African Americans and Medicine: from Slavery to Modern Times

African Americans and Medicine: From Slavery to Modern Times Imagine being sick, but never going to a doctor because you knew they would do bad things to you, make you sicker, or even kill you. When we see doctors, we are trusting them to make the best decisions to help us. However, there was a time when doctors committed the most heinous acts against those who needed them. African American’s have been used for unethical studies and cases since the time of slavery.Some were used against their will, while others were taken advantage of by the people who were supposed to take care of them. The earlier cases of this inhumane treatment were scarcely documented, but through tales and word of mouth were passed from generation to generation. African Americans never forgot what happened to their ancestors or what could still possibly happen to them and as a result lead to the mentality that they should stay away from hospitals and doctors, furthermore creating a culture of fear surrou nding institutional medicine.Unfair treatment of African Americans started during the time of slavery. In Slavery and Medicine: Enslavement and Medical Practices in Antebellum Louisiana, author Katherine Bankole describes the mentality of whites and white slave owners which dictated the treatment of slaves medically. Bankole says, â€Å"The three main areas of enslavement and medicine in the antebellum period are: theory, management, and experimentation† (Bankole 8), doctors theorized that the biology of Africans was innately inferior to that of the white race.The second area, management, involved â€Å"general health, disease, diet/nutrition, clothing, mortality, and the medical costs incurred by slaveowners. † (Bankole 8) Medical management was the most important factor that determined the success of a slave owners land. The healthier a slave was, the more he could work and produce a profit for the slave owner. This meant health care was provided at a lower cost to t hose who owned slaves. Through this management came the development of medical and scientific journals as well as pamphlets and almanacs.The last area discussed was experimentation. Records show documented cases of surgeries and experimental treatment and procedures. The cases show how doctors built their careers using slaves as their subjects. Slaves were used in painful surgeries against their will. Consent only needed to be given by the slave owner. A slave could receive treatment if the slave owner found it cost effective to the value of the slave. Bankole also notes, â€Å"Often slave owners equate the care they provided to enslaved Africans to the care provided to horses or other farm/plantation animals†(Bankole 28).Although it is not completely certain how slaves felt about their medical treatment, due to the fact no documentation was taken from them on this subject, through stories and folklore there is an indication that â€Å"some Africans expressed a significant f ear of doctors and hospitals† (Bankole 20) . The legends indicate stories of Night Doctors, who were said to have paid slaves to dig up newly buried bodies. African Americans played the largest role in medical advancements.In The Use of Blacks for Medical Experimentation and Demonstration in the Old South, Todd Savitt explains how â€Å"southern white medical educators and researchers relied greatly on the availability of Negro patients for various purposes. Black bodies often found their way to dissecting tables, operating amphitheatres, classroom or beside demonstrations, and experimental facilities. † (Savitt 331). Though poor whites as well as European immigrants were plentiful in the northern cities of the south, blacks were easier targets because they were a voiceless people in a racially divided society.During this time bodies were greatly needed for teaching purposes. â€Å"Students had to learn anatomy, recognize and diagnose diseases, and treat conditions req uiring surgery; researchers had to try out their ideas and new techniques; and practitioners had to perform autopsies to confirm their diagnoses to understand the effects of diseases on the human body. † (Savitt 332). When the French school of hospital medicine reached America in the early 19th century, the need for human specimens became more necessary, so medical schools wanted to meet these demands for their student’s education.Colleges opened clinics as well as infirmaries to further assist students. Since most patients did not want to participate in studies, these institutions became reliant on poor and enslaved citizens. Savitt goes on to say, â€Å"Neither whites nor blacks held hospitals in high esteem during the antebellum period. Not only did patients object to having medical students and doctors touching and poking them and discussing their illnesses and the merits or problems of particular modes of treatment in their presence, but they also feared that expe riments might be performed on them and that they would be permitted to so autopsies could be undertaken. (Savitt 336). References of night doctors are again seen here where Savitt notes, â€Å"Black fear of medical schools and dissection inevitably carried over into the postbellum period, when whites, as a mean of maintaining control over freedmen, reinforced the idea of ‘night doctors’ who stole, killed, and then dissected blacks† (Savitt 340). My final thought from Savitt comes from Southern medical schools boasting about their large supplies of blacks for study material. Even after their schooling, white physicians maintained the idea of the usefulness of African Americans.African Americans continued to be used for new techniques or treatments, and doctors did not fear consequences as long as death or permanent injury did not result. â€Å"Blacks, therefore, did have reason for fearing misuse at the hands of southern white physicians. † (Savitt 341). Mu ch advancement was made in medicine as a result of experimentation. Certain doctors received their fame off the unethical treatments of slaves and African American patients. Dr. J. Marion Sims was an American surgeon who became credited with developing the area of gynecology, and has even been called, â€Å"The Father of Gynecology. Sims used enslaved women to try to discover a cure for the disease vesico-vaginal fistula. During Sims time, the practice of gynecology did not exist and obstetrics as well as child delivery were taught with dummies. Because enslaved women were poor, and lacked proper nutrition as well as prenatal care, they were at higher risk for developing VVF. After Sims graduated he became interested in surgery and began conducting experiments on enslaved women which resulted in the perfection of a certain surgical technique to repair the fistula.This was not Sims initial objective, but after looking after a patient one day who had fallen from a horse and had pain her pelvic area he discovered a way to better see inside the vagina which made him feel more confident in his ability to perform surgery on women with VVF. Sims used 7 enslaved women as his subjects so their consent was not necessary. His first patient was a woman named Lucy, and Sims was so sure he had discovered the proper technique for surgery he invited local doctors to come watch the surgery. Lucy had to stay in a position where she was on her knees and elbows with everyone watching, and she was not given anesthetics.Lucy was in horrible pain during and after the surgery and nearly lost her life from a blood infection she developed as a result of Sims’ experimentation. It took Sims four years to finally perfect his surgery and cure women of this disease. His first success was on a woman named Anarcha who had already received thirteen operations, all without the use of anesthetics. White women began coming to Sims after they heard of his success, but none of them could en dure the pain of surgery. Among the list of unethical experiments done to African Americans, one of the most famous was the Tuskegee Study.Syphilis was a huge concern during the 1930’s in America, but not much was known at the time of the effects of advanced syphilis. The study was conducted by investigators from the United States Public Health Service on 400 African American men from Macon County, Alabama. The study was meant to last from six months to a year, but the investigators knew that the most important information would come only after the men were dead. In Experimentation on Human Beings, Susan Lederer describes the men used for the study: â€Å"The men recruited into this study were impoverished individuals; many had never seen a doctor in their entire lives† (Lederer 21).The investigators would deceive the men by offering free treatment and perform spinal punctures collecting fluid, telling them this was a treatment for the condition. The investigators want ed to make sure the men would go on not receiving treatment so they would keep them from being enlisted in military service, during World War II, because once in the military they would receive mandatory syphilis treatment. The Center for Disease control held a meeting in 1969 to discuss whether the study should continue or not. Only one professor protested the study saying the men should be receiving treatment.It was only three years later when reports of the study flooded through American media, and Americans were shocked and disgusted in the governments treatment of these vulnerable subjects that the study was closed in 1972. In light of the study as well as other unethical studies at that time, Congress adopted the National Research Act in 1974. This act required that the people must give a written consent before partaking in studies. Given the history of medical experimentation of African Americans, one is left to wonder if it has had an effect on the modern day perspective of the African American and medicine.A study conducted in 2006 by doctors, Elizabeth Jacobs, Italia Rolle, Carol Estwing Ferrans, Eric Whitaker, and Richard Warnecke, to see what trust or distrust of physicians means to African Americans. They found that the African Americans they tested had more trust based on the â€Å"interpersonal and technical competence of physicians. † While distrust stemmed from â€Å"lack of interpersonal and technical competence, perceived quest for profit and expectations of racism and experimentation during routine provision of health care. If patients felt their physician was untrustworthy they would either keep information to themselves or lie about their medical history, change doctors, or even refuse to seek medical care. Multiple studies have shown that African Americans are more likely to distrust physicians than Caucasian Americans. One of the female patients in the study was quoted saying, â€Å"Over my period of time dealing with the medic al field, I know that you do need a hell of a lot of trust in the physicians or the medical field and the institutions. The patient goes on to say, â€Å"But I don't know how most people are, but it reminds me of the Tuskegee Institute where they messed around and they made the brothers have the disease instead of treating them they just wanted to see how it was going to affect them. So maybe sometimes you go instead of getting treated they just want to see what it’s going to do to you and they'll try this and try that and they may give you a sugar pill. Because it’s not like they haven't seen anyone dead before so the only time they get affected [by dead people] is when it’s personal. So that's why a lot of people have mistrust. (Jacobs et al) Although there have been great medical discoveries made over the last two centuries in American medicine, the cost of these discoveries has been paid by the lives of individuals who were or deceived into partaking in the se experiments. As a result, centuries later, there is still concern as to whether or not physicians are to be trusted to ethically perform their duties on patients. We owe so much of what has been established in the field of medicine to the slaves in America. Their pain and suffering paved the road to medical advancements, and their sacrifices need to be recognized as well as praised.

Evil Doers or Evil Genes

Antisocial personality disorder s a mental health condition In which a person has a long-term pattern of manipulating, exploiting, or violating the rights of others. This behavior Is often criminal. Like all personality disorders, antisocial personality disorder Is a deeply Ingrained and enduring behavior pattern, manifesting as an Inflexible response to a broad range of personal and social situations This behavior represents an extreme or significant deviation from the way In which the average Individual In a given culture relates to others.This behavior pattern tends to be stable. It may not cause sub]ectlve distress, but does cause problems In social performance. Individuals with antisocial personality disorder often are divorced, have alcohol/drug abuse, anxiety, depression, unemployment, homelessness, and criminal behavior. However, some Individuals with this disorder rise to high posltlons of power In society by becoming masters ot manipulation and deceit. In childhood, these i ndividuals usually have oppositional defiant disorder, towards parents and eachers which develops into conduct delinquency in adolescence.This delinquency takes the torm ot reckless thrill-seeking, physical violence towards people or animals, and law-breaking. Most adolescent delinquents grow out ot this behavior as they enter adulthood. However, those that increase their delinquent behavior as they enter adulthood have their diagnosis changed from conduct disorder to antisocial personality disorder. In adulthood, these individuals become more antagonistic. They show an exaggerated sense of self-importance, insensitivity towards the feelings and eeds of others, and callous exploitation of others.Their increased manipulativeness, callousness, deceitfulness, and hostility repeatedly puts them at odds with other people An individual diagnosed with antisocial personality disorder needs to meet the following criteria, Failure to conform to social norms with respect to lawful behaviors as indicated by repeatedly performing acts that are grounds for arrest. Deceitfulness, as indicated by repeated lying, use of aliases, or conning others for personal profit or pleasure. Impulsivity or failure to plan ahead. Irritability and aggressiveness, as indicated by repeated physical fights or assaults.Reckless disregard for safety of self or others. Consistent Irresponsibility, as Indicated by repeated failure to sustain consistent work behavior or honor financial obligations Lack of remorse, as Indicated by being Indifferent to or rationalizing having hurt, mistreated, or stolen from another. Three percent of the population, or about 8,100,000 individuals In the united states have antisocial personality disorder. The National comorbldlty survey, which used DSM-III-R criteria, found that 5. 8% of males and 1 . 29t of females showed evidence of a Ilfetlme risk for the disorder.Prevalence estimates wlthln cllnlcal settings have varied from 39t to 30%, depending on the predominant characteristics of the populations being sampled. About ot men and ot women in the population have this disorder. Although in later adulthood, the more outward and aggressive symptoms ot ASPD may diminish and the person remain, thereby affecting the individual's role in society as well as all those who come n contact with him/her. The disorder tends to occur more often in men than in women, and in people whose predominant role model had antisocial features.The incidence of antisocial personality is higher in people who have an antisocial biological parent, parents with histories of drug and/or alcohol abuse and who physically and/or emotionally abused the individual during childhood. Abandonment may have been an issue for the person with ASPD Antisocial personality disorder is probably caused by a combination of factors. Having any of these characteristics oes not necessarily mean that a person has antisocial personality disorder. Influences from the environment can impact the onse t of this disorder.A chaotic family life contributes to the development of this personality disorder, especially where there has been little supervision from parents or other adult role models. The disorder also may be more common where the community is not supportive or provides little reward for positive behavior. Genetic or biological factors. Researchers have found certain physiological responses that may occur more frequently in people ith antisocial personality disorder. For example, they have a comparatively flat response to stress. They seem to get less anxious than the average person.Some researchers have found changes in the volume of brain structures that mediate violent behavior. People with this kind of brain function may thus have more difficulty restraining their impulses, which may account for the tendency toward more aggressive behavior. Neurobiologists cannot say with certainty that these variations in brain structure are a cause of antisocial personality. The vari ations could easily be he result of life experiences that are more common in people with this personality disorder rather than a cause.The cause of this disorder is unknown however, genetics and environmental factors influence its development. I believe that personality makes each individual special and consists of thoughts, feelings and behaviors. Personality is forged during childhood via the interplay of genetics and environmental factors. Problems with inherited genetics or the early environment, such as significant exposure to abuse and/or violence, make it more likely that a ersonality disorder such as ASPD will develop. Therefore, I believe in order to understand the cause of ASPD, both genetics and the environment need to be explored.Dr. Martha Stout, in her book, â€Å"The Sociopath Next Door,† explains that a genetic predisposition for sociopath may already present at birth for some people. Determinations regarding how this increased risk for ASPD become expressed c ome from an individual's life experiences. We are accustomed to think of sociopaths as violent criminals, but in The Sociopath Next Door, Harvard psychologist Martha Stout eveals that a shocking 4 percent of ordinary people†one in twenty-five†has an often undetected mental disorder, the chief symptom of which is that that person possesses no conscience.

