High School vs College for a Disabled Student :: Compare High School and College

If you are a disabled high school graduate you may be broken in by the changes with which you are faced and unsure what to expect as you prepare for college. Realistically, the transition from high school to college requires a period of adjustment for all students since the donnish demands are different in the two environments. However, the transition for students with disabilities requires special preparation in order to progress smoothly.During the high school years, much of the responsibility for suit your disability fell to school personnel, and your parents served as your primary advocates. Even though you were required to participate in case conferences and the implementation of your Individual Education device (IEP) you may have felt more on the sidelines. As you transition to college, your parents no longer serve as your primary advocates and you are asked to assume this role. It is most-valuable you understand you will be expected to seek out the services you need, provide adequate documentation of your disability, self-identify your need for adaptations, and follow-through with your assigned responsibilities in the accommodation process.Some of the confusion surrounding the transition from high school to college for students with disabilities can be traced to the fact that colleges and high schools are governed by different laws. The Individuals with Disabilities Education displace (IDEA) is no longer applicable as students transition to college and IEPs, mandated by IDEA, are no longer required at the college level. Even Section 504 of the Rehabilitation make a motion of 1973 (Section 504) has different provisions for colleges than were in place for K-12 schools. IDEA and Section 504 mandate K-12 schools provide assessments to identify students with disabilities however, when students enter college they bear the responsibility for providing evidence of their need for precise accommodations.

Youth Violence Essay -- Papers Children Child Violent

Youth Violence Violence is a learned behavior. Children often experience violence for the offset time in their lives in their homes or in the community. This first taste of violence may include their parents, family members or their friends. Studies have shown that children who witness violent acts, either as a victim or as a victimizer, are more likely to grow up to become involved in violence.During our chip weekend class, we talked specifically about violence and youth. For many young people who have already developed a pattern of violent behavior, the probability that this modal value of life will endure into their adult lives is very likely. I believe that aggression is often learned very early in a childs life. For the emergence trend in youth violence to subside, I assert that parents and many others must make every attempt to educate themselves and to implement methods that will overthrow and ultimately prevent much of this violent behavior.Parents most often play the greatest positive role in a childs life by face lift them in homes where they feel safe, secure and loved...

The Chocolate Tree :: Botany

The Chocolate TreeFossil records atomic amount 18 unable to leave behind information of on the center of origins of the cacao tree. The cacao tree is in the Sterculiaceae family. The first growers of the cacao pods were probably the people who entered the lowland rain forests of the amazon Basin between 10,000 and 200 B.P. The full name of the cacao tree is Theobroma cacao. Most of the information of the cacao have been derived from the cultivated crop. The life and likeness life cycle of Theobroma cacao is identical to a tropical rain forest tree species. Cacao grows optimally in minimal moisture and shade. Cacao is dispersed in small, medium and large areas. This is probably the result of animal dropping the seeds after eating the tasty inside of the pods. Cacao pods are very diverse in morphology. These morphological difference suggests genetic differentiation.The Amazon region is considered the birthplace of the wild cacao tree. T. cacao appeared with the arrival of human species in South American. It have been suggested that T. cacao is the result of a cross between T. pentagona and T. leiocarpa. Cacao was not been selected for its seeds, but instead for the pulp surrounding them. Selection for the seeds take down in Mesoamerica. The seed pulp was used as a beverage. Cacao cultivation by the Indians, notably the Aztecs of Mexico and Mayas in Central America was established out front the New World was discovered. The next question would have to be how did the cacao tree cross the sea. Christopher Columbus brought a cacao beans back to Europe from the disconnectedness of Honduras. This cargo of cacao beans were the first specimens to enter Europe. The Aztecs settled in Mexico two hundred years before Cortes conquest of Mexico.When the Spaniards invaded the palaces of Montezuma they found a large number of cacao beans. The cacao beans were used in a drink called chocolatl. The was typically the drink for the most elite in the society. This is the tr eatment that was done on the cacao prior to storage. Sun dried beans that had been roast in pots. The husk were removed, the nibs were placed on flat or concave stone, then ground and shaped with a roller. The fluid mass is then mixed with corn and spices and made into cakes. The chocolatl drink is made from a piece of the cake mixed with water and mixed with a molinet.

The Russian Peasant in Pre-Revolutionary Times Essay -- Russian Histor

The Russian idyll in Pre-Revolutionary TimesRussia in the late 19th and early 20th century was riddled with brotherly and economic hardships throughout the countryside and inner cities. The Russian peasant was faced with widespread poverty and poor liveness conditions throughout their entire life. The economic situation and the living conditions drove the peasants and working class to rebel and begin the Russian revolution that would change the face of the country and impact the world forever. The peasants were the lowest ranking complaisant group in Russia. Some peasants owned tracks of land that they farmed, while others worked nobles land for money and food. Peasants had literally no rights under czarist rule. The nobles bought and sold the peasants as needed. The women unremarkably cooked the food, while the men served the nobles and all of their guests. The peasants ate only a few basic foods, which consisted mainly of dark bread, porridge, cereal, or meal boiled in water.P easant families who owned land normally owned strip farms. In strip farming, tracks of land were divided up into different parcels. Each peasant family in a village had control over a certain number of parcels and they could farm it as necessary. This type of farming was ineffective because the different tracks of land were spread about, sometimes at a distance of miles. This resulted in peasants wasting time needless journeys-to-work, consumed land in boundary furrows and headlands, resulted in fields that were too remote to run properly and prevented innovation (Pallot, 276). This also created tension between neighbors in disputes over confusing land boundaries. Peasants being forced to live together in refined villages also increased the risk of... ... scare that swept the world in response to communist Russia.- Edelman, Robert. Proletarian Peasants. New York Cornell University Press, 1987.- Dunn, Stephen and Ethel Dunn. The Peasants of Central Russia. Holt, Rinehart and Winston Inc., 1967- Worobec, Christine D. Peasant Russia. DeKalb Northern Illinois University Press, 1995.- Inkeles, Alex. affable Change in Soviet Russia. Cambridge Harvard University Press, 1968.- Geiger, Kent. The Family in Soviet Russia. Cambridge Harvard University Press, 1968.- Pallot, Judith. Imagining the rational landscape in late imperial Russia. Journal of Historical Geography, 26, 2 (2000) 273-291. Links http//www.geocities.com/WestHollywood/2163/bolintro.html http//www.geocities.com/capital of Greece/Cyprus/1169/history/revolut.html http//www.historychannel.com

Software and Copyright Essay example -- Computers History Technology E

Softw ar and CopyrightCurrent copyright and patent laws be inappropriate for computer software package system their imposition slows rectify software development and reduces competition. From the first computer as we know them, the ENIAC, computer software has become much and more(prenominal) important. From thousands of bytes on miles of paper to millions of bytes on a thin piece of tin foil sandwitched between two pieces of plastic, software has contend an important objet dart in the world. Computers have most likely played an important role in all our lives, from making math easier with calculators, to having money on the go with air machines. However, with all the help that has been given to us, we havent done anything for software and the people who write it. Software by nature is completely defense slight, as it is more or less simply intellectual property, and not a forcible thing, thus very easily copied. Copied software does not make money for its creators, and th us they charge more for whats not copied, and the whole industry inflates. There are two categories of intellectual property. The first one is composed of writing, music, and films,which are cover by copyright. Inventions and innovations are covered by patent. These two categories have covered for geezerhood more kinds of work with little or no conflict. Unfortunately, it is not that easy when dealing with such a complex matter as computer software. When something is typed on a computer, it is considered writting, as it is all written words and numbers. However, when executed by the computer, it functions like an invention, performing a specific task as instructed by the user. Thus, software falls into both categories (Del Guercio 22-24). It is generally covered today by copyright laws, for most mass mart software at least. More advanced software or programming techniques, however, can be patented, as they are neither obvious nor old. This results in many problems which I will go into later. Copyrights last the life sentence of the author, plus 50 years, and can be renewed. Patents last only 17 years, but cannot be renewed. With engineering science advancing so quickly, it is not necessary to concur the protection of the software for the length of the copyright, but also, it is sometimes necessary to renew them (Del Guercio 22-24), say, for a 10th posteriority in a video game serial or version 47.1 of Bobs Graphic Progra... ...Anne Bilodeau House Bill Would Limit Hyperlinks.http/.www.webweek.com/96May20/nes/netcopy.html (1996). Richard Raysman et al Computer Law meshwork Copyright Developments. http//www.brmlaw.com/doclib/complaw196.html (1996). Del Guercio, Gino. Softwars. World Monitor Oct. 1991 22-24. Reprinted in applied science 3. Boca Raton, Florida SIRS, Inc., 1996 phrase 75. Daniel Grant. Computer Copycats Blur Rights. Christian Science Monitor Oct. 3 1991 12. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel A Tysver BitLaw meshing Linking http//www.bitlaw.com/internet/linking.html (1996). Daniel A Tysver BitLaw Internet Software Patents http//www.bitlaw.com/internet/patent.html (1996). David Pressman Patent It Yourself http//www.nolo.com/pat/toc.html (1996). Niva Elkin-Koren Copyright Liability of BBS Operators http//yu1.yu.edu/csl/journals/aelj/articles/13-2/elkin.html (1995). Gleick, James. Ill Take the Money, Thanks. stark naked York Times 4 Aug. 1996. 16. Dukelow, Ruth. The Library Copyright pass along Chelsea, Michigan., 1992. Ross, Philip E. Cops vs Robbers in Cyberspace. Forbes 9 Sept. 1996. 134-140. Software and Copyright Essay example -- Computers History Technology ESoftware and CopyrightCurrent copyright and patent laws are inappropriate for computer software their imposition slows down software development and reduces competition. From the first computer as we know them, the ENIAC, computer software has become more and more important. From thousands of bytes on miles of paper to millions of bytes on a thin piece of tin foil sandwitched between two pieces of plastic, software has played an important part in the world. Computers have most likely played an important role in all our lives, from making math easier with calculators, to having money on the go with ATM machines. However, with all the help that has been given to us, we havent done anything for software and the people who write it. Software by nature is completely defenseless, as it is more or less simply intellectual property, and not a physical thing, thus very easily copied. Copied software does not make money for its creators, and thus they charge more for whats not copied, and the whole industry inflates. There are two categories of intellectual property. The first one is composed of writing, music, and films,which are covered by copyright. Inventions and innovations are covered by patent. These two categories have covered for years many kinds of work with little or no conflict. Unfortunately, it is not that easy when dealing with such a complex matter as computer software. When something is typed on a computer, it is considered writting, as it is all written words and numbers. However, when executed by the computer, it functions like an invention, performing a specific task as instructed by the user. Thus, software falls into both categories (Del Guercio 22-24). It is generally covered today by copyright laws, for most mass market software at least. More advanced software or programming techniques, however, can be patented, as they are neither obvious nor old. This results in many problems which I will go into later. Copyrights last the lifetime of the author, plus 50 years, and can be renewed. Patents last only 17 years, but cannot be renewed. With technology advancing so quickly, it is not necessary to maintain the protection of the software for the length of the copyright, but also, it is sometimes necessary to renew them (Del Guercio 22-24), say, for a 10th sequel in a video game series or version 47.1 of Bobs Graphic Progra... ...Anne Bilodeau House Bill Would Limit Hyperlinks.http/.www.webweek.com/96May20/nes/netcopy.html (1996). Richard Raysman et al Computer Law Internet Copyright Developments. http//www.brmlaw.com/doclib/complaw196.html (1996). Del Guercio, Gino. Softwars. World Monitor Oct. 1991 22-24. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel Grant. Computer Copycats Blur Rights. Christian Science Monitor Oct. 3 1991 12. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel A Tysver BitLaw Internet Linking http//www.bitlaw.com/internet/linking.html (1996). Daniel A Tysver BitLaw Internet Software Patents http//www.bitlaw.com/internet/patent.html (1996). David Pressman Patent It Yourself http//www.nolo.com/pat/toc.html (1996). Niva Elkin-Koren Copyright Liability of BBS Operators http//yu1.yu.edu/csl/journals/aelj/articles/13-2/elkin.html (199 5). Gleick, James. Ill Take the Money, Thanks. New York Times 4 Aug. 1996. 16. Dukelow, Ruth. The Library Copyright Guide Chelsea, Michigan., 1992. Ross, Philip E. Cops vs Robbers in Cyberspace. Forbes 9 Sept. 1996. 134-140.

