Impact of Organisational Retrenchment Strategies on Job Satisfaction

Impact of Organisational Retrenchment Strategies on Job Satisfaction This mixed-methods study conducted a survey and a follow-up focus group with employees of the Uganda Public Service in order to ascertain the impact of asset retrenchment on job satisfaction. The Uganda Public Service has made a number of organizational moves, especially in recent years, to make non-productive and/or corrupt employees redundant and to bring greater efficiencies to the public sector by directing workers to where they fit best in the organization. Naturally, these retrenchment policies have created a lot of change. However, this study discovered that retrenched workers who remained in the Uganda Public Service was not less likely to be satisfied or motivated than non-affected colleagues. Moreover, job satisfaction for retrenched workers remained constant even when controlling for variables of age, gender, and education. The Uganda Public Service likely erred in pushing through retrenchment without a formal change management strategy, as this study found that employees who had not been properly informed and/or prepared for the change were substantially less likely to be satisfied than those workers who had been prepared. One plausible reason that retrenched workers were not dissatisfied by the changes brought about by resentment may have to do with Herzbergs (1966) Two-Factor theory, which posits that workers who are laboring for emotional satisfaction are more satisfied than those who strive for money alone. As the qualitative aspect of this study revealed, employees of the Uganda Public Service are highly likely to be providers for others, and therefore prize their jobs for giving them this ability to support others, even though retrenchment may bring change and stress. The conclusion is that Third World workforces may need to be approached via different theoretical means that are more sensitive to the non-hygienic aspects of Two-Factor Theory. Declaration of Originality I hereby declare that this thesis has been composed by myself and has not been presented or accepted in any previous application for a degree. The work, of which this is a record, has been carried out by myself unless otherwise stated and where the work is mine, it reflects personal views and values. All quotations have been distinguished by quotation marks and all sources of information have been acknowledged by means of references including those of the Internet. I agree that the University has the right to submit my work to the plagiarism detection service TurnitinUK ® for originality checks. Nastasia Michail February 10, 2011 TABLE OF CONTENTS CHAPTER V: CONCLUSIONS 50 5.0 INTRODUCTION 50 5.1KEY FINDINGS 50 5.2 DISCUSSION OF FINDINGS 51 5.3MANAGERIAL IMPLICATIONS 52 5.4 LIMITATIONS OF THE RESEARCH 53 5.5 RECOMMENDATIONS FOR FURTHER RESEARCH 54 5.6 CONCLUSION 55 REFERENCE LIST 63 ACKNOWLEDGEMENTS I would like to take this opportunity to express my deepest appreciation to my advisor Professor Paul Tosey, for his guidance and critical eye during the dissertation process. Professor Tosey challenged me to think outside the box and kept me focused on the specific topic. Furthermore, I would like to thank my mother and father, Shah and Nazir, and my brother Nabeel for only being a phone call away and being able to cheer me up and motivate me when it counted the most. Finally, I would like to thank my friends who supported me and who listened to me no matter what time of day. This dissertation has allowed me to  combine the concepts  I  gained from my Undergraduate and Masters Degree and is an insight into the learning that has taken place over the last five years. Although a daunting task, this dissertation has helped me learn more about myself and my hope is my research will make a meaningful contribution to the existing literature. CHAPTER FIVE DISCUSSION, CONCLUSION AND RECOMMENDATION 5.0 RECOMMENDATIONS 5.1 Introduction: This chapter will discuss the results of the findings of the research study ( as presented in Chapter four), in relation to past literature as reviewed in chapter two; for the purpose of examining whether our research has achieved its set objectives. It will also make recommendations on areas in which future research can be focused and set out limitations encountered in the course of the research. 5.2.0 Discussion of Findings Analysis of results carried out in chapter four indicated that the entire alternative hypothesis should be accepted. This section will therefore attempt to relate our research results with past research work. 5.2.1 Hypothesis One: Relationship Between Retrenchment and Job Satisfaction The two hypotheses to be tested here is whether any relationship exists between retrenchment and job satisfaction or whether there is none at all. Results as analysed in Table 4.7 clearly indicates that the null hypothesis should be rejected this means that we are accepting the alternative hypothesis that there is a relationship between retrenchment and job satisfaction Figure 4. 