Integrative Approaches to Psychology and Christianity Essay Example for Free

Integrative Approaches to Psychology and Christianity Essay Just as the title describes, Entwistle explains within the book the attempts and varied approaches of integrating both psychology and Christianity, two entities which seem to have been at odds with each other since the time of Galileo. By explaining key historical conflicts, such as instances of friction between religion and science, readers are able to understand how psychology and Christianity are intertwined, and how the same principles that hold them together also seek to push them apart. As said best by Entwistle, â€Å"The interaction of psychology and theology is virtually inevitable due to their mutual interest in understanding the ambiguities and mysteries of human behavior, and healing human brokenness. † (Entwistle, 2010, p.51) According to Entwistle each person has their own worldview, a unique way in which one sees the world around them shaped by their own experiences, knowledge, and culture. The family we were born into, the town we grew up, the continent our town is located all help shape our worldview. Our worldview allows us to question if what we believe is true and if our beliefs have a place within our religion. In taking a Christian worldview believing and understanding in the creation, Fall, redemption, and consummation provides a starting point for integration by allowing Christians to understand how the world around them began and their place in that world. (Entwistle, 2010, p.67) Five paradigms are described as ways of relating psychology to Christianity and they are as follows: enemies, spies, colonialists, neutral parties, and allies as subjects of one sovereign. As enemies, there is no possible way that psychology and Christianity can be integrated. As spies, allegiance is held to one while borrowing principles from the other. As colonialists, there is a recognition of the importance of psychology, but does not attempt to use any of its principles. As neutral parties, both psychology and Christianity recognize findings that are paramount between the two, however both are separated from one another. And lastly, as allies the integration of both psychology and Christianity embrace the word and works of God and his ability to rule over both disciplines. (Entwistle, 2010, p.154) In conclusion, the road to integrating psychology and Christianity continues to be a long one. As Christians, we know that God is the creator of man and that we are born in His image but have sinfully fallen short, and that Jesus died for our sins so we are able to seek forgiveness. The Bible remains our guide for daily living. Psychology is the scientific study of the mind and our behaviors attempting to explain why we think and behave the ways we do. â€Å"Rather, the task at hand is the difficult work of reading the psychological and biblical sources, checking the research and the interpretations, and then asking how together they can help us attain a more complete picture of the human condition.† (Entiwistle, 2010, p.267) Concrete Response In reading this book it triggered a memory from over ten years ago. In 2001, I lost my great-grandmother to heart related issues. For me her death went farther than just losing a relative. As far back as I can remember my great-grandmother was a part of my daily life. My mother had me when she was still in high school so naturally she still lived at home. My father was nonexistent in my life so my world revolved around a house full of women: my mother, grandmother, and great-grandmother. I had just graduated high school and was anxiously approaching the start of my first semester in college the following August. Everyone else in the household was at work, while I was enjoying my summer vacation. It was still early in the morning and my great-grandmother had decided to lay down for an early nap. At this point in her life she needed help remembering when to take her medications so I went to her bedroom to wake her up. Upon entering her bedroom I did not notice anything out of the ordinary, but as I nudged her and called her name I became more frantic as the realization of my worst fears came to fruition, that no matter what I did she would never wake up again. One of the first questions that came to mind was, â€Å"Why God?† Then, â€Å"Why me?† soon followed. But as a Christian, I understood that God has a plan for all of us. When I was able to see through my grief I knew that her suffering on Earth was over and she was in her heavenly home. However, this event solidified in my mind the concept that we are mortals and our days on Earth are numbered. In some way I feel this event helped shape my decision to help others. Reflection In reading this book, some questions come to mind. While discussing the history and innate differences between psychology and Christianity why did Entwistle not find it relevant to discuss the ways the two had been integrated in the past? Relevant to the history of both are the few people through history that have used both psychology and theology in healing the minds and bodies of followers. Even Native American shamans used both the healing properties of plants and medicines and their belief and worship of spiritual beings to restore health to believers. I think it is important that in moving forward for one to understand the past in preventing history from repeating itself and by learning from others mistakes. Another point I feel that Entwistle failed to make is the possibility of our worldview changing. I feel that although our worldview is shaped over the course of our life that there are reasons that would cause a person’s worldview to change dramatically. For instance, let’s consider a child that has known nothing but abuse and neglect since being brought into the world. Everything they know about the world is skewed by the will to merely survive from day to day. Consider how that child’s worldview would change once that child has been removed and placed with either a foster-family or relative that can begin to teach them that love, trust, and stability do exist in the world. Would that child now hold a different worldview? Action I believe that I have learned many things concerning the integration of psychology and Christianity. The community mental health facility in which I work does not endorse the use of religion in counseling sessions due to their ethics and boundaries policy. However, I feel by allowing the client the opportunity to discuss their own feelings and stance on religion opens the door for me as a therapist to utilize that information in integrating religion into their counseling sessions. By allowing them to include such an integral part of their life I feel they are going to be more successful in overcoming illness and life problems that are their undoing. In conclusion, knowing that I have such limited expertise and experience in combining both religion and psychology, I think it is important as a therapist to know if you are practicing outside your realm of knowledge, therefore I am interested in learning what facilities exist that provide Christian counseling in proximity to my hometown. Clients should feel empowered and have options with which services they receive. It is through my years of working as a therapist that I have also learned clients’ want to feel like they are choosing what is best for themselves rather than being forced. I know I share the same views in my own life and hope I can help others heal within theirs. References Entwistle, D.N. (2010). Integrative Approaches to Psychology and Christianity. (Second Edition e.d.). Eugene, OR: Cascade Books.

