scarsbel Using Scars to Communicate in Toni Morrisons Beloved Essay

Utilizing Scars to Communicate in Beloved There are absolutely entanglements to presumptions of how scars are utilized as a methods for correspondence in the novel, Beloved. The character named Beloved has her own particular scars that bear centrality in the story. Her scars are particular in their causes, yet in addition in their importance, and make a state of preoccupation from the customary example set up by the job of scars in the lives of different characters. The scratches on her temple and the cut over her neck were not made by a white oppressor, however rather by her own mom, Sethe. Sethe murders her own little girl in an attack of nervousness, instead of to have her kids removed by the slave proprietors which followed her down after her getaway. These markings reveal to Beloved's story, how her own mom sawed away at the infant young lady's small neck, her fingernails pawing into her brow. At long last, this is the manner by which Sethe can distinguish the came back from the dead Beloved (presently a grown-up) also. These scars fill in as a token of everything Beloved had experienced. They become a symbo...

Materials and Methods free essay sample

Specialized evaluation Diazinon (DZN); O,O-Diethyl O-[4-methyl-6-(propan-2-yl)pyrimidin-2-yl] phosphorothioate (98% virtue) was given from El-Helb, Pesticides and Chemicals, New Damietta, Egypt. It was weakened in corn oil for setting up the necessary focuses. Dosing fixations were newly arranged during the organization time frame. Moringa seed oil (MSO) was bought from Earths Moringa P.O. Box 39503, Los Angeles, CA 90039. Diminished glutathione (GSH), 1-chloro-2, 4-dinitrobenzene, nicotinamide adenine dinucleotide phosphate (NADPH), thiobarbituric corrosive (TBA), trichloroacetic corrosive (TCA), H2O2 (33%), ethylenediaminetetraacetic corrosive (EDTA), decreased glutathione (GSH), 5,5 dithiobis-(2-nitrobenzoic corrosive (DTNB), potassium fihydrogenphosphate (KH2PO4), butanol and sodium chloride (NaCl) of specialized evaluation utilized in this examination were bought from Sigma Chemical Company (Saint Louis, USA). Different synthetic concoctions were provided from Merck Led. SRL Pvt., Led., Mumbai, India.2.2. AnimalsTwenty male Albino rodents Spragueâ€Dawley, weighing 180â€200 g, were provided from the Animal Breeding House of the Medical Research Institute, Alexandria University, Alexandria, Egypt. Creatures were kept up at the creature care office in the Faculty of Medicine, in plastic confines under controlled temperature (23  ± 2 oC), 12-h light/dim cycle and 50  ± 5% relative mugginess. We will compose a custom exposition test on Materials and Methods or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Water and food were accessible not obligatory. Rodents were acclimatized to the lab condition for about fourteen days preceding the beginning of the trials. Creature Care ; Experimental Committee, Alexandria University, Alexandria, Egypt, and every creature methodology were completed as per the Ethics Committee of the National Research Center adjusted to the Guide for the Care and Use of Laboratory [15]. During the analyses, greatest consideration was taken to limit creature enduring and furthermore, the quantity of rodents utilized was kept at minimum.2. 3. Exploratory designAfter fourteen days of acclimatization, creatures were isolated into four (n = 5 rodents for each gathering) equivalent groups.†¢ Group 1: Control gathering; rodents were given 1 mL/kg body weight (b,w)/day by gavage for 28 days;†¢ Group 2: DZN gathering; rodents were given DZN 12.50 mg/kg b.w/day (1/100 LD50) by gavage for 28 days. The LD50 and the system plan were chosen by the past investigation [16,17];†¢ Group 3: MSO gathering; MSO was given, 200 mg/kg b.w/day, by gavage for 28 days as per the past examination [18];†¢ Group 4: MSO + DZN gathering; rodents were given first with (MSO (200 mg/kg b. w/day) by gavage and after 30 min were given DZN (12.50 mg/kg b.w/day (1/100 LD50) by gavage for 28 days.2.4. Test assortment and preparationThe creatures were famished for the time being for 12h before blood was gathered. Rodents were anesthetized with rodents were gauged and anesthetized with sodium pentobarbital (40 mg/kg I. p.), and venous blood tests were gathered by direct heart cut into cleaned vials. Blood tests were permitted set to cluster at 4 oC and centrifuged at 2500 g for 10 min. At that point 1000 ?l aliquots of serum were put in microfuge tubes and solidified on dry ice. Named sacks were set into cooler at - 20 oC until the hour of the assay.Livers was expelled from rodents under sedation, following 28 days of treatment and washed with cold saline cradle to evacuate any thickened blood or tissue flotsam and jetsam. Washed livers were quickly put away at †80 oC. To acquire the enzymatic concentrate, tissues were homogenized in super cold 50 mM sodium phosphate cushion (pH 7.0) contains 0.1 mM ethylendiaminetetra-acidic corrosive (EDTA) to yield 10% (W/V) homogenate. The tissue homogenates were then centrifuged 1500 Xg for 20 minutes at 4  ºC. The supernatants were kept at †80  ºC till the hour of assurance of oxidative/cell reinforcement parameters.2.5. Serum biomarkersAll serum parameters were resolved utilizing a business pack as per makers directions utilizing a spectrophotometer (Shimadzu UV-VIS Recording 2401 PC, Japan). Serum tests were investigated for complete protein by Lowry et al. [19]. Egg whites focus was controlled by Doumas et al. [20]. Serum alanine aminotransferase (ALT; EC 2.6. 1.2) and aspartate aminotransferase (AST; EC 2.6.1.1) were resolved utilizing business units acquired from Biodiagnostic pack (Cairo, Egypt). The standard response of the colorimetric assurance of AST or ALT movement depends on the response of aspartate or alanine with ?- ketoglutarate to frame oxaloacetate or pyruvate hydrazone shaped with 2, 4-dinitrophenylhydrazine [21]. Serum soluble phosphatase (ALP; EC 3. 1.3.1) action was estimated at 405 nm by the arrangement of para-nitrophenol from para-nitrophenylphosphate as a substrate [22] utilizing business packs got from Biodiagnostic unit (Cairo, Egypt). Serum lactate dehydrogenase (LDH; EC 1.1.1.27) was resolved by the strategy for Friedman and Young [23], utilizing pack got from Spinreact (Santa Coloma, Spain). Cholesterol and triglycerides was estimated by the strategy Carr et al. [24] utilizing Biodiagnostic unit (Cairo, Egypt).2.6. Lipid peroxidation assayThe degree of LPO was evaluated as the convergence of thiobarbituric corrosive receptive item malondialdehyde (MDA) by utilizing the strategy for Ohkawa et al. [25]. MDA fixations were resolved utilizing 1,1,3,3-tetraethoxypropane as standard and communicated as nmol/g liver tissue. 2.7. Cell reinforcement enzymesCatalase (CAT, EC. 1.11.1.6) action was estimated by the strategy portrayed by Aebi by testing the hydrolysis of H2O2 and the subsequent abatement in absorbance at 240 nm over a 3 min period at 25 oC [26]. The action of CAT chemical is communicated as U/gm tissue.Glutathione peroxidase (GPx; EC 1.11.1.9) movement was estimated utilizing H2O2 as substrate as per the strategy depicted by Paglia and Valentine [27]. The response was checked in a roundabout way as the oxidation pace of NADPH at 240 nm for 3 min. Protein movement was communicated as U/gm tissue. Superoxide dismutase (SOD, EC 1.15.1.1) movement was resolved by the strategy depicted by Marklund and Marklund by testing the autooxidation and light of pyrogallol at 440 nm for 3 min [28].2.8. Decreased glutathione assayReduced GSH estimation was performed by Beutler et al. [29]. Livers were homogenized in 1 ml of 1.1% KCl cooled, at that point homogenate (100  µl) was blended in with 750  µL of accelerate arrangement (1.67 g chilly meta-phosphoric corrosive, 0.2 g EDTA and 30 g of NaCl in 100 ml D.W.) and 900  µl of D. W. Homogenate tissue was centrifuged at 2000g for 15 min to accelerate proteins. Sans protein supernatant (250  µl) was added to 1ml of Na2HPO4 (0.0 M) and the response was started by including 125  µl of DTNB (6 mM) and the absorbance of 5-thio-nitrobenzoic corrosive (TNB) shaped was estimated at 412 nm. The degree of GSH was acquired by standard bend and communicated as U/g tissue.2.9. Measurable analysisAll information were communicated as mean  ± standard deviation (SD) and afterward exposed to single direction examination of fluctuation followed by Tukeys various correlation tests. Estimations of p

