Franklin D. Roosevelt s Accomplishments - 2007 Words

Franklin D. Roosevelt started his democratic political career in 1910 when he was elected to the New York State Senate due to his aggressive and effective campaign. He then went on to become the Assistant Secretary of the Navy in 1913 when Woodrow Wilson appointed him after he supported Wilson’s campaign (Hamby). While acting as the Assistant Secretary of the Navy, Roosevelt worked to expand the fleet and ordered the preservation of the Navy’s Aviation Division. The position gave FDR an insight to the administrative side of a piece of the U.S. Armed Forces and what was to come as Commander in Chief. After becoming paralyzed from the waist down from polio in 1921, Roosevelt returned to public light in 1928 being elected as the Governor of New York. He worked as a reform governor and created social programs to benefit the state which allowed him to have a strong support base in the most populous state at the time. 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Who Is Nominated Best Speaker - 772 Words

There have been some arguments as to who should be nominated best speaker in History. Indeed, choosing the best speaker in History is not an easy task. We should keep in mind that one of the most important criteria for someone to be the best speaker in History is that their speeches must have a lasting impact on their audience (Mckay). Namely, they must effect change, in thought or deed, in their audience. With this in mind we can see how some try to argue against the fact that this is what Winston Churchill did. One argument people might pose against Churchill, being nominated best speaker in History, is that Churchill was a naturally good speaker and didn’t have to hard as a speaker. First off even if someone was a naturally gifted speaker why should that disqualify them from being named the best speaker in history? If they used that gift to positively impact others, it should not matter. Anyway, Churchill did not have the natural gift of public speaking. 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A Time Series Analysis of the Adjusted Closing Stock Prices Free Essays

