The factors of motivating saudi students in learning mathematics Research Paper

The factors of motivating saudi students in learning mathematics - Research Paper Example The samples that shall be used in this research involve 15 participants, majorly students from various learning institutions in Saudi. The selection criteria shall involve random selection of students from different learning institutions. The application of interviews as method of data collection is pertinent as it facilitates the collection of primary and more accurate information from the students as compared to secondary modes of data collection. The criteria of collecting data from various learning institutions is pertinent owing to the fact that it shall facilitate elimination of errors associated with biased data collection. This research is based on a qualitative approach; it shall basically entail collecting descriptive data that answers the questions: How; why; where and when. The specific method for data collection shall entail undertaking interviews among the selected participants answering the questions; how, why et cetera. The reason for selecting interviews as a method of data collection in this research is based on the fact that it entails direct engagement of the students in the study hence facilitating collection of primary and more accurate information. The process of data collection shall entail gathering data from students in various learning institutions. The data shall be collected from 15 randomly selected students among the various learning institutions in Saudi. This shall be facilitated by performing one-on-one interviews using questionnaires as the tools for data collections. The students (Selected Participants) shall be subjected to a ten question questionnaire during the data collection process. At least one student from the selected learning institutions shall be involved in the data collection process. The data that shall be analyzed in this study is qualitative data; the data collected shall be reviewed as notes of key information from the interview recorded. This shall be followed by coding of

A Clockwork Orange Essay Example for Free

A Clockwork Orange Essay I chose for my text transformation to use the base text A Clockwork Orange by Anthony Burgess. This novel interested me because of its individual language of Nadsat, a form of slang created by Burgess for gangs of violent English teenagers. The slang serves a serious purpose, which is too keep the violence of the protagonist from becoming unbearable to its reader, keeping the language partly veiled, for example making gratizny bratchny sound more pleasant than its meaning dirty bastard. It is important to realise that its audience of the 60s have not yet become subject to such violence and despair explored in the novel. So what have I done? I have taken four characters from the novel (Alexs parents, Alex and the schoolmaster) and placed them into The Jerry Springer Show, creating a parody of the show. I have given Alexs parents the names of Janet and Derek and looked at their perspective of Alexs violent activities. As I would chronologically slot the show in just before the police catch him, I have kept Alexs attitude of his enjoyment of violence. When the schoolmaster has been beaten up and staggers off, that is the last we have heard of him in the novel, I decided to give him a voice and see what he would have said about his attack. So why did I choose to do this? The Jerry Springer Show is a dysfunctional show and Alex is a dysfunctional character. Jerry Springers show is amoral TV; it is outrageous, shocking, scandalous and hilarious. The show has no limits. Nearly all stories have major big twists that unfold as more guests get called out. These guests often get violent and try to kick and punch other parties involved, whilst typically Jerry tries to redeem his guests. This is why I think it works well with the character of Alex and his behaviour seen in the novel. The novel represents the society in which Alex lives in as complete dystopian, dark and dismal, with no law and order. The Jerry Springer Show is a chat show, although it is very staged with his agenda-setting questions and appearing guests, the show is almost entirely full of spontaneous speech. Therefore I decided to do a transcript version of the show, although obviously not true to its discourse as I would be giving the characters a voice as appose to spontaneous speech written down as it is heard. Jerry Springer, as an American, has his own geographical dialect. It was important to keep this as well as phrases singly the best audience and his own idiolect right, well, hey, so, to indicate his regional origin. Jerry has an informal register that contains much ellipsis, such as youre singly the best and here cause you love. The graphology of the transformation is laid out in the convention of the transcript. The names of the characters have been placed on the left hand side indicating who is talking and to the right, is what is actually being said: Alex: are you saying do i enjoy lubbilubbing with a devotchas Janet: against their will alex against their will Alex: not recently no em Sounds that are not fore grounded I have placed in italics for example, the audiences reactions to the quests comments (Audience boos loudly). As this is a transcript and not a play, I have not included stage directions or actions taken by the characters, as a recording of the show a transcript would only contain sounds heard on the recorder. The syntax of Alex and his friends, in the novel, is completely different to that of any other characters. The Nadsat slang has derived from many different language sources but many are Slavic in origin. A mixture of Russian and demotic English, with elements of rhyming slang and gypsy talk, O my brothers, as well as anglicized words and amputations em, pee.

The effects of comorbid psychopathy

The effects of comorbid psychopathy Personality Disorders: Theory, Research, and Treatments Criminal Behavior and Cognitive Processing in Male Offenders With Antisocial Personality Disorder With and Without Comorbid Psychopathy Topic: Effects of Comorbid Psychopathy Introduction Antisocial personality disorder (ASPD) and psychopathy are two syndromes which are effective in predicting antisocial behavior and identifying dangerous subsets of criminal offenders (Serin, 1991). The distinction between both disorders is often blurred, with DSM-IV–TR suggesting that ASPD and psychopathy can be used interchangeably (American Psychiatric Association, 2006). The two syndromes share important correlates, which does raise the distinct possibility that both ASPD and psychopathy may reflect the same underlying disorder. Conversely, there is evidence that suggests that both syndromes contrast with regards to cognitive and affective correlates. Individuals with psychopathy display adequate cognitive functioning under normal conditions but performance suffers on a variety of cognitive tasks when heavy demand is placed on the brain’s Left Hemisphere (LH); deficits not associated with ASPD (Llanes Kosson, 2006). Prior research has also revealed that individuals with both ASPD and psychopathy exhibit greater criminal activity and weaker affective facilitation than those with ASPD only, suggesting the notion that a qualitative distinction exists between ASPD and psychopathy (Kosson, Lorenz, Newman, 2006). Consequently, it is uncertain if the two disorders reflect the same underlying pathophysiologies, whether they are two distinct syndromes, or whether one is simply a more severe expression of the other. The current study was carried out to address this issue and it does so by measuring the variance in criminal behavior and cognitive processing in an independent sample with regards to the presence of ASPD with versus without comorbid psychopathy. The study, which utilized six-hundred-and-seventy-four [674] male inmates of an Illinois county jail as its sample, was subdivided into two portions; the first which measured criminal behavior based on participant’s prior criminal records and the second which utilized data from a global-local processing task (conducted on a prior occasion) as a laboratory measure of cognitive processing. Participants exhibited either ASPD and comorbid psychopathy, ASPD but not psychopathy, or neither ASPD nor psychopathy. Associated Theories The criminal behavior analysis was conducted under the supposition that the presence of ASPD with comorbid psychopathy in participants would exhibit more severe and varied criminal histories when compared to control or participants with ASPD only. For the cognitive processing portion of the study, the LHA hypothesis was utilized. This theory predicts that psychopaths will display general cognitive ineptness and will respond more slowly than non-psychopaths when primary LH processing systems, specifically the attention, motor, language, and perceptual systems, are substantially and differentially activated. Hypotheses The study evaluates three perspectives. The primary hypothesis of the experiment (H1: ASPD with and without comorbid psychopathy are disorders characterized by distinctly different underlying mechanisms) would be proven if ASPD with and without psychopathy reveal different patterns of performance in cognitive processing and show differences in criminal behavior. If both groups manifest similar measures of both criminal behavior and cognitive processing, it provides evidence for the null hypothesis (H0: ASPD with and without comorbid psychopathy are disorders that reflect the same underlying mechanism). The study also specifies a co-primary hypothesis (H2: ASPD with and without comorbid psychopathy are disorders that are distinct only in their severity) where criminal behavior and cognitive task performance impairments differ only in degree. Sample and Selection Procedure A stringent criterion was utilized in the selection of the six-hundred-and-seventy-four [674] detainees of an Illinois county jail whom comprised the primary sample used for the study. One-hundred-and-fifty-six [156] men from this primary sample, all whom had previously completed the global-local task, further comprised a secondary sub-sample which was used in the analyses of cognitive processing. In accordance to the inclusion criteria, all subjects were eighteen [18] – forty-five [45] year old males who had estimated IQ levels above seventy [70], could read English, were informed about their prior criminal histories, did not currently take medication that displayed neurocognitive side effects, did not exhibit psychotic symptoms, and were right handed (for analyses of cognitive processing task). Before being classified into groups, the primary sample was subject to a series of interviews and evaluations in order for diagnosis of the relevant disorders. Following an in-depth i nterview and review of available files, the Hare Psychopathy Checklist – Revised (PCL-R) was used to assess the presence of psychopathy in the participants. Inmates had to score at least 30/40 to be diagnosed with the disorder. PCL-R scores were slightly modified in order to avoid overlap between psychopathy scores and antisocial behavior The DSM-IV diagnostic criterion was used to assess ASPD. Following an interview and a review of available file material, inmates had to display at least 3 of 7 symptoms be diagnosed with the disorder. Inmates were then subdivided into one of three groups: ASPD with comorbid psychopathy (ASPD + PSY; n = 145), ASPD without comorbid psychopathy (ASPD-only; n = 201), and neither ASPD nor psychopathy (controls; n = 328). Outliers in both portions of the study were identified and dealt with accordingly, resulting in a final sample of one-hundred-and-fifty-three [153] inmates for cognitive analyses with no change to the primary sample (where extrem ities were not excluded but modified). Procedure For the criminal history analysis, the ASPD-only, ASPD+PSY and control groups were evaluated based on three distinctions of criminal behavior: violent crime (murder, sexual assault, armed robbery), nonviolent crime (theft, forgery, arson), and criminal versatility (the variety of offences the inmates were charged with). The Independent variable (IV) in this case would be the grouping of inmates based on their disorders, and the Dependent variable (DV) would be their corresponding criminal charges. The global-local processing task was utilized for the measurement of cognitive processing. This task is designed in such a way that the frequency of presented stimuli on global or local levels could be varied to differentially activate the relevant hemisphere-specific perceptual system. Each participant was provided a computer which displayed stimuli in the form of alphabet letters on the screen; specifically the target stimulus (S or H) presented on a local or global level, and a distraction stimulus (A or E) at the opposite level. Each stimulus was presented for a duration of one-hundred-and-fifty [150] milliseconds and participants responded by pressing the corresponding key (S or H) on the keyboard. Target frequency, the Independent Variable (IV), was fluctuated to manipulate LH versus RH processing while response latency and accuracy of the inmates, the Dependent Variable (DV), was calculated. Under Local Bias conditions (L) the targets had an appearance rate of 80% at the local level and 20% at the global level. The opposite occurred in Global Bias conditions (G). In the Neutral condition (N), the target had chance to appear equally as often at either global or local levels. Participants completed eight [8] practice runs and sixty-four [64] trials per condition. Results A variety of statistical tests were utilized throughout the current study. Chi-square (X2) distribution was used to show that no relationship existed between ethnicity and group membership, and Welch F’ and t’ tests were used to demonstrate that demographic variables such as IQ, and age were not associated with any indices of criminal behavior or cognitive processing in any condition. Analyses of variance (ANOVAs) and complement t’ tests were the primary means of comparing groups on both the criminal behavior and cognitive processing portions. Cohen’s measure of effect size was used throughout to measure the impacts of the IV in both portions of the study. All the obtained results had very low p values, suggesting that they were not due to simple chance. Primary analyses of criminal behavior expressed that both ASPD-only and ASPD+PSY groups were charged with more violent, more nonviolent, and more types of criminal offences than control groups with a relatively small effect size. Furthermore, ASPD+PSY inmates showed more severity on all three distinctions of measured criminal conduct compared to ASPD-only inmates with small to medium effects. Additionally, the above analyses was repeated but this time involving a much more stringent criteria to diagnose ASPD (5 of 7 symptoms or 71.4%) to make it more comparable to the strict selection criteria for psychopathy (PCL-R score of 30/40 or 75%). The new analyses which involved the updated ‘severe’ ASPD inmates did not bring about any significant change to the results. Primary analyses of cognitive processing illustrated that, for local targets in local bias conditions, the response latencies of ASPD+PSY inmates were greater than both control and ASPD-only inmates to a large effect. However, the ASPD-only group did not differ from the control. The groups also differed in response latencies for global targets in local bias conditions with ASPD+PSY inmates responding more slowly than the ASPD-only group, but not slower than the control group (to a small effect). There were no significant group differences in response latencies for local or global targets under both neutral and global bias conditions. Discussion Dear Dr. Neo Cortex Over the course of writing this paper, I have learnt quite a few things about these two particular personality disorders. Rarely have the relationships between ASPD and psychopathy been explored within the same study, so this particular research provides plenty of new evidence and perspectives into the nature of both syndromes. I would like to discuss with you the end results of the study, which of the observed hypotheses are substantiated, and the implications it might have. Both before and after the stringent criteria was utilized to re-diagnose ASPD, inmates with ASPD with comorbid psychopathy averaged more violent charges and a greater variety of charges than ASPD only inmates. From this, it can be inferred that criminal behavior does not indeed correlate to the severity of the criteria used to diagnose psychopathy. This invalidates the co-primary hypothesis H2 that psychopathy is merely a severe form of ASPD. Also, the results from the cognitive processing analyses are inconsistent with the null hypothesis H0 which states that ASPD with and without comorbid psychopathy are disorders that reflect the same underlying mechanism. Under local bias conditions (L), the ASPD+PSY group demonstrated poor response latencies in accordance to LHA hypothesis. However, not only did the ASPD-only group not show similar deficits in cognitive processing, they performed on par with the controls and even better than the ASPD+PSY group in responding to global and local targets under local bias conditions (L). This demonstrates that individuals with psychopathy may host a neurocognitive defect that is not shared by those with antisocial personality disorder only. These results obtained from both the criminal behavior and cognitive processing analyses provide validation for the primary hypothesis H1, that ASPD with and without comorbid psychopathy are not two syndromes which reflect the same underlying pathophysiology but are disorders characterized by distinct mechanisms. The implications of this study are worthy of note, as such findings are inconsistent with the personality disorder revisions in Section II of DSM –V, which continues to categorize psychopathy and ASPD as a singular diagnosis. This would undoubtedly lead to a reduction of diagnostic specificity, especially since this and other studies have (somewhat) established that ASPD with and without comorbid psychopathy are different on the neural, cognitive, and emotional levels. Having said that, this study is not in any way without its flaws and limitations, despite the numerous precautions taken by the researchers. The biggest limitation that I find in this study is that it is restricted within a male population. The study could have greatly benefited from including female participants, or have held separate analyses for women. I assume that females with ASPD and psychopathy would behave in ways different enough (due to social roles, etc.) to warrant study. Understandably, this first limitation is a direct result of the next one; the sample was restricted to one country jail in Illinois. A felony conviction is required for a sentence into such state prisons, making the sample less representative of criminal offenders as a whole (as most convicts with nonviolent or minor offences don’t get sent to maximum security prisons). Also, Illinois is hardly representative of the entire United States, so studies that set out to replicate this one should look i nto collecting samples from correctional facilities across state lines. This sort of study would also be aided if samples (mostly control groups) are obtained from outside of correctional settings. Finding nonclinical participants could help set baseline readings with regards to criminal behavior and cognitive processing. I would also suggest that future studies try to test other variables between ASPD and psychopathy, such as the level of self-esteem, age of onset of criminal behavior, or perhaps something physiological such as structural differences in the brain. I believe that this is just the beginning of research into this topic and would like to see where researchers such as yourself would take the field with the information you have today. Best of luck on your next scheme to rule the world References American Psychiatric Association. (2006). Diagnostic and statistical manual of mental disorder: Test revisions (4th ed.). Washington, DC. Kosson, D. S., Lorenz, A. R., Newman, J. P. (2006, November). Effects of comorbid psychopathy on criminal offending and emotion processing in male offenders with antisocial personality disorder. Journal of Abnormal Psychology, 115(4), 798-806. doi:10.1037/0021-843X.115.4.798 Llanes, S., Kosson, D. S. (2006). Divided visual attention and left hemisphere activation among psychopathic and non-psychopathic offenders. Journal of Psychopathology and Behavioral Assessment, 28, 9-18. doi:10.1007/s10862-006-4533-2 Riser, R. E., Kosson, D. S. (2013). Criminal behavior and cognitive processing in male offenders with antisocial personality disorder with and without comorbid psychopathy. Personality Disorders:Theory, Research, and Treatment, 4(4), 332-340. doi:10.1037/a0033303 Serin, R. C. (1991). Psychopathy and violence in criminals. Journal of Interpersonal Violence, 6, 423-431. doi:10.1177/0886260910060040021991

