Kings philosophy Essay

The aim of this essay is to critically evaluate platos justification of rule by philosopher kings. First the essay will try and stress how plato understood the way the state has to be governed in conjunction with philosophy. In Platos most famous work Republic he puts forward the view that only the study of philosophy would allow man to see what was good and just. Therefore to cure the ills of society it would be necessary to either make kings philosophers or make philosophers kings. I intend to show how Plato justifies this view and then attempt to point out some possible problems with this justification . Platos starting point was his recognition that justice was one of four cardinal virtues, along with wisdom, courage and moderation, that when working harmoniously together in a high level of order – he felt equaled the elusive good life . Kahn and Charles (2004). Plato thought that the best way to discover what justice was, was to create a perfect soul – this he did by first creating a theoretical perfect city , which would have a good soul and all four virtues. Using the theory that the polis is the individual writ large he intended to compare his perfect city with a perfect person and subsequently evaluate justiceTarà ¡ (2001) Plato s perfect city was to be a model of order, efficiency and discipline. Above all it would be governed by the strict adherence to what White refers to as the natural division of labour . This was to take the form of vocational and social division within the city. Everyone had one job in order to specialise and become good at it. We forbade our shoemaker to try his hand at farming or weaving or building and told him to stick to his last, in order that our shoemaking should be well done. Kierkegaard, (1992). More fundamentally however the city was to be divided into three distinct social classes, in which pe ople would be raised from birth. These classes consisted of the producers, the guardians and the rulers. These correlated to a high degree with their microcosm in the individual soul in which they took the form of reason, spirit/emotion and appetite/desire. The producers were to be the farmers and artisans who were responsible for the supply of food, clothing and other such essential but basic needs. They would be highly specialized and allowed money and private property as their main incentive. In the individual soul the producers equated to desire as they were not governed by true reason. In the same way that ungoverned desire e.g. I must eat this cake even though it is not mine, created conflict in an individual that must  be controlled, the producers were susceptible to the temptation to take land with better soil or more area for example. Therefore a second class was necessary – to protect from both internal and external threats and keep both the city and the soul in order. The perfect city maintained order by using guardians, the guardians were the warrior class that protected the city. These warrior characteristics made them a potential internal threat, so Plato decided to neutralise volatile factors such as greed or envy by denying the guardians access to money or private property. The guardians equate to the spirited or emotional side of the soul, which was usually tamed by reason, but might spontaneously follow desire. Nails, (2006) The third class in the perfect city is by far the most important and complex. Rulers were chosen from the guardian class on the basis of aptitude (but with some degree of assumption of hereditary traits). Plato felt that as a pre-requisite to rule they must have a thorough understanding of the theory of forms including the essence of justice and the other virtues and ultimately the true essence of good by grasping which the philosopher will finally achieve a full understanding of all the rest. Vlastos,(2006) . Plato explains in his allegory of the cave, along with his theory of the line and the sun, how the philosophers who understand the theory of forms are the only ones with true objectivity and how the rest of society is merely staring at shadows – mistaking them for reality and so they would believe that the shadows of the objects we mentioned were in all respects real Therefore by the theory of forms a philosopher is able to release himself from the subjective world of the rest of humanity and enter the world of objective views. Salli (1999). The distinctive step which Plato has taken by the time of the republic is to suggest that forms which are the object of definition are entities in themselves, subsisting outside time and space, in which particular things come to share or which they imitate . The ruler class then is selected by aptitude and educated through a rigorous process until his understanding of the theory of forms is so complete that he understands the forms of the virtues of justice and even good, this then entitles him to rule. Plato connected the rulers with the reason aspect of soul. Just as the rulers were able to judge right or wrong for the city, the souls calculating part told a person the rational side of a situation. Plato  consolidated all of this with the myth of metals taught to all, whereby the rulers had gold in their veins, the guardians silver and the producers iron and bronze, but they were all brothers and should all be happy in their situation. For the perfect city all three classes must work in harmony – the producers making materials, the guardians protecting and ensuring stability from both above and below, and the rulers determining through their enlightened reason what was good or bad. The soul would work in a similarway. Melchert, (2002) Plato felt that he had now found justice through the concept of the ideal city and soul. If the soul was in order then the cardinal virtues of wisdom, courage, moderation and justice would exist in the person. The wisdom was present in the rulers of the city and the calculating part of the soul. The courage was present in the guardians of the city and the spirited part of the soul. Moderation was found when all three groups of the city and soul worked together, moderation was best seen in the soul when all three parts were equal, moderation showed harmony. Justice was created when every part was doing what it was supposed to do. With all of these different parts put together Plato created what he considered to be the ideal city and soul. Vlastos,(2006). It can be seen from his point of view, therefore, that philosophers must be rulers as they are the only ones with true objective understanding of justice and good as defined by Plato and are therefore the only ones competent to lead t he rest of the population towards them. There are however a number of problems with Platos argument. In his ideal city where philosophers are kings, it is necessary for order and efficiency that everybody sticks just to their own job – this is fine in theory but would soon lead to a lack of unity through a lack of understanding, empathy and therefore sympathy. Without these the obligation to help each other would soon be overrun by a lack of motivation. This would throw the whole system out of kilter. Plato may have argued that this may have been circumvented by education but he seems fairly a dam Anton a strict division of labour. This phenomenom would also spread to natural disaster, for example if the city was to burn down there may be insufficient carpenters to rebuild it, or insufficient doctors to treat disease. Plato himself admits that once philosophers gain the knowledge of the good they would usually prefer to reflect on it, rather than sully themselves in actual politics. To go back to the allegory of the cave, once they have discovered the real world, what motivation would they have to enter the dark world of the cave and participate in the pointless games? He argues that they will do it because they are just men and that their reluctance is not only a good thing but is actually necessary as it prevents dissension and strife over who shall rule. I think that in reality some would be unable to overcome their reluctance and that those who do enter face a very large chance of being corrupted by their superior knowledge. Plato makes the huge assumption that knowledge of the good is sufficient motivation to act in a just way, this, I feel , is a very dangerous assumption and the corrupting influence of power has been proved time and again throughout history. As Karl Popper quotes I think we must face the fact that behind the sovereignty of the philosopher king stands the quest for power. Argument can also be found in the works of Aristotle that dispute Plato s claim that philosophers should be king. Aristotle felt that Plato relied far too heavily on theory and disagreed with Plato s theory of forms, instead believing that actual instances in this world (rather than other-worldly forms) were the key to universals. This heavier reliance on experience allowed a more amateur approach, rather than years of formal training, to be acceptable. Another argument against Philosopher kings stems from the Christian influence. The core-belief of Christianity was that faith, rather than reason, held the key to salvation and so the good life , This created the need for a separate private and public sphere that would be unacceptable in Plato s ideal city. This would be compounded by the democratising effect of faith – which all can have, rather than reason which is restricted to the few. In modern times the faith aspect of the separation of public and private spheres has significantly diminished, however it has been replaced by a fierce belief in individualism that is underwritten by a nebulas concept of equality enshrined in individual rights and constitutional checks, perhaps based ultimately on the free-for-all concept of capitalism. Nails,(2006). In conclusion can be observed that even during platos days the philosopher king could have been difficult to achieve  because let alone any other since then given the nullifyi ng concepts from Aristotle to Christianity to Capitalism. I tend to agree to some extent with Karl Poppers view that Plato allowed himself to be seduced by the idea (as many others have since) that he (and his theoretical like in the philosopher-kings) were the only ones that could see objectively and so should rule. It is a trap more dangerous, possibly, than any other and democracy (in the modern, rather than Greek sense), its antithesis, is a far safer – if far less than perfect alternative. REFFERENCES Kahn, Charles H. (2004). â€Å"The Framework†. Plato and the socratic dialogue: The Philosophical Use of a Literary Form. Cambridge University Press Kierkegaard, Sà ¸ren (1992). â€Å"Plato†. The Concept of Irony. Princeton University Press Nails, Debra (2006). â€Å"The Life of Plato of Athens†. A Companion to Plato edited by Hugh H. Benson. Blackwell Publishing Tarà ¡n, Leonardo (2001). Collected Papers 1962-1999. Brill Academic Publishers Kraut, Richard (Ed.) (1993). The Cambridge Companion to Plato. Cambridge University Press Melchert, Norman (2002). The Great Conversation: A Historical Introduction to Philosophy. McGraw Hill. Salli John (1999). Chorology: On Beginning in Plato’s â€Å"Timaeus†. Indiana University Press Vlastos, Gregory(2006). Plato’s Universe – with a new Introducution by Luc Brisson, Parmenides Publishing

