Relationships in a World without God Essay -- Philosophy Philosophical

Relationships in a World without God In a world in which lives are shaped by irreversible choices and by random events, a world in which everything occurs but once, existence seems to lose its substance. Life in this designless universe raises questions of identity and can cause turmoil between the relationships of the self to others, the self to history, and the self to God. Through the words of existentialist novelists and philosophers Milan Kundera and Jean-Paul Sartre, we witness the philosophical and psychological struggles for identity, existence, and ‘being’ of the characters in The Unbearable Lightness of Being, and Nausea. In connection with other philosophic writings of Heidegger, Kierkegaard, Tillich and Sartre the ideas of existentialism expressed in these two novels become more apparent, and the relationships of the characters in this world-without-God can be explored. Our principle readings rested in the argument of man’s existence and being. Sartre’s Nausea and Kundera’s Unbearable Lightness of Being both depicted the stories of humans struggling to accept their own realities in a state of what Heidegger referred to as â€Å"thrown-ness†. Heidegger’s existential thoughts are concerned with the question of the meaning of Being. Heidegger based his philosophy upon the science of existence. The scientific method was that of phenomenological reduction. Although Sà ¸ren Kierkegaard accepted the paradox of being defining itself, as a scientist, Heidegger could not accept this paradox. According to Heidegger, a concept must be defined without using itself as reference. The difficulty of definition was confronted by defining Being as a collection of concepts. In his essay â€Å"The Fundamental Question of Metaphysics†... ...r own histories, their struggles with purpose and meaning, and the plight of their thrownness create a compelling and emotionally engaging novel that resemble the insecurities and consciousness of our own lives. Heidegger states that time only reminds men of how insignificant they are, how endless the universe is, and how all they can really do is seek to accept themselves on their own terms in anticipation of death, to wonder at the meaning of it all. Kierkegaard and Miller address the loathing of the impasse that threatens their lives as a result of historicism (and the absence of God). And Nietzsche claims that we must use history to escape animal-ness, but not so far as to become further imprisoned within our consciousness. Throughout history, and in each man’s life, there is return: to the center, to the same errors, and to that danger and fear of nothingness.

Leda and the Swan Analysis Essay -- essays research papers

In William Butler Yeats poem â€Å"Leda and the Swan†, he uses the fourteen lines of the traditional sonnet form in a radical, modernist style. He calls up a series of unforgettable, bizarre images of an immediate physical event using abstract descriptions in brief language. Through structure and language Yeats is able to paint a powerful sexual image to his readers without directly giving the meaning of the poem. â€Å"Leda and the Swan† is a violent, sexually explicit poem with its plain diction, rhythmic vigor, and allusions to mystical ideas about the universe, the relationship of human and divine, and the cycles of history. It can be seen as a poem about the way a single event is to be understood as part of a larger scheme; the result of the god’s assault on Leda is the birth of Helen of Troy...

Biological Factors of Human Relationships

Biological factors are something that contributes hugely to the formation and maintenance of relationships- whether it is romantic, friendly or family related. Many researchers have conducted studies in which they have attempted to try and explain the link between biological factors and human relationships. I am going to specifically focus on Bowlby’s study on the role of hormones in bonding, Buss’ study on women jealousy and its relation to estrogen levels, Fishers study on the brain and its role in romantic relationships, and Marazziti who studied the effect of serotonin on love obsession.These studies will help me show the role that biological factors have in human relationships in both the development and maintenance of them. Serotonin. A neurotransmitter that may be involved in love, but is more commonly known as a chemical in the brain to change according to the moods of a person. A study conducted by Marazziti et al (1999) in Pisa (Italy) was to determine whether serotonin could perhaps explain the continuous focus on the beloved. The study mainly showed that the early stage of love really changes the way that people think.He used 60 participants; 20 who were in love, 20 who were OCD and 20 neutrals- who were not in love or OCD (controlled variable). He conducted the experiment by analyzing samples of blood from each of the participants. He found that the serotonin levels in the lovers were that of the same level as those participants who had OCD. This helps to show that there is a possible connection between the serotonin levels in the blood and the connection of romantic love.However some downfalls to this experiment could be the fact that Marazziti did not document or analyze and consider the serotonin activity in the specific brain regions may effect the validity and the reliability of the results from the study. This is because without having these factors being played into the study and research we are unsure of the exact role that se rotonin has in romantic love. Hence, the influence of this biological factor is not soundly connected with romantic relationships and has no definite tie to show how it affects or doesn’t affect it.The development of a relationship from the first and early stages of love to the more developed stages, couples tend to move from the passionate love to the more intimate relationship of relaxation, dependency, and security which all play into attachment. In 1969 Bowlby suggested, â€Å"Humans have an innate attachment system which consists of specific behaviours and psychological responses called attachment behaviours. † For his experiment it mainly was conducted for research on mother child relationships however many believe that the results are relatable to both mother child and romantic relationships.According to more modern research, it has been shown that both oxytocin- a powerful hormone which is released in men and women during touching and sex which helps to deepen and intensify the feelings of the select attachment- and vasopressin- a hormone released also during sex- help in increasing the bond that is between two lovers. Through this it helps the couples to feel closer and more bonded. One of the main criticisms of this experiment was the complexity of the researched relationships and how since they didn’t consider other factors that might affect the results, therefore resulting in the possibility that it could be unreliable.However if looking at just this one aspect, this biological factor can be considered to have an influence on human relationships both mother child and romantic, but it is unknown the influence when other factors are in play as well. In 1996, Buss suggested that jealousy may be something that is biologically based, and found that women’s patterns of jealousy vary throughout their menstrual cycle. So when oestrogen levels are low, women tend to be more sexually jealous where as when the oestrogen levels are relatively high women tend to be more emotionally jealous.This helped to set the base of his argument that â€Å"human sexual behaviour is grounded in the need to optimize the potential for reproduction, with the goal of the best genetic combination possible for the offspring, as well as maximizing parental care after a birth. † When he did his study in 