Relationship between Employees, Employer and Representatives

Relationship between Employees, Employer and Representatives Introduction What is meant exactly by employee relations? What has changed since the Industrial Revolution? Salaman (2000) defines employee relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. We can differentiate three phases in the evolution of employee relations since the end of the Second World War, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The trade unions (basically, it is an association of wage earners, totally independent of employers pressure, who struggle to improve work conditions) had a lot of power and everything was negotiated through deals. In fact, a Trade Union, through collective bargaining can force employers to deal with labour as a collective identity, rather than isolated individuals, and so, secure better the terms and condition of employment (Webb Webb, 1920). However, when the conservative party was elected in 1979, everything changed. The new government introduced a lot measures to limit the role of trade unions. In addition, it introduced an enterprise culture in which individuals and organisations, rather than government, were to be held responsible for economic performance. Thus, as well as rejecting the maintenance of full employment as a major policy objective, they in effect abandoned the commitment of their predecessors to voluntary collective bargaining as the most effective method of determining pay and conditions. Then, there was a total break with the old work patterns but an explanation of this will be the economical context. In fact, after the war, there was a period of reconstruction that engendered a lot of work; manufacturing was the backbone of the economy, it was a period of full employment. After that, there was a wave of privatisation, many companies became multinationals, and there was an internationalisation of business. The aim of the study will be to analyse and evaluate the new approach to the management of employee relations. Firstly, the author will define and explore what the partnership approach is. Then, the study will continue by examining the advantages and the disadvantages of this approach to each stakeholder (employees, employers and Trade Unions). Finally, an evaluation of the prospects for success of the partnership approach and an expression of a critical comparison with the previous ones will be highlighted. The Employment Relation (ER) Employment relationship is an economical exchange of labour capacity in return for the production of goods and services. It is very important to understand the implications of all the aspects of employment relations. High levels of collaboration between the workforce and management are likely to be consistent with greater reliability of production and quality of output, which in turn would bolster the organizations market position. Thus, employment relation is one of the most significant areas that need to be invested (Rollinson, 1993). Salaman (2000) defines employment relations as a reflection of the development of more diverse employment patterns, the growth of high tech and commercial sectors, reduced levels of unionisation and use of management strategies aimed at individualising the employment relationship, in other terms it is the new management of all the variables which influence the work namely the management style, the level of employees motivation, the work environment, job satisfaction, the objectives of the company etc. The state (all levels of government) plays a crucial role in employment relations, both directly and indirectly. The roles undertaken by governments may be categorised into five components including maintaining protective standards; establishing rules for the interaction between the parties; ensuring that the results of such interaction were consistent with the apparent needs of economy; providing services for labour and management such as advice, conciliation, arbitration and training; and as a major employer. The management of the ER system in Britain Britain is a country of Western Europe comprising England, Scotland, Wales, and Northern Ireland. Until July 2003, the British population is 60,094,648. At the height of its power in the 19th century it ruled an empire that spanned the globe (Stewart, 2005: 23-25). It is the dominant industrial and maritime power of the 19th century, played a leading role in developing parliamentary democracy and in advancing literature and science. The first half of the 20th century saw the Britains strength seriously depleted in two World Wars. The second half witnessed the dismantling of the Empire and the Britain rebuilding itself into a modern and prosperous European nation. It is also a leading trading power and financial centre, is one of the quartets of trillion dollar economies of Western Europe. The British industrial relations system has a long history and has undergone much change in recent years. There are three phases in the evolution of employee relations since the end of the World War II, the third one being the partnership approach. Until 1979 (date of the election of the Conservative Party), work relations were based on collective bargaining and collective agreement aiming to determine and regulate, in varying degrees, the terms on which individuals will be employed (Flanders, 1968), with a strong voluntarism encouraged massively and informally. The partnership approach What is it? The use of this term is a relatively recent political phenomenon. Some people affirm that it is just a term used by the Government to attract popular support because nobody can be against Partnership (Knell, 1999). Some others, more optimistic, see in this term a new pluralist approach to industrial relations. This concept comes from the idea that enterprises should recognise the interests of each stakeholder, namely employees, employers and their representatives, in order to satisfy each party. The aim of this approach is to find a common interest of management and labour, through trust and mutual involvement, instilling a sense of belonging and involvement. The Involvement and Participation Association (IPA, 1992) identifies six key principles: A shared commitment to the success of enterprise, including support for flexibility and the replacement of adversarial relations. A recognition that interests of the partners may legitimately differ. Employment security, including measures to improve the employability of staff as well as limit the use of compulsory redundancy. A focus on the quality of working life. A commitment to transparency, including a real sharing of hard, unvarnished information, an openness to discussing plans for the future, genuine consultation and preparedness to listen to the business case for alternative strategies. Adding value the hallmark of an effective partnership is that it taps into sources of commitment and / or resources that were not accessed by previous arrangement. For the New Labour government, partnership at work becomes an important objective. B. Its dimensions 1. Who are the partners? The partnership is between individual employer and individual employee and their representatives but the latter partner is weak in the new work relation. The partnership approach is more focused on individual relationships than a collective one, like in the past. Indeed, New Labour insists on individual choice. For them, it is not an obligation to integrate a working union. It emphasises that individuals are the best judges of their own individual interests. That is to say that the individual has the choice of whether or not to join a trade union and whether or not to take part in the coverage by collective agreement. It might mean the new government is not really in favour of the trade unions. In fact, some people think that a trade union would be an enemy of the partnership approach in the sense that trade unions defend the workers interests and they always have a confrontational relationship with the employers. Then, how can a partnership be formed if one of the partners does not make an effort to find a common agreement? In this way, the trade unions role has to be redefined. They have to play a co-operative role with employers in order to find some common interests which satisfy both the employees and the employers. The psychological contract The psychological contract is the basis of a partnership approach. It is the link between employers and employees. It establishes the expectations, aspirations and understandings which they have of each other (Herriot, 1998). The author has noticed that the psychological contract has changed since the last few years because of the changes of the work environment (change in workforce structure, re-engineering, downsizing.). The old psychological contract was based on security and predictability, now it is more situational and short term and assumes that each party is much less dependent on the other for survival and growth. According to Hiltrop (1995), the new contract can be defined as follows: There is no job security, the employee will be employed as long as he/she adds value to the organisation, and is personally responsible for finding new ways to add value. In return, the employee has the right to demand interesting and important work, has the freedom and resources to perform it well, receives, pay that reflects his or her contributions and get experience and training needed to be employable here or elsewhere. The psychological contract has to be strong and truthful to allow a partnership relation The voluntary aspect of the partnership New Labour insists on the voluntary aspect of the new work relation. The partnership should be introduced through cultural changes which will lead to more positive relationships between employers and employees than the letter of the law can ever achieve. That is to say that the law itself can not resolve the problem of employee relations, some cultural changes have to emerge first. Employers and employees have to make some effort to improve the work relationship. The advantages and the disadvantages of the partnership approach: A. For the employees 1. Advantages With the partnership approach, employees benefit from a Family atmosphere with friendly policies. For example, they benefit from new working arrangements which allow a greater flexibility. There is a harmonisation of working conditions, policies and procedures for all employees under training. The partnership approach introduces a new pay structure: pay is monthly through credit transfer, and the traditional annual pay is replaced by an objective formula. Moreover, a reduction of the working week for manual and craft employees can be observed. 