Essay on Hamlet by William Shakespeare Essay

In many works by Shakespeare, single parents struggle with the difficulties their children have, such as Desdemona and her father in Othello, or Hermia and her father in A Midsummer Nights Dream. Issues between parent and child are evident in Hamlet, but the single parent is a mother, not a father. The poem Meditation at Elsinore by Elizabeth Coatsworth embodies the situation between characters, and has hidden morals within the prose. There are many morals and life lessons in Hamlet, one of which is the effects of poor parenting. In Hamlet, emotional suppression and lack of parenting lead to the downfall of Gertrude, and her son Hamlet. Proper parenting can be defined as caring for children and providing them with shelter, emotional security, food, education, and safety so that they can become successful adults. Gertrude may have had involvement in her husbands murder, and this as such, would qualify her as a poor parent. Her failure to respect Hamlets emotions, provide emotional security for her son, and engender mutual trust confirms her as an unfit parent. This behaviour by Gertrude caused Hamlet to be suspicious, and it was his suspicion that brought about his and his mothers death. When King Hamlet died, Gertrude quickly remarries Hamlets uncle, Claudius, and the timing of this union is detrimental to the relationship with her son, eliminating all respect Hamlet had for his mother. Gertrude realizes that her swift remarriage has greatly affected her son, and doubt[s] [that] it is no other but the main: / His fathers death and our o erhasty marriage (Hamlet, 2.2.57). She realizes the cause for Hamlets new found insanity, but does not react to the situation as a responsible parent would. Hamlet, being witty and quick, refers to his new parents as his uncle-father and aunt-mother (2.2.362) when talking to Rosencrantz and Guildenstern. This demonstrates that Hamlet has lost respect for both his mother and his uncle. Hamlet tells Horatio that the funeral baked meats / Did coldly furnish forth the marriage tables (1.2.180) when asked about the funeral. In a respectful relationship, a mother would have confided in her son before making the choice to remarry. Hamlet grieves for his lost father, but Gertrude seems more interested in spying on him. This causes Hamlet to become suspicious. When Gertrudes husband died, she did not mourn his death and she did not  provide emotional security for her son, in the way mothers are supposed to console their children and support them through the tough times by helping them grieve. Gertrude is annoyed by Hamlets depression, and tells him to stop seek[ing] for [his] noble father in the dust (1.2.70). Instead of comforting Hamlet, she tells him that all that lives must die, passing through nature to eternity (1.2.72). She is telling Hamlet to stop weeping over the past, and to move on, when Hamlet misses his father and wants him to return so badly that Hamlet contemplates suicide so that he can be with his father in the next life. Hamlet obviously notices his mothers lack of grieving, and states to himself that a beast that wants discourse of reason would have mourned longer! (1.2.150). Hamlet notices that an animal would mourn longer over a dead loved one than his mother did with King Hamlet. This demonstrates that he recognizes the lack of communication between them, and that communication between child and parent is an important part of a healthy relationship. Hamlet is left with no one else, and one by one his loves [betray] his love (Coatsworth, 7). Helping a child grieve and showing empathy for his feelings is the role of a parent. Gertrude failed in this role as Hamlets mother and further exposes herself to his scrutiny. Gertrude sends Rosencrantz and Guildenstern to spy on her son, demonstrating that she does not trust Hamlet. Trust is absolutely key to a healthy relationship between mother and son, and can be attributed to proper parenting. Without trust, there is no true love, there is no relationship, and as a result, there is no happiness. Gertrude tells Rosencrantz and Guildenstern to instantly visit my too much changed son (Hamlet, 2.2.35). She wants to know what Hamlet is doing, whether to cure her curiosity or to simply know what he is plotting. Even if this act was committed out of love, the proper parenting approach would be to ask her son instead of spying on, and to talk with him in a mature, sympathetic and respectful manner. When she does talk to him, she agrees with his antics and asks him what shall she do (3.4.184), but when he is gone, she says that he is as mad as the sea and wind when both contend which is the mightier (4.1.7). Hamlet realizes that his own mother does not trust him-nor does he trust her- and that his boon companions came as spies (Coatsworth, 12), not friends. This leaves him feeling abandoned and alone as the relationship with his mother, the only  parent he has left, has been damaged. Although Hamlets death is not directly caused by Gertrudes early remarriage, failure to help her son mourn, lack of trust and mutual respect, and the suspicion aroused by these acts lead to his demise. If Gertrude had paid more attention to Hamlet, and not to her own personal affairs, Hamlet may not have been suspicious. Things may not have been so rotten in the state of Denmark (Hamlet, 1.4.94). Gertrudes failure to parent Hamlet and convince him that everything is well leads to a downward spiral which results in the death of many. Gertrude dies a painful death, and only wishes that she would have had an opportunity to say good night [to her] sweet prince (Coatsworth, 20). Children will always push the limits with their parents, seeing what will make them give in, or what will make them explode with anger. Every child has does it, and every parent deals with it. It is part of life, but in the end, proper parenting will prevail, and the children will grow up knowing that they may have their own children. This is evident in Hamlet, by Shakespeare, and Meditation at Elsinore by Elizabeth Coatsworth. Hamlet will never have children, because of Gertrudes failure to properly parent, which eventually leads to the demise of both mother and son. This failure could be prevented, but many factors end up swaying the final decision, and Gertrude is the reason for the demise of both Hamlet and Gertrude. Women are twice as likely as men to suffer from depression. This is because of the high levels of hormones during periods such as birthing a child and menopause. The latter of the two is the reason for Gertrudes depression, and specifically leads to a failure in parenting. That is why Gertrude hurried with most wicked speed, to post with such dexterity to incestuous sheets (Hamlet, 1.2.157). This horrendous act committed by Gertrude can be classified as a failure in parenting. Gertrude forces her son to live with the reality that his uncle has become his father, which, on her part is a thoughtless and impetuous act. With the loss of her husband, it would be proper for Gertrude to fully mourn her deceased husband. Before remarrying, a mother should join with her son in the grieving process, to show that the  father in the family would be missed. The ten stages of grieving ensure that a person can accept and affirm reality, a stage that Gertrude achieves far too quickly. She skips a few steps on the way, and knows that Hamlets rash actions can be blamed on no other but the main: his fathers death and our oerhasty marriage (2.2.56). While some steps are missed, some are taken too far. Depression and loneliness is a stage Gertrude botches, as it is a stage where family members find communication difficult. Instead of moving on to the next stage, Gertrude lingers around loneliness and depression, which eventually brings her to marry Claudius. Gertrude does not erupt with emotions, or is never overcome with anger at anyone for the misfortune brought on old Hamlet. Ultimately, Gertrude reached the final step of the ten stages, but disregarded many rules on the way, resulting in poor communication between mother and son. Communication is essential to proper parenting, and this is where Gertrude failed. A lack of communication between mother and son can distance a relationship. To state that Gertrude has communication issues would be to grossly underestimate-she does not communicate at all. The love between mother and son had been established, but one by one [Hamlets] loves betrayed his love(Coatsworth 8). Instead of instantly jumping into marriage with a dead husbands brother, a parent must talk to their child about what their feelings are. Gertrude should have told Hamlet that she had a desire to find another man, so that Hamlet would have been prepared for what was coming. Gertrude sent Rosencrantz and Guildenstern to extract information from Hamlet, instead of talking to her son in person. In Gertrudes final seconds of her life she calls for her dear Hamlet (Hamlet, 5.2.314), the only person she really loves. Gertrude chooses to address her only son in her dying seconds, when the conversation should have taken place long before. All of the miscommunication leads to the demise of both Gertrude and Hamlet. On his deathbed, Hamlet knows that life will probably be better after death, as his biological father will not deceive him in heaven. Hamlets mother has left him with nothing, and even though Hamlet did not plan on dying, he wished that the Everlasting had not fixed his cannon gainst self-slaughter!(1.2.131-132)Depression, loneliness, improper grieving, and miscommunication lead to the failure of parenting. Hamlet was not crazy; he  was simply confused and misunderstood. Gertrudes selfish choices hurt Hamlet, and showed Hamlet that his mother no longer cared about the welfare of her son. If Gertrude had used proper parenting skills, things may not have been so rotten in the state of Denmark(1.4.94). Denmark would not have to say good night [to their] sweet prince (Coatsworth 20). Works Cited Coatsworth, Elizabeth. Meditation at Elsinore. Shakespeare, William. Hamlet. Ed. John Crowther. New York: Spark Group, 2003.

German History Coursework Example | Topics and Well Written Essays - 750 words

German History - Coursework Example Other aspects of Romanticism included basic education, natural science and political impact. There are a number of reasons that led to the emergence and development of Romanticism in Germany as outlined below. (a) Increase in the interest in foreign literature and philosophy after the 1800. The Germans were eager to get in touch with literary works from other countries such as the United States and other European countries. (b) Romanticism was regarded in Germany as a form of human philosophy. This is because it elevated the right of individual at the center of every activity as well as promoting general respect for human capabilities in the country. Industrial Revolution was greatly picking up in Germany so Romanticism emerged as a way of advocating for human rights and speaking against the ever rising materialism in the country. (c) Increased dissatisfaction with the inadequacy witnessed in spirituality by the existing religions led to the rise of Romanticism. Some people in Germany felt that the void could only be filled by art and visual expressions (Hagen, 36) Hannah is a German born writer and a political theorist. She was lived in the period between 1906 and 1975. She has been described as a great philosopher who declined the title on the grounds that the term is mainly concerned with men and instead she opted to be referred as a political theorist. Her works mainly majored on the nature of power, democracy in the current world, political subjects, totalitarianism and authority at various levels. The Hannah Arendt prize has been named in her honor and to commemorate her great contributions. Some of her books include The Origins of Totalitarianism which gave an account of the origin and emergence of Nazism and Stalinism. The human condition was her most influential work that focused on politics, society and various theories developed by other earlier scholars on labor and politics.