1993 he found that women and men in regions of the world with high levels of pathogen stress rated the importance of physical attractiveness. For this study there was a huge amount of gender bias as he tends to favor men and only criticizes women†¦ This gives an uneven weighting and unreliable results from the research.Also he made generalizations that cant be made as different people have different personalities. Due to these criticisms, there can be hints at possibilities on his theories of this biological factors affect on human relationships however it is not something that has been proven. Finally, Fishers research i n 2001was a conducted study using FMRI (functioning magnetic resonance imaging) to analyze and examine the impact of the brain on romantic love. He took a large sample of young couples to test in this experiment.He took each person individually into the scanner and showed him or her a picture of their beloved and of an acquaintance in 6-second intervals. Throughout this process, Fisher got results that showed the brain in love. This is because the brain showed the â€Å"reward† system when the picture of their loved one came up however when the neutral or controlled picture showed, there was no activity. Interestingly, the more passionate people were- in accordance to the questionnaire they filled out of the â€Å"Passionate Love Scale† before the test- the more active the brains reward system was as well.All in all this shows that yes this biological factor does play a role in the overall outlook of human relationships. Overall, we can see that throughout the vast var iety of different studies done by a variety of different psychologists, there are quite a few things that a lot of them did not consider. Through this we can see that yes there are a lot of things that could play a role in the human relationships but due to the criticisms and downfalls of the studies we are yet to discover how much of a role they do actually play.

Abraham Maslow’s Motivation and Personality Theory Essay

Maslow felt as though conditioning theories did not adequately capture the complexity of human behaviour. Maslow therefore looked to determine what it is humans seek in life. After much theorizing, he concluded that we search for things that will fulfil our needs for survival, as well as our emotional happiness and self-satisfaction. He then went on to introduce his concept of a hierarchy of needs in his 1943 paper titled â€Å"A Theory of Human Motivation†. Thus presenting the idea that human actions are directed towards goal achievement, believing that people have certain needs which must be met before they can go on to fulfil their potential. This could be through any given behaviour which could satisfy several functions at the same time; for instance, once you’ve acquired a hobby that you’re exceptionally good at, i.e. football, dance, etc. you begin to meet one’s needs for self-esteem and social interaction. Maslow’s Hierarchy of Needs has often been represented in a hierarchical pyramid made up of five levels. The lowest levels of the pyramid represent the most basic needs, while the more complex needs are located at the top of the pyramid. The needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and intimacy become important. Further up the pyramid, the need for personal esteem and feelings of accomplishment take priority. Maslow emphasised the importance of self-actualization, which is a process of growing and developing as a person in order to achieve ones individual potential. Maslow believed that these needs are similar to instincts and play a major role in motivating behavior. Physiological, security, social, and esteem needs are deficiency needs, meaning that these needs arise due to deprivation. It is important to satisfy the lower-level needs in order to avoid unpleasant feelings or consequences. He termed the highest-level of the pyramid as growth needs. These are self-fulfillment needs and do not stem from a lack of something, but rather the desire to grow as a person. There are five different levels in Maslow’s hierarchy of needs: – Physiological Needs: These include the most basic needs that are vital to survival, such as the need for water, air, food, and sleep. These needs are the most basic and instinctive needs in the hierarchy because all needs become secondary until these physiological needs are met. – Security Needs: These include needs for safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs. Safety needs are what we need to feel protected against external influences, i.e. the desire for steady employment, health care, safe neighborhoods, being secure and comfortable. – Social Needs: These include needs for belonging, love, and affection. These needs are considered to be less basic than physiological and security needs. Relationships such as friendships, romantic attachments, and families help fulfill this need for companionship and acceptance, as does the involvement in social, community, or religious groups. – Esteem Needs: After the first three needs have been satisfied, esteem needs becomes increasingly important. These include the need for things that reflect on self-esteem, personal worth, social recognition, and accomplishment . – Self-Actualization Needs: This is the highest level of Maslow’s hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others, and interested in fulfilling their potential. Maslow’s theory is relatable in my work as a nanny. I am considered a primary caregiver for the children I care for along with their parents. It is my job to make sure all their basic needs such as food, water, sleep etc are met; these needs are called Physiological needs on Maslow’s hierarchy of needs and are considered the most important. Once I, along with the parents meet these needs, we then continue on to the child’s need to feel safe and secure. The way in which we meet these needs is by providing consistent care to the child/children and for that care to  be given by the same few people i.e. parents, nanny, grandparents, and nursery. This allows the child/children to build a relationship with his/her primary caregivers whereby they trust them and feel safe with them. By being with the child for their first years, there is a bond that they develop through us meeting their needs and being a consistent figure in their life, they receive love and affection from those around them and this gives them a sense of belonging. As the child gets older I promote and encourage them to participate in activities that interest them such as dance or football, whereby they are building on their social skills by interacting with children of their age and who share similar interests. This is where we meet the social needs that Maslow states in his hierarchy. When I look at the fourth level in Maslow’s hierarchy of needs which he calls the ‘Esteem Needs’ I see this is based on how a child feels about themselves and also how they believe others see them. By meeting their social needs successfully the child/children will already have started to complete this level in their development because of the confidence and acceptance they have already achieved. This is where my encouragement and praise help the child/children in my care to recognise their achievements and this also helps to build their self-worth and self-esteem along with both mine and their parent’s recognition. All the previous levels lead up to us helping a child complete their final stage which Maslow calls ‘Self-Actualization’ however this level is where the child/young adult has to help themselves this could be achieved through a number of ways which could include continuing to further their education or going out into the world and finding a job but they will not be completely alone as they will have their parents and my support however by this stage I may no longer be with the family.