Modern Family Essay

In ‘Modern Family’s’ episode 15 of season 1 a number of societal norms are addressed, some of which challenged others reinforced. Norms such as the ones relating to gay couples with children, typical teenagers, and extended families, in other words the rich older man with the young â€Å"hot† wife and step kid. Modern Family as by its name offers us a more modern view of family in today’s society. The premise of Modern Family is a mock documentary-style sitcom fabricated around three very different families that all share kinship: a gay couple, who’ve just adopted a baby daughter from Vietnam; a husband and wife with three kids; and a May-December marriage between an older man and a woman who has a son from a prior marriage. This particular episode is based around Valentine ’s Day and follows three different stories of Jay and Gloria, Cam and Mitchel, and of course, Phil and Claire. Claire and Phil plan a Valentine’s Day excursion which leads them to role playing at a hotel, while Jay and takes Gloria to a David Brenner show where Jay gets picked on for being an older husband and is mistaken for Gloria’s father, and oh yeah! He also bought her diamond earrings with this fat wallet. Cam and Mitchel however decide to say at home since Mitchel has had a long day at work but the two of them are able to help out a much desperate Manny (Gloria’s kid) with a crush of his own. One of society’s biggest norms is the conflict of marriage and the age at which one is expected to be married and his/her partners age. As shown in Modern Family Jay is significantly older than Gloria who is your typical trophy wife. The show clearly challenges the accepted norm of marriage and how we as a society have come to accept the so called ‘limitations’, (i. e. age), of marriage. Episode 15 illustrates in a scene where Jay takes Gloria to a comedy show featuring David Brenner (who is from Jay’s generation) for Valentine’s Day, however she wants to go salsa dancing. Once there David Brenner mistakes Jay for Gloria’s father and pick on him for being an older husband. The show clearly challenges the accepted norm of a traditional family/marriage and displays the May-December marriage as an accepted view of the modern family. It also shows how Jay is not the ‘classic husband’ due to his age difference. As this norm is being presented, the same norm is being challenged in a different way. Earlier in the episode Jays is shown to give Gloria a diamond earring which demonstrations that Jay is a typical husband, one who is expected to buy his wife diamonds earrings, necklaces, etc. Through this example, Jay demonstrates the traits that are exhibited in the ‘classic husband’. In today’s society the issue of gay marriage is a delicate one, where gay marriage is becoming more and more accepted in society but is still illegal in some states of the U. S. An even bigger issue lies with same-sex couples adopting babies, which is clearly not yet fully accepted by society and is not an image that forms when a picture of a typical family is cast. These norms are tested when the show follows the story of Cam and Mitchel (Jays Son) on Valentine’s Day. Cam and Mitchel are a gay married couple, who decide to stay at home for Valentine’s Day. In Modern Family, Mitchel is not shows as a typical gay man instead he’s busy with his work and wearing shirts without any flowers or patterns, does not act like the norm gay man. While Cam on the other hand is a very prototypical gay man, always wearing colorful shirts with patterns, dressing up Lilly (Cam/Mitchel adopted daughter) in costumes for Valentine’s Day. These two characters are quite unlike one another where one reinforces the typical gay man, the other see to challenge the typical gay man. The couple also has an adopted Vietnamese daughter, again challenging the norm in society of a traditional family. Cam and Mitchel while staying at home agree to babysit Manny who is upset over a girl who he has written a poem to, hoping it would impress her. Manny, unlike other kids who hang-out with their friends and ride their bikes, writes poems and is not the least bit self-conscious. He is very mature and intuitive for his age and is often shown doing adult-like things, such as writing poems, challenging the norm of a usual 13 year old kid. Fathers in past years have been considered to be stricter on their kids, teaching them discipline and to focus on school. Phil however does not follow that same norm, instead he try’s very hard even in fact goes out of his way to be a â€Å"funny† dad/husband. Challenging the societal norm of what is known as a typical father. Claire conversely is a very common stay at home, minivan driving house wife who looks after the kids. She reinforced the utmost ideological norms of what a middle class house wife should be like. Talking care of the kids and being a loving mother. Claire and Phil like a normal couple exchange only cards and go to a restaurant on Valentine’s Day which is what they’ve been doing for years. However this all changes when the couple decides to go role playing at a hotel. The two meet at the hotel bar and he â€Å"picks her up†, she then goes to the bathroom and comes back wearing her coat with no clothes underneath. As they prepare to go upstairs she gets her coat stuck in the escalator, which she cannot take off. The circumstances turn worse when they begin running into different acquaintances from work and school, all of whom recommend that she take the coat off. These sequences of event illustrate how much distinct Clair and Phil are from a classical couple, challenging the norm of the traditional couple. The norm for a 13 year old boy is quite simple, a goofy, mischievous, and fun-loving boy who is not very bright. This norm is supported in Modern Family through Luke (Clair’s son). As the episode begins Phil and Luke come running into the house laughing over something they call a water weasel, a water pipe attached to a nerf ball. Luke is the standard of a typical 13 year old. Phil however is not 13 yet acts like one at times, further challenging his norm of a typical â€Å"Dad†. The norm for the young teenage daughter has changed completely over the past decades, now the norm for a teenage girl is almost expected her to be rebellious, wild and care free. A norm which Haley (Clair’s daughter) most definitely reinforces. As illustrated in this episode Haley’s boyfriend Dylan give Haley a picture portrait of Haley and himself half-naked in bed, which of course terrifies her mom and she takes it away. Haley patently reinforces the norm of a typical modern day teenager. In conclusion, the norms presented in Modern Family are mostly challenged to that of a typical nuclear family as an ideal, but yet in some instances as in the case of Haley and Claire the norms of the young teenage daughter and the stay at home house wife are confirmed. The show does need a balance of both, to reinforce norms and challenge them to become a successful comedy. Most of the norms that are challenged are all done in a fun-making manner. The show for the most part encourages the viewer to work for or at least echo on the need for change in society. The episode mostly challenges thoughts of consumption and view’s the show’s audience as citizens not consumerist. Modern Family without a doubt offers us a look into what in today’s society is viewed as a â€Å"Modern family†.