Table of Contents 1. ?Introduction 2. ?literature review 3. We will write a custom essay sample on A Time Series Analysis of the Adjusted Closing Stock Prices or any similar topic only for you Order Now ?Introduction 4. ?Methodology INTRODUCTION Google Inc. is an American multinational corporation which provides Internet-related products and services, including Internet search, cloud computing, software and advertising technologies. The company was founded by Larry Page and Sergey Brin while both attended Stanford University. Google was first incorporated as a privately held company on September  4, 1998, and its initial public offering followed on August  19, 2004. The company is now listed on the NASDAQ stock exchange under the ticker symbol . The company’s mission statement from the outset was â€Å"to organize the world’s information and make it universally accessible and useful†, and the company’s unofficial slogan is â€Å"Don’t be evil†. In 2006, the company moved to its current headquarters in Mountain View, California. Objectives 1. To fit a multiple regression model to a data set comprising the put, call and strike prices of a stock belonging to a company listed on a known index. 2. To use the BSM Model to which provides a mathematical science for the pricing and hedging of European Call and Put options as the American Options market 3. We wanted to analyze the data for Google option prices from the S;P index over the past and present time periods in order to be able to forecast the future. Literature Review 1. Put call parity In financial mathematics, put–call parity defines a relationship between the price of a European call option and European put option in a frictionless market —both with the identical strike price and expiry, and the underlying being a liquid asset. In the absence of liquidity, the existence of a forward contract suffices. Put–call parity requires minimal assumptions and thus does not require assumptions such as those of Black–Scholes or other commonly used financial models. 2. Black-Scholes Model The Black–Scholes model or Black–Scholes-Merton is a mathematical model of a financial market containing certain derivative investment instruments. From the model, one can deduce the Black–Scholes formula, which gives the price of European-style options. The formula led to a boom in options trading and legitimized scientifically the activities of the Chicago Board Options Exchange and other options markets around the world. t is widely used by options market participants Methodology The data being analyzed consisted of daily past prices of silver traded on the S;P index since 14th May to 22 September 2012. The group was required to obtain data sets containing put, call and strike prices the data set of option expiring in more than 30 days but less than 100 The data was obtai ned from marketwatch. com on 14th May 2012 copied to excel and imported to R, with the stock price at $605. 23. The group chose options expiring on 22th September 2012 for the 1st data set, with 94 days to expiry. An average of the Bid and Ask prices of both the call and put options was then calculated as shown below. The values in the columns labeled â€Å"call†; â€Å"put â€Å"were calculated as an average of the corresponding Bid ; Ask call and put prices respectively. A number of statistical methods were applied to analyze the data on the R program. We first started by importing the data to the R program; below is a table showing the data. Strike | call| put| Strikesq| Adj Close| 295| 311. 75| 0. 45| 87025| 605. 23| 300| 306. 45| 0. 425| 90000| 613. 66| 305| 303. 1| 0. 45| 93025| 609. 15| 310| 297. 6| 0. 75| 96100| 612. 79| 315| 291. 4| 0. 5| 99225| 607. 55| 320| 286. 6| 0. 55| 102400| 596. 97| 325| 282. 75| 0. 6| 105625| 611. 02| 330| 277. 85| 0. 65| 108900| 607. 26| 335| 273. 4| 0. 775| 112225| 604. 43| 340| 266. 6| 0. 7| 115600| 604. 85| 345| 262. 1| 0. 75| 119025| 614. 98| 350| 256. 7| 0. 8| 122500| 615. 47| 355| 253. 3| 0. 875| 126025| 609. 72| 360| 248. 35| 0. 875| 129600| 601. 27| 365| 243. 45| 0. 925| 133225| 597. 6| 370| 237. 35| 1| 136900| 596. 06| 375| 232. 4| 1. 05| 140625| 599. 3| 380| 227. 45| 1. 05| 144400| 607. 45| 385| 222. 55| 1. 2| 148225| 609. 57| 390| 218. 85| 1. 325| 152100| 606. 7| 395| 212. 45| 1. 45| 156025| 624. 6| 400| 207. 9| 1. 525| 160000| 651. 01| 405| 202. 95| 1. 6| 164025| 635. 96| 410| 198. 15| 1. 65| 168100| 626. 86| 415| 193. 15| 1. 825| 172225| 630. 84| 420| 188. 4| 2. 025| 176400| 632. 32| 425| 183. 6| 2. 25| 180625| 635. 15| 430| 180| 2. 375| 184900| 642. 62| 435| 175. 25| 2. 55| 189225| 646. 92| 440| 170. 3| 2. 9| 193600| 641. 24| 445| 164. 6| 3. 025| 198025| 648. 41| 450| 160. 9| 3. 3| 202500| 655. 76| 455| 155. 15| 3. 55| 207025| 647. 02| 460| 150. 6| 3. 85| 211600| 649. 33| 465| 146. 8| 4. 05| 216225| 642. 59| 470| 141. 15| 4. 55| 220900| 646. 05| 75| 137. 65| 4. 95| 225625| 639. 98| 480| 132. 05| 5. 35| 230400| 633. 49| 485| 128. 5| 5. 8| 235225| 633. 98| 490| 123. 45| 6. 2| 240100| 625. 04| 495| 118. 65| 6. 75| 2 45025| 621. 13| 500| 114. 1| 7. 4| 250000| 615. 99| 505| 110. 75| 7. 95| 255025| 617. 78| 510| 105. 65| 8. 5| 260100| 605. 15| 515| 101. 35| 9. 45| 265225| 600. 25| 520| 98| 10. 25| 270400| 607. 14| 525| 93. 15| 11. 1| 275625| 606. 8| 530| 89. 55| 11. 95| 280900| 604. 96| 535| 85. 15| 13. 05| 286225| 614. 25| 540| 80. 6| 14. 15| 291600| 621. 25| 545| 76. 85| 15. 3| 297025| 622. 4| 550| 72. 9| 16. 35| 302500| 618. 25| 555| 69. 5| 17. | 308025| 618. 39| 560| 66. 05| 19. 2| 313600| 609. 31| 565| 62. 8| 20. 75| 319225| 609. 9| 570| 59. 15| 22. 45| 324900| 606. 11| 575| 56. 5| 24. 05| 330625| 607. 94| 580| 52. 75| 26| 336400| 614| 585| 49. 7| 27. 85| 342225| 604. 64| 590| 46. 7| 29. 6| 348100| 606. 52| 595| 43. 9| 31. 9| 354025| 605. 56| 600| 40. 95| 34. 35| 360000| 609. 76| 605| 38. 45| 36. 7| 366025| 612. 2| 610| 36. 1| 38. 85| 372100| 605. 91| 615| 33. 55| 41. 35| 378225| 611. 46| 620| 31. 05| 44. 15| 384400| 609. 85| 625| 29. 5| 46. 9| 390625| 606. 77| 630| 27. 35| 49. 75| 396900| 60 9. 09| 635| 25. 3| 52. 95| 403225| 596. 33| 40| 23. 2| 56| 409600| 585. 11| 645| 21. 6| 59. 2| 416025| 580. 83| 650| 19. 95| 62. 65| 422500| 580. 11| 655| 18. 6| 66. 15| 429025| 577. 69| 660| 16. 85| 70. 1| 435600| 579. 98| 665| 15. 6| 73. 95| 442225| 568. 1| 670| 14. 4| 77. 55| 448900| 569. 49| 675| 13. 3| 81. 35| 455625| 580. 93| 680| 12. 25| 85. 55| 462400| 585. 52| 685| 11. 05| 88. 25| 469225| 585. 99| 690| 10. 05| 93. 4| 476100| 639. 57| 695| 9. 55| 96. 45| 483025| 632. 91| 700| 8. 45| 102. 25| 490000| 628. 58| 705| 7. 75| 105. 25| 497025| 624. 99| 710| 7. 1| 110. 65| 504100| 629. 64| 715| 6. 75| 114. 75| 511225| 625. 96| 720| 5. 95| 119. 5| 518400| 623. 14| 725| 5. 65| 122. 65| 525625| 622. 46| 730| 5. 05| 128. 5| 532900| 650. 02| 735| 4. 55| 131. 95| 540225| 659. 01| 740| 4. 25| 137. 6| 547600| 668. 28| 745| 3. 95| 142. 35| 555025| 665. 41| 750| 3. 5| 147| 562500| 645. 9| 755| 3. 25| 151. 7| 570025| 642. 4| 760| 2. 975| 155. 95| 577600| 639. 7| 765| 2. 725| 161. 4| 585225| 64 0. 25| 770| 2. 525| 166. 45| 592900| 633. 14| 775| 2. 2| 169. 9| 600625| 629. 7| 780| 2. 125| 174. 75| 608400| 625. 82| 785| 1. 975| 180. 55| 616225| 630. 37| 790| 1. 775| 185. 45| 624100| 621. 83| 795| 1. 65| 190. 35| 632025| 625. 96| 800| 1. 525| 195. 15| 640000| 619. 4| 810| 1. 35| 205. 05| 656100| 618. 07| 820| 1. 175| 214. 95| 672400| 625. 63| 830| 0. 975| 224. 75| 688900| 625. 39| 840| 0. 825| 234. 95| 705600| 627. 42| 850| 0. 725| 244| 722500| 616. 05| 860| 0. 65| 254. 25| 739600| 623. 39| 870| 0. 525| 265| 756900| 623. 77| 880| 0. 475| 274. 55| 774400| 625. 65| 890| 0. 425| 284. 6| 792100| 620. 36| 900| 0. 375| 293. 45| 810000| 613. 77| 910| 0. 375| 304. 7| 828100| 599. 39| 920| 0. 3| 314. 45| 846400| 582. 93| 930| 0. 3| 323. 3| 864900| 588. 19| 940| 0. 275| 333. 25| 883600| 563| 950| 0. 25| 343. 25| 902500| 570. 11| 960| 0. 25| 353. 25| 921600| 580| 970| 0. 25| 363. 25| 940900| 580. 94| Fitting a Multiple regression Model From the results shown? 0=605. 997, ? 1=0. 995, ? 2= -0. 9979. The value of the stock at that point in time wasSt=605. 23. If significant, the estimate ? 2 was to be equated to -e-r (T-t) and the value for r equated. In this formula, T-t is the time to expiry of the options (94 days in our case) and r is the interest on a daily basis (short rate), which was then supposed to be annualized. Since all the estimates were significant, ? 2= -0. 9979=-e-r(94) r=-ln0. 997994=2. 236391*10-5 Annualizing r; r=2. 236391*10-5*250=0. 05592275=5. 2275%, which is the risk. The formula call(Ct)= 605. 997+0. 995put(Pt)-0. 9979(Strike(Kt)) was the model we used to derive values of call prices in relation to the multiple regression model. A plot of these call and strike options is shown below; If significant, the estimate ? 2 was to be equated to -e-r (T-t) and the value for r equated. In this formula, T-t is the time to expiry of the options (94 days in our case) and r is the interest on a daily basis (short rate), which was then supposed to be annuali zed. PROCEDURE FOR FITTING Finally we drew a graph of Call against Strike and this was the graph obtained. The code and resulting graph are shown below, GRAPH FOR CALL AGAINST STRIKE BSM MODEL METHODS To fit the BSM Model and generate theoretical call prices, we obtained and truncated historical data from finance. yahoo. com as shown in the column labeled ‘Adj. Close’ The code snapshot below created a function â€Å"BSM73† We then computed the BSM73 by using the given the data, annualized interest rate (r), stock price, strike price and days to maturity generates the theoretical call prices. The proposed model to be fitted to fit the regression model CtSt= ? 0+? 1KSt+? 2K2St+ ? t main purpose is so as to determine the values of ? ,? 1 ; ? 2 Procedure From the results shown, we get ? 0=1. 313950 , ? 1=-1. 959886, ? 2= 0. 001195. The value of the stock at that point in time was St=605. 23. PLOT BSM CALL PRICE (Yt) AGAINST STRIKE PRICES For data analysis conducted for September 2012 options with T-t=94 days and r=5. 922%, the proposed model can be used in option pricing. It can be concluded from the analysis that for options with a longer time to expiry and a smaller interest rate, the proposed model prices the options more accurately than the BSM model in the price ranges where most options are traded. TIME SERIES ANALYSIS The theoretical model for a time financial time series data is given by; Xt = Trend + ARMA + GARCH + WN Where WN is the white noise in the data. We assumed that the GARCH component is equal to 0 We proceeded to investigate whether indeed the data at hand had trend in it. We used the following tools in our investigation * Box plots * ACF * Histogram * Plotting the data Time series of the data. Summary of strike price data. Box plots ACF OF GARCH NOISE Code: ;y=log(strike) ; d=diff(y) ; garch=d^2 ; acf(garch,lag=100,main=†ACF of Garch Noise†) Histogram Code: hist(strike,main=†Histogram of ADJ Closing prices†) De-trending the data After having confirmed that the data contained linear trend, we proceeded to de-trend the data by; 1. Finding the natural logarithm of the data ;y=log(strike) 2. Differencing the data ;d=diff(y) We confirmed that the data the data was actually stationery at this point by using the following techniques; * Finding the ACF of the de-trended data and Plotting the de-trended data FIT ARMA (p, q) We found that an ARIMA (2, 2, 0) was the best model for our data FORECASTING We used the ARIMA (2,2,0) model to predict the adjusted closing share prices for the next 10 days: How to cite A Time Series Analysis of the Adjusted Closing Stock Prices, Essay examples