The Changing Role of Budget and Organizational Structure

1.1 BudgetBudget is one of common things that used in day-to-day life, but in accounting position, budget is one of managerial accounting tools to assist directors to pull off good companies through the manner of accounting itself. Based on day-to-day position, budget can be defined as figure of disbursals or addition that reserved by person, through calculating the possibility the sum of money. Through direction accounting position, Drury ( 2008 ) , define budget as elaborate programs for organizing and program of action for assorted activities in the hereafter. Harmonizing to Rajasekaran ( 2010 ) , budget is fiscal programs for the future actions, or it can be defined as future programs that expressed in pecuniary footings. Other than that, CIMA nomenclature ( 2005 ) defines budgeting as the procedure of create, implement and run the budget until the terminal of the budget period.Changing Role of Budget and Organizational StructureAs the changing of environment from industrial ages to information ages, the function of direction accounting was altering either. This means that budget as one of direction accounting tools is altering in return. Changing function of budget can be seen from the psychological science position. Budget was used non merely as planning and control tools for a company, but besides as motivational consequence for the workers, even from different organisational degree ( Parker D.L. , 2002, Hoque, 2003, Birnberg J. G. , Luft J. , Shields M. D. , 2007 ) . This motive might assist workers and company to run into the end congruity and the best public presentation of both workers and company. Some research workers besides link the so called relationship with another function, which is information sharing between superior and subsidiaries. Another function of budget in sharing the information to the subsidiaries might increase the public presentation of single worker ( Chong V. and Kar M. C. , 2002, Parker J. and Kyj L. , 2006, Leach-Lopez M. , Stammerjohan W. and McNair F. M. , 2007, Heath R. and Brown J. , 2007, Su J. T. and Lin W.L, 2007 ) , since they have adequate information related to the occupation itself. Besides, non merely function of budget, but besides the formation of organisational construction, that changed due to environmental alterations. Parker D. L. ( 2002 ) stated that most of companies are traveling to more flexible signifier of organisational construction. Decision-making and budgeting procedure within companies are developing with decentralized and participatory direction manner. This means that workers at different degree of organisational hierarchy can impact the determination in the company, although the power in engagement might be differ for each degree of hierarchy. This can be seen from the research of Majovski I.P. ( 2007 ) , about the direction manner in northern Europe. The consequence proven that most of companies in the part are implementing the flexible and decentralised direction manner.Budget Process ApproachThe alterations in direction manner might impact the degree of engagement of the budgeting procedure attack in return. Harmonizing to Drury ( 2008 ) , in puting up budget there are three ( 3 ) attack of engagement degree, there are top-down budget, bottom-up budget, and blended attack. Top-down budget is the budget scene that has no or less influence participatory by the subsidiaries or budgetees. Imposed budget is normally used to replace the name of top-down budget. Besides, the low degree directions besides have low power in the engagement and involved in the computations of budget for the top direction. Top-down budget has one chief advantage, which top direction can ever guarantee the end congruity and scheme alliance with the operation. Other than that, top-down budget can cut down the complexness and time-consuming of budgeting procedure. On contrary, it has disadvantages to the budgetee, for illustration, if the budget degree is excessively high and impossible to accomplish, the workers can be de-motivated and create inauspicious public presentation. Disadvantages might besides impact the organisation as a whole, for illustration if the budget degree is excessively easy to achieve, the worker can handle the budget as a box-ticking. Bottom-up budget is the budget scene procedure that allows full engagement from operational degree. Participatory budget is used for replacing the name of bottom-up budget. Normally, top direction give a general budget guideline for the lower director and subsidiaries, so the flows of budget scene development will be started from the lowest degree. Information will be gathered and grouped along the manner to the higher-level director until approved by both of top direction and budget commission. Bottom-up budget may incur extremely complexness and time-consuming for the overall budget scene procedure. Therefore, it might guarantee the committedness of all degree of company ‘s worker. The last attack is the blended attack, which is combination of both imposed budget and participatory budget. This blended attack normally called as negotiated budget. This attack starts with the puting up the fiscal public presentation aim by the top direction and it will be distributed down to lower-level workers. Then, runing directors might roll up informations and make the budget based on the aim every bit good as the lower-level workers. After the budget created, it will be reviewed by top direction to make up one's mind whether the budget is appropriate and approved. This attack might be insistent, if the budget disapproved by top direction until the concluding credence of budget is reached. Negotiated budget might give the budgetee to work hand in glove and within the end congruity of the company. Slack in budget besides can be reduced, due to the appropriate degree of the budget. This attack requires extremely engineering environment companies in puting up the budget.Problem StatementTraditional budgeting is a common pattern in the corporate universeResearch workers are reasoning about the rightness of budget in the current environment in information ages. Hope & A ; Fraser ( 2003 ) argue the utility of budget in the current environment state of affairs. They suggest that budget should be abolished and supersedes by another type of managerial accounting tools, viz. beyond budgeting. Thus, based on explorative surveies from several parts around the universe, traditional direction accounting tools are still adopted by bulk of companies. The grounds of the use of traditional tools like budgeting are