Social Psychology Essay Example for Free

Social Psychology Essay The external validity of all of these studies has come under attack in recent years. The research may show that under experimental conditions, subjects fall into the categories of intervener or non-intervene fairly easily, but there is no evidence to suggest that these results can be generalised. Huston, Ruggiero, Conner and Geis (1981) address these issues. They also refer to the murder of Kitty Genovese but criticise previous studies for a lack of external validity. Specifically, they cite four major concerns over the extent to which the findings can be generalised. Firstly, Huston et al comment that ethical guidelines prevent experimenters from reproducing realistic experimental environments. Thus, the research is based on simulated events, usually using a group of students. Secondly, no research has ever investigated the situation whereby the bystander becomes an involved participant in the violent incident. According to Huston et al this avoids the issue of how the bystander can actually change the course of events. Thirdly, there has been a lack of focus on the effects of violent and criminal emergencies (understandably perhaps) and this means that the research does not correlate with real life situations. Huston et al (1981) argue that previous research has explored the role of personality traits in the potential to intervene. Huston et als study attempts to rectify these limitations and provide a more comprehensive account of real life acts of heroism. In doing so they provide a completely different framework through which to analyse bystanders at crime scenes. They measured three different areas which may account for intervention; exposure to crimes and emergencies,[relevant] competencies and skills,inclination to intervene. (1981, p. 15). Therefore, instead of using emotional, almost Freudian cues as were used in previous research, Huston et al choose cognitive cues and appear to view the individual as a rational and practical decision-maker. Huston et al reported that several factors increased the probability that any individual would intervene to help a stranger, Exposure to crime in the past was a significant factor, but more so, was the individuals perceived competence to intervene. Also those who intervened tended to be heavier and taller than the non-interveners. This suggests that a key factor in the decision making process of the individual is whether they perceive themselves as being capable of making a difference. Interestingly, Huston et al found no significant difference in the personality traits of the two groups of those who intervened and those who did not. They do however, suggest that further studies could include groups of subjects that are matched for their exposure to crime. They also comment that their sample and the samples of other similar studies may not be representative because those who do not intervene, for reasons of social desirability to not come forward in order for their experience to be examined and accounted for. This study goes some way in accounting for real life acts of heroism. It presents a naturalistic setting, which the previous studies neglected to provide, and suggests some plausible accounts for bystander intervention and acts of heroism. However, the majority of studies do not seem to account for cases of extreme altruism that take place in real life. Many go some way to explaining why many people do not intervene to help others. Self-interest appears to dominate all explanations. As Batson (1994) comments, the main assumption in most research into bystander intervention is that all human action is ultimately directed toward self-interest. (p. 603), and yet we still persist in volunteering, contributing and rescuing. Altruism is a paradox which defies biological explanation. Laboratory research into bystander intervention goes some way to accounting for acts of heroism but still fails to explain the point in our evolution where we began to perform acts of complete selflessness. References Batson, C.D. (1994). Why act for the public good? Four Answers. In Personality and Social Psychology Bulletin, 20, pp. 603-610Â  Brown, R. (1986) Social Psychology: The Second Edition. Free Press. Â  Darley, J.M. and Batson, C.D. (1973). From Jerusalem to Jericho : A study of situational and dispositional variables in helping behaviour. In Journal of Personality and Social Psychology, 27, pp. 100-108.

Free Huckleberry Finn Essays: From Conformity to Manhood :: Adventures Huckleberry Huck Finn Essays

From Conformity to Manhood  Ã‚      In The Adventures of Huckleberry Finn, Huck is the narrator. The character of Huck Finn was very different than the society that he was born into. Mr. Twain uses Huck’s open mindedness as a window to let humor and the book’s points and morals shine through. Huck always takes things very literally. This not only adds to the humor of the book, but it also lets some of the books deeper messages come through.  Ã‚   The Adventures of Huckleberry Finn, traces the story of a young man, Huck Finn, from conformity to the Southern way of thinking, to his own ideas about religion, wealth and slavery. In the first scenes of the book Huck is struggling to understand the concepts of Miss Watson's heaven and hell. He finds her harp strumming view of heaven boring and he wants to be in an exciting place. When Miss Watson tells Huck that he will get anything he prays for, he takes it very literally and decides to pray for fishing line, which he gets. But praying for fishing hooks didn't seem to work, when he asks her to pray for him to get some fishing hooks she calls him an idiot. These are both gentle pokes at southern religion. Christianity practiced a people so very pious, like Miss Watson, who can still treat their human slaves like property. This is an ongoing theme in the book. Twain points out some of the absurd incongruences between Christianity and the lifestyle of most of the south. Huck has not conformed to societies general way of thinking. When he is with the widow and Miss Watson, he begins to change, but Pap steals him away and he reverts back to a much more practical l ifestyle. Huck places very little value on the large sum of money that he has in the bank, while he finds smaller sums more important. Six thousand dollars was a fortune in the time that the book was written, but Huck, unlike the rest of his society wasn't impressed by it. This is again because of his literal mindedness. What could he use six thousand dollars for? He could use ten cents to buy some food, or five cents to buy some fishing line, but he had no use for huge sums of money. Society put value on wealth and property and book learning.