An Overview of Earning Masters Degree in Psychology

An Overview of Earning Master's Degree in Psychology More in Student Resources APA Style and Writing Study Guides and Tips Careers In This Article Table of Contents Expand Overview Job Opportunities Earning a Degree Master's Degree Before a Doctorate Program Types Alternatives Are you thinking about earning a masters degree in psychology? A masters degree can open up a whole new world of career opportunities, but you should start by exploring whats involved in order to determine if its the right educational choice for you. Heres information about earning a masters degree in psychology, including how long it will take, your career options after graduation, and possible alternative degrees that you might want to consider. Overview A masters degree in psychology is a graduate-level degree that generally involves two to three years of study beyond your undergraduate (bachelors) degree. The two most common types of psychology masters degrees are the Master of Arts (M.A.) and the Master of Science (M.S.). An M.A. degree may indicate a stronger liberal arts focus, while an M.S. usually means theres a stronger concentration on research and the sciences. The type of degree offered depends on the school and program, however, since the academic requirements are often very similar. Some masters programs in psychology offer what is known as a terminal degree. This type of degree is designed to prepare graduates for professional practice in their specialty area. In other cases, a masters degree may serve as preparation for further study at the doctoral level. Specific course requirements can vary considerably, so take a careful look at the course outline of any program you are considering. You may also have to choose between a thesis and non-thesis option. Completing a thesis is a good choice if youre interested in further graduate study, while the non-thesis alternative might be ideal if you are more interested in entering the workforce immediately after graduation. Job Opportunities While having a masters degree means youll find more job opportunities than you will at the bachelors level, job options are still limited if youre interested in entering the field of professional psychology. A terminal masters program, however, does open the door to entry-level jobs in fields such as mental health, industrial-organizational psychology, and forensic psychology. Other potential sectors of employment include colleges, universities, private businesses, and government. Earning a Degree If youre interested in pursuing a masters degree in psychology, it pays to start planning early. Take a look at the requirements of a few programs youre considering, and then be sure to schedule all of the pre-requisite courses during your years of undergraduate study. Statistics, experimental methods, and developmental psychology are just a few of the common courses required by psychology graduate programs. Before you apply to a masters program, you may also be required to take the Graduate Record Examination or GRE. In addition to taking the main test, you might also need to take the GRE Psychology Subject Test. Once youve been admitted to a masters program, take note of the required courses, and check out your schools class offering schedule. Some classes are only offered every other semester or every other year, so plan carefully to ensure that you are able to take all the classes you need at the times you need them. Masters Degree Before a Doctorate One of the biggest questions facing students interested in earning a graduate degree in psychology is whether or not they should earn a masters degree before applying to a doctoral program. Many Ph.D. and Psy.D. programs do not require a masters degree, and students are able to begin these doctoral programs immediately after completing their bachelors degrees. If youre unsure if doctoral study is right for you, a masters degree can be a good option. Spend some time talking to your college advisor and faculty members to determine which option is the best choice based on your educational interests and career goals. Program Types While there are generalist programs available, many students elect to focus on a particular specialty area. Some of the different types of masters programs available include: M.A. or M.S. in experimental  psychologyM.A. or M.S. in industrial-organizational psychologyM.A. or M.S. in forensic  psychologyM.A. or M.S. in clinical psychologyM.A. or M.S. in social psychologyM.A. or M.S. in child development In addition to traditional masters programs, there are a variety of online masters degrees in psychology available. Alternatives If you determine that a masters degree in psychology is not the best choice to help you fulfill your academic and career goals, there are a number of related alternative programs to choose from. If you know that you want to work in the field of mental health, there are still plenty of other areas to consider. Counseling, social work, school psychology, education, and health sciences are other academic options that might also appeal to you. Some possible alternative degrees include: Ph.D. in psychologyDoctor of Psychology (Psy.D.)Masters in social workMasters in counselingMasters in sociologyMasters in academic affairsMasters in education

Quotations for Boss Appreciation Day

America and Canada have set aside 16 October (or the nearest working day) to celebrate Boss Appreciation Day. Employees think of innovative ways to express their  gratitude  to their bosses. Some say it with cards and flowers; others like to throw lavish parties. The first ever Boss Day was observed in 1958. That year, Patricia Bays Haroski, a secretary at the State Farm Insurance Company in Deerfield, Illinois, registered National Boss Day. Four years later, Illinois Governor Otto Kerner realized the importance of this occasion. National Boss Day became official in 1962. Today, the concept of Boss Day has spread to other countries too. Observing Boss Appreciation Day Boss Day  can be just another excuse for fawning employees to win favors from their manager who controls their promotions and salary incentives. Often, celebrations can reach comical proportions, where employees fall over each other, trying to outdo their gestures. But an astute boss rarely falls for such sycophantic advances. Instead of smiling down on the toadies, good bosses reward the best workers on their team. The retail industry has shown a burgeoning commercial interest in Boss Day. Retail giants have swooped in to cash in on the card  and gift sales. Merchandise such as mugs proclaiming No. 1 Boss to cards announcing Happy Boss Day generate tremendous revenues, as buyers throng to woo their bosses. You dont need to burn a hole in your pocket to impress your boss. Drop a  Thank You  note on their desk, share a meal, or simply wish your boss with a Happy Boss Day card. Good and Bad Bosses Bill Gates famously said, If you think your teacher is tough, wait until you get a boss. He doesnt have tenure.  Your boss is the first point of contact with the corporate world. If you have a great boss, you can smoothly sail through the rest of your work life. However, if you have a bad boss, well, you can hope to learn from lifes challenges. On Boss Day share this tongue-in-cheek quotation by motivational speaker Byron Pulsifer: If it wasnt for bad bosses, I wouldnt know what a good one was like. A bad boss makes you appreciate the worth of a good one. Dennis A. Peer highlighted one way to separate the good bosses from the bad when he said, One measure of leadership is the caliber of people who choose to follow you. The boss is just a reflection of his team. The stronger the boss, the more resilient the team. With these  Boss Day quotes, you can understand the role of bosses in the workplace. Your Boss May Need the Motivation It is not easy being the boss. You may hate your boss decisions, but at times, your boss has to swallow the bitter pill and play the hard taskmaster. Even the best bosses need recognition. Bosses feel reassured when their employees respond to them positively. Dale Carnegie, the best-selling author of How to Win Friends and Influence People said, There is only one way... to get anybody to do anything. And that is by making the other person want to do it. This quote about bosses reveals your boss well-kept secret. A bad manager may simply dump a project in your inbox; a good manager persuades you that the project will be good for your career. Appreciate Your Boss Leadership Qualities Compliment your boss on her  leadership skills. As Warren Bennis said, Managers are people who do things right, while leaders are people who do the right thing. Emulate Your Success-Oriented Boss Is your boss good at his job or is he just plain lucky? You might think it is the latter, but if you see a pattern of successes, you will realize that your boss methodology actually works. Learn from his insights, and understand the way he thinks. You can gain valuable insight with his mentorship. A positive outlook, a never-say-die attitude, and a constant drive for greater accomplishment pave the road to success. Are You Stuck With a Boss From Hell? Short of getting transferred or switching jobs, there is precious little you can do about a good-for-nothing boss. You can only hope that his superiors will see the light and strip him of his managerial powers. If you have a disorganized or unreasonable manager, you will have to work around his flaws. So, tune out the negative thoughts and refresh your mind with positive thinking. A good sense of humor will bail you out of misery. On bad days when Murphys Law rules, entertain you with this hilarious Homer Simpson quote, Kill my boss? Do I dare live out the American dream? Look at the Bright Side Fortunately, most bosses have their plus points too. That disorganized superior may be a  creative genius. That conniving manager could be a whiz with numbers. That lazy boss may never breathe down your neck. Assess your boss talent and efficiency by studying his work relationships. Good bosses earn respect from their colleagues and team members. Cary Grant said, Probably no greater honor can come to any man than the respect of his colleagues. This quote about respect provides great insight into workplace equations. How to Manage Your Boss Bosses are of different breeds and they come in all sizes and shapes. The best way to manage your boss is to let her know that you are by her side. Be the problem-solver, not the whining child. You will win her confidence by sorting out her problems along with your own. Make Boss Day a special occasion to strengthen the boss-employee relationship. Raise a glass in honor of your favorite boss. Remember the words of J. Paul Getty who said, The employer generally gets the employees he deserves.