Race Essay Example | Topics and Well Written Essays - 750 words - 2

Race - Essay Example Though inequalities still exists, it doesn’t mean that there shouldn’t be any racial categorization. In the present world scenario utmost importance is given to human rights. Under United Nations resolution human rights to every citizen of every country should be considered as an important factor. It’s every country’s responsibility to protect its citizen’s basic human rights. Human rights violation should be considered as a serious offence, legal and appropriate action should be taken against those who violate these rights Assessing student’s abilities and disabilities is the major factor and teachers should strive to identify these issues. By identifying their strengths and weaknesses one can easily work on these issues. Self-confidence plays an important role in everyone’s lives. It is the deciding factor that decides a winner and a loser. In US the Blacks are the largest immigrants. They migrated from the far lands of the black continent Africa. In the past, since these countries were not as developed as US and their socio-economic structure was on decline, many of the citizens were forced to work as slaves and have to migrate to US. In US, Black immigrants have less education and less skill set, even among Black women also. Apart from other groups these Blacks have less human capital, so they have very less employers in their group and it is indirectly affecting their economic status and social environment also. Gender inequality was always prevailed among the Blacks. Since they were not the major community and further more they were immigrants, they had to face the brunt of racial abuse. One of the reasons of racial abuse was, fear among the US citizens was losing the jobs to these immigrants. Since the Blacks were ready to work for fewer wages there always lies the danger of losing jobs. Most of the Blacks were more or less unskilled or semi-skilled. This makes them of

Nur 707 discussion Assignment Example | Topics and Well Written Essays - 250 words

Nur 707 discussion - Assignment Example When resolving a conflict as a third party, I assume a neutral ground and only propose possible solutions and soften parties’ positions. Objectiveness and communication skills are the foundations of my ability to build trusting collaborative relationships with stakeholders. I however need to improve my decision-making potential and I hope that the class will equip me in this area. A recent situation involving undiscussables was a situation in which a nurse diagnosed a patient based on symptoms alone, and not on laboratory tests, a short cut that Maxfield, Grenny, Lavandero and Groah (n.d.) identify as undiscussable and that led to misdiagnosis. Work overload was the key factor and has lead to many similar cases of diagnosis without laboratory testing. The short cut strategy occasionally leads to poor diagnosis and low quality of health. It however often leads to correct diagnosis and this motivates its use by practitioners, especially because of work overload. Based on the readings, I perceive persistence in the identified problems because even though concerns into the problems are identified, mere recommendations instead of regulatory measures are offered (Grenny, 2009; American Association of Critical-Care Nurses, n.d.). With the existence of an association, I noted possibility of developing professional codes that would have moral motivation into resolving the problems that threaten quality of care. Maxfield, D., Grenny, J., Lavandero, R., and Groah, L. (n.d.). The silent treatment: Why safety and checklists aren’t enough to save lives. American Association of Critical-Care Nurses. Retrieved from: http://www.aacn.org/WD/hwe/docs/the-silent-treatment.pdf. American Association of Critical-Care Nurses. (n.d.). AACN’s healthy work environments initiative. American Association of Critical-Care Nurses. Retrieved from:

Employees Job satisfaction in Pakistan banking sector Essay

Employees Job satisfaction in Pakistan banking sector - Essay Example s not feel like his job is contributing anything to his growth or the organization; he also feels that the job is not in tandem with his ideals and values for work anymore. The problem with Salim was that he was not feeling ‘job satisfaction’ anymore. To elucidate this concept, I carried out research into different resources including journals, magazines, websites and books. Job satisfaction is the consequence that one feels ‘from the perception that one’s job fulfils or allows the fulfillment of one’s important job values† (Henne & Locke 222). These job values are individualistic in nature therefore when one job satisfies person A, it is not unlikely that the same job will not satisfy person B. This is because their definitions of what their job values are and how the current job is fulfilling them is quite different. To understand what constitutes job satisfaction, I looked into the work of Saleh & Hyde who say that job satisfaction is the combined result of ‘intrinsic’ and extrinsic’ factors (47): intrinsic factors include things like the kind of work performed, sense of achievement and responsibility associated with it, development of new skill and maturing of the mind; extrinsic factors are more tangible such as the work environment and ambience, salary and bonuses, rewards and promotions, job security and interpersonal relationships developed. Saleh and Hyde found that the people who are more intrinsically motivated are able to gain higher levels of satisfaction (52). The study correlated the intrinsic values to the theory of activation where a certain activation level, which is devoid of external factors, determines how positively or negatively – in turn satisfied or dissatisfied – the individual feels towards any stimulus. Authors Saleh and Hyde write that simple jobs provide lesser stimulation to reach the activation level (52) and thus, will likely take harder to reach the threshold for satisfaction; this explains why a new job is

Mass Strikes Essay Example | Topics and Well Written Essays - 2000 words

Mass Strikes - Essay Example In this paper, the writer addresses several issues relating to Workmates 2011. It discusses how and why the 1990s London tube workers organized themselves against threatened privatization, and increasing precarity. It further discusses why the workers’ preferred using outside contractors at the expense unions. As part of this paper, the reasons for the growing ineffectiveness of the workers’ unions, the reasons of organizing outside them, and the new strategies the organizations have developed to address decrease in union power are also discussed in the paper. Introduction The decreasing power of track maintenance workers’ union of London in 1990s, threatened it being outsourced to a private contractor under Public-Private Partnership (PPP) scheme (Ellman, 2010 p7). This new strategy was introduced to cut production cost, by introducing competitive tendering by private contractors to perform the work, which was earlier done by the firms themselves. In addition, i t was focused to replace relative job security with insecure and temporary employment that was widespread under â€Å"flexible labor market†, and undercut terms and conditions of London Underground staff (Gall, 2003 p79). The 1990s London Underground workers were organized under Rail, Maritime and Transport Union (RMT). Casual staff and third-party contractors were, however, typically not unionized. Private contractors such as RMT, anarchist, and Andy began to use anarcho-syndicalist tactics like on-the-job direct and mass meeting actions to counteract divisions between non-union and union workers, and build resistance to the increasing outsourcing and privatization on the London Underground (McIlroy, 1995 p97). This tactic was mainly focused to divide and rule workforce. Divide and rule of the workforce led to the formation of Workmates collective in late 1998 and early 1999. The first Workplace group was established in London maintenance depot. Policies of the Workplace gro up allowed all workers to join this group no matter of their union membership. It also set to organize meetings on shop floors, with the workers themselves as the members (Solidarity Federation, 2011 p4). The workmate collective took effect with a delegate council structure, which was set to function for 18 months. Within a period of 18 months, which ran up to mid-2000, members of the workmate collective organized several mass strikes, of which several ones were successful, and this created staff turnover. However, shop meetings were continued, and any worker was allowed to join this group despite of her or his union organization (Solidarity Federation, 2011 p4). Threatened Privatization London Underground drafted and introduced its â€Å"Company Plan† in the early 1990s. This plan was intended to bring a number of changes such as changing industrial relations structures, getting rid of some established perks, and reviewing worker’s terms and conditions (Eur, 2002 p608 ). Additionally, the plan brought recruitment of new workers into stop, since new staff requirements were brought in as outsourced contractors. The new policies were focused on incorporating private sector norms into the firm, so that they would become more attractive to private capital (Eur, 2002 p610). Workers union such as RMT strongly opposed the new Company plan, but they

Reasons Why The Oslo Peace Process Of The 1990s Failed To Deliver The Essay

Reasons Why The Oslo Peace Process Of The 1990s Failed To Deliver The Promise Of A Lasting Peace Between Israel And The Palestinians - Essay Example However, the Oslo process collapsed unexpectedly resulting in extension of the Israeli-Palestinian conflict. The conflict between Israel and Palestine continues to draw more attention from different countries and international organizations. The conflict has been in existence for quite a long period irrespective of the many attempts to resolve the issue. As time goes, the situation becomes worse due to the increasing violence and despair. Moreover, international organizations appear to be despairing and hopes that peace will be restored in Middle East are fading. By the end of 19th century, two opposing nationalistic movements were born in Middle East. One movement was born amongst the Jews while the other movement was borne amongst the Arabs. Each of the two groups intended to attain sovereignty for their people. With time, the two groups started conflicting which initiated the Israeli Palestinian conflict, which is at times viewed as a conflict between Arabs and Israelites. The Osl o accords were officially signed on September 13, 1993 between the government of Israel and the PLO. The singing was done in Washington, DC following months of negotiations. This paper focuses on the reasons why the Oslo Peace Process of the 1990s failed to deliver the promise of a just and lasting peace between Israel and the Palestinians. Overview of the Israel-Palestinian Conflict It has been more than 50 years since the State of Israel was established. Ever since then, Israel and Palestine have been in recurring conflicts. The conflict between Israel and Palestine started in the 19th Century. In 1967, Israel occupied Gaza and West Bank, which resulted in aggressiveness between the Jews and Palestinians. With time, the Jews continued to settle in the disputed land. The settlement was characterized by massive constructions on the disputed territory. The Palestinians reacted by forming a resistant movement referred to as Intifada (sdonline 2011). The movement was involved in aggres sive activities such as stone throwing and was mainly located in the Gaza strip as well as West Bank. This was followed by numerous skirmishes between the Israelites and Palestinians. Eventually, there was an outbreak of the intifada. Israel tried to curb the confrontations by using its army to punish Palestinian protesters resisting occupation of Palestinian land by the Jews settlers. As the confrontations intensified, PLO and other Palestinians in the Diaspora felt the need for restoration of peace between Israel and Palestine to end the conflicts (Rynhold 2008; Rabie 2007-2012; Rynhold 2009). In around 1990, U.S. was interested in the several conflicts within the Middle East including the Israel Palestinian conflict. US wanted a peace conference between the warring Arab countries, an Idea that was rejected by Yitzhak Shamir, the Israel Prime minister. The US government continued to pressure Israel and a conference was eventually held on 30 October 1991. The conference is popularl y known as the Madrid Conference. The US president George Bush Sr. together with Mikhail Gorbachev, the Soviet President, facilitated it. Nonetheless, Palestinian was force to form a joint delegation with Jordan for them to attend this conference. Later on, Rabin replaced Shamir as the Israel Prime minister. However, the conflict between Israel and Palestine was far from being settled (Rynhold 2009). The Oslo Accord signed in 1993 was the first face-to-face accord ever signed between the

The Discovery of White Collar Crime Essay Example | Topics and Well Written Essays - 1000 words

The Discovery of White Collar Crime - Essay Example â€Å"White collar crime tends to refer to crimes committed at a business by a businessman or woman†, (Conjecture Corporation, 2011). Sutherland, in his December 27, 1939 speech, asserted the fact that when people are surrounding by individuals who have criminal behavior, they are more likely to get involved in criminal activities. This called for the justice system to pose punishments upon these white collar criminals; however, these punishments will be mush lenient from those given to violent criminals because white collar criminals are not actually aggressive criminals who commit crime in series. Schlegel and Weisburd (1994, p.4) state that when Sutherland brought forward the concept, he was himself very much confused about the idea because he used words like â€Å"respectability, high social status, and occupation†, in his definition. ... ed either through computer or through paper, is often committed by people belonging to the middle class or the upper class because people get influenced by their origins. And since they belong to high social status, the crime may go undetected and if at all detected, then the criminals are able to hire expensive lawyers to defend their cases and they are also kept in prisons that have minimum security measures. Thus, they enjoy freedom even in their prisons. Why a white collar crime is considered as less punishable than violent crimes is still questionable because many white collar crimes tend to be more harmful to the people. If a white collar criminal steals all the funds that included people’s savings of their lives, then the victims are made to lose everything if the money is not recovered. But they are still punished less and are given many concessions as compared to other criminals because they belong to a higher socio-economic status. According to FBI, â€Å"White-coll ar crimes cost the United States more than $300 billion annually† (Karri & Associates, 2006). The concept of white collar crimes changes the way criminologists studied crime. Before this phenomenon, they looked at crime as an activity which can only be performed by street muggers and people belonging to lower social class. But after this concept was introduced, the rich and the poor, all were considered equal in the case of criminal activities. Thus, Sutherland was able to bring the powerful people at an equal status with the poor in the eyes of the Court of Justice and made sure that the rich people do not escape punishment due to their powerful political connections and strong financial position. Sutherland and His Contributions Sutherland pondered upon the concept when he took his sociological

