The Complications of Implant Supported Fixed Prosthetics Free Essay Example, 2500 words

Several materials are currently available for the fabrication of these abutments, the more frequently used being metals or ceramics. Each of these materials demonstrates benefits and disadvantages as implant abutments (Zembic et al, 2009). Among the metals used as materials for implant abutments titanium has been found to be the most useful as it demonstrates excellent material stability, and as such is resistant to distortion. Results of clinical investigations have shown high survival rates for restorations that are based on titanium. Titanium has also been found to be a suitable implant abutment for all regions of the jaw. This had resulted in titanium implant abutments being considered the gold standard until recent times. However, titanium suffers from one severe disadvantage in that it causes grey discoloration of the peri-implant mucosa, which leads to impairment of the esthetics in the results from the implant restoration (Zembic et al, 2009). Implant abutments made from ceramic materials like alumina and zirconia offer a solution to the esthetic issues that arise with titanium based implant abutments. There is ample evidence that demonstrates the esthetic benefits of ceramic implant abutments over titanium implant abutments. We will write a custom essay sample on The Complications of Implant Supported Fixed Prosthetics or any topic specifically for you Only $17.96 $11.86/pageorder now Yet, these ceramic materials have a disadvantage too. These ceramic materials are brittle. The brittleness property of ceramics makes them less resistant to tensile and makes them prone to micro-structural defects. High tensile forces present during mastication and the possible inherent flaws in the structure raise the potential risk for fracture in ceramic implant abutments during function. The risk for fracture varies with the ceramic materials. From all the ceramic materials used in the creation of implant abutments, zirconia demonstrates the greatest fracture toughness (Zembic et al, 2009). Occlusal Material The occlusal material used for implant supported prostheses have a role to play in the development of complications. Shock absorbing capacity with the ability to and withstand masticatory forces are essential features of good occlusal material to offer protection to the implant-bone interface. Biomechanical features of acrylic resin led to its predominant use during the initial period of the development of implant techniques. Clinical experiences however, led to the consideration of other occlusal material, particularly when it was found that some other occlusal material like porcelain were found to be as good as acrylic resin for use as occlusal material.

Marketing Plan For Coca Cola - 1044 Words

Marketing Plan Introduction This paper will discuss marketing plan for Coca-Cola Company. The definition of marketing will be presented along with other elements. Specifically discussed will be the following: definition of marketing, introduction of product/service, situation analysis, marketing strategy, product/service overview, pricing strategy, distribution channels, integrated marketing communications, promotion mix strategy, message strategy, promotion tool #1, promotion tool #2, and promotion tool #3. This paper will conclude with a summary of this discussion. Definition of Marketing Marketing is creating sell through communication, price, promotion, place, and product. Marketing helps a company with advertised the product of†¦show more content†¦The names of other competitors such as: Cadbury Schweppes, Groupe Danone and other non-alcoholic beverages. Coca-Cola prices advertisement, the Coca-Cola brand, and trade development are affected by the competition. It also affects the gross revenue of the company. Coca-Cola Company is nation-wide and develops over time. But some Coca-Cola growth is not all time. Coca-Cola can receive bad publicity and it can affect the growth in sell. Coca-Cola also depends on Partners Company for bottles this can possible slow down production. Coca-Cola can overcome their promoting with good publicity in the communities. Marketing Strategy: Target Market(s) Positioning The Target Marketing is generalizing segment or segments to sell a product and/or service. Companies use target marketing to reach the consumer and find certain marketing factors, which allow the company to develop a marketing plan (Prdic, 2016). Target markets are broken down just like segmentation but more specific such as: the age, lifestyle, and buyer powers. Target market is a key element in a market plan. Companies can determine the factors of a market plan from a target market such as: price, promotion, and distribution. Product/Service Overview and Strategies to Consider Marketers try to understand the consumer buyer’s behavior by using the four p’s of marketing which are: price, place, promotion, and product (Hilman Kaliappen, 2015). All of these inputs lead to the

Who are the real winners and losers in RJR Nabisco takeover Free Essays

Most Of us looks at LOBO transactions from outs idà ©e and have completely different viewpoint how these transactions are done. Barbarians at the Gate presents a n insider’s perspective. We somehow have these believe that when there is billions of dollars involved in transactions, Coo’s, investors, investment bankers make their decisions based on numbers, trying g to be objective to make rational decisions and very seldom let their subjectivity such as their ego to drive thee r decisions. We will write a custom essay sample on Who are the real winners and losers in RJR Nabisco takeover or any similar topic only for you Order Now However after reading the book, I realize how wrong we all are. This paper focuses on what the management team did wrong that cause them to fail and who are the real winners from this transaction. Why management team lost When Ross Johnson proposed a levered buyout, he was sure he would win. H e thought that Or’s directors would give him the deference due a chief executive, never realizing that the b road would have no choice legally or morally but to treat him as an outsider. The following factors highlights why management team lost. Remaining Equity: The board tried to keep the company as unbroken as poss. able to minimize the negative effect on employees. However the management team planned to keep only t e tobacco business and sell the entire food business after the acquisition. Employees’ benefits: Management focused only on employees who would sat y and did not care about employees who would lose their jobs. Ross Johnson did a mistake during one of his interviews regarding potential layoff in the Atlanta headquarters by saying â€Å"those workers had port able jobs and could find employment elsewhere†. Loosing boards trust: Even though Johnson insisted that some portion in queue TTY would be divided among workers, only six names emerged besides his own. Too much for too few, this s what the directors thought, which shocked them. In the end, Ross Johnson lost the battle when he refuse d to guarantee the benefits of those same workers. Choice of bankers and lack of clarity. Choosing only one banker whom Ross Joe hone’s friend suggested was a big mistake. Ross Johnson did not have a clear overall approach and was cons sisterly following Shearers Salmon’s advises. Why KIRK won Clear strategy: Recruit every significant player so that the other bidding group s would not be able to retain them and left the management-Shearers bidding group with only one available e player, Salomon Brothers, with significant access to capital market. Reading board’s mind: Keeping its options open, KIRK did not disclose fully its Eng-term plans and tried consistently read the board’s mind and to act based on it (for example, guar noted severance and other benefits for employees who would lose their jobs, or the announcement to Pl an to hire Paul Stitch as the chairman and CEO in order to mitigate the uncertainties regarding the business as, since he has been with company previously and showed due diligences in his position). Who are the real winner and losers? How to cite Who are the real winners and losers in RJR Nabisco takeover, Papers

