraordinary force yet with limits not at all like an instrument of destiny would have. She intends to move through a â€Å"sieve† (I. iii. 9) to revile him however she isn't ground-breaking enough to have him wrecked, just to have his boat â€Å"tempest-tossed† (I. iii. 26), indicating their cutoff points. As the main witch clarifies her arrangement she talks in triplets, â€Å"I’ll do, I’ll do, and I’ll do† (I. iii. 11), to accentuate her underhanded expectations. At the point when Macbeth and Banquo present themselves to the witches just minutes after the fact, they welcome Macbeth â€Å"All hail, Macbeth! Hail to thee, Thane of Glamis! /All hail, Macbeth! Hail to thee, Thane of Cawdor! /All hail, Macbeth, thou shalt be the best henceforth! † (I. iii. 51-53). Three welcome that appear to be so reasonable â€Å"of respectable having and of regal hope† (I. iii. 59) make certain to turn foul. The welcome copy the basic welcome of the New Testament, â€Å"All Hail† (Matthew 28. 9). In Matthew 26. 49, Judas gets ready to sell out Jesus to the Sanhedrin and Roman officers. He will likely distinguish Jesus by welcome him with a kiss so the officers will realize which man to capture. Judas approaches Jesus, saying, Hail Master. The witches welcome Macbeth likewise, and, as Judas sold out Jesus, so do the witches sell out Macbeth. This reflecting correlation shows Shakespeare cutting all scriptural and heavenly convictions in the number three, utilizing strict proof to dispose of that three is various dependability. Shakespeare even has his three witches talk in logical inconsistencies to make moral disarray and increment the nearness of insidious, for example, when the witches describe Banquo as â€Å"lesser than Macbeth, and greater† (I. iii. 68). In the wake of starting a lot of mischief, the witches vanquish, not to be seen again until the principal scene of the fourth demonstration. The sign to start their malicious mantras is brought to the witches by three yowls of a â€Å"brinded cat† (IV. I. 1). Once more, the witches alternate, talking in a triple example, going ahead and introducing a rhyming, triple articulation to open the demonstration; â€Å"Thrice the brinded feline hath mewd. /Thrice, and once the fence pig whimpered. /Harpier cries â€Å"‘Tis time, ‘tis time† (IV. I. 1-3). While chipping away at preparing mix the witches serenade around a cauldron, tossing in different things, alternating to include their commitments, isolating the fixings into three separate gatherings. At the point when Macbeth shows up to the natural hollow he welcomes the witches as â€Å"secret, dark, and 12 PM hags† (IV. I. 48), three negative depictions trickling with detestable meanings. The â€Å"weird sisters† (III. iv. 165) close the underhanded nearness inside triplet designs by introducing three secretive dreams or spirits to Macbeth, so as to furnish him with a similar feeling of bogus security that the crowd had felt at first. With thunder thundering out of sight, Shakespeare pushes his principle character into different circumstances that would startle any individual â€Å"milk of human kindness† (I. v. 7). At the point when Macbeth is confronted with the three specters they bring him reasonable sounding news that is destined to be dangerous and â€Å"foul† (IV. iii. 28) in light of the triple unsurprising example. At the point when the first of the three otherworldly spirits appears to Macbeth as a drifting warhead, cautioning him to â€Å"beware Macduff† (IV. I. 81), Macbeth disregards it, definitely knowing this. At the point when the subsequent phantom shows up as a bleeding youngster, it discloses to Macbeth that no man conceived of a lady can do him hurt. This gives Macbeth incredible certainty: Then live Macduff: what need I dread of thee (IV. . 93). At long last, the third apparition shows up as a youngster wearing a crown with holding a tree close by. This apparition is the one to mix Macbeth’s blood and frighten him and makes them request to know the significance of the last vision. The kid discloses to Macbeth that he â€Å"shall never be vanquished [†¦] until/Great Birnam Wood [comes] to high Dunsinane Hill† (IV. I. 105-106), an apparently incomprehensible undertaking, however in the Shakespearean universe of three’s, things are not as they appear. T his, giving Macbeth bogus security, is trailed by a parade of eight delegated lords all like the one preceding. The last ruler conveys a mirror, indicating an apparently perpetual genealogy of rulers, terrifying Macbeth into overbold, careless silliness, in spite of his past semi-insightful conduct. The three nebulous visions all in still a misguided feeling of confidence in Macbeth however after Shakespeare’s triplet designs have caused only sorrow during the play, the crowd can see through the prophetic devils that go about as images, anticipating the manner in which the predictions will be satisfied. The warhead recommends a third resistance, the initial two put somewhere near Macbeth while the third is brought about by his deceptive courses in a new development that can possibly propose that in the event that Macbeth hasn’t kicked the bucket the initial multiple times, at that point the third time’s the appeal. The ridiculous offspring of the subsequent vision is the picture of Macduff as a darling â€Å"from his mother’s belly/less than ideal rippd† (V. viii. 19-20), conveyed through cesarean area. This minor detail that sidesteps Macbeth is the way in to his destruction, and gratitude to his numbness he accepts he is invulnerable. The line of lords, push in Macbeth’s face is his last expectation, the completing blow. With the information that there will be men who â€Å"are too like the soul of Banquo† (IV. I. 127) Macbeth subliminally realizes that all expectation is lost to him, however he sticks to the second nebulous visions discourse, guaranteeing that he can't be hurt by any individual conceived of a lady. The horrendous three’s that Shakespeare ensnares into the apparition’s fate filled messages foresee the passing of Macbeth, yet in addition lead him to it. It is by his confidence, pride and desire that Macbeth accepts he will endure, hearing just what he wishes from the predictions. Since the predictions propose he will be fine, Macbeth acknowledges it and accepts so without keeping an eye out for himself; he doesn't endeavor to forestall the insubordination, nor does he remain in the palace when he realizes he is an objective on the grounds that â€Å"none

