Wwii (690 words) Essay Example For Students

Wwii (690 words) Essay WwiiLooking ahead 1) What do you think is meant by practical consumerism compared toimpractical or design consumerism? I think that practical consumerism is like for instance buying something forthe sake of function like buying a telephone for the sake of talking tosomeone instead of buying a phone for its color or the way it looks thiswould be considered impractical consumerism. 2) How does this film demonstrate impractical consumerism? This film demonstrates impractical consumerism by instead of having agood steady wood or steel shelf and or other household things this plexiglass would look lavish and stylish in your somehow emaculantpenthouse. Technicolor for industrial films 1) Explain why the use of color in advertising had historical and culturalsignificance during the 1950s? Using color instead of black and white made it possible to catch thepublics eye using vivid colors and be able to demonstrate the truepurpose of the product its look and style. We will write a custom essay on Wwii (690 words) specifically for you for only $16.38 $13.9/page Order now Design for dreaming 1) Design for dreaming uses several big ideas to promote GMs cars. What are these ideas? List them and write a brief explanation of each. Utopias means place of well being or Nirvana Gender Roles means women was in the kitchen then after she magicallybaked a cake quickly were out playing tennis and parting. Sexual Politics having to do with gender roles like a women wearing ahot dress and an apron in the kitchen. Domestic Labor being in the yard or a beautiful place doing somesupposedly hard task quickly and easily without any effort at all. Futurism The looking ahead in future toward profit. Once upon a honeymoon Explain the benefits and the disadvantages created by the wide availabilityof telephones during the 1950s. You had to rent and pay phone bills, you couldnt own your own phone itmay have made people anti-social. The good thing is convinced peoplewho were unable to afford transportation, not have to waste gas goingfrom place to place and you could talk to your family and friends thatwere long distances away. 2) How do modern communication methods like pagers, computers,cellphones impact our culture today? I find all of the above very annoying because you cant escape them forinstance if I wanted to go out into the woods by myself and not talk toanyone I would of course be called by someone every hour on the cellphone in the car and I would feel obligated to answer it and itseverywhere but on the other hand if I got stuck in the mud I would beable to call for help so its got good and bad points. Frigidaire Finale 1)In Terms of portraying the future, in advertising, how did the 1930sand 1950s compare? In the 1930s for instance they would have said wow look we can keepyour food cold, no more burring your food in root cellars in the 1950sthey would have said look at this slick unit its got all th ese custom colorsand sleke designs they had lost all focus on the function and all on thelook of things. 2)Why did consumers shortages in the war years result in a shift awayfrom futuristic themes? Because during war times people didnt want to thinkabout death they wanted to think about peace and other happy thoughts. America look 1)How does the film demonstrate how the manufactures of the 50sfelt that god design was the key to marketing? The film stated that people were concerned with look notfunction. 3) How did the film promote a Upper Middle Class ? How is this adestroyed view of the fifties? A touch of magic 1)This film presents the 1951 GM cars. Now that the sixties are herewhat clues from the film let you know that things are different? Because thing again were flashy and for instance GM produced the exactsame chassey but with 3 different car models. The only difference wasthe body style. .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 , .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .postImageUrl , .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .centered-text-area { min-height: 80px; position: relative; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 , .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:hover , .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:visited , .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:active { border:0!important; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .clearfix:after { content: ""; display: table; clear: both; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:active , .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .centered-text-area { width: 100%; position: relative ; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:hover .ctaButton { background-color: #34495E!important; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46 .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue7b7e20b2d3fcde6b6d0e71cb9a7ac46:after { content: ""; display: block; clear: both; } READ: Human Population - Changes in survival Essay 2) The futuristic design elements from the early fifties are gone in this film. What was going on during this period that might make advertisersuncomfortable with portraying the future. Because there was a war going on and people didnt want to think of thecasualties and death that war might bring. History Reports

Corruption and Integrity

Corruption and Integrity Introduction Corruption, in its broadest context, refers to prejudice of integrity or moral principles which define what is acceptable in a given society. Corruption is always associated with lack of integrity (Ferrel,  Fraedrich, Ferrel, 2008). In the political context, corruption can be viewed as abuse of office for personal interests.Advertising We will write a custom research paper sample on Corruption and Integrity specifically for you for only $16.05 $11/page Learn More In some cases, it entails the abuse of power. Corruption is greatly determined by factors such as levels of personal integrity and the moral perceptions of a given society or country. Both corporate and personal integrity plays an important role in determining the global economy in the present world (Wilson, 2009). Corruption is a major issue that most of countries are facing including both national and multinational companies. This essay attempts to draw a comparison between the mos t corrupt and least corrupt countries in the world. In addition, the essay will also analyze the trends of corruption among the selected countries which are most and least corrupt. The essay will also investigate the significance of culture in determining the business ethics of the selected countries. The paper will also provide an overview of the