Leadership style in national oil corporation

Leadership style in national oil corporation CHAPTER ONE INTRODUCTION 1.1 Background of the study Libya is a member of the Organization of Petroleum Exporting Countries (OPEC) and holds the largest proven oil reserves in Africa. Libya has attracted hydrocarbon exploration since 1956, when the first wildcat oil well was drilled onshore in the Sirte Basin. Libya granted multiple concessions to Esso, Mobil, Texas Gulf, and others, resulting in major oil discoveries by 1959. The government dominates Libyas economy through control of oil resources, which account for approximately 95% of export earnings, 75% of government receipts, and over 50% of GDP. The National Oil Corporation was established in 1970. It dominates Libyas oil industry, along with a number of smaller subsidiaries, which combined account for around half of the countrys oil output.   Figure 1.1the map of Libya describes Gas Pipeline, Oil Pipeline, Oil Field, Liquefied Gas Planet Oil Terminal (Oil Exporting harbor) and Petroleum refining which owned and controlled by National Oil Corporation in Libya.  Ã‚   National Oil Corporation is carrying out exploration and production operations through its own affiliated companies, or in participation with other companies under service contracts or any other kind of petroleum investment agreements. This is in addition to marketing operations of oil and gas, locally and abroad. NOC has its own fully owned companies which carry out exploration, development and production operations, in addition to local and international marketing companies. NOC also has participation agreements with specialized international companies. Such agreements have developed into exploration and production sharing agreements, in accordance with the development of the international oil and gas industry, and international petroleum marketing. The National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertakin g development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. The Brega Petroleum Marketing Company, a subsidiary of NOC, was set up to carry out the marketing activities of NOC, and the marketing assets of all the foreign oil companies were nationalized. A point of thatduring the past four decades, the impact of leadership styles on organizational performance has been a topic of interest among academics and practitioners working in the area of leadership (Darwish, 1998; Sadler, 2003; Rowe et al., 2005; Gadot,2007; Yiing, and Zaman Ahmad, 2009). The researcher would like to examine how leadership style influences organization performance in Libya in (NOC). Rowe et al (2005) pointed out that the most prominent reason for this interest is the widespread belief that leadership can affect organizations performance (Jing and Avery, 2008). In addition, the creation of a state-owned oil company allowed Libya to follow in the footsteps of other oil-producing economies, where control of such a revenue-generating resource lay with the government. Soon after its establishment, NOC signed a joint venture agreement with the U.S. Occidental Petroleum involving production-sharing. In 1971, NOC arranged a processing deal with Sincat of Italy for refining oil products for domestic consumption, thereby providing a cheap supply of oil for internal Libyan consumption. A joint drilling company was formed with Saipem, a subsidiary of the Italian ENI, in early 1972. By April 1974, production-sharing agreements had been reached with Exxon, Mobil, Compagnie Franà §aise des Pà ©troles, Elf Aquitaine, and Agip. By using the surplus funds and technical expertise of the foreign oil companies, the problem of stimulating investment in exploration was resolved. In 1980, the Libyan Arabian Gulf Oil Company (Agoco) was established by NOC throug h the amalgamation of the Arabian Gulf Exploration Company, Umm-al-Jawabi Oil Company, and direct NOC exploration and production interests. NOC continued to make production-sharing agreements. In 2004, NOCs estimated crude oil output was 1.623 million barrels per day. The company hoped to raise its production to two million barrels per day by 2007. Figure 1.2 below shows the revenue of National Oil Corporation in Libya from (1999 to 2009).   This study set out to investigate whether there is an interrelation between transformational leadership style and organizational culture, and the effect of organizational culture on the relationship between transformational leadership style with organizational commitment and job satisfaction in the National Oil Corporation in Libya.   In particular, our knowledge would benefit from an understanding of how leadership and organizational culture affect job satisfaction and organizational commitment. The study examines Libya National Oil Corporation in relation to leadership style in the organization. Thus, the study also would like to explore an organizational culture of the National Oil Corporation and finally how does leadership style in particular transformational leadership style may influence the National Oil Corporation progresses.   The subject of leadership is interesting for many researchers. In addition, the continued search for good leaders has resulted in the development of many leadership theories (Mosadegh and Yarmohammadian, 2006). According to Oluseyi and Ayo (2009) Leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. In recent years, leadership has been studied in various ways, depending on the researchers methodological preferences and definition of leadership (Chen, 2002; Reuvers, et al., 2008; Gadot, 2007). Oluseyi and Ayo (2009) defined Leadership as the moral and intellectual ability to visualize and work for what is best for the company and its employees. Good management and effective leadership help to develop team work and the integration of individual and group goals. On the other hand, Kenny and Zaccaro (1983) suggested that leaders to be successful need a behavioral repertoire and the ability to select the right role for the situation. To do this, leaders need both cognitive and behavioral complexity and flexibility a leader needs the ability to perceive the needs and goals of a constituency and the ability to adjust ones personal approach to group action (Leban and Zulauf 2004). Therefore, Mosadeghrad et al (2006) pointed out that while there are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. In contrast, Darwish (1998) pointed out that there is wide disagreement among scholars with regard to effective leadership style. For instance, Brozik (1994) argues that no one type of leadership style is the best in all