Reflection of the Thought Police vs. Outer Party Game free essay sample

During the Thought Police vs. Outer Party game, I learned the importance of the value of independence and freedom. Previous to playing the game, I would consistently wear whatever I wanted, I would carry my books whatever way I wanted to, and I was allowed to live my own life. But the game gave me a new perspective, not only on Winston and his hardships, but on my peers. While engaged in the game, due to the secrecy developed within the tension of ignorance, I felt paranoid and oppressed. Because nobody knew what role everybody in the class played, there were underlying tensions that lead to distrust. Personally, I could not trust anybody, not even my closest friends in the class. I felt like I was always being watched. Being worried about whether getting caught justified the uncomfortable feeling I had. Then I realized that this was Winston’s life always being watched while unwillingly obeying the rules of the party. We will write a custom essay sample on Reflection of the Thought Police vs. Outer Party Game or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The situation was bad, having my classmates betray each other, which taught me that there is no place safe for individualistic freedom. The first day we started the Thought Police versus Outer Party game, I was very conscious of myself and my surroundings. All day and every day, I would keep a mental checklist of the rules that I had to follow. Doing this taught me the theme of what I wanted to do versus what I needed to do. For example, one of my peers, who is not associated with AP Language, asked me why I was wearing a yellow leaf. I had to lie to her and say Oh Im just taking risks, as far as style goes. I felt stupid for saying that! I really wanted to tell her what is going on. If I was allowed to tell her, she could have possibly helped me find out who the thought police was. Speaking of having to wear my yellow-leaf necklace, the third day into the Thought Police versus Outer Party game, I overslept. Once I woke up, I put sweatpants on and ran out the front door to the bus. I didnt even realize how I looked that morning. When I got to school, I realized I was lacking my yellow-leaf necklace. I felt ultimately hopeless. I was sad, but not to the point of crying. It wasnt like I was going to be vaporized or anything. Afterwards, I went in Big Brothers classroom and saw an unpunched yellow leaf, an electronic hole puncher, scissors, and a white piece of string. I had an insane adrenaline rush. I grabbed everything and went to Coach Johnsons room quickly so no one would see me. However, I had a feeling that Big Brother saw me on the way out the door. Two minutes later, I came back into the classroom feeling accomplished as if nothing had happened. The next day, I saw that my name was on the offenders list. Guess what crime I had committed? The Yellow-Ribbon crime! All of a sudden, I did not feel accomplished after all. At least I know who reported me. That same day, I also forgot to wear anything orange. I can only imagine how Winston would have felt if he forgot to wear his uniform. Luckily, before I went to Big Brothers classroom, I stopped by Mrs. Hoods room. I saw Michaela Bailey, a member of the Outer Party. I felt so fearful because for all I know, he could have been a thought police (luckily, he was not). I took an enormous risk and asked Do you have anything orange I could wear? He answered Sure, you can wear this. He handed me an object that looked like a ripped sock that soccer players wear on their shins. I responded Thank you so much! . It is amazing how paranoid I was being, because on any other day, I would have been like Oh, no thanks. You keep it . This proves the importance of having to unwillingly obey the party. The next day, Big Brother posted the crimes and who had offended them. My name was on the list for offending Crime Number 5. This rule states: When speaking to lunch ladies, janitors, office staff, or any non-teaching adult, students must express gratitude for their service by greeting them with the phrase, We appreciate your work on behalf of our education. . I did not even know I broke this rule. I do not remember seeing a lunch lady, janitor, office member, or a non-teaching adult. That wasnt the only strange event that had occurred. All of the other Outer Party members names were listed as well. That made it even harder to guess who the Thought Police were. However, with this taking place, made me think smarter. The reason for that is because I knew that either Big Brother turned us in, or a member of the thought police turned their self in. Now that I think about it, it did not really help me at all. The day that the Thought Police versus Outer Party game was coming to a close, I was absent from school. Because of this, I was not able to guess who the thought police were. The good thing about it was that when I finally found out who the Though Police were, I realized that if I were not absent, I still would not have had decreased the size of my reflection essay.