Drama vs. History in Shakespeares Henry V Essay -- Henry IV Henry V E

Drama vs. History in Shakespeare's Henry V      Ã‚  Ã‚   It is not necessary to have authored seven historical dramas, as Shakespeare had when he set to work on Henry V, to conclude that history is frequently not very dramatic. Chronicles of the past have the subjectivity and subtly of national anthems - they are about appropriating the truth, not approaching it. Noble causes and giant killing abound in these documents, often at the cost of fact and explanation. All this adds up to an account of the past in which the winners reign victorious before the battle even begins, while the losers' natural iniquity contributes as much to their defeat as enemy swords and soldiers. Readers in the present may wonder that their ancestors ever felt twinges of suspense as the events wore on, for according to historians, the outcome of these clashes was, as King Henry would say, "as gross/ As black on white" (2.2.104). It is as predictable, the Elizabethans might have said, as a bad play.    And yet there was suspense and anxiety in days gone by, as surely as political maneuvering in the present sows seeds of unrest. Shakespeare realized this and came to a startling conclusion - there is a gap between the events of the past and historical narrative. The proclivities of the historian become the very shape of history, cramming the past with mighty deeds and epic heroes. But this shape is warped, fashioned, as it is, in the likeness of famous men and dubious motives. Historians see the past as a straight and singular line; Shakespeare knew its course could neither have been quite so direct nor quite so simple. Henry V is his attempt to reinsert the complexities of the past into the straightforward narrative of history, to ... ...0. Becker, George J. Shakespeare's Histories. New York: Frederick Ungar Publishing Co., 1977. Bloom, Harold.   "Introduction."   Modern Critical Interpretations William Shakespeare's Henry V.   Ed. Bloom.   New York:   Chelsea House Publishers, 1988. 1-4. Brennan, Anthony. Henry V. New York: Twayne Publishers, 1992. Granville-Barker, Harley.   "From Henry V to Hamlet."   Studies In Shakespeare.   Ed. Alexander.   London:   Oxford University Press, 1964. Rabkin, Norman.   "Either/Or:   Responding to Henry V."   Modern Critical Interpretations William Shakespeare's Henry V.   Ed. Bloom.   New York:   Chelsea House Publishers, 1988.   35-59. Shakespeare, William. Henry V. Ed. A. R. Humphreys, New York: Penguin Books, 1996. Shakespeare, William. The Complete Works of William Shakespeare. Ed. John Dover Wilson. London: Cambridge University Press, 1985.

