About Jørn Utzon, Architect of the Sydney Opera House

About Jà ¸rn Utzon, Architect of the Sydney Opera House Any biography of Jà ¸rn Utzon (born  April 9, 1918) will certainly say that his best-known building is his revolutionary Sydney Opera House in Australia. Yet, as a private Dane born in Copenhagen, Utzon created many other masterpieces in his lifetime. He is noted for his courtyard-style housing in Denmark, but he also designed exceptional buildings in Kuwait and Iran. His architecture combines the organic elements of Frank Lloyd Wright with Middle Eastern and Islamic elements.   Jà ¸rn Utzon was perhaps destined to design buildings that evoke the sea. His father,  Aage Utzon (1885-1970), was director of a shipyard in Alborg, Denmark, and was himself a brilliant naval architect, well-known in the area for designing custom-made yachts. Yachting and racing was an activity within the Utzon family, and the young Jà ¸rn became a good sailor himself. The Utzons grew up with sails. Until about the age of 18, Utzon considered a career as a naval officer. While still in secondary school, he began helping his father at the shipyard, studying new designs, drawing up plans and making model yachts. This activity opened another possibility - that of training to be a naval architect like his father. During summer holidays with his grandparents, Jà ¸rn Utzon met two artists, Paul Schrà ¸der and Carl Kyberg, who introduced him to art. One of his father’s cousins, Einar Utzon-Frank, who happened to be a sculptor and a professor at the Royal Academy of Fine Arts, provided additional inspiration. The future architect took an interest in sculpting, and at one point, indicated a desire to be an artist. Even though his final marks in secondary school were quite poor, particularly in mathematics, Utzon excelled in freehand drawing - a talent strong enough to win his admission to the Royal Academy of Fine Arts in Copenhagen. He was soon recognized as having extraordinary gifts in architectural design. While in school, he became interested in the works of architect Frank Lloyd Wright (1867-1959), who would remain influential all of Utzons life. He earned a Diploma in Architecture from the Academy in 1942, and then fled to neutral Sweden during War War II. He worked in the Stockholm office of Hakon Ahlberg for the duration of the War, where he studied the work of Swedish architect Gunnar Asplund (1885-1940), known for what is called Nordic Classicism. Following the War, Utzon had the great opportunity to work with the modernist architect Alvar Aalto at his studio in Finland. By 1949 Utzon had received a grant to travel in Morocco, Mexico, the United States, China, Japan, India, and Australia - a whirlwind world excursion that would eventually inform his architectural designs for years to come.. All of the trips had significance, and Utzon himself described ideas he learned from Mexico. As an architectonic element, the platform is fascinating, Utzon has said. I lost my heart to it on a trip to Mexico in 1949. On the Yucatan he saw land covered by low height, dense jungle. But by building up the platform on a level with the roof of the jungle, says Utzon, these people had suddenly conquered a new dimension that was a worthy place for the worship of their gods. They built their temples on these high platforms, which can be as much as a hundred metres long. From here, they had the sky, the clouds and the breeze.... Utzon remembered this experience as he submitted his design for the Sydney Opera House competition. The next year, in 1950, Utzon returned to Copenhagen, and opened his own practice. Utzons Architecture When looking at the architecture of Jà ¸rn Utzon, the observer notices repeating architectural details - the skylights, the white curves, the appreciation for natural elements, the stationary platform on which Utzon designs may soar. His last project, the Utzon Center in Aalborg, Denmark, opened the year Utzon died, but exhibits the elements he saw throughout his life - the Islamic-like towers, the interior courtyards, the curves and the skylights. The interior of the Bagsvaerd Church, built in 1976, was envisioned with a ceiling of clouds, a sweeping white pillow motif also seen in the 1982 Kuwait National Assembly in Kuwait City and the spiral stairway of the Melli Bank, University of Tehran Branch in 1960 Iran. Yet it is the Sydney Opera House in Australia that has captured the moniker of iconic architecture. The iconic design of the Sydney Opera House complex comes from the shell-shape of the multiple roofs - they are all geometrically part of one sphere. A bonze plaque located onsite visually demonstrates the architectural idea and design solution, who wanted the plaque to explain the spherical concept of the architecture. The key to the shell design is that each shell or sail is an element of a solid sphere. The plaque Inscription tells the story: after three years of intensive search for a basic geometry for the shell complex I arrived in october 1961 at the spherical solution shown here.I call this my key to the shells because it solves all the problems of construction by opening up for mass production, precision in manufacture and simple erection and with this geometrical system I attain full harmony between all the shapes in this fantastic complex.jà ³rn utzon Danish architect Jà ¸rn Utzon was only 38 when he won the competition to build the Sydney Opera House.   