Eymp1 Context and Principles for Early Years Provision †Parents as Partners free essay sample

The expectation of parent shall be address through discussion with parents with methodology followed in the setting and how it | |addresses and complements needs of parent and child. | |Information Brochures and Parents handbook: The goal of a handbook is to provide all the pertinent information related to setting, | |methodology followed, content of education, development techniques, parent teacher feedback mechanism and meeting frequency, quality of | |teacher and their qualifications, health and safety measures, administrative details such as fees, teachers contacts etc. Additionally, | |information about what parents need to provide on first day and on an ongoing basis shall be outlined clearly to allow parents to remain | |organized to ensure flawless inclusion of child in the new setting or beginning of term after break. | |Understand the views of parents: Parent is front and center for child and understanding parent is critical. Their views on education, | |methodology, development and care are useful to know about their needs and wants. We will write a custom essay sample on Eymp1 Context and Principles for Early Years Provision – Parents as Partners or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The culture and ethnic background helps teachers to know | |more about child and language preferences. | |Parents keeping records: Teacher shall gather as much information about child and teacher shall ask parent to complete a form about their | |child’s current interest and needs to help with the individual planning for the child. The observation sheet can be leverage to know more | |about child in situational questions For Ex. Child’s approach towards plays that are physical demanding. The observation sheet helps in | |developing a better plan for child and helps parent to correlate with plan and methodology followed in the setting. | |Inviting parent to setting: The objective is to build the relationship of trust and care offered in the setting. The trust building commences| |with how teacher deals in the classroom and how each child has been touched upon in each session. The parent would always like to see how | |developmental needs are addressed in the classroom. |Establishing and maintaining a professional relationship: Teacher shall always maintain their independent and professional assessment of | |child’s development needs. Professional relationship begins with having following set methodology of setting and providing unbiased feedback | |on development. Moment trust is developed at the outset of engagement then building professional relationship become relatively easier as | |opinion of teacher matters for parent and parent may willingly work with te acher on development. 3. 2 Review barriers to participation for carers and explain ways in which they can be overcome. |There are few barriers to participation for parent and teachers and they could be overcome through active communication and continuous dialogue. The| |partnership model of trust plays vital role to overcome barriers. The relationship of trust leads to providing constructive feedback while raising | |concerns without prejudice. This includes providing feedback and sharing concerns such as: | |A child has a special educational needs based on behavior pattern demonstrated in the setting | |A child is falling behind class due to lack of sufficient support and help at home or that his or her needs are being neglected | |A child is malnutrition and lacks drive to engage in physical activities | |Parents becoming angry or upset: When parents become upset almost because they are under emotional stress or non receptive to feedback for their | |loved ones. Parents always love their child and often times they do not want to engage in dialogue and will get upset and angry. These situation | |demands calmness from teacher and these are immediate reactions from parent. If parent is persistently angry then teacher shall consider seeking | |help from senior member of the setting to provide independent view of development of child. The objective here is to ensure that child development | |is not neglected due to reaction f ormation. |Parents and carers with other priorities: Sometimes parent have other pressing priorities such as job stress, long work hours, household work etc, | |which may lead to neglect of the child’s welfare. These type of parent needs extra time to meet teachers and would like to hear updates on their | |child development through email and other mode of communication rather than in-person dialogue. Teachers may have to accept the fact that parent may| |not act in desired fashion always and may have to be creative to address development needs through engagement during their free time and pre-booked | |open appointment slots for exchange of information. The positive attitude and understanding of parents problem helps in resolving the gap between | |parent and the teacher. |Parents and carers having prejudicial attitude: Occasionally a child in nursery will show discriminative behavior that has come from home environment| |or other play area setting. The child will display a prejudice behavior to other child or teacher this may create negative environment in the | |setting. The parents need to be clear that such views are not acceptable in early years setting and does not help in developmen t of other children. | |Differences in rules and expectations: Families have a range of approaches to the problem they face. These approaches may contradict what is | |expected in an early years setting or school. These approaches may come from ethic background or religious belief and does not necessarily align | |with principles of setting or teaching methodology. The best approach to difficulties like these is to build bridges between home and setting | |through education of parent on methodology and their engagement on reading texts that are useful. Teacher and parents can explain the child that | |there is a different role or expectation in the setting. | 3. 3 Explain strategies to support carers who may react positively or negatively to partnership opportunities. |There are various strategies that can be deployed in variety of situations to address positive or negative reactions of parent. The positive | |reaction can be leverage to further build trust to achieve more with child development while negative reactions can be used constructively to | |address heart of the problem in the mind of carer. | |It’s important to understand that not all parents wish to take part with working in partnership and some parents may react in a negative | |manner but by not putting any pressure on them it may result in them having a more positive attitude. Those parents who act in a positive way | |will tend to be more at ease with discussing their child’s progress. Some carers may find it difficult to accept their child needs assessments| |to identify possible learning difficulties. This can be helped with being sensitive and listening to any concerns the parent may have and | |offering lots of support and information and give plenty of time for discussions, explain that they will be informed about any changes and | |that their child will not be singled out. Involve parents and the child with details of what they should expect during phase of development. | |If parents/carers are still not happy get SENCO to offer advice and also the head teacher to offer support to the parents and staff. Parents | |tend to accept it more if it’s about their child’s learning but find it more difficult to accept if it’s about their child’s behavior. It’s | |important to listen to what the carers and the child are saying and trying your best to explain it in the best interest of the child. Explain | |that by getting outside agencies advice may help to staff and parents in the best ways to deal with the situation in order for their child to | |reach their full potential, and hold meetings in school if it’s more convenient for the parents/carers. | |In the complex situation the strategy to engage head teacher is useful to calm negative reactions and help in development of child. The | |strategy to share experience of successful development with parent in similar situation helps in empathizing in situations during negative | |reaction forming. |