Battle of Cryslers Farm in the War of 1812

The Battle of Cryslers Farm was fought November 11, 1813, during the War of 1812 (1812-1815) and saw an American campaign along the St. Lawrence River halted. In 1813, Secretary of War John Armstrong directed American forces to begin a two-pronged advance against Montreal. While one thrust was to advance down the St. Lawrence from Lake Ontario, the other was to move north from Lake Champlain. Commanding the western attack was Major General James Wilkinson. Known as a scoundrel before the war, he had served as an agent of the Spanish government as well as was involved in the conspiracy that saw former Vice President Aaron Burr charged with treason. Preparations As a result of Wilkinsons reputation, the commander on Lake Champlain, Major General Wade Hampton, refused to take orders from him. This led to Armstrong constructing an unwieldy command structure that would see all orders for coordinating the two forces pass through the War Department. Though he possessed around 8,000 men at Sackets Harbor, NY, Wilkinsons force was poorly trained and ill-supplied. Additionally, it lacked experienced officers and was suffering from an outbreak of disease. To the east, Hamptons command consisted of around 4,000 men. Together, the combined force was twice the size of the mobile forces available to the British in Montreal. American Plans Early planning for the campaign called for Wilkinson to capture the key British naval base at Kingston prior to moving on Montreal. Though this would have deprived Commodore Sir Jame Yeos squadron of its primary base, the senior American naval commander on Lake Ontario, Commodore Isaac Chauncey, did not wish to risk his ships in an attack on the town. As a result, Wilkinson intended to make a feint toward Kingston before slipping down the St. Lawrence. Delayed in departing Sackets Harbor due to bad weather, the army final moved out on October 17 using around 300 small craft and bateaux. the American army entered the St. Lawrence on November 1 and reached French Creek three days later. British Response It was at French Creek that the first shots of the campaign were fired when brigs and gunboats led by Commander William Mulcaster attacked the American anchorage before being driven off by artillery fire. Returning to Kingston, Mulcaster informed Major General Francis de Rottenburg of the American advance. Though focused on defending Kingston, Rottenburg dispatched Lieutenant Colonel Joseph Morrison with a Corps of Observation to harry the American rear. Initially consisting of 650 men drawn from the 49th and 89th Regiments, Morrison increased his strength to around 900 by absorbing local garrisons as he advanced. His corps was supported on the river by two schooners and seven gunboats. A Change of Plans On November 6, Wilkinson learned that Hampton had been beaten at Chateauguay on October 26. Though the Americans successfully bypassed a British fort at Prescott the following night, Wilkinson was unsure of how to proceed after receiving the news regarding Hamptons defeat. On November 9, he convened a council of war and met with his officers. The result was an agreement to continue on with the campaign and Brigadier General Jacob Brown was sent ahead with an advance force. Before the main body of the army embarked, Wilkinson was informed that a British force was in pursuit. Halting, he prepared to deal with Morrisons approaching force and established his headquarters at Cooks Tavern on November 10. Pressing hard, Morrisons troops spent that night encamped near Cryslers Farm approximately two miles from the American position. Armies Commanders Americans Major General James WilkinsonBrigadier General John Parker Boyd8,000 men British Lieutenant Colonel James MorrisonCommander William Mulcasterapprox. 900 men Dispositions On the morning of November 11, a series of confused reports led each side to believe that the other was preparing to attack. At Cryslers Farm, Morrison formed the 89th and 49th Regiments in a line with detachments under Lieutenant Colonel Thomas Pearson and Captain G.W. Barnes in advance and to the right. These occupied buildings near the river and gully extending north from the shore. A skirmish line of Canadian Voltigeurs and Native American allies occupied a ravine in advance of Pearson as well as a large wood to the north of the British position. Around 10:30 AM, Wilkinson received a report from Brown stating that he had defeated a militia force at Hooples Creek the previous evening and the line of advance was open. As the American boats would shortly need to run Long Sault Rapids, Wilkinson decided to clear his rear before moving forward. Fighting an illness, Wilkinson was not in a condition to lead the attack and his second-in-command, Major General Morgan Lewis, was unavailable. As a result, command of the assault fell to Brigadier General John Parker Boyd. For the assault, he had the brigades of Brigadier Generals Leonard Covington and Robert Swartwout. The Americans Turned Back Forming for battle, Boyd placed Covingtons regiments on the left extending north from the river, while Swartwouts brigade was on the right extending north into the woods. Advancing that afternoon, Colonel Eleazer W. Ripleys 21st US Infantry from Swartwouts brigade drove back the British skirmishers. On the left, Covingtons brigade struggled to deploy due to a ravine on their front. Finally attacking across the field, Covingtons men came under heavy fire from the Pearsons troops. In the course of the fighting, Covington was mortally wounded as was his second-in-command. This led to a breakdown in organization on this part of the field. To the north, Boyd attempted to push troops across the field and around the British left. These efforts failed as they were met by heavy fire from the 49th and 89th. All across the field, the American attack lost momentum and Boyds men began falling back. Having struggled to bring up his artillery, it was not in place until his infantry was retreating. Opening fire, they inflicted losses on the enemy. Seeking to drive off the Americans and capture the guns, Morrisons men began a counterattack across the field. As the 49th neared the American artillery, the 2nd US Dragoons, led by Colonel John Walbach, arrived and in a series of charges bought sufficient time for all but one of Boyds guns to be withdrawn. Aftermath A stunning victory for a much smaller British force, Cryslers Farm saw Morrisons command inflict losses of 102 killed, 237 wounded, and 120 captured on the Americans. His force lost 31 killed, 148 wounded, 13 missing. Though disheartened by the defeat, Wilkinson pressed on and moved through the Long Sault rapids. On November 12, Wilkinson united with Browns advance detachment and a short time later received Colonel Henry Atkinson from Hamptons staff. Atkinson brought word that his superior had retired to Plattsburgh, NY, citing a lack of supplies, rather than move west around Chateauguay and to join Wilkinsons army on the river as originally ordered. Again meeting with his officers, Wilkinson decided to end the campaign and the army went into winter quarters at French Mills, NY. Following a defeat at Lacolle Mills in March 1814, Wilkinson was removed from command by Armstrong.

Coroperate Social Responsibility Free Essays

Corporate Social responsibility Introduction A few years ago firms only goal was to gain economic profit from their businesses. In recent times it has been discussions if economic profit are the only reason for businesses to exist (Kilotons 1991) In modern society the belief that businesses have responsibilities against the society they operate in have grown bigger, but there are still people and organizations who believe that gaining economic profit from their business are the only thing they have to be concerned about (Chant 2013). The purpose of this essay is to discuss and compare the different viewpoints of corporate social responsibility (hereafter referred to as CARS) and the key issue is to see why corporations and their management should be concerned with CARS. We will write a custom essay sample on Coroperate Social Responsibility or any similar topic only for you Order Now The paper will start by explaining what CARS is and how businesses can gain profit from applying CARS. Thereafter the counterargument, that business doesn’t have any other responsibilities then gaining profit, will be presented. An example of good CARS-work will thereafter be demonstrated. The relationship between ethics in business will also be discussed. Different views of CARS There are many different definitions of what corporate social responsibility is but one ay to look at it is that corporate responsibility is used to describe the work that companies do voluntarily that has a positive impact on society, the environment or the economy (Shill, Apothecary ; Kansas 2010). CARS is supposed to help businesses to behave ethically and gain economic profit and at the same time helping to solve social issues (Chant 2013). Not only are CARS good for the society and the people in it but also for the stakeholders of the company. CARS can change stakeholders purchase behavior, employment seeking and also investment. Over mime CARS can also help the company to build a stronger brand and in that way also gain an economic profit (Shill, Apothecary ; Kansas 2010). In recent times a lot of critiques have been pointed to CARS. The counterargument meaner that business only responsibility against the society is to gain economic profit and only do what the business was created to do (Chant 2013). Many opponents against CARS say that businesses only should use their resources and engage in activities that are designed to increase profits so long as it stays within the law (Kilotons, 1991). Why corporate social responsibility? The question is if businesses and corporations have a social nature and responsibility or not? My own answer to this question is that businesses, in the modern society, is of social nature and have responsibilities against the society. Corporations and businesses are a big part of our society and what they do make a big impact on people, environment and also how other business act. I would like to compare it with people walking on the street and don’t put their rubbish in the garbage bins. I believe that almost everyone thinks that it would be ethically wrong not to put their rubbish in the bins. If everyone throws their rubbish on the street the society and community would not have looked nice and people would care less about, in this case, the environment because no one else does. My point of view is that it reflection of the people in it and so are the corporations and business (Chant 2013). It’s understandable that some corporations think it is unnecessary to implement CARS and that it only will cost them money that they won’t get back. To demonstrate how businesses can gain economic advantages from CARS I will use a Swedish company ‘KEA. KEA is a big home decoration company that operates all over the world and ton is one of their most important raw materials. The company want all cotton used in their products to come from sustainable productions. By using the better cotton initiative they can help reduce environmental and social impacts. They have also proved that this initiative can help KEA to offer competitive priced products that satisfy customers’ needs and also helps the company to reach one of their ambitions to provide responsibly sourced products (CARS: Sweden leads by example in corporate responsibility 2013) With that said, my point is that many companies have to look ore on the output they can gain from CARS and not so much on the input. Conclusion There are many ways of looking at and understand CARS and my point of view in this paper is that CARS is a good thing and that corporations and businesses can gain both social and economic profits from it. On the other hand it can be difficult to measure performance of CARS and to compare business with each other (Chant 2013). But maybe comparing and competitiveness is not necessary as in economical ways. Maybe CARS can be Just a question of good ethics, something as obvious as throwing rubbish in the garbage bin or pay your employees’ salary in time. Is that a realistic goal? Probably not, because it takes that CARS belong to some sort of common sense if that’s going to happen. The important thing for businesses to understand is that CARS should be a part of their business strategy and goal. The modern world is growing and businesses have to keep up with the changes in the environment around them. People are getting more knowledge about ethics and culture and that’s why it’s getting more important for businesses and their management to apply it in to their strategy. Maybe people are going to choose one supermarket in front of the other cause the first one didn’t care about the ethical issues with food production. How to cite Coroperate Social Responsibility, Papers