The project became the highlight of his career but brought enormous challenges in engineering and building technology. Utzons winning design, submitted in 1957, moved through a complicated process with many adaptations and innovations before the Sydney Opera House officially opened on October 20, 1973. Utzons Legacy Ada Louise Huxtable, an architecture critic and a member of the 2003 Pritzker Prize jury, commented, In a forty year practice, each commission displays a continuing development of ideas both subtle and bold, true to the teaching of early pioneers of a new architecture, but that cohere in a prescient way, most visible now, to push the boundaries of architecture toward the present. This has produced a range of work from the sculptural abstraction of the Sydney Opera House that foreshadowed the avant garde expression of our time, and is widely considered to be the most notable monument of the 20th century, to handsome, humane housing and a church that remains a masterwork today. Carlos Jimenez, an architect on the Pritzker Jury, noted that ...each work startles with with its irrepressible creativity. How else to explain the lineage binding those indelible ceramic sails on the Tasmanian Sea, the fertile optimism of the housing at Fredensborg, or those sublime undulations of the ceilings at Bagsvà ¦rd, to name just three of Utzon’s timeless works. At the end of his life, the Pritzker Prize-winning architect faced new challenges. A degenerative eye condition left Utzon nearly blind. Also, according to news reports, Utzon clashed with his son and grandson over a remodeling project at the Sydney Opera House. The acoustics at the Opera House was criticized, and many people complained that the celebrated theater did not have enough performance or backstage space. Jà ¸rn Utzon died of a heart attack on November 29, 2008 in Copenhagen, Denmark at age 90. He was survived by his wife and their three children, Kim, Jan and Lin, and several grandchildren who work in architecture and related fields. There is no doubt that artistic clashes will be forgotten as the world honors  Jà ¸rn Utzons powerful artistic legacy. The architectural firm he founded, Utzon Associates Architects, is in Hellebaek, Denmark. Sources Biography, The Hyatt Foundation, PDF at https://www.pritzkerprize.com/sites/default/files/inline-files/2003_bio_0.pdfAbout the Utzon Family, https://utzon.dk/utzon-associates-architects/the-utzon-familyJury Citation, The Hyatt Foundation, https://www.pritzkerprize.com/jury-citation-jorn-utzonGouse History, Sydney Opera House, https://www.sydneyoperahouse.com/our-story/sydney-opera-house-history.htm Fast Facts Born April 9, 1918 in Copenhagen, DenmarkInfluenced by Mayan, Islamic, and Chinese architecture; Frank Lloyd Wright and Alvar Aalto; growing up next to a shipyardBest-known as the architect of the Sydney Opera House (1957-1973) in Sydney, AustraliaDied November 29, 2008 in Copenhagen, Denmark

Ethics Of Cloning Essays - Cloning, Molecular Biology, Biotechnology

Ethics Of Cloning Essays - Cloning, Molecular Biology, Biotechnology Ethics Of Cloning Steve Stauff Grade: B+ Biochemistry in the Real World Ethics of cloning Most of us should know of the new scientific technology that has allowed us to clone mammals. First a sheep that was cloned in Scotland, and then a small monkey in Oregon. All this talk about cloning has forced people to think about other possibilities with this new breakthrough. Most people have come to think about the possibility of cloning humans. Which brings us to the point. Just thinking about that is a little scary. However scientists have proclaimed that within less than a year, cloning humans will be possible. When I think about that it bothers me. Its not an easy thing to accept. The strange thing is, usually, when there is a technological breakthrough people are interested in what the product can do and they accept the new idea and the new thinking that has come up. However with cloning, I do not think people are handling it the way they handled other things when they were first invented. All these new computer developments are accepted by people because they help us do our work more efficiently or they make tasks easier for us to do. But I do not sense this same thing with this issue. I do not think people are accepting it as well as they have accepted past developments. The reason for this is that the issue here is different for us. It