5 showing a scatter diagram of the relationship between retrenchment and job satisfaction also demonstrate that retrenchment has a negative impact on satisfaction. The results from our qualitative research did not however agree with that of the quantitative; its own result suggested that the job satisfaction of majority of the retrenched workers remained constant both before retrenchment and after retrenchment; this could be due to the fact that survivors were already appreciative of the fact that they even had a job to keep both body and soul together and to take care of some dependents; this in itself is a satisfaction to them. Quantitive results was in line with Herzbergs (1966) Two-Factor theory, Maslow (1993) and Vrooms (1964) theories of worker satisfaction, they all predicted that retrenchment hurts job satisfaction. Cook and War (1979) also confirmed the result of our survey tool, that human asset retrenchment affects job satisfaction amongst the remaining workers leading to insecurity feelings amongst some of the workers and perceived over-burdening of the remaining ones This result for this study which is in line with past research as cited for the above literatures suggests that the retrenchment strategies embarked upon by the Uganda Public Service as studied in relation to those re-deployed or with altered job description as a measure to curtail the rising corruption level has negatively impacted the job satisfaction of both the workers who were re-deployed and the remaining workers in service. 5.2.2 Hypothesis Two: Physical Impact of Retrenchment on Survivors in the Short -term The null hypothesis here is that retrenchment has negative physical impact while the alternative hypothesis is that retrenchment has positive physical impact in the short-term on survivors. Results as seen in table 4.8 and fig 4.6 suggests that retrenchment only averagely physically impacted the survivors of the exercise; as also demonstrated in the table. Qualitative results of study for this variable illustrated that workers whose pay were reduced because their job responsibility also reduced had to look for additional sources of income to meet up with their needs; this also put more stress on them physically and sometimes affect their health. Denga (1987) had also earlier reported that retrenching workers led to series of psycho-social problems for the retrenched and Burke (1998) discovered that stress could be induced in survivors by organisational retrenchment and a decline in job security. 5.2.3 Hypothesis three: Emotional Impact of Retrenchment on Survivors in the Short Term There are two hypotheses here also: which is that retrenchment has no effect on the emotional status of survivors and that retrenchment affects the emotional status of survivors. This was measured in the questionnaire research tool and analysis of results in table 4.9 suggests that the emotional status of remaining workers were affected by the retrenchment as carried out by the Ugandan Public service. Even though, what is known as survivors syndrome that sets in after every retrenchment was not observed in this case study has previously reported by numerous authors (Kandula 2004 and Kupec 2010. This could be because workers in Uganda have developed a thick skin already to hard situations and so are not easily intimidated by sudden changes or hard situations. The qualitative results added another dimension to the emotional impact of retrenchment as some of the workers were not emotionally affected due to the fact that they were just re-deployed and they perceived this as a lesser evil than been fired or having a pay reduction. This factor made this set of people appreciate their jobs the more counting themselves as lucky and therefore working harder. While those workers of the Ugandan Public Service whose pays were reduced because their responsibilities too were reduced admitted to been emotionally affected for they have to look for means of adjusting to the new pay; this will involve either reducing their living expenses, looking for another job or extra jobs to supplement existing ones or getting into debts for those ones who cannot just cope. The findings however still reveal that survivors of the retrenchment strategy embarked on by the Uganda Public Service still felt insecure knowing fully well that it can be their turn too someday or soon, some also indicated that work which should be shared amongst many now became the burden of the remaining survivors therefore affecting them both physically and emotionally. Figure 4.6: which is also a scatter diagram representation of the relationship between emotional status of retrenchment survivors agree to the hypothesis that retrenchment affects the emotional health of the population 5.2.4. Hypothesis Four: Effect of Retrenchment on Motivation level in the Short Term The two hypotheses here is that retrenchment did not affect workers motivation level in the short term or that retrenchment affected workers motivation level in the short-term. Results as analysed in table 5.0 show that there is a negative relationship between retrenchment and motivation level in the short term, i.e. as retrenchment level in the Uganda Public Service increases, the motivation level decreases in the short-term. This suggests that retrenchment causes apathy within the public service under study, leading to a decrease in morale and motivation; subsequently reducing performance. The short-term here could be the two months or thereabout period when the incident just occurred. This agrees with the findings of Cook and Warr (1979) who had reported that retrenchment makes workers apathetical and so reduces their morale and motivation. This majorly impacts on the job satisfaction of the survivors who either believe it can be their own turn any day