Jenifer Cantor Nurse

Question: a) You read around a few distinct cases including surrogacy. I need you to give short rundowns of 3 of these cases. Sum up the case including Jennifer Cantor. Next sum up the case including Dawne Dill. Last, sum up the case including Cathy Hilling. b) We talked about two various types of surrogacy in Week Two. Clarify this qualification. Next clarify the kind of surrogacy for the situation with Jennifer Cantor. Make certain to give printed proof to help your view. c) One concern we examined in our readings on surrogacy includes the concern that surrogacy urges ladies to build up a separation from their children and this is awful. Sum up this worry. In the Newsweek/Daily Beast article, the kind of issue comes up when the instances of Gernisha Myers and Stephanie Scott are talked about. In that capacity, I need you to sum up the cases including Gernisha Myers and Stephanie Scott. End by offering your considerations on the quality of this worry with surrogacy. d) Explain why a few peopl e article to surrogacy in light of the fact that it prompts the misuse of ladies, especially poor people. This issue is addressed in the New York Times article. Given how surrogacy is as of now rehearsed in the United States, and based what is said in the New York Times article, are poor ladies abused as proxies in the United States? e) At one point in the New York Times article, it makes reference to a Roman Catholic cleric who calls attention to that the Church disapproves of infants delivered through surrogacy. Be that as it may, the New York Times article doesn't broadly expound clarifying the reasons why the cleric disapproved of this. Utilizing our readings from Week Two, expand on the reasons why the Roman Catholic minister disliked surrogacy. The writer of the New York Times article, Alex Kuczynski, who is the lady who employed the proxy Cathy Hilling, makes a short reaction to the minister. What is her reaction? Do you feel that her reaction is acceptable? Why or why not? f ) One of the significant issues as far as the ethical reasonability of surrogacy includes the issue of whether it includes infant selling. Utilizing our readings from Week Two, clarify the two sides of this issue for the situation with Jennifer Cantor. For what reason may somebody imagine that there was no infant selling engaged with the cases with Jennifer Cantor? Furthermore, clarify why somebody may believe that there was child selling associated with the cases with Jennifer Cantor? End by saying on the off chance that you think infant selling is or isn't associated with surrogacy for the situation with Jennifer Cantor. g) End by presenting your own contemplations on the issue of surrogacy. Do you think it is ethically allowable or not? Answer: 1. a) Jenifer Cantor is a surgiocgal medical attendant of Huntsvile, Ala. She is 34 years of age and she needs to be pregnant. She has a girl named Dahlia, 8 yerars old, and has no arrangement for another kid. She had an agreement with Kerry Smith and his better half Lisa about her surrogacy. Lisa had hysterectomy at 20-year-mature age, along these lines couldn't get a kid. On March 20, 2008, Jenifer brought forth two sound 6 pound young men, named Ethan and Jonathan. She was paid $20,000 to $25,000. Dane Dill is a multi year elderly person with two children, English instructor and wedded to Travis. She is presently conveying a proxy twin for unknown European couple and the couple. One of the offspring of Dill is mentally unbalanced and that is the explanation she needs the cash, for opening a rec center for her child (Kuczynski, 2015). On account of Cathy Hilling, she was pregnant and brought forth the kid on May 11. She had three solid kids and her better half Mick, who was the VP of a credit association. Cathy conveyed a kid in New pullover a year ago. The cash was required for helping her children in school (Kuczynski, 2015). 1. b) There are two sorts of surrogacy, the hereditary surrogacy and gestational surrogacy (Alghrani, 2012). The hereditary surrogacy includes the utilization of one egg from the proxy and the youngster have hereditary connection with the substitute, though in gestational surrogacy, substitute doesn't have connection with kid, no egg is utilized from proxy. Jenifer Cantor had a surrogacy of gestational sort, as no egg was utilized from her, and the kid was not hereditarily like her. 1. c) Surrogacy impacts a lady to be disengaged from the child. On account of Gernisha Myers, she was conveying the offspring of Karin and Lars, when gotten some information about the connection with the infant, she just said that, she realize the child isn't her and she just feels like sitter, instead of a mother (com, 2015). On account of Stephanie Scott, she was profoundly joined with the infant, as after birth of the kid, she couldn't take a gander at the kid, and felt wired, however she knew about these issues by organization (Newsweek.com, 2015). The organizations tells about the issues in regards to the surrogacy contract, yet as the mother and youngster connection is the most delightful connection in world, separation with the child hampers the psychological status of the substitute (Deonandan, Green Van, 2012). 1. d) Surrogacy is turning into an abuse of explicitly poor lady. This is on the grounds that it is found in investigation of Parks (2010) that, poor penniless ladies are misused by arrangement of less charge with more work, which is unscrupulous. Accordingly, the underdeveloped nation individuals are in peril to be misused in this issue. 