2. Disadvantages However, the partnership approach introduces the notion of the individual worker. In this way, trade unions are less useful in the employer/employee relationship and lose their power. Then, the employee is in a weaker position than his/her employer (a caution has to be noticed because, trade unions have a right to accompany their members during the disciplinary or grievance interview). B. For the employers 1. Advantages Firstly, the partnership gives a good reputation to the enterprise which applies it. Moreover, it allows a greater stability of employment because employer talks to employee and establishes some rights and some obligations that each party has to respect (limit the turnover, strikes and so on). The relationship between both is more respectful and equal. Furthermore, the partnership allows a greater openness over the enterprise. Through it, the employers know what is wrong with the employees and try to find how they can fix it. The work atmosphere is more friendly and truthful. The partnership approach is, as well, a need for a change in approach to the trade unions. To date, the relation between employers and trade unions is based on confrontation. This new approach gives a secondary role to the trade unions and privileges the individual employer/employee relations, which is easier to manage. Moreover, employers try to improve work conditions, in return they profit from a greater activity because workers feel good in the company. In addition they can have greater performance appraisal and a new understanding of performance management through control and feed back. 2. Disadvantages This approach demands a lot of administration and is quite constraining for a company. To fire an employee who has a poor performance for example, the employer has to give a first warning and propose a disciplinary interview in order to detect what is wrong with this employee. If nothing has changed, the employee can receive another warning, the last one, before the dismissal (or other sanctions). Sometimes, procedures take too much time and engender an economical loss. Moreover, the enterprise can lose some power in relation to its employees. Previously, employers had the economic power over employees, now this power is more shared between both because their relationship is more interdependent. C. For the trade unions 1. Advantages There is a new stake in their role as representatives. They have to prove the value of the employers to the employees and the value of the employees to the employers. Moreover, the trade unions can profit from a partnership fund in order that employers and employee representatives work together to support innovative projects to develop the partnership approach in the workplace (Lord McIntosh Lord Hansard, May 1999). 2. Disadvantages The partnership approach has more disadvantages than advantages for the trade unions. Through it, trade unions lose some power. Firstly, their recognition is limited. According to the government, the trade union has a secondary role in the employer/employee relationship. Then, their role has to be redefined in a more consultative sense; it has to focus on the information, the communication, the representation and the partnership. Their contribution to the partnership is potentially useful but far from being essential. Thus, trade unions are worried about their traditional role which is to defend the workers interests. They think that in this new approach, employee representatives will become part of the management. Moreover, according to the IPA, the partnership needs a different channel than the union one, because this model is not adequate anymore. In fact, the union presence is weak or non-existent in the majority of companies in Britain, therefore, the partnership needs a new representative structure. Evaluation and criticism of the prospects for success of the partnership approach The employment relation through the partnership approach becomes fairer. For example, union co-operation in more flexible work patterns, teamworking, the introduction of annualised hours and the harmonisation of terms and conditions of employment are all greater assets of the partnership approach. Concerning job security, the partnership approach remains limited: The job security guarantees have been identified as the hallmark of partnership approach by many of its advocates, although, they have no featured in all such agreements. In most cases, they amount to relatively limited management commitments to avoid the use of compulsory redundancy as a means of labour shedding- a fairly familiar practice in organisations that can attract sufficient candidates for early retirement and voluntary redundancy with enhanced severance payments. Moreover in some partnership agreement, trade unions and employees are required to co-operate with measures with make the avoidance of compulsory redundancy easier, including the acceptance of the companys use of subcontracted, temporary or short-term contract staff ( Taibly Winchester, 2000 and Bach Sisson,2000). Moreover, the fundamental need for a successful approach requires some cultural changes; we have to break with the old practice (industrial/adversarial ones) because we cannot access a new form of management without this. Furthermore, the partnership approach appeared in a particular political context. In fact, it was the end of the Conservative government (characterised by a policy of deregulation) and the beginning of the Labour party which developed the important idea of commitment to the partnership in the workplace. But, its aim has to be analysed very carefully because we can notice that the government refused to take part in some social policy proposals developed by the European commission. This reaction is contrary to the apparent willingness of the government to introduce fairness in work and at work. However, some surveys show that employees feel better with the partnership agreement. We can notice that job satisfaction level is greater than before (Bach Sisson, 2000) but this result has to be taken with caution if we refer to the recent strike of the Post Offices which occurred last month. Then, the question is whether the partnership approach is successful? In the historical, political and economical context, the author thinks that partnership and the willingness of each stakeholder are present. The difficulty is just trying to apply it in the best way. Britain has made a lot of effort to improve work conditions. Compared to the past, this approach is the compromise between the two previous ones. Indeed, the first one (~1945-1979) was too dominated by the trade unions. The following one was too adversarial; the employees lost all their rights. Thus, this new approach tries to satisfy both parties. Conclusion The work is not finished. If the partnership approach succeeds in satisfying the stakeholders, it needs to be improved again. Britain needs to work on other more social law proposals and take part in the European ones. However, the employment relations are governed by the variation of the market as well; hence, it is very difficult to satisfy everybody. But, the important thing is to try to do the best. Moreover, there will always be some disagreements and unfairness in work and at work; we have to be patient because it takes time to change the mind of each person.

Concept of perceived effective leadership

Concept of perceived effective leadership The literature review will focus on two dimensions of literature. The first is to look at the kind of leadership that is termed as effective by looking at numerous definition of leadership and the conceptualization of leader effectiveness done by previous studies as well as conceptualization by Kouzes and Posner (2002) in which he measured effective leadership using his Leadership Practices Inventory (LPI). The second is to look at the definition of integrity and how it is conceptualized and measured from the perspective of leadership. To this, the author wishes to use the Perceived Leader Integrity Scale (PLIS) developed by Craig and Gustafson (1998) as previous studies indicated that it is one of the reliable ways to measure integrity from perspective of leadership. Having the two components of this study defined, this paper also attempted to explain the theory underlying the relationship between the two components based on previous studies. This chapter critically and selectively reviews the concept of perceived effective leadership and perceived integrity in leadership and their relationship from published journals and articles. The author believes that this could be useful for understanding and the development of theoretical models. 