“Blood Brothers” by Willy Russell

â€Å"Blood Brothers†, by Willy Russell, is the story of twin brothers born to a working class deserted mother, Mrs Johnston. One twin is called Mickey and one is called Eddie. Mrs Johnston works as a cleaner in Mrs Lyons' middle class home. Mrs Lyons is barren and longs for a child very much. She suggests keeping one of Mrs Johnston's twins and raising it as her own as Mrs Johnston doesn't have the space or money to support another child. When the children are born they are immediately separated. Despite their mothers' best efforts, Eddie and Mickey meet again when they are seven and become best friends and ironically â€Å"Blood Brothers.† The twins continue to meet coincidently throughout their lives until the differences in their upbringing force their friendship to end. There is, however, a last meeting where all secrets are revealed and both lives end in tragedy. Willy Russell was born and grew up in Liverpool. He left school at 15, with no qualifications. His work reflects his interest in dramatising the lives of ordinary working-class people in an accessible and entertaining way. Characters Mickey comes across as a happy person, but is also very wary, as we see when Eddie gives Mickey the sweets. Mickey is surprised that Eddie gives the sweets after only asking once; he thinks that Eddie may have done something to them. On the other hand, Eddie is a very cheerful child, who does not really have anything to worry about in life, because Mrs Lyons can provide his every want and need. He lives a formal life with Mr and Mrs Lyons, although we do not hear much of Mr Lyons throughout the play. When he meets Mickey he is really taken back by the language that Mickey uses, we see this when Eddie says, â€Å"P***ed off. You say smashing things don't you? P***ed off. Do you know any more words like that?† This also shows that Eddie is very interested in the way Mickey speaks, maybe because Mrs Lyons has kept him very secure in his lifetime and has not let him hear anything like this. On stage I think Eddie may wear posh, top of the range clothes. He would speak in a formal way; he will only speak slang when he is repeating what Mickey has said e.g. â€Å"p***ed off†. Mrs Johnstone, who plays the role of the mother in Blood Brothers, seems very innocent and naive at the start of the play. She is also very gullible and believes anything she is told. Some examples of this are when she is told by her ex boyfriend that she is sexier that Marilyn Monroe, it also says in the play that she is 30 but looks 60. During the play Mrs Lyons also tells the mother that if once the twins are separated and they find out that they are twins that they will die, which Mrs Johnstone also believes. The mother's children also play a big part in her life even though she can only just afford to keep them. She works at Mrs Lyons' house as a cleaner to support her family. She doesn't have any one else bringing in any money to her household as her boyfriend walked out on her. The mother doesn't care that there is only just enough money as she loves every single one of her children; we can see this in the play when she says â€Å"I love the bones off of every one of them†. When she is working for Mrs Lyons, she doesn't care if she is pregnant â€Å"If I have it at the weekend I won't even need to take a day off† this shows that Mrs Johnstone is eager to support her family as much as she possibly can. Mrs Johnstone is a very uneducated person as you can tell when she says â€Å"Ill still be able to do me work†. She would always say â€Å"me† instead of â€Å"my†; however, she talks like this because of her Liverpool accent. Mrs Lyons, who adopts one of Mrs Johnstone's newborn twins, has a lot more power than the mother â€Å"My husband is due back tomorrow I must have my baby now!† The mother doesn't want to give her baby away but Mrs Lyons is a very persuasive person as we see when she says â€Å"If he grew up†¦ as our son†¦ he could have everything†. Once Mrs Lyons has the baby she is very possessive of him â€Å"Edward is my son. Mine Mrs Johnstone†. This shows that Mrs Lyons is determined to get her way all the time. During the play we also see that Mrs Lyons is a very jealous person as we can tell when she says â€Å"You're always bothering over him, fussing over him†. This also shows that she is also selfish as she doesn't want Eddie mixing with Mrs Johnstone and her family. She also shows that she is selfish when she says â€Å"come on, come on you know it's for the best.† The police woman treats Mrs Johnstone as if she is a lower class than herself. We can see this in the way that the police woman talks to Mrs Johnstone in general. The style and tone that the policewoman talks to the mother also shows this. When the policewoman visits Mrs Johnstone she makes the reason why she is there very clear, the effect that this would have on the mother is to scare her a bit and to keep her children under control. We can tell the policewoman is fed up of having to visit Mrs Johnstone about her children time after time, as we see when she says â€Å"If I have any more trouble from one of yours† she also says â€Å"I warned you about your Sammy, didn't I?† Here we can also see the policewoman repeats herself for emphasis and to intimidate the mother. She also repeats herself saying, â€Å"and he was about to commit a serious crime, love, a serious crime†. In this quote the policewoman also talks to Mrs Johnstone as if she knows her when she says â€Å"love†. The policewoman uses this to give herself the power in the relationship. When the policewoman visits Mrs Lyons we can see the difference in the way that she is treated to Mrs Johnstone. The way the policewoman talks to Mrs Lyons shows that she doesn't have as much confidence talking to her, as we can see when she says, â€Å"well err thanks for the drink†. When the policewoman says â€Å"err† we can see that she is uneasy speaking to Mrs Lyons. However, we can see that the policewoman respects Mrs Lyons as she always calls he by her proper name, and is polite to her as we see when she says â€Å"sorry if im interfering† The play begins and ends with the narrator speaking. The final Scene only varies in the last line. â€Å"How one was kept one given away† and â€Å"They were born and died on the self same day†. The line changes at the ends because the twins were shot dead, but at the beginning it is when the twins have just been born and the mother gives on of them away. Another word for narrator is storyteller, and the narrator in Blood Brothers acts like a story teller because he/she tells us the story before it actually happen in the scene. The narrator also comments through out the play. A typical thing that the narrator would refer to is what is happening at that moment in the play. He/she tells us what the characters are feeling which could make us feel differently about the characters. At the beginning of the play the narrator basically tells us that the mother is an evil woman. We see this when the narrator says â€Å"That woman with a stone in place of a heart†. As the play moves on we see the mother's circumstances which shows us that she is not really an evil woman. This makes us feel sympathetic toward the mother, in the way that the narrator talks about her in the play. Also at the beginning of the play we think that Mrs Lyons is an innocent person but she really is not an innocent person because she says that the twins should never meet because if they do they will die. When the twins do meet she kills them both. The narrator does not really give us an idea what Mrs Lyons is like, which could give us the impression that she is up to something and that something is going to happen. The narrator's language and the fact that lines are sung means that what they say is not really realistic. But we still listen to what the narrator is saying. The narrator's lines are like a ballad because the narrator sings most of his/hers lines and it is also telling a sad story, although we don't really see what is so sad about the play until the end of it. The effect is that it lets us know that something is going to happen. The narrator singing sort of brings the audience back to reality, so that they do not get too sunk into the play and so that the message of the play gets across to the audience. The end of the play is quite dramatic. We know that the play is leading up to something bad and we finally find this out in the final scene but it all happens so fast. When Mrs Lyons enters the room and kills both of the twins so suddenly the audience would be shocked. Staging On stage I think Mickey would speak with a lot of slang and informal language. He may dress in old, maybe even second hand clothes. When he moves around the stage he may move very cautious of his surroundings and the people around him. This might be because we know he is a suspicious person so he may think something is going to happen at any moment or someone may do something to him. We can imagine this when he takes one of the sweets that Eddie offers him, trying to work out the catch. On stage I think Eddie may wear posh, top of the range clothes. He would speak in a formal way; he will only speak slang when he is repeating what Mickey has said e.g. â€Å"p***ed off†. The Theatre In The Round is the perfect theatre to perform â€Å"Blood Brothers† as it gives a great atmosphere for the musical. A Theatre In The Round gives the actors the opportunity to enter the stage from the audience, during performances this gives an unbelievable effect, it will ensure that the audience stay in focus with the show and will want to watch. In this show, a lot of emotion is shown in most characters. These characters must show that they have feelings and emotion; they must show this in their gait e.g. a fast walk may show anger. Also, facial expressions are needed to show emotion, a smile would show happiness, a frown would show confusion or anger and a sad face would show unhappiness or sadness. Stage directions are very important in a show like â€Å"Blood Brothers† because there wouldn't be any atmosphere to endure if the actors were stood still, Mickey is a very challenging role which needs to have a lot of emotion, personality and movement. His character needs to be alive at all times because of his personality and lifestyle. Pacing is a very good stage direction for Mickey as he is on edge at most points during the end of the play. However, although Eddie is also a challenging role to perform it requires less emotion and personality than Mickey. Eddie is more laid back than Mickey as he can afford to do most things, this causes their friendship to end at a certain point in the play. The best stage direction for Eddie is a resting position e.g. stretching in a chair. He is more relaxed as he has a better education than Mickey and he cannot understand how Mickey lives his life. The best analogy for the twins would be that Mickey and Eddie are like two magnets that repel in most ways, however, they attract in some ways because of their genetic resemblance. Sound & Sound Effects Throughout the play, there are some very tense moments which will need to be backed up by sound effects. For example, when Mickey approaches Eddie from behind – I am looking at the last scene – he is about to shoot him, there should be some tense, on the edge music. However, when he stopped by Mrs Johnstone, he is told that Eddie is his brother. The sound should then change from tense to slow and calm. At this point he is realising why they weren't allowed to meet each other in the beginning and he is realising why they are so alike. I think that sound is paramount to a play, as it is a necessity for people in the production to learn queues and timing. Conclusion I think that the message of the play is that your life is affected by the social class you are from and that it is a lot harder to get anywhere if you are in a lower social class. We see an example of this in the scene with the policewoman, in the way that Mrs Lyons is treated compared to Mrs Johnstone. With Mrs Lyons, the policewoman underplays the seriousness of the crime that Mickey and Eddie had committed as we see when she says â€Å"As I said it was probably more of a prank†. So Eddie is being let off of it because of his family's higher social class. When the police woman Visits Mickey's house it is a completely different scene, the police woman lays down quite hard on Mickey's mum because of her lower social class, and because she is more of an easy target to pick on. In conclusion I think that Willy Russell is trying to tell people that the higher up your social class, the easier your life will be and the lower down your social class, the harder life will be for you. For many years now social class has remained quite a big thing. The idea came around in the 1770s at the time of the industrial revolution when jobs were cut and the social divide started. Some people became richer and some became poorer which started the idea of social class.

William Faulkners Spotted Horses and Mule in the Yard essays

William Faulkners Spotted Horses and Mule in the Yard essays Spotted Horses and Mule in the Yard are two short stories by William Faulkner that deal with comedic animal chases. Although both provide entertaining examples of Faulkners work in very similar settings, on the scale of literary value, Spotted Horses rises above Mule in the Yard in depth and insight. This superiority is result of both its narrative style and character development, which causes Spotted Horses to produce an overall more powerful effect than Mule in the Yard. The most notable and important difference between the two stories is the contrasting narrative style. In Spotted Horses, the story is told in first person point of view by a narrator who observes the major events of the story but is involved in only a minor fashion. His narration provides the audience with a look at the town and its inhabitants through the eyes of someone living in the county of Mississippi. This adds a realistic dimension to the image of the story. It is also through this narrative style that Faulkner weaves humor into Spotted Horses. The narrator shows the story in a comic light simply through his words right from the introductory paragraph. For example, the audience is introduced immediately with a casual Yes, sir. Flem Snopes has filled that whole country full of spotted horses. You can hear folks running them all day and night, whooping and hollering, and the horses running back and forth across those little wooden bridges ever now and then kind of lik e thunder. (349) In contrast, Mule in the Yard is told in the objective viewpoint. With this type of information, the reader can only observe what is seen and heard. Therefore, it follows that the reader must infer everything about the characters and their motivations from only their actions and dialogue. Faulkner weaves humor into the story through...

Individual Report on Econometric Models The WritePass Journal

Individual Report on Econometric Models Context Individual Report on Econometric Models ) also pointed out. Moreover, the model clearly pursued an estimate for multiple equations in the study, whereby the number of these equations were tantamount to the number of categories minus 1. The study also showed that each equation modelled the odds of being in a category, which is consistent with the ordered logit model (Sadler, 2008; Allegrezza and Dubrocard, 2012). It is important to note that the use of the aforementioned models for the two studies was consistent with their intention to quantify or measure variables in order to come up with objective and systematic results for the relationship between income and happiness. Both studies opted to use data from established data sets (ESS and GSS) to apparently facilitate generalisation of findings, with which they were successful. It may be pointed out that Oshio and colleagues’ (2011) results were congruent with   Caporale and colleagues’ (2009), reflecting the validity of the latter’s findings.   References Aldrich, J. H.m Alt, J. E., and Lupia, A. (2007) Positive Changes in Political Science: The Legacy of Richard D. McKelvey’s Most Influential Writings. Michigan: University of Michigan. Allegrezza and Dubrocard (2012) Internet Econometrics. Hampshire: Palgrave MacMillan. Caporale, G. M., Georgellis, Y., Tsitsianis, N., Yin, Y. P. (2009) Income and happiness across Europe: Do reference values matter? Journal of Economic Psychology, 30(1), 42-51. Gailmard, S. (2014) Statistical Modeling and Inference for Social Science. NY: Cambridge University Press. Gill (2008) Bayesian Methods: A Social and Behavioral Sciences Approach, Second Edition. NW: Chapman Hall/CRC.   Jones, A. (2007) Applied Econometrics for Health Economists: A Practical Guide. Second Edition. Oxon: Radcliffe Publishing Ltd.     Oshio, T., Nozak, K., and Kobayashi, M. (2011) Relative income and happiness in Asia: Evidence from nationwide surveys in China, Japan, and Korea. Social Indicators Research, 104 (3), 351-367.   Sadler, A. M. (2008) Determinants of Entrepreneurial Behavior among Immigrant and Non-Immigrant University Scientists in the US: The Impact of Cultural Predispositions and Learning. MI: ProQuest LLC.