THE CRAB essays

THE CRAB essays Evolution, there has been continous discussion about this subject. Until the time of Darwin, over 130 years ago, most scientists commonaly considered the living animals and humans to be the evidence of one divine creator; God. However, Darwin claimed that the apes are the ancestors of the humans, which is accepted as evolution, and since then the scientists, religous comunities and the people, who have different thoughts about evolution, are trying to find out which one is correct. Are we descendants of apes or not? This question and the nonsense race between the two arrogant groups to justify their thoughts seem to be last forever. Although there are some similarities between humans and apes, like walking up-right on two feet and toolmaking, the differences such us anatomical structure, language conceptual and genetics are the points that the anty-Darwinists stress on. The scientists have identified some modulation in human evolutionary history. The development of the two-legged walking is one of the major similarities. Standing up-right in an environment gives them the chance to scan the horizon for predators or let them use their hands in order to carry something around. The second major similarity is tool making. The invention of tool making has occurred approximately 2,5 million years ago. Both of apes and humanlike creatures have used the stones and bones in order to get food. That act was particularly to make the stones and other objects handy rather than just finding useful ones. In their article Up From The Apes which published in Time Magazine Michael D. Lemonick and Andrea Dorfman informs that the invention of toolmaking - the purposeful craftsmen on stone implements rather than just picking up handy rocks - and the transition to meat eating (pg, 26, Time, August 23, 1999) However, hominids were able to devise more sophisticated and diverse tools rather than apes that ...

Marriage and Relationship Annotated Bibliography

Marriage and Relationship - Annotated Bibliography Example Conversely, couples who did indulge themselves into premarital sex, normally report of having poor sex quality. Primarily, this is due to the deprivation of one’s innocence coupled with mistrust that an individual suffered before where he or she extends it into the marriage. Since, the partners in terms of matters of sex seem to generalize their spouses with the numerous sexual partners, which they had before.  Ã‚  Ã‚  Ã‚   Hawkins, A. J., & Ooms, T. (2012). Can Marriage and Relationship Education Be an Effective   Policy Tool to Help Low-Income Couples Form and Sustain Healthy Marriages and   Relationships? A Review of Lessons Learned. Marriage & Family Review, 48(6), 524-  554. doi:10.1080/01494929.2012.677751.  Hawkins and Ooms have synthesized diverse researchers’ findings regarding marriages’ support by public through Marriage and Relationship Education (MRE) (Hawkins & Ooms, 2012). The aim is to enable individuals and couples who are low-income ea rners to have satisfaction and stable marriages. Mainly, this is despite challenging economic predicaments that they may encounter and threaten their union. The article also reports how the involved couples and individuals seem to enjoy the mode of education besides preferring its continuance due to the support that they normally get from the program. However, Hawkins and Ooms have observed how the pioneers of the programs are facing challenges in addressing specific and varying predicaments affecting marriages. This is to ensure effective handling of marriage issues.

Business Process Diagram Samples Essay Example | Topics and Well Written Essays - 250 words - 3

Business Process Diagram Samples - Essay Example 1.  The activities of the different departments of a company operate on a set of processes known as the Business Processes of the organization. The case of a retail company, ABC desiring to track its sales requires the creation of a business process. This business process is depicted by the construction of a flow diagram carving out the entire business process needed for tracking sales. (Business Process Diagram Samples). The diagram generated for a business process consists of graphical figures linked unto each other reflecting a constant flow of activities. (White, 1-3). 2.   The requirement to design a business process arises from the situation in solving a specific business problem which can range from operations to customer care and can even encompass the warehouse operations. (Business Process Diagram Samples).   However the design of the business process must be made keeping a focus that it helps in a better understanding of the complex business functions. Thus geometric al figures like square, circle, rectangle, and triangle are employed connected by flow lines depicting the various functions.   (White, 1-3). 3.   Designing the diagrams for business processes helps in probing into the details of the business operations with needful precision. This detailing of business activities helps in effective monitoring and controlling of business functions which in turn enhances the quality of goods and services produced. (White, 1, 8). 1.  

Behavioural effects of alcoholism in young people Essay

Behavioural effects of alcoholism in young people - Essay Example ion of alcoholism on modern medicine, alcoholism can be triggered by the intake of alcohol and the resulting ailment can be affected by different factors such as the quantity of the alcohol taken, the frequency of alcohol consumption, the capacity or tolerance in terms of intake. These factors differ for each person. In addition, although the biological mechanism underpinning alcoholism are uncertain, some suggested risk factors include social environment, stress, emotional health, genetic predisposition, age and gender (Goodwin, 2000). The objectives of the study then is to present background information on the problem of alcoholism by presenting the composition and history of the beverage, the main causes of alcoholism and ultimately the effects of alcoholism to young members of the population. There are different perspectives involved in the issue of alcoholism. One is the chemical composition of the alcohol, although it cannot be considered the main reason for having alcoholism since the ailment is mainly based on behaviour of the person. Although this is the case it is important to determine the composition of the alcoholic beverages. The development of alcoholic beverages in different parts of the world such as the ancient era represented by Babylon in 2,700 BC, China in 7000 BC, India between 3000 and 2000 BC, and Greece in 1700 BC and the modern era represented by the Pre-Columbian America and Early Modern Europe. After the continuous significant influence of alcoholic beverages in the social and cultural aspect, incidence of alcoholism increased (InterAlcohol.co.uk, 2010c). One of the points that are needed to be considered is the alcohol and its cultural and historical role in the English region specifically. Through the history of Britain and other European countries, the role of alcoholic beverages is recognized. In the 18th century, England was renowned for having the ‘Gin and Debauchery’ which is a mayor producer of alcoholic beverages.