soon or feel they will be overburdened by having to also handle the jobs of the retrenched or the redeployed. Workers commitment does not improve after retrenchment as they will be de-motivated by recent occurrences. Tolkman 1991 also reported that Retrenchment may create demoralization, dampen organizational productivity and increase voluntary retrenchment, discourage the organizations most talented and productive members who will end up leaving the organizations Hertzbert (1966) and Maslow (1993) asserted that motivation is directly linked to job satisfaction and that motivators include; a sense of achievement, effort recognition, the nature of the work itself, and the desire for responsibility; they also both agreed that money or pay is down in the list. They both agreed that Job satisfaction is one major factor to determine amongst other factors the employees motivation which impacts heavily on production capacities as well as employees turnover. Employers whose institutions have little or no job satisfaction will always experience high turnovers as employees seek employment in other areas in pursuit of job satisfaction. Qualitative results of this experiment for this particular variable however suggests that the retrenchment effect of reduced motivation was only temporal and that workers morale was not permanently depressed; this is because their motivation in the first instance derived from the fact that they had a job which will cater for the needs of the family and since this urge has not reduced, their motivation will tend to be constant as long as they are not sent home. 5.2.5 Hypothesis Five: Effect of Retrenchment on Satisfaction level in the Short- Term The two tested hypothesis here is whether retrenchment of workers in the Uganda Public Service affects the level of their job satisfaction in the short-term or whether it does not affect satisfaction in the short term. Results as analysed in Table 5.10 clearly indicates that the null hypothesis should be rejected this means that we are accepting the alternative hypothesis that there is a relationship between retrenchment and job satisfaction in the short term Figure 4. 8 showing a scatter diagram of the relationship between retrenchment and job satisfaction in the short-term also demonstrates that retrenchment has a negative impact on job satisfaction level of the Ugandan Public Service only on the short term; as one increases, the other decreases slightly as retrenchment strategies increases, on the short-term, job satisfaction level decreases slightly. This is in line with Herzbergs (1966) Two-Factor theory, Maslow (1993) and Vrooms (1964) theories of worker satisfaction, they all predicted that retrenchment hurts job satisfaction along two separate but complementary axes. Cook and War (1979) also confirmed that human asset retrenchment affects job satisfaction amongst the remaining workers leading to insecurity feelings amongst some of the workers and perceived over-burdening of the remaining ones. This result of this study which is in line with past research as cited for the above literatures suggests that the retrenchment strategies embarked upon by the Uganda Public Service as studied in relation to those re-deployed or with altered job description as a measure to curtail the rising corruption level has negatively impacted the job satisfaction of both the workers who were re-deployed and the remaining workers in service. 5.2.6 Hypothesis Six: Relationship between Survivors Syndrome and Job Satisfaction Null hypothesis here is that there is no relationship between survivors syndrome and job satisfaction while the alternative hypothesis is that there is a relationship between both. Results as analysed in table 5.20 favours accepting the alternative hypothesis. Result illustrated in fig 4.10 also suggested that retrenchment could lead to survivors syndrome This is in line with past research carried out by Kandular (2004). Although, as earlier said the survivors syndrome was not observed in the case study. It could be because the Ugandan workers have developed a thick skin by reason of experience to harsh social and economic circumstances encountered since birth, and are not as physically susceptible as Western workers when it comes to certain kinds of work-related stress; after all, the reality is that many of these workers experience all forms of stress as a daily condition of their lives in Uganda. Thus, survivors syndrome might be more apt to describe the experience of workers in more developed economies and more stable social climates and not in developing countries. Qualitative assessment of responses from case study however, confirmed that many of the affected people agreed that retrenchment in whatever form either as re-deployment, or reduced pay due to reduced job responsibilities can be traumatic and even decidedly more when it is un-expected or much time is not allowed for victims to prepare for it. 5.2.7 Qualitative Data The use of qualitative method of research in this study assisted in achieving or projecting a good picture of the impact of the retrenchment strategies of the Uganda Public Service. Respondents perception of the retrenchment exercise and effect were adjudged through relevant questions as highlighted in Appendix 3 using the qualitative focus group questions to access age gender and educational status impact on the variables of motivation, satisfaction, physical and emotional health