1. e) The Roman Catholic minister disliked surrogacy on the grounds that, the method is unsatisfactory to roman catholic and common law of thought, that replaces the regular procedure of conjugal intercourse, including an outsider, which is surrogacy (Stearns, 2012). Alex reacted in a matter of seconds to the cleric, he confused her, however she thought youngster is a blessing from god, and surrogacy brought her kid, so this isn't unscrupulous practice. 1. f) Baby selling issue ought to be took in concern, it isn't allowable, in light of the fact that a few people thinks this is a child selling process for getting cash (Jadva et al. 2012). In Jennifer Cantor case, she was not as much connected with the youngster, and had a place from a well family, and the couple employed her treated great with her after conveyance, so infant selling was not associated with this case.g) Learner thinks surrogacy is ethically reasonable whenever worked with moral thought, as it can carry bliss to an unfertile couple, and in some cases may support a destitute lady (Chervenak McCullough, 2011). Nonetheless, the abuse and misuse of lady for cash is a significant theme for dilemma.From the perspective of Noonan, it is seen that, he thinks an embryo, after the third trimester reserve the option to live, and he bolsters the assurance of personhood, which is being exposed to the contention. Nonetheless, similar to an individual, embryo has the option to live , in any case, just if moms life is in danger, fetus removal can be reasonable, in light of the fact that all things considered, it go about as self-protection. Then again, Thomson believes that, hatchling has a privilege to live, while it is considered as an individual, however for self-protection, it very well may be prematurely ended. He clarified her contention with three analogies, first, kid developing in a house, supporting fetus removal for self-preservation of mother, second, individuals seed relationship and the third one is Volinist similarity, supporting the reality of contraception disappointment and assault cases. In this cases, fetus removal cases are legitimate for what it's worth against ones wish. Premature birth is admissible in the instances of assault or danger of moms, since it is identified with human morals and standards of society, yet in contraception disappointment cases, premature birth ought not be allowable, for this situation mother is recently known with the impacts of sexual relationship, and a hatchling having the privilege of life can't be prematurely ended uniquely for one wouldn't like to have it. In this way, perspective on Thomson is more grounded (Bailey, 2012). 1. b) in the event that 1, a few children having club feet, congenital fissures and webbed fingers were prematurely ended in England, which turned into a significant open worry in 2003, when Jonna Jepson tested Wst Merica police for not making strides against specialists who did premature births, challenge fizzled. An inquiry rose illegal, supporting dismissal of embryo having minor incapacities. Club feet is a condition foot when bottom isn't put in level ground. It is a condition having parted on lips, incorporates taking care of issue, opening of mouth is in nose. The case 3 talks about the odds of premature birth in the wake of realizing the hatchling having Down condition. Sarah is an eleven years of age young lady having down disorder and took [art in the crusade of emergency clinic. The presidents upheld their endurance. Specialists suggest various tests for guardians decision. Down condition is a hereditary issue, having third duplicate of 21 chromosomes, by and large has mental disarranges. Marquis see proposes that, the view hatchling having FLO, slaughtering an embryo isn't right, as the baby is denied of future worth (Kaczor, 2011). One can utilize Marquis see that a baby has FLO, that is the reason it ought not be slaughtered, which underpins that premature birth isn't passable, then again, Marquis see for genius decision, is if a lady is compelled to be pregnant, and in first phase of pregnancy, hatchling isn't feeling torment, along these lines, fetus removal is alright. At long last, Marquis position, premature birth isn't alright in these cases. 1. c) From the article, it is seen that, a lady getting pregnant at school age, gets no help from training or social foundation, she is recommended to experience premature birth. Instructive framework bears for fetus removal, however not for bringing forth her kid. Forster think fetus removal is a once in a while free decision in light of the fact that more often than not lady are compelled to be prematurely ended, on account of absence of help, society figures the infant can demolish her life, she need to forfeit instructive, individual and expert life for the infant (Merino, 2012). Encourage asserted, premature birth can hurt a lady by presenting barrenness, bosom malignant growth, further unnatural birth cycles and demise too. It likewise influences the psychological status of a lady. One ought to tune in to a lady for reason of premature birth, and afterward with a system one should endeavor to kill the significant reason for fetus removal. Ladies ought to be occupied with training,

Airline Planning and Management CW Essay Example | Topics and Well Written Essays - 2500 words

Aircraft Planning and Management CW - Essay Example There are 3 significant kinds of tickets: Booking one month ahead for the least expensive ticket, booking multi week ahead and in conclusion booking the adaptable ticket 2 days ahead. The costs in table 3 are given for the adaptable tickets and for a day return stumble on a weekday. These costs are utilized so as to streamline the counts for the charges. Likewise occasions couldn't be barred by introducing other ticket types, though the tolls are fundamentally higher. Costs incorporate assessments and charges for a roundtrip. Worth referencing is that all admissions are from London and it is accepted that the cost is comparative on the other course. Be that as it may, the division of evaluating is distinctive because of Euro/Pound rate contrasts among Porto and London, separately. The air terminal of decision in London for the new aircraft is London City. In this manner, the new aircraft will serve the course London City (LCY) in London, UK to Francisco Sã ¡ Carneiro Airport Porto (OPO) in Portugal. to date there is just one non-stop trip toward every path at the weekdays from London to OPO with a few non-non-stop trips what's more. In table 3 (b), the carriers have been constrained to just non-non-stop flights that don't fly longer than 5 hours. This implies non-non-stop flights flying longer than 5 hours are barred. Following figure 1 shows the short separation among LCY and OPO and the subsequent advantages of building up non-stop flights: Travelers will welcome the short length of movement and non-stop flight alternative to and from OPO There is various variables that settle on the decision of LCY-OPO profoundly reasonable. Fundamental explanation is the all out number of transporters handling the course. In view of the accessibility of numerous aircraft transporters, there is a lot of rivalry at the significant air terminals, causing voyagers to incline toward LCY as a result of its size, diminished group numbers, quick registration forms and decreases holding up times. Travelers are additionally ensured

US News College Ranking

US News College Ranking February 1, 2012 Claremont McKenna gamed the college ranking system for six years by reporting false SAT scores. But Claremont McKenna isnt alone in gaming the system. There are a number of articles out today about how the US News college ranking should be done away with in light of the major college admissions scandal at Claremont McKenna College. If you havent already heard about the scandal at CMC, the former Dean of Admissions Financial Aid had been gaming the US News college ranking for years by reporting false applicant SAT scores. This former Dean of Admissions, Dick Vos, is no longer employed by Claremont McKenna. But the notion is absurd that college rankings should be eliminated because some people in positions of authority choose to unethically game the system to further their own goals. Because some people cheat on their taxes, does that mean that taxes should be eliminated in the United States? Because some people zoom through stop signs, does that mean we should get rid of stop signs entirely? Because one college basketball player fixed a game, that means all college basketball games are not pure? Thats ridiculous. And so is recommending the elimination of college rankings because one (or a few) people cheat the system to their own end. The fact of the matter is that college rankings matter to students, parents, guidance counselors, and future employers. Its a means of comparison. Is it flawed? Yes. Can the algorithm be improved by which US News World Report ranks colleges? Absolutely. But everyone shouldnt be a winner! Everyone shouldnt get a ribbon simply for finishing a race. Maybe thats the new age way of child-rearing but, sorry Middlebury students, the vast majority of you would not be able to gain admission to Harvard. And Middleburys a very good school! So whats wrong with a simple system that puts Harvard on a list higher than Middlebury? Its essentially just stating the obvious. Quit complaining about college rankings and how theyre hurting our children, new age folks. Go to yoga class and earn a ribbon.

What Is the Kitchen Work Triangle

The goal of the kitchen triangle, the centerpiece of most kitchen layouts since the 1940s, is to create the best work area possible in this busiest of rooms.   Since the three most common work sites in the average kitchen are the cooktop or stove, the sink,  and the refrigerator, the kitchen work triangle theory suggests that by placing these three areas in proximity to each other, the kitchen becomes more efficient. If you place them too far away from each other, the theory goes, you waste a lot of steps while preparing a meal. If they are too close together, you end up with a cramped kitchen without adequate space to prepare and cook meals. But the kitchen triangle concept has faded from favor in recent years, as its become somewhat outdated. For instance, the kitchen triangle is based on the idea that one person prepares the entire meal, which isnt necessarily the case in 21st-century families.   History The concept of the kitchen work triangle was developed in the 1940s by the University of Illinois School of Architecture. It began as an attempt to standardize home construction. The goal was to show that by designing and building a kitchen with efficiency in mind, overall construction costs could be reduced.   Kitchen Work Triangle Basics According to design principles, the classic kitchen triangle calls for: Each leg of the triangle to be between 4 and 9 feetThe total of all three sides of the triangle to be between 12 and 26 feetNo obstructions (cabinets, islands, etc.) should intersect a leg of the work triangle, andHousehold traffic should not flow through the work triangle. In addition, there should be 4 to 7 feet between the refrigerator and sink, 4 to 6 feet between the sink and stove, and 4 to 9 feet between the stove and refrigerator. Problems With the Kitchen Triangle Not all homes, however, have a kitchen large enough to accommodate a triangle. Galley style kitchens, for instance, which place appliances and prep areas along a single wall or two walls parallel to each other, dont offer many angles at all. And open concept kitchens which are popular with newer-style construction often dont require such uniform layout. In these kitchens, the design tends to focus less on a work triangle and more on kitchen work zones that may even spill over into the dining or living areas. One example of a work zone would be placing the dishwasher, sink, and trash can close to each other to make cleaning up easier. Another problem with the kitchen work triangle, especially among design purists, is that it often violates the principles of feng shui home design. The kitchen is one of the three most important rooms in the home as far as feng shui is concerned, and a major no-no of feng shui is positioning your oven so that the cooks back is to the door of the kitchen. The cook is considered vulnerable in this scenario, which does not lend itself to the harmonious atmosphere feng shui seeks to create.