Stefan’s Diaries: The Craving Chapter 17

The reception was held in a different grand hall. My brother, Lydia, Bridget, and I formed a receiving line by the entrance to thank and greet our guests. Damon put it on a bit, bowing and pretending to know people he didn't. Compelling them into thinking he was an old friend, no doubt. While Bridget showed off her ring, Lydia gave everyone warm kisses or handshakes or smiles, whatever their relationship dictated. She even laughed when Bram tried to snatch a â€Å"farewell† kiss. Bridget stood by her side, beaming with what looked like genuine joy. â€Å"Thank you for coming today,† I said time and time again, the words tasting like chalk on my tongue. â€Å"We're so glad you could come celebrate with us. My thanks for being here today. Pleased to meet you, thank you so much for being here.† â€Å"Stefan Salvatore?† demanded a matron in an almost unmoving thick gray silk dress and pearls, holding on to my hand for longer than was strictly necessary. She pronounced the e at the end of my last name and fixed me with an eye as stony as her skirts. â€Å"Yes, ma'am,† I said, giving her as warm a smile as I could. â€Å"Of the Florentine Salvatores? Prince Alessandro?† â€Å"I'm not rightly sure, ma'am,† I answered, trying to keep my smile. â€Å"When my father came to this country he declared himself an American. He didn't keep up with our old relations.† Her eyes widened and her grip on my hand became loose. â€Å"An immigrant. How charming.† She didn't smile and pulled her hand out of my grasp, moving on. Several hundred people later we finally got to sit down. The bride and groom's table was festooned with palm fronds and garlands of huge flowers, and was covered with every expensive delicacy you could want to eat – or show off that you could afford. There was a seafood appetizer of oysters and other delicacies including Scottish smoked salmon and Russian caviar. Then came a main course that consisted of an absolutely staggering number of dead animals: roast beef, quail, venison, pheasant, woodcock, duck, lamb, roast pork, hot and cold, braised and grilled, minced and sauteed, sliced and in pies. It was all crowned off by a wedding cake, five tiers of the finest fruitcake covered in fondant and decorated with scrolls, swoops, columns, and sugar birds. The black-jacketed waiters poured glass after glass of champagne, and everyone chatted gaily. But my muscles were tied in knots. The â€Å"wedding† was officially over. Damon and I were legally married into the Sutherland family. It was only a matter of time before he began the next phase of his plan – whatever that ended up being. â€Å"Darling, get me a glass of water, would you?† Lydia was asking my brother, touching him tenderly on the cheek. â€Å"In some ceremonies, it's the lady's place to love, honor, and obey. Shouldn't you be getting one for me, little wife?† he smiled, but in a way I didn't like. â€Å"Of course! Anything for you, dear,† Lydia said. â€Å"Water, wine†¦Ã¢â‚¬  â€Å"Blood?† Damon prompted. Lydia laughed. â€Å"If you wish, it's my command.† Bridget didn't eat any of the expensive repast, leaping up from the table constantly to talk to her friends, holding out her hand and showing off her ring. I spent most of dinner nervously pushing very expensive food around a very expensive plate with a very expensive, very heavy silver fork, never taking my eyes off Damon. As dessert came out, Bram took pity on me and sat down in Bridget's place for a moment. â€Å"Congrats, old chap,† he said, shaking my hand. â€Å"You and Damon snagged two of the best New York has to offer.† I nodded miserably. â€Å"Mr. and Mrs. Sutherland are just terrific. And Margaret†¦ well, she's a spitfire, but I trust you'll be able to win her over eventually.† My head snapped up. â€Å"Have you noticed anything, er, odd about Margaret?† Bram had known the Sutherlands since he was born. Perhaps he had some insight into what made Margaret able to withstand Damon's charms. Bram scratched his floppy black curls. â€Å"Odd?† â€Å"Yes, she's different from the others. Stronger,† I said leadingly. Bram let out a rueful laugh. â€Å"That's for sure. One time when we were younger, I stole her favorite doll to use it as a nurse in a war game with my brother. I swear, the look she gave me! She didn't even have to touch me to send a painful shock through my entire body. Needless to say, I never played with her toys again.† â€Å"She was able to hurt you without touching you?† I pressed, trying to put the pieces together. But just then, Winfield tapped me on the shoulder and nodded toward a back room. Damon came with us, a mock-serious look on his face. As we quietly filed past the guests and down a side corridor, I strained to look out the windows. Through trees and towers I could see the mighty Hudson and the Palisades, a golden sun shining down on the sparkling river, the green forests, boats and barges parading slowly up and down the water. I almost did feel like a king surveying his countryside, since marrying into this family set me into the top of New York's highest society. We entered a dark-paneled smoking room, and Winfield immediately set about pouring some ruby-red sherry. Damon pulled out a silver flask and right there in front of Winfield spiked his drink with blood. Human blood. â€Å"To marriage eternal,† Damon said, raising his glass. Winfield agreed energetically. â€Å"To marriage.† I just nodded and tossed back the drink, hoping the cool liquid would sate my thirst. â€Å"There's a serious matter I need to talk to you lads about.† Winfield settled his frame into a large desk chair. Damon leaned forward expectantly. I tensed in my seat, ready for whatever would come next. â€Å"The matter of a dowry.† I squeezed my hands together. Damon grinned, exposing his gleaming canines. He threw himself on to a velvet couch. â€Å"Just what I was going to ask you about, Father. You don't mind me calling you that, do you?† â€Å"Not at all, my boy,† Winfield said, offering Damon a cigar. My brother took it, carefully trimming and lighting the end in a matter so professional I wondered where he picked up the habit. The two sat puffing for a moment, releasing large clouds of smoke into the tiny room. I coughed. Damon, enjoying my discomfort, took the effort to blow a smoke ring my way. â€Å"Now here's the thing. I want you two boys to be able to stand on your own two feet. My girls deserve real men, and if anything should happen to me, I want to make sure they're taken care of.† â€Å"Of course,† Damon said, out the corner of his mouth, around the cigar. â€Å"I have several mines in Virginia; one is gold. They could use some managing. And then there are the railway shares I've bought into†¦Ã¢â‚¬  My brother widened his eyes. I looked away, unable to bear watching him compel this poor man. â€Å"I would prefer cash,† he said. â€Å"All right, that seems reasonable,† Winfield said without pause or even blinking. â€Å"An annuity, then? A living salary?† â€Å"Up front. All of it,† Damon said pleasantly. â€Å"One twentieth of my estate, capital, and holdings, then?† Winfield asked politely. â€Å"More like a quarter.† An automaton, Winfield mindlessly agreed to everything Damon suggested. But I couldn't figure it out – would this keep Winfield safe? Would Damon just keep him around, ordering whatever he pleased out of him? â€Å"I'm glad you're so concerned about taking care of my girls in the manner to which they have been accustomed,† Winfield said, but his voice sounded hollow, as if somewhere some tiny part of his mind knew something was terribly wrong. The poor man drew out some checks and a pen. In a moment it was done, and Winfield presented me with a check with so many zeroes on it, it was barely readable. Damon bared his teeth in something that was less a grin than a rictus of victory. He stood up, holding his glass of blood-laced sherry next to me. The smell was intoxicating. It took every ounce of my strength not to leap up and drain the cup. And then Winfield said the most amazing, banal thing in the world. â€Å"Those checks will take a while to clear,† he apologized, unaware of how those eight words might have just saved his life. Damon glowered, thunderheads in his eyes. It was a look of angry frustration that was famous in Mystic Falls, and something no one wanted to be responsible for causing. It was a dangerous thing to disappoint my brother. He crumpled the check in his hands. â€Å"You didn't mention that before,† he growled, waving the sherry under my nose. I stiffened, my thirst making my fangs burn. â€Å"I'm going to have to sell a great deal of my estate, capital, and holdings to get the cash to back this,† Winfield answered so plaintively it made me sick. â€Å"So do it!† Damon ordered. But I was no longer paying attention. I had to get out of the room. My Power reacted to my hunger – to my anger – and I felt the beginnings of a change. â€Å"I have to†¦Ã¢â‚¬  I didn't even bother making up an excuse. I pushed my way out of the room, past my evil brother and our sad father-in-law, out of the castle, and into the black night where I belonged.