2.2. Effective leadership As public organizations are facing an increasingly complex environment due to globalization, advancement in technology and communication, more diverse workforce, the need to meet and satisfy citizens and customers satisfaction through high-quality services, the outcry for effective leadership in public organizations has become crystal-clear though it has been contended that effective leaders with integrity are often lacking in organizations (Haberfeld, 2006; Rowe, 2006) to bring the desired impact. Previous research indicated that leadership is a complex process and leadership theories have been defined and developed substantially over the last decades and as claimed by Bennis and Nanus (1985) cited in Olu Oyinlade (2006) that leadership had been defined by researchers in over 350 different ways in the 30 years prior to 1985. This was also agreed by Bass in 1990 who stated that there seems to be many definitions of leadership than the number of researchers striving to study the concept. According to Conger (1992) also cited in Olu Oyinlade that so far there is no single agreed-upon definition as leadership is largely an intuitive concept and this is agreed by Bennis (2007) that recent research suggests there is no one-size-fits-all approach to leadership. The most common so far of leadership theories are the traits theory, behavioural theory, contingency theory, and leader-member exchange (LMX), the transformational and transactional theory. Due to the vast definitions of leade rship, Bass (1990) cited in Schafer (2009) hinted and pinpointed some common unifying theory implying that leadership is the persuasive power and ability to influence group of people or individuals or other behaviours in an coordinated manner to achieve some pre-determined goal. Kouzes and Posner (2004) defined leadership by their followers and it involves a relationship between those who want to lead and those who choose to follow. They suggested that any discussion of leadership should follow this norm of relationship. Kouzes and Posners assertion for leaders and followers relationship is based on followers perception and they normally depend upon leaders for collective success. Thus, the implication to follow good leaders is high and to follow bad leaders is too costly as it cannot be denied that some leaders are often tempted and lured to manipulate their position for personal gain (Van Vugt et al., 2008). Previous studies on followers assessment of leadership focused on the behaviours associated with effective leadership and past findings also indicated that dimensions of what they call as effective leadership vary from instrument to instrument of research. To this, prior study by Parry and Proctor-Thomson (2002) in citing Bass (1985) in their study on Perceived integrity of transformational leaders in organisational settings suggested that effective leadership can be related to transformational leadership behaviours of idealized influence, inspiring motivation, intellectual stimulation, and individual consideration which are very much admired and could become respected role-model. The researchers used Perceived Leader Integrity Scale (PLIS) by Craig and Gustafson (1989) to measure leaders integrity and Multifactor Leadership Questionnaire (MLQ) developed by Bass (1985) to measure transformational leadership involving a sample 1,354 out of 6,025 managers throughout New Zealand and fou nd a strong positive relationship between perceived integrity and demonstration of transformational leadership behaviours. However, this study will not apply the MLQ as an instrument to measure effective leadership as it is criticised on the ground that it lacks ability to measure accurately and distinguish the four dimensions of transformational leadership from one another (Bycio, Hackett Allen, 1995; Tepper and Percy, 1994; Tracey Hinkin, 1998; Yammarino Dubinsky, 1994) although it has been widely used in many investigations of transformational and transactional leadership (Den Hartog, Van Muijen Koopman , 1997). Some theorists also raised questions regarding the notion that transformational leadership may not necessarily lead followers to higher ethical ground but instead may lead to unethical and immoral direction (Giampetro, Brown, Browne Kubasek, 1998; Yukl, 1998) as cited in Parry and Proctor-Thomson (2002). This has given rise to another dimension of transformational leadership in what Bass and Steidlmeier (1999) called as authentic which refers to real ethical leader and pseudo-transformational which is unlikely to be ethical leader. This notion of transformational leader related to effective leadership will not be applied in this study as some researcher like Ciulla (1995) raised the issue of Hitler problem who argued that Hitler must not be in the same category as Martin Luther King, Jr. though the Nazis during his time might have treated him to be effective and transformational. The idea of charismatic leadership too will not be related to effective leadership in this study although Conger and Kanungo (1998) described charismatic leaders to possess all the qualities of vision, drive, passion and ability of leaders to inspire their followers into action. But Bass (1985) argued that charismatic leaders often lead to dictatorship than real leaders with inclusion of qualities such as narcissism, manipulation of people and defensiveness in the example such as Hitler and Mussolini. To this, Kouzes and Posner (1988) came up with their Leadership Practices Inventory (LPI) to conceptualize leadership behaviours associated with leader effectiveness based on five dimensions of practices: Modelling the Way, Inspiring a Shared Vision, Challenging the Process, Enabling Others to Act, and Encouraging the Heart. The construction of LPI is although not designed for transformational or transactional leadership styles, but the instruments contents of different scales may from subordinates point of view contains elements of transformational and transactional leadership styles (Fields Herold, 1997). Other studies indicated an increase in perception of effective leadership can lead to an increase in subordinate and organizational effectiveness. To this, researchers like Jaussi and Dionne (2004) in their study on Unconventional leader behaviour, subordinate satisfaction, effort and perception of leader effectiveness cited Bass (1990) claimed that an increased in perception of leader effectiveness can lead to elevated subordinate performance which in turn can enhance organizational effectiveness as one the three outcomes documented in previous leadership literature. As there are too many literatures associated with effective leadership, this paper only attempted to use the term effective leadership as derived by Kouzes and Posner (2002) through his Leadership Practices Inventory (LPI) and the dimensions that articulate and explain effective leadership. The reason as to why practices are selected rather than traits and characteristics of leadership is based on the understanding of leaders behaviour through the role theory that can provide insight and understanding on how roles and behaviours influence subordinates behaviour. Role has been defined as a socially specified pattern of behaviour that accompanies a particular position within a social context (Deaux Wrightsman, 1988) cited in Huse (1998). In another definition, roles are also the combination of expectations and performances on the part of those who are interacting with each other (Neal, 1983). Hooijberg and Quinn (1992) also stated that in order to increase their effectiveness, leaders may perform and execute variety of leadership roles and practices in the organizational setting. Another reason for the role theory to be accepted and not the traits theory is because previous literatures on the traits theory popularised in 1930s only explained leadership effectiveness by means of natural characteristics, skills and abilities such as self-efficacy, decisiveness, and interpersonal competences to be associated with organizational effectiveness. But this theory has been subjected to criticism on the ground that this theory lacks predictive power in linking leadership traits to performance (Stogdill, 1948). Consequently, in 1940s and 1950s, the leadership behaviour theory was introduced to explain leadership effectiveness based on leaders behaviours and practices they should play to provide new perspective on understanding leadership effectiveness (Steers, Porter Bigley, 1996) cited in Oyinlade (2006). The theory explains that the behaviour of the leader occurs within the context of various roles and practices the leader plays. This further justifies why leadership practices and behaviours are important to influence subordinates behaviour and this also helps to explain that the effectiveness of the leader is influenced by his/her roles obligations and expectations. 2.3. Measurement of effective leadership In a study done in 2008 to more than 1,000 police supervisors attending the FBI National Academy (NA) in Quantico, Virginia which involved 1,042 of the 1,071 (97.3 percent) NA attendees completed all or part of the survey, the survey concluded that efficacy of police chiefs who are effective leaders was most strongly linked with integrity, work ethic, communication, and care for personnel while ineffective leaders were characterized as failing to express these traits or were characterized as suffering from questionable ethics and integrity. The study revealed that 37.5 percent of respondents ranked honesty and integrity as the most important characteristics of an effective leader. The study also acknowledged that development of effective leaders and leadership practices is a persistent problem in policing (Schafer, 2009) A study done in 2008 involving a total of 1,000 high public school teachers in Amman, Jordan which studied the behaviours of their principals using Kouzes and Posners LPI has shown that 550 school teachers represent 55 per cent of the targeted respondents of 1,000 have assessed their principals as moderately practising Kouzes and Posners leadership practices model and identified them as transformational which is also associated with effective leadership (Abu-Tineh et.al. 2008). 