Essay on E-Commerce and Technology in Different Sectors

1.E Commerce facilities: 2.Technologies in education sector: 3.Technology in Agriculture: 4. Technology in the Health Sector 5.Expansion of Industries 1.E Commerce facilities: E Commerce or banking through internet is not a new concept.Apart from the government ones the private sectors have also emerged quite nicely.All the leading privale banks such as DBBL,BRAC Bank,Standard Chartard,HSBC,Islami Bank Bangladesh Limited.AB Bank Limited etc has introduced online banking system.This process includes not only savings or investments,but also online marketing through VISA,Master Card.For any time cash outing ATM booths are available.This booths are 24/7 operated and fully technology controlled. To aid†¦show more content†¦3.Technology in Agriculture: Although performing agricultural work in the root level have access to information through electronic system.These informationa are provided through mobile calls and internet.These informations can significantly help improving production.New machines and technology are used nowadays to plough land,set seeds,cleaning unwanted plants,reaping up,storing of product which tends to get rotten.For such development production level has gone up significantly. 4.Technology In Health Sector: Newly introduced systems are widely used in Bangladesh to diagnose diseses.All modern machines used for these purposes are still not available here,but the extent to which it is available is because of ICT development.Healh tips atr widely advertised through media.Services are provided in emergency situation through mobile as well. 5.Expansion of Industries: The Technology industry is a new sector in the countrys economy. Though it is yet to make noticable contributions in the national economy, it is an important industry. The Bangladesh Association of Software and Information Services (BASIS) was established in 1997 as the national trade body for software and IT service industry. Starting with only 17 member companies, by 2013 membership had grown to 453. In a recent study among Asian countries by JICA Bangladesh wasShow MoreRelatedSmall And Medium Enterprises ( Smes )1423 Words   |  6 Pagestheir services 24 hours a day and 7 days a week. The implementation of e-commerce eliminate these adverse conditions and promotes SMEs to extend wider markets without expanding their physical presence (Quaddus Hofmeyer, 2007). E-commerce has a strong appeal to SMEs because it is able to make geographic locations, distances and time irrelevant (Premkumar Roberts, 1999). 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Role of Organisational Culture in Employee Satisfaction Government Se

Question: Define the Role Of Organisational Culture In Employee Satisfaction for A Study Of Government Sectors In Abu Dhabi. Answer: Introduction Employees are considered to be very important determining factor that helps in ensuring the organizational success in the highly competitive environment and this is true in case of mainly government organizations as they have to rely a lot on the behaviour of the employees so that they can deliver friendly services to the customers (Kuruvilla Ranganathan, 2010) . With the rise in globalisation the capabilities of any organisation so that they can stay competitive in globalised marketplace relies more on the quality of human resource. Thus most of the organisations depend on the employee and their expertise to gain competitive advantage in globalised economies (Reiche, 2007). Most of the firms currently emphasise on just the extrinsic and intrinsic rewards and are less bothered about the traditional cultural activities, but the key for good performance is found to be prevalent strong culture (Karl Peluchette, 2006). Because of difference in organizational culture same kind of strate gies do not deliver similar kinds of results for two companies belonging to same location as well as same industry. A strong as well as positive organizational culture helps in making average individual employee performance , achieve brilliant performance , on the other hand a negative as well as weak culture result in demotivation of even an outstanding employee resulting in underperformance thus finally ending in no achievements . Thus indicating that organizational culture plays direct as well as active role in employees performance management (Ahmed, 2012). Organizational culture finds correlation with employee satisfaction regarding their jobs (Ahmad, 2014 ; Shahzad et al., 2012), employee retention (Ahmed, 2012) as well as job performance of employees (Bergmann et al., 2000 ; Samuel Chipunza, 2009 ; Younies et al., 2008). However it has been seen that organizational culture receives lower levels of empirical investigations in relation to employee satisfaction as well as performance of employees (Lok Crawford, 2004) . There have been several researches in the field of organizational culture but little evidence is being gathered to find or prove the impact or role played by organizational culture on the employee satisfaction mainly in context of government organizations of Abu Dhabi. A positive impact of organizational culture on the performance of employees has been found in case of Australian as well as Hong Kong managers (Lok Crawford, 2004) . The four main dimensions of organization culture that affect employee performance in case of organization are: reward and recognition, teamwork, training and development as well as communication and it has been found that all these dimensions of organization culture are very crucial in determining the performance of employees (Zainol, 2009). Even reports indi cate a significant amount of relationship between service culture and organizational culture (Alwi et al., 2014) , but none specifically works on the relationship between organizational culture and employee satisfaction in the governmental organizations in UAE. With the growing internationalisation and the competition in 21st century in UAE, there are several motivational drivers like environmental quality, quality of service, employee training, time and speed of competition etc. In order to maintain all these benchmarks of service quality, the government of Abu