Gillette Case free essay sample

Vice President, new business development, Gillette Safety Razor Division (SRD) Problem: Ralph needs to achieve company targets for earnings growth for his division by developing a new business product. Ralph has commissioned an extensive investigation into the blank cassette tape market and he views this market as poised for substantial growth and opportunity over the long-term range of ten to fifteen years. Ralph feels that his division is well positioned to enter the market through utilization of its many core strengths. Market Overview The current blank tape market segment has many weaknesses, such as, lack of widespread distribution, lack of media coverage, poor product display and packaging, and lack of a true market leader. These weaknesses in the blank cassette tape market are all areas where Gillette has developed strong core competencies in their Safety Razor Division. The blank cassette tape market is segmented into three distinct product markets: Professional quality, Standard Quality, and Budget Quality and within those segments there are recording lengths of 30, 60, 90 and 120 minute cassette tapes. We will write a custom essay sample on Gillette Case or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Bingham’s consultants have focused on the 60-minute cassette tape market in particular. Gillette Safety Razor Division Decisions Gillette has four product options: 1. ) do not enter market. 2. ) enter professional tape market 3. ) enter standard tape market. 4. ) enter the budget tape market. The professional quality market offers the greatest margin on products, but it is also the smallest segment in the market. The professional segment will also have the most competition as more established tape makers enter the market. As such, the fierce competition may potentially saturate the market and decrease the margins on these tapes and make it less appealing in the long run. Alternatively, standard tape market has moderate margins, but is a highly growing segment and is ready for a market leader, such as a company like Gillette. Lastly, the budget market has the lowest profit margins, the highest volume sales, but also requires a high volume of sales in order to be profitable due to the significant fixed costs associated with manufacturing. Gillette’s manufacturing constraints make it difficult for Gillette to enter the budget product market and Gillette would not want to damage its brand name by affiliating with a lower end product such as the budget quality tapes. (See appendix for quantitative analysis) Recommendations Conclusions The Gillette Safety Razor division should enter the Standard Quality 60-minute cassette tape market and target the teenager and student market as it is a growing segment and offers much potential. Gillette should distribute the tapes using their established channels and wholesalers. Gillette should promote this new line through an aggressive advertising program as a high standard quality tape free from the defects of budget cassette tapes and with greater quality than the average standard tape. Gillette should leverage its brand name to promote the quality and value of these tapes. Gillette’s pricing for the standard quality tapes should be priced at the regular retail price with the design that consumers will choose Gillette’s product and pay more than the discounted brands due to Gillette’s high quality and brand name. In this scenario, Gillette’s monthly break-even quantity would be 518,758 units and it would make a monthly profit of $92,867 if it conservatively sells 750,000 units/mo. in year one. Annualized, the company’s net profit would be $1,114,400 at 9,000,000 units sold (See appendix for quantitative analysis).

The Problems Caused By Rigorous Security Check Ups

Introduction Security measures in American airports have continued to raise alarms on the way security issues are handled. It is quite relieving to understand that the government and airline companies have continued to step up security operations in the airports to ensure passengers’ safety.Advertising We will write a custom research paper sample on The Problems Caused By Rigorous Security Check Ups specifically for you for only $16.05 $11/page Learn More It is also refreshing to understand that passengers can travel safely without fear of terrorist activities perpetrated against them. Security measures such as travel advisories to countries considered unsafe for American citizens are pretty mandatory. Security surveillance at the airports monitors the inflow and outflow of specific people and products. The intensification of security parameters in American airports has been welcomed by a large section of the American citizens. However, there are so many problems affiliated to these security parameters. These problems are caused by the Advanced Imaging Technology gadgets and pat downs. The bone of contention arises in the invasive approaches both methods employ. This paper tries to analyze the problems these two methods have caused in the American airports. The Problems Caused By Rigorous Security Check Ups The problems caused by the advanced security parameters in major American airports relate to the use of invasive approaches to the passengers’ body. Currently there are two methods being used. The Advanced Imaging Technology employs a machine that scans the entire body of a passenger (West Smith 12). The machine has a private kind of approach to passengers intending to board a flight. The scan is carried out by the TSA thus sparking a lot of controversies. The main reason why security firms are using the AIT is that it is more advantageous than other methods. The advantage of this technology to the older one is th at the new technology can detect both metallic and nonmetallic objects that can form components of an explosive device (Ali 13). The main controversy of this process comes in the area of its private invasion. Since the entire outline of the passenger’s body is viewed, people find it uncomfortable. To make it worse, those who are not comfortable with the complete body scanner do receive a pat-down, a process which also has its own controversy. The essence is that some method of screening has to be used to ensure safety of passengers on board a flight (Airsafe 6). To explain the moral erosion and the health impacts of these security parameters, consider the situation of parents traveling together with their children. They are forced to undergo a complete body scan or a TSA pat down with their children having this idea on their minds. This is because the TSA pat down method includes the physical touch of the hips, the groin and other private body parts by the security personnel. The situation is very embarrassing to the parents and this is one of the reasons why it brings discomfort.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is morally degrading for a person to be touched in their private parts by a person with whom they do not have a moral sexual relationship. The situation also doesn’t suffice to the gays and lesbians who are forced to undergo this rigorous check up done by security personnel of the same sex. The gays and lesbians also have their own rights. Security operations alone should not cause them this discomfort to the least. In the complete body scans by the AIT, the person moves into a private compartment whereby their entire body is screened. The image of the person is then viewed in a remote place by a security official. Many people feel uncomfortable because their entire body outline is exposed. Recent studies have also det ected some aspects of radiation, produced by the scanners, which can be harmful to the human body (Poslad 409-410). Therefore, the other negative effect of body scanners is that they can cause cancer to passengers who travel by plane. Remediation Measures One of the challenges of dealing with this issue is that opposing the already set policy put in place by major stake holders such as security firms is not an easy task. The task is further compounded by the fact that these security firms receive backing from the government. There are so many prime factors to be taken into consideration in order to find the appropriate solutions to this problem. The United States has to find methods that will counter these problems. One of the methods is to device some more advanced technology that can detect explosives and other potentially dangerous objects without exposing the entire body outline (National research council of the national academies138). This will help in dealing with the invasive approaches that make passengers uncomfortable. Americans should also take it as their role in ensuring the corporate social responsibility is enhanced among them. In doing this, terrorists plots can be thwarted beforehand thereby preventing the gross effects of such criminal activities. Answers to Disagreements Recent studies have been able to reveal that many Americans would prefer more rigorous security arguing that compromise of security is quite not an option in the airports. They say that it is better to be frisked so that one’s safety is guaranteed than not to pass through the hassle with an unsecured safety. However, it should be noted that a good policy is one that takes care of the majority as well as addressing the plight of the minority. Whereas it is good for the stakeholders in airline companies to ensure the safety of their passengers, it is also prudent enough to ensure that the methods used do not cause alarming reactions from a section of the public. It is t herefore incumbent that better methods need to be employed that suffice both the majority and the minority so as not to cause an outcry.Advertising We will write a custom research paper sample on The Problems Caused By Rigorous Security Check Ups specifically for you for only $16.05 $11/page Learn More Consequences of Non-Action Should the government and the major stakeholders fail to act on the issue, many Americans may look for other means of traveling that do not require the kind of rigorous security check up that ends up exposing their bodies and making them feel uncomfortable. Rail, sea and road transport are other modes of transport that passengers may contemplate using. Consequences of Action On the other hand, if the major stakeholders find it prudent enough to act, there will be an improvement in service provision at the airports. This will act as counter measure to correct any misdoings and improve the perception of passengers traveling by pla ne. Conclusion It has been noted that the advancement of security parameters at the American airports has been accompanied with its own problems. Many Americans have expressed their displeasure citing discomfort caused by body scans and pat downs. The two methods are rigorous security check ups meant to ensure the security of passengers on board a plane. Due to the problems caused by the scans and pat downs, the concerned stakeholders need to take necessary action to alleviate the plight of the affected. It is incumbent for the government to protect its citizens against harmful radiation caused by the body scans. It is also needful for the major security stakeholders to protect the citizens from moral decay so as to respect individual privacy. Works Cited Airsafe. â€Å"Airport Security Issues.† Airsafe, 23 July 2010. Web. http://www.airsafe.com/issues/security.htm. Ali, Umarah. â€Å"Body Scans in Store for some Travelers,† The Red and Black Publishing Company Inc. No vember 19, 2010. Web. https://www.redandblack.com/news/body-scans-in-store-for-some-travelers/article_1e371ba7-3452-58c8-ad11-3f1c6e6ec3b6.html National Research Council of the National Academies. Protecting Individual Privacy in the Struggle against Terrorists: A Framework for Program Assessment. Washington D.C: The national Academies Press, 2008.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Poslad, Stefan. Ubiquitous Computing: Smart Devices, Environments and Interactions. West Sussex: John Wiley Sons Ltd, 2009. West, Lord Smith, Stephen. Home Affairs Committee: Evidence Counter Terrorism Measures in British Airports. Ninth report of section 2009-10. January, 26 2010. This research paper on The Problems Caused By Rigorous Security Check Ups was written and submitted by user Francis Huffman to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Internet1 essays

Internet1 essays "Beam me up, Scottie." This popular line from Star Trek was a demonstration of the advanced technology of the future. Though it was a fictional story, Star Trek became the universal vision of the future. As always reality tends to mimic fiction. Though our society has not quite resulted to living in space, we have made life easier with technology. Economic survival has become more dependent upon information and communications bringing forth new technology of which was never thought possible. Just a mere thirty years ago a computer occupied a whole room compared todays palm sized computers, which are faster and perform more functions. Cellular phones, now light and compact, were bulky just ten years ago. The most incredible invention, the Internet, is bringing infinite amount of information to your desktop. In the world of the of the Internet there exist a world blind to skin color and other physical appearances. The Internet while still young in age has grown rapidly, spreading to countries world wide and connecting 50 million users. With its popularity, it is incumbent upon our society to recognize how the Internet works and to be aware of its advantages as well as disadvantages. While seemingly high tech the Internet concept is rather simple. Computers speak to one another and send information. This is accomplished by sending and receiving electronic impulse, and then decoding them into a message. In order to communicate with one another they are linked up in a network. They are then able to access information from thousands of other computers. The network acts like one large computer storing information in various places, rather than in one physical structure. Users tap into the Internet to access or provide information. Internet technology allows one to surf the World Wide Web or send e-mail. The vision of the Internet that would revolutionize the computer and communications belonged to JCR Licklider of MIT (Leiner n. pa...