Synthesis of Dibenzalacetone by Aldol Condensation of Benzaldehyde and Lab Report

Synthesis of Dibenzalacetone by Aldol Condensation of Benzaldehyde and Acetone - Lab Report Example Under basic conditions, the carbonyl group of acetone having an alpha hydrogen atom is converted to an enolate ion (Mc Murry, 1999, pp. 939). The enolate ion thus produced is a strong nucleophile and attacks the carbonyl group of the â€Å"accepting partner†, which in this case is benzaldehyde (Mc Murry, 1999, pp. 939). An alkoxide is formed as a result of this nucleophilic attack. The alkoxide then undergoes protonation by H2O, forming a â€Å"neutral condensation product†, hydroxyketone. This undergoes dehydration in presence of NaOH, forming an enolate ion, hydroxyenolate, which then forms Benzalacetone by loss of a hydroxyl group. Benzalacetone also has alpha hydrogen, which again forms enolate ion under basic conditions, similar to the first step. This enolate nucleophilically attacks another Benzylaldehyde molecule. Subsequent reactions are similar to those already discussed, leading to the formation of dibenzalacetone, the final product. Thus, two molecules of be nzaldehyde and one molecule of acetone are required to form one molecule of dibenzalacetone. O O O CH3 – C – CH2 – H CH3 – C– CH2 – H – C – OH- Acetone Enolate ion- nucleophilic attack on benzaldehyde O OH O O- CH3 – C – CH2 – CH – CH3 – C – CH2 – CH – OH- ?-Hydroxyketone Alkoxide O OH O CH3 – C – CH- – CH – CH3 – C – CH = CH – Hydroxyenolate Benzalacetone O – CH = CH – C – CH = CH – Dibenzalacetone (iii) Experimental: Benzaldehyde (80  µl), acetone (29  µl), and ethanolic NaOH (1.0 ml) were used in this experiment. The reaction was carried out in a conical vial containing a magnetic spinvane, according to the procedure specified in the SC214 practical manual, page 41. Filtration of the product was done using a Hirsch funnel, and the Craig tube method was used for purification and recrystalliz ation of the product as per the SC214 practical manual, page 42. Melting point and IR spectrum were also obtained for the characterization of the product. (iv) Results: The weight and yield of the product (dibenzalacetone) are calculated as follows: (1) Calculation of mass of the product: Weight of glass= 37.458 g Weight of glass along with Dibenzalacetone crystals= 37.502g Therefore, mass of Dibenzalacetone crystals= 37.502 – 37.458 = 0.044g (2) Calculation of yield of the product: % Yield of Dibenzalacetone = Benzaldehyde is the limiting reactant in this experiment No. of moles of Dibenzalacetone= = = 0.001877 = 1.87 ? 10-4 moles No. of moles of Benzaldehyde= = = 0.000784 =7.84 ? 10-4 moles Since 2 benzaldehyde molecules are involved in each reaction, =7.84 ? 10-4/2 = 3.92 moles % yield of Dibenzalacetone= = = 0.477?100 = 47.7% Therefore, % yield of Dibenz

Legal Handbook Essay Example | Topics and Well Written Essays - 1500 words

Legal Handbook - Essay Example e district of Arizona and the Cartwright School District 83 in Phoenix is to ensure that the learning of students is the primary focus of the their professional time. Secondly, the legislature stipulates that it is the responsibilities of the teachers to hold their students to strict account for any inappropriate behaviour. Thirdly, the legislation requires teachers to record and maintain the attendance records for students on a daily basis. Fifthly, the legislation delegates to teachers, the responsibility of making the decision as to whether to allow a student to proceed to the next grade in the case of a common school or to issue a pass or fail to the student in the case of a course in high school. However, decisions in this regard can be overturned by the procedures stipulated in section 15-342 under the Arizona state legislature. Lastly, the legislation stipulates that teachers have a duty to comply with all the rules and policies that have been developed by a school’s go verning body (Arizona State Legislature). The case of Spanierman versus Hughes was a federal court case in 2008 whereby Spanierman who was a teacher at the Emmett O’ Brien High School in Connecticut failed to overturn the decision by the school board not to renew her contract because of engaging in actions that are disruptive to school activities via her MySpace page (Neuburger, 2008). This case law affirm the fact that the failure of teachers to abide by the rules and policies can lead to detrimental consequences such as dismissal from work. According to Osborne and Russo (2011), teachers enjoy certain rights that include right to receive notice of termination and even right to a fair hearing when an issue arise. Secondly, under the bill of rights in the first amendment teachers have been... This essay stresses that the law in Arizona and in the Cartwright School District 83 in Phoenix limit the content or the subject that teachers can teach and/ or discuss in the class. The law stipulates that teachers should only present to the class contents that are relevant and even consistent with the responsibilities that have been stipulated for teachers and they should avoid introducing topics or subjects that have political or personal agendas in the classrooms. This paper declares that while deciding a case against academic freedom the court of law would normally take into consideration the experience, the grade level and even the age of the students involved in the case. In the case law Hardy versus the Jefferson Community College, 260 F.3d 671, the contract of a professor was not renewed because of a complain that was filed by an African American student who was protesting the professor’s use of the term â€Å"nigger† and â€Å"bitch† in the classroom. The introduction of such topics or discussions by the professor was a violation of academic freedom. The law in Arizona and in the Cartwright School District 83 in Phoenix accords teachers the right to freedom of association of which under the national constitution it is the first amendments, which accords the citizens of the state the right to peaceful assembly. The right to freedom of association therefore allows public school teachers in the Cartwright School Distric t 83 in Phoenix to join any labour or professional organization of their own choice, run for an elective public office, and even form association of their liking or profession.