ethical problems within countries which are least corrupt and the actions that favor the most ethical nations. Finally the paper will report on the ways that can be applied in attempt to reduce corruption levels. Corruption is usually measured using the Corruption perception Index, which is usually rated out of 10, with the rates of corruption decreases as one inclines the CPI scale. The international organization in charge of helping countries combat corruption is the Transparency international. The Transparency International ratings reveal that the two top least corrupt countries are Denmark and New Zealand, each having a corruption Perc eption Index of 9.3.Advertising Looking for research paper on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More The most corrupt countries according to recent surveys indicate that Somalia and Afghanistan each having a Corruption Perception Index of 1.1 and 1.4 respectively (Transparency International, 2009). The Transparency International uses parameters such as drawbacks that are evident in the public procurement, the levels of bribery that are observed in public offices, misuse of public funds and the effectiveness of anti-corruption efforts that a country deploys (Transparency International, 2009). Comparison between the most corrupt and the least corrupt countries One of the approaches in comparing the most and least corrupt is evaluating the economic positions of the countries. Corruption typically affects the financial positions of a country, since most corruption cases are related to the misuse of funds. It is evid ent that the most corrupt countries perform poorly in terms of economics. An analysis of the most and least corrupt countries revealed that most corrupt countries have a less Gross Domestic Product in terms of per capita compared to the least corrupt; with Somalia having a per capita of approximately $ 600, Afghanistan having a per capita of about $ 1000. The least corrupt countries, in this case are New Zealand having a per capita of 31,067 and Den Mark having a per capita of $ 56,790 (Wilson, 2009). This implies that the least corrupt countries are performing well economically compared to the most corrupt countries. In addition, differences between the most and least corrupt countries can be viewed from the perspective of economic stability. It is evident that countries which are least corrupt are politically stable compared to countries which are most corrupt. It is arguably evident that Denmark and New Zealand are politically stable compared to Afghanistan and Somalia (Transpare ncy International, 2009). This can be attributed to the fact that corruption occurs mostly in government agencies, which in turn plays an imperative role in determining the political stability of a nation.Advertising We will write a custom research paper sample on Corruption and Integrity specifically for you for only $16.05 $11/page Learn More Abuse of public office for personal interest impairs effective political decisions due to the violation of ethical principles. Somalia and Afghanistan are constantly being engaged in internal wars and regional conflicts, contrary to the stability demonstrated by Denmark and Switzerland. Another significant difference between the most and least corrupt countries is in terms of the effectiveness of the execution of government processes and operations. Many of the governments in most corrupt countries are ineffective in the carrying out of government processes and operations (Ferrel et al, 2008). This is hindered due to the fact that most of the public funds are embezzled and also due to the fact that people in public offices tend to serve their personal interests at the expense of the country’s interests. People in public offices usually do not up uphold the moral principles of governance. Contrary to the least corrupt countries, government processes are usually streamlined due to the fact that people in government offices and the private sectors which serve the public uphold integrity and keep national interest rather than personal interests. This implies that governance in the least corrupt countries is more effective compared to the most corrupt countries. Most of the governance systems in the most corrupt countries are ineffective, and in most cases, there is no stable government but a transitional government which has ineffective service delivery systems. Differences between the most and least corrupt countries can be viewed from a social perspective. The social setting of most corrup t countries can viewed to be poor, due to the fact there are increased poverty levels, high crime rates and unemployment rates and lack of proper internal relationships. This is contrary to the least corrupt countries. Additionally, a differentiation factor between the most and least corrupt countries is in terms of literacy rates; the fraction of the population that are eligible to read and write according to a specified age. Less corrupt countries have high literacy rates of approximately 99 per cent (Transparency International, 2009).Advertising Looking for research paper on government? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the contrary, most corrupt countries have less literacy rates with Somalia being reported to have al literacy rate of about 3.9 percent. Studies have revealed that human capital is determined by the average years of education that a country has, and it varies inversely with the levels of corruption. This implies that countries which support education have little levels of corruption compared to countries that have little commitment to education (Wilson, 2009). A significant differentiation factor between the most and least corrupt countries is in terms of Failed State Index, which provides country ratings in terms of peace and stability, economic, governance and social indicators. Countries which have a high Failed State Index have high levels of instability. Failed State index varies positively with corruption levels. This implies that most corrupt countries have high Failed State index compared to least corrupt countries. Cultural differentiation is also significant in the eval uation of differences between the most and least corrupt countries. Cultural differences are primarily divided into two basic categories; rule based and relationship based cultures. Most corrupt countries report to have relationship based cultures while least corrupt countries are reported to have rule based cultures. Examples of countries that have the rule based cultures are the New Zealand and Denmark, which are remarkably, the least corrupt countries in the world. Countries, such as Burma and Somalia, have a relationship based culture