F-4 Phantom II in the Vietnam War

In 1952, McDonnell Aircraft began internal studies to determine which service branch was most in need of a new aircraft. Led by Preliminary Design Manager Dave Lewis, the team found that the US Navy would soon require a new attack aircraft to replace the F3H Demon. The designer of the Demon, McDonnell began revising the aircraft in 1953, with the goal of improving performance and capabilities. Creating the Superdemon, which could achieve Mach 1.97 and was powered by twin General Electric J79 engines, McDonnell also created an aircraft that was modular in that different cockpits and nose cones could be affixed to the fuselage depending on desired mission. The US Navy was intrigued by this concept and requested a full-scale mock-up of the design. Assessing the design, it ultimately passed as it was satisfied with the supersonic fighters already in development such as the Grumman F-11 Tiger and Vought F-8 Crusader.  Ã‚   Design Development Altering the design to make the new aircraft an all-weather fighter-bomber featuring 11 external hardpoints, McDonnell received a letter of intent for two prototypes, designated YAH-1, on October 18, 1954. Meeting with the US Navy the following May, McDonnell was handed a new set of requirements calling for an all-weather fleet interceptor as the service had aircraft to fulfill the fighter and strike roles. Setting to work, McDonnell developed the XF4H-1 design. Powered by two J79-GE-8 engines, the new aircraft saw the addition of a second crewman to serve as a radar operator. In laying out the XF4H-1, McDonnell placed the engines low in the fuselage similar to its earlier F-101 Voodoo and employed variable geometry ramps in the intakes to regulate airflow at supersonic speeds. Following extensive wind tunnel testing, the outer sections of the wings were given  12 ° dihedral (upward angle) and the tailplane  23 ° anhedral (downward angle). Additionally, a dogtooth indentation was inserted in the wings to enhance control at higher angles of attack. The results of these alterations gave the XF4H-1 a distinctive look. Utilizing titanium in the airframe, the XF4H-1s all-weather capability was derived from the inclusion of the AN/APQ-50 radar. As the new aircraft was intended as an interceptor rather than a fighter, early models possessed nine external hardpoints for missiles and bombs, but no gun. Dubbed the Phantom II, the US Navy ordered two XF4H-1 test aircraft and five YF4H-1 pre-production fighters in July 1955. Taking Flight On May 27, 1958, the type made its maiden flight with Robert C. Little at the controls. Later that year, the XF4H-1 entered into competition with the single-seat Vought XF8U-3. An evolution of the F-8 Crusader, the Vought entry was defeated by the XF4H-1 as the US Navy preferred the latters performance and that the workload was split between two crew members. After additional testing, the F-4 entered production and commenced  carrier suitability trials in early 1960. Early in production, the aircrafts radar was upgraded to the more powerful  Westinghouse AN/APQ-72. Specifications (F-4E Phantom II) General Length: 63 ft.Wingspan: 38 ft. 4.5 in.Height: 16 ft. 6 in.Wing Area: 530 sq. ft.Empty Weight: 30,328 lbs.Loaded Weight: 41,500 lbs.Crew: 2 Performance Power Plant: 2 Ãâ€" General Electric J79-GE-17A axial compressor turbojetsCombat Radius: 367 nautical milesMax. Speed: 1,472 mph (Mach 2.23)Ceiling: 60,000 ft. Armament 1 x M61 Vulcan 20 mm Gatling cannonUp to 18,650 lbs. of weapons on nine external hardpoints, including air-to-air missiles, air-to-ground missiles, and most types of bombs Operational History Setting several aviation records just prior to and in the years after introduction, the F-4 became operational on December 30, 1960, with VF-121. As the US Navy transitioned to the aircraft in the early 1960s, Secretary of Defense Robert McNamara pushed to create a single fighter for all branches of the military. Following an F-4Bs victory over the F-106 Delta Dart in Operation Highspeed, the US Air Force requested two of the aircraft, dubbing them the F-110A Spectre. Evaluating the aircraft, the USAF developed requirements for their own version with an emphasis on the fighter-bomber role. Vietnam Adopted by the USAF in 1963, their initial variant was dubbed the F-4C. With the US entry in the Vietnam War, the F-4 became one of the most identifiable aircraft of the conflict. US Navy F-4s flew their first combat sortie as part of Operation Pierce Arrow on August 5, 1964. The F-4s first air-to-air victory occurred the following April when Lieutenant (j.g.) Terence M. Murphy and his radar intercept officer, Ensign Ronald Fegan, downed a Chinese MiG-17. Flying primarily in the fighter/interceptor role, US Navy F-4s downed 40 enemy aircraft to a loss of five of their own. An additional 66 were lost to missiles and ground fire. Also flown by the US Marine Corps, the F-4 saw service from both carriers and land bases during the conflict. Flying ground support missions, USMC F-4s claimed three kills while losing 75 aircraft, mostly to ground fire. Though the latest adopter of the F-4, the USAF became its largest user. During Vietnam, USAF F-4s fulfilled both air superiority and ground support roles. As F-105 Thunderchief losses grew, the F-4 carried more and more of the ground support burden and by the end of the war was the USAFs primary all-around aircraft. To support this change in mission, specially equipped and trained F-4 Wild Weasel squadrons were formed with the first deploying in late 1972. In addition, a photo reconnaissance variant, the RF-4C, was used by four squadrons. During the Vietnam War, the USAF lost a total of 528 F-4s (of all types) to enemy action with the majority being down by anti-aircraft fire or surface-to-air missiles. In exchange, USAF F-4s downed 107.5 enemy aircraft. The five aviators (2 US Navy, 3 USAF) credited with ace status during the Vietnam War all flew the F-4. Changing Missions Following Vietnam, the F-4 remained the principal aircraft for both the US Navy and USAF. Through the 1970s, the US Navy began replacing the F-4 with the new F-14 Tomcat. By 1986, all F-4s had been retired from frontline units. The aircraft remained in service with the USMC until 1992, when the last airframe was replaced by the F/A-18 Hornet. Through the 1970s and 1980s, the USAF transitioned to the F-15 Eagle and F-16 Fighting Falcon. During this time, the F-4 was retained in its Wild Weasel and reconnaissance role. These two latter types, the F-4G Wild Weasel V and RF-4C, deployed to the Middle East in 1990, as part of Operation Desert Shield/Storm. During operations, the F-4G played a key role in suppressing Iraqi air defenses, while the RF-4C collected valuable intelligence. One of each type was lost during the conflict, one to damage from ground fire and the other to an accident. The final USAF F-4 was retired in 1996, however several are still in use as target drones. Issues As the F-4 was initially intended as an interceptor, it was not equipped with a gun as planners believed that air-to-air combat at supersonic speeds would be fought exclusively with missiles. The fighting over Vietnam soon showed that engagements quickly became subsonic, turning battles which often precluded the use of air-to-air missiles. In 1967, USAF pilots began mounting external gunpods on their aircraft, however the lack of a leading gunsight in the cockpit made them highly inaccurate. This issue was addressed with the addition of an integrated 20 mm M61 Vulcan gun to the F-4E model in the late 1960s. Another problem that frequently arose with the aircraft was the production of black smoke when the engines were run at military power. This smoke trail made the aircraft easy to spot. Many pilots found ways to avoid producing the smoke by running one engine on afterburner and the other at reduced power. This provided an equivalent amount of thrust, without the telltale smoke trail. This issue was addressed with the Block 53 group of the F-4E which included smokeless J79-GE-17C (or -17E) engines. Other Users The second-most produced Western jet fighter in history with 5,195 units, the F-4 was extensively exported. Nations that have flown the aircraft include Israel, Great Britain, Australia, and Spain. While many have since retired the F-4, the aircraft has been modernized and is still use (as of 2008) by Japan, Germany, Turkey, Greece, Egypt, Iran, and South Korea.