Thermo summary essays

Thermo summary essays There are many issues involving the world we live in, one of which is energy. The world uses great amounts of energy each year. As the world is growing the total energy consumption is also increasing rapidly. It is said to rise by 59% from 1999 until 2020, from 382 to 607 quads. This obviously means we have to produce more energy, however if we continue by the same means of production providing 85% of the energy by burning fossil fuels we will also be increasing the carbon dioxide emissions by 60% causing these environmental concerns: smog, acid rain, and the apparent green house gases that will lead to global warming. This would ruin the environment, as we know it. The scientists of the world know this and much research is being done to prevent this from happening. Many ideas have been born to combat this problem. Some researchers in the oil drilling industry have found that petroleum can be extracted from its well by drilling horizontally. This in turn, cuts down on the number of wells needed since it can be obtained from kilometers away. Other researches are designing a more efficient and cheaper way of energy production with a hydrocarbon free process using nuclear power. Hydrogen is another mode to produce energy since it admits low levels of nitrogen oxides and burns very efficiently. When used in a fuel cell it exhausts water, which is obviously not harmful to the environment. Hybrid automobiles are a way to reduce the need for oil. The current fuel-efficiency requirements are 27.5 miles per gallon and 20.6 miles per gallon for new cars and light trucks respectively. The hybrid cars have attained 80 miles per gallon which is more then double the standard cars. Natural gas was an idea to cut the carbon emissions, however to it would be t erribly expensive to fulfill the needs of the world, due to the fact that it is extremely expensive to transport from the reserves. The natural gas would need to be c...

Social Influences on Behavior Paper Essay Example | Topics and Well Written Essays - 1250 words

Social Influences on Behavior Paper - Essay Example According to Zajonc, people perform better on dominant tasks, i.e., simple, familiar or well learned tasks, when others are around than when others are not around (as cited in D. D. Henningsen, M. L. M. Henningsen & Braz, 2007). On the contrary, on non-dominant tasks, i.e., complex, unfamiliar or novel tasks, the presence of others causes social interference or inhibition, thus impairing the performance. An instance where social facilitation can be seen in effect is in the sports scenario. The differences in performance levels of teams on the home ground and away can be explained by the concept of social facilitation. David Dryden Henningsen, Mary Lynn Henningsen and Mary Braz, through their study on a college basketball team, have very effectively supported this view. For their experiment, data was gathered for "78 NCAA division I men's teams from the 2000-2001 college basketball season" (D. D. Henningsen, M. L. M. Henningsen & Braz, 2007). Statistics were collected for each game te ams played over the season where a home team could be clearly designated. Home and away totals were recorded for shots attempted and made with regard to free throws, field goals and three point shots. The results showed that teams performed better for shooting tasks at home than on the road. Significant home performance advantage was noted for the easier task of field goal shooting while this was not noted for the more difficult three point shooting. This is very much consistent with social facilitation. Interestingly, home performance advantage was not observed for the easiest task which was free throw shooting. The authors conclude that it is possible that free throw shooting is a dominant task and that "anytime a college basketball player shoots a free throw before a crowd, social facilitation occurs and that the benefits of being at home or being a better shooting team are bounded by a ceiling effect" (D. D. Henningsen, M. L. M. Henningsen & Braz, 2007). According to Silva and A ndrew (as cited in D. D. Henningsen, M. L. M. Henningsen & Braz, 2007), the home advantage is "created more by impaired performance by visiting teams than by improved performance by home teams." According to them, free throw shooting levels were overall the same for home and visiting teams while home performance advantage was not seen for field goal shooting. This, according to them, was because free throw shooting is a simpler task than field goal shooting, so social inhibition occurs for field goals and not for free throws when teams are on the road. While Robert Zajonc put forward the drive theory, where he used the term, "dominant response," Cortrell's theory of social facilitation, which uses the term "evaluation apprehension," states that "rather than the mere presence of others, it is the worry of being adjudged that affects performance" (as cited in "Social Faciliation," 2006). Another major theory of social facilitation as put forward by Saunders et al. (as cited in "Social Faciliation," 2006), uses the term "distraction conflict," according to which participants in high distraction condition performed better on simple tasks but worse on complex ones. From the above theories, it is clear that social facilitati

Envy at Work - Summary Essay Example | Topics and Well Written Essays - 1000 words

Envy at Work - Summary - Essay Example People naturally yearn to be greater than their peers or other people around them. Therefore, such people will tend to develop feelings of envy because they feel inferior to the ones who manifest slightly higher levels of advantage those others. The article captures the differences in the acknowledgment of various issues that occur when individuals attempt gain power and importance over others. The article shows that feelings of envy thrive when people use others as the measure of their success. According to the author, the aspect of success is relative and requires the determination of the differences between a person and the one to whom the comparison is made. The comparison between Marty and Scott illustrates the manner in which fortunes change for people in accordance with the situations, opportunities, and environmental dynamics that affect the process. A more skilled person may miss matters of promotion and personal advancement because of lack of certain qualities that are necessary to connect the people towards certain objectives and opportunities as determined within the range of issues that relate to the subject of envy. The article engages into some of the negative outcomes of envy, which includes lack of concentration of professional motivation. Envy, according to the article and saps the energy and talents of an individual in ways that make it difficult for the persons involves to connect effectively with the processes. In this regard, some of the issues that attend to the determination of the risks and progress at the work place relate to the differences in perceptions between individuals. A person who demonstrates some element of envy will often tend to develop certain attitudes that recognize the difference in achievements and the variations that may occur in the fortunes of individuals. The article illustrates the fact that different people may lack the opportunities and adopt

Global Warming Essay Example | Topics and Well Written Essays - 500 words - 5

Global Warming - Essay Example It is a fact that global warming has been able to play a very significant role within the time and age of today and the role of the media has been abysmal to state the least. There has been emphasis on the fact that global warming has created global divide amongst the people. On the one hand, they decipher this as something which comes with the changing time while at the other, they think that global warming is creating more problems for the coming generations and the effects have started to come about today as well. The global warming ideology has been spoken about a great deal by the media since they believe that this is one topic that they cannot get rid of. They are of the opinion that talking about the global warming issue would only make people realize about the gravity of the situation at hand and what exactly needs to be done about the very same. The media thus derives its platform through such discussions on global warming because it feels that it has got a responsibility to which it has to stick. The supporters of media playing its role within global warming suggest that media has touched the finer points which would warrant attention by the people in a positive way. Indeed it is important to make people aware of the global warming issues which are taking place all over the world and have been in the news for good or bad reasons. Also the different newspapers, magazines and editorials have brought much pressure on the bodies which have been enacted in the name of global warming. This is the reason why global warming has been seen as a major deterrent towards creating problems for the people and more so their younger generations. This involves just about everyone and not the human beings alone.

Lemons and Peaches The impact of Asymmetrical Information on Essay

Lemons and Peaches The impact of Asymmetrical Information on Healthcare in the NHS and how this can be addressed through the National Insurance System - Essay Example er David Akerlof illustrated this situation elaborately in his famous work â€Å"The Market for Lemon† where he termed this situation as asymmetric information. He discussed this problem in the context of a used car market. He regarded the good car as peach and the bad cars as lemon. Akerlof argued that in a used car market a seller uses to have more information regarding the quality of a used car, i.e. the seller knows more accurately whether the car that he is selling is a peach or a lemon. But the buyer, on the other hand, uses to be in a more disadvantaged state as he posses less information regarding whether the car that he wants to buy is a peach or a lemon and hence the buyer can only make a guess whether the car would provide good service. (Akerlof, 1970; Arrow, 1963) Information asymmetry problem is not a problem of any particular market. In fact, most of the markets face this kind of informational problem, although degree of this problem differs from market to market. Typically when there exists information asymmetry problem in any market, it is mainly the sellers who possess more information about the product than the buyers during the process of transaction; however, in some cases the reverse can also take place. Health care system is not an exception and it also faces severe information asymmetry problem. Information asymmetry is present in the market of health care as well as in the market of health insurance. It would be quite interesting to look at the nature of information asymmetry in health care sector and how this problem can be dealt with to avoid any kind of market failure. (Arrow, 1963; Blomqvist and Leger, 2003) In the national health care system of any country, the relationship between physician and patients is regarded as the key relationship that the health care market has to deal with. In the presence of information asymmetry there exists a gap between the patients and the medical service providers regarding the price of the product as

My Career Goals Essay Example | Topics and Well Written Essays - 500 words

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FedEx Corporation Essay Example | Topics and Well Written Essays - 3500 words

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Lemons and Peaches The impact of Asymmetrical Information on Essay

Lemons and Peaches The impact of Asymmetrical Information on Healthcare in the NHS and how this can be addressed through the National Insurance System - Essay Example er David Akerlof illustrated this situation elaborately in his famous work â€Å"The Market for Lemon† where he termed this situation as asymmetric information. He discussed this problem in the context of a used car market. He regarded the good car as peach and the bad cars as lemon. Akerlof argued that in a used car market a seller uses to have more information regarding the quality of a used car, i.e. the seller knows more accurately whether the car that he is selling is a peach or a lemon. But the buyer, on the other hand, uses to be in a more disadvantaged state as he posses less information regarding whether the car that he wants to buy is a peach or a lemon and hence the buyer can only make a guess whether the car would provide good service. (Akerlof, 1970; Arrow, 1963) Information asymmetry problem is not a problem of any particular market. In fact, most of the markets face this kind of informational problem, although degree of this problem differs from market to market. Typically when there exists information asymmetry problem in any market, it is mainly the sellers who possess more information about the product than the buyers during the process of transaction; however, in some cases the reverse can also take place. Health care system is not an exception and it also faces severe information asymmetry problem. Information asymmetry is present in the market of health care as well as in the market of health insurance. It would be quite interesting to look at the nature of information asymmetry in health care sector and how this problem can be dealt with to avoid any kind of market failure. (Arrow, 1963; Blomqvist and Leger, 2003) In the national health care system of any country, the relationship between physician and patients is regarded as the key relationship that the health care market has to deal with. In the presence of information asymmetry there exists a gap between the patients and the medical service providers regarding the price of the product as

FedEx Corporation Essay Example | Topics and Well Written Essays - 3500 words

FedEx Corporation - Essay Example The company realizes the importance of impeccable customer service and has tried to satisfy the needs of its customers in a superior manner. FedEx had, in collaboration with Motorola, developed pocket PC for couriers to enhance customer service (Editors, 2002) FedEx also has a foolproof complaint management system where consumer complaints are speedily handled. Organization Culture FedEx has built a culture wherein every employee is urged to express ideas and strive for excellence (Flaum, 2005). This has ensured that its employees do not become complacent. The company has flourished primarily because of the passion with which FedEx employees serve customers (Smith, 2001). People First Barney & Wright (1998) over that FedEx works on the philosophy of ‘people-first.’ Fred Smith is a staunch believer of the fact that customer satisfaction begins with employee satisfaction. FedEx has embraced technology to ensure that customers can track their orders through multiple platforms. Use of technology has enabled the company to improve its effectiveness and efficiency. A case in point is the bar code system generally used in retail stores. FedEx was a pioneer in using the same bar code technology to track packages. Equipped with state-of-the-art-technology, FedEx launched its Critical Inventory Logistics services to enable customers efficiently manage high-value and time-critical inventory (Business Wire, 2012). The new service was targeted at the telecommunications, semiconductor, and biomedical industry.