Software and Copyright Essay example -- Computers History Technology E

Software and CopyrightCurrent procure and patent laws are inappropriate for computer parcel their imposition slows down packet development and reduces competition. From the first computer as we know them, the ENIAC, computer software has become more and more important. From thousands of bytes on miles of write up to millions of bytes on a thin piece of tin foil sandwitched between two pieces of plastic, software has vie an important part in the world. computing devices gather in around resemblingly played an important role in all our lives, from making math easier with calculators, to having money on the go with ATM machines. However, with all the help that has been addicted to us, we havent done anything for software and the people who write it. Software by nature is completely defenseless, as it is more or less simply intellectual property, and not a physical thing, frankincense very easily copied. Copied software does not make money for its creators, and thus they charg e more for whats not copied, and the whole fabrication inflates. There are two categories of intellectual property. The first one is composed of writing, music, and films,which are covered by copyright. Inventions and innovations are covered by patent. These two categories have covered for years many kinds of work with little or no conflict. Unfortunately, it is not that easy when dealings with such a complex matter as computer software. When something is typed on a computer, it is considered writting, as it is all written words and numbers. However, when executed by the computer, it functions like an invention, performing a specific task as instructed by the user. Thus, software falls into both categories (Del Guercio 22-24). It is generally covered today by copyright laws, for near mass market software at least. more than advanced software or programming techniques, however, can be patented, as they are neither provable nor old. This results in many problems which I will go i nto later. Copyrights last the lifetime of the author, plus 50 years, and can be renewed. Patents last only 17 years, alone cannot be renewed. With technology advancing so quickly, it is not necessary to maintain the protection of the software for the length of the copyright, but also, it is sometimes necessary to renew them (Del Guercio 22-24), say, for a 10th sequel in a tv game series or version 47.1 of Bobs Graphic Progra... ...Anne Bilodeau House Bill Would Limit Hyperlinks.http/.www.webweek.com/96May20/nes/netcopy.html (1996). Richard Raysman et al Computer Law Internet Copyright Developments. http//www.brmlaw.com/doclib/complaw196.html (1996). Del Guercio, Gino. Softwars. World monitoring device Oct. 1991 22-24. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel Grant. Computer Copycats Blur Rights. Christian Science Monitor Oct. 3 1991 12. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel A Tysver BitLaw In ternet Linking http//www.bitlaw.com/profit/linking.html (1996). Daniel A Tysver BitLaw Internet Software Patents http//www.bitlaw.com/internet/patent.html (1996). David Pressman Patent It Yourself http//www.nolo.com/pat/toc.html (1996). Niva Elkin-Koren Copyright Liability of bulletin board Operators http//yu1.yu.edu/csl/journals/aelj/articles/13-2/elkin.html (1995). Gleick, James. Ill Take the Money, Thanks. New York Times 4 Aug. 1996. 16. Dukelow, Ruth. The library Copyright Guide Chelsea, Michigan., 1992. Ross, Philip E. Cops vs Robbers in Cyberspace. Forbes 9 Sept. 1996. 134-140. Software and Copyright Essay example -- Computers History Technology ESoftware and CopyrightCurrent copyright and patent laws are inappropriate for computer software their imposition slows down software development and reduces competition. From the first computer as we know them, the ENIAC, computer software has become more and more important. From thousands of bytes on miles of paper to millions of bytes on a thin piece of tin foil sandwitched between two pieces of plastic, software has played an important part in the world. Computers have most likely played an important role in all our lives, from making math easier with calculators, to having money on the go with ATM machines. However, with all the help that has been given to us, we havent done anything for software and the people who write it. Software by nature is completely defenseless, as it is more or less simply intellectual property, and not a physical thing, thus very easily copied. Copied software does not make money for its creators, and thus they charge more for whats not copied, and the whole industry inflates. There are two categories of intellectual property. The first one is composed of writing, music, and films,which are covered by copyright. Inventions and innovations are covered by patent. These two categories have covered for years many kinds of work with little or no conflict. Unfortunatel y, it is not that easy when dealing with such a complex matter as computer software. When something is typed on a computer, it is considered writting, as it is all written words and numbers. However, when executed by the computer, it functions like an invention, performing a specific task as instructed by the user. Thus, software falls into both categories (Del Guercio 22-24). It is generally covered today by copyright laws, for most mass market software at least. More advanced software or programming techniques, however, can be patented, as they are neither obvious nor old. This results in many problems which I will go into later. Copyrights last the lifetime of the author, plus 50 years, and can be renewed. Patents last only 17 years, but cannot be renewed. With technology advancing so quickly, it is not necessary to maintain the protection of the software for the length of the copyright, but also, it is sometimes necessary to renew them (Del Guercio 22-24), say, for a 10th sequel in a video game series or version 47.1 of Bobs Graphic Progra... ...Anne Bilodeau House Bill Would Limit Hyperlinks.http/.www.webweek.com/96May20/nes/netcopy.html (1996). Richard Raysman et al Computer Law Internet Copyright Developments. http//www.brmlaw.com/doclib/complaw196.html (1996). Del Guercio, Gino. Softwars. World Monitor Oct. 1991 22-24. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel Grant. Computer Copycats Blur Rights. Christian Science Monitor Oct. 3 1991 12. Reprinted in Technology 3. Boca Raton, Florida SIRS, Inc., 1996 Article 75. Daniel A Tysver BitLaw Internet Linking http//www.bitlaw.com/internet/linking.html (1996). Daniel A Tysver BitLaw Internet Software Patents http//www.bitlaw.com/internet/patent.html (1996). David Pressman Patent It Yourself http//www.nolo.com/pat/toc.html (1996). Niva Elkin-Koren Copyright Liability of BBS Operators http//yu1.yu.edu/csl/journals/aelj/articles/13-2/elkin.html (1995). Gleick, James. Ill Take the Money, Thanks. New York Times 4 Aug. 1996. 16. Dukelow, Ruth. The Library Copyright Guide Chelsea, Michigan., 1992. Ross, Philip E. Cops vs Robbers in Cyberspace. Forbes 9 Sept. 1996. 134-140.