which due to the fact that it is tribalism oriented and reveals high levels of individualism rather than collective strategies. Significance of culture in determining business ethics As depicted above, culture plays a significant role in differentiation between the most and least corrupt countries. On a similar account, culture plays an important role in determining the business ethics of a given country. In the context of Somalia and Afghanistan, their cultures are relationship based, which implies that business decisions are made on the basis of personal trusts rather than the rules of the system (Wilson, 2009). This in turn has significant effects on the business ethics. Cultures that are rule based adhere to the standards of the system during the execution of business operations and decision making processes. It can be inferred that various ethical norms are derived from the various perceptions of the human culture; which are classified as noted above. In general, rule based cultures favor the existence of business ethics contrary to the relationship based culture (Wilson, 2009). Upholding integrity by a country does not come easy; a nation has to deploy appropriate culture so as to favor the existence of ethical business ethics. This means that a country has to adopt a rule based culture which ensures that different key players adhere to the requirements of the system during the execution of ethical business decisions. C urrent initiatives taken by the US to curb corruption The US has a number of initiatives which are directed towards keeping corruption in check. One of the anticorruption strategies employed by the US is that the Foreign Corrupt Practices Act of 1977 has been significantly enforced in the recent times (Transnational Law Associates, 2006). This Act restricts companies in the US from offering payments to foreign governments for the sole purpose of attempting to conduct business abroad. Secondly, the United States approved the UN Convention Against Corruption; which is a global anticorruption treaty deployed by the UN. Thirdly, the US passed the Sarbarnes-Oxley Act; which serves to control organizations and provide accountability standards which can be used to keep in check legal and ethical risks (Fletcher Plette, 2008). Conclusion Corruption, both at the international and domestic level is a significant threat to the security of any nation. Casual factors that differentiate the most and least countries can be generally classified into: Gross Domestic Product per capita of a country, political stability, differentiation in terms of culture and the rates of literacy. In order for a nation to establish effective anticorruption initiatives, it must appropriately tailor its cultures and use the available power to enact laws that are aimed to eliminate corruption. References Ferrel, O., Fraedrich, J., Ferrel, L. (2008). Business ethics: Ethical decision making and cases (7th ed.). Boston, MA: Houghton Mifflin. Fletcher, W. H., Plette, T. N. (2008).  The Sarbanes-Oxley Act: Implementation, significance, and impact. New York, NY:   Nova Science Publishers. Transparency International. (2009). Global corruption 2009: Corruption and the private sector. New York, NY: Cambridge University Press. Wilson, P. J. (2009). Culture of New Zealand. Web.

Law of Evidence Essay Example | Topics and Well Written Essays - 2500 words - 3

Law of Evidence - Essay Example This is often done to preserve some fundamental elements of the constitutional conventions and legal traditions that have been preserved for generations in English law. This paper will examine the circumstances under which the burden of proof is reversed from the accuser to the accused. It will also identify how the court rationalise their decisions in these circumstances and situations. A tradition upheld in English legal tradition is that an individual is innocent until proven guilty in criminal proceedings. This is the concept of the presumption of innocence which means that the burden of proof will be on the prosecution rather than the accused. This was made in the landmark ruling of Woolmington V DPP2 where the precedence was set for prosecutors to prove that a person had broken the law before any proceeding could commence in criminal law. The case of Woolmington V DPP indicated that the prosecution has two burdens of proof, evidential burden of proof and legal burden of proof3. The evidential burden of proof is the sensible proposition to assert there is a matter fit for the accused person to be prosecuted. However, that does not prevent the prosecution from presenting evidence during the actual trial. The evidential burden of proof is to ensure that a person arrested on a given charge is actually in breach of a valid law of the land. Evidential burden is meant to ensure that there is a compelling reason for the prosecution to go ahead. It is about the ability to link the accused to what s/he is actually being accused for. During the hearings, the prosecution must present evidence to support the claims on the basis of the points of law, presented by the judge. In other words, when examining the English legal system, it is apparent that cases are presented to judges who present the facts to the jury who in turn scrutinize the facts and come up with a verdict. Thus, evidential proof and

Researches shows that the average Americans watches as much as 6 hours Essay

Researches shows that the average Americans watches as much as 6 hours of television each day, do you think this is too much Wr - Essay Example Since many people especially the youth prefer watching episodes that have violence, this source of entertainment has a negative effect on how they view violence in society. According to Sheppard, an American child sees up to eight thousand murders before completing elementary school, which translates to about 200,000 violent acts by the time that child, is eighteen. There is also a scientific connection between watching violent movies and violence in real life where scientists have confirmed that there is a relation between watching aggressive acts and performing such acts in real life. Therefore, although television is an entertainment source, watching it for a long time has becomes bad when one begins imitating what they have seen on television. Those who argue that television is a good source of relieving stress claim that it enables them to forget the problems they have in life and be able to enjoy themselves. Those with this view clam that television does not only entertain, but it also offers them a chance to find something to laugh about after they have encountered a stressful day in their regular activities. However, this cannot be