Wal-Mart v. Dukes Research Paper Example | Topics and Well Written Essays - 750 words

Wal-Mart v. Dukes - Research Paper Example The case passed through the district court, ninth Circuit, ninth Circuit en banc and finally to the US Supreme Court in which the Supreme Court reversed the decision of the ninth Circuit en banc on numerous grounds which attracts vehement support on my part. 1. Arguments in favor of the Supreme Court decision There are numerous reasons for the correctness of the decision of the Supreme Court, which may be found on the judgment itself as passed by the Supreme Court, and summed up as follows: I) There must be a common mode of exercising discretion which should be present throughout the company and the respondents in this case were unable to show it. It was unbelievable to conclude by the justices that all the managers would exercise discretion in a common way without any common direction. (Wal Mart 15-16). II) The statistical evidence which was provided by the respondents was insufficient to prove their theory on a class wide basis even if it is taken that they were correct prima facie (Wal Mart 16). III) As per Rule 23(a) (2), it was to find out whether even a single common question existed between the class in order to determine commonality for a class action and found by the court that as the respondents could not provide any convincing evidence to show that a companywide discriminatory and promotion policy existed, the existence of any common question is not established (Wal Mart 19). IV) The respondents also provided anecdotal evidence in support. Respondents submitted about 120 affidavits, which is equivalent to 1 for every 12,500 members in this case. Half of the reports are concentrated only on six states and half of all the States have only one or two cases of sexual discrimination. 14 States have no anecdotes. Even if all the accounts are taken to be true it does not show that the whole company operates under a common policy of discrimination (Wal Mart 18). V) If the plea for monetary relief of the respondent under Rule 23 (b)(2) Civil Procedure is take n into consideration ,it was not correct as Federal Rule of Civil Procedure 23(b)(2) is for injunctive or declaratory relief and not for monetary relief (Wal Mart 20). VI) Commonality requires more than an alleged common violation of the same law (Hyman). The mere claim that they have suffered a Title VII injury won’t be enough to give rise to class action; they must have some common contention in addition (Wal Mart 9). As such the respondent’s action under Rule 23 was not proper. 2) Impact of the decision on future cases Despite the legal accuracy and justification of the Supreme Court decision the decision may have some bad impact so far future cases on the same issue are concerned. The impact may be summed up as follows: I) The court’s decision of reversing the case can harm the enforcement of civil rights and employment discrimination laws. The Supreme Court’s decision of decertifying the Dukes class action may make it hard for other plaintiffs to bri ng class actions depending on the court’s reasoning (Wal Mart v. Dukes 10). II) The fact is that in the instant case the Supreme did not rule on merits of the plaintiffs claims and this may be the reason that Wal Mart may face thousands of individual or multiple-plaintiff lawsuits alleging that a particular manager had discriminated against women (Murray 2). III) It will be difficult for the plaintiffs to obtain class certification in all cases. After the decision on this case, it

Considering the Concept of Perfection at Systemic and Individual Essay - 5

Considering the Concept of Perfection at Systemic and Individual Levels - Essay Example The systemic level will present a clearer picture of the imperfection nature of the world. Further, a relationship will be created between perfection and how it narrows down to individuals respect. To achieve perfection, there is a need to have some reference. Perfection is a relative concept and as such, no one can claim it. To say that one is perfect is to say another is not. Individuals must always try to be above their current status. (Krishnamurti, 13) This is part of the nature of human needs. This is one of the main reasons why individuals cannot be perfect. The study will attempt to rely heavily on the works of Krishnamurti (1895-1986) Krishnamurti (9) notes that individuals have the ability to free themselves from the tyranny which is presented by the society. It is through these ways that he has studied imperfection. He notes that imperfection may be appreciated, cognizant to the fact that reality is an elusive and relative concept. People’s minds are clouded with perception, which impedes their ability to think and make logical decisions. (Krishnamurti 10) Mostly the receptor organs determine how individuals reason. These factors reflect whether what individuals say are perfects or are not. Since there is no accuracy in perception, individuals cannot be completely perfect in their quest. We surrender ourselves to authorities. When we get foolish enough to receive systems as presented to us, then we would be merely copying, imitating, conforming as well as accepting and therefore if we do not do that then we would be creating conflict between us and the authority. Krishnamurti (9) reveals that accuracy may only be achieved through the combination of senses and critical reasoning.