Lyme Disease and How the Immune System Responds Research Paper

Lyme Disease and How the Immune System Responds - Research Paper Example Early symptoms are then further divided into localized which usually include a characteristic circular rash, fever, malaise and flu like symptoms. The symptoms of early disseminated infection are mainly due to the spread of the bacteria in the blood stream in two to three days after the initial infection and include dizziness, migrating pain in the muscles, palpitations, neuroborreliosis and infections of the lymph nodes. The disease could also lead to many cardiac anomalies like atrioventricular block. The disease if not treated properly or left untreated could lead to its persistent chronic form. The major parts of the body that are usually affected by this late, chronic form of the disease are eyes, brain and heart. Extreme cases of the disease may also lead to paraplegias. Pathogenesis The pathogenic organism is present in the saliva of the ticks and transferred to the blood stream while the ticks are feeding on the human blood. The tick’s saliva protects the organism and allows it to invade the dermis while avoiding the initial protective system of the human body. After invasion, an inflammatory response develops against the organism which is usually is the cause of its characteristics initial lesions. Neutorphils however fail to invade the site of infection, enabling the bacteria to survive linger at the site of infection. ... RESPONSE OF THE IMMUNE SYSTEM Innate Immunity Innate immune response is usually the body’s first and immediate response to any foreign antigen; in this case the bacteria (Borrelia). The cells usually involved in providing the innate immunity are called as the natural killer cells which include neutrophils, dendritic cells, monocytes and granulocytes. However in Lyme’s disease neutrophils usually fail to invade the site of infection which allows the organism to survive for a longer duration. In the absence of neutorphills, the dendritic cells acquire a primary role of killing the pathogen. The dendritic cells engulf the bacteria by the process of phagocytosis. After the bacterium is phagocytosed, it is either killed by lysosomal enzymes or by the production of toxic substances e.g. Nitric Oxide, that degrade bacterial cell membrane leading to its death (Dietrich and Hartung 2001). Dendritic cells having acquired this primary role of killing the cells perform many other f unctions too in the early manifestation of the infection. The dendritic cells cause the release of several mediators e.g. IL8, 12 and 1 as well as TNF alpha. All these mediators released by dendritic cells play an important role in the early defenses against the disease as well as development of the acquired immunity. Complement system Apart from the innate response that is directly involved in the killing of foreign pathogens, one important aspect of immunity against borrelia infection is the activation of the complement system. The complement system is a complex of 20 proteins which are activated by the antigen antibody complexes. Functions of the complement system involves: activation of specific immune mechanisms e.g. release of certain chemical mediators, direct

A diverse and interesting learning environment for all students Essay Example for Free

A diverse and interesting learning environment for all students Essay Accepting attitudes towards all human beings creates a diverse and interesting learning environment for all students. I recall an incident while at a summer program a few years ago. We, the students, were staying overnight on a college campus to participate in seminars that would further our growth and readiness for the future. As part of the program, we were required to stay overnight in the dorm rooms. We were each paired up with one other person who would be our roommate for the two days. I come from a neighborhood that is primarily white so I was pleasantly surprised to learn that I would be sharing a room with someone who was from the Middle East. We quickly settled into our rooms and prepared ourselves for the first of two days of learning activities. My roommate awoke, got up and spread a blanket on the floor to pray. I watched my roommate kneeling on the floor saying words in a language that I didn’t understand. When finished, I asked my roommate about this practice and learned a little bit about the Muslim religion and why prayers are said several times daily. See more: Satirical essay about drugs I also had the opportunity to share a little bit about my own faith. I had a large amount of respect for my roommate because it isn’t easy to pray in front of other people let alone people one doesn’t even know. I also gained respect because my roommate wasn’t ashamed of praying or of the Muslim faith. This experience has helped prepare me for life in a world made up of people from all over the world with different values, viewpoints and religions. My own background and life achievements would add to the diversity of University because I too have valuable ideas and customs that would add to the interesting mix of University life. My ability to gain respect for people who have different life values enables me to be a student of a University that embraces acceptance for other cultures. Even though I would be considered the majority, I welcome the opportunity to learn alongside people from different places.

Quantity Surveyor Role Description

Quantity Surveyor Role Description Quantity surveyor is the person/ firm who manage the cost relating to the construction projects, such as new constructions, maintenance work and renovations. A quantity surveyor monitors the cost of every aspects of a construction project as a cost expert, as well as seeks to minimize the costs of the project and to make more cost savings while ensuring the total cost of project does not exceed the estimated cost. Historical background of quantity surveying Origin of Quantity Surveying According to the AIQS Publication, by article of A Brief History of Quantity Surveying; It is believed that the ancient Egyptians used a system of quantity surveying but it was not until the 17th century restoration of London after the Great fire that Quantity Surveyors developed as an occupation. In these early days the quantity surveyor acted for the master tradesmen, measuring the work after completion. (Blackburn, 1998, p3) Although Quantity Surveyors were probably active in Australia, South Africa, Sri Lanka, Singapore, USA, Some Europe country, and all Asian county since lone ago. Generally, Historical background of quantity surveying is based on; Functions of bill of quantities, Contract documentation, Processes used in quantity surveying work, Other measurement approaches, Agreed rules of measurement, National standard building elements, etc. In the seventeenth century the architects were responsible for the erection of buildings, as well as their design, and they employed a number of master craftsmen who performed the work in each trade. (Seeley and Winfields Building Quantities Explained) Up to the middle of the nineteenth century it was the practice to measure and value the building work after it had been completed and bills of quantities were not prepared. (Seeley and Winfields Building Quantities Explained) Key Roles and Responsibilities in Traditional systems In previous days quantity surveyors duties were limited to measuring quantities for find out the value of proposed work or value of completed work. This traditional role specially involve for small and medium size project based on measure and value system. Also the prepared Bill of Quantities for tendering, interim valuation and final payment process purposes. Generally, when study significant role and responsibility of traditional Quantity Surveyor can be described as follows (Pre Contract stage and post contract stage); Elemental Cost Estimate. Measurements. Bill of Quantity Preparation. Tender Document Preparation. Analyzing. Estimating and Tendering. Tender Evaluation. Tender Clarification Meetings. Negotiation Meetings. Kick of Meeting. Progress on Site. Variation Order Calculations. Variation Order negotiation. Payment Certifications. Financial Statements. Final Accounts. Hence, The Contractor or Consultant/ Clients Quantity Surveyors were involved with these roles and responsible for look after financial interests as they expected in his investment. Procurement methods In older days also quantity surveyors had knowledge concerning specific procurement methods involving with quantity surveying role, it can describe simply as follows; Form of Contracts; JCT form (Joint Contract Tribunal), FIDIC form, NEC form, ICTAD form of contract in Sri Lanka. Types of Contract are; Traditional Methods such as Cost Reimbursement (Cost plus contract, Cost plus fixed price contract, Cost plus target contract, etc.), Lum-sum Contract, Measure and pay contract, Measurement and Preparation of BOQ; they were used standards method of measurements for preparation of Bill of Quantities and required quantification process (SMM7, CESSM3, POMI, etc.) Preparation of Tender/Contract Documents; according to the standards of form of tender (Bid), Form of agreement, instruction to tenders, condition of contract, general conditions, specification, drawings, BOQ, Specimen standard forms (Bonds and Guarantees), Contract documents, Tendering Estimating; involved with calling tenders, opening tenders, tender evaluate based on predetermined estimate, preparing final report for tender award. Cost Control; during the construction period, Quantity surveyor prepared cost report for advice the client by predicting expected final account. Interim Valuation/ Final statements; prepared by Contractor Quantity surveyor in order to all work done under original scope and engineer / client Quantity surveyor were certified. Settlement of Contract claims and dispute resolution; Giving notice, contemporary records, disruption claims, EOT clams Contemporary Background of Quantity surveying The quantity surveying profession largely developed through the 20th century and up to this century, According to the PP presentation moss construction cost management inc as Contemporary Role; Client advocate and representative Construction design and economics Construction planning procurement Construction administration and management Project management Pre-Contract Cost Planning and Cost Control process are also very important process involving use in this level. It is a pre-costing method of a project. As well as Quantity surveyor monitors the cost of every phases of a construction project as a cost manager to minimize the costs of the project and make more cost savings for the project success. What is background of modern Quantity Surveyor practice? The Modern quantity surveyors provide services that cover all aspects of procurement, contractual and project cost management. They can either work as consultants or they can be employed by a contractor or sub-contractor. As well as newly developing areas of project management and value management (Definition of Quantity Surveyors Surveyors.com). Quantity Surveyors will become outmoded unless they find a new role. (Egan, 1999, p1) The role of the Quantity Surveyor has changed thus considerably in recent years, so then in several project employ themselves as cost consultants and project managers, mostly due to the recession. As well as engage to advice on the cost implications of construction. However, QSs are moving away from their traditional role and are now offering services such as Value Engineering, Business Risk Management, Management Consultancy, Facilities Management and Project Management. What are the significant key roles which have been changed as modern practice? There are some specific roles that identified has being changed into modern quantity surveyor role since in resent period. Those are as follows; Investment appraisal Investment appraisal is an essential part of capital budgeting, hence within modern Quantity surveyor practice would worry final returns of the investment. Advice on cost limits and budgets When entering to construction investment need well defined budget, it is imperative that you know your construction budget limits. Hence clear advice on cost limits and budget need to be changed. Whole life costing Whole-life appraisal or life-cycle costing, also known as cost-in-use, describes the modeling technique aimed at coping with the mixture of capital and running costs of buildings and the effect on ownership of a building.(Ferry and Brandon, 1991: 43-44). Value Management Value Management is a systematic approach and process earlier referred to as value engineering, to ensure delivery of a function or product at the lowest cost without detriment to quality, performance or reliability (Ashworth, 2004: 409- 421; Green, 1992). Hence under modern practice of QS Value management/ engineering is vital process respectively find out unnecessary cost on each activity. Risk analysis Identification of possible risks in advance is an important and major responsibility. The Quantity Surveyor is able to take necessary actions to avoid or minimize the risks by identifying them early. Safety of work, Economic matters, Weather conditions, political matters, etc; also includes in risk management under modern practice. Insolvency Services The quantity surveyor is cost expert, hence in modern practice, he should support to perform the insolvency services, such as, bankruptcies and liquidations. Cost engineering Services The quantity surveyor should ensure that continuous, accurate cost information, analysis, Cost reporting, and Cost planning, Cost control, Cost Checking and cost influences are reported to the client design team. The quantity surveyor should include all costs in the cost plan or estimate of final cost. The cost planner should have a clear understanding of cost and budget targets to enable him to advise the developer about possible future over-runs and pro-actively to provide alternative solutions (Ferry and Brandon, 1991: 9). Sub contract administration Quantity Surveyor should have ability to select, control and mange them review the progress of subcontracts and keeps senior management up to date. Technical management Apply all techniques for check the final bill with contract bills, examine the records available, discuses aspects with relevant staff, and examine the procedure used. Project management Presently quantity surveyor significantly involve with project management service since cost factor is vital important facts for quality, Time and Cost manage. Facilities management This is the new field for quantity surveyor, involves for all building management services. Advice on contractual disputes Quantity surveyor should give advice always to the client to minimize contract dispute according his special knowledge of contract conditions. Employers agent Quantity surveyor should act as client agent according to the RICS professional regulation and consumer protection guide 2000. Contract Procurement methods and process Since reason days construction industry use managing contract, Design build contract, Construction management and Build operate and transfer contract procurement methods for the contract process. Hence as modern practice of Quantity surveyors role has to change their traditional role with thorough knowledge of this methods and process. What are the important influence factors that changed role? The future development of quantity surveying services is likely to be influenced by the following important factors: (Source: Powell 1998) Client focus; Construction cost is very important component for client to build his project within allocated budget, including whole life costs, hence Quantity surveyor role would be changed based on project cost to archive the client aspire. Information and communication technologies; The Quantity Surveyor should continuously touch in field of IT developing and applying them day to day works. Upgrading knowledge such as; cad application, spreadsheet application, management application, valuation, drawings, financial application, etc. as well, Information technology applies not only to using computers for their work but also in terms of communicating with the outside world through the internet and the electronic exchange of information amongst the team and the different professions involved. Somerville and Craig (2003) have clearly shown that cost savings are achieved when moving from a paper-based system to an electronic document management system. However under communication, Quantity surveyor should improve communication skill based on the personal qualities included, as example: Independency, Adaptability, Initiative taking, A willingness to learn An ability to reflect on what has and what has not been achieved. Research and its distribution; A research on past work in the field will help to establish or confirm facts, repeat the results of previous work, solve new or existing problems, support premise, or develop new theories. Graduate capability; According to the RICS publication, it examined the needs of quantity surveyors education, training and continuing professional development are an important component on all undergraduate and postgraduate courses. It is essential facts to continue to develop if it wished to maintain its role within the construction industry. Special they identified requirement of to be developed areas such as; Construction technology, Measurement rules and conventions, Construction economics, Financial management, Business administration, Management, Documentation, Analysis, Appraisal, Quantification, Communication. (The Future Role of the Quantity Surveyor, RICS 1971) Practice size; Quantity surveyors have work experience in multi-disciplinary practice for many years. Davies, writing in RICS Business (2006), refers to quantity surveyors now being the key advisers on construction and development strategies, but that they must continue to reinvent themselves to remain in this position. The QS practices that survived then looked overseas, especially to the boom in the Middle East and at the same time began extending their services. Complete understanding of the procurement process; The Quantity Surveyor should have very clear understood concerning selected procurement methods to avoid dispute during the implementing stage arise from stakeholders due to discrepancies in procurement systems. Wide-ranging on mechanical and electrical installations; Generally in the world, daily meet new technology into MEP field of construction industry, hence it directly influences to change the traditional role of quantity surveying practice. Effective change management; Change management involves integrating and transforming behaviors, attitudes and actions to support organizational sustainability. The most effective change management techniques involve proactive communication with all stakeholders. Why required to change as Modern Quantity Surveyor The quantity surveyor should understand the challenges and opportunities presented by the needs of clients in relation to cost, contracts, communication and claims and perhaps focus their development on the important links between these functions. As well as, the future direction of quantity surveying will be influenced by industrialization, structural transformation of economies, information technology breakthroughs and increased globalization of construction markets. Requirement of a deliver a new range of added value services to clients, based upon increased client focus and a greater understanding of the function of built assets including, why new buildings are commissioned. Also many clients who operate in highly competitive global markets, base their procurement strategies on the degree of added value that can be demonstrated by a particular strategy. In order to meet these criteria quantity surveyors must get inside the head of their clients, fully appreciate their business objectives and find new ways to deliver value and thereby conversely remove waste from the procurement and construction process. Cost Management: The quantity surveyor should be able to utilize all the methods, tools and techniques to best effect and to the advantage of the project as a whole. Contracts: Quantity surveyors should be able to analyze the clients needs as well as the designers approach and the environmental influence when suggesting alternative procurement methods. Quality contract documentation remains a non-negotiable part of future services. Although many new methods may be used in the future, the quantity surveyor should continuously ensure that contractual expertise remains part of the service provided. Communication: This is an area where the quantity surveyor may need development, but effective communication with all role players will be a major part of future day-to- day activities. One has to note the importance of communication aimed at achieving results as one negotiates for client and also contractor-satisfaction in an industry which is known for its claims, disputes and conflict. Claims and disputes: The quantity surveyor must know, understand and be able to advise, use and apply claims-adjudication and dispute-resolution methods. This is an area of growth because an effective dispute-resolution process will enable the parties  and all role players to spend more time, money and energy on the project. Ethic Value of a Quantity Surveyor RICS has introduce significant ethics for all quantity surveyors and professionals Such as; Act with integrity, Always be honest, Be open and transparent, Be accountable, Act within your limitations, Be objective at all times, Always treat others with respect, Have the courage to make a stand.

