Parents as Educators Essay Example | Topics and Well Written Essays - 750 words

Parents as Educators - Essay Example This paper investigates that anyone who plans a career in the field of young children’s education must have a clear understanding of the value of play because this is an important medium through which children learn about the world. Children are vulnerable to many dangers in childhood, and it is important for me to identify the needs of any child in my care and work in collaboration with others to ensure that each child has the best possible start in life. I feel that it is essential to work alongside parents and carers, supporting them in their own individual approaches to childcare. School and playgroup environments can provide some additional support, but there is nothing that can fully replace the family based bonding and relationships that help a child to become socialised in the world.This research stresses that  children grow up within a family and the family in turn is located within a whole social environment consisting of the wider family members, the neighbours, a nd various other known persons and strangers. Imaginative engagement by a caregiver is an important way of passing on cultural values and instructions on how the child should fit in with his or her local social environment.   One international study compared for example American Irish and Taiwanese families, and noted that there are some universal features, relating to developmental milestones for the child, and some variable features related to the culture of the family group in the way that caregivers initiate and support play with young children.... hool and playgroup environments can provide some additional support, but there is nothing that can fully replace the family based bonding and relationships that help a child to become socialised in the world. One aspect that I have reflected on is the need to be aware of different cultural contexts and to learn about varieties of play that may be preferred on different social and cultural groups. Some parents may be very achievement oriented, and they may be more or less child centred in their family environment, while others prefer passive storytelling activities, for example. II think it is part of my role to help families extend their repertoire so that parents and children both gain from productive kinds of play. Why family engagement supports early child development and learning Children grow up within a family and the family in turn is located within a whole social environment consisting of the wider family members, the neighbours, and various other known persons and strangers. Imaginative engagement by a caregiver is an important way of passing on cultural values and instructions on how the child should fit in with his or her local social environment. One international study compared for example American Irish and Taiwanese families, and noted that there are some universal features, relating to developmental milestones for the child, and some variable features related to the culture of the family group in the way that caregivers initiate and support play with young children (Haight et al., 1999). Similarly Farver and Howes (1993) found that there are differences between Mexican and American mothers’ strategies in guiding their children’s play, and this suggest that wider social norms are an important factor, as well as individual differences in each

Critical Context of law Case Study Example | Topics and Well Written Essays - 1000 words

Critical Context of law - Case Study Example tax inspectorate. Mandox had purchased Bleak Hall when the property market was cheap. It is obvious that Mandox had purchased Bleak Hall as part of his investment plan. Bleak Hall belongs to Mandox although his wife, Muriel, uses it more often for political reasons. His wife, Muriel, and three daughters have judicially enforceable rights in the ownership, use and occupation of Bleak Hall. There is no mention of Muriel's and their daughters' rights anywhere concerning Bleak Hall. However, Muriel's status as Charles Mandox's wife gives her judicially enforceable rights. This could prove useful in case of any divorce claims, although there is no mention anywhere of Charles and Muriel contemplating divorce. Apart from Muriel and their children, no one else has any right or claim on Bleak Hall. Charles Mandok may spend much of his time taking drinks. However, he has sharp business sense. The possibility of anyone other than Muriel making any claim on Bleak Hall is remote. Mandok is too powerful and ruthless to tolerate any third party claims on Bleak Hall. However, Muriel makes good use of Bleak Hall. She sensed rightly that in the emotional vacuum of Bleak Hall she would encounter little opposition to her own designs. A political career, she adjudged, needed a prosperous backcloth. Bleak Hall was close to the residence of the then prime minister, Tony Blair. What additionally would Muriel Mandox need to have done or be able to demonstrate to show a legal or equitable interest in Bleak Hall Charles Mandox uses Muriel's paycheck to pay for the outgoings and maintenance of Bleak Hall. Muriel could have asked for co-ownership of Bleak Hall. Muriel is quick-tempered and Charles is ruthless. The couple has lived through to see three children, all daughters, although most of the children's time is spent with girls hired as childcare. Muriel is so caught up with her political career that she does not consider as necessary the need to spend time to talk with Charles Mandox about their property affairs. For a man of wealth like Charles Mandox, it is necessary to have property and financial affairs well sorted out to take care of any contingencies. Her background as a miner's daughter and traumatic home life did not breed in her the systematic and planned thinking of those used to sophistication. Her father had disappeared after having a bottle smashed on his head by her mother. Her socialist background and political proclivities aroused in her the grandiose prospects of career in politics. Her political life brought out her innate qualities of quick thinking that included brilliant albeit raw calculations. She had first joined the Conservative party and then switched over to the Labor. The first time Charles called her out on a date, she almost told him to go to hell. His persistence on dating her