Employee Performance Appraisal & Mitivation and Incentives Essay

Employee Performance Appraisal & Mitivation and Incentives - Essay Example This is one of the reasons why Nakheel has been such a success in the recent years and is making giant strides within the property development regimes in Dubai. The performance appraisal system that is in place within Nakheel makes use of the strengths that the employees possess within their folds and how they bring together the same for the organizational success in the long run. The objectives of performance appraisal within Nakheel are to make sure that the employees are compensated what they do and how they do within the workplace domains. The performance appraisal system that is in place is geared to achieve a great deal more than it is doing at the present. However, the vision is set to attain greater heights as have been promised by the performance appraisal system which is working to good effect within the organization. The objectives are therefore very succinct as far as Nakheel Group is concerned. The performance appraisal is clear cut as far as finding out the best availab le resources for the organization as this will reap rich dividends for the organization in the future. Nakheel is being seen as a much desired employer by the aspirants who seek employment within its aegis. It makes the entire organization a sign of being a positive one for the people at large. The methods and tools which are employed within the performance appraisal system that is implemented by Nakheel are important to ascertain. This is because it helps the organization to grow as a whole as far as its resources are concerned. Much emphasis has been paid on the fact that Nakheel is a name that delivers pure value for the stakeholders and end customers. The interviews are seen as some of the most important tools behind the performance appraisal methodologies which are in place. These also help the basis of determining where success areas for the sake of the employees within Nakheel remain. The methods and tools that are made use of within the performance appraisal system that is i n place within Nakheel is very specific and does not allow for any wastage as such. It taps the potential and the strengths of the employees and gives them a chance to excel within their chosen areas and departments. 2) Reinforcement Theory Reinforcement theory looks at reinforcing attitudes to make sure that results are achieved and attained in an easy going way. It allows for progress beyond what has been envisaged. What remains to be seen is how well the reinforcement theory works to best effect for the employees and what kind of results will be achieved at the end of the day (Hartman, 1991). The reinforcement theory is therefore an indication of how well the strategies are being made use of within the employee morale domains in an organization and what kind of results will be there for the taking by one and all. Undesired behaviors are sometimes given the go-ahead as far as workplace manifestations are concerned. This is because there is no check on such undesired behaviors and this results in a great amount of anarchy within the workplace settings. The role of the human resource management and indeed the top management is of essence here because it brings under focus the need for remaining one step ahead in terms of providing the solution that is required. The undesired behaviors need to be negatively reinforced so that employees could keep away from the same settings, for

The Management of Restraint and Seclusion for Aggression in Essay

The Management of Restraint and Seclusion for Aggression in Psychiatric Patients in Inpatient Units - Essay Example Although initially nonviolent, Jane turned aggressive during normal sampling for tests and punched the nurse who was collecting samples for the tests. On becoming excessively aggressive, the patient was secluded and further restraint to minimize harm to her, her loved ones and the facilities’ staffs and other clients. However, these interventions are rather controversial and the family members opposed their use just as health care and legal professionals and the public continue to question their therapeutic capacities. Consequently, their use is questioned and opposed in equal measures. Instead, aggression management strategies such as individualized safety plans, patient-specific and focused restraint management and prevention, staff notification of restraint and seclusion phenomena, official briefing and debriefing about restraint and nursing staff mentoring are encouraged. In applying these interventions, a nurse leaders and managers should work with all other stakeholders, especially other medical and nursing staff and the families or caretakers of the patient. Consultative approach to leadership would have been quite appropriate for dealing with Jane’s situation. Transformational leadership theory, which postulates that great leadership emerges in cases of problems and encourages collaboration and teamwork, could also apply in this situation. In addition, the contingency theory, which expects leaders to different behaviours and contexts or circumstances are and react accordingly is also appropriate for handling Jane’s aggression. This paper proposes strategies likely to help eliminate or reduce the use of restraint and seclusion as the first choice measures whenever a psychiatric patient turns aggressive on self or others. Introduction For many nurses working in psychiatric inpatient units, violence and aggression are common phenomena. Aggression continues to pose serious challenges to psychiatric inpatient unit nurses despite the many modern and universal methods and strategies of restraint (Schacht, 2006). The two most commonly used interventions applied in the treatment and management of violent and disruptive conducts in psychiatric patients are seclusion and intervention (Anderson & West, 2011). Notably, the application and management of these nursing interventions vary from one country and institution to another. The central role played by these interventions have been largely highlighted in quite a number of nursing and health care studies and literatures, with most of the authors citing numerous recommendations for managing and reducing mental patient aggression (Peterson, 2004). In most of the studies and literatures, the effects of seclusion and restraint on mental illness patients and the prevention of seclusion and restraint or the reduction of their use are among the most highlighted aspects of seclusion management (The Joint Commission, 2008). Whereas seclusion refers to retaining and placing a ment ally ill inpatient in a room so that the immediate aggressive clinical situation is contained, restraint entails the use of different techniques that are custom-made to confine a mentally person to specific body motions (Cruzan, 1992). Despite the difference in meaning, both seclusion and restraint are measures generally used with the aim of preventing further injuries to patients, harm to nurses and to reduce violence and agitation (Centers for Medicare & Medicaid Services, 2006). This paper explores the appropriate management and leadership strategies for handling restraint of mentally ill inpatients by nurses. The following case study of an aggressive patient will form the basis of the proposed aggression management strategies outlined in the paper. Sample Case Jane (name changed for confidentiality)