Transgender Acceptance In Modern World - Free Essay Example

Sample details Pages: 6 Words: 1662 Downloads: 2 Date added: 2019/06/24 Category Society Essay Level High school Tags: Transgender Essay Did you like this example? The concept of gender-neutral bathrooms and the campaign against them is not a new concept in America. Dating back to at least 1978, people have been protesting for genderless bathrooms with resistance from those who believed that transgender individuals were a threat, a danger to society, and would increase sexual assault towards women (Scout, 2016). Transgender individuals are individuals whose gender identity can be a defined in a range of gender that can be male, female, in between, or somewhere on a spectrum and it does not match their sex that was assigned at birth (Seelman, 2014). Don’t waste time! Our writers will create an original "Transgender Acceptance In Modern World" essay for you Create order This includes individuals who may be male-to-female, female-to-male, genderqueer, and other identities and is frequently used as an umbrella term for non-binary persons. This definition also includes those who have undergone surgery, are taking hormones, both, or neither (Seelman, 2014). Gender-segregated areas such as housing and bathrooms become essential for anyone, including those who identify as transgender, to participate in society. Without access to housing, bathrooms, and other gender-segregated environments people are unable to fully exist in society, hence the problem many transgender individuals and transgender students are facing in America today. Discrimination towards trans-individuals is rampant including blatant discrimination (e.g., denying services) or more subtle microaggressions (e.g., misgendering); (Seelman, Woodford, Nicolazzo, 2016). Transgender individuals are being denied housing, access to bathrooms, and other rights that cisgender individuals (individuals whose gender matches their sex that was assigned at birth) have access to. Transgender students on college campuses are also experiencing prejudice and discrimination, despite the growing awareness and demand for transgender services and equality (CITATION). Reasons for transprejudice (attitudes towards transgender individuals that can be considered prejudice); (White Jenkins, 2017) can be explained through understanding societal expectations and norms, the power of the majority group , and physical appearance. The current research examined whether participants manipulated view of acceptance for gender-neutral bathrooms on a college campus would have an effect on the participants level of acceptance for transgender individuals in varying gender-segregated or integrated environments. Acceptance of Transgender Individuals Research has demonstrated that similar to many other marginalized identities within the LGBT community, transgender individuals experience discrimination and prejudice (Buck Obzud, 2018). However, unlike LGB identities, transgender individuals experience more negative experiences and face different barriers as transgender individuals have not received the same acceptance that other LGB individuals have (E.g., Buck Obzud, 2018; Scout, 2016). Transgender individuals experience discrimination in various ways. In some states as of 2016, it is legal to kick transgender individuals out of hotels or refuse housing to these individuals because many states lack laws that not only protect sex and sexual orientation, but also gender identity (Scout, 2016). Buck and Obzud (2018) conducted a study that demonstrated that transgender individuals experience more discrimination in gender-segregated environments such as locker rooms, sports teams, and school opportunities, as opposed to gender-integrated environments. This study also suggested that more negative attitudes about transgender individuals are expressed in gender-segregated environments as opposed to gender-integrated environments (Buck Obzud, 2018). Several studies have shown that transgender individuals experience higher rates of discrimination when restrooms are involved (E.g., Buck Obzud, 2018; Scout, 2016). For example, 58% of transgender individuals have reported they avoid bathrooms to avoid harassment and 70% report that they have either been denied, harassed, or assaulted for attempting to use the restroom (Scout, 2016). Trans-individuals are also at higher risk for experiencing violence, discrimination by health officials, and even prejudice from their own friends (Barbir, Vandevender, Cohen, 2017). However, a further study showed that when cisgender, heterosexual individuals have a friend who is transgender they are more likely to have reduced discrimination and prejudice towards the transgender population (Barbir, et al., 2017). This also means that these individuals have greater acceptance and support for transgender people. Different studies suggest different explanations as to why transgender individual face disproportionate discrimination compared to both cisgender individuals and other LGB individuals. Research completed by Barbir et al. (2017) suggest that influence from the majority group, in this case cisgender individuals, have an effect on the overall group attitude towards minority groups, such as transgender individuals. Their research also suggests that prejudice is frequently rooted in society and when minority goals do not match with the majority goals, prejudice towards the minority group is the result. Buck and Obzuds (2018) research indicates that gender-segregated settings relies heavily on ones sex and that this has become a norm and expectation. Cisgender individuals may find actions that challenge the norm, such as a transgender person using a bathroom that does not match their assigned sex, wrong and will attempt to enforce these norms. While attempting to enforce these norms, these individuals are simultaneously discriminating against trans-people. Conservative groups also frequently use scare tactics (E.g., spreading the belief that gender-neutral bathrooms will increase the number of sexual assaults) to encourage other cisgender people to support discriminatory actions and laws against transgender individuals (Scout, 2016). However, no research has found that trans-people are threats or a danger to others in restrooms (Buck Obzud, 2018). Other research has demonstrated that physical appearance or the perceived physical appearance of transgender individuals has an effect on transacceptance (White Jenkins, 2017). Transgender Individuals on College Campuses As the number of college students rise, so does the percentage of transgender students who attend college (Dugan, Kusel, Simounet, 2012). However, the accommodations and services that would encourage coping and academic success for transgender students has not increased (Dugan et al., 2012; Seelman 2016). Research has demonstrated that transgender students face unproportionate discrimination and harassment compared to their cisgender peers on college campuses. (Seelman, 2016). Seelmans (2014) research indicated that transgender identities do matter when accessing housing and bathrooms on college campuses. According to the study, 1 in 5 transgender college students were denied usage of housing that matched their identity and approximately 1 in 4 were denied access to bathrooms. The study also indicated that factors such as race, age, annual household income, disability, and other marginalized identities effected the chances of a transgender individual having access to housing and bathrooms. Further research demonstrates that transgender individuals also face discrimination on college campuses through health care, locker rooms, records and documents, public inclusion, and support services (Beemyn, 2005). Transgender students also report greater feelings of exclusion and are more likely to consider leaving their college or university compared to their cisgender peers (Seelman, 2016). Seelman et al. (2017) also report in their research that in attention to bla tant transphobic behavior, microaggressions towards transgender individuals on college campuses occurs frequently and through forms such as purposefully misgendering trans-individuals or issues regarding changing names on documents