true since instead of relieving the stress one has, television creates a distraction where you are transferred from the realities of life to a world of fantasy and imaginations. What is presented to the viewer is mere acting that makes you forget the problems for a while but they are still there. According to Blesi, Wise, and Kelley-Arney (74) watching television is part of withdrawal behavior where an individual avoids dealing with an issue that is related to a painful or difficult situation. This implies that those who watch television for a long period are escapists who do not want to deal with the realities that come with their real life and instead choose to watch programs on television some of which presents ideal situations where everything is okay and people are happy. Such individuals will not give themselves a chanc e to go past the issue that is stressing them since they sped the time for self-reflections on television instead of spending such time analyzing the situation as it is and proactively coming up with possible solutions. Although those who watch television for long hours claim that it’s a leisure activity or among their hobbies, watching television wastes time as a person stays for a long time glued to the television set. Long hours of television viewing prevent an individual from engaging in other processes that will add more benefits. According to Sheppard (106), an average of six hours and forty-seven minutes are spent watching television daily in USA which translate to those of age sixty five having spent up to nine years watching television. Nine years can be spent doing many important things in life. One can earn a lot of money if engaged in economic activities. The time could also be spent undertaking an educational or vocational training that will be more beneficial to the individual as opposed to spending that time watching television. Although it true that watching television is a leisure activity, spending many hours on the sofa set can cause weight gain. Edelstein and Sharlin (91) notes television contributes to weight gain since it reduces physical activities, increases calories as one consumes more and the level of resting metabolism is low for such individuals. According to Nonas and Foster

Critical analysis of research Evidence Paper Example | Topics and Well Written Essays - 1250 words

Critical analysis of Evidence - Research Paper Example Five research articles were used in order to make a good analysis and conclusion for this particular problem. Each article is likewise critiqued as to its validity and reliability as a research study. Summary: The aim of this study was to find out whether an implementation of a clinical practice guideline would be effective in reducing the development of ventilator-associated pneumonia or VAP (Abbott et al., 2006). The nursing clinical practice guidelines focused on five tasks including the set up of the hospital bed, physical sanitation, and the use of hand protection. The same practice guidelines were actually the result of a collaboration of an educational group who arrived at the instruction which was spread to the hospital personnel. The results of the study revealed that the incidence of VAP in patients had decreased but statistical analysis indicated the change was not significant. Even then, this study encouraged the integration of clinical practices that have been proven through research to reduce VAP cases. Research Question: This particular research focused on four questions (Abbott et al., 2006). The first one pertained to the effect of incorporating the clinical instruction into practice to the number of VAP cases. The second one highlighted the number of VAP cases before and after the integration. The third question delved on the correlation between the implementation of the guideline and the number of VAP cases. The last question intended to look at barriers and guides in the smooth implementation of the guideline. Supporting Literature: There were numerous studies by which this research paper was built upon. One of the most important assumptions are based on the principle that the manner by which a health professional renders service will also affect the way he will integrate the clinical guidelines in his practice (Rogers as cited in Abbott et al.,

Leadership style in national oil corporation

Leadership style in national oil corporation CHAPTER ONE INTRODUCTION 1.1 Background of the study Libya is a member of the Organization of Petroleum Exporting Countries (OPEC) and holds the largest proven oil reserves in Africa. Libya has attracted hydrocarbon exploration since 1956, when the first wildcat oil well was drilled onshore in the Sirte Basin. Libya granted multiple concessions to Esso, Mobil, Texas Gulf, and others, resulting in major oil discoveries by 1959. The government dominates Libyas economy through control of oil resources, which account for approximately 95% of export earnings, 75% of government receipts, and over 50% of GDP. The National Oil Corporation was established in 1970. It dominates Libyas oil industry, along with a number of smaller subsidiaries, which combined account for around half of the countrys oil output.   Figure 1.1the map of Libya describes Gas Pipeline, Oil Pipeline, Oil Field, Liquefied Gas Planet Oil Terminal (Oil Exporting harbor) and Petroleum refining which owned and controlled by National Oil Corporation in Libya.  Ã‚   National Oil Corporation is carrying out exploration and production operations through its own affiliated companies, or in participation with other companies under service contracts or any other kind of petroleum investment agreements. This is in addition to marketing operations of oil and gas, locally and abroad. NOC has its own fully owned companies which carry out exploration, development and production operations, in addition to local and international marketing companies. NOC also has participation agreements with specialized international companies. Such agreements have developed into exploration and production sharing agreements, in accordance with the development of the international oil and gas industry, and international petroleum marketing. The National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertakin g development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. The Brega Petroleum Marketing Company, a subsidiary of NOC, was set up to carry out the marketing activities of NOC, and the marketing assets of all the foreign oil companies were nationalized. A point of thatduring the past four decades, the impact of leadership styles on organizational performance has been a topic of interest among academics and practitioners working in the area