Economic Cycle Research Paper Example | Topics and Well Written Essays - 1250 words

Economic Cycle - Research Paper Example These fluctuations are what are referred as economic or business cycles and distinguish recessions from expansions. Recessions or depressions â€Å"are period of economic decline, expansion/boom of economic prosperity, and inclusive of the ebbs and flows of economic activity make up economic/business cycle† (Romer, â€Å"The Business Cycle†). Today, most economic experts tend to determine these cycles by identifying the turning and on-trend points through different methodologies like use of the level of output or level of output gap. Though economic cycles can be traced before WWII upon various economic crisis, much of the concept today adopted the classical work of Burns and Mitchell, who characterized them â€Å"as fluctuations of output around the growth path that occur with a frequency of three to five years† (Araujo 6). With a complete set of data for the period and greater understanding of the existing economic indicators, one could determine the amplitude and duration of the economic cycle, and the co-movement of economic activities involved when comparing several economies. Experts use economic indicators to forecast and explain the causes of the economic cycles. Considering there are recurrent seasons of booms and depressions, different events, policies and decisions applied or adopted by the involved parties must have occurred to either stimulate a shock or recovery after recessions. An economy is said to be at full employment when it achieves a level of production, when all the inputs to the production process are actively used, inflation remains constant, and output is within the normal range (Romer, â€Å"The Business Cycle†). Changes in factors that influence deviation from this normal production could trigger inflation and push the economy either beyond or below the full employment range to cause cycles in an economic performance. Below are the influencing factors; monetary policy, public spending, prising,

Business law Term Paper Example | Topics and Well Written Essays - 250 words

Business law - Term Paper Example In this instance, Christopher has to fulfill the condition precedent that is the prerequisite for him to be awarded the inheritance. Luckily, he was already employed as a Marketing Liaison Officer in one of the local hotels in the city. He immediately took possession of the beautiful house left in his care and all the assets that went with it. The first evening he was alone, he decided to watch a film in the Sunnie 60† flat screen television. He was shocked as he turned on the TV when he saw that there was an ugly discoloration on the entire face of the screen, which looked like large blotches of ink thrown at the TV. He checked the records pertaining to the television, and he found out that it was purchased within six months for $5,000.00. He is aware of the warranties that go with the television unit. He browsed over the shrink-wrap agreement that he found in one of the drawers in the office. The shrink-wrap agreement is usually attached in the box of the unit, the contents o f which probably had not been discussed with the buyer. He discovered the conditions of the services that may be rendered for the unit bought and the terms of the warranties. To make it look more official, the conditions are written in various languages, and in very fine prints, to discourage the purchaser from reading it. The following morning, he complained to the dealer of Sunnie, which is the Sunrise Appliance Store, and he was told that the store could not honor the warranties in this instance because the problem was caused by excessive use of the unit. They can repair it, but they would have to charge the cost in the amount of $2,200.00. They pointed out under section E found in the shrink-wrap agreement, that it said, â€Å"Excessive use is specifically not covered by any warranty.† Christopher was quick to anger. Luckily he brought his lawyer with him.

Discuss how demand-side policies and supply-side policies can be used Essay - 1

Discuss how demand-side policies and supply-side policies can be used to stimulate economic growth - Essay Example Literature has shown both the policies have relative influence on economic growth (Ajisaf and Folorunso, 2002). The purpose of this paper is to analyze the impact of monetary and fiscal policies on economic growth. Various studies reveal while money supply has a positive impact on economic growth performance, the choice of inflation rate has no substantial impact on economic growth performance or GDP growth rates. This paper also highlights the implications of the great recession of 2008-2009 on microeconomic theory and policy. In general, both fiscal and monetary policies look for attaining relative macroeconomic stability by maintaining stable prices and ensuring controlled inflation. Various studies show that that monetary policy alone is not capable enough to control inflation, and therefore, it should be supported by other fiscal, non monetary and non fiscal measures. Fiscal measures are extremely efficacious to control government expenditure, public and private investment, and personal consumption expenditure. Policies for taxation and public spending are formulated and implemented by governments all over the world. These policies have been the central point of economic and political debates, and can have greater influences on economic growth. Having existed for long time, the debatable topic in economic theory, research and economic policy-making is the effect of fiscal policy on economic growth. Economists mention fiscal policy as being an important determinant for growth. The population and techno logical progress are exogenous factors which drive steady rate growth in the neoclassical model. The growth rate can be affected by fiscal policy in transition to steady state (Esterly and Rebelo, 1993). Price stability is maintained by the central bank by controlling money supply in an economy. The money supply measure comes under monetary policy and this is the way through which

A Chat with Jesus Essay Example | Topics and Well Written Essays - 1250 words

A Chat with Jesus - Essay Example The high price of such experience shows the value found in wisdom, a treasure more valuable than gold and diamonds. As there are rare people who truly have the wisdom that promotes prosperity not only in the financial aspect of a person’s life but includes philosophical, psychological, emotional and spiritual prosperity; it is indeed important to consider the people a person deals with. If given the chance to speak with one person for twenty four hours, the choice would definitely the man who was crucified because of his claim that He is the Son of God. There are many courageous people who would claim what or who they are but probably would never dare to say that they the sons God. Being a prominent figure in the generation He lived with, Jesus never sought to be famous instead, he eluded political power which could have been easily his with the help of his supporters and the Jews who were unfairly treated by the Roman government. In a world where fame and fortune are importan t, it would be wisest to hear from one who has looked to better things rather than what is seen in the present. In addition, it would be a great advantage for a person to get himself involved in the spiritual discussions of a master, a teacher who knows about the centuries-old questions about life after death. The very reason why Jesus Christ was crucified was because of His claim of being the Son of God which, to the Pharisees’ and Sadducees’ point of view, was a means of equating one’s self with the Creator of man, God. This was considered blasphemous, for a man to consider Himself equal with God, yet Jesus with all the courage He could muster and despite the knowledge of what disaster awaits Him, Jesus still declared Himself to be the man He claimed to be, the Son of the Living God, enraging the teachers of the law and endangering His life. One of the things people look up to these days, is the courage and boldness a person has in presenting himself, to be hi ghly applauded and well-considered. If indeed this is a need that is to be met in this generation for a person to be able to be competitive and successful, then listening to the advice of a person who had all the confidence in declaring himself to be the Son of God, would be a great help. Many scholars study about confidence building as they see it important in a person’s life and probably, for a person to be able to survive in a world like ours, one has to have the attitude of being sure of one’s self. Of course, not everyone is equipped with such confidence for even other great philosophers and prophets had their own slice of uncertainties. For Jesus, He was so sure of Himself that even if it meant death to Him, he still stood for what he believed in, for which, on another perspective, would be considered honorable and making him highly distinguishable. Fame and fortune are one of the things modern people chase but with Jesus, having all the abilities and capabilitie s, he chose to live a simple life, out of the limelight despite the good things He did. Surely, there is something more important in life than the aforementioned essentials of modern living. Getting an education about the matter would be a great experience with the teacher who could have the best reasons why He chose not to get himself involved in politics and other forms where he could acquire wealth. Reading books could inform me in years and probably provide me with all the information needed but authors may be misconstrued and readers forget. As mentioned earlier, speaking with a wise man face to face is far better than just