deals with something new, something that you read about in books and see in movies. When people saw Jurassic Park and the idea of cloning dinosaurs from DNA found in mosquitoes, I do not think that many were thinking about the possibility of cloning humans just a few years later. I personally did not think it would come at least for another 10 years. Many scientists are skeptical about the issue though and they do not seem to believe that these human clones could happen. These scientists have also considered the health factors of cloning humans. Cloning humans could lead to the birth of abnormal children. One of the problems with cloning people is that when scientists are cloning a human, they are picking up all the different things that that person has been subject to. The persons cells would have been exposed to chemicals and bacteria and environmental radiation. All of these things could affect the clone and affect the process. Another problem would be that it would be very unpredictable as for how the clone would come out. We would not know about the mutations that it could have gone through and even then, I am sure there would be a hundred other things that would make us think twice. One scientist said that trying to clone an adult person would be playing genetic Russian roulette. I agree with this statement. What could cloning do? History has also shown us that we humans do not handle things like this well. Anything that gives us the ability to create and associate power has not worked out well for us. Take nuclear weapons. Nuclear weapons enabled us to enter the next level of warfare. But what else did they do? We completely destroyed two Japanese cities and they also led to the beginning of the Cold War. They created feelings of jealousy and greed and everyone wanted to learn about them and the power that they had. Now if cloning humans became possible, then many, many more of these problems would be created. The notion of power would be redefined and knowledge of cloning and any advances in it would spread quickly. I think that if they put some limit on cloning like if it was only used for scientific purposes, then it would not be that bad. I can see how one can say that cloning humans is really great. It shows how far humans have come that they can clone themselves. It could also prove to be an effective tool in different ways. I think that right now, at this state, cloning is something that we really do not need. In the past we have shown that we do not handle things like this very well and the cloning of

Patch Adams Essay Example | Topics and Well Written Essays - 1000 words

Patch Adams - Essay Example Patch Adams, directed by Tom Shadyac, is a film about this concept. It is about a doctor who does recognize the emotional and spiritual needs of patients with physical illnesses, and how he is successful in the medical world despite a lot of opposition. Shadyac compares and contrasts Patch Adams with the other, more traditional doctors portrayed in the film, to show Adams as an ideal doctor, who is breaking new ground with his non-traditional beliefs about the way doctors should interact with their patients. While there are plenty of good doctors out there who genuinely care for their patients, many people who study medicine are motivated by money. Such people are not necessarily concerned with the needs of their clients. For instance, in Shadyac's movie, a mother is desperate to visit her sick daughter in the hospital room where she is dying. Even though her daughter needs to see a doctor as quickly as possible and her mother wants to be with her to take care of her, hospital policy requires her to finish all the paperwork before her daughter can get proper medical attention. Hospitals often want to make sure that clients have enough money to pay the doctors before they "waste" the time of a physician. People often feel that hospitals and physicians are motivated by money rather than the desire to help people, and for this reason find it difficult to trust their doctor's words. In extreme cases people might see two or three doctors because they find it difficult to trust in them. In telling the story of Patch Adams, Shadyac challenges this view, portraying Adams as a different kind of doctor. He believes in treating the whole person rather than just their physical symptoms, a view which is very different from the one that most doctors hold. He believes in giving people the best care he has to offer. Shadyac uses the house that Patch Adams built as the symbol for this idea and the focal point of the film. The house that Adams builds is a free hospital, a place where "people will come from all over the world to fulfill their dream of helping others, where learning is the highest aim, where love is the ultimate goal." Adams' hospital is a place where all patients are welcome regardless of how much or how little money they can pay, and it is a house