BOSCH GmbH- Human Resource Management Essay Example for Free

BOSCH GmbH- Human Resource Management Essay In our work the foreign dispatch process is examined, how far the global requirements on the resource staff are met by Bosch. The measures, Bosch developed for the choice, preparation, moving and reintegration of its employees has been examined and set against the common practice of other enterprises. The work starts with a representation of the enterprise Bosch. The main part is a detailed representation of the measures of Bosch with respect to the four phases of the foreign dispatch. These are judged with the theory from technical literature and compared with the common practice of other enterprises. Subsequently the question is followed whether the expansion plans in the direction of the China require a customization of the staff management. Finally we draw a conclusion whether the measures of Bosch are suitable to fulfill the requirements or must be changed. 2. Bosch2.1 Historical developmentThe enterprise Bosch was set up under the name workshop for precision engineering and electrical engineering in Stuttgart in the year 1886 by the engineer Robert Bosch. The international orientation already started early. In 1898 they founded the first branch office in England (London). One year later they opened a dependance in France (Paris). The first branch office followed in the USA in 1906. The international development has continued until today. In 2003 75% of the manufacturing sites are outside Germany. With daughter and associated companies Bosch is present in more than 50 countries worldwide. Bosch is one of the biggest industrial enterprises in Germany today and is a global player especially in the automobile industry. Bosch has convinced with its innovations since their foundation and has a high position in the market. In 1897 Bosch developed the first low voltage magneto ignition which firstly made the use of internal combustion engines possible. The innovation strength has remained until today; so Bosch was the first component supplier bringing innovations like ESP the anti-lock braking system anti-lock braking system, the navigation system under the names Travelpilot and the electronic stability system on the market. Bosch recognized the significance of its employees for the innovation and market success early, too. In 1906 Bosch introduced the eight hour day when celebrating the delivery of the 100,000 sten magnet igniter. With the delivery of the 500,000 sten igniter they introduced work free Saturday afternoons. 2.2 The Bosch, group todayToday enterprise Bosch consists of the motor vehicle technology, industry technology and use and goods technology. Their core competence and most important unit is still the vehicle technology. This can be proved by regarding the sales volume. The share of this division was 65.4% in the year 2003. The sales development and its foreign share is displayed in graphic 1. Bosch doubled the sales volume within only 10 years, from approx. 16 billion  to 36 billion euros. However, the foreign share of the sales volume increased proportionally faster. From 49% in 1993 it rose up to 71% in 2003. These data underline again the strong international orientation of the company. According to this Bosch has employees all over the world. In 2003 Bosch employed 230,000 people worldwide with a share of 54% outside of Germany. 2.3 The corporate cultureThe idea of the corporate culture is interpreted differently in the literature. Berthel defines corporate culture as follows: Corporate culture is the sum of the moral concepts, carried a business together of the employees norms and behavior patterns this one has taken shape in the course of the time. The philosophy of Robert Bosch stamps the corporate culture since the foundation. So he wrote in 1919: It has always been an unbearable thought to me that someone could inspect one of my products and find it inferior . I have therefore always tried to ensure that only look for work goes out that is superior into all respects . In the year 2001 this culture was strengthened by the new model Be Better Be Bosch and the values were formulated in a written form for the first time. They initiated a modernization project called Be QIK. This model functions as action framework for the after stored aims and strategies:†¢Be QIK, Quality, innovation and Customer oriented†¢Be Better improve against previous years and gain the competitive edge,†¢Be Bosch, committed to our vision, our tradition and of the spirit of a the company and the legacy of our founder Robert Bosch. The enterprise therefore tries to create a global behaviorial framework, which takes over the orientation function, identification function, coordination and integration function and helps to manage the challenges of the future. 3. Foreign dispatch process at Bosch3.1 Aims of the foreign dispatchBy the assignment of highly qualified employees Bosch aims at a compensation of a lack of know-how in the respective host country. Furthermore Bosch wants to rise the cross culturel skills of their executives in order to improve the  cooperation with foreign departments. Additionally it is possible for the ambitious employees to request for a dispatch in order to enhance their motivation. An important aim of foreign dispatches is finally the implementation of a worldwide corporate culture through which the communication and cooperation within the Bosch group is made easier. 3.2 Dispatch formsBosch distinguishes three dispatch forms. The business trip, the delegation as well as the transfer. The business trip with a duration of up to three months serves to establish contacts or also to conclude business on the spot. With the delegation Bosch distinguishes between the dispatch for the fulfillment of a project task or the dispatch in the context of trainee programs. The expatriate is abroad for a duration between three months and a year. If it is necessary to cover a lack of manpower a transfer is carried out. In this case the duration of the stay abroad is between one and five years. Bosch averagely dispatches their employees for three years. 3.3 Foreign dispatch processA carefully structured dispatch process is very important for Bosch to ensure the success of the foreign dispatch. To this, at first the occupation order is prepared which contains the necessary qualifications of the employee with regard to the vacant job. The choice of a suitable candidate, the dispatch conversation and the information journey to the possible country are the next steps of the process. After this journey the employee finally decides whether he accepts the position abroad. If he agrees, the employee is prepared comprehensively for the stay abroad. Then the moving to the foreign country takes place. After the job completion the employee is reintegrated. The individual phases of the foreign dispatch process are explained in the following more precisely. 3.3.1 Choice3.3.1.1 Theoretical bases and enterprise practiceThe best liability for a success of foreign dispatch can still be seen in the right choice of the employees to be sent. This should include technical criteria, behavior-related criteria, intercultural environment-related criteria as  well as personal criteria. When choosing a suitable dispatch candidate enterprises often orientate at technical performances. However, empirical examinations show, that competences or-related behavior and-related intercultural environment abilities for the cultural customization have a greater influence on the success of the foreign activity. Other surveys from the 1990s confirm that individual performance features are in the foreground at the choice. In addition, they show that the family is hardly co-included in the decision. An interview under Expatriates points, that the well-being plays the family an important role for the professional success. 3.3.1.2 Choice at BoschBosch has recognized the importance of extra-technical criteria for the choice of a suitable dispatch candidate. Besides the career potential, which are investigated by the employee development instruments (see chapter 2.2), features like team and communication ability or representation of the Bosch culture are co-included in the decision. The latter has a great importance for the support of the implementation of a worldwide corporate culture, one of the aims of the foreign dispatch. 3.3.2 Preparation3.3.2.1 Theoretical bases and enterprise practiceInstitutes specialized in further education and intercultural management distinguish between a country specific and country general as well as intellectual and experience obtained preparation. The respective confrontation of these preparation methods shows the following classifications:†¢Intellectual country specific preparationPrimarily general information about the host country is mediated and language courses carried out here. Culture games are, such as the cultural assimilator training. †¢Experience-related country specific preparationThe political, economic and socio-cultural conditions of the host country shall be given to the expatriate a better understanding. With the help of case studies and role plays as well as information journeys the expatriates are prepared for country and culture specifics. †¢Intellectual preparationThe cultural self awareness model plays an important  role in this preparation class. It assumes that it is important to remind the participant of his own stereotyped and behaviors in order to develop a sensibility for the foreign maybe strange looking cultural aspects. †¢Experience-related country general preparationThis preparation method which shall enlarge the intercultural competence of the expatriates (on The job by Outdoor training, intercultural simulation games) consists of the cooperation on international teams as well as of an intercultural action training. Source of the success of foreign dispatches is the degree to which an expat is able to establish contacts and manages to overcome culture barriers and to find the way in the strange culture. The chief attention of the preparation in German and American companies lies in the technical education, the execution of a language training as well as the arrangement of general country information, though. An experience-related preparation seldom takes place. The external execution of the preparation measures is in general preferred opposite the internal one. The family moreover is only seldomly included in the preparations although family problems belong to the most frequent reasons for the failure of foreign dispatches. After a study of the auditing company PriceWaterhouseCoopers 40% of all Expatriates return home ahead of schedule. 96% of these on impulses of the family which often doesnt cope with the surroundings. The final conclusion is that the size of the preparation is very small in the entrepreneurial practice. 