or campus records. While many colleges and universities appear welcoming to transgender students and may be willing to change social policies and appearances, they still struggle to meet the needs to this marginalized population. Colleges and universities must change their structure that frequently enforces and upholds the concept of binary genders on campuses (Seelman, 2014). For example, the majority of bathrooms, housing, and locker rooms remain gendered and sex-segregated and are also located where transgender individuals face a majority of discrimination. Universities generally lack the knowledge of transgender students experiences and needs and it has even been reported that faculty and staff are not properly trained about transgender issues (Dugan et al., 2012). This system continues to encourage individuals to use anatomical or physical characteristics to define gender and/or reinforces the idea of a gender binary which further perpetuates transprejudice on college campuses (E.g., Buck Obzud, 2018; White Jenkins, 2017). The Current Work As previously mentioned, research has demonstrated that transgender people face discrimination and microaggressions (Buck Obzud, 2018; Herman, 2013; Seelman et al. 2016). Research has also shown that transgender individuals feel unsafe or uncomfortable in spaces that are considered gendered, such as bathroom and locker rooms (Buck Obzud, 2018; Herman, 2013; Scout 2016). It has also been demonstrated that transgender individuals face discrimination on college campuses, including in regards to accessing housing and bathrooms (Beemyn, 2005; Dugan et al., 2012; Seelman 2014). As the number of individuals who attend colleges rises, colleges and universities must make adjustments to meet students needs. However, services for LGBTQ students, especially trans students, frequently struggle to meet the needs of these students (Beemyn, 2005; Seelman, 2014). Instead, campuses maintain binary systems which perpetrates discrimination against transgender students (Beemyn, 2005). Further research has also shown that an individuals perceived attractiveness on transmen and transwomen can influence transacceptance in gendered settings (White Jenkins, 2017). The current study investigated the relationship between perceived perception of support for gender-neutral bathrooms on a college campus, specifically the College at Brockport, State University of New York, and the level of acceptance of transgender individuals in different environments. The perceived perception of support for gender-neutral bathrooms was be the independent variable. This was by manipulated by giving participants statements that either suggest that a majority of students are in support of gender-neutral bathrooms or that a majority of students are not (see Appendices A B). The dependent variable was the level of acceptance participants record for transgender people in environments that vary between gender-integrated and gender-segregated using the Gender-Spaced Acceptance Questionnaire (White Jenkins, 2017; see Appendix C). The primary hypothesis for this study states that participants who receive the statement that a majority of students support gender-neutral bat hrooms will rate higher levels of acceptance for transgender individuals in each area compared to the students who received the unsupportive majority statement. In addition to the primary hypothesis, two exploratory hypotheses were tested. The first of these hypotheses states that participants overall will record high levels of acceptance for transgender individuals in environments that are considered less gender-segregated such as a classroom or dining hall relative to environments that are gender-segregated such as bathrooms and residence halls. The second exploratory hypothesis states that participants who received information that indicates higher support for gender-neutral bathrooms (see Appendix A) will report higher levels of fairness for women at SUNY Brockport using the Procedural Fairness for Women Questionnaire which was adapted from the study completed by Kaiser, Major, Jurcevic, Dover, Brady, and Scarprio (2013; see Appendix D) compared to those participants who received the other IV option (see Appendix B).

Tradition And Ceremonies The Lottery - 873 Words

In â€Å"The Lottery† the villagers don’t have a complete understanding of their tradition, much less the significance of it. The people of the town have proven that they feel as if there is a lack of power to which they cannot change their ways—or even attempt to revolutionize their ways of tradition, though nothing forces them to continue this inhumanity. Tradition is prevalent especially in small towns; they act as a link to previous generations, and a way to gather friends and family. Jackson, conversely, exemplifies the lack of knowledge and respect people have for tradition. She depicts the villagers with a lack of knowledge about the lottery’s origin as well, but she shows how they continue to try to reserve the tradition without real understanding. â€Å"The Lottery† suggests that traditions and ceremonies are very critical to the survival of the village and the people within it. The village participates in a â€Å"lottery† that conc ludes with a vicious murder every year, an inexplicable customary that advocates how dangerous tradition are when it is blindly followed. Old Man Warner declares there was a saying: Lottery in June, corn is heavy soon (Jackson, 136). This quote demonstrates the village’s belief that the tradition that they practice involves some type of luck for immense amounts of crops to grow. The entire tradition has a foundation founded off of the superstition that annually on June 27th they must participate in the traditional stoning, and then a large amount ofShow MoreRelatedAnalysis of The Lottery by Shirley Jackson993 Words   |  4 Pagescease to grow. Shirley Jackson was born in 1919 in San Francisco, California to Leslie and Geraldine Jackson. She is most well known for her short story titled â€Å"The Lottery† which was first published in The New Yorker to overwhelming and mixed reviews. The lottery, as portrayed in the short story, is a religious, annual ceremony in the afternoon of June 27. This event is said to be older than Old Man Warner and has lost most of its meaning. Every year, a â€Å"lucky† winner is blindly chosen with theRead MoreThe Lottery Literary Analysis1538 Words   |  7 Pagesday; the flowers were blossoming profusely and the grass was richly green† (Jackson). In this first sentence of the The Lottery Shirley Jackson establishes a pleasant illusion, creating a sense of serenity. Jackson proceeds to mention that children begin to gather in the village, frolicing and conversing about school. The initial scene and satirically labeled title, The Lottery, provide a somewhat satisfying first impression to the reader. The introductory scene is eminent to intentionally implementRead MoreAn Analysis Of The Lottery By Shirley Jackson744 Words   |  3 Pagesâ€Å"The Lottery† - For Analysis 1. There are multiple examples to suggest that â€Å"The Lottery† is a ritualistic ceremony. In several instances â€Å"The Lottery† is referred to as a ritual: â€Å"..so much of the ritual had been forgotten..