Trait EI Theory in Leaders at Network Rail

Trait EI Theory in Leaders at Network Rail ABSTRACT This investigation addresses the problem of leadership attributes variance in different levels of management. With the environment work force changing in terms of relationships the linkages of self perceived emotional intelligence traits of 52 individuals in junior, middle and senior management at Network Rail are gathered using the Trait Emotional Intelligence Questionnaire (TEIQue) developed by Dr.Petrides at UCL. The investigation exposed a lower level of Global emotional intelligence of senior management in comparison to junior and middle management. However the findings also showed that senior management outperformed on traits that are closely linked with Network Rails Leadership development framework. The other variations and patterns in the data bring up the topic of optimism bias, the neuroscience of change and overcoming the immunity to change. Recommendations outline the intentional change model that could be adapted in order to develop effective leadership traits and be linked with the current talent management programme at Network Rail. CHAPTER 1 INTRODUCTION 1.1 Project Overview This study will look for the existing evidence and links between emotional intelligence (EI) and Leadership development in the construction environment. This study will focus on the trait EI theory (Petrides Furnham, 2006) and look to establish common traits in leaders at Network Rail. The study will look for commonalities in terms of traits and competencies in the organisations leaders. The Trait Emotional Intelligence Questionnaire (TEIQue) (Petrides Furnham, 2006) has been selected post literature review for its ability to test for Emotional Intelligence traits that most closely link with what is defined as leadership in academic literature. A lot of interest has surrounded the concept of Emotional Intelligence, and the alleged links it has to improving an individuals ability be successful. Linking and harnessing EI to individuals and their leadership performance is hard to scientifically establish. The investigation focuses upon common attributes that can be developed. Trait Emotional Intelligence (TEI) does not necessarily seclude what Goleman (1998) describes as those EI abilities that you are born with, such as the ability to tune in-emotionally (emotional awareness) to others, and read how they are feeling (social awareness). But this investigation will aim to look at the harder factors of EI that can be developed for and provide added value and competitive advantages to organisations. The investigation of EI and Leadership aims to uncover value that can be used to develop leadership performance. The practical or applied focus is the construction industry. The discovery of the common traits will then be compared to what currently exists in Network Rails (NR) current leadership framework. Recognising that NR and most large organisations already do acknowledge the link between EI and Leadership, the investigation will look at the construction industry specifically. As the construction environment is described as one which is based on human interactions yet suffers from disputes, fierce competitiveness and fragmentation (Walker and Hampson, 2003). The study then into EI and improved Leadership performance would be relevant into helping overcome these barriers to improved working relationships. 1.2 High Level Project Plan Literature review of emotional intelligence models. Selection of EI testing survey. Milestone One – rolling out EI test survey 15/06/09 – 19/06/09. Analysis of EI test results Assessment of leadership focus groups, survey and EI test results. Leadership framework analysis. Milestone Two – Realisation of gaps that exist within the leadership framework and proposal of enhanced leadership framework 06/07/09. Milestone Three – Draft Copy Complete – 06/08/09. 1.3 Project Road map Chapter 1 has introduced the problem area that this research is looking to add knowledge to. The second half of chapter 1 will draw in the reader to the more specific problem area that this project is addressing, and how this problem will be researched. A review of the existing EI models and an effective approach for this investigation will be sought and shall be addressed in this chapter also. Chapter 2 will set out the research methodology that has been adopted for this research, considering the nature of the project and the relative social complexities and privacy issues associated with emotional intelligence tests will be addressed here. This will follow on to the actual analysis section, chapter 3 where a cross section of the results will be displayed, and quantitatively analysed. The results of the study shall be shown in chapter 4. The evaluation of the study and future recommendations or work will be concluded in chapter 5. 1.4 Literature Review 1.5 Introduction The scope of the literature review will define emotional intelligence from the various academic perspectives, distinguishing an accurate and succinct description of the term, which is considered relatively new. The Literature Review will compromise of the following: Brief History of EI A discussion of the current EI models and the attributes that are linked to them Focus: The elected EI Model TEIQUE. How EI is linked to improved leadership performance. Leadership Responsibilities. The need for EI competencies and Leadership in the Construction Industry. The current problems within Network Rail. 1.6 What is EI? Though the term EI has in recent years broadened, the original definition of EI is: The ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions, Salovey and Mayer (1990 pg 189). Popularised by Goleman (1995) in his books and speeches in recent years EI may give the impression of being a very new concept, psychologists have of course established its presence much earlier than this. A time line has been produced to give an idea of how EI has grown and expanded (Figure 1). In 1920 a psychologist named Thorndike referenced in Khilstrom and Cantor (2009) established three forms of intelligence one of them being social intelligence. Thorndike stated that this was the ability to function successfully in interpersonal situations. Gardner (1983) then proposed social intelligence as one of 7 multiple intelligences which actually mapped out the beginnings of EI by stating that social intelligence comprised of interpersonal and intrapersonal skills. Gardner (1983) believed however that we have multiple intelligences rather than a general intelligence and was clear on this notion. It was not until 1990 that the term emotional intelligence was first officially coined by Salovey and Mayer, their definition is still regarded as the most accurate description of EI. 1.7 The Problems with EI Currently Murphy (2006) critiqued the problems of Emotional Intelligence addressing the three common problems found on the subject. (1) EI is poorly defined and poorly measured (Locke, 2005, Eysneck, 2000 and MacCann et al, 2004). (2) EI is a new name for familiar constructs that have been studied for decades. (Locke,2005). (3) Claims about EI are overblown, (Landy, 2005). Though this investigation is not a study into the definition of EI, the reader must be made aware that EI is a contended description, and one that does receive positive and negative attention. EI is often linked to popular psychology which dilutes the validity of the concept adding value in organisational environments. It is this association coupled what Landy (2005) comments as the lack of measurability, providing weak evidence to suggest EI tests have any predictive value. This has caused many to completely dismiss its label, with Locke, (2005) adding that EI should be re-labelled and regarded as Emotional skills. 1.8 The various models of EI Since Savoley and Mayer first introduced the term EI, a few authors have expanded or taken a slightly different perspective on what constitutes as EI. These models do vary somewhat on how they define EI with stretching definitions that often encompass other related areas. Therefore EI does not have one set model that all academics can agree contains all the attributes that pertains to what is defined as EI. As this investigation is narrowing on the EI attributes and traits with leadership performance, the model that best-fits this particular study will be selected. Therefore a brief synopsis of EI models will be reviewed, and a set of attributes provided by a psychologist (Qualified Corporate Trainer) and Network Rails Leadership Development team will assist in identifying the correct model to follow. This will enable the administering of the survey to be appropriate for the organization and for the purpose of the research. Emotional Intelligence models are categorised into 3 areas, and this research will analyse a model in each of the following areas. Ability EI models Mixed models of EI Trait EI model 1.9 The ability EI model In 1997 Savoley and Mayer introduced a four branch model which has since transpired to involve the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). This four branch model pertains to the following: Perception, Appraisal and Expression of Emotion Emotional Facilitation of Thinking Understanding and Analyzing Emotions; Employing Emotional Knowledge. Reflective Regulation of Emotions to Promote Emotional and Intellectual Growth The ability test views EI as a form of intelligence, testing the participant on the above four branches, showing a score for each of the branches and a total EI score. The model has recently received quite mixed reviews with a recent study carried out by FÃ ¸llesdal (2008) which details a study of 111 business leaders based in Norway. In this study business leaders were compared with how their employees described their leader; however no correlation of empathy to being effective leaders, or behaviors for transformational leadership were found. Three papers were completed, all questioning the validity of the MSCEIT, which critically lead to a questioning of the validity of the EI model in general. 1.10 Mixed models of EI Goleman (1998) originally developed this model and describes the mixed model of emotional intelligence as the bedrock for emotional competencies, which actually pertains to the ability to realise what another person is feeling, which Goleman boldly states is a skill that you are born with. He goes on to comment that emotional competence is quite different, this pertains to a personal and social skill set. This personal and social skill can lead to a superior performance in the world of work, and this skill can be learnt and developed to increase performance. The Mixed Model theory describes five domains of EI. Each area has its own set of behavioural attributes and describes these as EQ, unlike IQ which is difficult to change, emotional intelligence can be developed through education and training interventions (Goleman, 1995). 1. Knowing your emotions. 2. Managing your own emotions. 3. Motivating yourself. 4. Recognising and understanding other peoples emotions. 5. Managing relationships, i.e., managing the emotions of others. There are various measurement tools that are based on the Goleman model, the main model is termed The Emotional Competency Inventory (ECI), and later updated to the Emotional and Social Competency Inventory (ESCI). The second is Intelligence Appraisal, often taken as a self-report or a peer assessment termed a 360-degree assessment. 1.11 Trait EI model Trait EI is not to be confused with the first ability model presented, as this model concentrates on self-perception. It is recognising that behavioural disposition and self perceived abilities can be quite different, and by using a self report which in contrast to the ability based model can be scientifically tested much easier than the ability model which tests actual abilities rather than traits. This framework also known as Trait Emotional Self Efficacy (TESE) links well with personality tests. This model has been favoured by recent academics and especially critics of the ability model. The Trait EI model is credited with a more accurate testing rules than the ability model, which has been termed a psychometrically meaningless scoring procedure (Petrides, et al 2007). The Trait EI model is tested using the TEIQUE (Trait emotional Intelligence Questionnaire), the model is freely available and its open access status means that its transparency for testing welcomes scientific challenges. This approach the author feels is a positive step towards developing EI tests further to contributing to a more accurate construct of emotional intelligence. The Trait theory however does differ in its interpretation of EI, with the following differences outlined: Ability EI is defined as a cognitive-emotional ability that relates to emotions that are only measurable through what Petrides (2007) calls maximum performance tests. These tests are linked with extensive psychological emotional testing that requires large sample sizes. Indicating that tests currently established in the mixed models and ability models of EI really may not have much substantial predictive value, aligning the view point of Petrides and Furnham (2004) with Locke (2005). Rather trait EI describes what Petrides (2007) calls emotion-related behavioural dispositions and self perceived abilities, and can therefore be measured through self-report questionnaires. It is the focus on self perception of traits and leadership performance that allows this investigation to conclude a more accurate research hypothesis. The TEQUI has 20 variables with 15 traits grouped into four categories; this is explained in further detailed in the methodology chapter (3.8). 1.12 EI as a core competency in organisations When it comes to improving organizational effectiveness, management scholars and practitioners are beginning to emphasize the importance of a managers emotional intelligence (Sosik Megerian, 1999 pg 367). Despite the shortcomings in establishing EI as a concept, this study recognises that EI is a core competency and the focus will be on what attributes of EI should be developed in order to contribute to improved leadership performance, and to use the findings to improve the current leadership framework in Network Rail. Organisations are starting to recognise the emerging role EI has in the workplace, (Fisher and Ashkanasy, 2000). An investigation completed by Cooper and Sawaf (1996) in to an Executives EQ has exposed evidence that Emotional intelligence is a pre-requisite in leadership and successful organisations should implement strategies to develop this core competency, in order to provide its workforce with a competitive advantage. This competitive advantage has a huge hidden immeasurable value (Cooper and Sawaf, 1996) which if nurtured correctly will ultimately lead to protect organisations working collaboratively for win-win scenarios. EI has not only been used in organisation training, but can now be seen in a variety of scenarios. Selling life insurance was seen as a delicate sales pitch, that often lead to low responses. However, with specific training given to shed a positive light on the subject, sales were positively effected as the quality of interactions improved with comfort levels increasing with clients, this study focused on the topic of self awareness (Druskat and Druskat, 2006). Kaplan et al (2001) comment that recurring blind spots in managers that are striving to attain higher levels of EI are setting unrealistic goals to subordinates, relentlessly striving, and ruthlessly driving others too hard is not an example of a leader with a good level of EI. Kaplan et al (2001) explains that the hunger for power and the need for recognition are also not traits that leaders with high levels of emotional intelligence should demonstrate. 