and survivors syndrome of retrenched workers in the Public Service. It was discovered using the qualitative research method that age of workers affected the way in which they viewed the retrenchment strategies; that is, different age groups had different impressions of the exercise. The younger generation saw the exercise as fair since it forced the older generations out of the system. This is because the older ones were not working maximally as a result of reduced energy or strength or because they felt their even being in the position in the first place was not totally based on merit. The Older ones on the other hand did not seem to mind the strategies that much and felt that Opportunities should be given to them to hand-over their skills to the generation behind them before been ushered out of the system. Similarly, gender also had its own twist to the responses; it was observed that all the factors had more impact on female workers than male workers. Females with additional responsibility due to redeployment or retrenchment suffered more physically and emotionally as they also had more responsibility on the home front together with their office jobs. Effect on the males was also pronounced where the new situation imposed on them female bosses and majority whose ego could not adapt to such welcomed the retrenchment exercise as a way out; for they would rather be retrenched than to be submitting to female bosses. Lastly, majority of respondents agreed that retrenchment as carried out by the Ugandan Public Service was not on the basis of education; as their level of education was not considered as a factor in the process. Although, there were some isolated causes of faster promotion or senior position attainment after the exit of some workers as reported by a few of the respondents, this however was not the rule or norm; it was only a flash in the pan. The qualitative results in general, suggested that motivation and satisfaction of the retrenched workers that survived the retrenchment exercise was only affected on the short-term because things went back to status quo. The major reason for this can be attributed to the fact that workers motivation and satisfaction in Uganda derived majorly from the fact that they even have a job that will help them in meeting their daily family needs. All this findings is supported by Maslow (1993) hierarchy of needs and assertion where basic needs such as food, water, e.t.c. are crucial and the first instincts that people try to protect before any other things will follow. However, Hertzberg (1966) noted that people can only be truly and genuinely satisfied and motivated when they climb up to the highest height of the Maslows pyramid which is the height of self-actualisation and that huge satisfaction does not derive from hygienic needs alone. 5.2.8. Research objectives and aims Going by the results, analysis of the results and discussion of the results of the research work, it can be seen that the major objective of the research has been accomplished. The purpose of this study was to access the effect of the retrenchment strategies of the Uganda Public Service on the Job satisfaction of its workers. Through the use of questionnaires, surveys and interviews, we have effectively measured this and therefore can make useful recommendations to its management in the future 5.3 Implications for Management Organisations have different reasons for embarking on retrenchment; it might be to downsize in order to cut cost if it is having internal crises or just to remove dead weight and to improve the quality of service. Whichever reason, management decides to retrench; one thing they should keep in mind is that retrenchment does not occur as a stand alone event, it drags along whether reluctantly or not but surely some other outcomes. This research work has established a clear relationship between job satisfaction, motivation and retrenchment, no matter how little or short termed it appears to be and this will definitely affect the organisational goals and objectives if not well monitored. The clear implication of the findings of this research study for the management of the organisation understudy or even for all management hierarchies is diverse and variable. Retrenchment exercises should be undertaken with great caution and planning as its affects the morale of workers and anything that affects a work forces morale, if not sorted out fast, will definitely affect performance. Unplanned and poorly implemented retrenchment strategies can lead to physical and emotional unbalance for affected and non-affected staff, poor innovation, discipline and efficiency problems, bring demoralization, contribute to other workers retiring or resigning voluntarily, dispirit the most talented staffs which can lead to their exit; all these will together hinder the organisation from achieving its goal. Retrenching undisciplined, inefficient and incorrigible workers can serve as a warning to other workers; alerting them to sit up and face their work squarely or else they know the implication of not doing otherwise; nevertheless caution and planning should be rigorous so as not to send wrong signals to truly devoted and talented staff 5.4 Research Limitations Problems that were encountered in this research that served as limitations were that of Scheduling: Research could not measure long- term effect of retrenchments on staff and even the short- termed effect measured were not carried out immediately after the retrenchment experience. The impacts of the retrenchment exercise therefore depended on the timing of the experiment to the period of the incidence Research could not measure the impact on staff that were sent home , accessing them would be difficult Time constraints: research required a longer time period due to time taken to obtain the approval and consent of the relevant parties; this affected the length of the project and increased the budget. Another limitation perceived or encountered in the study is that which relates to respondents evaluating or reporting on their own selves; this can be biased and not entirely accurate; therefore affecting results of the research . 