Systems of Social Stratification Essay Example for Free

Systems of Social Stratification Essay The caste, the class and the colour-bar are among the systems of social stratification. The main aim of this essay is to compare and contrast these systems as well as indicating their advantages and disadvantages to development. The essay begins with defining the key terms which include comparing, contrasting and development. It further goes on to define as well as explain social stratification itself, the caste, the class and the colour-bar systems respectively. The essay further talks about the advantages and disadvantages of these systems of social stratification and how they affect development. Lastly but not the least comes the conclusion of the essay. The term â€Å"comparing† can be defined as the way of coming up or finding out the similarities between two or more items. On the other hand, the term â€Å"contrasting† means finding out some differences between two or more items. However, the term development refers to the act or process of bringing positive change or improvement. It also referred as a multi-dimensional improvement in people’s well-being at all levels. Social stratification on the other hand is defined as a system by which society ranks categories of people in a hierarchy. The caste is the system in which people are categorised in a fixed arrangement of strata from the most to the least privileged, with a persons position determined unalterably at birth. However, class system is a system of categorising people which is based on individual achievement depending on their social and economic statuses. The colour-bar system on the other hand is the system in which involve inequalities between people and they are categorised on account of their skin colour or race (Giddens 2006). According to Joan Ferranti (1982), there are four fundamental principles of stratification: firstly, Social stratification is a characteristic of society and not just due to individual differences. Secondly, Social stratification persists over generations yet most societies allow some sort of social mobility or changes in peoples position. Social mobility may be upward, downward, or horizontal. This means that social mobility may increase, decrease or remain constant. Thirdly, Social stratification is universal but variable (it changes), and lastly Social stratification involves both inequality and beliefs. Furthermore, social stratification is a trait of society and not simply reflection of individual and it is universal, though it varies from society to society. Ferranti further indicated that Stratification is usually based on three major premises: Power which he described as the ability to impose one’s will on others, Prestige and described it as Horner given to someone by others and Property which he described as forms of wealth. If a person’s or group’s respect is given to know whether that person or group possess or does not possess certain traits, then it will be able to predictable with reasonable accuracy how this person or group is likely to fare in the social hierarchy. He also defined Social Hierarchy as a set of ranked statuses and Social Inequality as some types of people systematically experience advantages in society while other types of people are systematically disadvantaged in the society. This determination is based on who is socially advantaged and who is included among the ranks of the socially disadvantaged and it is on certain characteristics that these individuals possess and how society values or devalues these characteristics. Social stratification affects people’s lives and can be manifested in various ways in society (Ferranti 1982). As articulated in the above statements, social stratification is the system of classifying people in terms of gender, race, social-economic conditions, and many other conditions that affect their lives. Social stratification is divided into six major systems, but this assay concentrate much on explaining three of them as listed above. According to Hindson, D (1987), the caste is a system in which groups are separated from each other on account of religious rules of ritual purity. He indicated that this system has recently been practiced much in India and reflect on the Hindu religious belief where the caste system is more than two thousand years old. According to the Hindu belief, there are four major types of castes: The â€Å"Brahmans† mostly priests and scholars, the â€Å"Kshatriyas† warriors, rulers, and large landholders, the â€Å"Vaishyas† merchants, farmers, and skilled artisans, the â€Å"Shudras† labourers and unskilled artisans, However, there is an additional group called the â€Å"Harijans† Sometimes called untouchables,† they are ranked so low that technically, they are outside the caste system itself. According to Krishnamurti Badriraju (2001), the caste system has many advantages: It helped in the preservation of culture because it was passed on from one generation to another. Preservation of purity; because of its endogamous nature, it permitted marriage within the caste thus preserved purity for each caste. Division of labour; caste system required each individual to do work prescribed for each caste. It promoted co-operation within caste to preserve their culture and protect it from degradation from other caste. Caste system was also responsible for protecting the society from alien cultures. Furthermore, the caste system promoted permanency and continuity such that each caste had a permanent constitution to guide its behaviour and action. The caste system also improved living standards because each caste struggled hard to prosper. Badriraju did not only look at the positive side of the caste system but also looked at its negative side and came up with some disadvantages. The caste system was found to undemocratic. This means that it denied equal opportunity for advancement of people belonging to different castes. There was no mobility among the caste because each individual adopted the occupation prescribed for his/her caste. The caste system also prohibited physical contacts or communication between the Brahmin and the Sudra. Furthermore, the caste system is a class of idlers where Brahmins were well entrenched at the top of the social hierarchy and stopped devoting themselves to study, teaching and started living on alms provided by other castes. This made the low caste people to be oppressed regarding their place of living, movements and other activities and this was against the integrity of the nation. The caste system promoted discrimination by the false sense of superiority and inferiority between the Brahmin and the Sudra. Class system is a form of social stratification in which society tends to divide into classes whose members have different access to resources and power. An economic and cultural rift usually exists between different classes. In the early stages of class stratification, the majority of members in a given society have similar access to wealth and power, with only noticeable members displaying more or less wealth than the rest. As time goes on, the large share of wealth and status can begin to concentrate around a small number of populations. As the members of the community begin to spread out from one another economically, classes are created (Hawley, John Charles 2008). Karl Max saw classes as defined by peoples relationship to the means of production. According to him, the Capitalists (bourgeoisie) are people who own factories and other productive business and the proletariat are people who sell their productive labour to the capitalists. Marxs theory has been enormously influential and his work has been criticized for failing to recognize that a system of unequal ewards may be necessary to motivate people to perform their social roles effectively. According to Marxist theory in a class system, social stratification benefits the rich and powerful at the expense of the poor. Karl Marx also described two other classes, the petite bourgeoisie and the lumpenproletariat. The petite bourgeoisie is a small business class that does not accumulate enough profit as compared to the bourgeoisie, while the lumpenproletariat is a low life part of the proletariat class which include beggars, prostitutes and many others (Gimbutas, Marija 1992). Unlike Karl Marx who defined social classes in terms of ownership of the means of production, Max Weber identified