Future of Fashion

manner. A word that defines a world in itself. way encloses everything surrounding our environment. There is fashion everywhere. From the pen that a person intents to write to the paper that is used to write on. But more than than anything, fashion is ab break through how we get along up and cover our bodies. Fashion is an art, a passion and a science. The art of transforming mere fabrics into robes and fabulous creations. A passion that drives people to think out of the box and practice garments that make our daily if not special occasions more sightly.A science well-nigh how the body works, reacts with and looks in it. But today in 2013, more than ever, Fashion has power. Enough power to make a whole population think and consider. And the future seems brighter for Fashion and it gets stronger and stronger. By 2020 Fashion ordain agree to sic-if movies, spandex suits impart be the norm. Uniformity give be the new social movement. Same suit every day. Basically gloomy a nd no fashion anywhere. But uniformity is also boring if repeatedly everyone wears the same outfit and that too everyday. And generally speaking not everyone will look nice in spandex.Fortunately designers such as Guiltier for the Fifth Element painted a diverse futuristic fashion. This is according to the movies. According to me, it will be the opposite. People will thrive to be different and non-conformity will be respected, if not individuality. Designers will commit more respect as consumers will be more conscious about who designed the garment, where it is fabricate and how. People will have more awargonness about what they wear and also the impact it implies. Consumers will start having their own vision and will still start creating.Designing will be a highly regarded profession and this will be the only point that will differentiate professionalism. Cut, fabrics and techniques. With this will eventually become a more dignified consumer behavior. The need for something exclusive will grow even more. Things are not going to be made for the masses such(prenominal) longer. They will be made for you, individuals. There is a new obsession with the in-between. The latest squelched of fashion. If future fashion was to be summed up in a word, that would be androgynous.Anyone, or anything, who pushed the boundaries of sexual identity seemed to click the right notes. What was once seen as freakish, and even taboo, has gone mainstream. The fashion world is obsessed with androgyny. An ability to exude twain masculine and feminine traits is like gold to designers and editors. And they do hit a buzz and consumers are sure to remember. The vogue for unisex fashion Oxford shirts, man-style brogues and boat shoes, chinos, host Jackets and skinny shares has also been touted as one of the reasons for the rise in popularity of transgender style.Ambiguity is something that attracts As fresh materials become harder to come by and/or less sustainable, the need to recycle hold uping fabrics becomes more important. Already recycling is gaining a lot of ground and some impasses are making special collections bearing recycling in mind. some independent designers are already making a big name by converting simple things of daily life into marvelous creations which are actually wearable. This trend will continue on till the forthcoming classs and will become bigger as designers really think now that there is a niche for recycling.People will be very much concerned about the environment. This generation will also be more close to the environment. Ethical behavior and moral in terms of business and consumption will be valuable assets. True value and mere cost will be deuce different things. People will want better quality and the question will be more quality-wise more than ever. The go green concept will be stronger than ever. With the changes in the climate and temperatures reaching phenomenal points, this generation will be most concerned ab out the environment and fashion will doubtless play a big role for the people.This will show their support towards sustainability. Researches about environment friendly materials are also being made and noted breakthrough already is the discovery of bacterial-celluloses fibers to replace fibers from plants or animals. A statement. Already big companies like Inedited have signed the convention for chemical free production starting from 2020. Is that a sign of the rising responsiveness of both consumers and producers? Since a long time ago there were lots of predictions for the year 2000.Spandex suit, end of the world, truehearted cars, end of the world but ultimately, nothing that drastic has happened. The black little dress will still be the black little dress. Only the carapace will change. The environment around us is ever-changing, and our fashion can respond to that in artful or informative ways. Definitely Science and Fashion will be a winning team or 2020. There will be a strong collaboration with technological advances and researches. The current dominance of cotton plant and polyester fibers in the market is unsustainable unneurotic they account for over 80% of the worlds clothing output.This lack of diversity has led to growing problems such as excessive wet consumption, pollution, loss of soil fertility and biodiversity and an over dependency on oil. Fabrics that offer innovative alternatives are part of a better future one in which we are able to manage our resources wisely and cost effectively. Changes will occur in the trials used to make the garments. Already the introduction of artificial fibers and improvement in the production of existing fibers such as cotton and wool has already made it easier.Nanoengineering advances will also play a major role for make the future. Already the heat sensitive fabrics, sweat absorbing micrometers have changed a lot in the mindset of people and now we know that there does exist a way where fashion and science can bond. Where a surface meets the sun, solar energy can be captured. Already, brands such as Unique have been dabbling in tech-enhanced looting, such as the retailers Hatched tops and leggings made from material that turns moisture evaporating from the body into heat.Almost any amount of electronic usefulity can be associated with something without inescapably affecting its form. The human body is no different, and plenty of fashion designers have hopped on board this growing technology. More researches are being conducted to make clothing fabrics to become more technologically innovative, responsive and effective. Later on our clothing will become like second-skin mostly protecting us and making us more comfortable. From room temperature to sounds and even tastes. Not estimable this, researches being made are already making it clear that fashion can help to create energy.Scientists are making big steps towards developing a shirt that can help convert our daily energy used to move into electrical energy to power electronic devices. We are the energy. Technological advances in textile research are starting to redefine the boundaries of fashion. There is also the other side of science-fashion mix. The more drastic ones. The ones that will drastically change our habits and even the clothing industry. The Fabric s as the name suggests, nearly as fabric in a can. How to use it? Simply Just spray it on the body. Manuel Tortes did trials and it worked perfectly.Non woven fabrics will be later used to cover our bodies. The thousands of fibers that are sprayed from the can Just bind together taking the shape of the body to create a nearly tailor made outfit but of a disposable nature. Such researches will for certain revolutionize the world of fashion. After the term fast-food, fast-fashion seems to be on the way. This is the craziest and perhaps most expensive side of Fashions ongoing progress. Ever heard of the Twitter dress, direct dress or the AD pr inted dress worn by Data Von These? The Twitter dress and LED was developed by Francesca Rosella.Basically everyone got the message or kind of the tweet. Fashion and Technology are the new couple. But unmistakably, the biggest breakthrough is the AD printed dress, showing that wearable technology is Just around the corner. AD notion technology is still in its infancy, but it has already made its way to the world of fashion. Everything from shoes to bikinis have gone under the lathe off AD printer. AD printers are actually renters that print using resin instead of ink on paper. Obviously this is a work of art and it is so visible to the eye.The process already looks very confusing and the huge amount of work put in it can be felt. Going the different parts, powdered nylon. Architecturally mind-blowing. The cost is sure as shooting unimaginable but some designers have tried it out and nylon being not so expensive, the design is certainly not cheap but is expenditure it and for the individuality perk. Research for the near future will be to have this kind of a printer that will Just pop out the design as a complete piece. Designers of the mainstream typical futuristic fashion scene such as Iris Van Herpes inspire.She always give a glimpse of her world, the unknown and the unpredictable. These designers are helping to shape the future of fashion by experimenting and helping the industry to take the big leap. Hopefully the AD printing technique will see significant breakthroughs that will help to make it a more accessible and viable way to create clothing. Fashion in the 2020 will be more likely functional as well as creative and environment friendly. Some future designs wont be as functional as they will be visually impacting, but such has always been true about the clothes we wear.And only fashion can make anything beautiful and valuable. Examples are LED dresses with encrusted lights. This is a notable uptake for other designers and it is very refreshing to get inspiration from other eras of the time except from the past. Fashion sometimes needs to change its face, Just to be more inspiring. It is testament to the power of fashion that Google chose the US designer Diane von Frequenters New York show last year to premiere its Google Glass augmented-technology specs hat feature cameras and use voice recognition and share their videos on Google+.Social media is very anchored in the fashion world now. utilise social media in the fashion world comes down to more than Just what designers share on Mainstream and coverage of Fashion Week. It is becoming more and more about consumer directly connecting with the brands as well as with each other. Sites like Power allow its users to check out the latest trends and create style boards for their own inspiration as well as to share with the rest of the fashion community. Change is certainly in the air and there are some concrete evidences.The changing mentality of consumers, producers and designer s, the amazing advances in technology and the continuous enriching history of our world, all are contributing towards a different future. But I soon recognize that the future fashions are only a perception of the future. When I look back fifty years at what the previous generation thought the future (now the present) would be like, it is vastly different from our time. Everything seems a filtered down versions from fantasy, to designer, to high street. Because that does happen and it is a mere shadow of the former design, something hat hardly resembles this aesthetic at all.As I say, the little black dress will remain the little black dress. Im talking about a drastic change in fashions aesthetic, something that will inevitably happen, Just as it has over the centuries. Only time will be witness to the changes if any will occur, and drastic as well. Predictions are Just as trends some might Just hit the bulls eyes others are Just brushed aside with a scorn. The most ironic thing is that no(prenominal) of us will ever know what the distant future holds and what the progression, even evolution of fashion will bring.

Leadership of Theodore Roosevelt

President Theodore Roosevelt never picked sides with the liberals of the far left or the conservatives of the right. He usually found himself intertwined in the middle of the groups. Sometimes thinking identical a conservative and sometimes thinking like that of a liberal. Whatever the case, he al focal points maintained a foundation in the center to keep a neutral balance. He stood close to the center and bared his teeth at the conservatives of the right and the liberals of the extreme left.President Roosevelt, although not a strong liberal, did do umteen things to help the country move on its way to become a more progressive country. The Elkins Act of 1903 was wiz thing Rosevelt did to make him seem like a liberal. It said there would be heavy fines given on the railroads that gave rebates and on the shippers that excepted them. For example, Roosevelt did his best as a trustbuster. The first thing that busted into headlines was an bang on the North Securities Company (a railroa d holding company) in 1902. As a liberal, Roosevelts main issue to prove was that the government, not private disdain, ruled the country.In dealing with conservation, Roosevelt knew just how to handle himself. He took conservation out of the conservation stage, threw some of the zest from his personality behind it, made it seem big, and got the publics opinion. He created a policy of multiple-use resource management. This was to help keep things from changing too much and to try and conserve what all he could. In addition, Roosevelt granted rights to middleman mine workers. Winter was coming and the country needed coal to keep warm. Roosevelt tried his best to keep the country happy and take care of business without any political changes, so he solved the mine workers ordeal himself. Though part liberal, Roosevelt stayed opened minded to the conservatives to keep his people happy with as few changes as possible.Theodore Roosevelt never swung his big stick with full force. Roosevel t never swung with full force to the left and not to too hard to the right. For example, he had to struggle against two fronts with his dealings in trying to preserve the forests. He had to battle against greedy commercial interests who abused nature (the liberals), as well as against amative preservationists (the conservatives). Not being able to give both sides what they wanted, Roosevelt had to stand his ground in the middle and make a decision without being persuaded one way or the other. Throughout President Roosevelts history as president, he chose not to be one sided in anything that he did and to keep an open mind approximately many things.Roosevelt never made a definitive jump to the right or to the left, therefore, leaving him not very well balanced on one foot hopping back and forth with different points of views. Due to his position in the middle, he had to remain open minded about everything that came towards him.

Frequent Shopper Program

Kudler Fine Foods (KFF) is a local upscale specialty food store that is committed to providing customers with the finest cream of specialty foods. In addition, KFF would like to reward their customers for their inscription by incorporating a frequent shopper program. KFF is planning on developing a system that tracks customer purchases and awards loyalty points for redemption. The system will assist KFF in satisfying their most valued customers.Smith Systems Consulting Firm has been contracted for the development of the system. Smith Systems Consulting has been serving clients since 1994 with high value meshing and business application services. In this proposal, Smith Systems consulting will propose two alternate(a) orders for completing the frequent shopper application. The advantages and disadvantages for apiece method and how the firm would conduct scrutiny for each development method will be discussed.Regardless of which method is used, most bundle process modelings, fo llow a similar set of degrees and activities. The difference amongst models is the order and frequency of the phases. The specific parts of the software process are presented below 1. Inception Software product is created and defined.2. Planning Resources, schedule, and cost are determined. 3. Requirements abridgment Specify what the application must do. 4. Design Specify the parts and how they fit 5. Implementation Write the code 6. Testing Execute the application with arousal running data 7. Maintenance Repair defects and add capability (TechTarget, 2014)The first model that will be proposed is the waterfall process. The waterfall process is the oldest software process model and despite its weaknesses, it is still in widespread use today. The waterfall process requires following the phases in a ordered order where the output for one phase is used as the input for the next. The next phase in the process is not started until the previous one has been completed, although a small overlap among phases is accepted. two advantages and disadvantages of using this model relative to the frequent shopper program will be discussed.The first advantage is the practicality of the process. We be in possession of been using this process for many years and have a great deal of experience with it. All individuals involved have and understanding of the process and its execution. The bet on advantage is the process is simple and easy to use. The criteria of each phase are set and completed sequentially. The order of execution is easy for everyone to comprehend. There is no question on what needs to be completed before the next phase can begin.The first disadvantage is that requirements need to be known up front. KFF currently has a broad range of requirements and every token is not known. As the interpret progresses, more details may become known which could cause the project to be stopped and re-imagined. The second disadvantage is that in that location is no feedback of the system by s coachholders until by and by the testing phase. KFF has no way of knowing if the program meets their requirements because the waterfall process does not facilitate intermediate versions.The second method that will be proposed is the officious methodology. The agile methodology proposes alternatives to traditional project management. Agile development focuses on keeping code simple, testing often, and delivering utilitarian bits of the application as soon as they are ready (TechTarget, 2014). One goal of agile development is to build upon small-client-approved parts as the project progresses, as opposed to delivering one large application at the end of the project.One advantage to using agile methodology for the frequent shopper application is the ability to respond to changing requirements. KFF may decide to change the requirements of the project, which can easily be handled using the flexibility of the agile methodology. A second advantage is the face-to-face communication and continues input from customer representatives making sure that there is no guess hammer (Buzzle, 2013). The result is exactly what the customer has required.The first disadvantage of the agile methodology is the possibility that the project can be taken off track. KFF is not one hundred percent clear on the final outcome that they want therefore, the project has the electric potential to get off track because requirements are constantly changing. Another disadvantage is that it is difficult to assess the effort needed to complete this project at the base of the software development life cycle. Since KFF is not specific on the requirements for the project, we cannot plan how much time or the amount of resources we will need to complete the project.Regardless of the method that is used for the frequent shopper application, testing is a necessary component of the process. Testing is conducted differently depending on which software model is used. Since the waterfall method follows a sequential approach, the testing is done so also. The flexibility of the agile method also allows flexibility for the testing process.Using the waterfall method testing would begin during the implementation stage. The body of work would be divided into modules and the coding would begin after receiving the system design documents. The frequent shopper program would be developed into small programs called units. As an example, there would be a program that handles the input from the customer and another program that would track the employees reward points. Each unit is developed and then tested for functionality. unit testing verifies if the units meet the specifications.The units are then integrated into a complete system during the integration phase and tested to see if all units coordinate between each other and the system functions as a whole per the specification (Onestoptesting, 2014). After testing of the frequent shopper program is successful, the software is delivered to the customer. If problems are found after deployment they are solved immediately. This is referred to be maintenance and sometimes that process is virtually never ending.Agile testing focuses on testing being an integral part of software development rather than a separate phase. (Agile Testing, n.d.) Testing from the beginning of the project and continually testing throughout the project lifecycle is the foundation in which agile testing is built. Agile testing is software testing based on the principles of agile software development.The combined team, including the testing team will take responsibility of analyzing the business requirements of the frequent shopper program. Together the team will define a sprint goal. The testing team will then begin work on the test plan that is validated by the entire team and KFF. As the development team starts the implementation, the test team will begin workings on the test case design.When the code is ready to te st, the test team will do a quick test on the development environment, in order to identify the early stage defects. Developers will fix the defects on a priority basis. This iteration will continue until the end of the code implementation. In addition after approval from KFF, automated test cases will be run on a daily basis. Because of the frequency of testing using the agile method, automated tests are needed.Smith Systems Consulting needs to choose the methodology that works for them and the client. Since each project is unique, there is not a one-size fit all methodology. Two alternative methods for completing this project were presented and Smith Systems Consulting can make a decision on which to choose.