3.3.2.2 Preparation at BoschBosch practices comprehensive preparations for both its employees and their families to ensure the success of their foreign dispatch. At the beginning of the preparation Bosch offers a information journey which is designed for employees who go abroad for longer than 12 months. Before the definite decision, Bosch gives its employees the  opportunity to go to the host country with the companion of their partner. The stay lasts for two to three days, within Europe outside Europes approximately one week. By this look and sea trip the employee and his companions can get a better idea of the future place of residence. That shall prevent them from forming unrealistic expectations. If the employee decides to accept the job offered abroad, the real preparation starts. The central HR department is responsible for the execution of the preparation transfers (ZM2). It builds a preparation plan with measures which are coordinated with the needs of the respective employee. The aim of the preparation with Bosch is the arrangement of intercultural competence. This consists of country specific knowledge, linguistic proficiency as well as cultural sensibility of the three elements together. Country specific knowledgeThe arrangement of country specific knowledge contains information about the framework conditions of the host country. Formalities which are connected with a stay abroad are given to the Expatriates and their companions traveling along in a so-called Bosch foreign preparation seminar. So-called mentors, employees already returned home, convey information e.g. to the contract of employment or for tax regulations. By the use of mentors Bosch guarantees that experiences collected abroad are passed on and therefore used for new dispatches effectively. Linguistic proficiencyThe knowledge of the respective national language is prerequisite for a dispatch, because it is very important for an integration in private and in working life. Bosch employees have to learn the foreign language until they reach a level that enables them to come along in working life without any problems. If they want to learn more, they also have the possibility of attaining comprehensive knowledge. The family is tied to ensure that it can find the way in daily life. The language education takes place externally and Bosch takes on the costs both for the employee and for the family. The company attaches importance to the fact that the education starts early so that the required knowledge is reached before the dispatch. Cultural sensibilityThe cultural sensibility of the employees shall be promoted by two measures: the intercultural preparation training as well as the intercultural management training. The intercultural preparation training has the aim of sensitizing the employee to the think and behavior patterns of the host country to make the integration into the strange cultural environment easier for him. If the training is carried out internally, so-called country teams are responsible for it. These teams consist of employees who have made experiences in the respective host country or even are from this country themselves. This five-day intercultural preparation training is offered both for the employee and for the family since this is confronted with the same integration or understanding difficulties concerning the strange culture. This has particularly to be taken into account when thinking of the growing importance of multicultural cooperations, e.g. in the context of joint ventures or international project work. 3.3.3 MovingAt Bosch receives the Expatriate supports for the carrying out of the necessary formalities by the so-called Bosch foreign preparation seminar. When the employee finally starts his stay abroad he usually feels like on holiday. Everything is new to him and he is fascinated by his new task at the company and the new country itself. But this positive feeling often changes after a few months when the first serious problems occur. He feels helpless because he can not manage the situation in the new surrounding. This is called cultural shock. To keep the cultural shock as low as possible, Bosch looks after his employees during their stay and helps them when problems appear. The cultural shock can never completely prevented especially if the difference between the cultures is very large. Nevertheless Bosch tries to prepare their employees by showing general culture differences so that they can deal with problems easyierly. Furthermore Bosch offers his expatriate an intensive coaching. The employee has a mentor in the native country who is two hierarchical orders higher than himself. They meet at least once a year to talk about problems abroad or about further plans of the employee after his return to germany. In addition, a strengths-/ weaknesses analysis is carried out to be able to comprehend the development of the employee and not lose the summary of the knowledge and abilities. An examination of Schroll-Machl shows that the support of the Expatriates is often insufficient in the practice. Many Expatriates have the impression that their enterprise leaves them alone and it doesnt support at problems. They must manage various difficulties at the same time. Family problems moreover arent taken into account in the context of the support in the practice. However, wife and children are especially confronted with greater customization difficulties than the staff member because they have more frequent contacts to the strange culture. 3.3.4. Reintegration3.3.4.1 Theoretical bases and enterprise practiceAfter the expiry of the delegation period the Expatriate returns back to the parent company. A successful reintegration of the employee is both of high entrepreneurial and financial importance. A negative signal starts out from a failed reintegration for other parent company members. The readiness to accept an offer for a foreign activity sinks. Furthermore the financial dimension of the complete dispatch process including the return has to be taken into account. American studies value the total costs of the foreign assignment of an employee at up to 1 millions $. In connection with this, it is surprising that only few enterprises care for the repatriation of their employees professionally. A KPMG examination from the year 2000 showed that 67% of all interviewed people who were delegated abroad said that there is need for improvement at the reintegration process of their enterprise. This criticism has to be taken  seriously since problems with the reintegration have serious consequences for the Expatriate and the enterprise like e.g. a low work motivation or even the cancellation and the change to another enterprise. According to an examination of Black (1992) the share of the returnees who cancel their job within one year after their return due to integration problems is about 25%. The causes of these reintegration diffic ulties are multilayered. You can subdivide them into operational and private difficulties. Operational levelThe search for a suitable position often turns out to be difficult since the HR departments can assess hardly the qualification development of the returnee during his stay abroad. In addition returnees often have exaggerated expectations and therefore are disappointed of the offered job in their home company. They often have the impression that their new skills especially about the country they spent a lot of time in are not appreciated. A study of Wirth from the year 1992 has shown that merely 30% of all enterprises evaluate the experiences of its employees after a stay abroad. Another aspect of the reintegration is the cessation of foreign raises and other privileges. Private LevelProblems frequently appear also in the private area of the Expatriates. During their stay abroad the often only keep the positive aspects of their life in Germany in mind, the negative everyday problems appear only after the return and the first euphoria. The culture of ones own seems alienated and it comes to the double cultural shock. Particularly the children have to suffer from the new surroundings and from the change since they have accepted the strange culture more strongly, had to leave friends and dont cope with the German school system any more. For the expatriates and their partners it is difficult to abstain from grown fond privileges like e.g. chauffeur, domestics for themselves or a swimming pool. 3.3.4.2 Reintegration with BoschAs a company with strong international orientation Bosch has recognized the meaning of a successful reintegration of returnees and supports the reintegration of its employees with numerous measures at an operational and private level to put a positive and encouraging signal for future dispatches. 3.3.4.2.1 Measures of the operational reintegrationBosch offers a very comprehensive and strategic personnel policy which takes into account the personal ambitions of the dispatched employees and the future need for highly qualified managers. This prevents Bosch from the problem frequently appearing that no adequate place can be offered to the returnee. Due to its size Bosch is moreover able to offer alternatives in the case of an abrupted dispatch process, like e.g. early return or dissatisfaction with the return position. As already explained different studies have shown that exaggerated experiences on the part of the returnees is the main reason for dissatisfaction with the position after the reintegration. To counteract this, Bosch regularly looks after the expatriate by a hierarchy higher mentor of the parent company. By this he keeps informed about all important developments in the company and furthermore he has contact person for career questions. Due to this permanent communication Bosch is able to get an exact idea about the situation and processes in the foreign business. Another important aspect which fundamentally contributes to the satisfaction of the returning employee is the appreciation and the use of the abroad acquired knowledge. Bosch evaluates the foreign experiences of its expatriates very comprehensively and endeavours suggestions for improvement. Furthermore the HR department tries to find a position in which the returnee can use his new won abilities optimally. This could be e.g. a position in the sales department of the region in which the expatriate was active. Furthermore the returnees have the opportunity to study further in order to work as an expert for the country they stayed in and prepare other employees for future dispatches. The BeQIK corporate culture, introduced in 2001, plays an important role for a successful reintegration. Since all subsidiary firm shall work according to the given behavioral framework, the cultural distance turns out a little bit smaller between host country and native country. Since the practical putting into action of the behavior guidelines is always subject to cultural influences, the degree of the relief should be assessed rather carefully. 3.3.4.2.2 Measures of the private reintegrationTo make the reintegration  easier for the returning expatriate and his family, Bosch offers comprehensive help. They support their employees when they search for an apartment and takes on arising extra tuition costs for the children to make the integration into the German school system easier. Furthermore other Bosch employees who returned from stays abroad in the past can give advice in so called returnee seminars where other persons affected talk about its experiences. 4. Asia, challenge and chanceRapidly arising markets in the Far East and Bosch takes part This statement of Bosch Bohr, the chairman of the area of motor vehicle technology, shows the meaning of company leaders, which will be attached to Asian and especially to the Chinese market. After a turnover growth obtained already 2003 in China of over 20%, Bosch wants to improve his presence further in the empire of the middle. In the following sections will be analysed, which changes or requirements to the Bosch foreign dispatch will bring the future in the Asian market. 4.2 requirements on German executives in China4.2.1 The intercultural difficultiesThe clashing of different cultures, values and particularly the different styles of management and philosophies leads very frequently to difficulties in the subsidiary firms. To notice which one is the most frequent and greatest problem that the Chinese executives have in the cooperation with German executives and vice versa, the results of a study from the year 1999 shall be illustrated, which Chinese and German manager were working in German enterprises in China. Among the problems, which the Chinese managers have with the colleges from abroad, the most important are the communication problems, like is described in the chart above. The culture, communication, mutual understanding and language are connected closely with each other belong to this category: due to the different culture and the language barrier no satisfactory communication takes place  and therefore it doesnt come to a mutual understanding. In this connection the bad English knowledge of German managers and their lack of understanding of the Chinese culture will be especially found fault by Chinese colleges. 