due to the higher benefit, simpleness, exchanging cost, and so on ( Pavlatos O. & A ; Paggios I. , 2009, Libby T. , Lindsay M. R. , 2009, Uyar A. , Bilgin N. , 2010 ) . Due to the study of those research workers, it means that budgeting is still implemented and adopted in the current environment today, although the function of it could be changed. Problem arises within the organisation to in puting up the budget degree to the lower director until the operational degree in the hierarchy. Research workers and theoretician in direction accounting are reasoning each other about the engagement in puting up budgets in impacting motive of the workers every bit good as the sharing of information. Company ‘s directions are besides seeking the best attack in the execution of the budget to actuate and accomplish the best public presentation of all workers and directors in every degree of organisation.Most of research in engagement in budget scene with public presentation done in developed statesBased on one of literatures that have been reviewed, Leach-Lopez M. , Stammerjohan W. and Kyoo S.L. , ( 2007 ) , conclude that there is positive relationship between budget engagement on public presentation ( Brownell P. and McIness M. , 1986, Kren, 1992, Kennis I. , 1979, Searfoss A. and Monczka R. , 1973 ) . Leach-Lopez et Al. ( 2007 ) has done this research in different range and samples. The first research range on the Korean directors in US companies and the 2nd research range on the Mexican directors in US companies. In contrast, the former research merely uses the job-relevant information, whereas the latter research uses both job-relevant information and occupation satisfaction as intervening variables. Even though there were so many researches about the relationship between those two, Brownell P. and McIness M. , ( 1986 ) argue that there is no specific proving on this country, although most of the researches give the same relationship.Incompatibility found in the intervening function of motive between the relationship between budget engagement on public presentationSeveral research workers in the old surveies besides found the positive relationship between budget engagement on public presentation through motive ( Merchant K. 1981, Kennis I. , 1979, Searfoss A. and Monczka R. , 1973 ) . Other than that, Browne ll P. and McIness M. , ( 1986 ) did non happen any relationship between the budget engagement with public presentation through motive variable. Kren L. ( 1992 ) besides supports this statement through her research. After Kren ‘s survey, there are several research workers ( Parker J. and Kyj L. 2006, Wong B. , Guo L. and Lui G. 2010, Eker M. , 2006, Chong V. and Kar M. C. , 2002 ) , who try to concentrate on this relationship. The consequence from old researches found an incompatibility of the motive as step ining variable.Result spread in the relationship of job-relevant information as step ining function between budget engagement on public presentationIncompatibilities besides found in the function of information sharing through job-relevant information that found in several literatures. Some research workers based on their findings shows that the consequence on job-relevant information in the relation between budget engagement with public presentation is non excessively impo rtant. Thus, some said it might give bravery for the workers to execute good in the plants. Analyze on this country, motive and information sharing, might be required in order to see the cogency of the old surveies.Research QuestionMost of the researches have been done in the US, there is no important research about this country in Asia part. In order to see the old findings in this country, this research will scope in the Asiatic part, peculiarly South-East Asia part, although some factors are impacting in this surveies, for illustration the difference in civilization, life style, communicating, and so on. Therefore these are chief two inquiries driven from this survey: Is there any relationship between engagement of budget on public presentation within Asiatic workers? Is there any relationship between budget engagement with public presentation through motive? Is there any relationship between budget engagement with public presentation through information sharing? Make the consequence of past researches still valid for current environment?Aim of StudyTo cognize whether is at that place any relationship between budget engagement with public presentation within Asiatic workers. To find relationship between budget engagement on public presentation through motive. To find relationship between budget engagement on public presentation through information sharing. To compare the consequence of current research with past researches.Significance of StudyThis survey will give part to concern practicians, particularly top direction of company to put up whether to give power to lower-level workers in engagement on budget scene. Therefore, appropriate degree of engagement and budget degree can be met in the operation, so that company and workers could work in line with the end congruity of the company to accomplish better public presentation. Management will besides cognize the specific relationship of motive and information sharing as step ining variable in the significance with public presentation. Therefore, directors can take whether to use the budget engagement in budget scene or non. Other than that, this survey besides can convey part to academician on the country of behavioural accounting in pattern. Through this research, academicians can see whether the theories on books and other literatures can be applied in Asia part, with other factors impacting the human resource itself.Outline of DissertationThis thesis will be divided into five ( 5 ) chief chapters: Introduction, Literature Review, Methodology, Findings & A ; Analysis, in conclusion Conclusion and Recommendations.Chapter One – IntroductionIntroduction gives reader about overview of current issue in budgeting, the changing of environment that affect function of budgeting and organisational construction in the common concern pattern today. Problems that developed under new function of budgeting are assessed through some literatures. Research inquiries and aims of surveies built in this chapter besides. In the terminal, significance of surveies will be given, to guarantee that this survey contribut es for specific readers.Chapter Two – Literature ReappraisalIn this chapter, literatures from old researches will be assessed in order to give clear image about the specific issue that happened. The issue about the behavioral