situations. The leader, subordinates and the environment or the task determine the effectiveness or ineffectiveness of each style Kur (1995) believes that effectiveness in leading is directly related to the leaders way of thinking about him, subordinates, organization and environment. Likert   (1977)argue that the participative style is more productive in any culture. In the last three decades many scholars had received increasing attention to two new paradigms called transformational leadership and transactional leadership where the interests of the study are. It added a new dimension to organizational studies, namely the visionary aspect of leadership and the emotional involvement of employees within an organization. The basic notion is that a visionary leader can create an impression that he has high competence and a vision to achieve success (Jing and Avery, 2008). According to Bass (1985) developed a theory of visionary or transformational leadership whereby the leader inspires and activates subordinates to perform beyond normal expectations (Jing and Avery, 2008). The study would like to examine this in National Oil Corporation in Libya. On other hand, Lowe et al., (1996) pointed out that there are four dimensions of transformational leadership style such as: Idealized influence or charisma, inspirational motivation, intellectual stimulation, and individualized consideration. (Bass et al., 2003; Piccolo and Colquitt, 2006), defined these dimensions for transformational leadership as follows: Idealized influence or Charisma is the degree to which leaders behave in such a charismatic way that followers identify with them. Inspirational motivation is the degree to which leaders articulate visions for the future that appeal to followers. Intellectual stimulation is the degree to which leaders challenge assumptions, take risks, and solicit followers ideas. Individualized consideration is the degree to which leaders attend to followers needs, act as mentors or coaches, and listen to followers concerns. Bass, (1985), Burns (1978) Leadership is considered a factor that has a major influence on the performance of organizations, managers and employees. More recently, researchers have focused mainly on the subordinates perspective and proposed two main facets of leadership transactional and transformational. This theory suggests that transformational leadership, more than transactional leadership, has a stronger positive effect on employees attitudes towards their job, their job environment, and ultimately affects their work performance. Oluseyi and Ayo (2009) pointed out that leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. On the other hand, Xenikou and Simosi (2006) suggested that organizational culture and transformational leadership have been theoretically and empirically linked to organizational effectiveness. During the 1990s a number of comparative studies on the culture-performance link showed that certain culture orientations are conducive to performance. Lok and Crawford (2004) pointed out that organizational culture can influence how people set personal and professional goals, perform tasks and administer resources to achieve them. Organizational culture affects the way in which people consciously and subconsciously think make decisions and ultimately the way in which they perceive. While other researchers has suggested that organizational culture can exert considerable influence in organizations particularly in areas such as performance and commitment. Bass (1985) said that transformational leaders frequently change their organizations culture with a new vision and revision of its shared assumptions values and norms. In a transformational culture, there is generally a sense of purpose and a feeling of family. Superiors feel a personal obligation to help new members assimilate into the culture. Assumptions, norms, and values do not preclude individuals from pursuing their own goals and rewards. In addition, Bass (1985) mentioned that transformational qualities lead to performance beyond expectations in organizational settings. A study of Ogbonna and Harris (2000) organizational culture and leadership finds that the two areas have been independently linked to organizational performance. A little critical research attention has been devoted to understand the links between the leadership and culture also and the impact that such an association might have on organizational performance (Ogbonna and Harris, 2000). Organizational commitment is an important employee attribute from the organizations perspective. Several studies have found relationships between high-commitment human resource policies and positive organizational outcomes such as productivity, quality, and profitability (Perryer and Jordan 2005). Organizational commitment has been studied in relation to employee performance there is still considerable controversy surrounding the precise nature of the relationship. While there is some evidence to suggest that organizational commitment is a mediating variable between leadership and performance. Consequently, studies that examine the complex relationships and interaction between these variables will be of value to management theorists and practitioners. Lok and Crawford (2004) said that organizational commitment and job satisfaction have received significant attention in studies of the work place. This is due to the general recognition that these variables can be the major determinants of organizational performance and effectiveness. A numerous of studies in the area of job satisfaction and organizational commitment have been asserted that leadership and organizational culture have significant impact on both job satisfaction and organizational commitment (Chen and Francesco, 2000; Mathieu and Zajac, 1990; Williams and Hazer, 1986). Lok and Crawford (2004) had the same result in his research which has been done to make comparative between Hong Kong and Australian managers the result confirms that organizational culture and leadership styles are important organizational antecedents of job satisfaction and commitment. However, the influence of national culture on leadership styles, organizational culture and their subsequent effects on employees job satisfaction and organizational commitment were not explored intensively enough in National Oil Corporation in Libya. To choose National Oil Corporation in Libya for the current study because Libya is a member of the Organization of Petroleum Exporting Countries (OPEC). It holds the largest proven oil reserves in Africa which make it as one of the most important oil-producing countries in Africa and in the world. Therefore, petroleum sector in Libya is very important sector which is like the backbone of Libyan economy. In this context, National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertaking development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. In additionally, the study expected to offer some useful information of leadership style in National Oil Corporation in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. 