The Effect of Employee Job Satisfaction

The Effect of Employee Job Satisfaction Study Objectives: The purpose of this paper is to examine the impact of job stress on job satisfaction and organizational commitment. The author studied some of the definitions and the sources of job stress and he mentioned some of the stress related illness; he also examined the types and factors of organizational commitment. The research question of the paper is what is the effect of job stress on employees job satisfaction and organizational commitment? Keywords: job stress, job satisfaction and organizational commitment Introduction The main purpose of the paper is to examine the job stress and its effect on job satisfaction of the employees and organizational commitment and thus on the organization as a whole. Stress, which have a huge effect on job fulfillment that subsequently affect the job performance, is considered a natural division of each and every occupation. Lately, researchers suggest that when the work nature alters the employees welfare is affected. These days, Job stress considers a very important issue because of its unavoidable outcome in any organization as a result of the current life difficulties (Singh, 2009: 255). Also Ziauddin et al (2010: 618) stated that in our society stress is being inevitable; and in order to avoid it, recognition and acceptance can ease its consequences and effects. As job stress will affect organizational commitment, and this will directly lead to the execution of employees and will also affect the firms performance. Thats why organizations have to reduce the stress on its employees. Another important topic in organizational research is organizational commitment. It can be used in the understanding of employees behaviour in the workplace. Organizational commitment imitates the degree to which employees identify with an organization and are loyal to its goals. Meta-analysis studies revealed a strong positive relationship between organizational commitment and job satisfaction (Tett and Meyer, 1993). On the other hand, some studies found that 38 percent only of employees experience a long-term commitment to their workplace. However organizations with highly committed employees will have a higher productivity than an organization with a non committed employees (YUSOB, 1999) The three variables, job stress, job satisfaction and commitment to the organization are grapping the attention of the organizational behavior research, these organizational behaviors directly and strongly affect the general performance of any institution. (Chen, Silverthorne, Hung, 2005:243). One of the most raising problems is job stress that consequences in significant costs to workers and the work association around the globe, and it is the main reason for employees job satisfaction and organizational commitment (Khatibi, Asadi and Hamidi, 2009:272). Some limitations and gaps have been found. Most of the studies on job stress focused only on the effect of job stress on job satisfaction or organizational commitment or even on the organization performance. For example; Sullivan Bahgat (1992) investigate the relation between the organizational stress with job satisfaction and performance .Fairbrother and Warn (2003) applied a research to examine the strong relation between stress, dimensions of workplace and job satisfaction. Chen, Silverthorne Hung (2006) studied the effect of commitment and organizational communication on job stress and job performance. Khatibi, Asadi Hamidi (2009) examined the connection between job stress and organizational commitment in National Olympic and Paralympic Academy (NOPA) employees. But they didnt specify any sectors, like the labor productivity in Egypt or in any other countries. So the Research Question of the Research Gap is what is the effect of job stress on job satisfaction and organizationa l commitment on Egyptian labor? The research question of the paper is What is the effect of job stress on job satisfaction and organizational commitment? since job stress these days is inevitable effect in any corporation because of the current life difficulties, and it might affect employees job satisfaction and organizational commitment, which may lead to the termination of employees and this will have a ruthless impact on the organization performance which will affect the organization as a whole. The paper is consisted of four main segments. The first segment is an overview on job stress; its definition, sources and levels. The second segment is an overview on job satisfaction; definition, variables and importance. The third segment is an overview on organizational commitment; definition, types and factors affecting it. The last segment will examine the impact of job stress on job satisfaction and organizational commitment. Then finally the methodology will be discussed followed by the conclusion. Literature Review Overview on job stress The job stress is indirectly proportional with the organizational commitment and the job performance , whenever the employee is more committed to the organization , the job stress will decrease, thus the job performance will increase and vice versa. . (Chen, Silverthorne, Hung, 2005:243), a raising problem of handling stress at work is being faced by personals and their institutions however, they are vulnerable because they need to understand the nature of their job-related stress (Williams, Cooper, 1998:306). One risk that should grab the attention of managers and they should be responsive to negative factors such as job stress that have a negative effects on employees health and as a result it has a unconstructive effect on job satisfaction and job performance. (Hamidi and Eivazi, 2010:964). Definition of job stress According to Hamidi and Eivazi (2010: 964) work stress is defined as the condition where some features or a group of characteristics that disturb the employee on his/her physical, mental, or societal homeostasis. Furthermore, Williams, Cooper (1998: 307) acknowledged that job Stress, which can be measured by some various measures such as mental physical condition, nervousness, and job satisfaction, is a complicated, multivariate process. Also (Lee Shin: 2005, 100) agreed that job stress is the condition of sentimental fatigue and sarcasm that happens repeatedly between entities who do people work (Lee Shin: 2005, 100). Sources of job stress In the workplace there are many reasons for employees job stress; one of the main reasons is the work overload, employees stay at the organization for a lot of time working to handle their jobs on their deadlines. While executives pay no attention for the stress and moreover they inquire more work from employee to do (Shahu and Gole, 2008: 238) In our life there are many important parts; job life is one of those parts. It causes different types of stress. Competitive nature of the jobs leads employees to be more worried and spend more time in their work; this considered a reason for stress. Generally employees are more anxious about their results and outcomes in their work, this way influence their treatments with people and with their customers as well. As the paper showed before stress is concerned with environmental conditions which invented to present the demand that frightens to exceed the persons abilities. Stress leads a negative impact to the organization, so the employees and their boss should understand the causes or the sources of stress (Abdullah and ahsan 2009: 121-122). There are different variables that have major effect on job stress. Those variables are role ambiguity, role conflict, work overload, and job-induced anxiety. Role conflict and role ambiguity are related to organizational and individual consequences. Role ambiguity is a degree that obvious data is lacking concerning three steps. The first step is the probabilities related to a role. The second step is the techniques used to accomplish role expectations and probabilities. The third step is the role performance outcomes. Role ambiguity may be caused by unstable expectations and probabilities. Role conflict happened when a person meets the immediate incidence of role requirements where personal performance prevents the others performance. Work overload shows too much work and responsibilities that exceed persons ability. Job-induced anxiety is the degree that individuals know how the indication and signs of worry about their work position and circumstances (Li and Shani 1991: 108-109). Job stress is a result of organizational portions, working for long hours, lack of organizational support and organizational change. Lack of support from supervisors and colleagues, and conflict with demands and pressures can lead to increasing job stress. There are other sources of job stress, insufficient staffing, and long working hours. Responsibility schedules which are in conflict with time for family, projectile field responsibility, deployments, threat of military disciplines, problem with supervisors and a wide diversity of other job related matters and problems. Work overload, work design, job qualifications, job performance and organizational structure are indicators of job stress. This study also added other sources of job stress which are work dimension factors which include lack of clearness of the work role, and disturbance of personal life and every day routines (Bokti and Abu Talib 2009: 301). There are three different influences that have great impact on creating stress. The first influence is personal influence; it confirmed that the feature of the marital relationship will arbitrate the effects of job insecurity (Wilson and Larson 1993: 74). Low wages or salaries, bad environment in work such as low social support and high workload, and high level of stress, those are factors that make employees leave their work and positions. While, getting recognition in the workplace was one of the reasons that make employees to continue in their jobs (Abualrub and Al-Zaru 2008: 228). Work overload related to the amount of stress practiced by people because of the awareness which they are can not deal with the quantity and the amount of required work allocated to them. People are expected to practice strain when they are expected to work hard and do more than the available time that allow them to do. Another source of job stress is lack of autonomy. This source is related to the insight of the control of decision making. This is because of the limitations of job or the workplace. The person is expected to experience stress when there is interdependence between the tasks of individual and the tasks of other people. There are other different sources of stress; broken or poor relationships with work colleagues will leas to high levels of stress. Unfair management will consider a potential source of stress. The jobs basic nature could be a source of stress. This study confirmed that lack of challenging and meaningful tasks, physical working circumstances is considered aspects of the job that may increase stress (Coetzee and Villiers 2010:30). Job stress is an adaptive reply happening in the workplace. Its reply is mediated by the characteristics of individuals and mediated by the psychological processes. In many occupational situations are now usually identified in educational situations. A lot of top stressors associated positively to the limitations of time. Time pressures, work overload and interpersonal relationships were major stressors among universitys staff. Conflict happens among teaching; scholarship and the responsibility of service were highly ranked as stressful condition. Job stress increases with greater public service expectations included faculty members rank, type of institution and gender (Thorsen 1996:474). Universitys teachers stress related to phenomena as poor physical comfort, mental ill-health and intention to leave. Teaching is considered as a demanding profession. There is bad impact of job stress between teachers on their well being and the behavior of work. Stress between universitys teachers leads to burnout. University teachers who practice and understand higher demands on their attention, energy, and time than others, whereas getting fewer prizes and recompenses, they become estranged from their work lives (Taris and Schreurs 2001: 284). Job stress should be at a suitable level, job stress has a negative effect on job performance of university teachers. Pressure of universitys teacher resulted from big competition, role conflict and the expectation of job which introduced in the system of education. This caused problems in professional behavior and job burnout (Cai-feng 2010: 130). He and Li (2000: 254) mentioned in their study that stress has sources, those sources are Social Environment, Family Condit, and workplace culture and atmosphere. Those sources lead to a response from individual, and then it causes job stress symptoms.Job efforts could be considered as stressor, it placed depend on the workplace and the deadlines of meetings. Job efforts have a direct relation with stress in the workplace, when it increases stress level increases also and vise versa. Job reward which is the real wages, categorized into three different mechanisms. The three mechanisms are personal financial need, personal social need, and finally personal esteem on and off the work environment. Job reward has a negative relationship with job stress (Rehman and Khan 2010:43). Levels of job stress The qualified difference between the requirement of the environment and the abilities of the individual is what stress means. Job stressor factor is divided into three main sectors. The first one is individual factor; second one is job factor or group factor and finally organizational factor. Job factors and specific job responsibilities structure the job, the ecological work factors and those factors that is associated to work plan comprise some variables, such as; job duties diversity, job difficulty, temperature, noise, and the level autonomy and control that workers have on their technique and speed on their job (Khatibi, Asadi and Hamidi, 2009:272). Individual level Some studies have been found that individuals stressors are the most important level than other levels. Several individual stressors are; the lack of social support, Individuals stressor factors have been studied more than other levels: role conflict, role ambiguity, volume overload of work, embarrassment changes, the quality of interpersonal relationships, lack of social support and personality type. Those stressor factors that are attributed to organizational factors are cultural and management practicing within the organization, non-participation in decision making, inappropriate and inadequate communication, totalitarian leadership style, organizational policies, insufficient opportunities for advancement, lack of job security which play a role in making stress. Job stress with any model needs the signs to recognize. (Khatibi, Asadi and Hamidi, 2009:272). There are three different influences that have great impact on creating stress. The first influence is personal influence; it confirmed that the feature of the marital relationship will arbitrate the effects of job insecurity (Wilson and Larson 1993: 74). Low wages or salaries, bad environment in work such as low social support and high workload, and high level of stress, those are factors that make employees leave their work and positions. While, getting recognition in the workplace was one of the reasons that make employees to continue in their jobs (Abualrub and Al-Zaru 2008: 228). Group level Organizational level The person environment fit model concerns with two main variables. The two variables are