1.13 Linking emotional intelligence with leadership development and performance This requires more thinking than the generic training that is currently delivered to an organisations employees, but a study on what attributes successful leaders tend to possess. The evidence that EI exists in leadership is not questioned with both Goleman, (1995) and Savoley and Mayer (1990) agreeing that it is the ability to combine emotional and cognitive capacities to handle lifes emergent circumstances (referenced in Higgs and McGuire, 2001) , coping with setbacks and dilemmas, and effectively interacting with others requires a form of intelligence. Goleman (1998) has commented that leaders have to make decisions about strategy, employees and situations. It is the leaders ability to make effective decisions that determine the performance of good leaders. Goleman has taken five components from the EI realm and listed them as integral these are: Self-awareness Communication influencing skills Commitment Integrity Managers who do not develop their emotional intelligence have difficulty in building good relationships with peers, subordinates, superiors and clients (Goleman, 1998 pg 95) outlines the importance of relationship management and the mistake of being task focused in the work environment. Sosik Megerian, (1999) carried out a study which addressed how self-awareness components can improve transformational leadership. Transformational leadership is defined by Burns (1978) as a process that assists leaders and followers to enable each other to advance to a higher level of moral and motivation. The study founded empirical support for EI being the foundation of leadership. Sosik and Megerian (1999) went on to comment that if leaders became more self-aware the implications of their own feelings and thoughts could be better managed and understood, and would lead to improved interactions with sub-ordinates. In Druskat and Druskat (2006) it was referenced that Spencer (2001) found that in a study of 28 construction project managers that EI competencies was most strongly related to their job success. Druskat and Druskat (2006) then supported this with a study carried out by Mount (2005) on 74 project managers which demonstrated that nearly 70% of Project managers put their success down to the emotional competencies of the individual. And Finally Butler and Chinowsky (2006) carried out a study in construction with 130 construction executives. Interpersonal skills and empathy were the two most important EI behaviours to be identified in this investigation. The key findings mentioned that additional attention during the development of construction industry executives would be favoured to overcome what the industry suffers with currently. 1.14 Examples of how competency development can bring positive change Self-confidence a form of self awareness is defined by Pryke and Smyth (2006) as having a strong sense of Self worth and capabilities. Although these attributes can often be wrongly identified with arrogance, it is the ability to inspire those around you to subscribe to an idea. This attribute was chosen alongside other emotional competencies to change a problem in an organisation. The problem related to staff retention, with the firm not managing to maintain its division presidents for no longer than two years. This new recruitment strategy hired based on self confidence characteristics, influencing skills and what is termed Inspirational leadership (Goleman, 1998). Though Goleman has not been transparent on what the recruitment questions were specifically, the results are clear. With retention dropping from 50% to 6% with using this new hiring process (Pryke and Smyth, 2006). Self-control is another form of self awareness, and relates to effective communication and integrity. Druskat and Wolff (2001) comment that self control is not a question of dealing with a necessary evil by dealing with emotions as they bubble up and then suppressing them as soon they appear. It is a process of consciously bringing emotions to the surface and understanding how they can affect others. Construction industry suffers with managing emotion in the work place Walker and Hampson (2003) have termed the Construction industry as one that is characterised by disputes, fierce competitiveness and fragmentation all major obstacles to development. With this environment regarded as fact by many practitioners and academics, the relationship approach is seen as an effective stance to deal with the pressures of this complex environment (Pryke and Smyth, 2006; Walker and Hampson, 2003). 1.15 Responsibilities of good leaders It is suggested that leaders that have emotional intelligence tend to align personal and subordinate goals to accomplish company goals. Belasco and Stayer (1993) have suggested responsibilities a leader should possess, the author has taken these suggestions and developed actions and traits in a waterfall format, as they are suggested steps that could be undertaken. 1.16 Leadership Traits and Trait Emotional Intelligence The following principals in the above system have been aligned with traits tested for in the trait emotional intelligence test (TEIQUE). For a full description of the TRAITS the official TEIQUE interpretation can be found in the appendix and a condensed version is found in section 2.8. 1.17 Current Problems at Network Rail The problem owner is of course NR, and the problem is the legacy attitude of the workforce, with the Q12 survey (a survey comprising of 12 questions to gather employee engagement) uncovering some very disheartening results. In 2003 the Gallup organisation reported that NR had fallen in the bottom quartile and stated they had never seen results this low before. With 30% of NRs 33,000 branded actively disengaged, indicating a lack of loyalty and/or allegiance to the firm and its aims and 50% not engaged (Gallup , 2006) it was clearly evident that this problem had to be addressed. With little progress made in 2006, NR introduced a cross-functional management team to implement a plan of change. This agenda addressed management behaviours, unions, communications, basic/root causes, benchmarking, best practices and analysis techniques (Warwick Business School, 2006). Furthermore NR introduced a Leadership Framework to provide guidelines for its middle and junior management (Managers Handbook, 2006). These values are implemented through annual reviews, corporate training and the American 360-degree anonymous peer review. A series of positive responses by the executives is a move in the right direction; however this dissertation wishes to expand on the leadership framework and make some sensible suggestions. Specifically leadership in project management, with NR considered the biggest employer of project professionals in the UK (Telegraph, 2008). 1.18 Chapter Summary This investigation therefore considers the current problem that exists within NR, and attempts to discover the self perceived emotional intelligence of its junior, middle and senior management. The next chapter will detail the correct approach that should be taken in order to administer this sensitive test. The current leadership framework though has been investigated at this stage has been brought into discussion in chapter 4 to explain some of the unexpected and expected results of the trait questionnaire. CHAPTER 2 RESEARCH METHODOLOGY The following chapter aims to discuss the research methods the author employed to answer the questions derived from the critical literature review. The over arching research question is: Does trait emotional intelligence increase with management seniority? With the following sub-hypotheses used to investigate this statement: H1 – The Higher the position level and/or level of seniority the higher the Global Trait EI. H2 In the Self Control factors of trait EI the older individuals will score higher. H3 In the Emotionality factor of trait EI, females will score higher than males. 2.1 Previous Research The authors research builds empirically on previous work carried out within the area of Leadership and Emotional Intelligence. An indication as to what research was previously carried out will be given to give further justification to the research methods that were used. There have been a few studies in the area of emotional intelligence and leadership, with the majority of investigations implementing a single and multi strategy approach. The area of emotional intelligence and its effect on leadership in construction is quite limited with studies all adopting similar approaches. Authors such as Butler and Chinowsky (2006) and Walker (2003) conducted emotional intelligence surveys. Their research targeted a select management type within the construction industry enabling a statistical grounding for stronger analysis. The research discussed took a positivist approach but it can be seen as somewhat unreliable as the emotional intelligence surveys taken were not self perceived tests of emotion. The basis of their EI tests claims to test genuine EI rather than realistically outline that the tests taken are hypothetical in nature; and in reality if not tested using high performance test techniques then the tests are somewhat invalid (Petrides , 2003) with the potential for certain individuals to exaggerate or omit certain truths. This could lead to a weak correlation in EI data for various levels of management. Sunindijo et al (2007) used a mixture of quantitative and qualitative research methods completing direct interviews and EI tests developed by TalentSmart, with over 90 construction management executives. Due to the success of previous research methods outlined above, the author adopted a survey based methodology to gather primary research. Taking the format of Butler and Chinowsky (2006) by identifying various management types and using an emotional intelligence survey that calculated self-perceived EI, the survey selected TEIQUE (Petrides, 2003) recognises that individuals may wish to portray a positive impression (PI), or may have a skewed Negative Impression (NI) and also give varied answers measured by an Inconsistency Index (II). The trait survey has adopted a similar concept and additionally recognises that all traits are self perceived rather than indefinite EI scores. In keeping with Butler and Chinowsky (2006) Sunindijo et al (2007) and Walker (2003) the author distributed questionnaires to the target audience. The underlying assumptions of the research methods chosen formed the basis of the rest of the chapter. 2.2 Research Philosophy and Strategy In order to extend on existing social interpretations found within the literature, a philosophy for this investigation has been used. The concept of empiricism was seen as a relevant philosophy to adopt, as the research findings add to the current body of knowledge (Remenyi et al 1998, pg 31). The questioning nature of this investigation however aimed to have a perspective of realism recognising that research questions can be interpreted quite differently. With Fisher et al (2004) commenting that the subjective nature of research and the inevitable role of values in it should be considered carefully. A primary attribute of realism is that it is common for researchers findings to complement existing explanations. Using this philosophy and drawing on existing presumptions and assessments, the author is able to validate which can be transferred easily. The TEIQUE survey was the ideal as its philosophy and theme married well to the concept of realism and positivism. As the developer of the survey does take the following notion working with an observable social reality and that the end product of such research can be the derivation of law like generalisations, similar to those produced by the natural sciences (Remenyi et al, 1998). However as this investigation is one of very few in the construction industry, the realism aspect is emphasised as the appropriate philosophy. With this form of study often brandished as fuzzy, the pre-existing frameworks in Networks Rails organisation alongside networks, concepts, hypothesis and theories (Czeller, 2003) are used to create theoretical predications concerning peoples experiences (Bryman and Bell, 2003). 2.3 Research Approach An inductive approach is appropriate due to the perspective of theory being the outcome of research (Bryman and Bell, 2003). The deductive approach has been disregarded subject to criticism due to the nature of the methodology being rigid, and the inability to construct any alternative explanations. The author wishes to build on the current body of knowledge. With concepts explored such as; ? The relationship between self perceived emotional intelligence and leaders in an organisation. ? The possibility of traits of emotional intelligence in junior, middle and senior management varying. ? The gaps in this trait analysis to form recommendations for a review of the leadership framework at Network Rail. Thus implementing research methods that can build understandings on these current theories was fitting. However if new issues and understandings arose then they can still be discussed and placed within context. 2.4 Data Collection Methods The data collection method applied was a questionnaire. The advantages and disadvantages of using this research method discussed further on in the chapter. The single method approach was chosen as it incorporated complementary research, with a questionnaire that is tried and tested in many organisational environments. The TEIQUE questionnaire was aimed at three groups of management in the infrastructure investment arm of Network Rail. The groups were junior, middle and senior management. The data collection commenced during the early parts of June, with 100 papers based surveys being administered by the author. The distribution of the questionnaire aimed for a 60% response rate with an even split of junior, middle and senior management. The potential issue is that as Network Rail is a pyramid organisation, the number of senior and middle management is far fewer than junior, and thus could be reflected in the response split. To avoid this happening, more surveys have been distributed specifically to senior and middle management, as they would be more inclined to ignore surveys due to time commitments. 