10% of the mentioning are allotted to problems of the human relations. It disturbs the Chinese executives most, that they are treated differently in comparison with the Expatriates and they dont have much confidence in Chinese colleges. This is the reason in their opinion that it doesnt come to friendships between foreign and Chinese executives who are very welcome on a Chinese. The arrogance and haughtiness of the foreigners are also criticized and the lack of interest in the Chinese population. The professional requirements are high: inside the Chinese employees are hungrily to learn the new specialized knowledge of the foreign executive and they notice very fast, weather the German executives arent not ready or capable in the expected scale, to give this knowledge further. In connection with this, it is criticized that German executives prefer to work alone, they arent cooperative. In the Chinese working world one comes upon, however, the Explanation the Help and Assistance to each other. By the cessation of the in the past (before the open-door policy of China) usual lifelong job in the same enterprise and the fact that one can be discontinued because of a bad performance a considerable pressure is triggered to do well the work and this can have discouraging influence on the employees. There is the high burden of work which lets few leisure time as well as time for the own family. General Manager have variously and very far scattered breadth of the answers without the number of the mentioning being different from each other fundamentally on the part of the foreign ones. Any problem is emerging as  dominate. Problems are most frequently mentioned are in the areas of communication, labour organization, qualification and management. The general managers from abroad find some problems with their Chinese executives not only in the area of the communication. For example they dont seem to be able to solve their problems with a better communication. However the understanding stands for the Chinese executives, at first place and the lack of communication is also becoming responsibly for many difficulties in the company. 4.2.2 Cultural distinction and integrationThe culture isnt reflected only in politics and in the everyday life, (i.e. in the social and consume behaviour) but it also influences the business methods, the management behaviour and the relations of employees and employers. In the following section are discussed certain general Asian culture features and their implications for the staff management . Group identity versus individual identityTian xia Wei gong: Everything serves the community under the sky. So there is a Chinese proverb from the old days which has validity today certainly too. The individual never was in the foreground but always, the community within the particular represents a tiny member. This specific and deeply rooted feature has important implications for the staff management: So the individual recognition (punishment) should be carried out in private, the teams recognition should be carried out barefaced. Conflict avoidanceMost cultures of Asia avoid systematically the open conflict holding. The avoidance of open conflicts is in a close connection with the Confucianism. Straight criticism and open contradiction are accompanied by the danger to lose face and fall to the social trifle. Keeping faceMost Asian societies are settled by the principle of the disgrace (the public humiliation) not by the principle of guiltiness (feeling of individual responsibility, conscience). The concept of the saving face is comprehensively valid, characterizes every human relation and is very important for the staff management since it forbids the public humiliation of employees. Respect opposite to higher-ranking and oldRespect, restraint and modesty are part of the etiquette in the Asian culture room generally. Hierarchies have a more important role (often according to old, rank and sex) than in Germany. The formal authority isnt called into question; this is part of the harmony commandment. However, one shouldnt put the Asian respect before the authority absolutely. A bad supervisor is also criticized in Asia and will be corrected though indirect: by pressure on third party, anonymous letters, passive behaviour and resistance, which are disguised with excuses or by frequent illness or really irrational behaviours, like panic bouts. The re-registration is frequently encoded. So the western manager must learn how indirect signals of the discontent should be decoded or interpreted. The respect of the age is one of the basic concepts of a Confucian intellect. The Age doesnt make only wise but gives a natural authority. Seniority and hierarchy thinking still established tightly in the heads of the Chinese managers. Foreign companies are smitten with the distinguishing between respect of certain hierarchies and the necessity of the support managers who render the corresponding service but dont have the right age yet. In order to be accepted a younger manager must be more competent than an old one. GuanxiGuanxi has to be translated by the following expression personal relations and connections. It plays a large role in China in all areas of the life; it works as sesame-open you when required because clear and codified jurisdiction doesnt have any tradition, relations are solution key  for all problems. Western Managers should pay more attention to Guanxi if they want to succeed in china. 4.2.3 Recruitment and motivation of local workersThe recruitment of highly qualified staff and the tie of won workers with the enterprise are a big problem area with which many foreign businesses are confronted in China. These phenomena shall be represented here only briefly since a detailed description would blow up the frame of this work. Recruitment of local workersThe absence of qualified personal is responsibly for the high fluctuation. More and more enterprises try to find Chinese university graduates who are trained in Germany for the business in china. Motivation of local workersIf one has found local executives, one must be able to keep it because the high fluctuation is connected to high costs. Different instruments can contribute to soothe or to overcome the staff bottleneck. These are e.g. the image-building (charitable events), the training (further education possibilities have a high place value) as well as a solid and long-term career promotion strategy. For young highly qualified stuff, a good salary and promotion chances are decisive for staying in the enterprise. 4.3 Optimization/customization of the dispatch process for/to ChinaIf one carries now out an optimization of the foreign dispatch process with Bosch to the employee-employer relationships in China against the background of the executed Asian culture features and criticisms of the Chinese Manager of their German colleagues and colleagues, then the following implications are the result:As a rule, an intercultural preparation takes place. No reason is seen for preparations for the Chinese executives in most enterprises. It will hold the assumption that the Chinese executives must adapt to the western behaviour patterns and methods of working. A common intercultural training is, however, absolutely essential in China for the following reasons:The great difficulties which arise from the lack of mutual understanding, are in a close connection with the knowledge about the respecting other culture, the action sample and moral concepts, but also its enterprise philosophies and styles of management. An intercultural seminar can make considerably, behind certain behaviour which explanations and which roots suit to an executive. It doesnt prevent the appearance of problems but it offers to possibilities of reacting specifically and developing common action strategies. Furthermore a Chinese executive can for example be made familiar with the German culture as follows: by consignments to the German parent company, international stays, participation in international management courses of Chinese universities or in business Schools. Also for partner and children problems arise in the context of a longer stay abroad. Acceptable solutions must therefore be found also for the family. It is often impossible just in the pacific space to solve the language problems satisfactorily what a far-reaching isolation of the marriage partner and the children can cause with negative family consequences. Therefore the language standard should correspond to that one of the Expatriate which enjoys an education on the standard of the easy communication in the work everyday life. Despite good preparations for marriage partner and if necessary children problems often arise of the cultural integration and problems at school. For the better integration contacts to partners of other Expatriates should be organized. The possibility of working abroad is very important for the partner who accompanies the Expatriate abroad. An intensive cooperation with other enterprises on the spot would be necessary to realize the professional way of expatriates wife in China. If no place can be found, the possibility  should be offered for a further training for the meaningful use of the timeout such as a master course of studies. 4.4 Bosch measures for ChinaAll preparatory training is evacuated to the IFIM, the institute for intercultural management in Bad Honnef, since Bosch internal country speakers are specialized in European countries till now. The information journey which shall convey an impression to the Expatriate over its potential future place of work can be extended by max. two days. Another prolongation isnt granted since the employees/inside activities are used at home and every longer stay also more costs for Bosch meant for hers. The language education is carried out in a 5-week language course at the national language institute NRW in Bochum for which the future Expatriate is put by its work activity completely freely. In the 2 annual cycle the personnel officer the ZM2 accompanies a potential Expatriate on an information journey and this one checks life and employee-employer relationships on the spot. Although Bosch mediates e.g. alone for the partner, however give up many arrangements, not at the job search because of the language requirements. As a rule, Bosch can arrange a job for 5% of the partners. To subsume it, this yields no big changes in the dispatch process especially for China. Professional external help is used regarding the training, one otherwise orientates himself at the worldwide valid dispatch process. 5. ConclusionThe Bosch group is a worldwide active enterprise that on the international markets, special it would like to be present on the Asian market in future. This strategy makes high demands on the staff since intercultural understanding is increasingly important besides technical qualities. International employee use represents a central instrument of the staff development. According to the high importance the dispatch process is organized very professionally by Bosch in all four phases (choice,  preparation, moving, and repatriation). This enormous effort beats itself in very low withdrawal rate, these are only 1-2 % in Bosch and lie under the reference values of other enterprises thus considerably. A possible disadvantage of the time intensive preparatory phase which lasts for at least 10 weeks is the lack of flexibility. Short-term manpower requirements due to problems, like e.g. demolition of a stay abroad or illness of a manager cannot be covered with the usual staff practice in Bosch. The preparation measures of Bosch seem very well suitable also for the dispatch to China, a stronger focus on the language education of the family and the social should be put as well as professional integration of the partner. In order to make an improved cooperation possible of the Expatriates on the spot, a common intercultural training is advisable with the Chinese colleagues. Bibliography Bosch (2004A:) The Objectives and Principles of Employee Development, order enterprise booklet at at all Boschs personnel departments as well as Central division employee development and executives (ZM3). Bosch (2004 B): Bosch Australia regional corner clays of The Bosch Group orders: www.bosch.com.au/downloads/Home/RBAU.pdf (12.04.2004). Bosch (2003A): Business report 2003, order:www.bosch.com/de/download/GB2003_DE.pdf (11.04.2004). Bosch (2003B): Bosch today, order on:www.bosch.com/de/download/Boschheute2003_DE.pdf (10.04.2004). Bosch (2003/2004 ): Worldwide responsibility environmental report 2003/2004 ,order: www.bosch.com/de/download/UWB_de.pdf (01.05.2004.)Kuan, Y.-C./Hà ¤ring-Kuan, P. (2001): Journey guest in China, 1st edition, Dormagen. Nickut, J. (2003:) Subject and leadership potential recognize and systematicpromotes to order under : www.mwteam.de/products/Perspek/archives/01-2003/interview HrNickut-RobertBosch.pdf (01.05.2004). Nickut, J./Loose, H., (2000): A step to the global player international choice- AC of Robert Bosch GmbH . In: Staff, exercise book 7/2000, S.360, 363. Redding, dear/Ng, M. (1982): The Role of Face in The Organizational Perceptions of Chinese manager, in: Organization study, 3rd year, no. 3, S.201-219. Welge, K.-M./Holtbrà ¼gge, D. (2003): International management, 3rd edition, Stuttgart. List of the Internet sources:http://www.boschrexroth.com/corporate/de/jobs_und_karriere/personalpolitik/index.jsp (14.05.2004). http://www.bosch-career.de/de/company/aims.htm (14.05.2004). http://www.relojournal.com/nov2000/kpmgsurvey.htm (13.05.2004)http://www.workforce.com/section/09/23/26/42/index.html (13.05.2004)