with "with no boss or title." Another issue that Shadyac examines in Patch Adams is the balance of power in hospitals - how doctors have it, and patients do not. In the small hospital society, the people who have power are defined by their clothes. The people who wear the long white coats have the greatest power and authority. Shadyac shows how physicians use their power by showing what they think of themselves, for example, a doctor in the film says "Physicians are business men. Patients need doctors to give them prescriptions. They don't need doctors to be their friends." This kind of attitude creates a gap between patients and doctors and makes it hard for patients to see doctors as helpful or caring. Patch Adams believes in the absolute opposite of this. He does not take advantage of the fact that he holds more power than his patients do - to him, "power is [when you]see what no one else sees, see what everyone else chooses not to seesee the whole world anew each day." Adams becomes a doctor because he wants

Describe and assess the listener's experience of two different Assignment

Describe and assess the listener's experience of two different composition or two performances of the same composition - Assignment Example How the melodic lines interweave in the songs differs too (Vazsonyi, 15). Another important aspect of the assessment is the melody; the melody range of the two songs can differ with the timbers, and the rhymes. This can also be noticed by the audiences. â€Å"Cups† two song versions differ in rhyme and timbers as well. The differences in the melody can be relatively minor, but play a role in the differences of the two songs. The parallel transpose and the simple transpose can be noted too in the two pieces when they are performed (Vazsonyi, 15). The mood in the song can be noticed by the audience, this depends also on alterations that are made on the two pieces when done. These alterations can be done in the melody that is in the rhymes or the timbers of the song â€Å"cups† the melody of the original can be intact compared to the song sung again. Harmony can also affect the differences monitored by the audiences in the tone and notes. Another aspectual difference that can be noticed by the audience is the randomness, stochastic and chance. Randomness can be different based on how the singer wants it to appear. The first instance can be unintentional randomness, which can contribute to bad music this can be due to the guitarist or any other person adding extra notes to the music the second instance is the intended randomness, this can be done to improve the quality of the music by the singer. The intention is to introduce random variations that make the singing particular by varying the music content this can also be noticed in the two â€Å"Cups† pieces. The elements of randomness can be based on chance; this is brought out by the singer waiting for the opportune moment to begin another melodic line or the moment that the drum mist plays an extra note. Stochastic composition is noted in the cups song`s beats, which are very randomly thought and extraordinarily done. This brings out the element of the musics beauty in random thoughts that the composer uses

Financial Risk Management Essay Example | Topics and Well Written Essays - 1000 words

Financial Risk Management - Essay Example This study involves a comprehensive study of the risk management policies followed by Bear Stearns and how it led to its demise. Risk Management: An Overview Risk is a term associated with any type of business entity. Without risk it would have been an easy task for managers of a company to allocate its resources in the most effective way. And with the world experiencing the global financial crisis in the year 2008, effective and efficient risk management is the key to success for any financial enterprise. The idea of risk management may differ from person to person. In case of regulators risk management is a means of control, for traders it is a means of hedging their risks and for risk managers it is a means of obtaining the highest return possible by allocating capital in the best possible way. Risk management takes into consideration the magnitude as well as the nature of risks involved. It is all about optimizing the risk-return profile of a company. Sources of risk are many and it is due to the uncertainties of future events. In today’s world banks are engaged in wide range of activities like trading of derivatives to its customers which results in exposure, finally leading to risks. Thus risk management plays a vital role in case of banks. Study and analysis of risk begins with study of Markowitz model of portfolio analysis where he defined selection of portfolios based on mean of variances in return of portfolios. Sharpe and Lintner further added to this analysis by assuming the existence of risk free assets. The rate of return of a risky asset is governed by its