of leadership (Darwish, 1998; Sadler, 2003; Rowe et al., 2005; Gadot,2007; Yiing, and Zaman Ahmad, 2009). The researcher would like to examine how leadership style influences organization performance in Libya in (NOC). Rowe et al (2005) pointed out that the most prominent reason for this interest is the widespread belief that leadership can affect organizations performance (Jing and Avery, 2008). In addition, the creation of a state-owned oil company allowed Libya to follow in the footsteps of other oil-producing economies, where control of such a revenue-generating resource lay with the government. Soon after its establishment, NOC signed a joint venture agreement with the U.S. Occidental Petroleum involving production-sharing. In 1971, NOC arranged a processing deal with Sincat of Italy for refining oil products for domestic consumption, thereby providing a cheap supply of oil for internal Libyan consumption. A joint drilling company was formed with Saipem, a subsidiary of the Italian ENI, in early 1972. By April 1974, production-sharing agreements had been reached with Exxon, Mobil, Compagnie Franà §aise des Pà ©troles, Elf Aquitaine, and Agip. By using the surplus funds and technical expertise of the foreign oil companies, the problem of stimulating investment in exploration was resolved. In 1980, the Libyan Arabian Gulf Oil Company (Agoco) was established by NOC throug h the amalgamation of the Arabian Gulf Exploration Company, Umm-al-Jawabi Oil Company, and direct NOC exploration and production interests. NOC continued to make production-sharing agreements. In 2004, NOCs estimated crude oil output was 1.623 million barrels per day. The company hoped to raise its production to two million barrels per day by 2007. Figure 1.2 below shows the revenue of National Oil Corporation in Libya from (1999 to 2009).   This study set out to investigate whether there is an interrelation between transformational leadership style and organizational culture, and the effect of organizational culture on the relationship between transformational leadership style with organizational commitment and job satisfaction in the National Oil Corporation in Libya.   In particular, our knowledge would benefit from an understanding of how leadership and organizational culture affect job satisfaction and organizational commitment. The study examines Libya National Oil Corporation in relation to leadership style in the organization. Thus, the study also would like to explore an organizational culture of the National Oil Corporation and finally how does leadership style in particular transformational leadership style may influence the National Oil Corporation progresses.   The subject of leadership is interesting for many researchers. In addition, the continued search for good leaders has resulted in the development of many leadership theories (Mosadegh and Yarmohammadian, 2006). According to Oluseyi and Ayo (2009) Leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. In recent years, leadership has been studied in various ways, depending on the researchers methodological preferences and definition of leadership (Chen, 2002; Reuvers, et al., 2008; Gadot, 2007). Oluseyi and Ayo (2009) defined Leadership as the moral and intellectual ability to visualize and work for what is best for the company and its employees. Good management and effective leadership help to develop team work and the integration of individual and group goals. On the other hand, Kenny and Zaccaro (1983) suggested that leaders to be successful need a behavioral repertoire and the ability to select the right role for the situation. To do this, leaders need both cognitive and behavioral complexity and flexibility a leader needs the ability to perceive the needs and goals of a constituency and the ability to adjust ones personal approach to group action (Leban and Zulauf 2004). Therefore, Mosadeghrad et al (2006) pointed out that while there are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. In contrast, Darwish (1998) pointed out that there is wide disagreement among scholars with regard to effective leadership style. For instance, Brozik (1994) argues that no one type of leadership style is the best in all situations. The leader, subordinates and the environment or the task determine the effectiveness or ineffectiveness of each style Kur (1995) believes that effectiveness in leading is directly related to the leaders way of thinking about him, subordinates, organization and environment. Likert   (1977)argue that the participative style is more productive in any culture. In the last three decades many scholars had received increasing attention to two new paradigms called transformational leadership and transactional leadership where the interests of the study are. It added a new dimension to organizational studies, namely the visionary aspect of leadership and the emotional involvement of employees within an organization. The basic notion is that a visionary leader can create an impression that he has high competence and a vision to achieve success (Jing and Avery, 2008). According to Bass (1985) developed a theory of visionary or transformational leadership whereby the leader inspires and activates subordinates to perform beyond normal expectations (Jing and Avery, 2008). The study would like to examine this in National Oil Corporation in Libya. On other hand, Lowe et al., (1996) pointed out that there are four dimensions of transformational leadership style such as: Idealized influence or charisma, inspirational motivation, intellectual stimulation, and individualized consideration. (Bass et al., 2003; Piccolo and Colquitt, 2006), defined these dimensions for transformational leadership as follows: Idealized influence or Charisma is the degree to which leaders behave in such a charismatic way that followers identify with them. Inspirational motivation is the degree to which leaders articulate visions for the future that appeal to followers. Intellectual stimulation is the degree to which leaders challenge assumptions, take risks, and solicit followers ideas. Individualized consideration is the degree to which leaders attend to followers needs, act as mentors or coaches, and listen to followers concerns. Bass, (1985), Burns (1978) Leadership is considered a factor that has a major influence on the performance of organizations, managers and employees. More recently, researchers have focused mainly on the subordinates perspective and proposed two main facets of leadership transactional and transformational. This theory suggests that transformational leadership, more than transactional leadership, has a stronger positive effect on employees attitudes towards their