† and â€Å"†¦because so much of the ritual had been forgotten†¦Ã¢â‚¬ . In addition, the ceremony happens annually on June 27th, a t0:00 a.m., suggesting a ceremonial quality. This happens with such regularity that the citizens â€Å"†¦only half listened to the directions†¦Ã¢â‚¬ . This ceremonyRead MoreAnalysis Of The Movie The Lottery 1216 Words   |  5 Pagesabout the lottery, was the one who gets the paper with a black dot. She always wanted to participate each year but this year she wasn’t so happy about it. She complained because her family’s names were also included in the lottery drawing. Bill Hutchinson, Tessie’s husband, was the one who drew the lottery, in the end. Even though Tessie complaine d and protested about the lottery, he acknowledged it because it was apart of the town’s tradition. Old Man Warner has partaken in 77 lotteries over theRead MoreHunger Games versus The Lottery Essay932 Words   |  4 PagesThe Lottery (Jackson, pg 163-170) and The Hunger Games (Collins, 2008) are both popular pieces of seemingly like, popular literature. Rituals and rules come into play strongly in both stories. In comparing The Lottery (Jackson, pg 163-170) and The Hunger Games (Collins, 2008) I find that both stories focus strongly on their annual rituals of sacrifice with a scapegoat. The Lottery (Jackson, pg 163-170) and The Hunger Games (Collins, 2008) have a ceremony, a formal event that brings theRead MoreThe Lottery By Shirley Jackson880 Words   |  4 Pagesâ€Å"The Lottery† is a fictional short story written by Shirley Jackson is a that signifies the obeying rules and tradition, as well as being rebellious. This all suggests that their not so lucky â€Å" lottery† is a conventional ceremony. The story centers on a small town on the town’s day of their once-a-year Lottery. The significance of the town Lottery is to ensure their belief to sacrifice in order to be given a plethora of rain to obtain a good farming season the coming year. The story focuses aroundRead MoreSimilarities Involving Social Ritual and Ceremony in The Hunger Games and The Lottery783 Words   |  4 PagesBy using arbitrary rules, inequitable odds, and blindly following traditions in The Hunger Games and â€Å"The Lottery† Collins and Jackson create an environment for a hostile social ritual and ceremony. In society rules are made so no one gets hurt and so that there is a standard of living we can all abide by; however, in The Hunger Games and â€Å"The Lottery† the rules are set to do the opposite. The rules made by â€Å"the game makers† are in place to cause chaos, death, and fear among the citizens in bothRead MoreThe Lottery By Shirley Jackson934 Words   |  4 Pagesshort story â€Å"The Lottery† by Shirley Jackson signifies the physical connection between the villagers and their unwillingness to give up their tradition. â€Å"The Lottery† is very unpredictable and quite misleading. The black box has no functionality, except every June 27th. Shirley Jackson depicts the black box as an important and traditional tool. Although the villagers in â€Å"The Lottery† are terrified of the goal of the lottery and the black box, they are unwilling to let go of the tradition. Shirley JacksonRead MoreSymbolism in the Lottery1391 Words   |  6 PagesShirley Jackson#8217;s, #8220;The Lottery#8221;, clearly expresses her feelings concerning traditional rituals through her story. It opens the eyes of readers to properly classify and question some of today#8217;s traditions as cruel, and allows room to foretell the outcome of these unusual traditions. #8220;The Lottery#8221; is a short story that records the annual sacrifice ceremony of a fictional small town. It is a detailed narrative of the selection of the person to be sacrificed, aRead MoreThe Lottery By Shirley Jackson967 Words   |  4 PagesThe author of â€Å"The Lottery† Shirley Jackson decided it was important to write this short story in order to inform the readers about another dimension, where a certain common tradition gets priz ed with something obscure. Some readers can be shocked when reading this story, because they might be surprised and even shocked with the themes that play along in the storyline. This short story â€Å"The Lottery† was so controversial at the time, because in the date it was published in June 24, 1948 there were

Managing People and Teams Initial Performance Management

Question: Describe about the Managing People and Teams for Initial Performance Management. Answer: Case One: Performance Management Initiative In the company there has been initiated a performance management initiative or program for boosting the motivation of the employees. The performance management initiative focuses on the bringing transparency, increasing co-operation and incorporating systematic feedback through the initiative of performance management. There has been incorporated a 360 degree feedback and training and development sessions and incentive program (Van Dooren, Bouckaert and Halligan, 2015). The performance management initiatives works in the following ways: 360 Degree Feedback It is the feedback which helps in analyzing an individual from entire associated members of the company. It includes the customers, suppliers, peers, subordinates, superiors, higher authorities as well as self-evaluation. This program is generally to know the substantial areas of improvement from all the levels. It is constructive in nature as this helps in overall improvement (Tee and Ahmed, 2014). Training and Development Sessions The performance management initiative involves the various sessions which provide training to the employees for their development and growth. These training and development sessions are undertaken by the coaches or the mentors who help in boosting the growth and morale of the staff members (Cummings and Worley, 2014). Incentive Program This is one of the most effective parts of the performance management initiative. The incentive program is basically incorporated so that the hard working employees can be appreciated for their keen efforts and continuous hard work. By this program the employees can be motivated to work more effectively and bring out higher productivity with great efficiency (Gregory, et al., 2014). Impact of the Performance Management Initiative on the motivation of staff It is necessary to analyze the impact of the performance management initiative as only this will help in evaluating the effectiveness of the initiatives undertaken. Thus the performance management initiative taken place in the Mining Co. also has several impacts over the performance of the employees, their motivation level and the companys productivity. Following are impacts of the performance management initiative: Alignment of objectives and Goals With the help of this performance management initiative, there has been increased alignment in between the individual goals and companys objectives. They both are appearing and fulfilling on a simultaneous basis. Employees are not compromising their individual goals and objectives for achieving the companys mission and goals. And thus this performance management has helped effectively in aligning the goals and the objectives (Taylor, 2013). Resolution of Conflicts and Doubts With the help of the initiative implemented in the Mining Co. it has been analyzed that the rate of conflicts has been significantly declined and the conflicts which took place were also resolved at the initial phase only. The performance management initiative also supported in handling the various doubts of the employees and was successful in resolving them through am open discussion and conversation with the employees (Redpath, et al., 2013). Increased Motivation The most significant and vital impact of the performance management initiative was seen in the motivational level of the staff members. As it was resulted that the employees has an increased motivation and their will to work was also enhanced with the effective performance management. The workers are working peacefully with a positive state of mind (Jensen, Patel and Messersmith, 2013). Increased retention rate Another impact of the initiative is the increase in the retention rate of the employees as the initiative motivated the employees to work effectively as well as provided a better and improved working environment and thus the retention rate tends to increase (Rothwell, et al., 2015) Enhanced productivity There has been analyzed and identified there are positive impacts of the performance management initiative for the organization as the overall productivity or outcome increased significantly. There were improved results in comparison with the results of previous quarters and this recognizes that the performance management initiatives are very much effective from the organization point of view also (Rothwell, et al., 2015). Lower down of issues at workplace One more positive impact of the performance management initiative is that there has been a significant decrease in the rate of issues taking place at the workplace. People are working in a harmonized way and there is friendly environment in the company and thus the occurrence of the issues and conflicts have decreased effectively (Redpath, et al., 2013). Recommendations to the board There are few recommendations