5.5 Recommendations for Management Behn, (1980) suggested that organisations should have a corporate strategy for the successful implementation of its retrenchment activities. This paper would also like to adopt such suggestions amongst others; which include Retrenchment basis or rationale should be communicated clearly to staff/affected workers so as to reduce negative impact of the exercise or to avoid sending wrong signals of job insecurity to workers. Objectivity should be employed in applying this basis and retrenchment should not be encouraged as a punitive measure majorly. Measures such as preparation of the minds of affected worker, training and counselling courses and seminars on entrepreneurship and life after retirement especially by the government, are good ways of preparing workers for uncertainties of the future. Generally speaking, organisations should adopt a culture of good welfare schemes such as loan assistance, various allowances, good pay, good career prospects and opportunities, mandatory career trainings, good working environment and working tools e.t.c to their staff, such that when retrenchment acts which is inevitable occurs; it would be understandable to the fair minds 5.6 Recommendation for further research Errors due to inability of participants to vividly remember occurrences usually trait the retrospective research method that was used for this work, therefore for future studies a stronger design can be considered in designing the experiment. A time series design will more likely to be appropriate. It is also recommended for future research that scheduling of this kind of study can be controlled for by planning studies to coincide with retrenchment time and also observing the constructs for a longer time period; so as to measure the long-term and short-term impacts of retrenchment in general CONCLUSION The implication of Retrenchment is quite considerable for all related parties; the management, the survivors and the retrenched, all do feel the great impact of this exercise; but the impact can be minimised if better planned for and strategically implemented. Retrenchment affect job satisfaction, motivation to work, either on short-term or long-term basis, physical health and emotional health of workers; therefore planning and preparation for this exercise is crucial to minimising its effect on all stakeholders.

Free Essay on Nathaniel Hawthornes Scarlet Letter - Pearl as The Scarlet Letter :: Scarlet Letter essays

Pearl as The Scarlet Letter The Scarlet Letter by Nathaniel Hawthorne is a novel that shows the Puritanical way of life. Society does not accept the fact that Hester has committed the sin of adultery so they cast her out by making her wear a scarlet letter 'A' across her chest. Pearl is the product of Hester's sin, the scarlet letter is the product of society. This idea shows that Pearl is the scarlet letter and the scarlet letter is Pearl. There are many ways in which Pearl is shown to be as the scarlet letter because she is considered to be a part of nature, she is the physical connection between Dimmesdale and Hester, and Pearl is the reason that makes Dimmesdale and Hester to finally accept their sin and make their confession in front of society and the people within society. The reasons are listed in this manner because in the first one nature is a stronger force that human force, then comes her connection between Dimmesdale and Hester because she is the natural connection which is a link from the first on e to the second and also her being the reason Dimmesdale and Hester accepting the sin is last because there is a stronger connection between the child and the parents here which is linked from the previous reason. Pearl is a product of a natural act done by two human beings. This is the act of sex. But society considers it to be bad because there was no social contract between the parents to have that baby. But still its natural so it makes Pearl natural and cast out by society. Even her mother notices that it is society that seems to make Pearl the "evil" girl she is, "She knew that her deed had been evil; she could have no faith, therefore, that its result would be for good. Day after day she looked fearfully into the child's expanding nature; ever dreading to detect some dark and wild peculiarity, that could restore to the guiltiness to which she owed her being."( The Scarlet Letter. Nathaniel Hawthorne. 86) Here what is depicted is that Pearl's evil is from her mother's "guiltiness". So if Hester has none of that guilt that came from society then she would naturally be a good girl. Also, Pearl seems to be connected to nature because there is some contact where Pearl has some kind of commun ication with Pearl.