systematic risk and ‘beta’ is the measure of this type of risks. Next Black-Scholes model for pricing of options gives a measure of the risk of an underlying security by measuring the volatility in the form of standard deviation. Again works of Modigliani and Miller showed that value of the firm is not dependent on the capital structure of the firm. Increase of debt, leading to greater leverage in the capital structure of a firm increases the financial risk for the shareholders of the firm. This means, reengineering of capital structure of the firm would not help the firm, and the management should consider implementing strategies to increase the value of the firm economically. However, it is very difficult and possesses a challenging task for a company to implement these risk management theories practically. For any financial institutions like global banks, before taking up risk management system they must ensure that, they are up to date with their databases regarding various financial transactions within the company and are also aware about financial rates available in the outside market. Also they must have relevant statistical tools to analyze those data. Risk management policies followed by Bear Stearns Bear Stearns was once considered as one of the most efficient managers of risk but at the end it was their faulty risk management policies that l ed to their downfall. Bear Stearns most profitable division was the securitization of mortgage, which brought in almost half of the company’s revenues. Regarding mortgage securitization, the company followed a model that was vertically integrated and made profit at every step starting from originating loan, securitizing them and then selling them. These

Organisational Commitment Study Research Methodology

Organisational Commitment Study Research Methodology Table of Contents (Jump to) Research Methodology Introduction Research Design Sample Population Sample Selection Sample Size Procedures Measuring Instrument Gathering of Data Organisational Commitment Job Satisfaction Job Descriptive Index and Job in General Stress in General Human Resource Management Practices (HRM) Trust in Management Turnover Intention Turnover Statistical Methods Summary Results Conclusion Research Methodology Introduction This chapter addresses the research methodology used in the study of Organisational Commitment, its’ antecedents and consequences as described in the first chapter. The first section of this chapter after the introduction presents the research design. Sample and population are presented in the second section. The third section looks at measuring instrumentation, reliability, validity and scoring techniques. The third section looks at data gathering procedures. The fourth section describes methods for statistical analysis. The last section summarises this chapter. Research Design This study used a relational research design to determine the relationship between antecedents and consequences of organisational commitment. Research into organisational commitment is largely dependent on the perceptions of employees and employers. Perceptions are generally acquired through subjective self-reports or opinion. A design based on surveys is therefore appropriate. Relational surveys empirically examine the relationships between two or more variables, constructs, and/or factors. Descriptive surveys are primarily used to provide personal and demographic information. Correlation studies are used to: measure relationships; check consistency of those relationships; and to make predictions. This allows the researcher to test hypotheses by confirming or refuting their predictions which is consistent with Grounded Theory and the formation of theoretical frameworks. It follows that predictive validity is most often achieved by statistical methods such as correlation and regressi on (Saunders et al, 2009). Sample Population The population of the study is all past and present employees of company X. Sample Selection Given that this company is a small specialised Information Technology consulting company with a small population (n = 25) all employees were approached to participate. Electronic survey links were sent to the entire population and 100% response rate was achieved where all of the respondents completed all of the surveys. Sample Size Sample size determines statistical significance in a relationship. The central limit theory dictates that the larger the absolute size of the sample the closer the more likely it is to have a normal distribution. It has also been shown that the minimum sample size of 30 will produce a normal distribution or near normal distribution (Stutely, 2003). DeVaus (2002) provides this formula to calculate minimum sample size: Where: is the minimum sample size required is the proportion belonging to the specified category is the proportion not belonging to the specified category is the z value corresponding to the