Dhabi is working dedicatedly towards restructuring the public agency framework. Therefore this research will be considering the analysis of role of organizational culture in employee satisfaction in relation to Abu Dhabi Distribution Company ( ADDC) which is a public joint stock organization and is a wholly owned subsidiary of well known government organization of Abu Dhabi, Abu Dhabi Water and Electricity Authority ( ADWEA). Key Research Objectives and Questions The main aim of the study is to investigate the level of job satisfaction within government organization in Abu Dhabi that is ADDC and how it gets affected by organizational culture. Thus the main research objectives that need to be fulfilled through this research are: To analyse whether the organizational culture impacts the employee satisfaction in government organizations. To find out relationship between organizations culture and its affect on employees job satisfaction in governmental organizations in Abu Dhabi. On the basis of above research objectives and the purpose of the study following research questions have been formulated that will be answered through this study: Does organizational culture of government organizations play any role on the employee satisfaction? What kind of role does organizational culture play in improving or declining the employee satisfaction in government organizations? Literature Review Organisational culture along with the reputation of organisation are considered to be intangible assets that are used by organizations for creating strategic advantage that is highly competitive so that it can differentiate itself from other organizations as well as to improve the performance of the organization on the whole . This section reviews the previous studies done in the field of organizational culture and its impact on employee satisfaction in case of government organizations across the world. There are several articles that discuss and tell that corporate culture is very vital asset that impacts the organizational reputation and it not just improves the financial performance but is also positively connected with the reputation as well. Organisational Culture In a study that uses the measures as well as techniques developed by Singhapakdi, the scholars measured the theory of idealism as well as theory of relativism(Alwi et al., 2014) . When various patterns of culture were elaborated there were major differences found on specific scales that supported the relation between organizational culture and its impacts on values as well as ethics. Organisational culture can be defined as a set of beliefs that have been shared between the members of any firm who are working or operating in the form of a group (Robbins Coulter, 2008) . The manner in which all these values shape the perceptions of the employees regarding the demands as well as challenges they face on everyday basis impacts both their behaviour as well as their outlook (Scott-Findlay Estabrooks, 2006) . The core organisational values are thus connected to the manner in which the employees of the organization act in any organizational group or unit and this also has huge impact on th e possible internal conflicts within the organization (Watson et al., 2005) . Thus studies do suggest that it is beneficial to address organizational culture when the cultural challenges at the workplace are being researched. But these studies do not suggest the impact of organizational culture on the level of job satisfaction or employee satisfaction in any organization mainly in the context of government organizations. It has been found in studies that the core values as well as organizational culture do have direct impact on employee retention (Kopelman et al., 1990 ; Kerr Slocum, 2005). The organizational values form the heart or core of several activities occurring within the value chain mainly in case of activities that are related to human resource for example selection of employees, compensation systems, employee retention as well as training and development. Various kinds of strategies developed within these policies can cast huge impact on the way the employees in any organization react towards the work challenges along with their commitment levels towards the organisation on the whole. The functionalist aspect of the organization culture helps in addressing the role played by the core culture in the performance of any organization (Denison Mishra, 1995) . Therefore it becomes important for the management to analyse as well as make required provisions for the manner in which the organizat ional culture casts impact on several variables like performance of employees (Denison et al., 2004) , job satisfaction (Lund, 2003) as well as on organizational commitment (Casida Pinto-Zipp, 2008) . Employee Job Satisfaction Researchers have been interested in the phenomenon of job satisfaction for many decades (Cranny et al., 1992 ; Hwang Chi, 2005). Several definitions in this regard have been given for employee satisfaction that focuses mainly on the job itself, whereas few definitions also include the factors related to job . Employee satisfaction can be defined as the aggressive responses or the positive feelings by the researchers as well as the practitioners belonging to the field of management, while some have defined it as the gap that exists between the actual gain and the gain that is expected. As per scholars views job satisfaction is considered to be part of employee job (Hu et al., 2009) and it helps in motivating the employees positively towards job satisfaction. Job satisfaction can be defined as the employees emotional ability in relation to negative or positive aspects related to job experiences (Lock, 1969) . The personal traits possessed by the employee along with the organizational environment affects the job satisfaction amongst the employees (Seashore Taber, 1975) . Employee satisfaction at their jobs has strong impact and is found to be related inversely with employee commitment that is their intention to either leave or to stick with the organization (Egan et al., 2004 ; Lambert et al., 2001 ; Silverthorne, 2004). Impact of Organizational Culture on Job Satisfaction It is known that culture