job, their job environment, and ultimately affects their work performance. Oluseyi and Ayo (2009) pointed out that leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. On the other hand, Xenikou and Simosi (2006) suggested that organizational culture and transformational leadership have been theoretically and empirically linked to organizational effectiveness. During the 1990s a number of comparative studies on the culture-performance link showed that certain culture orientations are conducive to performance. Lok and Crawford (2004) pointed out that organizational culture can influence how people set personal and professional goals, perform tasks and administer resources to achieve them. Organizational culture affects the way in which people consciously and subconsciously think make decisions and ultimately the way in which they perceive. While other researchers has suggested that organizational culture can exert considerable influence in organizations particularly in areas such as performance and commitment. Bass (1985) said that transformational leaders frequently change their organizations culture with a new vision and revision of its shared assumptions values and norms. In a transformational culture, there is generally a sense of purpose and a feeling of family. Superiors feel a personal obligation to help new members assimilate into the culture. Assumptions, norms, and values do not preclude individuals from pursuing their own goals and rewards. In addition, Bass (1985) mentioned that transformational qualities lead to performance beyond expectations in organizational settings. A study of Ogbonna and Harris (2000) organizational culture and leadership finds that the two areas have been independently linked to organizational performance. A little critical research attention has been devoted to understand the links between the leadership and culture also and the impact that such an association might have on organizational performance (Ogbonna and Harris, 2000). Organizational commitment is an important employee attribute from the organizations perspective. Several studies have found relationships between high-commitment human resource policies and positive organizational outcomes such as productivity, quality, and profitability (Perryer and Jordan 2005). Organizational commitment has been studied in relation to employee performance there is still considerable controversy surrounding the precise nature of the relationship. While there is some evidence to suggest that organizational commitment is a mediating variable between leadership and performance. Consequently, studies that examine the complex relationships and interaction between these variables will be of value to management theorists and practitioners. Lok and Crawford (2004) said that organizational commitment and job satisfaction have received significant attention in studies of the work place. This is due to the general recognition that these variables can be the major determinants of organizational performance and effectiveness. A numerous of studies in the area of job satisfaction and organizational commitment have been asserted that leadership and organizational culture have significant impact on both job satisfaction and organizational commitment (Chen and Francesco, 2000; Mathieu and Zajac, 1990; Williams and Hazer, 1986). Lok and Crawford (2004) had the same result in his research which has been done to make comparative between Hong Kong and Australian managers the result confirms that organizational culture and leadership styles are important organizational antecedents of job satisfaction and commitment. However, the influence of national culture on leadership styles, organizational culture and their subsequent effects on employees job satisfaction and organizational commitment were not explored intensively enough in National Oil Corporation in Libya. To choose National Oil Corporation in Libya for the current study because Libya is a member of the Organization of Petroleum Exporting Countries (OPEC). It holds the largest proven oil reserves in Africa which make it as one of the most important oil-producing countries in Africa and in the world. Therefore, petroleum sector in Libya is very important sector which is like the backbone of Libyan economy. In this context, National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertaking development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. In additionally, the study expected to offer some useful information of leadership style in National Oil Corporation in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. 1.2 Purpose of Research Study The purpose of this study is to explore the relationship between transformational leadership, organizational culture, with job satisfaction and organizational commitment in National Oil Corporation in Libya. Cameron and Quinn (1999) pointed out that numerous studies report the most frequent reason given for the failure of planned organizational change was due to a neglect of the organizational culture. According to Schneider (2000) Organizational culture is a key to organizational success, and effective leadership is the means by which the culture is created and managed. Understanding organizational culture is an important activity for managers because it affects strategic development, productivity and learning at all levels of management (Twati and Gammack, 2006). The relationship between transformational leadership style and organizational culture was examined by some researchers such as Xenikou and Simosi (2006), who asserted in his study that organizational culture had direct impact on organization performance while transformational leadership had indirect positive influence on performance through its impact achievement orientation. This study showed that organizational culture mediates the effect of transformational leadership on performance. Therefore, the purpose of the study is to accept or reject the suppositions that there is a relationship between transformational leadership style organizational culture with job satisfaction and organization commitment in National Oil Corporation in Libya. Therefore, Yiing and Bin Ahmad (2009) pointed out that leaders behaviors have positive and significant relationship with organizational commitment. On the other hand, cultures have significant moderating effects on the relationship between leadership behaviors and organizational commitment. However, the main academic purpose of this study is to make a contribution in leadership field behaviors on culture and on organization behavior in the petroleum sector in Libya. 