budget, motive, will be explained in item, along with the relationship with other independent variables. Each of literature will be reviewed in item from its methodological analysis, informations, analysis, consequence, and decisions.Chapter Three – MethodologyIn this chapter, elaborate method in developing this survey will be explained in item, from type of informations, population, samples, instrument, measuring, hypothesis and the informations analysis program.Chapter Four – Data Analysis, Results & A ; DiscussionData collected will be analyzed with the statistical bundle for societal scientific discipline ( SPSS ) . The consequence from analysis will be discussed exhaustively.Chapter Five – Conclusions & A ; RecommendationsThis l ast chapter will reason all the findings and treatment between the consequences that gathered in informations aggregation. Restriction of the survey will be given, along with the recommendation for other research workers. Future research countries, which non covered in this survey, will be given either.Chapter 2LITERATURE REVIEWThis chapter will depict all the literature gathered under the budget engagement, information sharing, motive and public presentation, along with its relationship from the past researches. Number of research under this country, budget engagement with public presentation has been done in the past clip, during the twentieth century ( Merchant K. 1981, Kennis I. , 1979, Searfoss A. and Monczka R. , 1973, Brownell P. and McIness M. , 1986 and Kren L. 1992 ) . But still, so many research workers replicates those surveies, but with different step ining variables, measuring every bit good as informations analysis. This literature reappraisal consists of three ( 2 ) sub-titles, viz. : Budget Participation on Performance through and Budget Participation on Motivation and Performance through Information Sharing. In the last portion of this chapter, decision and theoretical model of this survey will be provided.Relationship between Budget Participation on Performance through MotivationNumber of literatures found in this country is from the past old surveies and less figure of research worker that focal point in this country. Based on literature found, Searfoss D. and Monczka R. ( 1973 ) do this research to analyze the relationship of budget engagement with the motive of the budgetee to courage the public presentation, along with other step ining variables, need for independency and authorianism. This survey uses the primary informations based on questionnaire that distributed to 365 samples with different degrees of workers and directors. Result found that there is a positive relationship between budget engagement on motive. Positive relationship besides found in the organisational place or degree with the degree of budget engagement. But, there is no relationship between other two step ining variables from the findings of the research. Kennis I. ( 1979 ) supports the old research on this country, by keeping the research about the budget engagement, lucidity, feedback, attitudes, and self-rated public presentation between 169 operational directors through questionnaire. Result found that engagement in the budget scene could give the motivational consequence to the workers to accomplish better public presentation. Merchant K. ( 1981 ) has done research to analyze the difference in the budgeting system sing to corporate size, diverseness and decentalisation to be related with motive and attitude toward the budget. Sample size of 170 directors from the companies is collected and responded the questionnaire. Result found that size of corporate give different consequence for each of relationship of the variables. But, by and large positive relationship is found between the engagement toward the attitude of the budget. Eker M. ( 2006 ) established the extend survey of budget engagement on public presentation, with the step ining variable of organisational committedness. Convenience sampling is chosen to pick the samples of 150 companies between top 500 companies in Turkey. Companies were sent a questionnaire consist of three measuring of those variables. The informations were analyzed by utilizing correlativity analysis, factor analysis, multiple arrested development analysis and t-test. Result found that, organisational committedness is a important step ining variable between the relationships of budget engagement with the managerial public presentation. Chong V. and Kar M. C. ( 2002 ) conduct the survey within the directors in Australian companies to analyze the relationship between budget engagement and public presentation, with budget committedness and job-relevant information as intervening variables. Samples of 84 directors were asked to make full up the questionnaire and informations were collected. Result found that, budget engagement can heighten the motive in perpetrating the budget. It besides gives the informational consequence to heighten the job-relevant information to back up the public presentation in the terminal. It supports the past surveies about the double function of budget engagement. The former is motivational effects and the latter is informational consequence. Wong B. , Guo L. and Lui G. ( 2010 ) use the self-government theory ( SDT ) as their footing of research. SDT suggest that engagement needed in the budgeting procedure for the interest of motive, morale, public presentation and occupation satisfaction. In this survey, motive divided into several types, intrinsic, extrinsic, independent and controlled motive. Study has been done in Hongkong by sample size of 101 bank directors through voluntary seminar and questionnaire. Result found that through engagement in budgeting public presentation in the occupation can be increased. On contrary, Brown and McIness ( 1986 ) , did non happen the same thing like above. Through the empirical survey within 224 middle-level directors in Australia, they did non happen any strong relationship between these two variables. Kren L. ( 1992 ) examined the relationship about those variables with other step ining variables in the research. By carry oning interview 80 directors of 500 top companies in USA. She found that there was unobvious relationship between public presentations through motive of budget. Therefore, relationship between budget engagement has positive relationship with public presentation itself. Parker J. and Kyj L. ( 2006 ) develop the survey of the relationship between the budget engagement with public presentation, with the perpendicular information sharing theoretical account between supervisors with subsidiaries in