2.4. Integrity Integrity is a concept commonly discussed in a formal and informal way and usually associated with leadership and organisational theory, but it is yet to be defined and theoretically understood (Rieke Guastello, 1995) as cited in Parry and Proctor-Thomson (2002). Previous definitions on integrity indicated that integrity has been defined in different manner and in different forms due to different lines of research by previous researchers. This was conceded by Hooijberg et.al (2010) that the complexity regarding its meaning and interpretation makes it difficult to be understood. Hence, its broad dimensions had led to many researchers to associate it with ethics, honesty, trust, credibility, and character that have been used and applied interchangeably in many past literatures (Hooijberg et.al., 2010; Becker, 1998; Yukl Van Fleet, 1990); Kouzes and Posner (2002); Ciulla (2004). In 2007 and 2009, Palanski and Yammarino cited in Hooijberg et. al. who successfully found evidence of rela tionship between integrity and honesty also asserted that it involves matching deeds to words, a sense of morality and that it lies in the eyes of the beholder. This was shared by Kirkpartrick and Locke (1991) and Covey (1992) described integrity as walking the talk with no desire other than for the good of others. This was supported by Mayer, Davis, and Schoorman, (1995) by stating that integrity should be more than walk the talk but is associated to an individuals full commitment to underlying principles. For Kolthoff et al. (2010) stated integrity has its foundation in ethics and Lawton (1998) asserted that ethics and integrity encapsulate a code of conduct as basis for actions. Notably some examples of ethics violation in public organizations include lying, cheating, rule-bending, stealing public property, harming others and so on (Ciulla, 2004). For Van der Wal; Huberts; Van Den Heuvel and Kolthoff (2006), they described integrity within organizational context to constitute wholeness and in the Latin word -integritas which means acting according to moral values, norms and rules and which must take place within the context and environment in which one works or operates and accepted by the members of the organisation. For integrity also means trust as Bennis (1989) stated that integrity is the basis of trust and Simons (1999) in asserting that trust of subordinates in leaders behaviours is very important suggested behavioural integrity (BI) rather than self-perceived integrity or any statement on integrity as the main focus research on integrity to describe leaderships style and behaviours as there often mismatch between actual values and enacted values of leaders behaviour. The author duly admits that this has been the common flaw in public service where leaders normally ignore subordinates trust and in many instances they do not need subordinates trust as they probably feel proud to helm public organizations and hence could have acted on their own for selfish gain. It is here that mistrust and dishonesty exist within public organizations and as Kolthoff et al. (2010) pointed out that integrity is affected. Other researchers like Padilla, Hogan, and Kaiser (2007) also believed and argued that the occurrences of corruption, unethical and bad behaviours, mismanagement and so on perpetrated by people in position of power appointed in public organizations can be traced to issues of integrity. That is why integrity must be perceived as a moral courage and the will and willingness public servants ought to do and to go against what is not right and believes to be wrong (Kolade, 1999). How integrity is important for leadership? Kirkpatrick and Locke (1991); Kouzes and Posner (2002) cited in Hooijberg et.al (2010) asserted that integrity is not only good for organizations but also to be an important trait of leaders. Becker (1998) argued that excellent leaders are people viewed and perceived to be high in integrity because they do not want to gain something out of organizational resources for selfish reasons. This is consistent with Badaracco and Ellsworths (1990) notion that leaders with values and integrity normally make decisions in accordance with the enacted values of the organization and for Kouzes and Posner, (2002) added that leaders with integrity would be able to convince followers that they are worth to be followed. While Kanungo and Mendonca (1996) cited in Parry and Proctor-Thomson (2002) also stated that integrity in leadership has become an increasing concern for business and organisations. To this, many theorists now believe that leadership without i ntegrity may put the organisations at risk, (Morgan, 1993; Mowday, Porter Steers, 1982; Posner Schmidt, 1984). Perhaps, the most important definition of integrity related to leadership was given by Tan Sri Mohd. Sidek Hassan who is the Chief Secretary to the government of Malaysia in his speech dated 25 Mac 2009 that integrity can be defined as continuous adherence to moral principles, honesty, wholeness, the quality of being unimpaired; soundness. He also reminded civil servants on the need to instil integrity especially on the role of leadership in public institutions in order to deliver high quality of service delivery (http://www.pmo.gov.my/ksn/?frontpage/speech/detail/1512. accessed 5th April 2011). From the so many definitions of integrity mentioned above, it is clear that integrity plays an important role in establishing and maintaining high ethical standards in public organizations but it must start with the top echelon of the organizations which must be perceived to have integrity as without it the whole system and existing reform measures will be meaningless. 2.5. Measurement of integrity Hogan and Kaiser (2010) in their study on How to assess (not to assess) the integrity of managers stated that various attempts have been made in the past to assess and measure integrity in leadership including using the Big Five Personality Theory as researcher like Allport (1937) and other moral philosophers linked leaders integrity to personality and they believed that leaders personality could influence individuals and groups behaviours. To this, measurement of leaders personality using The Big Five Personality theory was a questionable issue related to how sound the integrity test works with leaders (Howard Thomas, 2010) and although it can predict counterproductive work behaviour based on the three dimensions of personality theory: Conscientiousness, Agreeableness and Emotional Stability; but it does not measure counterproductive behaviours. Another critic for the theory was by Mischel (1977) who suggested that personality is most important in weak situations and of course in s trong situation it could provide solid cues about leaders appropriate behaviour which resulted in peoples supportive actions. Hogan and Kaiser (2010) also stated that another measurement technique linked integrity to leaders competency model theory and by using the data that delivered subordinates ratings of 672 directors and vice presidents employed by a Fortune 500 technology firm in the United States, this method defines integrity as a leadership competency and measures it using co-worker ratings of observed ethical behaviour. The test used 23-items to measure five competencies and integrity is one of them. The result of the competency test found that the behavioural ratings suggested only a negligible proportion of managers may have integrity issues and do not identify leaders with integrity issues as most of the items in the questionnaire only reflect the desirable end of integrity construct. The study also did not differentiate between high and low-performing managers, and hence cannot be used as an appropriate measurement to identify leaders with integrity issues. What have been done by previous measurements only focused on positive behaviours of managers that might not have been able to identify leaders with integrity issues. However, using Craig and Gustafson (1998) measurement technique of Perceived Leader Integrity Scale (PLIS) which focussed on perception of unethical behaviours of leaders using only a short version of 8-items questionnaire survey rather than 32-items, Hogan and Kaiser (2010) in their study using data from 80 employed MBA students at a university in the South-Eastern United States has proven that this technique is a reliable way of assessing leaders with potential integrity issues as correlation and regression analyses using the PLIS suggested that trust and leaders integrity is the primary determinant of employee attitudes and effective leadership perceptions. Apart from using PLIS, Hogan and Kaiser also used Leader Behaviour Description Questionnaire (LBDQ) developed by Stogdill (1963) in the study to assess the leaders effectiveness via two-factor of leaders behaviour, that is, Initiating Structure and Consideration scales (10-items for each scale) and found that PLIS is the strongest predictor of all the three predictors and another result indicated that leader perceived integrity was highly correlated with consideration rather than initiating structure which means leaders need to pay more attention to the needs of the subordinates. So, this study will use the PLIS to measure perceived leaders integrity from subordinates assessment in the focus area, that is, the selected Sabah states agencies in Kota Kinabalu. 