Bipolar Disorder Cause of Great Madness or Great G Essay Example For Students

Bipolar Disorder Cause of Great Madness or Great G Essay enius Essay written by Is bipolar disorder the cause of great madness or great genius? The symptoms of this mental illness may also be considered as the driving forces behind some of the most gifted and talented people to grace our society. Although individuals with this illness may have some obstacles to overcome, it can be accomplished. With all of the treatment programs that are widely available, people have many options and methods to turn to for help. Bipolar disorder, also referred to as manic depression, is a mood disorder. A person with bipolar disorder will have extreme mood shifts between mania, a state of highly elevated euphoric feelings, and depression, a state of despondency and despair. These shifts can take weeks, days, or even minutes to happen. The period between shifts will vary for each individual, depending on the severity of the disorder (Williams Wilkins, 1999, pp. 5-35). Approximately two percent of adults have this mental illness, and about fifteen percent of those adults will attempt suicide. Bipolar disorder affects both men and women and the affected rates are similar between different cultures and countries. Most people with bipolar disorder experience their first mood episode in their twenties, although it is not uncommon to experience the first episode during childhood or in late life (Bi-polar Disorder: Innovative Research in Health, 2000). Bipolar disorder is not a curable disorder, although it is treatable. Bipolar is among the most treatable of the psychiatric illnesses (Manic-Depressive/Bipolar Disorder, 2000). It is important for people who believe that they may need help to seek it as soon as possible because the earlier that bipolar disorder can be diagnosed the earlier treatments can start. Even after experiencing an episode, even after sensing that something may be wrong, individuals who seek help may not initially receive the correct diagnosis from a medical professional. Because of the similarity of symptoms, bipolar disorder may initially be misdiagnosed as panic disorder, schizophrenia, or attention deficit disorder (Bi-polar Disorder: Innovative Research in Health, 2000). Bipolar may also be difficult to diagnose because the person seeking help may not be telling the doctor everything the doctor needs to know to correctly identify the problem. Medical professionals may only diagnose a person as having depression because they have no knowledge of the excessive enthusiasm that the patient feels. It is important for individuals seeking medical help to be accurate and thorough in describing their feelings or symptoms (Manic-Depressive/Bipolar Disorder, 2000). A person experiencing a manic episode may have increased energy and/or racing thoughts. Feelings of euphoria and/or an increased pressure to talk may also be symptoms. A person in this stage of the illness may have uncharacteristically poor judgement and/or may be involved in some type of high-risk behavior, such as uncontrollable spending sprees, habitual reckless driving and/or participating in unusual sexual encounters and behaviors. Usually the individual denies that anything is wrong when in a manic state (Manic-Depressive/Bipolar Disorder, 2000). A person experiencing the depression state of bipolar disorder may have feelings of worthlessness and/or guilt. Decreased energy and/or loss of interest in once pleasurable activities may also be symptoms of clinical depression. A depressed person may have trouble concentrating and/or have trouble making decisions. Depression may also leave individuals contemplating suicide (Manic-Depressive/Bipolar Disorder, 2000). There are two classifications for bipolar disorder, bipolar II and bipolar I (Williams Wilkins, 1999, pp. 5-35). The combination and degree of mania and depression determine the type of bipolar illness. It is also determined by how long each stage lasts and the time frame of euthymia, having normal moods, between stages. The cycling of stages may overlap, which is referred to as a mixed episode. The diagnostic system that is currently being used by mental health professionals is the Diagnostic and Statistical Manual of Mental Disorders volume four, also known as DSM-IV (Manic- Depressive/Bipolar Disorder, 2000). A patient diagnosed as having bipolar II disorder has or has had at least one episode of major depression and is experiencing or has experienced one or more episodes of hypomania. Hypomanic episodes have the same symptoms of mania only to a lesser degree. .ua9bfb9688f7f14abbb73dfc00e222a09 , .ua9bfb9688f7f14abbb73dfc00e222a09 .postImageUrl , .ua9bfb9688f7f14abbb73dfc00e222a09 .centered-text-area { min-height: 80px; position: relative; } .ua9bfb9688f7f14abbb73dfc00e222a09 , .ua9bfb9688f7f14abbb73dfc00e222a09:hover , .ua9bfb9688f7f14abbb73dfc00e222a09:visited , .ua9bfb9688f7f14abbb73dfc00e222a09:active { border:0!important; } .ua9bfb9688f7f14abbb73dfc00e222a09 .clearfix:after { content: ""; display: table; clear: both; } .ua9bfb9688f7f14abbb73dfc00e222a09 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ua9bfb9688f7f14abbb73dfc00e222a09:active , .ua9bfb9688f7f14abbb73dfc00e222a09:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ua9bfb9688f7f14abbb73dfc00e222a09 .centered-text-area { width: 100%; position: relative ; } .ua9bfb9688f7f14abbb73dfc00e222a09 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ua9bfb9688f7f14abbb73dfc00e222a09 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ua9bfb9688f7f14abbb73dfc00e222a09 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ua9bfb9688f7f14abbb73dfc00e222a09:hover .ctaButton { background-color: #34495E!important; } .ua9bfb9688f7f14abbb73dfc00e222a09 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ua9bfb9688f7f14abbb73dfc00e222a09 .ua9bfb9688f7f14abbb73dfc00e222a09-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ua9bfb9688f7f14abbb73dfc00e222a09:after { content: ""; display: block; clear: both; } READ: Sectionalism 1820-1860 Essay It is important for treatment to start .