The Evolution of Hester’s Scarlet Letter Essay Example for Free

The Evolution of Hester’s Scarlet Letter Essay In the novel, The Scarlet Letter, the protagonist, Hester Prynne, is forced to publically wear her sin on her sleeve. She committed adultery, which was a sin that was highly chastised by the Puritan society. The Scarlet Letter that Hester wore first symbolized the burden and humiliation that accompanied the sin. Throughout the novel however, the meaning of the letter changed to parallel Hester’s own development into a strong, independent woman. The letter starts out as a symbol of shame. A public trial in the presence of her fellow New England citizens forced Hester to wear this shameful letter. As Hester was standing on the pillory, her punishment for committing adultery was to display the â€Å"mark of shame upon her bosom† for all to see (Pg 58). The Scarlet Letter diminished Hester’s image by subjecting her to public humiliation, which affected her emotionally and mentally. Puritan women at the pillory claimed that the Scarlet Letter could possibly be hidden on the outside by physically covering it, but â€Å" the pain of it will be always in [Hester’s] heart† (Pg 49). Hester had to endure belittlement and harassment at the hands the disappointed Puritan mob. Even the Puritan children, â€Å"the most intolerant brood that ever lived,† made disparaging remarks about her (Pg 83) because they â€Å"scorned [Hester and Pearl] in their hearts†(Pg 84). Hester was forced to the bottom of the social ladder if even children can get away with making fun of an elder without fear of punishment in such a rigid society. The various tragic events exacerbated the guilt that Hester felt. This is demonstrated when she told her husband, Chillingsworth, that it was her fault for committing adultery to conceal the identity of the person with whom she committed the sin. She hid the identity of Pearl’s father because the constant humiliation and rebuke that she had to endure led her to believe that her sin was completely her burden to bear. Hester knew that â€Å"her deed had been evil† (Pg 80) because Pearl acts out in a hostile and sinful manner. Pearl has grown to become a walking embodiment of the Scarlet Letter. Consequently, Hester felt overwhelming guilty. However, as the novel progresses Hester’s attitude towards the Scarlet Letter changes and the meaning of the letter goes through a metamorphosis that would help Hester wear the letter with pride. When Hester no longer saw the Scarlet Letter as a symbol of shame, it represented her freedom from the letter’s hold over her as she wore the letter with pride. Though she could have easily been defeated and sunken into despair, she persisted through the hardships. She became a productive member of society by sewing miraculous materials, which allowed the people’s perception of her to change. This can be interpreted as a change in meaning of the Scarlet Letter. Before, it had stood for adultery, but eventually people recognized it as a symbol of â€Å"her many good deeds† (Pg 142). The changes in the letter, both physically and symbolically, reflected the perception that people had of Hester. Hester transformed into a â€Å"powerful peculiar,† an individual who was â€Å"so kind to the poor, so helpful to the sick† (Pg 142). Despite her initial difficult circumstances, Hester turned around her life. As Hester experienced her transformation, she showed resentment towards her punishment. She knew that there were others in the community who committed sins, some even greater than hers, but these atrocities went unpunished. Consequently, Hester’s changing attitude revealed that while she saw her act as a sin, she felt that her punishment was unjustified due to the hypocrisy that was prevalent within the society. Hester realized that the persecution against her was unfair given the hypocritical standards of the society and that other people should perhaps wear their own Scarlet Letter for the sins that they have committed. Her path to redemption instilled the confidence in her to believe that she was not inferior to others; if others were not going to own up to their own mistakes, she was not required to do so either. She was no longer sorry for what she had done because while she faced the consequences head-on, others were cowardly concealing their sins in order to evade public humiliation and punishment. Due to the double standard in society, Hester decided that the act was not as evil as it was made out to be by society. She told Dimmesdale that â€Å"what [they] did had a consecration of its own† (Pg 170). The Scarlet Letter was supposed to remind Hester and the townspeople of her sin, but â€Å"the Scarlet Letter had not done its office† (Pg 145). The meaning of the Scarlet Letter that Hester wore changed throughout the novel to parallel Hester’s own path to enlightenment and freedom from societal pressure. The metamorphosis of Hester’s image and the change in her inner thoughts represented how she overcame the burden of the Scarlet Letter. The Scarlet Letter was an embodiment of Hester’s life.