1.2 Purpose of Research Study The purpose of this study is to explore the relationship between transformational leadership, organizational culture, with job satisfaction and organizational commitment in National Oil Corporation in Libya. Cameron and Quinn (1999) pointed out that numerous studies report the most frequent reason given for the failure of planned organizational change was due to a neglect of the organizational culture. According to Schneider (2000) Organizational culture is a key to organizational success, and effective leadership is the means by which the culture is created and managed. Understanding organizational culture is an important activity for managers because it affects strategic development, productivity and learning at all levels of management (Twati and Gammack, 2006). The relationship between transformational leadership style and organizational culture was examined by some researchers such as Xenikou and Simosi (2006), who asserted in his study that organizational culture had direct impact on organization performance while transformational leadership had indirect positive influence on performance through its impact achievement orientation. This study showed that organizational culture mediates the effect of transformational leadership on performance. Therefore, the purpose of the study is to accept or reject the suppositions that there is a relationship between transformational leadership style organizational culture with job satisfaction and organization commitment in National Oil Corporation in Libya. Therefore, Yiing and Bin Ahmad (2009) pointed out that leaders behaviors have positive and significant relationship with organizational commitment. On the other hand, cultures have significant moderating effects on the relationship between leadership behaviors and organizational commitment. However, the main academic purpose of this study is to make a contribution in leadership field behaviors on culture and on organization behavior in the petroleum sector in Libya. 1.3 Problem Statement The oil sector is the most important sector in Libya. Libya is one of the most important oil-producing countries in Africa and in the world and that the interest in this sector is very important. Therefore, this sector needs professionals leaders who can achieve all the goals of both employees and organization. An organization short on capital can borrow money, and one with a poor location can move. But an organization short on leadership has little chance for survival (Darwish, 1998).   A set of characteristics that help leaders to achieve the plans, programs, policies and strategy that have been developed and the advancement of their respective organizations. The most important of these characteristics experience, decision-making, knowledge and to deal with the environmental variables that may occur both within and outside the organization. The weakness of these skills and characteristics makes it difficult for leaders to carry out its functions and achieve organizations goals. Therefore, Chen (2002) found that transformational leadership behaviors have a slightly positive relationship with organizational commitment. While Harris and Mossholder (1996), pointed out that organizational culture stands as the center from which all other factors of human resource management derive. It is believed to influence individuals attitudes concerning outcomes, such as commitment, motivation, morale, and satisfaction. In addition, Bass (1985) have mentioned that demonstrates the relationship between leadership and culture by examining the impact of different styles of leadership on culture. He argues that transformational leaders frequently work towards changing the organizational culture in line with their vision. Similarly, Brown (1992) observes that good leaders need to develop the skills that enable them to alter aspects of their culture in order to improve their organizational performance. The leaders of National Oil Corporation have to know that organizational culture, organization commitment and job satisfaction are very important factors can help them to achieve the goals of the organization, and these variables enhance organization performance. In short, and based to what has been mentioned above, this study is trying to clarify the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment in National Oil Corporation in Libya. Which the researcher believes it does not exist in Libya National Oil Corporation. Specifically, the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment and how organizational culture effect the relationship between transformational leadership style with organizational commitment and job satisfaction   in National Oil Corporation in Libya. The research questions are as follows: Is there any relationship between transformational leadership style organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? Is there any relationship between transformational leadership style job satisfaction in National Oil Corporation in Libya? Is there any relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya? Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya? Is there any relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya? 1.4 Focus and Research Objectives The overall objective of this study is to examine the role of leadership style in the National Oil Corporation in Libya. The specific objective in this study is to clarify the relationship between transformational leadership style with job satisfaction and organizational commitment while organizational culture is the mediate variable in the National Oil Corporation in Libya. The study expected to offer some useful information of leadership style in oil sector in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. The breakdown of these objectives yields the following specific objectives: To determine the nature of the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. To determine the nature of the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. To determine the nature of the relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya. To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya.   