Annotations for Seabiscuit by Laura Hillenbrand Essay Example

Annotations for Seabiscuit by Laura Hillenbrand Essay The Preface describes just how famous Seabiscuit was back around 1938. Our generation has grown up in an age where horse races are not famous, but rather football and baseball games, rock stars, and political figures are. Seabiscuit had trains that were â€Å"Seabiscuit Limited† and there was even Seabiscuit revenue that sold like crazy. Seabiscuit, for my generation, could be comparable to the Big Ben of the Pittsburgh Steelers. Red Pollard, Tom Smith, and Charles Howard formed a team that carried Seabiscuit to the top. Vocabulary- Adulation- verb; To show excessive admiration or devotion to (pg. xvii) Throngs- noun; A large group of people gathered or crowded closely together; a multitude (pg. xviii) We will write a custom essay sample on Annotations for Seabiscuit by Laura Hillenbrand specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Annotations for Seabiscuit by Laura Hillenbrand specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Annotations for Seabiscuit by Laura Hillenbrand specifically for you FOR ONLY $16.38 $13.9/page Hire Writer ________________ Chapter 1; The Day of the Horse is Past; (pg.3-20) Summary- Chapter 1 introduces a main character, Charles Howard. He moves to San Francisco, California, with barely any money, and starts a bike repair shop. In San Francisco, the â€Å"horse-less† carriage arose which many were afraid of. Howard saw opportunity. He created an automobile repair shop. He then traveled to Detroit and met with the Will Durant, chief of Buick Automobiles, whom then hired Howard. On April 18, 1906, there was an earthquake in San Francisco. The horse carriages could not take the firefighters in the fire to save the injured and homeless people or to get rid of the dead. Howard let them use the three cars he had, which in turn worked and showed automobiles’ superiority. He had started a revelation. Howard then started doing daring stunts and races to promote a car’s durability. He was all over the press; whether in heroic stories of him winning a race or an ad for Buick’s, he had the limelight. In 1926, a rich, successful Howard took his wife out to Del Monte, and left their 15-year-old son, Frankie, at home. When they were gone, tragedy struck. Frankie had taken the car out with some friends to go fishing. On their way home, they were driving on a canyon road and saw a large rock, which he swerved to avoid. The car went down over the edge. Frankie’s spine and skull crushed, he was dead. Howard was devastated; he never quite got over it. In the 1920’s, if a man wanted to sin, California was not the place to be. So instead they traveled to Tijuana which was a town to go when you wanted to sin. There was alcohol, gambling, dancing, and cavorting all over the town. There, the Tijuana Racecourse was built; many called it ugly but had the first movable gates and photo finishes. Here Howard would sometimes travel. Charles’ son was married to Anita, who was pregnant. During her pregnancy, she asked her sister Marcela to come and stay with them. While she was there, she and Charles fell in love. Only a few more horses clopped down the streets in San Francisco, cars were the main attraction. Charles was rich, but bored, so he moved on to horseracing. Former pro baseball player Charles Strub lost everything in the stock market, he decided to build a racetrack and bring racing back to California. Only two conditions racing become legal again. One, tracks had to use the pari-mutuel wagering machine instead of the bookmakers. Two, wagering would be heavily taxed. Charles Howard went on the look for the best trainer. Connections- The town of Tijuana reminds me of Las Vegas, which is also known as Sin City. Both towns have many things that are frowned upon and when you go, you come back like it never happened.