Effect of Middle level managers on Employee Turnover

Effect of Middle level managers on Employee Turnover Abstract Management at any organization can be classified into three levels and they are Top level, middle level and low level management. Each level of management has its roles and responsibilities to be executed for the better functioning of the organization. Middle level mangers play a key role in any organization. They are point of contact for many of the resources across the top level and low level management. There were many cases where high level management contacts the middle level mangers for several operational issues with low level management and even low level management has made the middle level managers as the single point of contact in order to resolve their issues. Usually the job profiles in middle level management differ based on the organization structure and number of employees operating in a particular division. There were many research and theoretical aspects, that has proved middle level management has nothing to do with turnover of an organization. This particular turnover is not and no where related to revenue terms and this entire discussion is based on the turnover of employees and their work done. Here, we can review an article â€Å"Effect of Middle level managers on Employee Turnover† published by Mr. Morgen S. Johansen. In this particular article author mainly concentrates on High level and middle level manager and their impact on the overall employee satisfaction that results in the turnover of the organization. This review is published in â€Å"Department of Political Science, Texas AM University†. The results and their impact are discussed in the public management literature. Introduction Public management is a vast subject and if any one is interested in studying this particular subject, the most important area to be concentrated is the relationship and level of interactions between mangers and workers, and the result of work done which is affected by their levels of interactions.(Frederickson and Smith 2003, p98 ). After much research, the most important aspect came in to light is that, maximum study of public management is concentrated on the relationship between management activities and output of work and has neglected the relationship between management and workers (Meier and OToole 2002, 2001; Goerdel 2006; Brewer and Selden 2000; Walker and Boyne 2006; Moynihan and Pandey 2005; see also Lynn, Heinrich, and Hill 2001; although see Ingraham, Joyce, and Donahue 2003). This particular negligence of management on employees has become the main drawback and is affecting the organization performance a lot. The management should understand this effect of performance on organization turnover and proper steps are required to get rid of these activities. Lack of attention on workers may definitely affect the employee performance. A deep focus on relationship between management and workers is required to understand the few aspects like whether management is effecting the employee performance or employee performance is effecting the management. To concentrate more on this, the basic management activity like Human Resource can be considered, as it is the core functionalitys of any management (Daley 2005). Typical management activities include providing better workplace needs, recruiting right resources, training them to develop their skills and finally motivating and encouraging them in many aspects (Ingraham, Joyce, and Donahue 2003). In simple words Human Capital can be considered as biggest asset of any organization. Short Literature Review As per the previous discussion, Human Resource can be considered as the biggest asset of any organization and maintaining it effectively will always result a positive impact on both employee and organization performance (Ingraham, Joyce, and Donahue 2003;Daley 2005). According to Author, for better understanding of relationship between management and work outcomes, one should concentrate on the missing term i.e. Workers. Thus, in determining how management matters, the question becomes, what effect does management have on workers? In order answer these questions, author mainly concentrated on the effect of management on the turnover of street level. Turnover has a major role in building the organization performance. As per author, turnover is directly related to work satisfaction and this particular work satisfaction from workers side is essential for any organization for its effective operations and performance. Workers may not perform well and in some cases, they may leave the org anization, if the work or job satisfaction is not up to the level. All these factors make turnover as a bad thing for any organization and should be managed properly (Mobley 1982). Consequences and causes of Turnover As per author reviews, high turnover always poses a negative impact on organization performance (Meier and Hicklin 2008; Brill and McCartney 2008). Turnover has much importance, as it could be considered as the main factor that affects the costs in many aspects like lost recruiting, interviewing, training, and socialization investments (Mobley 1982). Apart from all these factors, turnover can also affect the morality of any company (Rainey 2003) and can cause a huge of scope of disturbance is in the smooth flow of the organization like social and communication platforms (Mobley 1982). Economy, inflation and labor force composition can be considered as external cause, that cant be controlled with in management. Several organization factors also effects the turnover and few of them are size of organization and each department, work pressures and salary (Mobley 1982). The compensation workers receive is a strong predictor of turnover (Mobley 1982; Moynihan and Pandey 2008; Selden and M oynihan 2000; Theobald 1990). Workers should be at a satisfaction level of their pay. This particular satisfaction can be measured with respective to their cost of living and the work place conditions. Even the fiscal resources of the organization affect the turnover. The fiscal resources of an organization matter because an organization with more resources is more likely to provide supplies, training, and other resources that better enable workers to do their jobs. Apart from these, there were many individual factors that effect the turnover and one among them is the work satisfaction (Nigro, Nigro, and Kellough 2007 ), for all these managers are responsible for building up the confidence levels and turnover too. Methodologies and drawbacks The basic methodology implemented by author is to study the relationship between management and workers and their total effect on the turnover. He has collected data from many aspects and concluded that middle level management poses a negative impact on the turnover. Turnover and Management Turnover is something that must be managed (Mobley 1982). The impact study of Human resource management can be considered as the best among the methodologies used by author to explain the turnover. HR management is directly related to job satisfaction and it strongly influences the organization performance (Mobley 1982; Riccucci 2005). In simple words, management can impact the job satisfaction, as mangers are the key persons who can make the workers not to dissatisfy (Riccucci 2005). Job satisfaction can be considered as a typical measurement factor, that how an organization body behaves and treats the employees (Mobley 1982; Morrell, Loan-Clarke, and Wilkinson 2001). Hiring the right persons, who can adjust to the organization environment and worker, is the primary task of any manager. Moreover, the support workers have from management (Parker 2002; Moynihan and