2.5 Justification of questionnaires The use of an emotional intelligence survey and short questionnaire was down to two major reasons. Initially in order to carry out an emotional intelligence test successfully, the participant had to meet certain criterion which was driven from the literature review and forums that the author attended (see appendix for f Trait EI Theory in Leaders at Network Rail Trait EI Theory in Leaders at Network Rail ABSTRACT This investigation addresses the problem of leadership attributes variance in different levels of management. With the environment work force changing in terms of relationships the linkages of self perceived emotional intelligence traits of 52 individuals in junior, middle and senior management at Network Rail are gathered using the Trait Emotional Intelligence Questionnaire (TEIQue) developed by Dr.Petrides at UCL. The investigation exposed a lower level of Global emotional intelligence of senior management in comparison to junior and middle management. However the findings also showed that senior management outperformed on traits that are closely linked with Network Rails Leadership development framework. The other variations and patterns in the data bring up the topic of optimism bias, the neuroscience of change and overcoming the immunity to change. Recommendations outline the intentional change model that could be adapted in order to develop effective leadership traits and be linked with the current talent management programme at Network Rail. CHAPTER 1 INTRODUCTION 1.1 Project Overview This study will look for the existing evidence and links between emotional intelligence (EI) and Leadership development in the construction environment. This study will focus on the trait EI theory (Petrides Furnham, 2006) and look to establish common traits in leaders at Network Rail. The study will look for commonalities in terms of traits and competencies in the organisations leaders. The Trait Emotional Intelligence Questionnaire (TEIQue) (Petrides Furnham, 2006) has been selected post literature review for its ability to test for Emotional Intelligence traits that most closely link with what is defined as leadership in academic literature. A lot of interest has surrounded the concept of Emotional Intelligence, and the alleged links it has to improving an individuals ability be successful. Linking and harnessing EI to individuals and their leadership performance is hard to scientifically establish. The investigation focuses upon common attributes that can be developed. Trait Emotional Intelligence (TEI) does not necessarily seclude what Goleman (1998) describes as those EI abilities that you are born with, such as the ability to tune in-emotionally (emotional awareness) to others, and read how they are feeling (social awareness). But this investigation will aim to look at the harder factors of EI that can be developed for and provide added value and competitive advantages to organisations. The investigation of EI and Leadership aims to uncover value that can be used to develop leadership performance. The practical or applied focus is the construction industry. The discovery of the common traits will then be compared to what currently exists in Network Rails (NR) current leadership framework. Recognising that NR and most large organisations already do acknowledge the link between EI and Leadership, the investigation will look at the construction industry specifically. As the construction environment is described as one which is based on human interactions yet suffers from disputes, fierce competitiveness and fragmentation (Walker and Hampson, 2003). The study then into EI and improved Leadership performance would be relevant into helping overcome these barriers to improved working relationships. 1.2 High Level Project Plan Literature review of emotional intelligence models. Selection of EI testing survey. Milestone One – rolling out EI test survey 15/06/09 – 19/06/09. Analysis of EI test results Assessment of leadership focus groups, survey and EI test results. Leadership framework analysis. Milestone Two – Realisation of gaps that exist within the leadership framework and proposal of enhanced leadership framework 06/07/09. Milestone Three – Draft Copy Complete – 06/08/09. 1.3 Project Road map Chapter 1 has introduced the problem area that this research is looking to add knowledge to. The second half of chapter 1 will draw in the reader to the more specific problem area that this project is addressing, and how this problem will be researched. A review of the existing EI models and an effective approach for this investigation will be sought and shall be addressed in this chapter also. Chapter 2 will set out the research methodology that has been adopted for this research, considering the nature of the project and the relative social complexities and privacy issues associated with emotional intelligence tests will be addressed here. This will follow on to the actual analysis section, chapter 3 where a cross section of the results will be displayed, and quantitatively analysed. The results of the study shall be shown in chapter 4. The evaluation of the study and future recommendations or work will be concluded in chapter 5. 1.4 Literature Review 1.5 Introduction The scope of the literature review will define emotional intelligence from the various academic perspectives, distinguishing an accurate and succinct description of the term, which is considered relatively new. The Literature Review will compromise of the following: Brief History of EI A discussion of the current EI models and the attributes that are linked to them Focus: The elected EI Model TEIQUE. How EI is linked to improved leadership performance. Leadership Responsibilities. The need for EI competencies and Leadership in the Construction Industry. The current problems within Network Rail. 1.6 What is EI? Though the term EI has in recent years broadened, the original definition of EI is: The ability to monitor ones own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions, Salovey and Mayer (1990 pg 189). Popularised by Goleman (1995) in his books and speeches in recent years EI may give the impression of being a very new concept, psychologists have of course established its presence much earlier than this. A time line has been produced to give an idea of how EI has grown and expanded (Figure 1). In 1920 a psychologist named Thorndike referenced in Khilstrom and Cantor (2009) established three forms of intelligence one of them being social intelligence. Thorndike stated that this was the ability to function successfully in interpersonal situations. Gardner (1983) then proposed social intelligence as one of 7 multiple intelligences which actually mapped out the beginnings of EI by stating that social intelligence comprised of interpersonal and intrapersonal skills. Gardner (1983) believed however that we have multiple intelligences rather than a general intelligence and was clear on this notion. It was not until 1990 that the term emotional intelligence was first officially coined by Salovey and Mayer, their definition is still regarded as the most accurate description of EI. 1.7 The Problems with EI Currently Murphy (2006) critiqued the problems of Emotional Intelligence addressing the three common problems found on the subject. (1) EI is poorly defined and poorly measured (Locke, 2005, Eysneck, 2000 and MacCann et al, 2004). (2) EI is a new name for familiar constructs that have been studied for decades. (Locke,2005). (3) Claims about EI are overblown, (Landy, 2005). Though this investigation is not a study into the definition of EI, the reader must be made aware that EI is a contended description, and one that does receive positive and negative attention. EI is often linked to popular psychology which dilutes the validity of the concept adding value in organisational environments. It is this association coupled what Landy (2005) comments as the lack of measurability, providing weak evidence to suggest EI tests have any predictive value. This has caused many to completely dismiss its label, with Locke, (2005) adding that EI should be re-labelled and regarded as Emotional skills. 1.8 The various models of EI Since Savoley and Mayer first introduced the term EI, a few authors have expanded or taken a slightly different perspective on what constitutes as EI. These models do vary somewhat on how they define EI with stretching definitions that often encompass other related areas. Therefore EI does not have one set model that all academics can agree contains all the attributes that pertains to what is defined as EI. As this investigation is narrowing on the EI attributes and traits with leadership performance, the model that best-fits this particular study will be selected. Therefore a brief synopsis of EI models will be reviewed, and a set of attributes provided by a psychologist (Qualified Corporate Trainer) and Network Rails Leadership Development team will assist in identifying the correct model to follow. This will enable the administering of the survey to be appropriate for the organization and for the purpose of the research. Emotional Intelligence models are categorised into 3 areas, and this research will analyse a model in each of the following areas. Ability EI models Mixed models of EI Trait EI model 1.9 The ability EI model In 1997 Savoley and Mayer introduced a four branch model which has since transpired to involve the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). This four branch model pertains to the following: Perception, Appraisal and Expression of Emotion Emotional Facilitation of Thinking Understanding and Analyzing Emotions; Employing Emotional Knowledge. Reflective Regulation of Emotions to Promote Emotional and Intellectual Growth The ability test views EI as a form of intelligence, testing the participant on the above four branches, showing a score for each of the branches and a total EI score. The model has recently received quite mixed reviews with a recent study carried out by FÃ ¸llesdal (2008) which details a study of 111 business leaders based in Norway. In this study business leaders were compared with how their employees described their leader; however no correlation of empathy to being effective leaders, or behaviors for transformational leadership were found. Three papers were completed, all questioning the validity of the MSCEIT, which critically lead to a questioning of the validity of the EI model in general. 1.10 Mixed models of EI Goleman (1998) originally developed this model and describes the mixed model of emotional intelligence as the bedrock for emotional competencies, which actually pertains to the ability to realise what another person is feeling, which Goleman boldly states is a skill that you are born with. He goes on to comment that emotional competence is quite different, this pertains to a personal and social skill set. This personal and social skill can lead to a superior performance in the world of work, and this skill can be learnt and developed to increase performance. The Mixed Model theory describes five domains of EI. Each area has its own set of behavioural attributes and describes these as EQ, unlike IQ which is difficult to change, emotional intelligence can be developed through education and training interventions (Goleman, 1995). 1. Knowing your emotions. 2. Managing your own emotions. 3. Motivating yourself. 4. Recognising and understanding other peoples emotions. 5. Managing relationships, i.e., managing the emotions of others. There are various measurement tools that are based on the Goleman model, the main model is termed The Emotional Competency Inventory (ECI), and later updated to the Emotional and Social Competency Inventory (ESCI). The second is Intelligence Appraisal, often taken as a self-report or a peer assessment termed a 360-degree assessment. 1.11 Trait EI model Trait EI is not to be confused with the first ability model presented, as this model concentrates on self-perception. It is recognising that behavioural disposition and self perceived abilities can be quite different, and by using a self report which in contrast to the ability based model can be scientifically tested much easier than the ability model which tests actual abilities rather than traits. This framework also known as Trait Emotional Self Efficacy (TESE) links well with personality tests. This model has been favoured by recent academics and especially critics of the ability model. The Trait EI model is credited with a more accurate testing rules than the ability model, which has been termed a psychometrically meaningless scoring procedure (Petrides, et al 2007). The Trait EI model is tested using the TEIQUE (Trait emotional Intelligence Questionnaire), the model is freely available and its open access status means that its transparency for testing welcomes scientific challenges. This approach the author feels is a positive step towards developing EI tests further to contributing to a more accurate construct of emotional intelligence. The Trait theory however does differ in its interpretation of EI, with the following differences outlined: Ability EI is defined as a cognitive-emotional ability that relates to emotions that are only measurable through what Petrides (2007) calls maximum performance tests. These tests are linked with extensive psychological emotional testing that requires large sample sizes. Indicating that tests currently established in the mixed models and ability models of EI really may not have much substantial predictive value, aligning the view point of Petrides and Furnham (2004) with Locke (2005). Rather trait EI describes what Petrides (2007) calls emotion-related behavioural dispositions and self perceived abilities, and can therefore be measured through self-report questionnaires. It is the focus on self perception of traits and leadership performance that allows this investigation to conclude a more accurate research hypothesis. The TEQUI has 20 variables with 15 traits grouped into four categories; this is explained in further detailed in the methodology chapter (3.8). 1.12 EI as a core competency in organisations When it comes to improving organizational effectiveness, management scholars and practitioners are beginning to emphasize the importance of a managers emotional intelligence (Sosik Megerian, 1999 pg 367). Despite the shortcomings in establishing EI as a concept, this study recognises that EI is a core competency and the focus will be on what attributes of EI should be developed in order to contribute to improved leadership performance, and to use the findings to improve the current leadership framework in Network Rail. Organisations are starting to recognise the emerging role EI has in the workplace, (Fisher and Ashkanasy, 2000). An investigation completed by Cooper and Sawaf (1996) in to an Executives EQ has exposed evidence that Emotional intelligence is a pre-requisite in leadership and successful organisations should implement strategies to develop this core competency, in order to provide its workforce with a competitive advantage. This competitive advantage has a huge hidden immeasurable value (Cooper and Sawaf, 1996) which if nurtured correctly will ultimately lead to protect organisations working collaboratively for win-win scenarios. EI has not only been used in organisation training, but can now be seen in a variety of scenarios. Selling life insurance was seen as a delicate sales pitch, that often lead to low responses. However, with specific training given to shed a positive light on the subject, sales were positively effected as the quality of interactions improved with comfort levels increasing with clients, this study focused on the topic of self awareness (Druskat and Druskat, 2006). Kaplan et al (2001) comment that recurring blind spots in managers that are striving to attain higher levels of EI are setting unrealistic goals to subordinates, relentlessly striving, and ruthlessly driving others too hard is not an example of a leader with a good level of EI. Kaplan et al (2001) explains that the hunger for power and the need for recognition are also not traits that leaders with high levels of emotional intelligence should demonstrate. 