2.6. Relationship between effective leadership and perceived integrity Parry and Proctor-Thomson (2002) in their study on Perceived Integrity of Transformational Leaders in Organisational Settings involving 1,354 useable samples out of 6,025 managers in private and public organizations throughout New Zealand using both PLIS and MLQ to measure perceived leader integrity and effectiveness respectively found that there was positively significant correlation between leader perceived integrity and a range of leader effectiveness measures in which leader effectiveness was measured with items such as satisfaction with leadership, perceived leader effectiveness, extra efforts from followers and motivation of followers. A study done by Hooijberg et.al in 2010 involving 175 bureau chiefs and directors of a state government agency in the North-eastern USA taking part in a leadership-training program using 20-items survey of Competing Values Framework (CVF) to assess managers effectiveness through eight leadership roles: Producer, Director, Coordinator, Monitor, Mentor, Facilitator, Innovator and as Broker revealed that integrity has an above impact of leadership effectiveness followed by honesty and goal-orientation is the leadership role that bosses highly associated with leaders effectiveness. In addition to the above studies, other past literatures on the study of leadership focussed on the impact of leadership on organization and indicated it was the leaderships role to protect and enhance the invulnerability of public agencies to threats of integrity as suggested by Selznick (1957) that the integrity of the institution is vulnerable to corruption if the leader fails to protect the institutions distinctive values, competence and role. The importance of leaders to demonstrate integrity was also studied by Gray (1985) and Fiedler (1995) as cited in Huse (1998) who argued that leaders will inspire others when they demonstrated integrity. This shows that leadership with integrity is vital to protect organizations vulnerability to corruption as well as to inspire others to behave in a forthright and open-manner and lead the organization into the future which is part of leaders demonstration of integrity. The study by OECD in 2005 on Public Sector Integrity: A Framework for assessment regarding perception of integrity in all its member countries such as Australia, Austria, Belgium, Canada, Denmark, New Zealand, Germay, Japan and host of other countries indicated that integrity in public agencies starts at the top and through leaders actions and behaviour. Instilling a culture of integrity has to come from the top such as the senior management, head of department, governing board etc. Leaders in public organizations must keep integrity at the forefront activities so that employees can take their cues and examples from the top. Other research also has shown that supervisors or leaders are the primary influence on the ethical behaviours of their subordinates (Morgan, 1993; Posner Schmidt, 1984). Their contention is based on the belief that as integrity is also about ethical behaviours, this indicates that if leaders exercise ethical behaviour this will lead to larger implications on subordinates behaviours and behaviours of others in the organization. To this, an effective leadership must lead the initiatives to create an atmosphere where individuals in the organization feel safe to move forward to becoming an ideal and competitive organization. But this will depend on the leaderships beliefs in motivation and competitive spirit of all members in the organization on the adherence to values of honesty, ethics, and trust. What is important is a statement by Morgan (1993) who emphasized the ethical leaderships positive impact on organisational effectiveness will result in ethical development which is very important to the leaders success. Morgan also found that followers perception of leaders ethics was positively related to their perceptions of leaders effectiveness. 2.7. Summary of Literature Review Based on the numerous definitions of integrity given by previous researchers such as Becker (1998), integrity is conceptualized as similar to honesty, trust, ethics, matching words with deeds and actions, and a commitment in actions to set of principles and values. In other words, integrity is about something ethical and morality in words and in actions in accordance with existing norms, cultures, values, processes, rules and laws in which managers and leaders in public organizations must adhere to in order to create and maintain public trust. Previous studies indicated that effective leadership can be conceptualized and perceived using Kouzes and Posners (2002) Leadership Practices Inventory or LPI which emphasizes on leadership practices in five dimensions : Inspiring Vision, Model the Way, Challenge the process, Enable others to act and Encourage the heart. Recent study by Abu-Tineh et.al (2008) done in 2008 in Amman, Jordan involving a sample of 550 school teachers resulted in the school teachers assessed their school principals as having practiced Kouzes and Posners leadership practices and has identified them as transformational which is also related to effective leadership. The leaders integrity can be perceived by using Craig and Gustafsons (1998) Perceived Leader Integrity Scale of PLIS in which Parry and Proctor-Thomson in 2002 has conducted a study on a sample of 1,354 private and public managers in New Zealand using PLIS and found a moderate to positive relationship between perceived leader integrity and transformational leadership behaviours measured using Multifactor Leadership Questionnaire (MLQ). Other previous literatures also pinpointed to the needs for perceived effective leadership to possess moral values such as honesty, trust and ethics or in other words integrity to maintain trust and create followers positive perception of leaders effectiveness and integrity to bring the desired impact to the organizations.

Analysis of key Recruitment Documents :: Business and Management Studies

Analysis of key Recruitment Documents The two main recruitment documents at Sainsbury's are the job description and the person specification. A job description lists the main tasks required in a job. Sainsbury's have job descriptions for every job they have from the caretaker to the managing director. The job description describes two types of information: it describes the tasks of the job and it describes the behaviour necessary to actually do these tasks satisfactorily. In drawing up a job description the personnel department at Sainsbury's has a number of alternatives. These are: * The line manager can draw up a description of what the job entails * The existing job holder can do it * The Human Resources Manager can interview the job holder and the line manager to find out what the job involves. I It is better to combine these approaches. The list of tasks and the relative importance of each one, is vitally important for a number of reasons: * In carrying out appraisals of employees as the manager cannot appraise employees if the employees do not know what the job involves * When analysing the job for training needs the manager must be able to see what tasks a job involves so that s/he can determine ehat training may be required When Sainsbury's draft the job description, the main features are: * The job title * The location of the job * A brief outline of what Sainsbury's does * The main purpose of the job * A detailed list of the main tasks required in the job * Pay and other benefits * Promotion aspects Sainsbury's expect employees to more flexible and to do a wider range of work. The presentation of a job description is important and Sainsbury's job description is always neatly presented. A person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. It describes the characteristics and attributes which a person needs to be able to do the job to the required standards. A person specification is normally set out under these headings: * Physical make up- what should the job holder look and sound like * Achievements- what education, qualifications and experience does the applicant need * Specific skills- what special skills and talents are needed by the applicant * Interests- hobbies * Personality- what motivation and temperament and attitude should the applicant have * Personal circumstances- what personal and domestic arrangements might the ideal person have? The selection documents used at Sainsbury's have many advantages and

8th Fire: Indigenous in the City Analysis: One Step Forward, One Step B

8th Fire: Indigenous in the City, is part of a documentary series that describes the challenges that aboriginal people face when moving to the large cities from reservations. The documentary begins by describing the stereotypes that English Canadians as well as other visible minority groups perceive aboriginal people to be. They show how damaging the stereotypes are to the First Nations, especially in the area of education. The documentary concludes by offering a few some solutions of how to change and improve the relationship between the aboriginal community and the rest of Canada. The two main aspects of the film that I will focus my analysis on is the education system from past to present and the negative impacts it has had on the First Nation’s people as well as aboriginal stereotyping. These two themes were the most prominent topics brought up throughout the film, and while one topic was well argued and framed, the other I will argue was more damaging than educationa l. I should mention that due to my ethnicity being of aboriginal decent, Mà ©tis in particular, I was extremely critical of the film because though these issues need to be addressed publicly, if they are presented in the wrong light, it can cause more negative implications than positives. Though the film mentioned the impact that residential schools had and still has on the aboriginal people, I felt that this issue needed to be stressed further because the legacy of the schools is still extremely prominent in aboriginal communities today. The film refers to the fact that residential schools harmed the aboriginal people because they were not able to learn their culture, which has resulted in the formation of internalized oppression within in the group. â€Å"The... ...t Kids Docs Radio TV. Web. 1 Apr. 2012. . Fleras, Augie. â€Å"Aboriginal Peoples in Canada: Repairing the Relationship.† Chapter 7 of Unequal Relations: An Introduction to Race, Ethnic and Aboriginal Dynamics in Canada. 6th ed. Toronto: Pearson, 2010. 162-210. Print. King, Thomas. â€Å"Let Me Entertain You. The Truth About Stories: A Native Narrative. Minneapolis: University of Minnesota Press, 2005. 61-89. Print. Ruth, Seà ¡n. â€Å"Theories of Internalized Oppression.† Leadership and Liberation: A Psychological Approach. London: Routledge, 2006. 155-173. Print. Schissel, Bernard, and Terry Wotherspoon. â€Å"The Legacy of Residential Schools.† Inequality in Canada: A Reader on the Intersections of Gender, Race, and Class. 2nd ed. Ed. Valerie Zawilski. Don Mills: Oxford University Press, 2010. 102-121. Print.