Concepts and Theories of Organizational Politics

Concepts and Theories of Organizational Politics Abstract Organizational politics is often defined as Intentional enhancement of self-interest. What it actually means research provides that It is use of power to affect decision making in an organization or self-serving and organizationally unsanctioned behaviors. This definition adds to knowledge of organizational behavior that the people in the organization reflect political behaviors and ability to reflect such behaviors were termed as political skills. These behaviors can be both legal and illegal with respect to their intensity. However, in reality politics take place due to scarcity of organizational resources as everyone will attempt to perform better and want to be rewarded to fulfill personal interest, but as resources are limited it does not happen. Moving forward, it is also said that political behavior can be perceived as politics and at the same time as effective management so, it depends on the perception of a person. Now talking about reasons of political behavior adopted by p eople in the organization there are some individual factors as individuals in organizations may be high self-monitors, high mach personality, possess locus of control or may have job alternatives such individuals found to be indulge in politics. As for as organizational factors are concerned there may be role ambiguity, limited resources, high performance pressure or self-serving serving senior managers which stimulate the process of politicking within the organization. However, there is a reaction to an action so, people used to behave defensively in order to avoid action, blame or change. So, organizations should limit the effects of political behavior otherwise they should have to manage the politics effectively by being clear, straight forward, by being honest in their proceeds in order to match the communicated thoughts with their employees, and using defensive behaviors against dirty political players. Moreover, people in organizations want to be attractive and want to make po sitive image of themselves in the mind of others. This attempt of people of introduced the term impression management in the organization by means of which people manage their impression in minds of others. It helps people to take benefits in different aspects and satisfy their interests, which is likely to be referred as politics. Introduction Pfeffer (1992) defined politics as the processes, the actions, the behaviors through which potential power is utilized and realized. Another author (Dubrin, 2001) defined organizational politics as informal approaches to gaining power through means of other than merit or luck. It could be argued that politics are used primarily to achieve power, either directly or indirectly, e.g., by being promoted, receiving a larger budget or other resources,  ­or gaining desirable assignments. Many people regard organizational politics as something negative (e.g., pursuing self-interests at the ex ­pense of others) and something to be minimized. Consequently, although most people know that organizational politics are common, they avoid saying so when it concerns ones own behavior. It is more common to talk about politics when complaining about a loss to a friend than it is in the context of ones own political interference. When we win on an issue, we call it leadership, when we lose, we call it politics. In many organizations, politics is a taboo subject, which makes it difficult for individuals to deal with this crucially important aspect of organizational reality. Organizational politics are neither good nor bad, although it is important for us to distinguish between ethical and unethical political behavior. Organizational politics When people get together in groups, power will be exerted. People want to carve out niche from which to exert influence, earn rewards, and advance their careers. When employees in organizations convert their power in to action it is describe as to them as being engaged in politics. Those with good political skills have the ability to use their bases of power efectively.1 Defining Organizational politics Organizational politics refers to Intentional enhancement of self-interest by kinicki in 1990, it means that a person with his intention try to influence the others in the organization in order to enhance his personal interests. Furthermore, with reference to the study subjected to Political Alignments in Organizations and Power and Influence in Organizations done by S.B. Bacharach and E.J. Lawler, R.M. Kramer and M.A. Neale respectively in 1998 defines organizational politics as It is focused on use of power to affect decision making in an organizations or self-serving and organizationally unsanctioned behaviors. In explanation a person use his power or authority to influence the decisions made by organization or use his power to serve himself with organizational resources and also to its extreme perform or reflect such a behavior that is prohibited in the organization. Political skills It can be defined as The ability to influence others in such a way as to enhance ones objective2, according to this definition a person if have such an impact on others that they act in accordance with him to achieve his goal or objective. So, if a person used to create required behavior coming from others which at the end help to accomplish that particular persons objectives, the person is said to be have political skills. Political behavior It refers to the Activities that are not required as part of a persons formal role in the organization but that influence, or attempt to influence, the distribution of advantages and disadvantages within the organization.3 In simple words such a behavior within the organization that is not required by job or organization but rather exercised in attempt to take advantages in certain conditions. Moreover, this definition is broad enough to include varied political behaviors such as withholding key information from decision makers, joining a coalition, whistle blowing, spreading rumors, leaking confidential information to the media, exchanging favors with others in the organization for mutual benefits, and lobbying on behalf of or against a specific individual or decision alternative. Types of political behavior There are two types of organizational politics that are as follows Legitimate political behavior Illegitimate political behavior Legitimate political behavior Interviews with experienced managers revealed that the political behavior is a major part of organizational life.4 Many manager reports that the use political behavior is both ethical and necessary, as long as it does not directly harms anyone else. So, this type of political behavior is subjected to normal routine politics that take place every single day within the organization. Illegitimate political behavior As described above political behavior is part of organizational life, some managers repot it to be good but to which extent? The intensity of politics done refers to another type of political behavior. So we can say that extreme politics that violates the implied rules of the game in organization reflect to be illegitimate or illegal type of political behavior, such a behavior would likely to be sentenced to punishment. The reality of Politics Organizations are made up of individuals or groups with different values, goals and interests.5 This set up the potential of conflict over the allocation of limited resources, such as departmental budgets, space, project responsibilities and salary adjustments.6 If resources were abundant constituencies within the organization could satisfy their goals. As the resources are limited everyones interests cannot be satisfied. Furthermore, gains by one individual or group are often perceived as coming at the expense of others within the organization whether they are not. These forces create real competition among members for the organizations limited resources. Politics in the eye of beholder A behavior one person labels as organization politics is very likely to seem like effective management to another. The fact is that the effective management is necessarily political, although in some cases it might be. Rather, a persons point determines what he or she classifies as organizational politics. For example, one experimental study showed that power-oriented behavior performed by a