1.13 Linking emotional intelligence with leadership development and performance This requires more thinking than the generic training that is currently delivered to an organisations employees, but a study on what attributes successful leaders tend to possess. The evidence that EI exists in leadership is not questioned with both Goleman, (1995) and Savoley and Mayer (1990) agreeing that it is the ability to combine emotional and cognitive capacities to handle lifes emergent circumstances (referenced in Higgs and McGuire, 2001) , coping with setbacks and dilemmas, and effectively interacting with others requires a form of intelligence. Goleman (1998) has commented that leaders have to make decisions about strategy, employees and situations. It is the leaders ability to make effective decisions that determine the performance of good leaders. Goleman has taken five components from the EI realm and listed them as integral these are: Self-awareness Communication influencing skills Commitment Integrity Managers who do not develop their emotional intelligence have difficulty in building good relationships with peers, subordinates, superiors and clients (Goleman, 1998 pg 95) outlines the importance of relationship management and the mistake of being task focused in the work environment. Sosik Megerian, (1999) carried out a study which addressed how self-awareness components can improve transformational leadership. Transformational leadership is defined by Burns (1978) as a process that assists leaders and followers to enable each other to advance to a higher level of moral and motivation. The study founded empirical support for EI being the foundation of leadership. Sosik and Megerian (1999) went on to comment that if leaders became more self-aware the implications of their own feelings and thoughts could be better managed and understood, and would lead to improved interactions with sub-ordinates. In Druskat and Druskat (2006) it was referenced that Spencer (2001) found that in a study of 28 construction project managers that EI competencies was most strongly related to their job success. Druskat and Druskat (2006) then supported this with a study carried out by Mount (2005) on 74 project managers which demonstrated that nearly 70% of Project managers put their success down to the emotional competencies of the individual. And Finally Butler and Chinowsky (2006) carried out a study in construction with 130 construction executives. Interpersonal skills and empathy were the two most important EI behaviours to be identified in this investigation. The key findings mentioned that additional attention during the development of construction industry executives would be favoured to overcome what the industry suffers with currently. 1.14 Examples of how competency development can bring positive change Self-confidence a form of self awareness is defined by Pryke and Smyth (2006) as having a strong sense of Self worth and capabilities. Although these attributes can often be wrongly identified with arrogance, it is the ability to inspire those around you to subscribe to an idea. This attribute was chosen alongside other emotional competencies to change a problem in an organisation. The problem related to staff retention, with the firm not managing to maintain its division presidents for no longer than two years. This new recruitment strategy hired based on self confidence characteristics, influencing skills and what is termed Inspirational leadership (Goleman, 1998). Though Goleman has not been transparent on what the recruitment questions were specifically, the results are clear. With retention dropping from 50% to 6% with using this new hiring process (Pryke and Smyth, 2006). Self-control is another form of self awareness, and relates to effective communication and integrity. Druskat and Wolff (2001) comment that self control is not a question of dealing with a necessary evil by dealing with emotions as they bubble up and then suppressing them as soon they appear. It is a process of consciously bringing emotions to the surface and understanding how they can affect others. Construction industry suffers with managing emotion in the work place Walker and Hampson (2003) have termed the Construction industry as one that is characterised by disputes, fierce competitiveness and fragmentation all major obstacles to development. With this environment regarded as fact by many practitioners and academics, the relationship approach is seen as an effective stance to deal with the pressures of this complex environment (Pryke and Smyth, 2006; Walker and Hampson, 2003). 1.15 Responsibilities of good leaders It is suggested that leaders that have emotional intelligence tend to align personal and subordinate goals to accomplish company goals. Belasco and Stayer (1993) have suggested responsibilities a leader should possess, the author has taken these suggestions and developed actions and traits in a waterfall format, as they are suggested steps that could be undertaken. 1.16 Leadership Traits and Trait Emotional Intelligence The following principals in the above system have been aligned with traits tested for in the trait emotional intelligence test (TEIQUE). For a full description of the TRAITS the official TEIQUE interpretation can be found in the appendix and a condensed version is found in section 2.8. 1.17 Current Problems at Network Rail The problem owner is of course NR, and the problem is the legacy attitude of the workforce, with the Q12 survey (a survey comprising of 12 questions to gather employee engagement) uncovering some very disheartening results. In 2003 the Gallup organisation reported that NR had fallen in the bottom quartile and stated they had never seen results this low before. With 30% of NRs 33,000 branded actively disengaged, indicating a lack of loyalty and/or allegiance to the firm and its aims and 50% not engaged (Gallup , 2006) it was clearly evident that this problem had to be addressed. With little progress made in 2006, NR introduced a cross-functional management team to implement a plan of change. This agenda addressed management behaviours, unions, communications, basic/root causes, benchmarking, best practices and analysis techniques (Warwick Business School, 2006). Furthermore NR introduced a Leadership Framework to provide guidelines for its middle and junior management (Managers Handbook, 2006). These values are implemented through annual reviews, corporate training and the American 360-degree anonymous peer review. A series of positive responses by the executives is a move in the right direction; however this dissertation wishes to expand on the leadership framework and make some sensible suggestions. Specifically leadership in project management, with NR considered the biggest employer of project professionals in the UK (Telegraph, 2008). 1.18 Chapter Summary This investigation therefore considers the current problem that exists within NR, and attempts to discover the self perceived emotional intelligence of its junior, middle and senior management. The next chapter will detail the correct approach that should be taken in order to administer this sensitive test. The current leadership framework though has been investigated at this stage has been brought into discussion in chapter 4 to explain some of the unexpected and expected results of the trait questionnaire. CHAPTER 2 RESEARCH METHODOLOGY The following chapter aims to discuss the research methods the author employed to answer the questions derived from the critical literature review. The over arching research question is: Does trait emotional intelligence increase with management seniority? With the following sub-hypotheses used to investigate this statement: H1 – The Higher the position level and/or level of seniority the higher the Global Trait EI. H2 In the Self Control factors of trait EI the older individuals will score higher. H3 In the Emotionality factor of trait EI, females will score higher than males. 2.1 Previous Research The authors research builds empirically on previous work carried out within the area of Leadership and Emotional Intelligence. An indication as to what research was previously carried out will be given to give further justification to the research methods that were used. There have been a few studies in the area of emotional intelligence and leadership, with the majority of investigations implementing a single and multi strategy approach. The area of emotional intelligence and its effect on leadership in construction is quite limited with studies all adopting similar approaches. Authors such as Butler and Chinowsky (2006) and Walker (2003) conducted emotional intelligence surveys. Their research targeted a select management type within the construction industry enabling a statistical grounding for stronger analysis. The research discussed took a positivist approach but it can be seen as somewhat unreliable as the emotional intelligence surveys taken were not self perceived tests of emotion. The basis of their EI tests claims to test genuine EI rather than realistically outline that the tests taken are hypothetical in nature; and in reality if not tested using high performance test techniques then the tests are somewhat invalid (Petrides , 2003) with the potential for certain individuals to exaggerate or omit certain truths. This could lead to a weak correlation in EI data for various levels of management. Sunindijo et al (2007) used a mixture of quantitative and qualitative research methods completing direct interviews and EI tests developed by TalentSmart, with over 90 construction management executives. Due to the success of previous research methods outlined above, the author adopted a survey based methodology to gather primary research. Taking the format of Butler and Chinowsky (2006) by identifying various management types and using an emotional intelligence survey that calculated self-perceived EI, the survey selected TEIQUE (Petrides, 2003) recognises that individuals may wish to portray a positive impression (PI), or may have a skewed Negative Impression (NI) and also give varied answers measured by an Inconsistency Index (II). The trait survey has adopted a similar concept and additionally recognises that all traits are self perceived rather than indefinite EI scores. In keeping with Butler and Chinowsky (2006) Sunindijo et al (2007) and Walker (2003) the author distributed questionnaires to the target audience. The underlying assumptions of the research methods chosen formed the basis of the rest of the chapter. 2.2 Research Philosophy and Strategy In order to extend on existing social interpretations found within the literature, a philosophy for this investigation has been used. The concept of empiricism was seen as a relevant philosophy to adopt, as the research findings add to the current body of knowledge (Remenyi et al 1998, pg 31). The questioning nature of this investigation however aimed to have a perspective of realism recognising that research questions can be interpreted quite differently. With Fisher et al (2004) commenting that the subjective nature of research and the inevitable role of values in it should be considered carefully. A primary attribute of realism is that it is common for researchers findings to complement existing explanations. Using this philosophy and drawing on existing presumptions and assessments, the author is able to validate which can be transferred easily. The TEIQUE survey was the ideal as its philosophy and theme married well to the concept of realism and positivism. As the developer of the survey does take the following notion working with an observable social reality and that the end product of such research can be the derivation of law like generalisations, similar to those produced by the natural sciences (Remenyi et al, 1998). However as this investigation is one of very few in the construction industry, the realism aspect is emphasised as the appropriate philosophy. With this form of study often brandished as fuzzy, the pre-existing frameworks in Networks Rails organisation alongside networks, concepts, hypothesis and theories (Czeller, 2003) are used to create theoretical predications concerning peoples experiences (Bryman and Bell, 2003). 2.3 Research Approach An inductive approach is appropriate due to the perspective of theory being the outcome of research (Bryman and Bell, 2003). The deductive approach has been disregarded subject to criticism due to the nature of the methodology being rigid, and the inability to construct any alternative explanations. The author wishes to build on the current body of knowledge. With concepts explored such as; ? The relationship between self perceived emotional intelligence and leaders in an organisation. ? The possibility of traits of emotional intelligence in junior, middle and senior management varying. ? The gaps in this trait analysis to form recommendations for a review of the leadership framework at Network Rail. Thus implementing research methods that can build understandings on these current theories was fitting. However if new issues and understandings arose then they can still be discussed and placed within context. 2.4 Data Collection Methods The data collection method applied was a questionnaire. The advantages and disadvantages of using this research method discussed further on in the chapter. The single method approach was chosen as it incorporated complementary research, with a questionnaire that is tried and tested in many organisational environments. The TEIQUE questionnaire was aimed at three groups of management in the infrastructure investment arm of Network Rail. The groups were junior, middle and senior management. The data collection commenced during the early parts of June, with 100 papers based surveys being administered by the author. The distribution of the questionnaire aimed for a 60% response rate with an even split of junior, middle and senior management. The potential issue is that as Network Rail is a pyramid organisation, the number of senior and middle management is far fewer than junior, and thus could be reflected in the response split. To avoid this happening, more surveys have been distributed specifically to senior and middle management, as they would be more inclined to ignore surveys due to time commitments. 2.5 Justification of questionnaires The use of an emotional intelligence survey and short questionnaire was down to two major reasons. Initially in order to carry out an emotional intelligence test successfully, the participant had to meet certain criterion which was driven from the literature review and forums that the author attended (see appendix for f