Kelly Case Study Essay

1. According to Kelly, the most superordinate draw inwardly Philips construct of clergy would most credibly be that clergy members are direct representatives of God and that they carry out his will. Subordinate to this is the daily duties and sacrifices that clergy members must undertake, such as a vow of chastity and the uncanny guidance they must give to parishioners. Further subordinate to this construct is Philips perception that differences in views exist amongst clergy members, such as those who advocate reform within the church versus those who are more orthodox.2. The two most evident and contrasting poles of Philips clergy construct could be the fact that Philip sees the church as a guiding, augur and spiritual entity, versus his view that it can also be restrictive and somewhat forbidding. This would apply to the dichotomy corollary, as it postulates that people use dichotomous poles of a construct to view the same thought in opposing (according to the persons own pers onal viewpoint) ways.3. Philips clergy construct is the same as that of others in the perceive that both he and other clergy members feel the weight of their responsibilities and obligations to their followers. They can consequently talk with each other about these issues due to the common experiences shared by the clergy members, and therefore this applies to the commonality corollary.4. Philips clergy construct is different from that of others in the sense that he disagrees with the views of members of the clergy who wish to reform certain practices of the church. Philip believes that the traditional methodologies of the church should continue to be followed, and he sees it as somewhat irrational and unbecoming that reformers would revoke what they were taught and swore to carry out. These differences in construction of events and beliefs would most closely apply to the individuality corollary.5. According to Kelly, Philips clergy construct would most likely be considered fairly impermeable, due to his resistance to changes within the framework of how he envisions the church. This could be more commonly characterised as narrow or perhaps traditional, as Philips construct of the church does not permit a wide range of convenience and is therefore revolting to including new elements (in this case, reform ofchurch practices).6. The sociality corollary states that people, when playing a role in social situations, act in accordance with the expectations of others, and that the understanding of another persons outlook and expectations is known as a role construct. An example of this in the case study could be the fact that Philip is aware when speaking to certain members of the public that he evokes a change in their behaviour due to his position as a priest. They make sure not to seem fetid or blasphemous in any way, and Philip is aware that they are acting differently than they normally would. In this case, the people altering their behaviour in Philips pres ence would be considered the role players, as they have a role construct about Philip due to his priesthood likely that he is very couth and loth(predicate) to any kind of potentially offensive or vulgar behaviour and consequently adjust their mannerisms accordingly.

Ball and Brown Essay

In 1968 Raymond thumping and Phillip Brown published An empirical evaluation of accounting income rime in the Journal of business relationship look for. After an initial lukewarm response from the academic community it rapidly became what the American Accounting Association now calls the seed that made a difference. The purpose of this demonstrate is to introduce the assume of wrap and Brown(motivations, research questions and findings) and identify its significant contributions in capital markets research.IntroductionAccording to the resources provided, Ball and Brown described the motivation for their study as a demonstrate of existing scholarly research that painted a dim picture of reported earnings. The early articles concluded that earnings could not be informative, and therefore major changes to accounting practice where necessary to correct the problem.In their research, Ball and Brown sought to answer the simple fundamental research question are accounting income num bers useful? Their position was summarised An empirical evaluation of accounting income numbers requires agreement as to what real-world outcome constitutes an appropriate test of usefulness. Because net income is a number of particular interest to investors, the outcome we use as a predictive criterion is the investment decision as it is reflected in security prices(Ball and Brown 1968).Ball and Brown found that when contains had a positive income surprise, the abnormal stock price returns for the event window were also likely to be positive, and vice versa. They also found that a majority of the increase in the abnormal returns was before the announcement date, which implied that analysts have fairly accurate forecasts of whether firms will overstep or underperform.Significance of their contributionsAlthough there does have some limitations in Ball and Browns study, it had a significant impact on later research. Ball and Brown (1968) provide compelling leaven that there is info rmation content in accounting earnings announcements. In the meantime, they correlate the sign of the abnormalstock return in the month of an earnings announcement with the sign of the earnings change of a certain firms earnings in a previous year earnings. Starting with Ball and Brown (1968), many studies used such(prenominal) association with stock returns to compare alternative accounting performance measures, such as historical cost earnings, current cost earnings, residual earnings, operating cash flows, and so on. As Watts and Zimmerman point out, most accounting research since Ball and Brown (1968) has been positive, and the role of accounting theory is no longer normative.Ball and Brown (1968) heralded the positive-economics-based empirical capital markets research in the late 1960s.Concurrent developments in economics and finance constituted the theoretical and methodological impetus to the early capital markets research in accounting.In addition, their study initially prov ides reliable evidence that stock markets can influence annual reports. Then researchers began to do a lot in reflect of stock market. Furthermore, the method used is also applicable to a large number of accounting and financial issues, including dividend announcements, earnings announcements, mergers and acquisitions, and investment spending.3. ConclusionBall and Brown (1969) expressed a view of information in markets that was revolutionary and contributed to a significant change in attitudes towards investing and financial markets. By testing the connection between earnings expectations and share price changes they were the propagation of a body of research that now underpins modern day investment processes.ReferencesJackson, S. (1999), Australia Towns get by without their banks, The Australian. pp. 3.Phillips, N. and Malhotra, N. (2008). Taking social construction seriously extending the discursiveapproach in institutional theory. In Greenwood, R., Oliver, C., Sahlin, K. and Sud daby, R. (Eds),Handbook of Organizational Institutionalism. London Sage, 602720.How can responsible international mining and oil companies use their social investment funds?Nikolai, Bazley, and Jefferson Jones. Intermediate Accounting. South-Western College Pub, 209Massoud, M. and C. Raiborn(2003), Accounting for Goodwill Are We Better Off?, Review of Business, Vol. 24, No. 2, pp. 26-32.Ball and Brown (1968) The seed that made a difference,Ball, R., and Brown, P. (1968), An empirical evaluation of accounting income numbers, Journal of Accounting Research 6 (2), pp.159-178Watts and Zimmerman (1979), The Demand for and Supply of Accounting Theories The Market for Excuses, The Accounting Review, Vol. 54, No. 2, American Accounting Association.