the budgeting procedure. Other than information sharing, organisational committedness and function ambiguity were tested in this survey as step ining variables. Data aggregation within sample size of 70 directors with subsidiaries has been done through questionnaire. The informations were tested with the way analysis with a consequence of the important relationship between the budgetary engagement with public presentation, through step ining variable of information sharing. Other step ining variables were found non important with the chief variables.Relationship between Budget Participation on Performance through Information SharingChong V. and Kar M. C. ( 2002 ) in the same survey like explained in the old sub-chapter were reasoning that the budget engagemen t through information sharing of job-relevant information might assist the subsidiaries to work good and accomplish better public presentation. Parker J. and Kyj L. ( 2006 ) in the surveies like explained in the old sub-chapter besides examine the informational sharing consequence of job-relevant information in the budget engagement that could increase the public presentation of the worker that can non be found in the other intervening variables. Leach-Lopez M. , Stammerjohan W. and McNair F. M. ( 2007 ) follows and spread out Kren L. ( 1992 ) past surveies on this country. They distinguish the consequence of the budget engagement with public presentation straight and indirectly. Other than that, other step ining variables, occupation relevant information and occupation satisfaction, besides introduced here. The survey conducted within 143 Mexican and American mid-managers in US companies. The analysis was utilizing the past research workers theoretical account, like way theoretical account correlativity, t-test, robustness trial and p-value trial. Findingss show that, there is strong relationship between public presentations in budget engagement. The difference that the writers research than the past researches is the causal mechanism that associating those two variables. The intervening variables, job-relevant information that affects the relationship between independent and dependent variables is alterations with the degre e of bilingual ability of the Mexican directors. However, another step ining variable, occupation satisfaction did non give a important relation with those variables. Leach-Lopez M. , Stammerjohan W. and Kyoo S. L. ( 2007 ) survey is a reproduction of the surveies of old literature by Leach-Lopez M. , Stammerjohan W. and McNair F. M. ( 2007 ) with the same variables and informations analysis in the surveies. The difference in this survey is the samples, by utilizing Korean directors in the US companies, respondents of 71 directors respond for the questionnaire. The findings show the same things as old research, but causal mechanism in the intervening variables is different with the past samples. In this survey, consequence shows that there is important function of the occupation satisfaction as step ining variable between budget engagement with public presentation between Korean directors. Heath R. and Brown J. ( 2007 ) conducted an drawn-out survey from old research Kren L. ( 1992 ) within 259 workers through questionnaire to analyze the relationship between budget engagement with personal public presentation. But, they manage to associate other variables, job-relevant information and self-efficacy, as step ining variable. Arrested development analysis, coefficient analysis every bit good as t-test have been done for the analysis of the information gathered. Result found that, all those variables are related each other with positive relationship within all degrees of direction in the organisation. Su J. T. and Lin W.L ( 2007 ) clears the spread of the incompatibility in several accounting literatures about the consequence of public presentation in the budget engagement with step ining variable, information dissymmetry. This survey was held in Taiwan, with a sample size of 168 employees, through questionnaire. Path analysis and correlativity analysis used for analysing the information of the respondents. Based on the findings, the past surveies about the positive relationship between budget engagement on public presentation were proven. Information dissymmetry besides establishes positive relationship as an intervening variable. If the variable is present, public presentation will increase and frailty versa. Adler R. W. and Reid J. ( 2008 ) survey about the wider range of the consequence of non merely the budget engagement, but besides leading manner on occupation public presentation and satisfaction. Through questionnaire, 40 middle-level director in New-Zealand companies answer the inquiry. Consequence after the information analysis of dependability testing and stepwise arrested development shows that there is relationship between all variables that tested. However, the leading manner shows no relationship as chairing variable with the occupation public presentation of the worker.DecisionMajority of the past researches done by making cross-sectional surveies in this country, so causal relationship can non be found in all of the surveies. This is could be the unfavorable judgments that occur in the survey. Low generalizability besides being an restriction on the survey. Since most of the surveies about the relationship between engagement in budget scene on public presentation have been done in USA and give the same consequence, survey in the other part might be needed to research in other part. Other than that, information sharing and motive as an intervening variable could be needed answer the incompatibilities in the past surveies.Theoretical ModelBased on the past literatures, theoretical model between the variables in the survey can be developed as a diagram as follows: Engagement in budgeting procedure as independent variable will impact positively to public presentation as dependent variable. Motivation could work as step ining variable in this model. From the past findings, motive that related by engagement in budget procedure can impact positively to the public presentation. But still, some research workers found different consequence in the survey. Motivation in this survey can be in signifier of budget committedness. Other than that, function of budget engagement as information sharing could be in signifier of job-relevant information, merely like the old surveies. A spread was found in this function of engagement in budgeting, nevertheless most of research workers treat the job-relevant information as a positive related with the public presentation.