level of confidence required (see Table A2.1) is the margin of error required Table 1 Confidence Levels and associated z values This formula is used for small populations: Where: is the adjusted minimum sample size is the minimum sample size (as calculated above) is the total population Saunders et al. (2009) advise that, in cases where the population is less than thirty, data should be collected from the entire population. There are limitations associated with minimum size. In particular the margin of error cannot be smaller than the reciprocal of the population. It follows that in order to achieve a 5% margin of error the minimum sample size required is calculated thus: where is the sample size Applying the DeVaus (2002) formulae to the sample in this study requires the whole population if a confidence interval of 95% and 5% error is to be achieved. Procedures The researcher requested permission from the Managing Director of the organisation to conduct interviews and circulate surveys among the employees. In addition permission was granted to access human resource management records and employer/employee correspondence where legal, relevant and appropriate to the study. The researcher is an employee of the organisation with free access to the employees which facilitated the ease of data gathering and clarification where necessary. Most of the group are in possession of post graduate degrees and a number have a Masters level qualification which further facilitated the process as the group all have a deep understanding and appreciation for the process. An employee meeting was called in the presence of the Managing Director where it was explained that the participation in the study was optional or voluntary, anonymous, and that the information would be treated confidentially. In order to avoid any peer group pressure, no discussion was entertained in the group information session and employees were invited to discuss any interest or concerns directly with the researcher in private. It is interesting to note that all employees wanted to participate and most had no desire to remain anonymous inviting the researcher to discuss any aspect of their responses with them. Three approaches were used during the gathering of data: Online Surveys; Interviews; and Analysis of Human Resource records and employee correspondence. Surveys are a popular, economical and convenient way to collect standardised data which facilitate easy comparisons (Saunders et al., 2009). Unstructured interviews were conducted to: determine aspects of the organisations’ Human Resource Management practices; determine reasons for Turnover with ex-employees where exit interviews or detailed resignation explanations were not available or unclear; determine impressions of Turnover survivors for perceptions about Turnover reasons. Human Resource records were used to determine biographical data such as: pay grade; age; tenure; absenteeism; education; and vacation habits Turnover reasons were collected from exit interviews and employee correspondence. Measuring Instrument This study aims to determine the relationship between Stress, Turnover, Turnover Intention, Organisational Commitment, HRM practices and Job Satisfaction. The following instruments were used in surveys to measure the variables: Organisational Commitment: Allen and Meyer (1990) Job Satisfaction: Brodke et al.’s (2009) Revised Job Descriptive Index (JDI) questionnaire based on the original of Smith et al. (1969) Job Stress: Stress in General (SIG) questionnaire of Brodke et al. (2009) Management Trust: Trust in Management (TIM) Brodke et al. (2009) Turnover Intention: three point questionnaire baed on Sjà ¶berg and Sverke (2000) Gathering of Data The online surveys were created in Google Forms using the organisations’ internal infrastructure which is hosted on Google Apps. Google Forms is part of the Google Apps suite and facilitates the creation, distribution, and collation of survey data electronically. The surveys were distributed from the facility in Google Forms by way of a link in an email. The anonymous survey responses are automatically collected and stored on Google Drive where the information is made available in a tabular format (Microsoft Excel). Organisational Commitment Organisational Commitment was measured using the Organisational Commitment Scales (OCS) developed by Meyer and Allen (1997). The reliability of the OCS has been demonstrated in numerous studies over the last two decades. The reliability of each of the scales can be seen through Cronbach’s alpha of: between 0.77 and 0.88 for affective commitment; 0.65 and 0.86 for normative commitment; and 0.69 and 0.84 for continuance commitment (Fields, 2002). The OCS is comprised of 22 items measured on a 7 point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree). Job Satisfaction The Job Descriptive Index (JDI) was painstakingly developed by Smith, Kendall, and Hulin and published in their book, Satisfaction in Work and Retirement (1969). Patricia Cain Smith (1917-2007) relocated from Cornell to Bowling Green State University in the mid-1960s bringing the JDI Research Group with her. The group has operated since 1959 with different members and is one of the longest running research groups in the field. They make their family of scales available free of charge to researchers. The scales include: the Job Descriptive Index (JDI) including the Job in General (JIG); Stress in General (SIG); and Trust in Management (TIM). These scales consist of phrases and adjectives that describe facets of the job or the job overall. Participants select â€Å"Yes†, â€Å"No† or â€Å"?