Pandey 2008) also matters. Apart from HR management, budgeting also effects the job satisfaction of employees (Donahue et al. 2004). As per author methodology, there is a very tight relation between pay of the organization and turnover (Mobley 1982; Moynihan and Pandey 2008; Selden and Moynihan 2000; Theobald 1990). Managers are responsible here because, they were the key persons t decide the word on budgeting and many other aspects like distributing the available budget to several departments, employee salaries and reserves etc (Gulick 1937; Mintzberg 1979; Donahue et al. 2004). Drawbacks and un-answered questions on this methodology Author has given an excellent discussion, on the relationship between mangers and covered all important aspects of management activities. Apart from the positive aspects, there were many aspects author could not cover and few questions that were un-answered, and few of them are discussed below †¢ Author has missed to clearly explain the exact level of management that was affecting the turnover and job satisfaction. He always refers that it the responsibility of management, but no where he mentioned that middle level mangers are responsible and this does not fit as per the article title. †¢ Human resource management is directly focused in this article. Even there were many cases, where HR is not morally responsible for job satisfaction. The best example could be, even there exists a separate policy to motivation and job satisfaction, the attitude of any single employee can effect the entire division. †¢ There were no special case studies included, where the author can support that budgeting can effect the job satisfaction. Even a good budget can meet the requirements of workers. Multi-level management The second methodology considered by author is the important aspect and is Multi-level management. In a multinational organization, there could be always a scope for multi levels of management. At each level there are different managers with their own roles and responsibilities (Riccucci 2005; Lynn, Heinrich, and Hill 2001). Thus, to really determine if management affects workers, we need to look at managers at more than one level and their effect on street level bureaucrats. So, they can directly effect the salaries and the respective job satisfaction with respective to the pay outs. Organization goals are also set by top level management and as per first hypothesis of author â€Å"Hypothesis 1: Upper level managers will have an impact on turnover†. Apart from Upper level manger, middle level mangers are also responsible for many factors that directly affect the turnover. This is because; middle level mangers are the key persons, with whom the low level managers and workers are in contact (Mintzberg 1979; Barnard 1938). As middle level managers are close to workers, all the issues related to worker job satisfaction are directly influenced by middle level managers and thus author concludes his second hypothesis as â€Å"Hypothesis 2: Middle level managers will have an impact on turnover †. Drawbacks and un-answered questions on this methodology Author has justified the classification of levels in management in an organization and their respective impact on the job satisfaction and turnover. Apart from these, there were many points that were missed and few of them are highlighted below: †¢ Author could have classified the roles and responsibilities of different management levels, but failed to explain their respective level of impact on the overall job satisfaction. †¢ There was no percentages sort of things, like what percentage of upper management affects the turnover when compared to middle level management. †¢ Again the focus has been divided among upper and middle level mangers, but there is no special theory that could explain the view of author, that only middle level management has imposed negative effect on turnover. Organization size The third and most important methodology considered by author is the Organization size. Organization size badly affects the turnover of any organization and this is due to the reasons that big organizations are designed in a critical and more complicated manner (Rainey 2003). Considering all these reviews, author concludes that smaller organization pose more negative results on turnover when compared to larger organizations and came up with his third hypothesis on this as â€Å"Hypothesis 3: Management will have an impact on turnover in smaller organizations but not in larger organizations.† But when inner details are considered and also in ideal cases, even there exists many issues that effect the turnover with HR managers and this does not support the third hypothesis and author has came up with his fourth hypothesis as â€Å"Hypothesis 4a: In large organizations, upper level management will have an impact on turnover †. As already discusses by author, upper level ma nagers are always responsible in setting high level standards like budgeting and financial issues. But if a smaller organization is considered, both the upper level and middle level managers are responsible and author came up with newer version of his hypothesis as â€Å"Hypothesis 4b: In small organizations, upper level and middle level management will have an impact on turnover †. Drawbacks and un-answered questions on this methodology In this particular methodology, author has came with good hypothesis on the organization size and its relation with upper and middle level management, apart from these, there are many issues with his and few of them are discusses below †¢ As per author, organization size effects the turnover and here he could not explain the how the organization size is effecting the job satisfaction of employees. †¢ Author has mixed his hypothesis with the previous methodologies and could not justify the hypothesis as it was done in the previous case. †¢ Again upper level and middle level management were brought into picture, but no justification was done how, only middle level managers are responsible for turnover of employees. Review and critics on methodologies followed When the employee turnover does become complicated? Author could not to able to explain the intensity of effect caused by the employee turnover. As per the review of author, he could not explain the range of turnover tolerable in any organization. There were cases, where employee turnover can positively affect the organization performance and author could not cover the positive side of this article. (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) How to measure employee turnover? Author is successful in explaining the levels of management and their effect on turnover, but failed to explain the methodologies adopted to measure the employee turnover. The best way to measure this employee turnover is as below (Total number of leavers over period/Average total number employed over period) * 100 (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) Author could not justify the reasons for which the employees leaving the organization and special definition is derived for this. How employee turnover does effects the cost to organization? Author could not explain the effects of employee turnover on the cost perspective of any organization. As per this article, middle level mangers are posing negative employee turnover rates, and let us the actual ones as below The following are the cost terms to be measured †¢ recruiting costs †¢ training cost †¢ administrative costs †¢ induction costs If one can observe these cost factors, all these are related to middle level managers and at the same time, cost cutting activities are no where related to middle level management and directly related to upper level of mangers, as they