To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. To determine the nature of the relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya. 1.5 Rationale of Study Previous studies have examined the link between leadership paradigms and behaviors and have shown a positive relationship, none has explained the nature of this connection, and therefore, how and why leadership affects performance. Future research needs to address this deficiency. In sum, based on the above discussion, there are many problems and gaps in existing studies of the leadership performance relationship that need to be addressed before a clear picture of this relationship can be drawn (Jing and Avery, 2008). Therefore, the aim of this study is to investigate the relationship between transformational leadership, organizational culture with job satisfaction and organizational commitment in the Notional Oil Corporation in Libya. Therefore, the topic of leadership is very important to the organization performance and the entire petroleum sector. Leaders can set the direction of the organization and it is very significance issue can lead the organization to achieve their goals. To do this study in the Notional Oil Corporation in Libya because Libya is the one of the (OPEC) organization and this sector is very important which is like the backbone of Libyan economy. Therefore, organization culture influences organization performance and also the employees. Organization culture influence perceptions of employees towards investors of technology transfer. Additionally, try to add useful information to improve our knowledge for this field in Libya. 1.6 Significance of Study This study is important for several reasons, to make a positive view of transformational leadership style in the National Oil Corporation in Libya. To clarify the problems and barriers encountered in application of transformational leadership style programs in the National Oil Corporation in Libya in the context to the case included in this study.   In addition, to clarify the role of leadership to improve organization performance in the National Oil Corporation in Libya and to what extent this leadership succeeded to achieve organizations goals. On the other hand, this study is an attempt to participate in and contribute to research resulting in knowledge increases. Assist scholars, and other researches in leadership field. The researcher achieved that the leadership style and organizational culture play a significant role to effect organizational commitment and job satisfaction in National Oil Corporation in Libya. In particular, how transformational leadership style and organizational culture can impact organizational commitment and job satisfaction in National Oil Corporation in Libya. Finally, the researcher achieved the nature of  Ã‚   the relationship between all these concepts such as transformational leadership style, organizational culture, job satisfaction and organizational commitment in National Oil Corporation in Libya. 1.7 Definition of Terms 1.7.1 Leadership Leadership, like most other concepts in social sciences, has no single or unique definition. It has been defined differently by different authors. Leadership is defined as â€Å"the process of influencing employees to work toward the achievement of objectives.† While others defined leadership as a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization.   1.7.2 Leadership Style Leadership style is theway to understand why leaders, faced with seemingly identical situations, use such different decision processes. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. In the other meaning, it is the ability of a leader to influence subordinates to performing at their highest capability. 1.7.3 Transformational leadership Transformational leadership is   grooms followers into future leaders by giving them freedom to control their behavior, elevates followers concerns from physical to psychological needs, inspires subordinates to consider group rather than self interests, and communicates desired outcomes to let subordinates perceive changes as worthwhile†. While others said that transformational leadership, the leader motivates followers by inspiring them, setting challenges and motivating personal development. Transformational leadership encourages the achievement of high collective standards, through a sense of purpose and a common mission and vision. 1.7.4 Organizational culture Organizational culture as a series of values, the measure of culture focuses on values, whereas definitions of culture which focus on artifacts lead to measures which focus on organizational creations. Organizational culture is the personality of the organization, which comprises of assumptions, values, norms and artifacts of organization members and their behaviors. Organizational culture can be looked at as a system based on the companys value and norms, and organizational behaviors such as its technologies, strategies, products, services and appearance. Organizational culture has been seen as holistic, traditionally decided, and socially built. Culture involves beliefs, values and behavior, exists at a various levels, and manifests itself in a wide range of characteristics of organizational life. 1.7.5 Organizational commitment The word â€Å"commitment† is the strength of an individuals identification with and involvement in a particular organization.   Some researchers explained that commitment has three major components: a strong belief in and acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a definite desire to maintain organizational membership. 1.7.6 Job Satisfaction Some definitions of job satisfaction focus on the job itself, while others included all the job-related factors. Some researchers have defined satisfaction as positive feeling or aggressive responses; whereas others defined it as the gap between expected gains and the actual gain. Furthermore, satisfied employees have also been shown to exhibit lower levels of absenteeism and higher levels of motivation than their counterparts. In contrast, job satisfaction is generally recognized as a multifaceted construct that includes employee feelings about a variety of both intrinsic and extrinsic job elements. It encompasses specific aspects of satisfaction related to pay, benefits, promotion, work conditions, supervision, organizational practices and relationships with co-workers. 