1.3 Problem Statement The oil sector is the most important sector in Libya. Libya is one of the most important oil-producing countries in Africa and in the world and that the interest in this sector is very important. Therefore, this sector needs professionals leaders who can achieve all the goals of both employees and organization. An organization short on capital can borrow money, and one with a poor location can move. But an organization short on leadership has little chance for survival (Darwish, 1998).   A set of characteristics that help leaders to achieve the plans, programs, policies and strategy that have been developed and the advancement of their respective organizations. The most important of these characteristics experience, decision-making, knowledge and to deal with the environmental variables that may occur both within and outside the organization. The weakness of these skills and characteristics makes it difficult for leaders to carry out its functions and achieve organizations goals. Therefore, Chen (2002) found that transformational leadership behaviors have a slightly positive relationship with organizational commitment. While Harris and Mossholder (1996), pointed out that organizational culture stands as the center from which all other factors of human resource management derive. It is believed to influence individuals attitudes concerning outcomes, such as commitment, motivation, morale, and satisfaction. In addition, Bass (1985) have mentioned that demonstrates the relationship between leadership and culture by examining the impact of different styles of leadership on culture. He argues that transformational leaders frequently work towards changing the organizational culture in line with their vision. Similarly, Brown (1992) observes that good leaders need to develop the skills that enable them to alter aspects of their culture in order to improve their organizational performance. The leaders of National Oil Corporation have to know that organizational culture, organization commitment and job satisfaction are very important factors can help them to achieve the goals of the organization, and these variables enhance organization performance. In short, and based to what has been mentioned above, this study is trying to clarify the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment in National Oil Corporation in Libya. Which the researcher believes it does not exist in Libya National Oil Corporation. Specifically, the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment and how organizational culture effect the relationship between transformational leadership style with organizational commitment and job satisfaction   in National Oil Corporation in Libya. The research questions are as follows: Is there any relationship between transformational leadership style organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? Is there any relationship between transformational leadership style job satisfaction in National Oil Corporation in Libya? Is there any relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya? Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya? Is there any relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya? 1.4 Focus and Research Objectives The overall objective of this study is to examine the role of leadership style in the National Oil Corporation in Libya. The specific objective in this study is to clarify the relationship between transformational leadership style with job satisfaction and organizational commitment while organizational culture is the mediate variable in the National Oil Corporation in Libya. The study expected to offer some useful information of leadership style in oil sector in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. The breakdown of these objectives yields the following specific objectives: To determine the nature of the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. To determine the nature of the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. To determine the nature of the relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya. To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya.   To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. To determine the nature of the relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya. 1.5 Rationale of Study Previous studies have examined the link between leadership paradigms and behaviors and have shown a positive relationship, none has explained the nature of this connection, and therefore, how and why leadership affects performance. Future research needs to address this deficiency. In sum, based on the above discussion, there are many problems and gaps in existing studies of the leadership performance relationship that need to be addressed before a clear picture of this relationship can be drawn (Jing and Avery, 2008). Therefore, the aim of this study is to investigate the relationship between transformational leadership, organizational culture with job satisfaction and organizational commitment in the Notional Oil Corporation in Libya. Therefore, the topic of leadership is very important to the organization performance and the entire petroleum sector. Leaders can set the direction of the organization and it is very significance issue can lead the organization to achieve their goals. To do this study in the Notional Oil Corporation in Libya because Libya is the one of the (OPEC) organization and this sector is very important which is like the backbone of Libyan economy. Therefore, organization culture influences organization performance and also the employees. Organization culture influence perceptions of employees towards investors of technology transfer. Additionally, try to add useful information to improve our knowledge for this field in Libya. 1.6 Significance of Study This study is important for several reasons, to make a positive view of transformational leadership style in the National Oil Corporation in Libya. To clarify the problems and barriers encountered in application of transformational leadership style programs in the National Oil Corporation in Libya in the context to the case included in this study.   In addition, to clarify the role of leadership to improve organization performance in the National Oil Corporation in Libya and to what extent this leadership succeeded to achieve organizations goals. On the other hand, this study is an attempt to participate in and contribute to research resulting in knowledge increases. Assist scholars, and other researches in leadership field. The researcher achieved that the leadership style and organizational culture play a significant role to effect organizational commitment and job satisfaction in National Oil Corporation in Libya. In particular, how transformational leadership style and organizational culture can impact organizational commitment and job satisfaction in National Oil Corporation in Libya. Finally, the researcher achieved the nature of  Ã‚   the relationship between all these concepts such as transformational leadership style, organizational culture, job satisfaction and organizational commitment in National Oil Corporation in Libya. 