Pride And Prejudice by Jane Austen

Pride And Prejudice by Jane Austen Free Online Research Papers Pride and Prejudice, by Jane Austen, is a remarkable novel depicting the complications between a man and a woman before and as they fall in love. Elizabeth Bennet, the protagonist, is a twenty-year old lady who is an active member in the simple country society in rural England. She lives with her parents and four other sisters. Elizabeth, or ‘Lizzy’ is an original, differing from the other girls in her town because she is sharp-witted and quick, and she has fiery spirit although she is only moderately pretty. The antecedent action occurs when a wealthy, handsome newcomer to the neighborhood, Mr. Bingley, falls in love with Elizabeth’s older sister Jane. Bingley brings one of his friends out visiting to the country with him. This handsome, wealthy man’s name is Mr. Fitzwilliam Darcy. However, the society soon discovers that Mr. Darcy is a disparate, solitary man, disliking most social frivolities. Lizzy’s first impression of him is undoubtedly negative, and Darcy shows no special feelings toward her, so their first meeting and their mutual indifference provides the initial incident. Elizabeth is a round and dynamic character. She changes her way of judging people, after a long interval of knowing Mr. Darcy. First she considered him unworthy of her company, he was so rude upon first acquaintance, and she was shocked and quite rude when he proposed to her and she declined. An example is found in the text: â€Å"It is natural that obligation should be felt, and if I could feel gratitude, I would now thank you. But I cannot-I have never desired your good opinion, and you have certainly bestowed it most unwillingly.† Austen: 175 (244) However, after beginning to know his personality throughout the rising action, and having him prove his love for her eventually, she allows herself to fall for him. This causes her to realize she should not finalize her opinion of people with no solid proof of their character. A great amount of the story occurs throughout the rising action. Lizzy’s cousin proposes to her and she declines but her best friend Charlotte accepts him. Mr. Darcy separates Bingley and Jane, so Jane goes to London. Lizzy travels to visit Charlotte and her new husband Mr. Collins. Lizzy runs into Mr. Darcy and finds he is visiting his aunt very nearby. They become well acquainted during few visits then. Soon after that, he proposes to Lizzy, but she is very angry with him for breaking up Jane and Bingley so she declines. The only virtual ‘antagonist’ of this story is Elizabeth’s family. Not her father, or her eldest sister, but her other sisters and, especially, her mother. Her mother is an extremely embarrassing and unsalutary factor in Elizabeth’s life, and she is so shallow and finicky, she can only be described as a flat and static character. Mrs. Bennet boorishly announces her dislike for Mr. Darcy often in front of him. All she cares about are money, jewels, and status, -the common precepts of that era and location- but not at all for goodness of character, or the happiness of her children. Other antagonists include Elizabeth’s sisters, Kitty and Lydia. They are extremely petty, fractious, and they waste away their days flirting outrageously with the officers stationed in their area. The disgrace the teenage girls bring unto their elder sisters is devastating, as because of Kitty and Lydia’s lack of class, the older Bennet girls are not considered a good enough match for Mr. Bingley and Mr. Darcy. When Lydia elopes with a more or less ‘ex-beau’ of Elizabeth’s, she causes great shame and worry without even realizing or regretting it. However, it provides Darcy with the opportunity to prove his love to Elizabeth by paying ludicrous amounts of money to force the wicked man to marry her sister. This tragic event is the climax of the story. The falling action transpires rapidly. First, Mr. Bingley and Jane become engaged, then that night Darcy’s aunt visits Lizzy. The mean lady tells Elizabeth to stay away from Darcy and decline any offers of marriage from him because she wants him to marry her own daughter. This results in Darcy coming to find Elizabeth the next morning to renew his proposal of marriage, which she unequivocally accepts, knowing she really does love him. The denouement occurs as Jane and Elizabeth are happily, lovingly wed with rich, high-class men. The conflicts that the protagonists overcome are mainly man vs. himself and man vs. man. Elizabeth prevailing over her first impression of Darcy is an example of a man vs. himself conflict. Also, Darcy surmounting his disapproval of Elizabeth’s family and upbringing issues is a good example of this kind of conflict. A model of a man vs. man conflict in this book is when Elizabeth stands up to Darcy’s aunt’s wishes and marries Darcy. Pride and Prejudice is, in fact, a very significant title. The word pride can be defined as ‘justifiable self-respect.’ The dictionary definition for prejudice is ‘an opinion for or against something without adequate basis.’ The whole novel revolves around these two simple nouns. When Darcy first comes to Lizzy’s small countrified town, he is considered ‘too proud’ because he haughtily avoided talking to the town’s inhabitants and only danced and spoke with his own party. What Lizzy discovers later is simply a form of shyness and uncomfortable unease, Darcy is judged negatively because of it. This causes Elizabeth to hold off admitting that she loved him for a long time, especially to herself, because she assumed he was a ‘proud’ man and not worth her time. General observations on pride can be found in several quotes: â€Å" Pride is a very common failing I believe. By all that I have ever read, I am convinced that it is very common indeed, that human nature is particularly prone to it, and that there are very few of the sore of some quality or other, real or imaginary. Vanity and pride are different things, though the words are often used simultaneously. A person may be proud without being vain. Pride relates more to our opinion of ourselves, vanity to what we would have others think of us.† (Austen: ch 5, pg 33) â€Å"His pride does not offend me so much as pride often does, because there is an excuse for it. One cannot wonder that so very fine a young man, with family, fortune, everything so in his favor, should think highly of himself. He has a right to be proud.† (Austen: ch 5, pg 31) Prejudice is also a hugely important word in this story. When Lizzy condemns Darcy as not worth her while, she is acting on a prejudice rooting from other people’s personal anecdotes regarding him. When Darcy resists falling in love with Elizabeth, he is acting on a very strong prejudice against her unorthodox family, her country upbringing, her unworthy bloodlines and fortune. After a while, he finds he cannot repress his feelings despite all of his prejudices toward Elizabeth herself and admits that he loves her. The book’s name, Pride and Prejudice, is important because basically it is because of these two words that there is such a story of Elizabeth and Darcy. Without pride, another woman may have fallen in love with Darcy earlier. Without prejudice based on pride, Elizabeth would have loved Darcy sooner. Without pride and prejudice, Darcy would have realized he loved Elizabeth sooner and therefore there wouldn’t have been a cause for a book on Pride and Prejudice and the story of Lizzy and Darcy to be told. In fact, this book’s original title was First Impressions, and that title would have been just as suitable. It is Lizzy’s first impression of Darcy that depicts him as prideful, creating an obstacle, and it is Darcy’s first impression of Lizzy that deems her linage and upbringing as unworthy, which was a prejudice of his. First Impressions would have been a title fitting for this book, but not as catchy or revealing as the title Pride and Prejudice. One of the themes that may be suggested by Jane Austen is not to judge on first impressions. As mentioned earlier, had Elizabeth and Darcy not wrongfully judged each other on their first meeting, they would have been happily wed much sooner. Another theme suggested is to not let family disgrace drag one down. Elizabeth had a less than exemplary family, with her fickle, obnoxious mother, a sharply satirical father, two sisters who are as shameful and simpleminded as their mother, and one sister who would rather be withdrawn from social gatherings, play music, and read to herself. However, she and Jane both managed to rise above these dead weights and attract wonderful, honorable men for husbands, even improve their family in others’ eyes by wedding these men. One more theme Austen might be implying is one should not let themselves be influenced by outside sources. An example of this is Darcy’s aunt. Elizabeth, thankfully, did not let herself be scared off from Darcy’s next proposal just because his aunt threatened her and ordered her not to marry him. Likewise, Darcy ignored his aunt’s ambitions and proposed to Elizabeth against her opposition. It was very difficult to choose a thematic question to write about. Almost every question ‘slightly’ pertained to the book and Austen’s theme, but none of them really stood out as ‘the theme that Austen wrote about.’ However, question four is probably the best question relating to this book because it is, in a way, opposite of the main characters. The idea that we are influenced most by the approval or disapproval of others is a very common situation. Most people will go so far as to change their own opinion of something according to their peers’ approval or disapproval of the said ‘thing.’ This is not the case with Darcy and Lizzy’s love. In the beginning of the book, Lizzy dislikes Darcy, with good reason. She is not a petty girl, susceptible to being swayed by others’ agreement. In fact, Lizzy most definitely has a mind of her own. Not caring about others’ opinion of her propriety, she walks a long distance to Netherfield to visit Jane when she is sick. Although Bingley’s sister is disgusted and Darcy is enraptured, Lizzy brushes off their opinions and goes about her way. She is not alone in thinking poorly of Darcy upon first meeting him, but she is not convinced to do so by other people’s judgments. She chose her side all by herself. The same goes for Darcy. The whole social group disapproved of his prideful and haughty behavior, but he did not change for them. He remained as solitary and arrogant as ever. Also, when his aunt seriously disapproved of Elizabeth, he heartily ignored her wishes and went straight to propose to Lizzy. I think that no author could create two such characters so perfectly opposing of others’ approval and disapproval than Elizabeth and Darcy. Therefore, I think that Austen’s theme is exactly contradictory to the thought that people are most influenced by the approval or disapproval of others than by what they think of themselves. The storyline of Pride and Prejudice is easy to connect personally to because its theme is a very common, everyday thing. All the time people are judging too hastily and going back on their decisions later. A few months ago, I met a girl from another town through a friend. It was the very first time I met her at a party and she drove home drunk that night. I immediately judged her as a stupid girl, not thinking smartly and endangering herself. After that night, I never really thought of her any more because I did not know her, but when her name came up in conversations I just brushed her off as brainless and ‘no friend of mine.’ Then one day I saw her in a mall and we started talking, and though I had not spent very much time with her I found she was a lot of fun to hang out with, and really nice to talk to. We decided to get together again that weekend. I found that the more time I spent with her, the more fun she was and she turned out to be a really pleasant girl. We are now very good friends, and I kind of had to go back on my earlier decision that I did not like her. I just did not know her very well and she really is a great friend, I just know not to depend on her for a designated driver! My personal anecdote is very similar to Elizabeth and Darcy’s story. They first judged each other unfavorably without getting to know each other. They were kept from falling in love a long time just because of their first impression of one another, and when they finally overcame that they fell madly in love. This slight mistake happens to many people in the world, myself included because of my poor decision on the girl who turned out to be a great friend. Pride and Prejudice is still universally acknowledged as a classic novel because it portrays the truth of human behavior, which basically has not changed since those times. A good example is the very first sentence in this book: ‘It is a truth universally acknowledged, that a single man in possession of a good fortune, must be in want of a wife.’ (Austen: ch 1, pg 11) This idea has not changed over the years. When a new young man moves to anyone’s neighborhood, even in this 21st century, he is likely to be the talk of the town for quite a while, and very many young eligible ladies will fancy that he will choose them. Another part of human behavior that has not changed is dysfunctional families. Family rivalries and disagreements cannot be avoided, in any area or time period. Lydia disgracing her family by running away with a man to be married is similar to anything that could happen today. Also, Darcy’s opposing to Elizabeth’s family is just a part of bourgeois behavior that is still found today. Money and wealth being coveted is a human instinct that will not change, and perhaps has even gotten worse since Pride and Prejudice was written. Mrs. Bennet was absolutely giddy with delight that her Jane was marrying into great wealth, and she threw her disputes with Darcy out the window when she heard that Lizzy would marry him, because he was unbelievably rich. Basically, that was all that Mrs. Bennet cared about. She just wanted all of her daughters to marry rich men and she would be content; ‘ â€Å"If I can but see one of my daughters happily settled at Netherfield,† said Mrs. Bennet to her husband, â€Å"and all the others equally well married, I shall have nothing to wish for.†Ã¢â‚¬â„¢ (Austen: ch, 3 pg 19) I thought that a gavel represents the theme of Pride and Prejudice quite well because the whole book is centered on people making judgments of each other. The gavel, used by a judge in a courtroom, is used to signify the final decision of something. Many judgments are made in this book. First of all, Elizabeth and her whole community decided that Mr. Darcy is a proud, disagreeable man. Darcy deems that Jane does not love Bingley as much as Bingley loves her, and he also decides that the Bennet family is unworthy of marrying into. This book is full of people assessing others and judging them commendable or not. I think that the gavel represents all of the verdicts that are reached in Pride and Prejudice. I choose a picture of a crow on a plate for the second visual text. There is an old saying about ‘eating crow’ that basically means to eat your words. People joke about ‘eating crow’ when they make a solid decision about something, go out of their way to back it up, and end up being wrong and being humiliated. In this novel, many people make publicized judgments and end up eating their words. Lizzy makes no secret about her dislike for Mr. Darcy all throughout the book. When she does fall in love with him, it is against her will and it surprises everyone, especially her. She then had to explain to her friends and family that she changed her opinion of him and she really did love him now, but it was embarrassing to her to have to go back on her words, or ‘eat crow.’ The case is essentially the same for Mr. Darcy. He went out of his way to keep his friend away from the Bennets, not wanting to get involved with their family because he deemed them u nsuitable. He was impartial to Lizzy for quite a while, and then when he realized he was in love with her he had to eat his words and explain to her and admit to himself that his earlier opinion was changed and he really did love her. Therefore, the proverb ‘eating crow’ can be applied to this novel in a few instances. Bibliography 1) Austen, Jane. Pride and Prejudice. London, England: CRW Publishing Company, 1813-2003. 2) Peter Davies. The American Heritage Dictionary of the English Language. New York: Dell Publishing Co., Inc, 1976. Research Papers on Pride And Prejudice by Jane AustenComparison: Letter from Birmingham and CritoHonest Iagos Truth through DeceptionThe Effects of Illegal ImmigrationHarry Potter and the Deathly Hallows EssayPersonal Experience with Teen PregnancyWhere Wild and West MeetEffects of Television Violence on ChildrenMind Travel19 Century Society: A Deeply Divided EraQuebec and Canada