Whistle Blowing Theory And Whistleblowers Protection

Whistle Blowing Theory And Whistleblowers Protection The aim of this paper is to present the theory of whistleblowers protection, analyze the mechanisms for protection that surrounds it and draw out recommended whistle-blowing protection for Republic of Macedonia. It will start with presenting background theory for whistleblowers protection and define the main concepts of this theory such as who are the whistleblowers, what it means and when does it occur, and what are the most commonly used mechanisms for protection of whistleblowers usually included in policies. The paper will furthermore, analyze the basic mechanisms of protection such as anonymity, immunity from legal action, and protection against reprisal which are often referred to as basic whistle-blowing protection, and further mechanisms such as relocation or transfer, reinstatement and back pay. These mechanisms will then be compared to the legislation in Macedonia. The final part of this paper will conclude with recommendations drawn out from these analyses for a whistleblowers policy protection that might be adopted by the Government in Macedonia. WHISTLEBLOWING Whistle-blowing is a term that has been used a lot in the media to present different cases of wrongdoing and stress the importance of these cases for the public welfare. In this part of the paper we will look at the concept behind whistle-blowing and what this means through several different definitions that have been used in this theory or definitions that support the understanding of the author of this paper. Furthermore, we will define the term whistle-blower and whistleblowers protection and several cases of whistleblowers will be presented in order to present the importance of this protection. The term whistle-blowing comes from different origins. The general understanding that underlines the origin of this term usually derives from the action of whistling as an act of signaling. In these terms, Miceli and Near make a parallel of the act of blowing the whistle in a corporation or government, and the whistling of a football referee. By comparing whistle-blowing with an official on a playing field, such as a football referee, who can blow the whistle to stop action, they refer to the whistleblower as someone who whistles to stop wrongdoings (Miceli and Near 1992, 15). Similarly Deiseroth, ties the term whistleblower to the Englishbobbies(policemen), who would blow their whistles when they would notice the commission of a crime (International Network of Engineers and Scientists for Global Responsibility 2009). All of these imply that whistle-blowing as an act is related to signaling wrongdoings. Before going into explanation of who are the whistleblowers and what is the impac t of reporting wrong doings, we will look at the theory that defines the concept of whistleblowers and whistle-blowing as an act. According to Larmer, whistle-blowing is the act of complaining, either within the corporation or publicly, about a corporations unethical practices (Larmer 1992, 126). De Maria in his book Deadly disclosures: whistle-blowing and the ethical meltdown of Australia defines whistle-blowing as a public exposure of wrongdoing (De Maria 1999, 32) and as an ethical resistance against the usually protected existence of wrongdoing (De Maria 1999, 34). Whistle-blowing is also defined as the disclosure by organizations members (former or current) of illegal, immoral, or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action (Near and Miceli 1985, 4). In addition to these definitions Jubb looks at whistle-blowing in a broader range and defines it as dissent, in response to an ethical dilemma, in the form of a public accusation against an organization (Jubb 1999, 79) and in the more narrow terms defines it as: a deliberate non-obligatory act of disclosure, which gets onto public record and is made by a person who has or had privileged access to data or information of an organisation, about non-trivial illegality or other wrongdoing whether actual, suspected or anticipated which implicates and is under the control of that organisation, to an external entity having potential to rectify the wrongdoing (Jubb 1999, 79). As it can be understood from the provided definitions of whistle-blowing, we can conclude that the concept of whistle-blowing is mainly defined as a concept that involves reporting of ethical wrongdoings which affect the public in the society. Now that we have underlined the origins and the act of whistle-blowing, we turn to identifying who is the whistle-blower and why there is a need for a whistleblowers protection. De Maria defines whistleblowers as: a concerned citizen, totally or predominantly motivated by notions of public interest, who initiates of his or her own free will, an open disclosure about significant wrongdoing directly perceived in a particular occupational role, to a person or agency capable of investigating the complaint and facilitating the correction of wrong doing (De Maria 1995, 447). At the same time, Miceli and Near define the whistleblowers as present or past member of an organization against which the complaint is lodged (Miceli and Near 1992, 16). The definitions given above imply and confirm the idea given in Jubbs more narrow definition of whistle-blowing about possessing inside knowledge about an organization regarding different wrongdoings of the organization or skeletons in their closets. They also stress the importance of whistleblowers in the act of revealing wrong doings in the public sector or the organizations. Additionally, the provided definitions of wrong doings also stress the importance that these acts often refer to information in possession of the whistleblowers gained in the period of employment with the public sector or given organization, which deals with illegal or un-ethical acts. Unfortunately when information is leaked very often the question within the organizations according to Frome is not Is it right or wrong? but Who leaked it? (Frome 1978, 53). In many cases such as these, when this information is exposed to the public, the whistleblowers are fired, repressed or in some extreme cases even assassinated. Such is the case of Marlene Garcia Esperat who was killed for her exposà © on graft and corrupt practices (Espejo 2006) in the Philippines Department of Agriculture in 2005. Similar is the case of Satyendra Dubey who brought up the corruption in the highway construction in India and was assassinated in 2003 year after he complained to Mr Vajpayee and the road network authorities (BBC News 2003), and the case of Manjunath Shanmugam, who brought up to attention the corruption in the gas industry in India and was murdered for exposing an adulteration racket in Lakhimpur in 2005 (News, Daily News Updates 2009). Even thought the cases presented above represent extreme situations, they stress the importance of having policies that will offer whistleblowers protection. The protection in these terms is provided through the several mechanisms brought up at the beginning of the paper, namely the anonymity, immunity from legal actions, protection against reprisal as well as relocation, reinstatement and back pay. Basic protection Anonymity Whistleblowers are in some cases reluctant to blow the whistle. This can be a result of many factors, some of which include the fear of their safety, the seriousness of the information that they are in possession of, and some factors may include the fear of unfair retaliation. In these cases whistleblowers may choose to stay anonymous. However even thought some of these factors can be into play anonymity not always can be guaranteed, especially in cases as defined by Elliston when the anonymity impedes the pursuit of truth (Eliston 1983, 174). One way of establishing anonymity is by introduction hot lines in the organization, but has to be taken into account that this may come as a conflict in smaller organizations. Immunity from legal action This shield refers to the immunity from legal actions for the whistleblowers. In the most simplified meaning this reflects to situations when the whistleblower may be given immunity from criminal prosecution in exchange for their testimony. The Justice Department of Australia in a discussion paper on Public interest disclosures states that person that discloses information about wrong doing will not be liable for any action, claim or any other demand of whatsoever nature including for breach of statute, criminal offence, defamation, breach of confidence, misconduct or other disciplinary offence (Tasmanian Department of Justice 2000). However, it needs to be noted as well that immunity from legal actions is also not always guaranteed. For example, a person can not be given immunity if the wrongdoings that are reported have been carried by from the person that is reporting them. Protection against reprisal Protection against reprisal is seen as critical by Near and Dworkin because it signals organizational support for the reporting of wrongdoing (Near and Dworkin 1998, 1560). These authors point out that an organization that does not treat its employees fairly under other circumstances would seem more likely to retaliate against whistleblowers than would an organization that is seen as fair (Miceli and Near 1992, 217). Considering the above, whistle-blowing protection policies usually define certain actions that are taken against individuals that are attempting or conspiring to cause harm to the whistleblower. Further protection Relocation or transfer Relocation, which sometimes is tied to anonymity, is an additional mechanism of the whistleblower protection that provides relocations or transfers to another department upon a request of the person that blows the whistle. In cases when the identity of the whistleblower is keep anonymous this protection is not necessary, whereas in cases of knows identity additional protection is provided by relocating the whistleblower. In other cases, the whistleblower if he has concern about his safety, he can again request for relocation or transfer. It needs to be taken into account that considering this protection will most probably vary on a case to case basis. The South Australian Whistleblower Protection Act 1993 states that if whistleblowers feel that a reprisal might arise from their actions of reporting wrongdoings, they can request for relocation on the basis that the only practical way to remove or substantially remove the danger (South Australian Whistleblower Protection Act 1993). Remedies Reinstatement The reinstatement with the whistleblowers protection usually falls under the categories of remedies. Within this category reinstatement should be provided in order for the whistleblowers to continue his career. Kohn states that one of the goals of reinstatement is to restore the employee as nearly as possible to the position he or she would have been in if the discrimination has not occurred (Kohn 2001, 331). Furthermore, he states that reinstatement after a person has blown the whistle is sometimes nearly impossible especially when it comes to finding comparable work in the same industry (Kohn 2001, 330). In has to be taken into account that for most of the whistleblowers the issue of having a job comes first and foremost from the fundamentals of the benefits that one gain in terms of income. Therefore, the protection to the whistleblowers by providing reinstatement can be seen as having crucial importance to the whistleblowers themselves. Lewis in his article on whistle-blowing at work also points out to the importance of having reinstatement provided by saying the where workers have lost their jobs they should also have the option of choosing reinstatement or re-engagement (Lewis 2001, 193). Back pay According to Kohn, back pay serves to vindicate the public policy behind a wrongful discharge statute, at acts as a deterrence to future unfair labor practices, and it serves to restore the injured employee to the same status quo as would have existed but for the wrongful act' (Kohn 2001, 332). These serves to provide the whistleblower with further protection on the basis of compensation; however the limitation of the back pay is that it is difficult to approximate the amount that the person would have earner have he or she stayed in the organization. Kohn states that back pay awards are continues and are concluded once the employer makes unconditional offer of reinstatement (Kohn 2001, 333). After we have looked at the whistle-blowing concept and the protection that is proved to whistleblowers, we need to take a look at the legislation in Macedonia to see what kind of protection is offered, if any. Furthermore, we will continue with recommendations for whistle-blowing protection that the Government of Macedonia might consider to implement in future whistleblower policies. Article 38 from the Law on free access to information of public character in Macedonia states that: Any responsibility shall be removed from an employee within the state administration that shall disclose protected information, in case such information be of significance for the disclosure of abuse of power and corruptive behavior, as well as for the prevention of serious threats to human health and life and the environment (Law on free access to information of public character 2006). In addition to this article, Article 20 from the Law on prevention of corruption in Macedonia provides that: A person who has disclosed information indicating an act of corruption may not be subject to criminal prosecution or to any other liability; protection according to the law shall be provided to a person who has given statement or has testified in a procedure for an act of corruption. This person shall have the right to compensation of damages, which he/she or a member of his/her family has suffered, due to the statement made or testimony given (Law on prevention of corruption 2002). These two articles from the legislation in Macedonia provide some legal protection to whistleblowers, however they do not protect the whistleblower fully. Article 38 from the Law on free access to information of public character in Macedonia states that person that would disclose information about wrong doings will be removed from responsibility, however the article does not define this responsibility and whether it refers immunity of legal prosecution. In addition, Article 20 from the Law on prevention of corruption limits the disclosed information only to acts of corruption, and similarly to the previous article again it does not define the protection of the whistleblower in a way that no further information is given about the form of the compensation of damages. The following section of this paper provides the recommendation for an ideal whistleblowers protection and gives a recommendation on which of the measures or as we called them shields should be taken into consideration and drafted in a law by the Government of Macedonia. RECOMMENDATIONS In terms of anonymity, the author of this paper feels that it needs be taken into account that people sometimes choose not to blow the whistle when they consider this action to be vain. In addition to this, Miceli and Near point out that people sometimes dont want to take the time to make a report (Miceli and Near 1992, 42). They furthermore stress that even thought guaranteed anonymity may reduce this bias to some extend, it does not address the other problems (Miceli and Near 1992, 42). Having said this, the author of this paper believes that further devolvement in policies that would address biased situation should be well and explicitly developed in the whistleblowers protection. Recommendations on immunity refer closely to the discussion earlier about the Law on free access to information of public character in Macedonia and the need to clearly identify the removal of responsibility when disclosing wrongdoings and whether it refers to immunity of legal prosecution. The whistleblowers protection should include actions for people that are attempting or conspiring in order to carry out reprisal over the whistleblower. These actions should include legal and disciplinary actions if a person engages in acts that would personally harm or threaten the safety of the whistleblower, would engage in acts of property damage or loss, intimidates, decreases level of employment and similar activities that might harm the white-blower. The author of this paper believes that in terms of relocation or transfer, a recommendation for an ideal policy for whistle-blowing protection aside from the relocation and transfer should consider expanding this protection in a way that would provide as well leave of absence in case when no relocation or transfer is available at the moment. This in addition to the relocation and transfer shield would provide more efficient protection when there is any chance that the person blowing the whistle might be reprised. The whistleblowers protection should clearly define reinstatement and back pays protection. In terms of reinstatement, it needs to be noted in the legislation that reinstatement must be to a comparable job (Kohn 2001, 333). The protection should clearly defined the process of back pay awards and if this process can last continuously until reinstatement of the employee has been brought up on the agenda of the employer. Further considerations might be given in defining the process of calculation in terms of time. This would imply that back pays can be calculate on quarterly basis which would imply that employees interim earnings in one particular quarter have no effect on back pay liability for another quarter' (Kohn 2001, 333), or they can be calculated on periods of six months which would reflect the current situation in Macedonia where usually no significant changes are seen in terms of promotions or raise on salary on shorted periods. In conclusion, the articles provided in the legislation of Macedonia referred to some degree to immunity from legal action and to payment of damages to the whistleblowers as a result from inflicted damages from a given testimony. 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