† in response to each word or phrase. â€Å"Yes† means the word or phrase describes the job. â€Å"No† means the word or phrase does not describe the job. â€Å"?† means that the respondent is unsure or cannot decide. The scales are scored 3, 0, 1.5 for â€Å"Yes†, â€Å"No†, and â€Å"?† respectively. The 2009 revision of the JDI, JIG, SIG and TIM are utilised in this study. Job Descriptive Index and Job in General The Job Descriptive Index (JDI) and Job in General (JIG) are self-report measures of job satisfaction. The JDI measures satisfaction with five facets of the job: attitudes towards co-workers, the work itself, promotion opportunities, remuneration and supervision. The JIG scale measures overall satisfaction with the job (Brodke et al., 2009). There have been two major updates to the JDI since it was introduced by Smith, Kendall, and Hulin in 1969. The first update was made in 1985 (Smith et al., 1987) and the second was made in 1997 (Kihm, Smith, Irwin, 1997). The JDI Research Group (Bowling Green State University, OH, USA) then updated the JDI family of scales in 2009. Table 2 Correlations among the JDI facets (Brodke et al., 2009)* lists correlations among the JDI scales which demonstrates that each of the JDI facets and the JIG measures a distinct aspect of job satisfaction and no facet correlates higher than 0.50 with any other facet. Cronbach coefficients above 0.80 or higher are considered to have high levels of reliability. Table 2 Correlations among the JDI facets (Brodke et al., 2009)* Table 3 Validity Coefficients Pearson Correlations (Brodke et al., 2009) shows the correlations of the JDI facets with SIG and the single item measure of Overall Job Satisfaction: â€Å"Considering everything, how would you rate your overall satisfaction with your job?† rated on a five point scale from 1 (very dissatisfied) to 5 (very satisfied). Brodke et al. (2009) have shown that the JIG scale is a good predictor of Turnover Intention. Table 3 Validity Coefficients Pearson Correlations (Brodke et al., 2009)* Stress in General The relationships between workplace stress and negative personal and organisational outcomes are well documented. Stressors and Strains are important concepts related to stress. Stressors precede the experience of stress and strains are the outcomes of the stress experience. The SIG is a measure of the experience of work stress, which emerges between the initial existence of work stressors and the resulting physical and psychological strains (Brodke et al. 2009). This is the stress that is experienced as a result of work stressors prior to the acknowledgement of the strain. The SIG is thus a good measure of Job Dissatisfaction and predictor of Turnover Intentions. The 2009 revision used in this study is based on the SIG scale developed by Stanton et al. (2001). Brodke et al. (2009) showed that this SIG scale shows a reliability coefficient of 0.79. Furthermore the scale correlates positively and significantly with the Faces stress measure (r = 0.54, p Human Resource Management Practices (HRM) The Managing Director and a team manager were interviewed about all aspects of their interaction from recruitment to exit. Marketing material was collected and analysed. The JDI facets that measures Opportunities for Promotion and Supervision are also used in assessing perceptions of HRM practices. Trust in Management Trust in Management (TIM) self-report survey consists of twelve phrases and adjectives describing characteristics of senior management or executives. Participants select â€Å"Yes†, â€Å"No† or â€Å"?† in response to each word or phrase. â€Å"Yes† means the word or phrase describes the manager or executive. â€Å"No† means the word or phrase does not describe the manager or executive. â€Å"?† means that the respondent is unsure or cannot decide. The scales are scored 3, 0, 1.5 for â€Å"Yes†, â€Å"No†, and â€Å"?