permanent employee is seen as more legitimate and less harsh than the same behavior performed by a temporary employee.7 take a look at the following labels used to describe the same phenomenon. These suggest that politics, like beauty, is in the eye of the beholder.8 In simple words these labels describe that at the same time one may state a political label to be an effective management label. For example, blaming others for a deed is politics on the other hand it may be referred as fixing a person to its responsibility that is an effective management. Let take another example creating conflict in the work setting might be politics but looking from other side it might be am initiative to change or innovation in the organization, and same applies to others. Causes of political behavior      Ã‚   There are following factors contributing to political behavior in the organization.9, 10, 11, 12 Individual factors High self-monitors Internal locus of control High Mach personality Organizational investment Perceived job alternatives Organizational factors Declining of resources Promotion opportunities Role ambiguity Unclear performance evaluation system Zero-sum reward practices Democratic decision making High performance pressures Self-serving senior managers Individual factors High self-monitors These individuals are more sensitive to social cues, they exhibit higher levels of social conformity, and they are more likely to be skilled in political behavior. Internal locus of control The organizations consist of such individuals who are more prone to take a proactive stance and attempt to manipulate situations in their favor, which in sense is politics as an individual try to influence the environment. High mach personality The individual who wills to manipulate, and have desire for power is comfortable at using politics as a mean to fulfill his or her self-interest. Organizational investment Some individuals used to have persona investment in the organization in terms of expectations of increased future benefits, the more that person has to lose if forced out and the less likely he or she is to use illegitimate means. Perceived job alternatives An individual who have more alternative job opportunities due to a favorable job market or the possession of scarce skills or knowledge, a prominent reputation, or influential contacts outside the organization the more likely there is risk that he can take illegitimate political actions. Organizational factors Unclear performance evaluation system Organizations should opt proper performance evaluation system and there should be no subjective performance criteria, no single outcome measure, and there should be no delay in awarding appraisal for a job done. Zero-Sum Reward practices It is also called Win/Lose Approach treats the reward pie as fixed so that any gain one person or group achieves has to come at the expense of another person or group. This particular approach opted by organization enhances the politics in the organization. Democratic decision making In this regard organizations direct managers to behave more democratically, they are told that they should allow employees to advise them on decisions and that they should rely to a greater extent on group input into the decision process, which cause undue influence on organizational practices. High performance pressure In an organization the more pressure that employees feel to perform well, the more likely they are to engage in politicking. Self-serving senior managers When inside the organization the employees see the people on top engaging in political behavior, especially when they do so successfully and are rewarded for it, a climate is created that supports politicking. Declining resources In an organization people may engage in political actions to safeguard what they have. So, they may stimulate conflicting actions and increase politicking. Promotion opportunities As appraisal is part of organizational practices so, it encourages people to compete for a limited resource and try to positively influence the decision outcome. Role ambiguity If the organizational practices fail to clearly define the role of particular job within the working environment, it initiates the politicking as the formal role and behaviors required by the organization are ambiguous. Consequences of organizational politics There are different kinds of employees within an organization so; in respond to organizational politics employees reflect different effects, like some employees show decreased job satisfaction13 and reduction in job performacne14. Similarly, some employees feel an increase in anxiety and stress15 while performing their job in political environment. Furthermore, some employees add to turnover ratio16 of organization as they might resign from their job due to political practices in organization. It is also seen that when employees see politics as a threat, they often respond with Defensive behaviors. Defensive behaviors It can be defined as Reactive and protective behaviors to avoid action, blame or change.17 there are some examples of such behaviors in Avoiding action Over conforming Strictly interpreting your responsibility by saying things like This is the way we have always done it. Buck passing Transferring the responsibility for the execution of a task or decision to someone else. Playing dumb Avoiding an unwanted task by falsely pleading ignorance and inability. Stretching Delaying a task so that one person seems to b stucked in a particular task. Stalling Appearing to be more or less supportive publically while doing little or nothing privately. There are some examples of such behaviors in Avoiding blame Buffing A person tries to cover his back by projecting an image of competence and thoroughness. Playing safe It refers to taking responsibility of such projects which have high chances of success, have risky decisions approved by superiors, and in which one can take neutral position in conflicts. Justifying Developing explanation or apologizing for a task which has negative outcomes. Scapegoating One attempts to place blame on external factors for a negative outcome. Misrepresenting It involves manipulation of information by distortion, deception or selective presentation. There are some examples of such behaviors in Avoiding change Prevention A person tries to prevent a threatening change from occurring. Self-protection A person acts in such ways that he can protect his self-interest during change by guarding information or other resources. Limiting effects of political behavior The worldwide organizations confront the political behavior from the side of employees which sometimes act in good faith of organization but to the same extent it can damage the organizational goals and objectives, in case if the personal interests of a person or group of persons become a hurdle in the way of organizational performance. In response to such violation organizations should take possible measure such as There should be open flow of communication. The employees should be provided sufficient resources to fulfill their interests. The rules and regulations should be defined clearly. The information dissemination should be done such a manner that there should be no addition while passing from one level to another. The political norms should be removed. Hire those employees who reflect lower levels of political skills. Managing organizational politics effectively As politics are major part of an organization, as the organization consists of individuals and group of people. However, politics can be managed effectively if one follows these steps: One should learn the culture and the rules of the game for success in the organization. One should establish credibility and an overall positive impression in the eyes of others present in the organization. One should build a base of support by forming alliances, groups with key players. One should create and implement formal clear policies, procedures so there is no ambiguity. One should be open and vivid while dealing with employees regarding the decisions which influence them. One should be consistent with what he says and what he acts. One should use defensive behaviors to protect themselves against the dirty political players in the organization. Impression management (IM) As people have ongoing interest in how others perceived and evaluate them. For example, people in North America spend billions of dollars