1.8 Organization of Study The present study arranged into six chapters as follows: Chapter One is the background of the study, which states the purpose, problem statement and research questions. This includes the rationale and significance of the study. It also describes the focus and objectives of the study, definition of terms and organization of the study. Chapter Two content overview of leadership concept, leadership theories, leadership styles and concentrate to transformational leadership style. This chapter also covers organizational culture, job satisfaction and organization commitment. Studies on transformational leadership style with organizational culture, organizational commitment and job satisfaction, which include findings of previous studies and their relationship with the current research studies. Chapter Three introduce the research framework and overview, this includes statement of hypothesis. Chapter Four discusses previous research methodologies and the research design. This includes population and sample, which also cover the reliability and validity test of instruments used and the data analysis plan. Chapter Five elaborates on results of the data analysis and hypothesis testing which cover demographic characteristics and statistical analysis. This chapter also describes data analysis for research questions and hypothesis proposition. Chapter Six represents the research findings

Essay on The Glass Menagerie and the Life of Tennessee Williams

The Glass Menagerie and the Life of Tennessee Williams The Glass Menagerie closely parallels the life of the author. From the very job Tennessee held early in his life to the apartment he and his family lived in. Each of the characters presented, their actions taken and even the setting have been based on the past of Thomas Lanier Williams, better known as Tennessee Williams. Donald Spoto described the new apartment building that Williams and his family relocated to in St. Louis, Missouri as having only two small windows, one window in the front of the apartment and another in the rear.   A fire escape blocked the smoky light that might have come in from the window facing the back alley (16).  Ã‚   In The Glass Menagerie, the apartment was described as facing an alley. Meyer brought to my attention that the entrance to the apartment was actually a fire escape. There was no front door in the apartment of The Glass Menagerie, only a fire escape to enter and exit through (1865).  Ã‚   This omission of a front door represents the feeling that Tennessee Williams had that he could not leave his family and strike out on his own in a normal fashion as most children do. Tennessee Williams felt that he had to literally escape in order to follow his own dream of writing as Tom too felt in the play. John Fritscher points out in his dissertation that Tennessee a nd Tom both were torn between their mother's interpretation of responsibility and their own instinct (5). Tom Wingfield, the narrator of the play, is representative of Tennessee Williams himself, down to them sharing the same first name. Tennessee Williams did not earn his nickname until his college days at the University of Missouri (Meyer 1864).  Ã‚   Both Tom and Tennessee William... ...ed his world and his experiences of it in whatever form seemed suitable to the material. (Kahn)    Works Cited: Cook, Sharon. "Permission to Quote Me." E-mail to author. 2 Apr. 1999 Fritscher Ph.D., John J. Love And Death In Tennessee Williams Diss.1967: Loyola University Library. Internet 1999. Available: jackfritscher.com/tennessee Kahn, Sy. Modern American Drama: Essays in Criticism. Edited by Willima E. Taylor. Deland, Florida. Everette/Edwards Inc., 1968. 71-88 Spoto, Donald. The Kindness of Strangers: The Life of Tennessee Williams. Boston: Little, Brown and Co.,1985 Tischler, Nancy M. Tennessee Williams: Rebellious Puritan. New York: The Citadel Press, 1965. Williams, Tennessee. The Glass Menagerie. The Bedford Introduction to Literature: Reading, Writing, Thinking. 5th ed. Ed. Michael Meyer. Boston: Bedford, 1999. 1865-190

The Effects of Sport on Levels of Mindfulness and Experiences of Flow:

The area of research that will be of focal concern is conscious awareness in relation to the concept of ‘mindfulness’. In addition to this, analogous research surrounding the topic area will be integrated, with particular attention being paid to an important aspect of sport psychology known as ‘flow’. Mindfulness has its roots in ancient spiritual traditions, namely Buddhism (Keng, Smoski, & Robins, 2011), and is commonly defined as â€Å"the awareness that emerges through paying attention on purpose, in the present moment, and non-judgmentally to the unfolding experience moment by moment† (Kabat-Zinn, 2003, p. 145). Definitions like the preceding are common in contemporary literature, however many authors have suggested that mindfulness is a somewhat elusive construct and that defining it in concrete terms is difficult (Brown & Ryan, 2004). It was recognised that the word ‘mindfulness’ had been used in array of contexts to describe a psychological trait, a state of awareness, in addition to a meditative practice, which together leave the concept ambiguous in nature. In an attempt to clarify its meaning, Bishop et al (2004) proposed a two-component operational definition, with the first component involving the self-regulation of attention, and the second involving the adoption of an open, curious, accepting awareness of experiences in the present moment (Anderson, Lau, Segal, & Bishop, 2007). ‘Being mindful’ can therefore be contrasted with ‘being mindless’ or ‘being on automatic pilot’, and is predominantly characterised by sustained attention on the present-moment experience (Keng, Smoski, & Robins, 2011). The relevance of the application and integration of mindfulness into psychological theory, and subsequently into practice (Sh... ...enhancement. Journal of Clinical Sports Psychology, 4, 291-302. Morgan, B. G. (2010). Review: Psychological skills training as a way to enhance an athlete’s performance in high-intensity sports. Scandinavian Journal of Medicine & Science in Sports, 20(2), 78-87. Shapiro, S. L. (2009). The integration of mindfulness and psychology. Journal of Clinical Psychology, 65(6), 555-560. The Melbourne Academic Mindfulness Interest Group. (2009). Mindfulness-based psychotherapies: A review of conceptual foundations, empirical evidence and practical considerations. Australian and New Zealand Journal of Psychiatry, 40, 285-294. Thompson, R. W., Kaufman, K. A., De Petrillo, L. A., Glass, C. R., & Arnkoff, D. B. (2011). One year follow-up of mindful sport performance enhancement (MSPE) with archers, golfers, and runners. Journal of Clinical Sport Psychology, 5, 99-116.