are responsible for budgeting issues. Thus even HR activities and their impact on employee turnover are related to upper level management indirectly and could not justify the authors review discussion. (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) Why do people leave organization? Usually employees resign, to the job because of many reasons like getting a good offer and may be due to many personal reasons. All these are missing in authors discussion, where he just concentrated on the management defects. How to retain employees? Author is successful in explaining the bad affects of employee turnover, and failed to give methods to retain the employees. When coming to management side, even they are responsible to retain the employees and this part is completely missed in authors review of the article. (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) Lack of any survey reports Author has missed the practical implementation of things. He could have managed to explain the hypothesis derived by him, and failed to submit any practical reports on his discussions. The actual survey reports may not be in synch with authors discussion and few of them can be downloaded from the below referred URL (http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm) How to prevent turnover? Author could not explain and suggest any preventive mechanisms for low employee turnover rate and few of them can be found under (http://en.wikipedia.org/wiki/Turnover_(employment)) Arent Middle level managers employees in an organization? Author has concluded that middle level managers are more responsible for high employee turnover. Here, he has just failed to explain, if the job satisfaction of middle level mangers is low, even there are chances, where they may skip the organization and he could not suggested how upper level managers are responsible in retaining the middle level employees. Conclusion Employee turnover, which is rate of gaining or loosing the employees in an organization (http://en.wikipedia.org/wiki/Turnover_(employment)) has become major disadvantage for many organizations and there were many factors to cause this. The most important aspects to be considered are the management issues (Riccucci 2005). Different levels of organization have their own impact on employee turnover these days. As per discussion on the review part, it the middle level mangers, who effect the employee turnover of the organization. There were multi-level organization and each of them has their own standards to measure the turnover. Upper level management is responsible for high end activities like budgeting and designing organization size. Middle level management is mainly responsible for typical HR acts like hiring, training and development. The main focus is done middle level managers as per the title of the article, but fewer topics were covered to explain the same, as per author. Proper set of standards while hiring the employees can be the best solution for this situation. The quality in training and motivation to employees can stop them in jumping here and there. Good development opportunities and job satisfaction for employees can make middle level managers more confident in reducing their part in turnover aspects. If author could have covered inner details of management, this article could be the best. Author has given excellent justifications for many aspects like, level of management and organization size and their effect on turnover. All the methodologies covered by him are much qualitative approaches and could have suggested methods for less employee turnover rate. Examples could have helped for better understanding of the article. References Aldrich, Howard and Ellen R. Austere. 1986. â€Å"Even Dwarfs Started Small: Liabilities of Age and Size and Their Strategic Implications.† Research in Organizational Behavior 8: 165-198. Bamboo, Thomas, William R. Clark, and Matt Gilder. 2006. â€Å"Understanding Interaction Models: Improving Empirical Analyses.† Political Analysis 14: 63-82. Brewer, Gene A. and Sally Coleman Selden. 2000. â€Å"Why Elephants Gallop: Assessing and Predicting Organizational Performance in Federal Agencies.† Journal of Public Administration Research and Theory 10(4): 685-711. Brill, Sam and Abby McCartney. 2008. â€Å"Stopping the Revolving Door: Increasing Teacher Retention.† Politics and Policy 36(5): 750-74. Daley, Dennis M. 2006. â€Å"Strategic Human Resources Management.† In Public Personnel Management: Current Concerns, Future Challenges, 4thed. Ed. Norma M. Riccucci. New York: Pearson Education. Donahue, Amy K., Willow S. Jacobson, Mark D. Robbins, Ellen V. Rubin, and Sally C. Selden. 2004. â€Å"Management and Performance Outcomes in State Government. † In The Art of Governance, Patricia W. Ingraham and Laurence E. Lynn, Eds. Georgetown University Press. Ehrenberg, Ronald G., Richard P. Chaykowski, and Randy A. Ehrenberg. 1988. â€Å"Determinants of the Compensation and Mobility of School Superintendents.† Industrial and Labor Relations Review 41: 386-401. Frederickson, H. George and Kevin B. Smith. 2003. The Public Administration Theory Primer. Boulder, CO: Westview Press. Goerdel, Holly. 2006. â€Å"Taking Initiative: Proactive Management and Organizational Performance in Networked Environments.† Journal of Public Administration Research and Theory 16(3): 351-67. Hayes, William. 2004. So You Want to be a Principal? Lanham, MD: Rowman Littlefield. Ingraham, Patricia W., Philip G. Joyce, and Amy Kneedler Donahue. 2003. Government Performance: Why Management Matters. Baltimore, MD: Johns Hopkins University Press. Jencks, Christopher and Meredith Phillips. 1998. The Black-White Test Score Gap. Washington, DC: Brookings Institution. Johansen, Morgen S. 2008. â€Å"Measuring Middle Manager Quality and Its Effect on Organizational Performance.† Paper presented at the Third Conference on Empirical Studies of Organizations and Public Management, College Station, TX, May 2-3. Meier, Kenneth J. and Alisa Hicklin. â€Å"Employee Turnover and Organizational Performance: Testing a Hypothesis from Classical Public Administration.† Journal of Public Administration Research and Theory 18(4): 573-90. Meier, Kenneth J. and Laurence OToole, Jr. 2002. â€Å"Public Management and Organizational Performance: The Effect of Managerial Quality.† Journal of Policy Analysis and Management 21(4): 629-43. - 2001. â€Å"Managerial Strategies and Behavior in Networks: A Model with Evidence from U.S. Public Education.† Journal of Public Administration Research and Theory 11(3): 271-93. Mobley, William H. 1982. Employee Turnover: Causes, Consequences, and Control. Reading, MA: Addison-Wesley. Moynihan, Donald P. and Sanjay K. Pandey. 2008. â€Å"The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention.† Journal of Public Administration Research and Theory 18(2): 205-228. Nigro, Lloyd, Felix Nigro, and J. Edward Kellough. 2007. The New Public Personnel Administration. 6thed. Belmont, CA: Thomson Wadwsorth. Parker, Victoria A. 2002. â€Å"Connecting Relational Work and Workgroup Context in Caregiving Organizations.† Journal of Applied Behavioral Science 38: 276-97. Rainey, Hal G. 2003. Understanding and Managing Public Organizations. 3rded. San Francisco, CA: Jossey-Bass. Riccucci, Norma. 2005. How Management Matters: Street Level Bureaucrats and Welfare Reform. Washington, DC: Georgetown University Press. Selden, Sally C. and Donald P. Moynihan. 2000. â€Å"A Model of Voluntary Turnover in State Government.† Review of Public Personnel Administration 20(2): 63-74. Theobald, Neil D. 1990. â€Å"An Examination of the Influence of Personal, Professional, and School District Characteristics on Public School Teacher Retention.† Economics of Education Review 9(3): 241-50.