Professional Philosophy Essay

Kellie Boudreaux kab1631 9/12/13 HLTH-214-S4A (Personal Professional Philosophy) Health is a very important lifestyle choice. It is not only physical but also a mental way of thinking. Being healthy can change ones perspective on life in a positive manner. Health helps you achieve balance and tranquility. Health in general can bring a community together and enforce positive behaviors. I believe health educators can mentor individuals to make choices that would enhance their life style. Health Promotion and Wellness stresses prevention techniques and being conscience of ones state of health. It is valued because it directly affects ones daily lifestyle. Health promotion employees may work from schools, any work environment, or within the community to spread health promotion. As a health promotion and wellness major we should be a role model to the community. We are the example and should â€Å"practice what we preach†. Just with any other profession, a cardiovascular doctor would not promote smoking or anything harmful to the body to cause illness. With this major you can work in many environments such as a hospital, school, community center, and businesses. Health promotion is necessary in all aspects of the community. It is important that a community maintains a healthy value to restrict illness and viruses from spreading. You could serve as a personal mentor to someone who is searching for help with their health. Or you could work for a business promoting healthier lifestyles dealing with their work ethnic. Health education can be both formal and informal. Meeting scenario or classroom environments can be a type of formal education. An informal type of education can be just a one-on-one conversation in a relaxed environment. In the profession you are dealing with peoples health, so you need to be ethical and respect peoples privacy. It is your job to understand and respect peoples health history. Everyones health is equally important no matter of race, age, or social background. As a health educator, I need to always remember each person I work with will have a different attitude and out look on life. Supporting ones health is a major key to lead someone to their healthy life. I must always respect ones background and beliefs. If  they are willing to improve their health then that is what matters. It is our job to highlight the importance of ones health. It is not just going to the gym, it is managing stress and mental prosperity. I believe that health is an important aspect of life. Many things involve mental and physical health. I hope to contribute to individuals well-being by providing healthy lifestyle choices. I want to work with the client and also any outside support systems that would contribute to their success. I believe supporting my clients is an important factor in ones goal set for a healthier lifestyle. Health promotion also involves with an on going relationship with your clients. I believe in being committed and connected with all of my clients in all environments I work with. No only being committed, I also want to be a mentor and role model to show my clients what it takes to live a healthy lifestyle. Each individuals have different plans to manage their health according to their belief system and goals they want to achieve. Teaching my clients how to integrate healthy living into their daily lifestyles will be a goal of mine throughout my future career. I can achieve this goal by establish ing personal relationships and creating a personalized health plan for each of my clients.

Advertising and the construction of Violent White Masculinity Essay

The article â€Å"Advertising and the construction of Violent White Masculinity† points to the controversy of violence and media. It emphasizes that the mainstream debate about media and violence does not emphasis or analyze the most important aspect, namely gender. Katz states that the media illustrates a wrong image of individuals committing crime by calling them ‘youth’ crimes or ‘kids’ love. He believes however that the reason why crime is committed 90% by males is due to the masculinity emphasized in our society. He also mentions that there is lack of attention on criminals from majority groups such as Whites but an emphasis by crime conducted by minority groups. The article suggests that research has avoided to explicitly specify the relationship between masculinity and violent behavior by white men has been avoided in research.Katz believes to be able to illustrate some ways to display the hegemonic construction of masculinity that is present i n mainstream magazine ads and how these ads help to normalize violent male behavior. Katz suggests that one way violence is normalized is through the movie industry which shows white males engaging in violent actions without being depicted as villains. Moreover, they are regarded as heroes. The boom of the movie industry collided with the instability that was created economically for the White middle-class population. The heroes of the movie industry served as role models enabling the male white population to gain stability with masculine power through size and strength. According to Katz the physical body was the only way to obtain dominance and control for those who did not have economic resources to achieve manhood. Katz mentions another way our society tries to normalize violence in the white middle class, namely through advertisements. As Katz writes the ads are full of depictions of dangerous looking men. He points out the bidirectional relationship between advertisements and other socially accepted events such as sports and movies. Advertisements are filled with dangerous looking violent sports men or movie stars and on the other hand the movies or sports events display ads containing the same violent men, enhancing the impact these ads have on the white middle class. The other reason why the media exhibits the violent man is due to the decline of gender differences. Differences between males and females became more rigid. Men needed a way to differ from women, this was possible with becoming more identical with violent behavior. This is where violence becomes justified especially  against women as only a means to represent masculinity.Katz examines further the nature of ads regarding violence and masculinity. As he writes there are specific premises that are represented in ads about masculinity and violence. The first one is the notion that violence is genetically programmed male behavior. This notion is justified by ads showing historical events that were lead by powerful and violent and dangerous men. Some ads also show scenarios that involve violence against other ethnic groups or women. The second premise is concerned with the military and sports that are another source of masculinity. Uniformed soldiers and players are used in different kinds of ads. Using athletes or soldiers for these products, advertising creates the idea that using the advertised products will not decrease masculinity. The third point is the identification of muscularity with masculinity. Muscles are equated masculinity and power. Physical fitness becomes a major way for white men to keep their masculinity. Finally there is the notion of heroic actions being equal to violent masculinity. Movies play a very important role in illustrating this equation. One other significant point is that movies no only justify violence but also glorify violence.