Eliminative Materialism

Explain Eliminative Materialism. Explain an argument in its favor. Does the Argument succeed? In this paper I will discuss Eliminative Materialism, a theory in philosophy of mind. First I will explain the term theory-theory, next Folk Psychology, as a theory will be discussed. Then, I will clarify the failure of Folk Psychology as per Eliminative Materialism. Last, I will explain an argument in favor of Eliminative Materialism. Finally, I will elucidate whether the argument succeeds or fails. Functionally, a theory must make predictions, interpret evidence in new ways, and provide explanations of phenomena in its domain [http://www. iep. utm. edu/th-th-co/]. Science contains an ample amount of theories. For example, the theory of evolution in biology makes the prediction that all life forms arose from a common ancestor. In the event that a new species is to be discovered the theory of evolution can, based on its careful observations and classifications of life forms, predict the ancestors of the newly discovered species. The theory of evolution does provide adequate explanation of phenomena in its domain; hence it is a successful theory. â€Å"The term â€Å"Theory-Theory† derives from Adam Morton (1980), who proposed that our everyday understanding of human psychology constitutes a kind of theory by which we try to predict and explain behavior in terms of its causation by beliefs, intentions, emotions, traits of character, and so on†[http://www. iep. uwtm. edu/th-th-co/]. The hypothesized theory of human behavior is â€Å"Folk Psychology†. Folk Psychology provides explanations of human behavior, which is contingent on other mental states, like: desires, beliefs, fears, perceptions and so forth [Paul Churchland]. Hence, Folk Psychology has numerous mental states in its domain for which it provides explanations. To provide explanation of phenomenon and predictions Folk Psychology and other scientific theories use deductive nomological (law-like) explanations (Campbell). This is according to Paul Churchland. Here is an example of a deductive nomological explanation of fear-behavior as per Folk Psychology: People who are exposed to something scary tend to be scared. People who tend to be scared shriek â€Å"Yahhhhooowww† I scared my friend by surprising her Therefore, My friend said â€Å"Yahhhhooowww† Deductive nomological predictions can be attained my manipulating the tenses. According to Paul Churchland Folk Psychology has become such an integral and seemingly natural part of our way of dealing with one another; we overlook its theoretical status. Another reason for its seamless integration is the fact that Folk Psychology is an empirical revisionary theory. â€Å"It is so obviously a theory†¦ The structural features of Folk Psychology parallel perfectly those of mathematical physics; the only difference lies in the respective domain of abstract entities they exploit-numbers in the case of physics, and propositions in the case of psychology†(Churchland) Being an empirical revisionary theory Folk Psychology excepts far more generalizations/exceptions than do other reputable theories (Campbell). Now that we have seen that Folk Psychology shares theoretical underpinnings with actual scientific theories what is next? According to an Eliminative Materialist then Folk Psychology can be disproven/eliminated. The preceding also suggests that Folk Psychology is not innate (knowledge that is a priori) as we might believe. That our commonsense psychological framework may be completely erroneous. – â€Å"The presumed domain of folk psychology used to be much larger than it is now. In primitive cultures, the behavior of most of the elements of nature were understood in intentional term. The wind could know anger†¦ † Churchland – The above shows reduction of the domain over the course of the years of folk psychology â€Å"Given that folk psychology is an empirical theory, it is at least an abstract possibility that its principles are radically false and that its ontology is an illusion. â€Å"(Churchland) Our Ontology is the catalogue of all things we believe actually exist in the universe. Campbell) â€Å"Born of innocence and tunnel vision† Churchland To measure Folk Psychology's success â€Å"we must evaluate Folk Psychology with regard to its coherence and continuity with fertile and well-established theories in adjacent domains-with evolutionary theory, biology, and neuroscience. † (Churchland). – Mention the failings of Folk Psychology here. Specific example the process of learning. If folk psychology is something that is itself learned then folk psychology would thus appear incapable of even addressing how one learns. Folk psychology then comes across a theory that is at best a highly superficial theory, a partial and unpenetrating gloss on a deeper and more complex reality. A reality that can be uncovered only by mature neuroscience. – If we approach homo sapiens from the perspective of natural history and the physical sciences, we can tell a coherent story of his constitution, development, and behavioral capacities which encompasses†¦ That story, though still radically incomplete, is already extremely powerful, outperforming Folk Psychology at many points even in its own domain. – â€Å"On why is Folk Psychology hard to get rid of: Folk Psychology is a central part of our current lebenswelt, and serves as the principle vehicle of our interpersonal commerce. Foe these facts provide folk psychology with a conceptual inertia that goes far beyond its purely theoretical virtues. Folk psychology's categories appear (so far) to be incommensurable with or orthogonal to the categories of the background physical science whose long-term claim to explain human behavior seems undeniable. What is Folk Psychology? Folk Psychology is the common-sense understanding of mental states [Stanford]. By â€Å"common-sense understanding† it is meant that mental states are not discerned in a scientific manner. Folk psychology encompasses the explanation and the prediction of behavior, the other-minds problem, the nature of i ntrospection

The Lower Extremity Arterial Health And Social Care Essay

This instance of lower appendage thrombosis of vass of both venous and arterial system is selected for instance study as it is a rare signifier of thrombosis with a non really good established intervention mode and forecast. The aim of this survey was to describe the result of a 27 old ages old male patient with traumatic lower appendage venous and arterial thrombosis with both femoral and sciatic nervus hurt treated cautiously with low molecular weight Lipo-Hepin ( LMWH ) and unwritten Coumadin. The information beginnings used were patient interview, research lab and radiology probe consequences and patient charts.Case studyBackgroundLower appendage deep vena thrombosis ( LLDVT ) is an progressively of import clinical entity with possible for considerable morbidity. Pneumonic intercalation ( PE ) is present in up to one-third of patients with LLDVT. When compared with the upper appendages, the venous tracts of the lower appendages are more likely to develop thrombus because of incre ased flow, gravity effects and the absence of stasis. ( 1 ) Most of the breaks with arterial hurts occurred at mid and lower 3rd junction of thighbone. The section