The Rapid Growth of Online Social Media Networks

Social networking used to link and portion information with friends.People may utilize societal networking services for dii ¬Ã‹â€ erent grounds to web with new contacts, reconnect with the friends, maintain the relationships position, for concern or undertaking work related, take participate in treatments on the many subject, or merely hold get together meeting and interaction with other take parting users. [ 1 ] .There are figure of users on SocialNetwork and Twitter. LinkedIn has positioned itself as a professional networking site proi ¬?les include resume information and groups are created to portion many inquiries and thoughts with other users in similar i ¬?elds. Unlike traditional personal home pages people in these societies publish non merely their personal properties, but besides their relationships with friends.It may do the privateness misdemeanor in societal webs [ 3 ] .Information privateness is needed for users. Existing techniques are used to forestall direct revelation of sensitive personal information.Here the focal points on societal web informations classii ¬?cation and inferring the persons private information. More private information are inferred by using corporate classii ¬?cation algorithm. The system heighten how the on-line information of societal web is used for anticipation some person’s private property that a user/person are non interested unwrap these property to other users ( e.g. gender identii ¬?cation, sexual orientation ) .For illustration in an oi ¬?ce people connect to each other because of similar professions. Therefore it is possible that one may be able to deduce someone’s property from the properties of his/her friends. In such instances, privateness is indirectly disclosed by their societal dealingss instead than from the proprietor straight. This is called personal information escape from illation [ 10 ] . The rapid growing and ubiquitousness of on-line societal media services has given an impact to the manner people interact with each other. Online societal networking has become one of the most popular activities on the web. Social web analysis has been a key technique in modern sociology, geographics, economic sciences, and information science.The informations generated by societal media services frequently referred to as the societal web informations. In many state of affairss the informations demands to be published and shared with others. Social webs are online applications allow their users for connexion by dii ¬Ã‹â€ erent linktypes [ 3 ] . As portion of their professional web. Because of users specify inside informations which are related to their professional life.These sites gather extended personal information societal net- work appli- cation suppliers have a rare chance direct usage of this information could be utile to advertizers for direct selling. Print informations for others to analyse even though it may create terrible privateness menaces or they can keep back informations because of privateness concerns even though that makes the analysis impossible. For illustrations concern companies are analyzing the societal connexions in societal web informations to bring out client relationship that can benei ¬?t their services and prod- uct gross revenues. The analysis consequence of societal web informations is believed to potentially supply an alternate position of real-world phenomena due to the strong connexion between the histrions behind the web informations and existent universe entities. Social-network information makes com- merce much more proi ¬?table [ 7 ] . On the other manus the petition to utilize the informations can besides come from 3rd party applications embedded in the societal media application itself. For case, societal sites has 1000s of 3rd party applications and the figure is grow- ing exponentially. Even though the procedure of informations sharing in this instance is inexplicit the informations is so passed over from the information proprietor ( service supplier ) to dii ¬Ã‹â€ erent party ( the application ) .The informations given to these applications is normally non sanitized to protect users privacy.Desired usage of informations and single privateness presents an chance for privateness continuing societal web informations excavation. That is the find of information and rela- tionships from societal web informations without go againsting privateness. So utilizing classii ¬?cation i ¬?nd sensitive informations and take it from informations set and supply extremely sanitize dataset [ 1 ] . Although OSNs are rather utile in dii ¬Ã‹â€ erent sense, there has been some consid- erations about privateness of users in such services. OSNs are big datastores of personal information. This information is valuable in the sense that by statistical analysis it is possible to pull out the penchant of users based on dii ¬Ã‹â€ erent standards such as gender and matrimonial position. Such analysis can so be used for advertisement and research intents [ 5 ] . MET’s Institute of Engineering 2 Preventing techniquesused for profile informations bar illation onslaught on societal web Third-parties provide targeted advertizement to increase their commercial gross utilizing the societal platform and custom-make their publicities precisely based on the penchants of visitants and increase their opportunities on marketing [ 1 ] . OSN suppliers such as Facebook province that they will non manus private information to these third- parties. However there has been many contentions about escape of sensitive information to third parties where OSN suppliers handed private user information along with ego placing information. A recent probe by the Wall Street Journal showed that personal ID of Facebook users was being transmitted to third party advertizement and tracking companies along with their personal involvements which was against the promises made by Facebook [ 6 ] . This is where concerns are raised about the privateness of OSN users. The chief privateness concern is that members might non be willing to expose their proi ¬?le information to everyone indoors or outside a web. Peoples need control over their personal information and how it is being shown on the web. In OSNs users provide their electronic mail reference, exposure, friends, instruction, calling background, relationship position and activities such as noticing. For assorted grounds one might be willing to conceal them from certain people. Reasons such as safety, separation of work environment and personal life are among them. If the information is public to everyone it can do jobs such as losing a occupation. Furthermore it can be collected and used for commercial intents without the consent of users [ 7 ] , [ 8 ] . The privateness scenes normally does non to the full let concealing friendship links and groups ai ¬?liations and the connexion between people and groups are publically seeable. Such links and ai ¬?liations can take to information escape and expose high sum of information. In add-on many users do non protect their proi ¬?les from aliens and the web would be a mixture of public and private proi ¬?les [ 13 ] . As a consequence while an single protects his proi ¬?le utilizing the privateness scenes, it is possible that a big fraction of his friends have an unfastened proi ¬?le which contains information about him including the friendly relationship nexus, remarks and so on. Besides even if there are no direct information about a individual in his friends, by statistical analysis it would be possible to deduce some properties for a user even if he has a private proi ¬?le which is the subject of this System [ 14 ] , [ 15 ] . The end of this System chiefly highlights how it is possible to deduce and retrace private properties of OSN users based on friendship links and personal inside informations. Using chance theoretical accounts and informations excavation attacks such as Naive bays larning, it is shown that with certain possibilities it would be executable to deduce private properties of users. MET’s Institute of Engineering 3 Preventing techniquesused for profile informations bar illation onslaught on societal web To see the consequence on a existent dataset, a well-known Facebook OSN, Proi ¬?le information is col- lected and used. Analysis of system shows that it is possible for an active OSN member to to the full protect its privateness by remotion of sensitive properties from proi ¬?le informations or from dataset before let go ofing to third party [ 1 ] , [ 11 ] . 