Leadership and Management Concepts for Health Professionals Essay

In this essay, leadership will be defined and analysed. A detailed leader profile from my workplace will be developed and described using transformational theory, as this is the most adequate theory to describe the performance, effectiveness and styles used by the leader to achieve the objectives and goals in my workplace. Moreover, the nature of the leader’s role and achievement utilising the theory will be analysed. In addition, transformational theory will be defined and analysed based on different explanations. Leadership is one of the most essential criteria of the nurse manager. It is the process of interaction between the leader and the other staff, influencing them toward workplace goals achievement (Yukl, 1998). Leadership is the ability to provide direction toward preferred future aspirations and aligns the followers toward goals achievement (Kelly-Heidenthal, 2004). Moreover, leadership is viewed as a dynamic interactive process that involves various dimensions, including planning, organising, directing and controlling. The activities of an organised group can be influenced by a process in which the efforts to achieve the goals and tasks are managed by leadership (Roussel, Russell & Swansburg, 2006). Leadership is also defined as inducing individuals or a group to take an action in accordance with the purpose of the leader. Moreover, Roussel, Russell and Swansburg (2006) correctly pointed out that leadership can be explained as a group of individuals who have been inspired by a person to work together toward achieving common goals and missions using appropriate means. A crowd can be transformed into a functioning and useful organisation, and this is a vital component of leadership. Leadership can be formal or informal. As Sullivan and Decker (2004) explain, it can be formal when a nurse manager demonstrates power and authority within a framework of legal approval by the organisation. Leadership can be informal when utilised by a staff member who does not have effective leadership skills, ideas and roles to promote the performance of the work outcomes. Leader’s Profile Mrs. Zahra is a nursing officer who has been working since 1996 in charge of a department in the Armed Forces Hospital, Sultanate of Oman. She is known to everybody in the department and all around the hospital as a friendly person who is intelligent, hardworking, and motivational, a good communicator and a person with a strong personality that inspires others to follow her. In addition, Mrs. Zahra has problem solving skills and extensive experience and knowledge in her speciality as well as in leadership and management. Further, she is a member of the Quality Assurance and Staff Development Committees. As she is in charge of the operating theatres department, she manages the planning and coordination of the operating rooms scheduling system. Moreover, she adjusts the staffing assignments of nursing and ancillary personnel to provide adequate room coverage. Motivation, direction, controlling and evaluation of the staff performance are some of the leader’s responsibilities. Transformational Leadership Transformational theory is the most appropriate theory to describe my leader’s role, nature and achievements. Transformational leadership focuses on how the followers can be motivated, guided and directed to achieve the goals of the work by the leaders (Sullivan & Decker, 2005). Sullivan and Decker (2005) emphasise that generating employees’ commitment to the vision is the goal of transformational leadership. According to Kelly-Heidenthal (2004), ‘transformational leadership is based on the idea of empowering others to engage in pursuing a collective purpose by working together to achieve a vision of a preferred future’. The work of Roussel, Russell and Swansburg (2006) reveals that there are four components of effective and dynamic transformational leadership: management of trust, attention, self and meaning. In management of trust and reliability, decisions based on fairness, honesty and equity that have been made by the transformational leaders will be respected, followed and executed by the nurses. A transformational leader’s judgment is usually consistent and sound. Having vision, goals or a sense of outcomes will lead to achieving the management of attention. Any health care organisation will be defined by how it serves the community and where it is headed in order to achieve its vision statement. Vision means the credible, attractive and realistic future stated for the organisation. Knowing the skills of the staff and how to utilise them effectively is defining the meaning of self. Leaders develop their leadership skills through continuing their education in leadership and management skills so that the burnout and stress facing them will be reduced and controlled. In management of meaning, leaders must inspire commitment in staff by communicating their vision and creating a standardised culture among the staff by using group discussions, meetings, agreements and consensus building in which individual innovation and creativity are well supported. The goals and objectives that are consistent with the vision must be related with the rewards and appraisals for the staff. Moreover, Roussel and Russell (2009) have made clear that in transformational leadership, the achievement of goals that benefits the organisation and the personnel themselves is achieved by empowering the personnel to have a vision about the organisation and to trust the leaders. Transformational leadership can be practiced in hospitals and emergency rooms, as they are unstable and rapidly changing environments. Therefore, leaders in this atmosphere will acknowledge uncertainty, be flexible, motivate, and consider the employees’ values and needs (Roussel & Russell, 2009). In transformational leadership, leaders empower and motivate the staff by involving them in decision-making, which inspires them to be a part of the vision and makes them feel that they are part of the team contributing to the success of the organisation. Leaders inspire the staff by rewarding them for the quality and excellence of the work carried out. As a result, leaders will have staff who demonstrate high quality performance, commitment and job satisfaction Roussel & Russell, 2009). Kelly-Heidenthal (2004) has pointed out that the empowerment and inspiration of the staff leads to high performance and commitment to the organisation through a good relationship between the leaders and the staff. In general, there are certain common characteristics that transformational leaders should have. These are the ability to: instil a sense of capability in staff; offer vision; inspire trust; perform all tasks on time; take risks; manage and take action appropriately during times of crises; and communicate effectively. In the context of a transformational leadership framework, Mrs.  