Personality and Values

CHAPTER 4 character and determine LEARNING OBJECTIVES After studying this chapter, students should be able to 1. Define character, describe how it is measured, and explicate the factors that determine an singulars somevirtuosoality. 2. Describe the Myers-Briggs event forefinger spirit frame fake and assess its strengths and weaknesses. 3. Identify the key traits in the Big quintuplet constitution model. 4. Demonstrate how the Big vanadium traits predict behaviour at shape. 5. Identify resistent personality traits relevant to OB. . Define entertain, demonstrate the importance of determine, and contrast pole and instrumental value. 7. Comp argon generational disagreeences in determine and identify the dominant values in todays workforce. 8. Identify Hofstedes quin value dimensions of national refinement. Summary and Implications for Managers reputation What value, if any, does the Big louver model provide to managers? From the too soon 1900s through the mid-1 980s, inquiryers sought to find a link among personality and capriole writ of execution. The outcome of those 80-plus old age of research was that personality and job performance were non meaningfully related across traits or situations. i However, the past 20 years confuse been much promising, for the approximately part due to the findings surrounding the Big Five. Screening send awaydidates for jobs who s shopping centre gamey on conscientiousnessas well as the other Big Five traits, depending on the criteria an geological formation finds roughly importantshould leave dividends. Each of the Big Five traits has numerous implications for important OB criteria.Of course, managers still need to take situational factors into consideration. ii Factors such as job demands, the degree of required inter sue with others, and the organizations finale be examples of situational variables that moderate the personalityjob performance relationship. You need to evaluate the job, the work group, and the organization to determine the optimal personality fit. Other traits, such as core self-evaluation or narcissism, whitethorn be relevant in certain situations, too. Although the MBTI has been astray criticized, it may fix a place in organizations.In training and teaching, it sack religious service employees to better derive themselves and it can help team members to better understand all(prenominal) other. And it can open up communication in work groups and possibly reduce conflicts. determine -Why is it important to know an case-by-cases values? facility a good deal underlie and explain attitudes, behaviors, and perceptions. So knowledge of an individuals value system can provide insight into what work outs the person tick. Employees performance and satisfaction ar likely to be higher if their values fit well with the organization.For instance, the person who places great importance on imagination, independence, and disembarrassdom is likely t o be poorly cope withed with an organization that seeks conformity from its employees. Managers be to a greater consequence than likely to appreciate, evaluate positively, and allocate rewarf atomic number 18ds to employees who fit in, and employees atomic number 18 more likely to be satisfied if they encompass that they do fit in. This argues for perplexity to strive during the selection of new employees to find job candidates who leave non only the ability, experience, and motivation to perform more everyw here besides a value system that is compatible with the organizations.The chapter opens by introducing Stephen Schwarzman, straits operating officer of the Blackstone Group. He profited to the tune of $7. 75 billion when his company went state-supported. His combative direction has not hindered his success as Fortune appointed him the King of Wall Street. Using military term like war and he would rather kill off his pair Blackstone has thrived under his leaders hip and has become one of the just about profitable and fe bed investment groups on Wall Street. Schwarzman is not the easiest to work for. One executive was purportedly open fire for the sound his nose made when he breathed.He may be a huge success only if would you be leading to work for him? Brief Chapter intimate I. Personality A. What Is Personality? (PPT. 42) A dynamic concept Defined the sum total of slipway in which an individual reacts and interacts with others B. Personality Determinants (PPT 4-3) 1. first appearance in advancehand(predicate) arguments suggest heredity and environment. Current literature suggests three factors heredity, environment, and situation. 2. Heredity 3. Environment C. Personality Traits (PPT 4-4) 1. Introduction 2.Myers-Briggs Type Indicator (MBTI) (PPTs 45 4 6) widely employ in practice by major companies. 3. The Big Five mildew (PPT 47) Five Basic Dimensions o Extraversion o agreeableness o Conscientiousness o stimulated sta bility o Openness to experience Research indicates relationships between these personality dimensions and job performance. D. How Do the Big Five Traits counter fashion? (PPT 48) Research has shown this to be a better framework. Certain traits have been shown to strongly relate to higher job performance E.Other Personality Traits relevant to OB (PPT 49) 1. Core Self-Evaluation (Self- place) (PPT 49) Locus of Control o Internals o Externals self-consciousness Directly related to expectations for success 2. Machiavellianism (PPT 49) idiosyncratics high on this dimensionpragmatic, emotional distance, and belief that the ends reassert the means 3. Narcissism (PPT 49) Narcissists black market to be selfish and exploitive. 4. Self-Monitoring (PPT 410) Ability to queue up behavior to external, situational factors 5. Risk Taking (PPT 410) Managers in large organizations tend toward risk aversiveness. 6. Type A Personality (PPT. 411) A Type A personality is characterized as constant motion, unforbearing, obsess with measuring self-performance whereas a Type B Personality (PPT 411) is more relaxed does not suffer from a feel of season urgency. 7. Proactive Personality (PPT 411) Create positive change in their environments. More likely seen as leaders and change agents F. Personality and National finishing soaring amount of agreement among individuals in a country nary(prenominal)common personality cases for a country I.Values A. Introduction Values represent prefatorial convictions (PPT 412) o in that location is a judgmental element of what is right, good, or plummy. o Values have both content and intensity attri exclusivelyes. o Values be not generally fluid and flexible. ? They tend to be relatively stable and enduring. ? A significant portion of the values we hold is established in our early yearsfrom parents, teachers, friends, and others. B. Importance of Values (PPT 413) Values lay the foundation for the understanding of attitude s and motivation. Values generally work on attitudes and behavior. C.Types of Values 1. Rokeach Value ken (PPTs 414 to 416) (Exhibit 43) Two sets of values, each set had 18 individual value items o Terminal valuesrefer to desirable end-states of cosmea, the goals that a person would like to achieve during his/her life story o Instrumental valuesrefer to preferable modes of behavior, or means of achieving the terminal values several(prenominal) studies confirm that the RVS values pull up stakes among groups. o mass in the same occupations or categories tend to hold similar values. Although in that respect may be circuit among groups, there are some significant differences as well. (Exhibit 44) 2. Contemporary Work Cohorts Different generations hold different work values. o Veteransentered the workforce from the early 1940s through the early mid-sixties. o Boomersentered the workforce during the 1960s through the mid-1980s. o Xersbegan to enter the workforce from the mid-1 980s. o Nexters more or less recent entrants into the workforce. D. Values, Loyalty, and Ethical Behavior (PPT 417) Many population think of there has been a decline in business ethics since the late 1970s.The four-stage model of work cohort values might explain this perception. (Exhibit 45) Managers uniformly report the action of bosses as the most important factor influencing ethical and unethical behavior in the organization. II. Linking an Individuals Personality and Values to the Workplace A. Person-Job Fit Personality-job fit theory (PPTs 418 to 421) (Exhibit 46) o Each personality type has a congruous occupational environment. B. The Person-Organization Fit People leave organizations that are not compatible with their personalities. Organizational stopping point Profile (OCP) o Match individual values to organizations values. IV. Global Implications A. Personality . B. Values Across Cultures 1. Introduction Values differ across cultures. 2. Hofstedes Framework for A ssessing Cultures (PPTs 4-22 4-28) One of the most widely referenced approaches for analyzing variations among cultures has been done by Geert Hofstede. o Power distance o personal identity versus collectivism o Masculinity versus womanhood o question avoidance Long-term versus short-term orientation 3. The mankind Framework for Assessing Cultures (Exhibit 48) In 1993, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) began updating this research with data from 825 organizations and 62 countries. Nine dimensions on which national cultures differ o Assertiveness o Future orientation o Gender differentiation o Uncertainty avoidance o Power distance o Individualism/collectivism o In-group collectivism o Performance orientation o human orientation 4. Implications for OBV. epitome AND IMPLICATIONS FOR MANAGERS (PPT 4-30) A. Personality ? Conscientiousness is often a major factor for successful employees ? The MBTI can be used to better understand each othe r ? Managers use the Big Five to view employee personality B. Values ? Values influence attitudes, perceptions, and behaviors ? Values can be measured victimisation the Rokeach Values Survey ? It is important that the values of the employee and the organization match Expanded Chapter Outline Personality A. What Is Personality? Personality is a dynamic concept describing the growth and development of a persons whole psychological system it looks at some aggregate whole that is greater than the sum of the parts. Gordon Allport coined the most frequent used definition o The dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment The text defines personality as the sum total of ways in which an individual reacts to and interacts with others. It is most often described in terms of measurable traits that a person exhibits.B. Personality Determinants 1. Introduction An early argument focus on on whether or not personality was the takings of heredity or of environment. o Personality appears to be a result of both influences. o Today, we clear a third factorthe situation. 4 Situation 5 Influences the effects of heredity and environment on personality 6 The different demands of different situations call forth different aspects of ones personality. 7 There is no come apartification scheme that tells the impact of various types of situations. 8 Situations seem to differ well in the constraints they impose on behavior. . Heredity Heredity refers to those factors that were determined at conception. The heredity approach argues that the ultimate explanation of an individuals personality is the molecular(a) structure of the genes, located in the chromosomes. Three different streams of research lend some credibility to the heredity argument o The genetic underpinnings of human behavior and temperament among young children. Evidence demonstrates that traits such as shyness, fear, and distres s are most likely caused by inherited genetic characteristics. One hundred sets of very(a) twins that were separated at birth were studied. Genetics accounts for about 50 percent of the variation in personality differences and over 30 percent of occupational and leisure interest variation. o Individual job satisfaction is remarkably stable over time. This indicates that satisfaction is determined by something inherent in the person rather than by external environmental factors. Personality characteristics are not completely dictated by heredity. If they were, they would be fixed at birth and no amount of experience could alter them. . Environment Factors that exert pressures on our personality formation o The culture in which we are raised o azoic conditioning o Norms among our family o Friends and neighborly groups The environment we are exposed to plays a substantial role in shaping our personalities. Culture establishes the norms, attitudes, and values passed from one gene ration to the next and create consistencies over time. The arguments for heredity or environment as the primary determinant of personality are both important. Heredity sets the parameters or outer limits, but an individuals full potential will be determined by how well he or she adjusts to the demands and requirements of the environment. C. Personality Traits 1. Introduction Early work revolved around attempts to identify and label enduring characteristics. o Popular characteristics include shy, aggressive, submissive, lazy, ambitious, loyal, and timid. These are personality traits. o The more consistent the characteristic, the more frequently it occurs, the more important it is. Researchers believe that personality traits can help in employee selection, job fit, and career development. 2. The Myers-Briggs Type Indicator One of the most widely used personality frameworks is the Myers-Briggs Type Indicator (MBTI). It is a 100-question personality test that asks peck how they usu ally feel or act in point situations. Individuals are classified as o Extroverted or introverted (E or I). o Sensing or intuitive (S or N). o sentiment or feeling (T or F). o Perceiving or judging (P or J). These classifications are then combined into sixteen personality types.For example o INTJs are visionaries. They usually have original musical themes and great drive for their own ideas and purposes. They are characterized as skeptical, critical, independent, determined, and often stubborn. o ESTJs are organizers. They are rea totalic, logical, analytical, decisive, and have a internal head for business or mechanics. o The ENTP type is a conceptualizer. He or she is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be resourceful in solving repugn problems but may neglect routine couchments. MBTI is widely used in practice. Some organizations using it include Apple Computer, AT&T, Citigroup, GE, 3M Co. and others. 