on diet, health, club membership, cosmetics and plastic surgery, all this is done to make them attractive to others.18 Being perceived positively by others should have benefits for people in organization. I may result into favorable evaluation, superior salary increase, and more rapid promotion. In political context, it might help to take distribution advantages in their favor. So, Impression management can be defined as The process by which individuals attempt to control the impression others form of them.19 Impression management techniques There are various techniques of impression management which can be opted by people to control their impression others have about them.20 These techniques are as under: Conformity It involves agreeing with someone elses opinion to gain his or her approval is a form of ingratiation. For example, a manager tells his boss, You are absolutely right on your plan to reorganize the office. Excuse Excuse refers to an explanation regarding an unpleasant event caused by a person in order to minimize the intensity of anger. It is a defensive IM technique. For example, a sales manager says to his boss, We were not able to put ad in the paper on time, but no one responds to those ads anyway. Apologies In apology one admits responsibility for an undesirable event and seeks to get pardon for the action, it is a defensive IM technique. For example, an employee says to his boss, I am sorry I made a mistake in report. Please forgive me. Self promotion It is a self-focused technique in which one person highlights his own work, best qualities, downplay others deficit and call attention to his own achievement. For example, an employee tells his boss, I accomplish a task in one week which someone else could not do in months. I am the best performer here. Flattery Flattery is referred as buttering, because while reflecting flattery a person give compliments about others proceeds in an effort to appear perceptive and likeable to him. For example, a new comer says to experienced, you handled that clients complaint so tactfully, I could never do that just you did. Favors It includes doing something nice for someone to gain his or her approval is a form of ingratiation. For example, a sales person says to client, I have got two tickets to theater tonight, take them. Consider it a thank you for taking your time. Association In association one person do more than required to show how dedicated and hard working he is in organization. For example, a person had performed overtime duty he conveyed that message to his supervisor so; he could know he was working hard. Enhancement A self-focused technique in which a person claims that his work done is more valuable than any of other members of organization. For example, a journalist tells his editor, My news on celebrity divorce story was a major boost in sales. Even though the story only made it to page 3 in the entertainment section. References Mintzberg, Power In and Around Organizations, p. 26. See also K. M. Kacmar and R. A. Baron, Organizational Politics: The State of the Field, Links to Related Processes, and an Agenda for Future Research, in G. R. Ferris (ed.), Research in Personnel and Human Resources Management, vol. 17 (Greenwich, CT: JAI Press, 1999), pp. 1-39. G. R. Ferris, D. C. Treadway, P. L. Perrewà ©, R. L. Brouer, C. Douglas, and S. Lux, Political Skill in Organizations,Journal of Management (June 2007),pp. 290-320; K. J.Harris, K. M. Kacmar, S. Zivnuska, and J. D. Shaw, The Impact of Political Skill on Impression Management Effectiveness, Journal of Applied Psychology 92, no. 1 (2007). A. Drory and T. Romm, The Definition of Organizational Politics: A Review, Human Relations (November 1990), pp. 1133-1154; and R. S. Cropanzano, K. M. Kacmar, and D. P. Bozeman, Organizational Politics, Justice, and Support: Their Differences and Similarities, in R. S. Cropanzano and K. M. Kacmar (eds.), Organizational Politics, Justice and Support: Managing Social Climate at Work (Westport, CT: Quorum Books, 1995), pp. 1-18; and G. R. Ferris and W. A. Hochwarter, Organizational Politics, in S. Zedeck (ed.), APA Handbook of Industrial and Organizational Psychology, vol. 3 (Washington, DC: American Psychological Association, 2011), pp. 435-459. D. A. Buchanan, You Stab My Back, Ill Stab Yours: Management Experience and Perceptions of Organization Political Behavior, British Journal of Management 19, no. 1 (2008), pp. 49-64. J. Pfeffer, Power: Why Some People Have It-And Others Dont (New York: Harper Collins, 2010). Drory and Romm, The Definition of Politics. C. R. Willness, P. Steel, and K. Lee, A Meta-Analysis of the Antecedents and Consequences of Workplace Sexual Harassment, Personnel Psychology 60 (2007), pp. 127-162. Source: Based on T. C. Krell, M. E. Mendenhall, and J. Sendry, Doing Research in the Conceptual Morass of Organizational Politics, paper presented at the Western Academy of Management Conference, Hollywood, CA, April 1987. G. R. Ferris, G. S. Russ, and P. M. Fandt, Politics in Organizations, in R. A. Giacalone and P. Rosenfeld (eds.), Impression Management in the Organization (Hillsdale, NJ: Lawrence Erlbaum, 1989), pp. 155-156; and W. E. OConnor and T. G. Morrison, A Comparison of Situational and Dispositional Predictors of Perceptions of Organizational Politics, Journal of Psychology (May 2001), pp. 301-312. Farrell and Petersen, Patterns of Political Behavior in Organizations, Academy of Management Review 7, no. 3 (1982), pp. 403-412. G. R. Ferris and K. M. Kacmar, Perceptions of Organizational Politics, Journal of Management (March 1992), pp. 93-116. Ferris, Russ, and Fandt, Politics in Organizations, p. 147; and J. M. L. Poon, Situational Antecedents and Outcomes of Organizational Politics Perceptions, Journal of Managerial Psychology 18, no. 2 (2003), pp. 138-155. W. A. Hochwarter, C. Kiewitz, S. L. Castro, P. L. Perrewe, and G. R. Ferris, Positive Affectivity and Collective Efficacy as Moderators of the Relationship Between Perceived Politics and Job Satisfaction, Journal of Applied Social Psychology (May 2003). G. R. Ferris, D. D. Frink, M. C. Galang, J. Zhou, K. M. Kacmar, and J. L. Howard, Perceptions of Organizational Politics: Prediction, Stress-Related Implications, and Outcomes, Human Relations (February 1996), pp. 233-266; and E. Vigoda, Stress-Related Aftermaths to Workplace Politics: The Relationships Among Politics, Job Distress, and Aggressive Behavior in Organizations, Journal of Organizational Behavior (August 2002), pp. 571-591. S. Aryee, Z. Chen, and P. S. Budhwar, Exchange Fairness and Employee Performance: An Examination of the Relationship Between Organizational Politics and Procedural Justice, Organizational Behavior Human Decision Processes (May 2004), pp. 1-14. C. Kiewitz, W. A. Hochwarter, G. R. Ferris, and S. L. Castro,The Role of Psychological Climate in Neutralizing the Effects of Organizational Politics on Work Outcomes, Journal of Applied Social Psychology (June 2002), pp. 1189-1207. B. E. Ashforth and R. T. Lee, Defensive Behavior in Organizations: A Preliminary Model, Human Relations (July 1990), pp. 621-648. M. R. Leary and R. M. Kowalski, Impression Management: A Literature Review and Two-Component Model, Psychological Bulletin (January 1990), pp. 34-47. W. L. Gardner and M. J. Martinko, Impression Management in Organizations, Journal of Management (June 1988), pp. 321-338; M. C. Bolino and W. H. Turnley, More Than One Way to Make an Impression: Exploring Profiles of Impression Management, Journal of Management 29, no. 2 (2003), pp. 141-160; S. Zivnuska, K. M. Kacmar, L. A. Witt, D. S. Carlson, and V. K. Bratton, Interactive Effects of Impression Management and Organizational Politics on Job Performance, Journal of Organizational Behavior (August 2004), pp. 627-640; and M. C. Bolino, K. M. Kacmar, W. H. Turnley, and J. B. Gilstrap, A Multi-Level Review of Impression Management Motives and Behaviors, Journal of Management 34, no. 6 (2008), pp. 1080-1109. B. R. Schlenker, Impression Management s(Monterey, CA: Brooks/Cole, 1980); M. C. Bolino, K. M. Kacmar, W. H. Turnley, and J. B. Gilstrap, A Multi-Level Review of Impression Management Motives and Behaviors, Journal of Management 34, no. 6 (2008), pp. 1080-1109; and R. B. Cialdini, Indirect Tactics of Image Management Beyond Basking, in R. A. Giacalone and P. Rosenfeld (eds.), Impression Management in the Organization (Hillsdale, NJ: Lawrence Erlbaum, 1989), pp. 45-71.