which are made to the board which demonstrates that in what way the proposed initiative will have a major impact over the decisions of moving forward: In the achievements of the organizational goals and objectives the performance management initiative will help the Mining Co. effectively as it will make sure that the individual goals are also met of the employees while accomplishing the organizational objectives and thus the initiative will help in boosting the growth and development of the company. The performance management initiative will improve the understanding and decision taking approach of the employees and will directly assist in fast decision making and saving the company from idle time and will support in increased productivity. Case Two: Issue: Senior executive onsite wishing to leave In the Mining Co. there has been a significant issued which was identified at the isolated sites of the company. It was found that because of the two major reasons the company has to face an issue of resigning of the senior executives. The primary reason behind this issue was the economic crisis which took place in Greece (Simou and Koutsogeorgou, 2014). In the year 2007-08 the financial crisis took place all over the world and after this crisis, Greece was badly impacted by these economic crises. The GDP was completely squat and the government debt increased rapidly. There has been up surge unemployment all over the world and all these impacted the working of both the small and the large scale companies (Madianos, et al., 2014). The second major thing which forces the senior executives to leave their job is the increasing impact of the presence of ISIS in the Middle East on foreign nationals. There has been a significant and rapid increase in the cases where ISIS members have harmed the people, murdered or kidnapped them. As the sites are located at the isolated places it creates a sense of danger and threat of the attacks and develops insecurity and opposition to live at those isolated sites and force the workers to leave and stay at a safer place. The ISIS i.e. Islamic State of Iraq and Syria is a terrorist organization which is continuously terrifying the people with their awry, nasty and pernicious conducts such as beheadings, destruction of historic places, human right abuses, ethnic cleansing and many more unethical conducts (Wechsler, et al., 2016). And this causes a fear and threat to safe and secure living of the people. And it resulted into leaving the jobs which are at isolated and unsecured regions where there is a threat of terrorist attacks. Recommendations to the board To make the senior executives retain in the company there is a need that a safer and secure workplace must be provided to them so that they do not work in the threat of the attacks. Thus for the resolving this issue following are the recommendations provided to the board so that the situation of panic can be control and curb: Increase workforce The main reason of threat is that the workplace is isolated sites where there are vey less number of people are present. And the primary step the company should take is to increase the number of staff so that there can be more human presence and less chances of any kind of contingency to take place. As well as it will also help in flexible rotational shifts and will also support in decreasing the threat. Extra Incentives and monetary benefits to the senior executives to sustain economic instability and financial crisis Because of the economic crisis and the financial instability there ate threats related to jobs and to encounter this threat and risk the Mining Co. must provide higher benefits and monetary benefits to the senior executives so that they can have a better sustainability and can manage the circumstances of economic crisis without impacting their work life. The higher incentive is termed as the monetary motivations provide to retain the employees. To increase security The company must increase its security by taking various initiatives such as by having various security protectors which can identify the threats and save the employees from any sort of attacks. There can be used for bullet proof doors in the company which can help the employees to have a safer place to escape if there takes place any inconvenient situation. There can be various other security initiatives like hidden cameras etc. To build contingency plans There must be development of the contingency plans so that if there takes place any non-happening situation or contingency the employees and the company are ready to cope up with it. The contingency plan must be robust and highly efficient which can effectively reduce the negative implications of the contingency. The contingency can be both an economic/financial crisis and the ISIS attacks. There must be strong remedies such as there can be licensed self-defense arms available by the Government to the organization as well as other ways to get out of the situation (Scharling Pedersen, Pillai and Hun, 2015). To have rescue plans There can be few effective and significant rescue plans to save the senior executives from the non-happening events and circumstances such as there can be secret place where the employees can hide to save themselves or there can be secret or hidden route which can be use for moving out from the place. To have Governmental support The company can also have a major support from the Government to save the employees and to provide a safer place to work. Government can increase the security by placing the local police force station in those regions. This will decrease the risk of attacks and will motivate the senior executives to work effectively (Byers, 2015). Provide the employees various insurances and life covering policies The company can also provide the employees various insurance which can help them and their families if there is any kind of non-happening event. These insurances can be of various forms such as monetary benefits, health benefits or other assistances which can help the executives and can boost their motivation to work adequately. Case Three: Issue: Talent Management Gap At one of the individual site of the Mining Co. there took place an issue regarding the substantial talent management gap. The company is not able to find and recruit the potential and well skilled workforce to have better organizational working. The substantial talent gap is increasing day by day. And to control this gap there is a need that a crisis management team must be placed in the company for handling and resolving such issues (Al-Abdulbaqi, et al., 2013). Crisis management team A crisis management team is basically placed in an organization for protecting the organization from the negative implications of any sort of crisis occur in an organization as well as the crisis management team also prepare and make the organization ready for any kind of contingencies and inevitable threats. In the Mining Co. also there are few issues taking place which requires a crisis management team to handle and resolve them. One such issue is talent gap, it is analyzed that the candidates are not appropriately suitable for the job as they are lack of the specific knowledge needed for the post as well there is shortage of talent in the industry. The companies are also not able to retain the talent staff for a longer period and thus there is shortage of talent. And to control this issue there is a need that there must be a crisis management team (Booth, 2015). Selection Criteria For selecting an effective and appropriate crisis management team the criteria would be that the candidates or the members will be selected upon their experience, logical reasoning, conflict solving techniques and approaches and an individual with optimistic approach and successful leadership qualities. The members must be effective in communication, fast in making decisions and also have a practical approach while making actions and taking decisions (Waller and Pratten, 2014). Format and Structure The format and the structure of the crisis management team will be that there will be a chief leader who will be responsible for taking final decisions as well there will be 5 supportive members who will be the team member which