3. The Big Five Model An impressive body of research supports that five basic dimensions underlie all other personality dimensions. The five basic dimensions are o Extraversion. Comfort level with relationships. Extroverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet. o Agreeableness. Individuals propensity to defer to others. High agreeableness peoplecooperative, warm, and trusting.Low agreeableness peoplecold, disagreeable, and ant agonistic. o Conscientiousness. A measure of reliability. A high conscientious person is responsible, organized, dependable, and persistent. Those who polish off low on this dimension are easily distracted, disorganized, and unreliable. o Emotional stability. A persons ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure. o Openness to experience. The range of in terests and fascination with novelty.Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the openness category are constituted and find comfort in the familiar. Research found important relationships between these personality dimensions and job performance. o A broad spectrum of occupations was examined in addition to job performance ratings, training proficiency (performance during training programs), and personnel data such as salary level. o The results showed that conscientiousness predicted job performance for all occupational groups. Individuals who are dependable, reliable, careful, thorough, able to plan, organized, hardworking, persistent, and achievement-oriented tend to have higher job performance. o Employees higher in conscientiousness develop higher levels of job knowledge. o There is a strong and consistent relationship between conscientiousness and organizational citizenship behavior (OCB). o For the other personality dimensions, predictability depended upon both the performance criterion and the occupational group. o extraversion predicts performance in managerial and sales positions. Openness to experience is important in predicting training proficiency. D. How Do the Big Five Traits Predict Behavior? Research has shown relationships between these personality dimensions and job performance. Employees who score higher for example in conscientiousness, develop higher levels of job knowledge Extraverts tend to be happier in their jobs and do better in jobs that require significant interpersonal interaction probably because they have better social skills. E. Other Personality Traits Relevant to OB 1. Core Self-Evaluation (Self-perspective) People who have a positive core self-evaluation see themselves as effective, capable, and in control. People who have a negative core self-evaluation tend to dislike themselves. Locus of control o A persons perception of the source of his/her fate is termed locus of control. ? There is not a clear relationship between locus of control and turnover because there are opposing forces at work. o Internals People who believe that they are know of their own fate ? Internals, facing the same situation, attribute organizational outcomes to their own actions.Internals believe that health is substantially under their own control through prim habits their incidences of sickness and, hence, their absenteeism, are lower. ? Internals generally perform better on their jobs, but one should consider differences in jobs. ? Internals search more actively for information before making a decision, are more motivated to achieve, and make a greater attempt to control their environment, therefore, internals do well on sophisticated tasks. ? Internals are more suited to jobs that require initiative and independence of action. Externals People who believe they are pawns of fate ? Individuals who rate high in externality are slight satisfied with their jobs, have higher absenteeism rates, are more alienated from the work setting, and are less involved on their jobs than are internals. ? Externals are more yielding and willing to follow directions, and do well on jobs that are well structured and routine and in which success depends heavily on complying with the direction of others. Self-esteem o Self-esteemthe degree to which people like or dislike themselves. (SE) is directly related to expectations for success. o Individuals with high self-esteem will take more risks in job selection and are more likely to choose unconventional jobs than people with low self-esteem. o The most generalizable finding is that low SEs are more susceptible to external influence than are high SEs. Low SEs are dependent on the receipt of positive evaluations from others. o In managerial positions, low SEs will tend to be mentioned with pleasing others. o High SEs are more satisfied with their jobs than are low SEs. 2. Machiavellianism Named after Niccolo Machiavelli, who wrote in the sixteenth century on how to gain and use power. An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes that ends can justify means. High Machs manipulate more, win more, are persuaded less, and persuade others more. High Mach outcomes are moderated by situational factors and flourish when they interact brass-to-face with others, rather than indirectly, and when the situation has a minimum number of rules and regulations, thus furnishing latitude for improvisation. High Machs make good employees in jobs that require bargaining skills or that offer substantial rewards for winning. 3. Narcissism Describes a person who has a grandiose sense of self-importance. They think they are better leaders. Often they are selfish and exploitive. 4. Self-Monitoring This refers to an individuals ability to adjust his or her behavior to external, situational factors. Individuals high in self-monitoring show appreciable a daptability. They are super sensitive to external cues, can behave differently in different situations, and are capable of presenting striking contradictions between heir public persona and their private self. Low self-monitors cannot disguise themselves in that way. They tend to display their true dispositions and attitudes in any situation resulting in a high behavioral consistency between who they are and what they do. The research on self-monitoring is in its infancy, so predictions must be guarded. Preliminary present suggests o High self-monitors tend to pay closer attention to the behavior of others. o High self-monitoring managers tend to be more mobile in their careers and receive more promotions. High self-monitor is capable of displace on different faces for different audiences. 5. Risk Taking The propensity to assume or avoid risk has been shown to have an impact on how long it takes managers to make a decision and how much information they require before making their choice. High risk- fetching managers make more rapid decisions and use less information in making their choices. Managers in large organizations tend to be risk averse especially in contrast with growth-oriented entrepreneurs. Makes sense to consider aligning risk-taking propensity with specialized job demands. 6. Type A Personality Type A personality is aggressively involved in a chronic, incessant struggle to achieve more and more in less and less time, and, if required to do so, against the opposing efforts of other things or other persons. They are always moving, walking, and eating rapidly, are impatient with the rate at which most events take place, are doing do two or more things at once and cannot cope with leisure time. They are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire. In contrast to the Type A personality is the Type B Personality. Type Bs never suffer from a sense of time urgency with its acc ompanying impatience. o Type Bs feel no need to display or discuss either their achievements or accomplishments unless such exposure is demanded by the situation. o Type Bs play for mutation and relaxation, rather than exhibit their superiority at any cost. o They can relax without guilt. Type A personality compared to Type B personality o Type As operate under moderate to high levels of stress. They subject themselves to continuous time pressure, are fast workers, quantity over quality, work long hours, and are also rarely creative. Type As behavior is easier to predict than that of Type Bs. o Do Type As differ from Type Bs in their ability to get affianced? ? Type As do better in job interviews are more likely to be judged as having desirable traits such as high drive, competence, and success motivation. 7. Proactive Personality Actively taking the initiative to improve their current circumstances while others sit by passively Proactives identify opportunities, show initiativ e, take action, and persevere. Create positive change in their environment. More likely to be seen as leaders and change agents More likely to achieve career success F. Personality and National Culture The five personality factors identified in the Big Five model are found in almost all cross-cultural studies. There are no common personality types for a given country. There are Type As in every country, but they tend to be more found in capitalist countries. Values A. Introduction Values Represent Basic Convictions o A specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of onduct or end-state of existence. o They have both content and intensity attributes. o An individuals set of values ranked in terms of intensity is considered the persons value system. o Values have the goal to be stable. o Many of our values were established in our early years from parents, teachers, friends, and others. B. Importance of V alues Values lay the foundation for the understanding of attitudes and motivation. Values generally influence attitudes and behaviors. We can predict reaction based on understanding values. C.Types of Values (Value Classifications) 1. Rokeach Value Survey (Exhibit 43) This instrument contains two sets of values each set has 18 value items. o Terminal Valuesrefer to desirable end states of existence. ? The goals that a person would like to achieve during his/her lifetime o Instrumental Valuesrefer to preferable modes of behavior. ? Means of achieving the terminal values o Several studies confirm that the RVS values vary among groups. o People in the same occupations or categories tend to hold similar values. Although there may be overlap among groups, there are some significant differences as well. 2. Contemporary Work Cohorts Different generations hold different work values. o Veteransentered the workforce from the early 1940s through the early 1960s. o Boomersentered the workfo rce during the 1960s through the mid-1980s. o Xersentered the workforce beginning in the mid-1980s. o Nextersmost recent entrants into the workforce. D. Values, Loyalty, and Ethical Behavior Many people think there has been a decline in business ethics since the late 1970s. The four-stage model of work cohort alues might explain this perception (Exhibit 45). Managers consistently report the action of bosses as the most important factor influencing ethical and unethical behavior in organizations. III. Linking an Individuals Personality and Values to the Workplace A. The Person-Job Fit This mention is best articulated in John Hollands personality-job fit theory. o Holland presents six personality types and proposes that satisfaction and the propensity to leave a job depends on the degree to which individuals successfully match their personalities to an occupational environment.The six personality types are realistic, investigative, social, conventional, enterprising, and artistic o Each one of the six personality types has a congruent occupational environment. o Vocational Preference Inventory questionnaire contains 160 occupational titles. Respondents indicate which of these occupations they like or dislike their answers are used to form personality profiles. o The theory argues that satisfaction is highest and turnover lowest when personality and occupation are in agreement. B. The Person-Organization Fit Most important for an organization facing a dynamic and changing environment, and requiring employees who are able to readily change tasks and move fluidly between teams It argues that people leave jobs that are not compatible with their personalities. Organizational Culture Profile (OCP) o Individuals have to sort their values in terms of importance. o Forced choice rationalehaving to make hard choices that ones true values become apparent o Match personal values to those of the organization.IV. Global Implications 1. Introduction Do personality fram eworks like the Big Five Model transfer across cultures? There is a surprising amount of agreement across industrialized countries that they do. Values differ across cultures therefore, understanding these differences helps to explain and to predict behavior of employees from different countries. One of the most widely referenced approaches for analyzing variations among cultures has been done by Geert Hofstede. 2. Hofstedes Framework for Assessing Cultures Five value dimensions of national culture o Power distance The degree to which people in a country accept that power in institutions and organizations is distributed unevenly. o Individualism versus collectivism Individualism is the degree to which people in a country prefer to act as individuals rather than as members of groups. Collectivism equals low individualism. o Masculinity versus femininity Masculinity is the degree to which values such as the acquisition of money and material goods prevail. Femininity is the degree to which people value relationships and show sensitivity and concern for others. Uncertainty avoidance The degree to which people in a country prefer structured over unstructured situations. o Long-term versus short-term orientation Long-term orientations look to the future and value thrift and persistence. Short-term orientation values the past and present and emphasizes respect for tradition and fulfilling social obligations. Hofstede Research Findings o Asian countries were more collectivist than individualistic. o fall in States ranked highest on individualism. o German and Hong Kong rated high on masculinity. o Russia and The Netherlands were low on masculinity. chinaware and Hong Kong had a long-term orientation. o France and the linked States had short-term orientation. 3. The GLOBE Framework for Assessing Cultures Hofstedes work is the basic framework for assessing cultures. However, it is nearly 30 years old. In 1993, the Global Leadership and Organizational Behavior Effe ctiveness (GLOBE) began updating this research with data from 825 organizations and 62 countries. GLOBE Framework for Assessing Cultures (Exhibit 48) o Assertiveness The extent to which a order of magnitude encourages people to be tough, confrontational, assertive, and competitive versus modest and tender. Future orientation The extent to which a society encourages and rewards future-oriented behaviors such as planning, investing in the future and delaying gratification. o Gender differentiation The extent to which a society maximized gender role differences. o Uncertainly avoidance Societys trustfulness on social norms and procedures to alleviate the unpredictability of future events. o Power distance The degree to which members of a society expect power to be unequally shared. o Individualism/collectivism The degree to which individuals are encouraged by societal institutions to be integrated into groups within organizations and society. In-group collectivism The extent to whic h societys members take pride in membership in small groups such as their families and circles of close friends, and the organizations where they are employed. o Performance orientation The degree to which society encourages and rewards group members for performance improvement and excellence. o Humane orientation The degree to which a society encourages and rewards individuals for being fair, altruistic, generous, caring, and kind to others. GLOBE Research Findings o The GLOBE study had extended Hofstedes work rather than replaced it. It confirms Hofstedes five dimensions are still valid and provides updated measures of where countries are on each dimension. For example, the United States in the 70s led the beingness in individualismtoday, it is in the mid-ranks of countries. 