the individual characteristics of the worker and the organizational qualities of the work environment. In this Model, job stress is supposed to arise from an oddity between the environment and the person. This model showed the inconsistency in fit is a stressor. Unresolved issues will lead to psychological and physiological strain and strain is any psychological or physiological variation from what is usual for the person. Bad person environment fit could create a high risk to the employees (Blix and Lee 1991: 290). Stress-related illnesses A considerable relationship between level of peoples stress and repulsive reaction has been found in some therapeutic researches, such as; mental distress, sleep disorders and heart disease which may lead to the increase in the rate of absenteeism and that affect the employees job performance and as a result the organization in general will be affected. (Hamidi and Eivazi, 2010:964). Overview on Job satisfaction Baker College (2004:31-32) stated that the affective reaction to the job satisfaction is reflected by the constructive emotional condition, that defines the term job satisfaction. Job satisfaction is accompanied with two effects either absenteeism or turnover. Job satisfaction is considered a perfect predictor of employee absenteeism or turnover. Definition of job satisfaction Job satisfaction defined by Lambert (2004, p.210) as the amount of which the workers like their job. While Lambert, Barton, and Hogan (1999, p.97) defined job satisfaction as the gratification of peoples need that linked to their work. Camp (1994) and Lambert (2004) mentioned that employees job satisfaction can be measured by the satisfaction from pay, promotion, work, supervision, and coworkers. On the other hand Glisson Durick (1988) mentioned that job satisfaction is attached to another five additional measurements which are; task significance, skill variety, task identity, independence, and feedback. Sources of job satisfaction Some paraphernalia may cause the employees satisfaction or dissatisfaction. The major factors that encourage and satisfy them are wages, chances, raises, bonuses, working hours, environment, communication and relationship with their peers and supervisors. In addition to the availability of resources needed to achieve their jobs and tasks, one more thing is the involvement in the decision making process (Adeyemo, 2007: 325). Researches agreed that culture, race, education, age, residence and relatives can affect employees job satisfaction. For example; the groups of workers who didnt complete their education or even didnt graduate from a high school are more likely to be very satisfied from those who graduate, also the younger employees or workers are least likely to be fulfilled than the older ones. African Americans workers are more likely to be satisfied than Hispanic workers. Also there are some other sources that may affect job satisfaction negatively or positively like for example; the employees that dont show their emotions are more likely to be very fulfilled with each and every increase in the emotional control. On the other hand, employees that come across violence from customers or the members of the family are less likely to be much fulfilled with each and every increase of the abuse occurrences (Delp et al, 2010:929). Monetary limitations that boundary the contact with health care can significantly reduce job fulfillment. There are three main reasons that illuminate the impact of meeting of the physicians. Firstly, the insufficient health aids that dont protect all workers or all costs. Secondly, there is no sick leave that requires workers to sacrifice their salaries when they miss their work for health arrangements. Finally, there are no support respite care workers which will force them to choose between disregard their own health requirements or leaving consumers and caring for themselves (Delp et al, 2010:933-934). Importance of job satisfaction Job satisfaction is a must in any organization, since employees with low level of job satisfaction create a lot of unwanted and adverse behaviors within the organization; like for example wasting the organization working hours doing some personal duties, emotional and actual retirements from their jobs, and other changes that change the work environment (Camp, 1994) in (Getahun, Sims Hummer: 1). Some other negative results is related with low level of job satisfaction such as the early withdrawals, absenteeism and attendance problems, and the absence of involvement in job tasks. Overview on organizational commitment Many researchers concentrated on the association between employees job satisfaction and organizational commitment. They showed that job role encounter and uncertainty have no effect on the organizational commitment in law, but they revealed the presence of the positive relationship between organizational commitment and leader provision, group cohesiveness and promotion chances (Jaramillo, Nixon Sams, 2005). Definition of organizational commitment Organization commitment and job commitment have been studied (Koslowsky, 1990: 167-168). Organization commitment can be simply defined as the level at which the employee attracted to the organization while job commitment is the level at which the employee attracted to the job (Bashaw; Grant 1994: 43). Job commitment describes how people feel towards their duties and tasks. One can be committed to the organization without being committed to his job and vice versa (Freund; Zahavy, 2007: 322). Workers can be more satisfied with their jobs and loyal to their organization by raising their empowerment as a result they will improve their performance as well as the organizations performance (Gallie et al, 2009: 2). Types of organizational commitment There are three types of organizational commitment; affective, continuous, and normative. In the words of Allen and Meyer (1990: 3) employees with strong affective commitment remain because they want to, those with strong continuance commitment because they need to, and those with strong normative commitment because they feel they ought to do so. Affective commitment According to (Solinger, Olffen Roe, 2008: 72) affective commitment was defined as the sentimental link between the employee and the organization, in which the employee is attached to the company; it also comprises employees involvement in the organization as well as their identification with it. Affective commitment represents satisfied and pleased feelings of employees towards their jobs. Indeed affective commitment can be described as the willingness of the employee to stay in the organization because he wants to as said by Allen and Meyer (1990: 3). Also (Turner Chelladurai, 2005:195) agreed that affective commitment imitates an emotional affection to the organization as an objective not to the action of staying or leaving the organization. Consequently, affective commitment greatest prognosticator is the emotional agreeable involvement of work. Continuance commitment Continuous commitment was defined by (Solinger, Olffen Roe, 2008: 72) as the supplementary cost paid by the employee after leaving the company, this resembles with the utilitarian outcomes that consists of penalties and rewards that are supposed to follow from engaging in the behaviour (Eagly Chaiken, 1993: 209). Continuous commitment is the attitude toward a behaviour not headed for the organization. It reveals the deliberation of outcomes of action whether to remain or leave in the organization. In other words as Meyer Allen (1990) that employee with a strong continuous commitment remain in the organization because he needs to. Normative commitment Normative commitment is the state of the employee where he feels responsible to stay in the organization (Solinger, Olffen Roe, 2008: 72). Normative outcomes concern to approval or disapproval that significant others are expected to express after performing the behaviour as well as the self-administered rewards (pride) and punishments (guilt) that follow from internalized moral rules (Solinger, Olffen Roe, 2008: 72) In fact employees that are characterized by normative commitment feel that they should stay in the organization and that they have to carry on their work. Normative commitment is a value where similarity between employees and organizational values might take place. (Turner Chelladurai, 2005:195) Factors affect organizational commitment Chen, Silverthorne Hung (2005) mentioned that not only the job stress that affects the level of organizational commitment but also organizational communication has a substantial and affirmative relationship with organizational commitment. They also found that organizational intervention and personal predisposition can influence organizational commitment. Organizational intervention Personal predisposition Importance of organizational commitment One of the key factors that affect productivity is organizational commitment that increases the performance that leads to a higher productivity as well as the employees are loyal and committed to their jobs in addition to job satisfaction. Therefore organizational commitment leads to the job satisfaction and motivation which affect productivity (Eaton, 2003: 148). (Gallie et al 2009) also believed that workers who are highly committed to their organizations can increase their results because they will be more likely to work hard, they may also decrease their absence as for example in Google organization people are less likely to be absent because they are highly committed to their jobs and organizations and they may not leave their jobs. In contrast employees who have no other choices rather than staying in the organization may have a negative effect on productivity as he is not committed to his organization or to his job in addition he may affect his other employees resulting in fewer outcomes (Eaton, 2003: 148). The impact of job stress on job satisfaction and organizational commitment Many researchers found that in one hand, job stress is indirectly proportional with job satisfaction. On the other hand, they found that between organizational commitment and job satisfaction positive relationship. As a result, it is rational to have a negative relationship between job stress and organizational commitment (Khatibi, Asadi and Hamidi, 2009:273). Low organizational commitment Many researchers concluded in their researches that there is a significant relationship between job stress and the whole organizational commitment. Extra investigation displays that there is also a relationship between the affective and continuous commitment with job stress but they didnt find any clear link between job stress and normative commitment (Ziauddin et al, 2010: 617). While Somers on the other hand stated that there is a relationship between affective and normative commitment with job stress, but no clear link between continuous commitment and job stress. Also Khatibi, Asadi Hamidi (2009: 272) agreed with Somers that there is a negative significant relationship between job stress and organizational commitment, affective commitment and normative commitment, but there was not a significant relationship between job stress and continuance commitment. Lee et al stated that there is an adverse relation between job stress and organizational commitment, while wells et al (2009) on the other hand revealed in his study that there is a positive relationship between job stress and organizational commitment and an adverse relationship between job stress and job commitment. Yaghoubi et al disagreed with all these relations and declared that there is no significant relationship between organizational commitment and job stress, he then added that it is important for any organization to have healthy and committed employees as well as sport organizations as ther are not exceptions. Job dissatisfaction and termination of employee In the short run, job stress will reduce job satisfaction that results in decreasing the rate of absences of the employees. Absenteeism is the reaction of the employees towards the feeling of being dissatisfied. While in the long run, being dissatisfied will have a huge result in increasing the rate of turnover. On the other hand, some employees may not leave the company as they buildup financial interest which will be so difficult for them to quit the job and these financial interests may include wages, encouragements and it might be the only return to the employees family (Baker College, 2004:36). So whenever the employees are satisfied and committed to the organization they will have a lower tendency to leave it (Ziauddin, 2010:618). Stress affect organizational outcome Some researchers discovered that the previous and the significance of the lower job stress leads to a higher job satisfaction and higher organizational commitment, since it will give them the feeling that the job met expectations (Moncrief et al, 1996) they also added that employees will have a lower tendency to leave the organization when they are highly satisfied and committed to the organization. (Elangovan, 2001) indicates that there are durable fundamental relations between job stress and satisfaction (where the higher the job stress the lower the job satisfaction), and between job satisfaction and organizational commitment (the lower the job satisfaction the lower the organizational commitment). He also stated that there is a mutual association between organizational commitment and turnover goals (lower organizational commitment leads to a great intention to quit). Stress is linked with some negative effects in the workplace some of them are the lack of interest for work, organization, and colleagues. It also includes absence of creativity, loss of duties, reduced effectiveness, increased inflexibility of thinking, and decreased the ability of performing (Fairbrother and Warn, 2003: 9). Job stress is related with significant occupational consequences of job satisfaction, organizational commitment and the withdrawal behaviour of the employees (Sullivan Bhagat, 1992). Organizational commitment and job satisfaction regularly report an adverse relationship with the intent to leave and turnover (Hollenbeck and Williams, 1986). According to Fairbrother and Warn (2003: 9) they stated that organizational commitment and job satisfaction have repeatedly negative relationship to intent to quit and leave the organization, since high level of job stress most of the time connected to the low level of commitment and satisfaction. The major predictive effect of dissatisfaction is job stress and it will have a great tendency to leave the organization (Landsbergis, 1988; Terry et al., 1993) Methodology In order to test the mentioned hypotheses, a quantitative method should be applied which includes questionnaires and interviews. Since we are aiming to examine the effect of job stress on job satisfaction and organizational commitment, a questionnaire will be a valid tool to draw statistical conclusions. The questionnaire will be distributed in two private manufactories one for clothing while the other one for paper and cardboards. Thus a structured face-to-face questionnaire is needed where the interviewer presents the items orally in order to clarify the main purpose of the study and the meaning of the questions, because most of labors are illiterate. The sample of the study will consist of two hundred Egyptian employees working in private manufactories in Egypt, specifically in Cairo for convenience. We chose private manufactories due to the easy access to them in order to distribute the questionnaire, because it will be much more difficult to distribute the questionnaire in public organizations or