Nationalism Essay -- Politics, Political Process, China

Nationalism is a term used to define the sense of belonging among the people living in a nation. In general terms, it is what makes a nation, different components assembling the political process. Unionizing a nation and welcoming the people as being part of it in exchange for political loyalty is a form of nationalism. It can be used for liberation, popular sovereignty, economic development, and self-worth. Yet it can also be used to diminish the self-worth of the nation and the people itself creating ethnic and national superiority among the prestigious. This differs among various nations, emphasizing and focusing on China, India and Japan. The composition and size of a population varies from country to country and it’s an important component when nationalism because it makes-up it’s political process. The population can effect the political decisions and the government’s ability to provide the needs of the people living in that nation (Charlton, 2010, 21). In India, the population is rapidly increasing specifically in cities in which they are becoming developed due to the reproduction of its residents and migration from rural areas. Many leave their villages to increase their opportunities to provide for their families and themselves although some end up living in slums and on the sidewalks (Charlton, 2010, 23). Even though this may be the case, many Indian citizens still reside in their rural communities. The distribution in India throughout its regions and states is one factor of nationalism. Some areas are more populated than others due to the biological conditions such as that formation of land and weather which plays a role among farming systems, family structures and regional cuisines (Charlton, 2010, 51). Another reas... ..., making them inferior and unequal to men. Women have recently began taking the roles of bring revenue to the households. Women have also taken leadership in certain departments that contribute to the economic growth of the nation (Charlton, 2010, 80). The involvement of women within the Japanese society has taken a great toll, improving living standards and demographic changes. This has decline the rate of marriage as well as the birth of children. Although traditional customs of gender and adapted customs from abroad are conflated, Japan is still trying to create gender equality. Even though this may be the case, Japan is still among the lowest ranked throughout worldwide in gender inequality. Women still haven’t been given the authority to take control of political tasks, therefore suggesting that gender inequality still exists in Japan (Charlton, 2010, 80). Nationalism Essay -- Politics, Political Process, China Nationalism is a term used to define the sense of belonging among the people living in a nation. In general terms, it is what makes a nation, different components assembling the political process. Unionizing a nation and welcoming the people as being part of it in exchange for political loyalty is a form of nationalism. It can be used for liberation, popular sovereignty, economic development, and self-worth. Yet it can also be used to diminish the self-worth of the nation and the people itself creating ethnic and national superiority among the prestigious. This differs among various nations, emphasizing and focusing on China, India and Japan. The composition and size of a population varies from country to country and it’s an important component when nationalism because it makes-up it’s political process. The population can effect the political decisions and the government’s ability to provide the needs of the people living in that nation (Charlton, 2010, 21). In India, the population is rapidly increasing specifically in cities in which they are becoming developed due to the reproduction of its residents and migration from rural areas. Many leave their villages to increase their opportunities to provide for their families and themselves although some end up living in slums and on the sidewalks (Charlton, 2010, 23). Even though this may be the case, many Indian citizens still reside in their rural communities. The distribution in India throughout its regions and states is one factor of nationalism. Some areas are more populated than others due to the biological conditions such as that formation of land and weather which plays a role among farming systems, family structures and regional cuisines (Charlton, 2010, 51). Another reas... ..., making them inferior and unequal to men. Women have recently began taking the roles of bring revenue to the households. Women have also taken leadership in certain departments that contribute to the economic growth of the nation (Charlton, 2010, 80). The involvement of women within the Japanese society has taken a great toll, improving living standards and demographic changes. This has decline the rate of marriage as well as the birth of children. Although traditional customs of gender and adapted customs from abroad are conflated, Japan is still trying to create gender equality. Even though this may be the case, Japan is still among the lowest ranked throughout worldwide in gender inequality. Women still haven’t been given the authority to take control of political tasks, therefore suggesting that gender inequality still exists in Japan (Charlton, 2010, 80).