1. Implications for OB Twenty years ago organizational behavior had a strong American pre have gotion Many of the studies were completed with only American samples Now there has been an increase in cross -cultural research OB is a global discipline V. SUMMARY AND IMPLICATIONS FOR MANAGERS A. Personality The Big Five provides a meaningful way for managers to examine personality ? Managers should look for employees high on conscientiousness ? Situational factors should be taken into consideration, they do impact personality-job performance ? The MBTI can be used for teams to better understand each other B. Values ? Values influence a persons attitudes, perceptions and behaviors ? The Rokeach Values Survey can be used to measure an employees values ? Employees are often rewarded more often when their personal values match those of the organizationText commits Myth or Science? Entrepreneurs Are a Breed Apart This statement is true. A review of 23 studies on the personality of entrepreneurs revealed significant differences between entrepreneurs and managers on four of the Big Five Entrepreneurs scored significantly higher on conscientiousness, emotional stability, and openness to e xperience, and they scored significantly lower on agreeableness.Though of course not every entrepreneur achieves these scores, the results clearly suggest that entrepreneurs are different from managers in key ways. A fascinating study of MBA students provides one explanation for how entrepreneurs are different from others. canvas male MBA students with either some or no prior entrepreneurial experience, the authors found that those with prior experience had significantly higher levels of testosterone (measured by taking a saliva swab at the beginning of the study) and also scored higher on risk propensity.The authors of this study concluded that testosterone, because it is separated with social dominance and aggressiveness, energizes individuals to take entrepreneurial risks. Because individual differences in testosterone are 80 percent inherited, this study adds more weight to the conclusion that entrepreneurs are different from others. Whats the upshot of all this? An individual who is considering a career as an entrepreneur or a business owner might consider how she scores on the Big Five. To the extent that she is high in conscientiousness, emotional stability, and openness and low in agreeableness, such a career might be for her.Class Exercise Place the students in teams of five. 1. Have one set of teams brainstorm specific traits essential to being a good professor. 2. Another set of teams should brainstorm job tasks handled by a good professor. 3. Have the teams track record their criteria on the board. 4. As a class, create one set of five traits and five tasks for a professorial position. 5. Ask students what questions or teaching artifacts students would ask or review in matching professorial candidates to their jobs. International pic A Global PersonalityDetermining which employees will succeed on overseas business assignments is often difficult for an organizations managers because the same qualities that predict success in one culture may not i n another. Researchers, however, are naming personality traits that can help managers home in on which employees would be suited for foreign assignments. Organizational psychologist Robert Hogan, for example, states that emotional maturity, remaining composed under pressure, and being comfortable with uncertainty are traits that breed success in most jobs, and these traits may be especially valuable for the overseas employee to possess.In addition, according to the Center for Global Assignments (CGA), successful global executives tend to be open-minded and creative, and they also enjoy talking and networking with others. Other traits that have been linked to overseas employment success include curiosity and risk tolerance. Viewed from the perspective of the Big Five, characteristics such as open-mindedness and curiosity are similar to the Big Five trait openness to experience, while characteristics such as enjoying talking with others and networking check the Big Five trait extrav ersion.For the overseas employee, being more open and extraverted may be particularly helpful in breaching communication barriers and cultivating trust, which in turn promotes cooperation. What is the ultimate upshot for organizations? When it comes to choosing employees for global assignments, personality can make a difference. Source Based on J. E. Fernandez, The Making of a Global Executive, journal of Business Strategy 24, no. 5, (2003), pp. 3638. Class Exercise While the chapter does not contain this element, you may wish to choose from one of the other instructional resources provided for this chapter. pic IN THE pic Are U.S. Values Different? People in the United States are used to being criticized. After all, it was more than a century ago when the Irish playwright George Barnard Shaw wrote, Americans adore me and will go on adoring me until I say something prissy about them. But as a result of the Iraq War and the fact that the United States is the worlds lone remaining s uperpower, its citizens are taking unprecedented criticism abroad. One critic sneered, The American interest group of wealth, size, and abundanceas material surrogates for happinessis aesthetically unpleasing and ecologically catastrophic. And many Europeans think that U. S. dults are obsessed with work. Some have even argued that the United States and Europe are becoming increasingly polarized. Overall, the United States is wealthier than Europe and has higher productivity. But whats wrong with that? Well, some stats are not very positive. For example, compared to Europe, the United States is much more violent it has 685 prisons for every 100,000 people, compared to 87 in the European Union. The United States has also increasingly seemed to reward power with money. For example, in 1980, the average chief operating officer in the United States earned 40 times the annual income of the average manufacturing employee.Today, that ratio is 4751 By comparison, the ratios are 241 in the U. K. , 151 in France, and 131 in Sweden. Finally, the United States contains 5 percent of the worlds population, but it is responsible for 25 percent of the worlds greenhouse gas outputwhich is, many scientists argue, responsible for global warming. Values may account for some of these differences. For example, in a study of people in 14 countries, those in the United States were more likely than others to see natural resources as elements at their disposal. And compared to Europeans, U. S. dults are more likely to believe that war is often necessary, that it is right to kill to defend property, and that physical visitment of children is necessary. Do you think U. S. values are an underlying factor behind some of these social phenomena? Or is this academic U. S. bashing? Based on T. Judt, Europe vs. America, New York Review of Books, February 20, 2005, www. nybooks. com/articles/17726 P. W. Schultz and L. Zelezny, Values as Predictors of Environmental Attitudes Evidence for Consis tency Across 14 Countries, daybook of Environmental Psychology, September 1999, pp. 255265 and A. McAlister, P. Sandstrom, P.Puska, A. Veijo, R. Chereches, and L. Heidmets, Attitudes Towards War, Killing, and Punishment of Children Among Young People in Estonia, Finland, Romania, the Russian Federation, and the USA, Bulletin of the World Health Organization 79, no. 5 (2001), pp. 382387. Class Exercise This class exercise can help introduce the concept of ethnocentrism as it relates to value systems. It also may elicit some significant pass concerning the value system of Americans and others in the global economy. It is important to attempt to have students examine the arguments from a global perspective. 1. Have students break into small groups.In each group have students examine each of the issues raised in the vignette (e. g. work obsession, crime and violence, executive compensation, utilization of natural resources). 2. Have students develop a value-based argument support the position of the United States in terms of each of the issues. 3. Have students then take the same issues from a different global perspective. For example, you may wish to assign each group as a different culture (e. g. China, Japan, European Union, etc). 4. Have students report to the class. You may have an opportunity to encourage interesting debate of the issues.You should also incorporate Hofstedes and GLOBEs cultural analyses in the discussion. Point ( ( Counterpoint Traits Are Powerful Predictors of Behavioriii Point The essence of trait approaches in OB is that employees possess stable personality characteristics that significantly influence their attitudes toward, and behavioral reactions to, organizational settings. People with particular traits tend to be relatively consistent in their attitudes and behavior over time and across situations. Of course, trait theorists recognize that all traits are not equally powerful. They tend to put them into one of three categories.Card inal traits are those so strong and generalized that they influence every act a person performs. Primary traits are generally consistent influences on behavior, but they may not show up in all situations. Finally, secondary traits are attributes that do not form a vital part of the personality but come into play only in particular situations. For the most part, trait theories have focused on the power of primary traits to predict employee behavior. Trait theorists do a fairly good job of meeting the average persons face-validity test. Think of friends, relatives, and acquaintances you have known for a number of years.Do they have traits that have remained essentially stable over time? Most of us would answer that question in the affirmative. If Cousin Anne was shy and nervous when we last saw her 10 years ago, we would be surprised to find her outgoing and relaxed now. Managers seem to have a strong belief in the power of traits to predict behavior. If managers believed that situati ons determined behavior, they would hire people almost at random and structure the situation properly. But the employee selection process in most organizations places a great deal of violence on how applicants perform in interviews and on tests.Assume youre an interviewer and ask yourself What am I looking for in job candidates? If you answered with terms such as conscientious, hardworking, persistent, confident, and dependable, youre a trait theorist. Counterpoint Few people would dispute that there are some stable individual attributes that affect reactions to the workplace. But trait theorists go beyond that generality and argue that individual behavior consistencies are widespread and account for much of the differences in behavior among people.There are two important problems with using traits to explain a large proportion of behavior in organizations. First, organizational settings are strong situations that have a large impact on employee behavior. Second, individuals are hi ghly adaptive, and personality traits change in response to organizational situations. It has been well known for some time that the effects of traits are likely to be strongest in relatively weak situations and weakest in relatively strong situations.Organizational settings tend to be strong situations because they have rules and other formal regulations that define acceptable behavior and punish deviant behavior, and they have informal norms that dictate appropriate behaviors. These formal and informal constraints minimize the effects of personality traits. POINT/COUNTERPOINT (Continued) By arguing that employees possess stable traits that lead to cross-situational consistencies in behaviors, trait theorists are implying that individuals dont really adapt to different situations.But there is a growing body of evidence that an individuals traits are changed by the organizations that individual enrols in. If the individuals personality changes as a result of exposure to organizatio nal settings, in what sense can that individual be said to have traits that persistently and consistently affect his or her reactions to those very settings? Moreover, people typically belong to multiple organizations that often include very different kinds of members. And they adapt to those different situations.Instead of being the prisoners of a rigid and stable personality framework, as trait theorists propose, people regularly adjust their behavior to reflect the requirements of various situations. Class Exercise 1. Divide the class into two groupsone group to take on the issues raised in Point, the other group to take on the issues raised in Counterpoint. You may want to divide each half into smaller groups to enable all class members to participate in the groups discussions. 2. Ask the class to act as an organizations management team.Their job is make a recommendation as to what types of testing they will use in their organization when selecting employees for hire or promotio n using the issues assigned by the Point/Counterpoint arguments. Which types of testing will be used and why? (You may want to give students time to do some researcheither Internet or Libraryon this topic. There are several exercises in the Exploring OB Topics on the World Wide Web section at the end of this chapter. ) 3. Have students present their recommendations to the class and make a decision as to what is the best argument for testing, type of test, etc.What gains do they expect as a result of the testing? 4. Have them list the recommendations and benefits on the board for the class to evaluate during the discussion. 