Maternal vitamin D and brain development Research Paper

Maternal vitamin D and brain development - Research Paper Example However, scientists are conducting further studies to find the maximum possible quantity of Vitamin D intake for pregnant and lactating mothers, while considering any possible side effects of its higher dose intake. Nevertheless, it is an established fact that this supplement helps in the development of skeletal and brain of the fetus, during pregnancy without any malfunction. While deficiency of Vitamin D is common in female population of countries with less sunshine, it is more evident in women with darker skin pigmentation.. In addition, research has found that 9.2 percent females are having such deficiency against the 6.6 percent males. The benefits of Vitamin D intake during pregnancy include helping in development of strong bone structure, as its deficiency results in reduced bone mineral content for the newborn. Chances of miscarriage are reduced with intake of Vitamin D that produces immunological changes in the mother, during early stages of pregnancy. In addition, medical research has found a link between Vitamin D and medical abnormalities like schizophrenia, as its deficiency can effect the normal brain development causing such kind of malfunction during adulthood.(Hollis & Wagner, 2014) Research has also collected evidence that Vitamin D intake during pregnancy can help in preventing the development of immunological diseases like asthma, wheezing, allergic infections, diabetes and respiratory tract infections, after the child grows into adulthood. Skull bones are also strengthened by the intake of this supplement as its deficiency means week skull bone structure that can cause brain injury at the time of delivery. Several epidemiological studies suggest that while Vitamin D deficiency is common in almost all pregnancies, it is more prevalent in black women, as they represent 29 percent of the total females having low intake of Vitamin D, against 5 percent of