three distinct dimensions of stratification. He argued that social standing consists of three parts or dimensions: class, which he regarded as determined mainly by economic standing or wealth; party, which was equivalent to political power; and status, or social prestige and honour. Following Webers lead, contemporary sociologists often use the broader concept of social-economic status to refer to a persons ranking along several social dimensions, particularly education, occupational prestige, and income. He added on by saying that people had different qualifications and skills on the basis of which they can be differentiated. Wright, E. O. (1997), found the class system to have both advantages and disadvantage: It promoted group solidarity and co-operation between people belonging to the same class, it promoted hard work among the lower class as they strived to be as those the higher class, it also promoted pride on one’s success or achievement through hard working. For example, if a lawyer would be seen to the same as a garbage man and get the same salary, he would feel inferior and think that his hard work was in vein as has the same income with someone who did not spend 18 years in school. On a negative part, wright found the class system to be undemocratic as it denied equal opportunities for advancement of people’s belonging to different groups. Another system of social stratification is the colour-bar system (also known as the race system). Jeremy Seekings (2003) described it as a system which involves inequalities between groups of people by the colour or race of its people. Mainly these inequalities deal with the antagonistic action between the whites and black racial groups. The colour-bar is associated with the apartheid in South Africa where people were categorised in four groups: on top of the hierarchy being the whites (Caucasians) followed by the coloureds, then the Asians (mongoroids) and lastly, the black (negroids). This system is also associated with discrimination and prejudice. Furthermore, the system is characterised by racial segregation where racial or ethnic groups inhabit the same territory but do activities separately also termed as â€Å"mix but not combine†. Similarly to other systems, the colour-bar also promotes solidarity among groups of the same race by the preservation of culture because it passed on from one generation to another. However, the colour-bar system was found to have more disadvantages than advantages because promoted racism, discrimination, prejudice, stereotyping, and ethnocentrism because people in the lowest category could feel to be more inferior. In comparing the three systems of social stratification, it would be found that they have some features in common; at the same time they would be found to have some differences depending on how they occur or practiced. According to how scholars have been describing each of these systems, they all come to a common conclusion of classifying people into different categories, they share the same principles as well as dimension which are: wealth, power and prestige. Although these systems share the same principles and dimensions, it is clear from their descriptions that they vary in the way they are practiced. The caste system is a system in which groups are separated from each other on account of religious rules of ritual purity, and the class system as articulated by Karl Marx is a system where people are classified on account of ownership and non-ownership of the means of production. Furthermore, it is a system where people are classified depending on their social and economic statuses. On the other hand, the colour-bar system as shown by Jeremy Seekings (2003), it is a system which involves inequalities between groups of people by the colour or race of its people. However, this clearly shows that although these systems of social stratification have some similarities, they are different in the actual way they occur. During the Conference on Race in Durban in 2001, Dalit participants made out a strong case that caste discrimination was not different from race discrimination and casteism was no different from racism [United Nations 2001]. The Indian Government rejected this equation, just as it rejected calling Indian forest dwelling communities as ‘indigenous peoples,’ though its own terminology of ‘adivasi’ means exactly that. It has maintained that such classifications are not rigorous enough. The Indian government apparently has forgotten that it was the intervention of the Indian delegation in 1965 that forced the International Convention on the Elimination of all forms of Racial Discrimination [CERD] to include the term ‘descent’ as a factor. It has also been pointed out that in practice racial and caste discrimination coalesce â€Å"be it exclusion, inequality, institutionalised prejudices or discrimination† (Khan 2010). On the other hand, the colour-bar system is different from the class system in many ways: the colour- bar is a closed system of social stratification whereas the class is open. This means that in the colour-bar system there is little or no interaction between people of different colour/race, but people of different classes are free to interact in the class system. Social mobility is restricted in the colour-bar system, and open in the class system. Inequality is based on one’s skin colour in the colour-bar system whereas in the class system, it is based on one’s social and economic status. In the colour-bar system, the lowest race (blacks mostly) are denied development opportunities, whereas in the class system everyone is not hindered but eligible of developing his status. The colour-bar system does not allow marrying outside the race (it is endogamous), and this is what makes it similar to the caste system (John S 1983). John did not only look at the differences between these systems, but he also talked about their similarities by outlining that they both have elements of slavery because in the colour-bar system, the whites exercise absolute control over blacks and in the class system, the owners of the bourgeoisie exercise absolute control over the proletariats. Little do these systems of social stratification contribute to development, Davis and Moore argued that the most difficult jobs in any society are the most necessary and require the highest reward and compensation to sufficiently motivate individuals to fill them. This promotes development as it makes people work hard (mostly academically) in order to acquire those positions. However, this argument has been criticised by many scholar as it only apply to the class system and not the caste and the colour-bar where one cannot change his race (the new york times 2005). Since development comes through hard work, these systems play a vital role in promoting development because those in lower class work hard in order to become like those in higher class. However, this development is limited to the class system because it does not occur at a broader level in the caste and the colour-bar systems but occurs within the particular caste or race. The reason is that no matter how much one succeeds in these two systems, he will remain a black, coloured or Sudra. This can hinder development because a Blackman will feel it is better to remain poor and being looked down by a Whiteman than to succeed while still being laughed at. However, this same applies to the caste system where a Harijan thinks that even if works hard; he will not be as pure as the Brahmin. In summary, it would be concluded that these three systems of social stratification hinder development because they all involve inequalities between groups of people. For as long as these systems promote racism, discrimination, prejudice, stereotyping, and ethnocentrism, development cannot occur because people in the lowest category (such as the blacks, Sudra, harijan, the proletariats and lumpens) would feel to be more inferior and think that they cannot do anything where development is concerned. This analysis can be interpreted in a range of ways as regards the positions in society concerning the classification of people. Looked at one way, almost the whole of society can be considered as ‘a society of classes’. For this reason, Karl Marx advocated the attainment of classless society after the workers overthrow the owners of the means of production from power of which it has not been attained even today.