Classical Period of Music Essay -- essays research papers

The Spirit of the Classical Era : The Classical Era saw the convergence of two opposing schools of thought in society. The first was the leftover from the Baroque Era, which said that the nobility had absolute power of society. The second was from the middle class, who said that the nobility had gone too far with their power and should give some of their power over to the middle class. The result of this was many opportunities for composers. Not only could they have theirtraditional occupations as servents to various noblemen who served as their patrons, but they could also make a fair living performing their work at public concerts, an innovation of the time. This uprising from the bourgeousie was happening all around the world. The American and French Revolution showed that the little people of the world were not going to stand for being trampled underfoot and the Industrial Revolution allowed for a power transfer from the nobility to the middle class, who controlled the mines and factories. Thinkers of the Classical Era despised complexity and detail. They preferred beauty in simplicity and form. The Classical Era represented a throwback to ancient Rome and Greece. The String Quartet: The string quartet represents one of the first musical forms that could be described as chamber music. In this style of music, the composer deals with a small group of instruments and the emphasis is on the blend and interplay between the players. A string quartet usually consists ... Classical Period of Music Essay -- essays research papers The Spirit of the Classical Era : The Classical Era saw the convergence of two opposing schools of thought in society. The first was the leftover from the Baroque Era, which said that the nobility had absolute power of society. The second was from the middle class, who said that the nobility had gone too far with their power and should give some of their power over to the middle class. The result of this was many opportunities for composers. Not only could they have theirtraditional occupations as servents to various noblemen who served as their patrons, but they could also make a fair living performing their work at public concerts, an innovation of the time. This uprising from the bourgeousie was happening all around the world. The American and French Revolution showed that the little people of the world were not going to stand for being trampled underfoot and the Industrial Revolution allowed for a power transfer from the nobility to the middle class, who controlled the mines and factories. Thinkers of the Classical Era despised complexity and detail. They preferred beauty in simplicity and form. The Classical Era represented a throwback to ancient Rome and Greece. The String Quartet: The string quartet represents one of the first musical forms that could be described as chamber music. In this style of music, the composer deals with a small group of instruments and the emphasis is on the blend and interplay between the players. A string quartet usually consists ...

How far, and why, did traditional Catholicism decline during the reign of Elizabeth?

Considering that on the accession of Elizabeth I the majority of men and women in England and Wales were Catholic – from the evidence of wills Protestant loyalty was limited to the south-east where even there it represented a minority – and that by the end of the reign English Catholicism had diminished to only one or two percent of the population, it is fair to say that the extent of the decline in traditional Catholicism was great. The reasons for this can be found by splitting the reign into three time periods where the presence and threat of Catholicism differ significantly. An interesting argument has arisen concerning the explanation of the decline of Catholicism. The historian J. Bossy argues that conservative gentry and clerical leadership did not produce any organized resistance to the 1559 settlement and instead allowed the laity to drift into conformity by attending Protestant church services. He goes on to suggest that it was only the later arrival of the seminary priests from Douai and the Jesuits that saved English Catholicism from complete extinction. Another historian C. Haigh counters this suggesting that Catholic survivalism was strong in the 1560s and that its demise can be attributed to ‘strategic and logistical errors' made by the seminary priests and the Jesuits. It is perhaps easier to agree with Bossy as during the 1560s many Catholics reluctantly accepted the new church, often because of a lack of strong leadership from the papacy. Pope Pius IV hoped to persuade Elizabeth to join the catholic fold and Philip II feared that if the queen was overthrown Mary Queen of Scots would succeed thus driving England into the arms of France. Also the penalties issued to Catholics under the terms of the 1559 settlement were deliberately made light in order to steer them away from attempted opposition. Indeed, the Catholic threat remained dormant during the 1560s and this decade can be seen as the first time period where Catholicism was certainly on the defensive. However, it is a mistake to see the Catholics as completely inactive during this time. The Marian priests who stayed at their posts and had not been either imprisoned or chosen to go into exile, did not conform meekly to Protestantism. Catholic rituals were kept alive within the parish church and accounts show that some churches retained their Catholic altars and priests continued to say masses for the dead. This survivalism remained strongest in the north and as bishops started to complain about the presence of church papists in their dioceses, the government became increasingly aware of the situation. However, to avoid confrontation with the Catholics, Elizabeth preferred to utilize persuasion instead of punishment to deal with the problem. Thus action was only taken if individuals openly defied the law. This approach, which led Catholicism to survive throughout the 1560s, also ensured that the religion was doomed to eventual failure. Until 1569 when the Northern Rebellion broke out, few felt pressurised into recusancy and rebellion and therefore the Elizabethan regime had time to establish itself and win over conservative landowners. It is from 1568 onwards that the Catholic decline halted, and the government was alerted to a potential threat. The lack of any conspiracies or disturbances during the majority of the 1560s demonstrated a decline in the Catholic faith but when continental influences