Tuckman Group

Storming Stage: Every individual in the group will come up with different ideas to solve the problems of the reject; Also members will share their experiences and bring in what they have learnt from different projects form the past which will be great benefit to this one (what worked and what didn't work). At this stage every idea is valuable to make the project perfect -All ideas or contributions must be noted and treated as important. Morning Stage: At this stage, they work out strengths and weaknesses Of all the members to know who can do what based on individuals background, experience and area of expertise.The task is now assigned to everyone from the processes listed in the forming stage. They also prepare a timely schedule for the completion of the tasks as well as meeting dates in which each stage of task is fed back to the group ( as they are all from different countries, their meeting could be done using ‘Conference call' or online). They will have to prepare their sc hedule in line with the tight deadline they have been given. Performing Stage: This is the stage in which the project is actually completed, tested and executed. The improvement process is completed and updated unto the company's database.Samaritan oversees the whole process as a team leader. Paul will be in charge of the budget – looking at how much the company is willing to spend on this project; the actual cost of resources needed; cost of contracting out if necessary; and how well they can manage the fund available to complete the project. Michael has a good knowledge of stakeholders, so he is going to be looking at the needs of clients; the benefit and suitability of the improvement process to the company's operation. Michael along with Alice will be working together looking at the cost benefit analysis of the project.They will be considering and weighing the benefits of he project to its cost to the company in long term. Susan and Alice will be given the responsibility of writing the programmed, of needs to improve the process using programming languages, which will be incorporated into the existing process software and updated. Everyone is now aware of what is expected of him or her and from here they move onto the fourth stage which is; Adoring Stage: after the new process is implemented, then the team's objective is completed and thereby dissolved, this is referred to as the adoring stage.The basis for which the group was plopped has been actualities. When there is need for any other improvement then another group/team will be established which may comprise of the same or different set of people. Mourning Stage: This won't really apply to this team as their task has been completed and the team has been automatically dissolved. The mourning stage is when a group loses its member(s) and there happens to be no replacement. It may only apply to this team if doing he period they are working on the project, a member resigns is being sacked from the c ompany and not been replaced by any other person.

Chinese Cinderella Essay

Last term our class studied Chinese Cinderella by Adeline Yen Mah. It is Adeline’s story, about her tough and horrible childhood as a neglected and unloved daughter of a rich and arrogant man, and a cruel, and abusive Stepmother. Right from the moment her mother died, Adeline was labelled as ‘bad luck’. Her family was very superstitious and believed she caused her mothers death so was therefore despised, no one wanted her around at all. Unfortunately for Adeline she didn’t really have any parents, her father loathed her as she had supposedly killed his beloved wife, and now she no longer had a mother so she was taken care of by her Aunt Baba who lived with the family at the time. Aunt Baba was the only real family Adeline had when she was young, but was grateful that she had an Aunt has wonderful as hers. A great moment I found in this book that showed the connection between Aunt Baba and Adeline and the close relationship that they have, was the time when Adeline came home from kindergarten one afternoon with a medal and a certificate, her Aunt was so proud of her and Adeline just seemed so excited and happy because for once she felt like someone cared for her. Her aunt opened her safe keep box that she kept secretly away and put the certificate away with the rest of her treasures. I think its wonderful how her Aunt cares for her niece like that when she doesn’t even have to, and it proves how much of a kind-hearted person Aunt Baba really is. Through out reading this book, I’ve noticed how Adeline changes, in the beginning she is a curious, smart and loving little girl, but towards the end of the story she gets a little more depressed and lonely. She is annoyed at the way her parents treat her but she puts up with it because she knows the consequences if she was to speak out. Adeline enjoyed being at school more than she enjoyed being at home, she felt like she belonged there and she loved it more than anything else. She was treated fairly and equally, everyone accepted her the way they accepted everyone else, she didn’t feel like an outcast or alone anymore. She was a very lively yet shy little girl and was loved by everyone she met except for her family of course. But then Adeline was then moved to live in Shanghai after her Nai-Nai passed away. When they arrived in Shanghai, Adeline was beginning to feel displaced again because she was forced to live on a different floor of the house than everyone else because Niang was now in charge again. This was when her life started to get worse and worse. Niang was handling Adeline’s life far more dreadful than anyone else’s. She made sure that Adeline and her siblings were punished terribly if they dare did something wrong. Adeline was getting quite upset about the way her parents were behaving towards her, but she handled it in her own way, just staying calm and quiet but raging inside, accepting that this was the way it was going to be. Adeline became happier when she joined sacred heart (sheng Xin) school in first grade. She made friends with a sporty and athletic girl named Wu chun mei and also became elected class president. Unlucky for Adeline, Niang didn’t like this at all because Adeline had actually achieved something on her own and Niang was realising how loved and appreciated she really was. Adeline was not permitted to have friends over or go to friends houses under her stepmothers instructions. She was only allowed to eat whatever was put in front of her at dinner times and was not allowed snacks in-between meals. She could not enter certain parts of the house without permission and she was forbidden to talk to fourth brother and little sister. An easier way of putting that, is that Niang did not approve of Adeline having fun of any kind. But this made Adeline stronger and more independent, as she learnt to do things on her own that other children normally would do with their parents. I don’t think she liked being left out and treated differently when she’s at home but she learned to cope with it and in a way she sort of had her own little world around her where she would dream of things that she would never be able to do in real life that way she could still keep herself hopeful and entertained. She has a very vivid imagination and is smart and brave. She was always top of the class and received a ton of awards for best academic student. Her classmates looked up to her but she never seemed to understand why. She thought of herself as a poor, dirty unloved child because that was the influence she was getting from her family, but her friends and her Aunt and grandfather believed that she would go places one day. When she was younger, her goal was to get her Parents and her family to love her and appreciate her but after she had won so many awards and certificates then she realised what potential she had and started to focus on her studies a bit more. Her grandfather enlightened her on the all of the amazing possibilities and opportunities in the world and how she could also have them someday if she worked hard enough. She changed a lot when Ye-Ye passed away, she grew more and more intelligent and hardworking as she was determined to make her grandfather proud. She had a lot of encouragement and a lot of discouragement through the years but she chose to listen to the people that were cheering her on, like her grandfather and her Aunt Baba and Wu chun-mei, because she, just like anyone else, would obviously decide to follow the rewarding and successful path in life. Adeline decides that since her childhood has been a mess and a disaster she doesn’t want it to carry on this way so she is doing good things in her life and makes a change. She wins the play writing competition and dedicates her play to Ye-Ye and gets the opportunity of a lifetime to attend school in England with her brother. I could only Imagine how excited and overwhelmed she must’ve been when she heard that her father was so proud of her. She reached both of her goals in life which made her very pleased with herself and her outstanding achievements. One thing I learnt from Adeline Yen Mah is that no matter how hard it is, and no matter how tough life might seem, as long as you try your best it all pays off in the end. Chapter 15: Boarding School in Tianjin Without explaining where she was going, Niang and her father drove her to St. Joseph’s School, where she previously attended kindergarten. She was there again, but this time as a boarder. Sadly, when her father had to fill out papers for the flight to Tianjin, he couldn’t remember her name or her birth date. Neither her father or Niang said good-bye. The next morning she woke up in the bright room and met Nancy Chen, who was in the bed next to her. Nancy’s mother asked what was wrong with Adeline’s parents leaving a child alone in a dangerous situation—the Communists would soon be invading. That explained to Adeline why the large school only had a couple of hundred students. After a few months, Adeline remained the only student at St Josephs. All the students had fled with their families to escape the communists. Adeline hoped that she would wake up one morning and her parents were there to collect her to take her home, but then she didn’t know if that would be worse. The way her family just left her there all by herself is appaulling and it’s a very memorable moment in the book for me because I think that if I was in Adeline’s situation, I would be extremely terrified. No one there to play with or talk to, that would drive me crazy. The anxiety of worrying when the communists were going to come along and take you away. Sitting there alone everyday curious to know if anyone actually cared about you anymore, if you were even remembered? When her father forgot her name, that was probably the worst thing a parent could’ve done, whilst on his way to dropping her off at boarding school forever. I felt terrible for Adeline, she has never had her parents there to support her and her father doesn’t even know her name or birthday. A life without loving Parents is possibly the worse life you could have. You need your mum to read you bed time stories and tuck you into bed at night and you need your dad to teach you how to ride a bike and be proud of you. She still has parents but if they are willing to leave you at a boarding school all by yourself when there are soldiers coming, then I don’t think they make good parents at all. The worst part about this chapter is when she is playing with a basketball in the playground by herself, and a teacher runs into the playground and calls to Adeline â€Å" Adeline your Aunt is here to take you back to Hong Kong with her on her ship†. She was standing there with her heart racing 1000 beats per second thinking is it true? Could she really be here? The one person Adeline cares about, has come to rescue her, this is like a dream come true for her. She sprints across the playground as fast her tiny feet could carry her, and stops to find a stranger. She would‘ve been so confused, isn’t this meant to be my Aunt? She is thinking. The disappointment would’ve been unbearable. Gone from being so excited to the biggest let down ever in a second. Even I was getting excited for her, I thought wow this could be her chance to escape and start fresh, with her lovely Aunt the one that has always been her best friend. I instantly imagined her and her Aunt Baba on a beautiful ship sailing across the sea far away from everyone else. But then everything changed, when I read on to see that it was Niangs Sister and then I got a whole different picture in my head, of poor Adeline living the rest of her life away in a dark and dingy dungeon taking orders from the dreadful Niang again. It started to feel like she actually was Cinderella. I thought that was one of the most dreadful parts of this whole story. It felt like it was the part where Adeline was forgotten and abandoned. If that was to ever happen to me one day, I would be grateful that I read Chinese Cinderella because I would do exactly what Adeline did, hope, pray and try my hardest to reach success.