Impact Of Government Policies On Women Empowerment Sociology Essay

Impact Of Government Policies On Women Empowerment Sociology Essay This paper presents the impact of government policies on women empowerment. This paper firstly defines women empowerment and then list out the government policies on women empowerment in the various Five year plans. Then on the basis of the data collected, I compared the degree of empowerment in the rural and urban women. The degree of empowerment was measured on four indices which were:- womens mobility and social interaction; womens labour patterns; womens access to and control over resources; and womens control over decision-making. Introduction The past three decades have witnessed a steadily increasing awareness of the need to empower women through measures to increase social, economic and political equity, and broader access to fundamental human rights, improvements in nutrition, basic health and education. The principle of gender equality is enshrined in the Indian Constitution in its Preamble, Fundamental Rights, Fundamental Duties and Directive Principles. The Constitution not only grants equality to women, but also empowers the State to adopt measures of positive discrimination in favor of women. Defining Womens Empowerment Empowerment is a continuous process for realizing the ideals of equality, human liberation and freedom for all. Womens Empowerment, thus, implies equality of opportunity and equity between the genders, ethnic groups, social classes and age groups, strengthening of life chances, collective participation in different spheres of lifecultural, social, political, economic, development process, decision making etc. Naila Kabeer defines womens empowerment as the process by which those who have been denied the ability to make strategic life choices acquire such ability. This ability to exercise choices incorporates three inter-related dimensions: resources which include access to and future claims to both material and social resources; agency which includes the process of decision-making, negotiation, deception and manipulation; and achievements that are the well-being outcomes. Smt Renuka Chowdhury(Minister of State for Women and Child Development ) says that, Empowerment to me means self esteem self reliance self confidence. Sometimes one thinks if this was there, if that was there, this could have been done. But you dont need any of that if a woman is aware of her rights, of herself, if her self esteem is high, then she is empowered Governments Policies on womens empowerment The need for Womens empowerment was felt in India long back. Mahatma Gandhi had announced at the Second Round Table Conference(1932) that his aim was to establish a political society in India in which there would be no distinction between people of high and low classes and in which women would enjoy the same rights as men and the teeming millions of India would be ensured dignity and justice- social, economic and political. The countrys concern in safeguarding the rights and privileges of women found its best expression in the Constitution of India, covering fundamental rights and the directive principles of state policy. Articles 14, 15, 15(3), 16, 39, 42, 51 (A) (e) contain various types of provisions for equal rights and opportunities for women and eliminate discrimination against women in different spheres of   life. From the Fifth Five Year Plan (1974-78) onwards there has been a marked shift in the approach to womens issues from welfare to development. In recent years, the empowerment of women has been recognized as the central issue in determining the status of women. The Eighth Plan (1992-97), with human development as its major focus, renewed the emphasis on development of women. It sought to ensure that benefits of development from different sectors do not by-pass women. It aimed at implementing special programmes to complement the general development programmes and ensure the flow of benefits to women from other development sectors to enable women to function as equal partners and participants in the development process. The Ninth Plan (1997-2002) made two significant changes in the conceptual strategy of planning for women. First, Empowerment of Women became one of nine primary objectives of the Ninth Plan. Second, the Plan attempted convergence of existing services available in both women-specific and women-related sectors. The Tenth plan continued with the major strategies of Empowering Women as agent of social change and development. It adopted a sector specific 3-fold strategy for empowering women viz. Social empowerment, Economic empowerment and Gender justice. Inclusive and integrated economic, social and political empowerment with gender justice is how the Eleventh Plan envisions empowerment of women. New laws such as the Employment Equity Act, the Labour Relations Act and the policy of affirmative action, mean that employers (in the public and private sector) must introduce programmes, which ensure the representation of women in all professions and job grades, at equal pay and guarantees maternity rights. Government is also working to ensure that gender issues are mainstreamed in all its programmes and structures, and has created a gender machinery to monitor and advise government. This consists of the Offices on the Status of Women in the Presidency, Premiers and Mayoral offices, the Commission for Gender Equality, gender desks in departments and gender committees in Parliament and Legislatures. Measuring the Impact of Government Policies on Womens Empowerment Given the complexity of defining womens empowerment, I identified the following four indices that could lead to womens empowerment Womens mobility and social interaction; Womens labour patterns; Womens access to and control over resources; and Womens control over decision-making. Thereafter, I conducted a survey among the Rural and Urban houses of Allahabad and Varanasi to find out the impact of government policies on womens empowerment. Results and Findings I compared the data of the two areas and the results are as follows-: Womens mobility and interaction. The survey found that urban women are more mobile and begun to have new interactions with a range of officials. In all, the survey found that: 50% of urban women surveyed had visited new places and traveled longer distances; In comparison to this only 5% of rural women surveyed had visited new places and traveled longer distances. 94% of urban women surveyed had experienced new interactions with staff of institutions such as banks, district and block development organizations and NGOs . In comparison to this only 2% of rural women surveyed had experienced new interactions with staff of institutions such as banks, district and block development organizations and NGOs. Womens labour patterns. The survey finds major difference in gender division of labour. 71% of the urban houses surveyed men helped the women and only in 3% of the rural houses surveyed men helped the women. The extent to which men helped was related to The health of the woman (men helped more if women were sick) The type of household (men helped more in a nuclear household) The gender and age of the children (men helped less if girl children were present to help). There was a comparatively greater difference reported in non-domestic productive tasks. 40% of urban women who had taken bank loans reported a marked change in gender roles, and only 6% of rural women reported a small change. However, the income-generating activities of the majority of women (both Urban and Rural) in male-headed households (for which loans had been taken) continued to be managed by men (presumably, the womens husbands). Therefore, the changes in womens labour patterns were mixed, and not as positive as along other dimensions. There was little indication that womens control over their labour had undergone a marked change, and the survey noted that many women(both Urban and Rural) may simply have gone from undertaking paid work outside the home to becoming unpaid family labourers (in male-managed enterprises). Womens access to and control over resources. The survey also looked into womens access to non-loan-related resources and benefits, and particularly to common resources. In all the survey found that 70% of urban women had accessed to non-loan-related resources and benefits. Only 10% of rural women had accessed to non-loan-related resources and benefits. It seems that a number of the women undertook activities that would give their communities better infrastructure or services, for instance in water supply, child-care facilities, health care services and improved roads. In this sense, they played a key role in promoting changes in collective access to resources. Womens control in intra-household decision-making. The survey found that 83% of urban women play a significant role in intra-household decision making. Whereas only 5% of rural women play a significant role in intra-household decision making. There seemed to be a slight improvement in womens involvement in household decision-making in male-headed households, on such issues as credit, the disposal of household assets, childrens education, and family health care. However, the traditional gender-based divisions persist in intra-household decision-making. Women basically decide on food preparation, and men make the financial decisions. CONCLUSION It was found that the government policies on women empowerment are far more affective in urban areas than in rural areas. This is the reason why urban women are more empowered than the rural women .However, the empowerment of Rural Women is crucial for the development of the Rural Bharat. The remedy for empowerment lies in a strong will power and a gender just reform in the whole system covering the major interrelated issues of Economic welfare, Social justice and Education. It requires every segment of society, women as well as men; government, laws, judiciary, political parties and media.

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