began to halt this decline soon after, serious problems were created for the government. The year 1568 saw a major development which rapidly forced the government to reassess its policy towards Catholics. The arrival of Mary Queen of Scots, a woman with highly-powered contacts in the Catholic courts of Europe, presented an automatic focus for both the plots of English and foreign Catholics. Her presence in England was made especially explosive because she became a pawn in the intrigues of Spain; a nation grown impatient with England's continued heterodoxy, and also her military opposition in the West Indies and Netherlands. Indeed, each of the four main Catholic conspiracies against Elizabeth involved replacing her with Mary with the aid of a Spanish invasion force. Although no such force was to embark until 1588, to have Europe's premier Catholic power and the strong-arm of the Counter-Reformation seeking to undermine the administration was deeply worrying to Elizabeth. The Papacy provided another threat. Its equivocal stance of the 1560s could not withstand Elizabeth's continued heterodoxy, and when Catholic passivity foiled the Rising of the Northern Earls in 1569 Pius V was stirred to issue the Bull â€Å"Regnans in Excelsis† in excommunicating Elizabeth and commanding her subjects â€Å"not to obey her†. In effect, it was now the duty of all good Catholics to repudiate the Queen's authority, but in practice the general apathy and obedience of the Catholic community made an uprising against Elizabeth's authority unlikely. The real threat lay in that it gave foreign powers, most notably Spain, a papal license to threaten England; thus it can be seen that the Papacy indirectly influenced the sending of the Armada in 1588. Incidents such as the Ridolfi Plot in 1571 where a Florentine merchant led a failed attempt to overthrow the Queen, and the Massacre of St Bartholomew's day in 1572 where six thousand Protestants were murdered in France show that the Catholics were capable of serious actions and that these incidents highlight that they were not in decline just yet. The final major Catholic threat were the missionary priests from William Allen's seminary in Douai in the Netherlands. Though the priests were young English gentlemen they had continental training and had links with the Jesuits. Beginning in 1568, their secret preaching undoubtedly saved the Catholic faith from dying out among the gentry, but the threat they posed is harder to determine. They were not politically motivated and did not attempt to directly stir up a Catholic rebellion. It was hoped, however, that the introduction of the Jesuits in the 1580s would breed a new sense of zeal and fanaticism into the generally loyal and patriotic Catholic gentry, so that when a chance came for a restoration of the old faith, enough of them would be prepared to sacrifice their secular obedience for spiritual belief. But the events of 1588 show how they failed in this aim, for, whilst the conspiracies and the Northern Rising had shown an increase in Catholic militancy, when the hoped-for rebellion of the Catholic community failed to materialise in response to the Armada, the English once again showed their reluctance to cause civil strife; all the Catholic gentry families pledged their allegiance to the Queen. The majority of English Catholics were content to retain their beliefs in private, and the attempts by foreign-based missionaries to radicalise their loyalties was probably doomed to failure. However, one must not allow hindsight to make us dismiss the threat and presence of the Catholics simply because they failed to remove Elizabeth. Indeed the government became so perturbed during the 1570s and 1580s that they greatly tightened anti-Catholic legislation such as the increase in recusancy fines to twenty pounds a month and the treasonable offence of being a priest â€Å"ordained beyond the seas†. To Elizabeth, the plots, foreign threat and missionary activity provided a very real threat. So it is not untrue to say that for a period of twenty years the Catholics remained a thorn in the side of Elizabeth's reign and rather than declining the religion stayed put and caused the government problems. However, the decline did come and there is a third period that we must look at in order to highlight the extent of this defeat. A series of events in the 1590s occurred which certainly helped limit the Catholic threat and presence in the country and caused the religion to diminish to the one or two percent that were thought to have been left in 1603. As we have seen, there was loyalty towards Elizabeth shown by the Catholics in their lack of desire to support the Armada. Then in 1587 Mary Queen of Scots was executed due to her involvement in the Babington Plot the previous year. This death deprived the Catholics of a major focal point for their religion and her replacement was to be James VI, a protestant, which did not aid their cause either. Another death, that of the founder of the college for seminary priest William Allen, was also a problem, as now those priests who were attempting to inspire the Catholic community had no inspiration themselves. Indeed the priest allowed squabbles to develop in their midst which distracted them from their aim of mounting a united assault on Protestantism. There was also a rivalry between the secular priests and the Jesuits which surfaced most prominently in 1598 with the ‘Archpriest Controversy'. The argument occurred when the Pope agreed to appoint George Blackwell, an admirer of the Jesuit mission, to have authority over secular priests training in seminaries. The secular priests were outraged and determined to keep their independence appealed to the Pope against his appointment thus earning them the name ‘the Appellants'. Not only did this controversy poison relationship it also uncovered important differences of principle among the priests. In conclusion it is hard to say that by the end of the reign the Catholics were not in decline and perhaps if it were not for the input of the seminary priests then the religion would have become nothing other than a superstitious ritual practiced only in backward communities. Apart from a period where they provided a sustained, yet exaggerated threat causing the government to rethink its policy, the Catholics were weaned from their faith by a slow exposure to Protestantism. Propaganda, persuasion and persecution made the Catholics (although some of the most committed became recusants) drift into conformity. The decline of Catholicism was a steady but expected process.