Zahra treats all staff in a friendly way, equally and with perfect communication skills acceptable to all of them. This leads to building a trusting relationship between her and the staff. In addition, the leader involves all the staff in the organisation’s vision and treats each staff member as a part of it. As a result, the self-confidence of the staff is gained and restored. The leader is concerned about the values and needs of her staff as she routinely holds individual meetings with each staff member in her office, asking each one of them about their feelings, needs and problems and tries to address them. Further, she shares many responsibilities and power with the staff; therefore, the staff feel responsible to work harder and more effectively. This causes all staff to be more motivated and work hard to accomplish the goals and tasks of the organisation. The leader holds general meetings with all staff frequently sharing with them decision-making, work strategies and any other new ideas from the staff. Consequently, all staff are inspired to be a part of the team, working hard and effectively for the vision of the organisation. The leader inspires the staff by being a model of a hard working, responsible and motivational person. In doing so, she motivates and stimulates staff performance and commitment to achieve the goals of the organisation. As Mrs. Zahra is a trustworthy and reliable leader. All staff follow her decisions with a sense that she is doing the best for the achievement of the organisation’s tasks. She directs, guides and controls all operating theatres scheduling systems. She delegates and allocates staff to fulfil various functions as a motivation process, which increases the trusting relationship between her and the staff. This leads to increased staff commitment, goals’ achievement and job satisfaction. The leader develops staff knowledge and experience in collaboration with the staff development department by involving them in ongoing job training programs in the Armed Forces Hospital or by sending them for short courses in Oman or nearby countries. Thus, staff will be more knowledgeable, educated, and more capable to carry out the work and tasks effectively and on time. As an example of the leader’s motivation of the staff, she has assigned a monthly reward for one of the staff members who works hard and effectively with high performance. This creates competition amongst the staff to work harder with a high level of performance and commitment to achieve the goals of the organisation. Moreover, this process demonstrates the meaning of inspiration skills and how to motivate the staff positively within the organisation. After all, the organisation’s performance and productivity in general will be increased and delivered with high quality standards. Conclusion Leadership is one of the most important skills in nurse managers. It is a process of interaction between the leader and the staff, influencing them positively toward achieving the goals and tasks of the organisation. Transformational leadership is very effective and is commonly used in hospitals. It is based on ideas of empowering, inspiring and motivating the staff toward working together to achieve the organisation’s goals and vision. A transformational leader who acts as a role model can influence the staff and make them accountable for their own practice, work achievement and staff development (McNaron, 2009, pp. 89-560). Moreover, high levels of competency can be gained by using transformational leadership skills and the quality of patient care outcomes will be improved as a result. Staff development, commitment and job satisfaction can be improved by using transformational leadership skills. These are motivation, inspiration, empowerment, building a trusting relationship between the leader and the staff, sharing power and decision-making and rewarding staff for quality and excellence of job achievement. My leader’s profile has been discussed in detail. As well as her nature, goals and achievements, using transformational leadership theory has been recognised with many similarities between them. She applied transformational leadership skills very effectively and utilised them toward the improvement of staff and the organisation’s productivity in general. I enjoyed working in the operating theatres department with Mrs. Zahra’s leadership and I hope that I will continue working with her for many years to come. I wish the best for my leader and for her to continue in her current leadership style.

TWO - Gallery report Guidelines Essay Example | Topics and Well Written Essays - 1000 words

TWO - Gallery report Guidelines - Essay Example The sculpture, which is important and rare, is one of the very few surviving art works which were made at one Emperor Duan Zhengxing’s request. Emperor Duan Zhengxing was the ruler of Dali Kingdom since the year 1147 to 1172. The bodhisattva Guanyin was made specifically on behalf of the two princes to ensure prosperity as well as longevity of the multitudinous sons. Creation of this kind of icon to represent the Ajava, Azuaye Guanyin or the all victorious Avalokitesvara has been shown in the Nanzhao hand scroll illustrated history in the mid 10th century, which gives details of the Buddhism miraculous introduction done by an Indian into Yunnan. The Indian monk was believed to be the bodhisattva’s incarnation. This sculpture importantly shows strong stylistic connections to Indian and south eastern Asian images but the flavor it retains in its own relative structure, linear style is Chinese (Brooklyn Museum). The art is made of cast bronze and also has traces of gold. I t is an Asian art collection made in between 11th and 12th century in Yunnan, China during the Dali kingdom period. It was a gift to the Asian air council, and placed in Brooklyn museum. Its dimensions are 18 7/8 x 4 1/2 x 3 in. (47.9 x 11.4 x 7.6cm). The stiffened frontal stance, ornate ornaments and the symmetrical robes impart informal, hierarchical sort of impression. However, there is some human tenderness right in the gentle face. The body is youthful, fragile and quite slender (Brooklyn Museum). This Guanyin cast bronze image, also known as God of Mercy, also known in ancient Indian language as Bodhisattva Avalokitesvara, happens to be one of a small group of idols worshipped as the Indian monk’s incarnation. This is the Indian monk who introduced Buddhism in the Dali semi independent kingdom. This place is in south central China. The Bodhisattva is represented standing bare footed. Raised is its right hand in the vitarkamudra while its left hand has been extended in t he varadamudra. The art elaborates finely engraved hair style which is held twisted cords or braids which secure the image of Buddha Amitabha right above the crown that rests on the fore head of the figure (Brooklyn Museum). Finely sculpted is the face with a calm quite expression, flattened nose, pursed lips and long undulating eyes. It has pierced earlobes which have been decorated with some heavy earrings and they extend to the shoulders. Three flesh delicate folds form the neck with a wide surrounding of decorated necklace which is secured at the back with some loosely knotted cord. Right on the upper part of both arms, the figure wears some elaborate arm bands. In the right wrist, the figure also has a string of beads (Brooklyn Museum). Accented with some belt which has been added with eight petaled floral bosses to make it more beautiful is the slender high waist. The skirt with long pleats has been secured with the elaborate peace of clothe which has been knotted on the hips and at the front and there are stylized folds from the hands to the figure’s ankles. Also descending on the both sides and in between the legs of the figure are vertical pleats. Natha This was the Avalokitesvara art of the Anuradhapura period. This art was created between the 8th and the 9th century. It is basically a solid cast made of bronze Gilt. Natha like Guanyin was very popular but its