of femoral arteria in adductor canal was most normally involved. All the arterial lesions were either at the degree of break or were within 4 centimeter of it.Patient and instance studyA 27 twelvemonth old adult male presented with swelling and mild numbness of left lower limb of two yearss continuance after holding sustained lower limb injury with break of in-between shaft thighbone. After two yearss patient presented with upper tibial skeletal grip pin with Thomas articulatio genus splint holding cold clamsy tegument with absent distal lower limb arterial pulsing along with absent dorsiflexion of pes. ( 2 ) tegument was glistening, no capillary replenishment and ( 7 ) mild swelling of lower limb. Colour of tegument was about normal and no blister formation was at that place. Partial esthesis over lower limb was present at clip of presentation. Degree centigrades: UsersuserPictures2013-02-20 10.47.16.jpg Fig ( 1 ) ; Gross swelling with ecchymosis in fractured thighbone ( 4 ) Sciatic nervus hurt is rare in break of in-between 3rd thighbones but can happen, largely common peroneal portion of sciatic nervus. The femoral nervus can be compressed anyplace along its class, but it is peculiarly susceptible within the organic structure of the psoas musculus, at the iliopsoas channel, at the inguinal ligament. The chief motor constituent innervates the ilio-psoas ( a hip flexor ) and the quadriceps ( a articulatio genus extensor ) . The motor subdivision to the iliopsoas originates in the pelvic girdle proximal to the inguinal ligament. The centripetal subdivision of the femoral nervus, the saphenous nervus, innervates tegument of the median thigh and the anterior and median facets of the calf and after scrutiny we found partial centripetal loss over median facet of thigh and calf along with anterior facet of articulatio genus. After complete neurological scrutiny we found coincident engagement of both femoral and sciatic nervus hurt. Sciatic nervus flights injury in most breaks of the femoral shaft. Mostly sciatic nervus paralysis associated with a break at the distal shaft of the thighbone. The common peroneal division of the sciatic nervus was lacerated by a bone fragment at the break site. . Examination revealed complete palsy of the common peroneal nervus. The motions lost were extension of the mortise joint and toes. Sensibility was lost over the back of the pes and outer side of the leg. There was a positive Tinel ‘s mark over the sciatic nervus at the distal portion of the thigh. Nerve conductivity speed survey suggest left sciatic nervus hurt with engagement of left femoral nervus neurogenic form in musculus screened. In stray femoral neuropathies, the thigh adductors are normal. Although the thigh adductors portion common lumbar roots with the musculuss innervated by the femoral nervus, they are innervated by the obturator nervus along with the sciatic nervus and therefore are spared. But in this instance due to coincident engagement of both nerve adduction of hip besides non elicited. Weakness of the quadriceps musculus and decreased patellar physiological reaction are the most dramatic scrutiny findings. Centripetal shortages consist of numbness of the median thigh and the anteromedial calf.ProbesBiochemical probe revealed decresed hemoglobin with normal leukocyte and platlet counts. liver and kidney profiles was about normal. one of the of import biochemical probe i.e. curdling frofile PT, INR, aPTT ab initio it was 21.7,1.87,29.7 severally. After two yearss of injury ( 3 ) doplar survey of lower limb suggested acute deep venous thrombosis widening from distal superficial femoral vena to popliteal, ant tibial and proximal portion of posterior tibial vena along with low opposition arterial spectrum is seen in the popliteal, anterior and posterior tibial arteria. Paras tardus form with increased accentutation clip and wider monophasic spectrum is seen in the distal posterior tibial arteria and dorsalis pedis artery.Conclusion of dopllar was Superfecial femoral vena shows echogenic thrombi in the lms with partial recanlisation. Nerve conductivity survey suggest left sciatic nervus hurt with engagement of left femoral nervus neurogenic form in musculus screened. CT Angiography survey ( 5 ) was done from lower portion of venters to distal toe by endovenous contrast and bolus tracing technique. Scaning was done in arterial and venous stage demoing non envisioned distal tierce of left superior femoral arteria ( widening 4cm ) with distal portion reconstructed with collaterals with remainder normal survey of lower limb arterial system. Canalization of thrombus distal tierce of left superior femoral vena with partly canalised thrombus in left peroneal vena and posterior tibial vena. Xray study of whole organic structure was done and we found left upper center shaft thighbone break widening to upper terminal with posterolateral angulation. Degree centigrades: UsersuserPictures2013-02-20 10.44.14.jpg Fig ( 2 ) ; anteroposterior position of diphyseal break thighbone He had a no history of abdominal TB. He denied any past history of surgery and endovenous drug usage. No household history of a similar unwellness was detected. Clinical scrutiny revealed few dilated venas in the leg and the upper half thigh. The right lower limb showed normal arterial pulsations and there was no neurological shortage or cadaverous hurt. The patient was treated as an outpatient with low molecular weight Lipo-Hepin ( LMWH ) for 6 yearss and Acitrom ( warferin ) 1mg OD for three yearss so 2mg OD along with Monotrate 10mg and Stiloz 50mg to keep the INR between 2-3. Discussion Patients with high speed injury with major long castanetss breaks have developed lower limb deep venous and arterial thrombosis with both femoral and sciatic nervus hurt are really rare phenomenon. Clinical presentation of major venous thrombosis in the lower limb normally presents with swelling of the lower limb, prominence of superficial venas and neurological symptoms and decreased distal arterial pulsing. The most serious complication of LLDVT is pneumonic intercalation happening in one tierce of the instances. The diagnosing of artero-venous thrombosis is confirmed by either duplex echography. ( 9 ) The intervention options for femoral venous thrombosis include conservative therapy with decoagulants, catheter-mediated thrombolysis and surgical intercession to take the intravascular coagulum. Patients with superficial femoral venous thrombosis due to intrinsic harm require merely anticoagulation therapy whereas those with extrinsic obstructor may necessitate rectification of the surgical pathology every bit good. ( 8 ) An anticoagulation therapy includes Lipo-Hepin followed by unwritten Coumadin for a period of 3 to 6 months maintaining the INR degree 2.0 to 3.0.arterial hurt are genrally treated with autogenos saphenous vena transplant after stabilization of break by external fixator in complete arterial occullsion. But in this instance after angiographic rating we get not visualised distal tierce of left superior femoral arteria ( widening 4cm ) with distal portion reconstructed with collaterals within 48 hours that is really rare and unusual phenomenon and limb survived with conservative intervention of break within Thomas knee splint without any unusual events.