† respectively. The TIM is considered a single scale and is composed of four dimensions: Ability, Benevolence, Consistency, and Integrity. Table 4 Cronbach’s alphas and correlations among the TIM summary scores and the TIM dimensions (Brodke et al., 2009) shows how the dimensions of the TIM scale are correlated. Table 4 Cronbach’s alphas and correlations among the TIM summary scores and the TIM dimensions (Brodke et al., 2009)* Table 5 Validity Coefficients with Selected Outcome Measures Pearson Correlations (Brodke et al., 2009) shows the Pearson correlations with JDI facets. Brodke et al. (2009) contend that the TIM dimensions are distinct although highly correlated. Table 5 Validity Coefficients with Selected Outcome Measures Pearson Correlations (Brodke et al., 2009)* Turnover Intention This study makes use of Sjà ¶berg and Sverke’s (2000) three item Turnover Intention scale which measures the strength of the respondent’s intention to leave their current job. The scale is scored from 1 (strongly disagree) to 5 (strongly agree). A high score indicates a higher degree of Turnover Intention. Nà ¤swall et al. (2006) showed the Cronbach alpha coefficients for this scale to lie between 0,76 and 0,87. Turnover Actual turnover information is derived from Human Resource records including ex-employee correspondence in the form of letters of resignation. Statistical Methods Data analysis was conducted using an installation of the statistical programming language â€Å"R† through the web based front-end â€Å"R-Studio† on a virtual Amazon Web Services Machine Image (R version 3.0.1, Nickname Good Sport, 2013-05-16). R is a GNU project which is free under the GNU General Public License. The researcher considered the following tests given the nature of the study: Descriptive Statistics are used to describe the location, shape, and dispersion of the sample data collected Inferential Statistics to calculate the strength and direction of the relationships between the research variables Regression tests were used to examine cause-effect relationships between the research variables Summary Data was primarily derived from the perceptions and experiences of employees. Statistical analysis was performed on the data in order to yield empirical evidence and to gain an understanding of the inter relationships between the antecedents and consequences of Organisational Commitment. Online surveys were conducted using various scales. Secondary data were collected from sources such as informal interviews and company HR records and policies. Data analyses are based on quantitative methods through a statistical analysis in order to answer the research questions posed.

Women in the Second Industrial Revolution Essay -- Essays Papers

Women in the Second Industrial Revolution The Second Industrial Revolution had a major impact on women's lives. After being controlled fro so long women were experiencing what it was like to live an independent life. In the late nineteenth century women were participating in a variety of experiences, such as social disabilities confronted by all women, new employment patterns, and working class poverty and prostitution. These experiences will show how women were perceived in the Second Industrial Revolution. Women were confronted by many social obligation in the late nineteenth century. Women were living lives that reflected their social rank. They were expected to be economically dependent and legally inferior. No matter what class women were in, men were seen as the ones who go to work and make the money. That way, the women would have to be dependent since they were not able to go to work and make a good salary. No matter what class a woman was in, she could own property in her own name. When a woman became married she " lost control of any property she owned, inherited, or earned" ( Kagan et al. 569). A woman's legal identity was given to her husband. Getting a divorce was very difficult, most nations would not even end a marriage by having legal consent. Court trials were expensive which made it hard for a women to afford. Even if a divorce was granted the women would not receive anything. The children, land, house, and all of her belongings would be given to the man. If the father choose he could take the children away from the mother at any time and give them to someone else to raise and care for. The illustration above represents the typical appearence of a woman during the re... ...en started taking more of a stand on their beliefs. Women's movements started forming, which made it possible for women to get a higher education. Women became more intelligent and confident in their abilities to fight for more rights such as voting, higher pay in their jobs, and to be treated equally. Today women are the product of hard work and achievement and continue to gradually overcome their minority status. Works Cited 1. http://www.colby.edu/personal/rmscheck/GermanyB4.html 2. http://lcweb.loc.gov/exhibits/bnf/bnf0006.html 3. http://www.fordham.edu/halsall/mod/1873anthony.html 4. http://www.theblackswan.com/review/bits22.html 5. http://sol.slcc.edu/distance/inet/ecn274/women/education_1900.htm 6. Kagan, Donald et al. The Western Heritage Brief Edition. Prentice Hall, inc.1996. 7. Roberts, Nickie.Whores in History. Harper Collins, 1992.