Media Plan Assignment Example | Topics and Well Written Essays - 3250 words

Media Plan - Assignment Example A media objective states what the planner wishes to accomplish. It is usually specified in terms of the target audience, reach, and frequency. The target audience is often defined by demographics, product usage and psychographics. Reach refers to the unduplicated proportion of an audience that is exposed to a media schedule" (Advertising Media) "To establish optimum impact of your media plan through cost-value planning, you need to select media based on which outlets (stations, billboards, newspapers, etc.) Provide the greatest effectiveness". (Media Moves) Additionally, for an effective develop of Media Plan, there are three basic issue to be considered, namely; a public relation goal, that is to determining to you focus your effort and stay on track. Others include resource to explore and the timeline. Is to make provisions of increasing awareness about Neurological disease, a view to increase more awareness about it, and to state why there is need to re-launch Moribund Health Case Health Charity. It is also aim to create ways of encouraging the general public to participate more actively than hitherto, while to add that new membership is highly welcome, with stating of the importance of this charity act. Moreover, it is also aim to notify people that the disease is curable as long as people put hands on deck and ready to contribute in no small measure. Media Route: The media channels the ought to be explores in order to reach to the targets audiences should be through press releases, newspapers articles, Radio and television programs and jingle, including seminars and speaking engagement. Evaluation of the Campaign Additionally, we need to explore some channels through which we will ensure that this campaign is successful no matter the circumstances. We can make evaluation of it success through Additional Membership: When some individuals decided to join the crusade, and when after they join continue to participate actively, with due contributions toward the success of wiping away neurological condition entirely in UK Participation of the Media: This will also signifies it success, when media continue to propagate for more participation, including special programs that will encourage other individuals and group of individuals to join for the betterment of UK people. The Rates of Sufferers Decrease: One of the reasons of re-launching of Moribund is of the needs to reduce drastically the sufferers of neurological condition in UK, if not completely wipe away. Thus when assessment is made, and found that in few times to come the rates of the sufferers is reducing, it also serve as testimony of it success. Launching Campaign: There is a need to organize event where some sufferers will be invited and thus getting them introduce to people via television stations and tell people that the sufferers are also human being, and they have future hope. Therefore they needs other people support by joining the Charity movement and contribute immensely toward that. Promoting the re-launching needs media propagation, both television and radio by organizing special programs aiming to encourage viewers to sympathies and join the charity movement. There is also need to publish leaflet and

External Validity Essay Example | Topics and Well Written Essays - 500 words

External Validity - Essay Example If the grades of the students seem to improve it cannot directly be concluded that the scheme was the factor which improved the grades. So in order to come up with a perfect conclusion all the external factors are also considered. In order to conduct a research and come up with a perfect solution all the threats to internal validity should be analyzed. If the threats to internal validity are not analyzed and controlled they can and might distort the result or conclusion of the experiment conducted. For e.g. in the above mentioned example other factors can also lead to the improvement of the grades. Other factors like the diet of students, concentration of the students etc. Hence if the researcher concludes that the scheme was the only factor which improved the grades of the students without analyzing other threats or factors he would possibly face several criticism. And his conclusion would not be confirmed until and unless all the factors that can affect the grades of the students a re reviewed. This shows that the threats to the internal validity have a great importance and a conclusion cannot be derived without controlling and analyzing these threats. An experiment is conducted to confirm the cause of a certain state, situation or action. If the threats posed to internal validity are removed a possible conclusion can be derived for the experiment conducted.