Racial Classification Under Apartheid

Racial Classification Under Apartheid In the Apartheid state of South Africa (1949-1994),  your racial classification was everything. It determined where you could live, who you could marry, the types of jobs you could get, and so many other aspects of your life. The whole legal infrastructure of Apartheid rested on racial classifications, but the determination of a persons race often fell to census takers and other bureaucrats. The arbitrary ways in which they classified race are astounding, especially when one considers that peoples whole lives hinged on the result. Defining Race The 1950 Population Registration Act declared that all South Africans be classified into one of three races: white, native (black African), or colored (neither white nor native). The legislators realized that trying to classify people scientifically or by some set biological standards would never work. So instead they defined race in terms of two measures: appearance and public perception. According to the law, a person was white if they were â€Å"obviously...[or] generally accepted as White. The definition of native was even more revealing: a person who in fact is or is generally accepted as a member of any aboriginal race or tribe of Africa. People who could prove that they were accepted as another race, could actually petition to change their racial classification. One day you could be native and the next colored. This was not about fact but perception. Perceptions of Race For many people, there was little question of how they would be classified. Their appearance aligned with preconceptions of one race or another, and they associated only with people of that race.  There were other individuals, though, who did not fit neatly into these categories, and their experiences highlighted the absurd and arbitrary nature of racial classifications.   In the initial round of racial classification in the 1950s, census takers quizzed those whose classification they were unsure about. They asked people on the language(s) they spoke, their occupation, whether they had paid native taxes in the past, who they associated with, and even what they ate and drank. All of these factors were seen as indicators of race. Race in this respect was based on economic and lifestyle differences - the very distinctions Apartheid laws set out to protect.   Testing Race Over the years, certain unofficial tests were also set up to determine the race of individuals who either appealed their classification or whose classification was challenged by others. The most infamous of these was the â€Å"pencil test†, which said that if a pencil placed in ones hair fell out, he or she was white. If it fell out with shaking, colored, and if it stayed put, he or she was black. Individuals could also be subjected to humiliating examinations of the color of their genitals, or any other body part that the determining official felt was a clear marker of race. Again, though, these tests had  to be about appearance and public perceptions, and in the racially stratified and segregated society of South Africa, appearance determined public perception. The clearest example of this is the sad case of Sandra Laing. Ms. Laing was born to white parents, but her appearance resembled that of a light-skin colored person. After her racial classification was challenged at school, she was re-classified as colored and expelled. Her father took a paternity test, and eventually, her family got her re-classified as white. She was still ostracized by the white community, however, and she ended up marrying a black man. In order to remain with her children, she petitioned to be re-classified again as colored. To this day, over twenty years after the end of Apartheid, her brothers refuse to speak to her. Sources Posel, Deborah. Race as Common Sense: Racial Classification in Twentieth-Century South Africa,  African Studies Review  44.2 (Sept 2001): 87-113. Posel, Deborah, Whats in a Name?: Racial categorisations under Apartheid and their afterlife,  Transformation  (2001).