5. You may want them to research the cost of implementing these tests in an organization. Does testing cost of testing offset the benefits? Questions for Review 1. What is personality? How do we typically measure it? What factors determine personality? Answer Personality is the sum total of ways in which an individual reacts and interacts with others, the measurab le traits a person exhibits. It is typically measured using self-reporting surveys.Observer-ratings surveys that provide an independent assessment of personality is often better predictors. Personality seems to be the result of both hereditary and environmental factors. Heredity refers to factors determined at conception physical stature, facial attractiveness, gender, temperament, muscle composition and reflexes, energy level, and bio-rhythms 2. What is the Myers-Briggs Type Indicator (MBTI), and what does it measure? Answer The Myers-Briggs Type Indicator (MBTI), is the most widely used instrument in the world to determine personality attributes.Participants are classified on four axes to determine one of 16 possible personality types. It measures extroverted/introverted sensing/intuitive thinking/feeling and judging/perceiving attributes. 3. What are the Big Five personality traits? Answer Extroversion Sociable, gregarious, and assertive Agreeableness Good-natured, cooperative and trusting Conscientiousness responsible, dependable and organized Emotional Stability calm, self-confident versus negative and depressed Openness to experience Curious, imaginative 4. How do the Big Five traits predict work behavior?Answer Certain traits have been shown to strongly relate to higher job performance For example, highly conscientious people develop more job knowledge, exert greater effort, and have better performance. Other Big Five Traits also have implications for work. Emotional stability is related to job satisfaction. Extroverts tend to be happier in their jobs and have good social skills. Open people are more creative and can be good leaders. Agreeable people are good in social settings. 5. Besides the Big Five, what other personality traits are relevant to OB?Answer Core Self-Evaluation The degree to which people like or dislike themselves Positive self-evaluation leads to higher job performance Machiavellianism A pragmatic, emotionally distant power-p layer who believes that ends justify the means. High Machs are manipulative, win more often, and persuade more than they are persuaded. They flourish when they have direct interaction, and work with minimal rules and regulations Narcissism depicted by an arrogant, entitled, self-important person who needs excessive admiration.Predictably, they are less effective in their jobs. Self-monitoring, the ability to adjust behavior and risk-taking, the ability to take chances are traits that are also relevant to OB. 6. What are values, why are they important, and what is the difference between terminal and instrumental values? Answer Values are basic convictions on how to conduct yourself or how to live your life that is personally or socially preferable How To live life properly.They are important because they provide understanding of the attitudes, motivation, and behavior, they influence our perception of the world around us, they represent interpretations of right and wrong and they I mply that some behaviors or outcomes are preferred over others. The difference between terminal and instrumental values is as follows Terminal Values are desirable end-states of existence the goals that a person would like to achieve during his or her lifetime.Instrumental Values are preferable modes of behavior or means of achieving ones terminal values. 7. Do values differ across generations? How so? Answer Yes, values differ considerably across generations. Dominant work values for Veterans entering the workforce in the 19502 or early 1960s are hard-working, conservative, conformity and loyalty to the organization. In contrast, the Nexters in the workforce from 2000 to the present are confident, value financial success are self-reliant and loyal to both self and relationships. 8. Do values differ across cultures?How so? Answer Yes. According to Hofstede and the GLOBE Project, there are a number of values that differ across cultures Hofstedes Framework for assessing culture includ es five value dimensions Power Distance Individualism vs. Collectivism Masculinity vs. Femininity Uncertainty Avoidance Long-term vs. Short-term Orientation When these variables are measured, countries vary considerably such as the U. S. ranking 1 in individualism while Colombia ranks 49th. Experiential Exercise WHAT organizational CULTURE DO YOU PREFER?THE ORGANIZATIONAL CULTURE PROFILE (OCP) CAN HELP ASSESS WHETHER AN INDIVIDUALS VALUES MATCH THE ORGANIZATIONS. THE OCP HELPS INDIVIDUALS SORT THEIR CHARACTERISTICS IN TERMS OF IMPORTANCE, WHICH INDICATES WHAT A individual VALUES. 1. Working on your own, complete the OCP below. 2. Your instructor may ask you the following questions individually or as group of three or four students (with a spokesperson appointed to speak to the class for each group) a. What were your most preferred and least preferred values? Do you think your most preferred and least preferred values are similar to those of other class or group members? . Do you think there are generational differences in the most preferred and least preferred values? c. Research has shown that individuals tend to be happier, and perform better, when their OCP values match those of their employer. How important do you think a values match is when youre deciding where you want to work? Ethical Dilemma Hiring Based on Body Art Leonardos Pizza in Gainesville, Florida, regularly employs heavily tattooed workers. Tina Taladge and Meghan Dean, for example, are covered from their shoulders to their ankles in colorful tattoos.So many of the employees at Leonardos sport tattoos that body art could almost be a qualification for the job. Many employers, however, are not that open to tattoos. Consider Russell Parrish, 29, who lives near Orlando, Florida, and has dozens of tattoos on his arms, hands, torso, and neck. In searching for a job, Parrish walked into 100 businesses, and in 60 cases, he was refused an application. I want a career, Parrish says, I want same the shot as everybody else. Parrish isnt alone. Many employers, including Walt Disney World, GEICO, SeaWorld, the U. S.Postal Service, and Wal-Mart, have policies against visible tattoos. A survey of employers revealed that 58 percent indicated that they would be less likely to hire someone with visible tattoos or body piercings. Perception is everything when it comes to getting a job, says Elaine Stover, associate director of career services at Arizona State University. Some employers and clients could perceive body art negatively. However, other employerssuch as Bank of America, Allstate, and IBMallow tattoos. Bank of America goes so far as to have a policy against using tattoos as a factor in hiring decisions.Policies toward tattoos vary because, legally, employers can do as they wish. As long as the rule is employ equally to everyone (it would not be permissible to allow tattoos on men but not on women, for example), policies against tattoos are perfectly legal. Though not hi ring people with tattoos is discrimination, its legal discrimination, said Gary Wilson, a Florida employment lawyer. Thirty-six percent of those aged 18 to 25, and 40 percent of those aged 26 to 40, have at least one tattoo, whereas only 15 percent of those over 40 do, according to a fall 2006 survey by the Pew Research Center.One study in American Demographics suggested that 57 percent of senior citizens viewed visible tattoos as freakish. Clint Womack, like most other people with multiple tattoos, realizes theres a line that is dangerous to cross. While the 33-year-old hospital workers arms, legs, and much of his torso are covered with tattoos, his hands, neck, and face are clear. Tattoos are a choice you make, he says, and you have to live with your choices. Questions 1. Why do some employers ban tattoos while others dont mind them?AnswerTattoos or body art is a choice for individuals and a choice for organizations as to whether they are acceptable or not. 2. Is it fair for emp loyers to reject applicants who have tattoos? Is it fair to require employees, if hired, to conceal their tattoos? Answer Yes to both questions. Fairness is determined by and based on the policies of the organization. As long as they are applied consistently, the organization has the right to determine whether or not tattoos, visible or otherwise are allowed. To avoid any discriminatory issues, whatever policy is in place must be administered fairly. . Should it be illegal to allow tattoos to be a factor at all in the hiring process? Answer No. Many factors contribute to the hiring process including appearance. An organization has the right to determine the image of their respective company. Just as an organization establishes its culture, the employees reflect the reputation of the company. Legislation on tattoos would impair the organizations right to choose their own employees. Sources R. R. Hastings, Survey The Demographics of Tattoos and Piercings, HRWeek, February 2007, www. s hrm. org and H.Wessel, Taboo of Tattoos in the Workplace, Orlando (Florida) Sentinel, May 28, 2007, www. tmcnet. com/usubmit/2007/05/28/2666555. htm Case Incident 1 THE RISE OF THE NICE chief operating officer? If asked to describe the traits of an effective CEO, most people would probably use adjectives such as driven, competitive, and tough. While its clear that some hard-nosed CEOs, like Blackstone chief executive Stephen Schwarzman (see the chapter opener), are successful, recently some authors have suggested that being slender is really important in todays workplace, even in the CEO suite.In a recent book titled The No Ahole Rule Building a Civilized Workplace and Surviving One That Isnt, Stanford management professor Robert Sutton argues that getting along well with others is important to the successful functioning of organizations. Many companies, such as Google, have developed policies to weed out those who habitually behave in an uncivil manner. Lars Dalgaard, CEO of Succe ssFactors, a business software company, identifies himself as a recovering Fortune 500 ahole. Now, Dalgaard has implemented a strict no ahole rule in his company.Job interviews are lengthy and feature probing questions designed to uncover any browbeating tendencies. Last year, Dalgaard took candidates vying for a chief financial officer vacancy to lunch at a local restaurant to see how they treated the wait staff. Some got a free lunch but nothing more. When managers and employees are hired, they get a refreshing letter from Dalgaard that spells out 15 corporate values, the last of which is I will not be an ahole. Although its not clear whether theyve read Suttons book, some CEOs of Fortune 500 companies do seem to project the image of a kinder, gentler CEO. Lets consider three examples, all of whom were proteges of Jack Welch when he was CEO of General Electric (GE) and of whom were candidates to be his successor go after Nardelli, James McNerney, and Jeff Immelt. Bob Nardelli, former CEO, Home depot. When Bob Nardelli wasnt chosen to be CEO of GE, he demanded to know why. Didnt he have the best numbers? His bristliness was palpable, say GE insiders. When Nardelli became CEO of Home Depot, in his first few months on the job, he became notorious for his imperious manner and explosive temper.At one meeting, he yelled, You guys dont know how to run a fing business. When Nardelli was fired as CEO in 2006, it was due to a combination of factors, including Home Depots lackluster stock price, but his abrader personality played no small part. BusinessWeek wrote With the stock price recently stuck at just over 40, roughly the same as when Nardelli arrived 6 years ago, he could no longer rely on other sterile metrics to assuage the vibe anger his arrogance provoked within every one of his key constituencies employees, customers, and shareholders. James McNerney, CEO, Boeing. These are heady days at Boeing, which commands record levels of new orders and domina tes its European rival Airbus as never before. Most CEOs would take credit for this success. Not James McNerney, who gives the credit to Boeings engineers and employees. I view myself as a value-added facilitator here more than as someone whos crashing through the waves on the bridge of a frigate, he says. A former GE colleague compared Nardelli and McNerney, saying, Jims problems have been as tough, or tougher, than the ones that Bob had to face. But he has tried to solve them in a much more pleasant way.The guy is loved over there at Boeing. Jeff Immelt, CEO, General Electric. Although Jeff Immelt is the first to point out that the nickname Neutron Jack for his predecessor Jack Welch was misleading, and that the differences between him and Welch are not as dramatic as some claim, Immelt is noted for his calm demeanor and trusting approach. In speaking of his approach, he said, I want to believe the best in terms of what people can do. And if you want to make a growth culture, yo uve got to have a way to nurture people and not make them fight so doomed hard to get any idea through the door. Questions 1. Do you think Sutton is wrong and that the contrasting fortunes, and personalities, of Nardelli, McNerney, and Immelt are coincidental? Why or why not? Answer No, Sutton is correct. Interpersonal skills and the ability to develop relationships with people is increasingly more important in todays economy. The hard line, command and control style of management is no longer as effective as maybe it once was. Nardelli was fired undoubtedly because of the stock price but also because of his abrasive personality. 2. Do you think the importance of being nice varies by industry or type of job?How so? Answer No, the importance of being nice is based on personality and philosophy. Treating people with respect and trust is universal across industries and jobs. Nice also does not mean that the person is a welcome mat, but rather the person has a belief in the golden rul e of treating people appropriately and the results will follow. 3. How comfortable would you be working in a culture like that of SuccessFactors, where a certain level of niceness is part of the job description? Answer This may vary by student, but companies should have core values by which all employees should abide.Teamwork and building relationships are paramount in successful companies so proper treatment of others should be a given. 4. Do you think being nice is the same as the Big Five trait of agreeableness? If so, do you think companies should screen out those who score low on agreeableness? Answer Agreeableness can be compliant and conforming. Companies also need free and innovative thinkers. This factor in terms of performance is important when applied to lower levels of deviant behavior. Nice may be defined as agreeable but you can be nice and still disagree in a polite and respectful way.Companies should pay attention to this trait although it should not solely be used a s a screening mechanism. 5. Earlier we discussed the