Personality and Organizational Commitment Relationship

Personality and Organizational Commitment Relationship ABSTRACT The objective of this study was to explore the relationships between the personality traits and organizational commitment among non teaching employees in government schools in the Sultanate of Oman. Data was collected by using Big Five Inventory (BFI) and revised Organizational Commitment Scale (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this study suggest us the relationships between personality traits and organizational commitment among non teaching staff in the government schools. KEYWORDS Affective commitment, big five-factor model of personality, continuance commitment, normative commitment, organizational commitment. INTRODUCTION This study explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational Commitment is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational Commitment with increasing interest and importance. Due to increasing interest of employers and researchers, organizational commitment has become highly researched job attitude. It is evident from the fact that commitment has been the subject of many meta-analyses (Cooper-Hakim Viswesvaran, 2005; Mathieu Zajac, 1990; Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. Theoretical reviews by Lawler (1992) and Reichers (1985) have also widely explored this attitude. This job attitude has become important for employers because employees with low levels of commitment are more likely to leave their organizations (Meyer et al., 2002). Research into Organizational Commitment has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antecedents to organizational commitment are like age; gender; education level; marital status; position and organization tenure; personality; and role states (Camilleri, 2002). Meyer and Allen, (1984); Grusky, (1966) and Mowday et al (1982) have thoroughly examined various relationships between antecedents and organizational commitment. This study was designed to contribute to the Organizational Commitment related literature by exploring the relationships between age, tenure, personality traits (using Big Five Model) and organizational commitment. THE FIVE-FACTOR MODEL OF PERSONALITY The Big Five model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the study of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five dimensions in Big Five model of personality are Extraversion, Conscientiousness, Openness to Experience, Agreeableness and Neuroticism. Each of the Big Five traits is a set of traits that tend to occur together in individuals (Kumar, Bakhshi Rani, 2009). Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to measure this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991). Conscientiousness refers to the tendency to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard working, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991). Openness to experience is a general appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It also reflects need for variety, aesthetic sensitivity, and unconventional values (McCrae John, 1992). Agreeableness refers to a tendency to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991). Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). ORGANIZATIONAL COMMITMENT Organizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is willing to exert effort to help it succeed (Herscovitch Meyer, 2002). According to Allen and Meyer (1990) Organizational Commitment is made up of three components or dimensions. First component is affective commitment and it refers to the employees emotional attachment to, identification with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization. DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENT RELATIONSHIP BETWEEN AGE AND ORGANIZATIONAL COMMITMENT According to meta-analysis by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). Therefore they would tend to be more committed to the organization. Thus, H 1: Non teaching employees commitment to the organization will positively relate to their age. RELATIONSHIP BETWEEN TENURE AND ORGANIZATIONAL COMMITMENT Various studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively related to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits such as pension plans (Mathieu and Zajac, 1990, p.8). Thus, H 2: Non teaching employees commitment to the organization will positively relate to their length of tenure. RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENT AFFECTIVE COMMITMENT Affective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus, H3: Non teaching employees extraversion will positively relate to affective commitment. CONTINUANCE COMMITMENT Continuance commitment refers to an awareness of the costs (economic and social) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997). Extrovert individuals tend to be more socially active and may develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore, H4: Non teaching employees extraversion will negatively relate to continuance commitment. Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may prefer to stick to same job instead of facing new work environment. Thus, H5: Non teaching employees neuroticism will positively relate to continuance commitment. Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,  deliberation  (the tendency to think carefully before acting), and need for  achievement. According to Organ and Lingl (1995), due to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore, H6: Non teaching employees Conscientiousness will positively relate to continuance commitment. NORMATIVE COMMITMENT Normative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus, H7: Non teaching employees extraversion will positively relate to normative commitment. METHOD SAMPLE A sample of 95 non teaching employees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and total job tenure as 8.21 years (SD = 2.9). MEASUREMENTS THE BIG FIVE The Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly disagree (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91). AFFECTIVE COMMITMENT Affective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.82. CONTINUANCE COMMITMENT Continuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88. NORMATIVE COMMITMENT Normative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89. RESULTS A factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244; Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot. Graph 01: Scree Plot Showing Eigen Values of Factors These variables within factors are correlated, is confirmed by the Bartletts test of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables. The table 01 comprises the means, standard deviations, partial correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained after running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affective commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of approximately all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent. DISCUSSION The findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988; J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts believe that their extraordinary service by providing congenial social environment may enhanc e the psychological contract with the organization (Watson, 2000; J. Erdheim et al. 2006). Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics. Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chances of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations. THEORETICAL AND MANAGERIAL IMPLICATIONS The results of the present study reflect that the role of personality is vital in the development of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc. Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002). LIMITATIONS AND FUTURE DIRECTIONS Furthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming research is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously. The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting. REFERENCES Allen, N.J., and Meyer, J.P. 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(1984) Testing the Side-Bet Theory of Organisational Commitment: Some Methodological Considerations, Journal of Applied Psychology, Vol. 69: 372-378. Meyer, J. P., Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538-551. Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace: Theory, research and application. California: Sage Publishers Inc. Meyer, J. P., Stanley, D. J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52. Mowday, R., Porter, L.W. and Steers, R.M. (1982) Employee-Organisation Linkages: The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA: Academic Press. Nummenmaa, T., Konttinen, R., Kuusinen, J., Leskinen, E. (1996), Tutkimusaineiston Analyysi , Analysis of Research Data WSOY, Helsinki, . Organ, D. W., Lingl, A. (1995). Personality, satisfaction, and organizational citizenship behavior. Journal of Social Psychology, 135, 339-350. Reichers, A. (1985). A review and reconceptualization of organizational commitment. Academy of Management Journal, 10, 465-476. Shepherd, J. L. Mathews, B. P. (2000). Employee commitment: Academic vs practitioner perspectives. Employee Relations, 22(6): 555-575. Watson, D., Clark, L. A. (1997). Extraversion and its positive emotional core. In S. R. Briggs, W. H. Jones, R. Hogan (Eds.), Handbook of personality psychology. New York: Academic Press. Watson, D., Clark, L. A., Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Watson, D. (2000). Mood and temperament. New York: Guilford Press. Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101. Personality and Organizational Commitment Relationship Personality and Organizational Commitment Relationship CHAPTER 1 INTRODUCTION Chapter Overview This study will focus on the relationship between personality and organizational commitment. This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary. Background of the Study Organizational commitment is a positive psychological state of attachment that pushes the employee’s performance upward to successfully turn the firm’s strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempted to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan. Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many of research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover intention, absenteeism, job performance, motivation and job withdrawal behaviors. Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job performance (Vandenberghe and Bentein, 2009; Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism. Researchers have identified different factors that can be affected for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has special contribution to the understanding of individual differences in behavior and experience. Individual’s personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2). Understanding employee’s personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individual’s personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990; John Srivastava, 1999) SSRN-id2220719. Most of the studies on organizational commitment focus on identifying the environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources mainly known as personalities are being ignored. A study done by Kumar †¦ (2010) stated that there is little attention given in investigating the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers Sdn Bhd, Bangsar. Problem Statement Research Questions Research questions of this study are: What are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd? Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? Research Objectives The research objectives of this study are: To identify the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd. To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. Scope of the Study This study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhd’s employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen randomly as research sample to participate in this study. The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness. For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured: affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. Significant of the Study Many researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010; and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees’ organizational commitment. Additionally, this study will help managers to understand more about employees’ personality and how they react toward organizational processes. Understanding employees’ personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help managers to increase employees’ loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company. Conceptual Definition 1.8.1Personality: Big Five Model Personality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is defined as the inner organization of psycho physiological system of a person to create a person’s unique behavior, feeling and thoughts (Lin, 2010). For this research, Big Five personality approach will be used to identify employees’ personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011). 1.8.2Organizational Commitment As Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that links an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organization’s goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment. Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (†¦,2001). Operational Definition Big Five Personality Big Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peer’s personality trait. The factor that concludes from Norman’s Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the â€Å"culture† dimension is changed to â€Å"openness† dimension (Lin, 2010). Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and retiring (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, contented and stable. Conscientiousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F†¦, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011). Organizational Commitment Meyer and Allen’s Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees’ emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this study, namely affective commitment, continuance commitment and normative commitment. According to Meyer and Allen (1997), affective commitment is the employee’s emotional attachment and participation of the employee in the organization. In this study, it refers to the employees’ emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employee’s obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization. Summary In conclusion, this chapter outlines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees’ personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.