Common Latin Words Used in English

Common Latin Words Used in English Interested in increasing your vocabulary? Here are some English words from Latin directly or from Latin via French or Spanish. These words are thought to have come from newspaper  articles from around 1923. One of the words on the list, mattoid, does not appear to be used any longer, so it is not included. acumen - ability to make good judgmentsagenda - list of things to be donealtruism - selfless concern for othersambiguous - having a double meaningaplomb (Fr.) - self-confidenceatrocity - cruel actavarice - greedbibulous - excessively fond of drinking alcoholcelibate - abstaining from sex or marriagechivalrous (Fr.) - gallantcondign - worthy, appropriateconglomerate - parts put together to form a unit while remaining separate identitiescrepuscular - pertaining to twilightcull - select from a variety of sourcesdebilitate - weakendirigible - capable of being guidedfacsimile - exact copyferrous - made of ironflux - in the process of flowingfutile - in vaingarrulity - loquaciousnessimpecunious - poorincalculable - too great to be countedincommunicado (Sp.) - not in communication with othersindefatigability - tirelessinsipid - lacking flavorintrospection - looking within at ones mental or emotional statelanguid - slow, relaxedlucubration - meditationmalfeasance (Fr.) - wrongdoingmodicum - small amount moribund - near deathmundane - worldly as opposed to spiritualnaive - exhibiting lack of experienceobeisance - respectobvious - clear (from the Latin for in the way)parvenu - celebrity from obscure originsperpetuate - preserveperturb - make anxiousplausible - probableprecarious - uncertainpuerile - childishly sillypulchritude - beautypusillanimity - showing a lack of couragerapport - close relationshiprapprochement (Fr.) - establishment of a harmonious relationshiprecalcitrant - obstinaterenegade - a rebellious personreprisal - retaliationsacrosanct - very important or holy and not to be messed withsimulacrum - imagestipend - fixed allowancestultify - make appear foolish, cause to loose enthusiasmsuccumb - fail to resisttaunt (Fr.) - provoketentative - provisionalturpitude - depravityubiquity - found everywhere Source: Learn a Word Every Day by Lillian B. Lawler. The Classical Journal, Vol. 18, No. 5. (Feb.​ 1923), pp. 299-301.

Career Development Is A Continuous Process Career Education Essay

Career Development Is A Continuous Process Career Education Essay Twenty or so years ago in the ‘old’ world of work there was emphasis on the following: making a career choice for a long-term career; concern with only one career theme; hierarchical progression (climbing the career ladder); having a career and job for life; loyalty to one company and employer; benefits and a pension in recognition of loyalty. The 21st century world of work is very different. With rapid developments in technology and globalisation of the economy and job markets, there is an increase in competition. The global economy is focused on information generation and delivery of services. There is constant outsourcing of work, downsizing of companies and customising of jobs. More people are in temporary and part-time employment and increasing numbers of people are self- employed. In most occupations there is a trend towards change, unpredictability, spontaneity, innovation and creativity and a demand for people with interpersonal and intrapersonal skills. Many ca reers today can thus be described in terms of the following: uncertainty, unpredictability, insecurity, reduced likelihood of promotion, work intensification, increased likelihood of mobility out of one’s initial occupation, non-standard contracts, part-time work and self-employment In this context one needs to think of oneself as a ‘portfolio of skills’ (4-8 career changes will probably be made in your lifetime). There is a constant need to invest in maintaining employability, engaging in life-long learning and enhancing one’s personal growth. Increasingly, individuals also have to manage their own benefits such as pension schemes and medical aids. To be success in career development, we have to continue to have high adaptation. We should be flexible, adaptable and willing to gain knowledge and learn new skills. Besides, as a key of success, we must be prepared for lifelong learning – the ability to access information and develop knowledge and enha nce new skills on an ongoing basis. It is essential that you are constantly on the lookout for possibilities to develop yourself and your skills. There is a trend toward multi-skilling: the acquisition of a number of different skills rather than just focusing on the skills in which you were originally trained. Continuous learning process is essential in career development. In career development, building up a valuable network of contacts so that we are able to increase our network coverage in the future. Besides, we have to be prepared to perform tasks that may not be exactly what you want to be doing, but which could pave the way for future development (develop transferable skills). On the other hand, don’t expect to stick to the same job for your entire life. It is advisable to move around while you can. Gain fresh experiences. In fact, find yourself a mentor-someone whom you can rely on to give you feedback, encourage you and help you to find opportunities to develop in yo ur career. The last but not the least, learn to work effectively in a team. Right from your first year make a start on your career development. Career development is not about planning exactly what you will do for your career from the time you start studying to the day you leave; it’s about exploiting every opportunity that you come across to acquire new skills which will enhance your employability.