prevailing in any organization has huge infleunce on the performance as well as commitment (Lok Crawford, 2004) . In case the employees have much better understanding regarding the organizational culture it has been found that they have more job satisfaction (Chen Lee, 2008) . As suggested in study there exists very strong relationship between organizational commitment and culture, but in case the organizations have negative organizational culture, then they will be lacking in employee commitment levels (Silverthorne, 2004) . Uninterrupted commitment from the employees ensures that the organization will not be left by them or they will not easily quit the firm as well as will not respond to dissatisfaction, thus making sure that they stick with the organization for longer term(Appealbaoum et al., 2004) . It has been confirmed through studies that culture within the organization has a very strong impact on the retention rate of the employees (Sheridan, 1992) . However all the above studies indicate that there has been no such research that analyses the role of organizational commitment in relation to employee satisfaction in case of government organizations. That is why this research study has been designed to study the role played by organizational culture in employee satisfaction in case of government organization in Abu Dhabi. The employee performance is the main reason for enhancing the net profits of any organization. Strong organizational culture is therefore considered to be a driving force that helps in improvement of employee performance. It helps in increasing the self-confidence as well as the commitment of the employees, while resulting in decline in stress during job. It also assists in enhancing the ethical behaviour amongst the employees (Poon, 2004) . According to some researchers employee satisfaction is very vital for motivating the employees at work (Rao, 2005) . While according to few researchers if the employees seem to be happy at the workplace then it will bring in better productivity within the organization, which will result finally in increased employee commitment towards the organization (Habib et al., 2014). Strong organization culture has a positive impact on the performance of employees by enhancing their attention towards detail, improving their people orientation, increased out come orientation of employees, the employees become much more team oriented and it also helps in increasing aggressiveness, innovation and risk taking along with stability amongst the employees. Strong culture improves the employee performance as it shapes the entire organization to perform in best capabilities and towards better achievements. Research Methodology The main aim of this study is to collect relevant data and to find out answers for the research questions and examine the role of organizational culture in employee satisfaction in case of government organizations in Abu Dhabi. Research Philosophy A set of beliefs that is built around theories developed by researchers and their ideas simply underpinning the research methods and interpretation is called a paradigm (Tashakkori Teddlie, 2010) . This research philosophy will be pragmatic paradigm as it will be supporting an intuitive approach for the study; moreover pragmatic research helps in reflecting the innate disposition of researcher towards systematic enquiry. Research Approach This research will be using qualitative approach as qualitative research techniques helps in gathering information that has been analysed instead of data just in form of words or in form of concept quantification (Punch, 2005) . Qualitative research approach has been preferred because it will allow the researcher to analyse and understand the perspective of the persons in the government organization of ADDC in Abu Dhabi or it will help in analysing the behaviour of the people who belong to particular professional or social setting (Karami et al., 2006) . Study Area The implications of this study will cover the government bodies or organization in Abu Dhabi which is ADDC and the reasons for choosing a government or public organization is that the aim of this study is to find the role of organizational culture in employee satisfaction in government organizations in Abu Dhabi. Target Population The main target population for study will be the Abu Dhabi government employees, higher officials as well as managers at ADDC. Sample Selection and Sample Size Sampling is defined as picking a specific portion from the chosen target population in the form of a representative of the whole population (Kerlinger, 1986). Systematic Random Sampling will be used for choosing the respondents in the organization for sending questionnaires. Total 300 employees will be chosen out of which at least 150 will be completing the questionnaire. Data Collection Method Both primary as well as secondary data needs to be collected for the study where primary data is collected with the help of a questionnaire. Secondary data will be collected from various research journals. Academic articles etc. the questionnaire will be divided into two parts: first part will have questions related to demographic information and second part will be having multiple answer questions related to organizational culture and employee satisfaction. The survey questionnaire will be sent online to all the respondents and before that a consent letter will also be sent to them to maintain the ethics of conducting research. Outcomes The expected result will be that organizational culture will be playing major role in employee satisfaction as it has a strong as well as very deep impact on the employee performance, which will in turn help in keeping the employees highly satisfied in the long run and this will finally result in improved productivity of the employees, thus finally enchaining the employee satisfaction and commitment of the employees towards the organization. Timescale In order to complete the research on time the following timeline will be followed while conducting the study and the timeline has been attached as Appendix with the proposal. References Ahmad, S.M., 2014. Impact of Organizational Culture on performance Management Practices in