will assist the leader in taking correct and effective decisions. The work will be distributed among all the team members equally. While taking the final decision, there viewpoints will be considered and the best and suitable decision would be implemented. Functioning The functioning of the crisis management team is as follows: Firstly there is an appointment of a team leader who is authorized to have the complete charge of the situation and the leader motivates the staff to perform as a single unit. After that there is understanding of the primary regions of concern at the time of emergency circumstances. The next step is that the team will work over the problem of talent gap and will try to know the various reasons which are the cause behind the occurrence of the issue. After that plans are developed for improving the situation i.e. how to fill this talent gap and to overcome the issue. The issue is discussed in an open forum so that the different viewpoints and opinions can be encountered and the best possible plan can be implement (Coombs, 2014). To fill the talent gap there are plans life training and development of the existing talent groups so that they can preferably fill the gap and can also assist other employees to have developed skills and knowledge so that they can be have the matched and suitable work skills for the required job role. The crisis management team will also develop various effective recruitment and selection techniques so that the best and most suitable candidates can be approached for the work. There can be development of various plans and strategies which can help in reducing the talent gap and increasing the appointment of talented workforce (Johansen, Aggerholm and Frandsen, 2012). Rewarding Program The crisis management team must be rewarded for performing well and eliminating the substantial talent gap from the company. There are various reward programs which will motivate the team to work hard and in an effective manner and to have better and improved results (Aguinis, Joo and Gottfredson, 2013). Following are few of those rewarding programs: Variable Pay The variable pay is one form of the reward program in which the team members will get variable pays as per their performance and work. It is a kind of performance appraisal which provides some additional benefits to the employees who have worked effectively to uplift the company (Gomez-Mejia, Berrone and Franco-Santos, 2014). Bonuses It is the incentives or additional monetary benefits given to the team members for their good work so that they can be motivate to continue with the same (Han, Bartol and Kim, 2015). Profit Sharing Profit sharing is a great way to reward the employees for their hard and sound efforts made to resolve issues and provide growth perspectives to the company. The company provides a share in the profits to the team members and appreciates their efforts (Aguinis, Joo and Gottfredson, 2013). Stock Options The stock option is a reward program in which the stock of the company i.e. the shares are given to the team members on discounted or relatively low prices in comparison with the market rate of share so that they can have monetary benefit (Shield, et al., 2015). Findings From the above analysis of all the three cases it has been identified that in Case one if the company has implemented effective performance management initiative then it can thoroughly improve its performance and productivity as well as it will also assist in moving the decisions forwards. So it is very much essential for the company to place effective performance management initiative. In Case two, where the company has a major issue where the senior executives want to leave the company because of the economic crisis as well as the terrifying impact of ISIS, it is necessary for the Mining Co. to implement various strategies and plans which can reduce the impact and can boost the morale of the employees so that they can work peacefully. In Case three, there is an issue which arises in the company related to substantial talent gap and it is one of the major issues which is currently prevailing all over the world. And to overcome such issue the company is introducing a crisis managemen t team in the company so that the issue can be resolved and there can be potential and skilled talent workforce in the company. Recommendations There are few recommendations which can be provide to the Mining Co. for the better business operations and improved retaining of the employees. The company should have a continuous improvement plan so that the existing workforce can be developed and retained in the company and the talent gap can be reduced. The company should also have a governmental support in order to reduce the contingencies and threats of ISIS and the economic crisis. In the present scenarios to retain the talent in the company it is required that the company should focus on improving the employee benefit program and also develop various strategies to have provide the employees a safer and secure place to work. The company should also have an adequate and set structure for selection of the members of crisis management team as they are required to be effective and latent enough to recognize the issue and resolve it efficiently. Thus it is recommended to the Mining Co. that it should increase its workforce, develo p training and development session for the employees and have robust contingency plans for the overall development and sustainability of the company. References Aguinis, H., Joo, H. and Gottfredson, R.K., 2013. What monetary rewards can and cannot do: How to show employees the money.Business Horizons,56(2), pp.241-249. Al-Abdulbaqi, S., Alobaydan, A., Chhibber, R., Jamaluddin, A., Murphy, L., Venugopal, K. and Johnson, J.D., 2013. Bridging the Talent Gap.Oilfield Review,25(1). Booth, S.A., 2015.Crisis management strategy: Competition and change in modern enterprises. Routledge. Byers, M., 2015. Smart Defence. Coombs, W.T., 2014.Ongoing crisis communication: Planning, managing, and responding. Sage Publications. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Gomez-Mejia, L.R., Berrone, P. and Franco-Santos, M., 2014.Compensation and organizational performance: Theory, research, and practice. Routledge. Gregory, A., Allen, J.P., Mikami, A.Y., Hafen, C.A. and Pianta, R.C., 2014. Effects of a professional development program on behavioral engagement of students in middle and high school.Psychology in the Schools,51(2), pp.143-163. Han, J.H., Bartol, K.M. and Kim, S., 2015. Tightening up the performancepay linkage: Roles of contingent reward leadership and profit-sharing in the cross-level influence of individual pay-for-performance.Journal of Applied Psychology,100(2), p.417. Jensen, J.M., Patel, P.C. and Messersmith, J.G., 2013. High-performance work systems and job control consequences for anxiety, role overload, and turnover intentions.Journal of Management,39(6), pp.1699-1724. Johansen, W., Aggerholm, H.K. and Frandsen, F., 2012. 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Countering 21st Century Threats: The Need for an Increased Joint, Interagency, Intergovernmental and Multinational (JIIM) Approach to Irregular Warfare.Small Wars Journal. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Simou, E. and Koutsogeorgou, E., 2014. Effects of the economic crisis on health and healthcare in Greece in the literature from 2009 to 2013: a systematic review.Health policy,115(2), pp.111-119. Taylor, G., 2013. Implementing and maintaining a knowledge sharing culture via knowledge management teams: A shared leadership approach.Journal of Organizational Culture, Communication and Conflict,17(1), p.69. Tee, D.D. and Ahmed, P.K., 2014. 360 degree feedback: an integrative framework for learning and assessment.Teaching in Higher Education,19(6), pp.579-591. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge. Waller, M.J., Lei, Z. and Pratten, R., 2014. Focusing on teams in crisis management education: An integration and simulation-based approach.Academy of Management Learning Education,13(2), pp.208-221. Wechsler, W.F., Katz, M.N., Lister, C. and Cronin, A.K., 2016. The ISIS Threat to US National Security: Policy Choices.Middle East Policy,23(1), pp.1-24.