1.7 Definition of Terms 1.7.1 Leadership Leadership, like most other concepts in social sciences, has no single or unique definition. It has been defined differently by different authors. Leadership is defined as â€Å"the process of influencing employees to work toward the achievement of objectives.† While others defined leadership as a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization.   1.7.2 Leadership Style Leadership style is theway to understand why leaders, faced with seemingly identical situations, use such different decision processes. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. In the other meaning, it is the ability of a leader to influence subordinates to performing at their highest capability. 1.7.3 Transformational leadership Transformational leadership is   grooms followers into future leaders by giving them freedom to control their behavior, elevates followers concerns from physical to psychological needs, inspires subordinates to consider group rather than self interests, and communicates desired outcomes to let subordinates perceive changes as worthwhile†. While others said that transformational leadership, the leader motivates followers by inspiring them, setting challenges and motivating personal development. Transformational leadership encourages the achievement of high collective standards, through a sense of purpose and a common mission and vision. 1.7.4 Organizational culture Organizational culture as a series of values, the measure of culture focuses on values, whereas definitions of culture which focus on artifacts lead to measures which focus on organizational creations. Organizational culture is the personality of the organization, which comprises of assumptions, values, norms and artifacts of organization members and their behaviors. Organizational culture can be looked at as a system based on the companys value and norms, and organizational behaviors such as its technologies, strategies, products, services and appearance. Organizational culture has been seen as holistic, traditionally decided, and socially built. Culture involves beliefs, values and behavior, exists at a various levels, and manifests itself in a wide range of characteristics of organizational life. 1.7.5 Organizational commitment The word â€Å"commitment† is the strength of an individuals identification with and involvement in a particular organization.   Some researchers explained that commitment has three major components: a strong belief in and acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a definite desire to maintain organizational membership. 1.7.6 Job Satisfaction Some definitions of job satisfaction focus on the job itself, while others included all the job-related factors. Some researchers have defined satisfaction as positive feeling or aggressive responses; whereas others defined it as the gap between expected gains and the actual gain. Furthermore, satisfied employees have also been shown to exhibit lower levels of absenteeism and higher levels of motivation than their counterparts. In contrast, job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. 1.8 Organization of Study The present study arranged into six chapters as follows: Chapter One is the background of the study, which states the purpose, problem statement and research questions. This includes the rationale and significance of the study. It also describes the focus and objectives of the study, definition of terms and organization of the study. Chapter Two content overview of leadership concept, leadership theories, leadership styles and concentrate to transformational leadership style. This chapter also covers organizational culture, job satisfaction and organization commitment. Studies on transformational leadership style with organizational culture, organizational commitment and job satisfaction, which include findings of previous studies and their relationship with the current research studies. Chapter Three introduce the research framework and overview, this includes statement of hypothesis. Chapter Four discusses previous research methodologies and the research design. This includes population and sample, which also cover the reliability and validity test of instruments used and the data analysis plan. Chapter Five elaborates on results of the data analysis and hypothesis testing which cover demographic characteristics and statistical analysis. This chapter also describes data analysis for research questions and hypothesis proposition. Chapter Six represents the research findings

College Admissions Essay: Passion for Life :: College Admissions Essays

A Passion for Life    I am a senior at Western High School. I am currently a member of the Honors program and I will be graduating in the spring of 2003. While at Western, I have been involved in many activities including; collegiate track, the fencing team, forensics, volunteer programs and foreign studies. Western has enabled me to broaden my knowledge in many areas of study. I have enrolled in many courses that have helped me become a well-rounded, educated individual.    I have a plethora of interests and experience's. My philosophy of life leads me to encounter many new adventures and challenges that I find immense interests in learning and conquering. My passion for life allows me to apply my endless energy into many hobbies, studies, and personal relationships. I will never loose my passion or my commitment to learning about life and the experience it offers.    I have enjoyed hiking the Southern Alps of New Zealand, swimming the salty waters of the Mediterranean Sea, brushing my hand over the smooth tiles of the Opera House of Sydney Australia, climbing to the top of the Eiffel Tower of France, hearing the deep bells of Big Ben in London, witnessing the artistic beauty of the Sistine Chapel in Italy and many more memories that will be remembered and soon accompanied by more.    My close personal relationships are few, however, significantly important in my life and defining who I am. I have two sisters, Rebecca and Jennifer, who have helped me become the loving woman I am today. I have one brother, Nolan, who brought me under his wing as I grew and taught me the key to creativity. I have a father, John, who has shown to me the importance of honest hard work and unconditional love.