Pakistan. Business Intelligence Journal, 5(1). Ahmed, O., 2012. Assessing relevance of work placement schemes of higher education institutes in the UAE Careers, Skills, and Training Survey. Dubai: National Human Resource Development and Employment Authority. Alwi, S., Kamlauddin, M. Samdin, 2014. The Role of Work Culture in Mediating the Effect between Organizational Justice and Pay Satisfaction on Organizational Commitment. International Journal of Science and Research, 5(3), pp.1656-62. Appealbaoum, S., Bartolomucii, N. Beaumier, E., 2004. Organizational Citizenship behaviour a case study of culture, leadership and trust. Management Decision, 42, pp.13-40. Bergmann, T., Bergmann, M. Grahn, J., 2000. How important are employee benefits to public sector employees? Public Personnel Management, p.397. Casida, J. Pinto-Zipp, G., 2008. Leadership-organizational culture relationship in nursing units of acute care hospitals. Nursing Economics, 26(1), pp.7-15. Chen, C. Lee, C., 2008. The study of relationship among supervisor transformational leadership, organizational citizenship behavior and turnover intention in RD personnel of communication related industry. In Proceedings of the 17th International Conference on Management of Technology. Dubai UAE, 2008. Cranny, C.J., Smith, P.C. Stone, E., 1992. Job satisfaction: How people feel about their jobs and how it affects their performance. New York: Lexington. Denison, D., Haaland, S. Goelzer, P., 2004. Corporate culture and organizational effectiveness: Is Asia different from the rest of the world? Organizational Dynamics, 33(1), pp.98-109. Denison, D. Mishra, A., 1995. Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), pp.204-33. Egan, T.M., Yang, B. Bartlett, K.R., 2004. The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human Resource Development Quarterly, 15(3), pp.279-301. Habib, S., Aslam, A., Hussain, A. Yasmeen, S., 2014. The Impact of Organizational Culture on Job Satisfaction, Employess Commitment and Turn over Intention. Advances in Economics and Business, 2(6), pp.215-22. Hu, Y.J., Yang, F.Y. Islam, M., 2009. Leadership behavior, satisfaction, and the balanced scorecard approach: An empirical investigation of the manager-employee relationship at retail institutions in Taiwan. International Journal of Commerce and Management , 20(4), pp.339-56. Hwang, I.S. Chi, D.J., 2005. Relationships among internal marketing, employee job satisfaction and international hotel performance: An empirical study. International Journal of Management, 22(2), pp.285-93. Karami, A., Analoui, F. Rowley, J., 2006. Research and knowledge building in management studies: An analysis of methodological preferences. International Journal of Management, 23(1), pp.43-53. Karl, K. Peluchette, J., 2006. How Does Workplace Fun Impact Employee Perceptions of Customer Service Quality? Journal of Leadership and Organizational Studies, 13(2), pp.1-13. Kerlinger, F., 1986. Foundations of behavioral research. New York: Rinehart and Winston. Kerr, J. Slocum, J., 2005. Managing corporate culture through reward systems. Academy of Management Executive, 19(4), pp.130-38. Kopelman, R., Brief, A. Guzzo, R., 1990. Organizationat climate and culture. San Francisco: Jossey Bass. Kuruvilla, S. Ranganathan, A., 2010. Globalisation and outsourcing: Confronting new human resource challenges in India's business process outsourcing industry. Industrial Relations Journal, 41(2), pp.136-53. Lambert, E.G., Hogan, N.L. Barton, S.M., 2001. The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. the Social Science Journa;l, 38(2), pp.233-50. Lock, E., 1969. What is job satisfaction?. Organizational behavior and human performance, 4, pp.309-69. Lok, P. Crawford, J., 2004. The effect of Organizational Culture and Leadership Style on Job Satisfaction and Organizational Commitment: A Cross National Comparison. Journal of Management Development, 23(4), pp.321-38. Lund, D., 2003. Organizational culture and job satisfaction. The Journal of Business Industrial Marketing, 18(6), pp.219-36. Poon, J., 2004. Effects of performance appraisal politics on job satisfaction and turnover intention. Personnel Review, 33(3), pp.322-34. Punch, F., 2005. Introduction to social research: Quantitative and qualitative. LonDon Saga Pub. Rao, S.P., 2005. Essentials os HRM industrial. Reiche, S., 2007. The effect of international staffing practices on subsidiary staff retention in multinational corporations. The International Journal of Human Respource Management, 18(4), pp.523-36. Robbins, S. Coulter, M., 2008. Management. New Jersey: Prentice Hall. Samuel, M. Chipunza, C., 2009. Employee retention and turnover: Using motivational variables as a panacea. African Journal of Business, 3(8), pp.410-15. Scott-Findlay, S. Estabrooks, C., 2006. Mapping the organizational culture research in nursing: A literature review. Journal of Advanced Nursing, 565, pp.498-513. Seashore, S. Taber, T., 1975. Am BehSci, pp.333-3638. Shahzad, F. et al., 2012. Impact of Organization Culture on Organizational Performance: An Overview. Interdisciplinary. Journal Of Contemporary Research in Business, 3(9). Sheridan, J.E., 1992. Organizational Culture and Employee Retention. Academy of Management Journal, 35, pp.1036-56. Silverthorne, C., 2004. The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan. Leadership Organization Development Journal, 25(7), pp.592-99. Tashakkori, A. Teddlie, C., 2010. Handbook of mixed methods in social behavioral research. London: Sage Pub. Watson, B., Clarke, C., Swallow, V. Forster, S., 2005. Exploratory factor analysis of the research and development culture index among qualified nuersses. Journal of Clinical Nursing, 14(9), pp.1042-47. Younies, H., Barhem, B. Younis, M., 2008. Ranking of priorities in employees' reward and recognition schemes: From the perspective of UAE health care employees. The International Journal of Health Planning and Management, 23(4), pp.357-71. Zainol, N..N., 2009. Islamic Work Ethics, Organizational Culture and Organizational Commitment: A Study of Employees at Majlis Amanah Rakya. Kedah: University Utara Malaysia.

How to Choose Essay Topics For Metamorphosis Essays

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