1.1 Area of Dersertation Social webs are considered as online applications that permit the users to link by manner of assorted nexus types. Based on the provided inside informations, these webs let people to name inside informations about themselves that are appropriate to the basicss of the web. Some site is a common usage of societal web, hence single users list their preferable activities, films and books. Conversely a professional web such as LinkedIn, users specify inside informations which are suited to their professional life.These sites gather extended personal information and therefore societal web application suppliers have a rare opportunity of direct use of this information that could be utile to advertizers for direct marketing.For forestalling illation onslaught proposed system is used and it better the classii ¬?cation truth of system by utilizing Naive bays classii ¬?cation. MET’s Institute of Engineering 4 Preventing techniquesused for profile informations bar illation onslaught on societal web 1.2 Dissertation Plan Month Project Activity August Project Topic Selection Submission of Abstract Survey of Literature Survey September First Presentation about thought of Undertaking Requirement analysis ( SRS Document ) readying October Mathematical Model Algorithm and System Analysis Detailed Design November Project Stage-1 Presentation Documentation December Stating stage of execution Requirement assemblage for implemntation January Implementation and proving February Implementation and proving March Test instances planing for complete system and proving as per trial instances Changes in execution if any April Testing and certification May Testing and certification Table 1.1: Dissertation Plan MET’s Institute of Engineering 5 Preventing techniquesused for profile informations bar illation onslaught on societal web 1.3 Motivation †¢ Privacy to individual which is concerned with the unity of the persons organic structure, agencies prevent the interloper entry in personal informations. †¢ Privacy of personal behaviour, This relates to dii ¬Ã‹â€ erent facets of behaviour such as sexual penchants, political activities and spiritual ideas both in private and public topographic points. †¢ Here the ei ¬Ã‹â€ ectiveness of both local and relational classii ¬?cation truth are reduces by utilizing the sanitation methods and it is really helpful for forestalling personal information onslaught on societal web. †¢ Privacy of personal communicating in instance of persons have an involvement to be able to pass on among each other through dii ¬Ã‹â€ erent media without being monitored or intercepted by other individuals or administrations. †¢ Privacy of personal informations, Persons claim that informations about themselves should non be available to other persons or administrations without their consent and even if the information is processed by a third-party, the person must be able to hold consid- erable grade of control over it data and its usage. †¢ Here it has been proposed to plan a system that explore the ei ¬Ã‹â€ ect of possible informations sanitation attacks on forestalling such private information escape, while leting the receiver of the sanitized information to make inference on non-sensitive inside informations. †¢ Desired usage of informations and single privateness presents an chance for privateness continuing societal web, That is the find of information and relationships from societal web informations without go againsting privateness. 1.4 Aims This system dei ¬?ne two classii ¬?cation undertakings. The i ¬?rst is that to find whether a individual is †conservative† or †liberal† on the footing of user proi ¬?le information. MET’s Institute of Engineering 6 Preventing techniquesused for profile informations bar illation onslaught on societal web Privacy concerns of persons in a societal web can be classii ¬?ed into two classs: privateness after informations release, and private information escape. Cases of privateness after informations release involve the identii ¬?cation of specii ¬?c persons in a information set subsequent to its release to the general populace or to paying clients for a specii ¬?c use or 3rd party for their advertisement work. By deducing the sensitive property like gender, matrimonial position such personal information of user proi ¬?le is used for dii ¬Ã‹â€ erent type of attack.Here aims of system is privacy concern as concealing the user’s personal inside informations from exterior users means from 3rd party, so information misusage are avoid.

Process to Becoming a Successful Mother and Student

The role of a mother is a highly demanding role in itself. Making the choice to become a mother and a college student is even more demanding. Once that choice has been determined, one wants to ensure that they are effective at balancing the two roles successfully. I will describe how to maintain a healthy balance between being a successful mother and a successful college student. I implemented a particular process when I decided to enroll in college. I am a mother of 4 children and a step mother of 3 children. I knew that in order to succeed in college and maintain a healthy relationship with my children, I would have to put order into place in both areas of my life. The key to becoming and maintaining success as a mother and a student is centered around organization. The organizational process to being a successful mother and student includes many steps. Those steps include: establishing specific and achievable goals, setting priorities, possessing a mind set of determinatation and devotion, being self disciplined and structured, and lastly, being able to still have time to love and laugh with your family. The first step in my process was establishing specific and achievable goals. I knew what I wanted to do, so I had to get a little more specific with my goals. My goal consisted of the date I planned to graduate, where I wanted to start my career and a dollar figure that I hoped to make. Once I had my goals in place, I then developed the mind set needed to start the mother/student role in movement. I knew I would need to be solely committed and devoted to attending school and maintaining a healthy relationship with my family. I also would remind myself on a daily basis of what my goals were. That would help me continue to be determined and devoted. Once I was enrolled at school and had a schedule in place, my next step was to implement a structed routine. To make this routine, I created a term schedule (fixed, unchanging) for each week. This schedule would list all events in my life for that week that were could not be changed or rescheduled. That would include my class schedule, appropriate study/homework time for each class, doctor appointments for myself or children, commute time to and from school, extracurricular activities for children, church times, meal preparation times, daily chores, allotted family time and sleep times. The term schedule was very detailed, I scheduled every thing I needed to do in a days time. The schedule allowed me to see on a day to day basis what â€Å"free† time I would have after all the must-do’s in my life had been fulfilled. Once I had the term schedule in place, I then had a routine to follow. Following a routine allowed me to stick to my priorities and ensure that the important items in my life were executed on time. When I had free time, I would use that time to do the â€Å"extra’s† in life!!