Face of Freedom Essay

Read the question below and use your knowledge of the time period to write your response. You are welcome to refer back to the lesson; however, all writing should be in your own words. Question: Explain how freedoms for African Americans were socially, politically, and economically limited from 1865 to 1900? Your response should consist of at least three paragraphs including one paragraph for each of the following: social limitations political limitations economic limitations You should also include at least one person, term, or event from the lesson in each paragraph. African Americans were heavily persecuted in the time period, the late 1800’s as they faced various obstacles that threatened their social, political, and economic freedoms. African Americans struggled to get jobs, even more sparingly was equal pay. They had limits on places they could go to, punishable by ample time in jail. The weren’t able to get a high class job like us Americans. African Americans were not allowed to marry the white or go to the same schools. The African Americans had a hard time living in the 1800’s. Jim Crow’s law is a great example for this. African Americans were prevented from exercising their new political rights. The Klu Klux Klan were an extremist group that were against the African American. They Intimidated the voters, burned schools, and destroyed homes that belonged to black people and even antagonized the white folks who saw African Americans as people. Also, politicians and other people who strongly disliked African Americans made literacy tests and poll taxes in order to keep African Americans from voting as the tests and the tax sometimes were not enacted upon the white people. African Americans still had limited economic freedom even after the end of the Civil War. The biggest problem after the Civil War but did not know exactly where to go, especially in the South. The traveled far away, some stayed and did hard labor due to they didn’t have any where else to go or nobody to see. Not everyone was able to acquire their own land, which created the poverty of sharecropping. An example of limitation also is the black codes. The African Americans had to work hard, but is also helped maintain a cheap source of farm labor and sustain social hierarchy.

Criminological Theories in Crime Essay Example | Topics and Well Written Essays - 1250 words

Criminological Theories in Crime - Essay Example The criticism of the theory is mainly based on the claim that there is nothing like a criminal gene. However, certain evidences have been put forward in recent times to show that genetics are a source of criminal behavior. This paper will explore the merits of the idea that genetics are a source of criminal behavior. It will also examine the strengths and weaknesses of the evidences surrounding genetics and crime. The essay will then look at whether the police departments should consider or dismiss the findings. Finally, the paper will explore the dangers of believing in the existence of a criminal gene, as well as the consequences the existence of the gene may have in the field of criminal justice system. Namazi (2010) notes that there is a divided opinion regarding the role of genes in criminal behaviors. However, some research conducted in the past has suggested that genes contribute largely to criminal behaviors among individuals. What these studies suggests is that, a child whos e farther happens to have been a criminal, is most likely to become a criminal in the future due to genetic influence. Despite having been refuted by some theories that maintain that there is no criminal gene, the twin and adoption theories provide a good connection between genetics and criminal behaviors (Cassel and Bernstein, 2007). ... For example, a study conducted by Christiansen in Demark, found out that genetics plays a vital role in influencing the criminality (Cassel and Bernstein, 2007). In conducting the study, Christiansen surveyed a population of 3,586 twin pairs. From the study, Christiansen found 52% of the twins concordant for criminality for male-male identical twin pairs and 22% concordant for male-male fraternal twin pairs (Cassel and Bernstein, 2007). This evidence suggested that identical twins inherit some biological characteristics, which increases their risk of being registered for criminal behaviors. A similar study conducted in the United States and Sweden showed a higher concordance for criminality amongst MZ than DZ twins did (van Dusen and Mednick, 1983). This studies support the claims that genetics influence criminal behaviors amongst individuals in society. Several adoption studies conducted in 1970s and 1980s have also provided convincing evidence that genetics influence criminal behav iors. According to adoption studies, having a parent who have been imprisoned at one time increases an individual’s risk of getting a criminal conviction when the person grows up regardless of whether the person is brought up by pro-social, law-abiding, and genetically unrelated relatives. The adoption studies established that genetic effects on criminality are important for both sexes. However, the genetic risk was found to be higher for female than male offenders were (Mednick, Gabrielli and Hutchings, 1984). Regarding an adoptive study conducted in the U.S., Mednick, Gabrielli, and Hutchings (1984) noted an increased rate of criminality in 42 Iowan adoptees with criminal biological mothers. Another study conducted by Mednick, Gabrielli and