Effects of British Colonization on Zimbabwe Women Essay -- Essays Pape

The Effects of British Colonization on Zimbabwe Women The British began their colonization of Zimbabwe in 1890 as part of their project of capitalist expansion and world domination. Colonial expansion was a means of complete control of territories and furthered the expansion of their capitalist political economy. Africa provided the British with slaves, minerals, and raw materials to help them in their capitalist development. To help support capitalist expansion, the British asserted colonial discourse of power and superiority over the colonized. This discourse, or a system of representation, provided a way for the British to produce a position that the West was a superior civilization. In such a discourse the British were able to impose their cultural beliefs, particularly beliefs about gender, on the people they colonized. The imposition of colonial discourse, therefore, greatly affected colonized women. In her somewhat autobiographical novel Nervous Conditions, Tsitsi Dangarembga shows us how the women in Rhodesia, now called Zimbabwe, were affected by this colonization by the British. Through different female characters, she shows us how colonization alienated women physically and psychologically through the lack of education, poverty, and relegation to the private sphere. Her novel not only tells about the effects of colonization but also emphasizes that women, despite restrictive gender roles, can develop the critical awareness, determination and strength to fight against their alienation and emancipate themselves from the restrictions of colonial discourse. Before the British came to Zimbabwe, the family worked together as a tribe to help provide for everyone in that family and keep each other above high water. Every me... ...talism, discourse, and patriarchy. After watching her female family members and taking note of everything they experience, and using the opportunities she earns and gains from an education, Tambu is able to educate herself with the critical awareness and strength to emancipate herself and overcome the burdens of gender and alienation of colonization of Zimbabwe. After reading the novel, Nervous Conditions and doing research, I have learned that the colonization of Zimbabwe forced the women of Zimbabwe into very hard roles to play. I have learned that through these processes of colonization, capitalism, discourse, patriarchy, and as a result alienation, women were, as Maria Mies puts it, "externalized, declared to be outside civilized society, pushed down, and thus made invisible as the under-water part of an iceberg is invisible, yet constitute the base of the whole."