Project Management Review Essay Example | Topics and Well Written Essays - 1250 words - 3

Project Management Review - Essay Example If outsourcers fail to re-document the message according to the individual requirements, it means that outsourcers did not get the content of the actual message. It is recommendable for the individual not to settle a response such as â€Å"Yes, I got the message’. Finally, the individual has to request outsourcers to create a prototype for the order placed. This prototype would be very helpful for the individual to ensure that outsourcers have absolutely understood his wants and needs. In order to make the communication between individual and outsourcers better, it is advisable to make use of pictures as they are more powerful tools for communication. In this way, everybody working on a placed order can thoroughly understand how the final product looks like. By undergoing these phases, an individual may ensure that outsourcers clearly understand his requirements. 2. It seems that a project manager’s trust is the key to exercising influence in an organization. A project manager deals with each and every aspect of a particular project, from creating a methodology for specific task completion to formulating a quick plan changes in response to unforeseen contingencies. While considering time-sensitive as well as cost consuming nature of modern business projects, the project manager’s trust is very vital to an organization’s financial success. ... uggests that every project team must â€Å"have sufficient checks and balances in place to insure against untrustworthy behaviors† either by project team members or by other concerned parties (Bourne, 2010). Therefore, a project manager’s trust is vital to make sure better accountability and thereby a positive reputation for the organization. A project manager’s stature also plays a significant role in contributing to organizational flexibility. Since the modern business environment is highly unpredictable, proposed project structure may need to be changed in times of contingencies. A project manager cannot delegate such last-minute changes if he has not earned the trust of his teams. 3. â€Å"Principled negotiation is an interest-based approach to negotiation that focuses primarily on conflict management and conflict resolution† (Principled negotiation). This concept mainly uses an integrative approach with intent to explore a mutually shared outcome. The concept of principled negotiations was firstly introduced in the book â€Å"Getting to Yes† which was published in 1981 by Roger Fisher and William Ury. The principled negotiation is based upon four key points which are illustrated below. 1. Separate people from the problem 2. Focus on interests, not positions 3. Invent options for mutual gain 4. Insist on objective criteria The first key point reflects the fact that relationship issues must be separated from substantive issues. According to Fisher, Ury, and Patton (1991, p. 21), popular problems mainly involve issues related to perception, emotion, and communication. Negotiating on interests does not indicate that it must be about things which people express as a want or need. Often, people tend to achieve extreme positions which are capable of confronting with

Blue Tooth Technology Essay Example for Free

Blue Tooth Technology Essay Bluetooth is an open standard for speech and data transmission. Besides the applications for this new technology, e. g. the wireless connection between mobile station and terminal equipment, also the structure of the Bluetooth system architecture is presented. The set-up of so-called short-range ad hoc networks (piconets and scatternets) will be introduced. Bluetooth wireless technology is an open, accepted standard for wireless communication which means that Bluetooth electronic equipment can communicate as long as they are within approx. 10 meters of each other, making it possible to transfer data, speech, music or images without a physical connection. The mobile telephone manufacturer Ericsson invented Bluetooth technology, naming it after the Viking King Harald Bluetooth. Just as King Harald Bluetooth united Denmark and Norway, Bluetooth technology â€Å"unites† various types of electronic equipment to form a coherent whole. Ericsson formed the foundation for Bluetooth as early as 1994, but the standard was not ready for use until 1998. The first Bluetooth products came on the market in 2000. Today, Bluetooth technology can be found in all types of electronic equipment – including mobile phones, mobile headsets, PCs, keyboards, mouse devices, printers, GPS navigation units, video cameras and pocket PCs – and new products are emerging every day. Today, Bluetooth technology is an essential everyday tool to be found in a variety of electronic equipment. The technology makes it easy to transfer speech between a mobile phone and a headset, a mobile phone and a pocket computer or images from a digital video camera to a PC. Even though two Bluetooth units can find each other and be connected, because they both comply with the standard, it may not necessarily make sense for them to speak to each other. For instance, a Bluetooth mouse would not profit much from a connection with a digital camera, or a headset with a keyboard. The basic requirement for Bluetooth units to be able to communicate is that they are located within 10 meters of each other. That is the range of the Bluetooth radio waves – at least under the current standard. The study intents to (1) know the key features of Bluetooth technology; (2) evaluate Bluetooth Special Interest Group (SIG) and its key role in maintaining specifications of the protocol, profiles, testing and qualification, interoperability and compatibility and; (3) how Bluetooth applies to wireless technology. II. Background As Bluetooth technology becomes more common, however, we will undoubtedly see CD players that send sound to amplifiers via Bluetooth, which then transfer the sound to speakers in the same way. A Bluetooth enabled pocket computer will automatically synchronise with a company’s diary and make sure that the day’s e-mails are ready to be read on the screen. And car radios will turn the music down and transfer the speech from a mobile phone when it rings (see â€Å"Bluetooth†. New Standard Encyclopedia, pp. 36-38). Moreover, the Bluetooth brand is now recognized worldwide on products with short range wireless communication capabilities. The brand is a label that is not a single company technology but is shared by many members of the Bluetooth SIG. The brand is applied to devices implementing the Bluetooth technology; even if it says little about the way the technology works (see â€Å"Bluetooth†. New Standard Encyclopedia, pp. 36-38). III. Discussion A. Features of Bluetooth Technology The logo for Bluetooth is based on Runes surrounding the legend of Harald Bluetooth. Bluetooth the technology is based on communications central to man’s own personal space. Fundamentally Bluetooth operates within the Industrial, Scientific and Medical (ISM) band at 2. 4 GHz. It is a short-range wireless communication standard defined as cable replacement for a Personal Area Network (PAN) (see â€Å"Bluetooth†. Grolier Encyclopedia of Knowledge, pp. 87-94). Figure 1 is the Bluetooth Logo. A cable replacement standard has been defined because cables limit mobility of the consumer; they are cumbersome to carry around, are easily lost or broken. Often connectors are prone to difficult to diagnose failures; or are proprietary. To counteract these limitations Bluetooth is designed to be light and portable. It can be embedded to take the riggers of physical knocks and shocks. It includes standards and protocols to make it mobile, robust, reliable and not limited to one manufacturer (see â€Å"Bluetooth†. Grolier Encyclopedia of Knowledge, pp. 87-94). The operating band also fits the goals of Bluetooth, imposing requirements as a cable replacement. The cost needs to be comparable with cable. Reductions can be achieved by operating in the licence free 2. 4 GHz ISM band, keeping backward compatibility wherever possible lowers the cost of ownership by avoiding upgrades and having a relaxed radio specification enables single chip integrated circuit solutions. It also needs to be as reliable and resilient as cable and cope with errors and degradation caused by interference. For mobile devices it must be compact, lightweight, low power and easy to use (see â€Å"Bluetooth†. Grolier Encyclopedia of Knowledge, pp. 87-94). A. 1 Frequency Hopping We have addressed the reasons for the Bluetooth without delving into the ‘nuts and bolts’ of the technology to discover how it operates. For the majority of countries the ISM band used by Bluetooth is available from 2. 40-2. 4835 GHz, although some countries impose restrictions. In this band Bluetooth uses Frequency Hopping Spread Spectrum (FHSS) techniques in order to improve its immunity from interference (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). In unrestricted countries the radios hop in pseudo random sequences around all available channels, this equates to 79 RF channels with a channel spacing of 1 MHz. Starting at a base frequency of 2402 MHz then the frequency of the channels, f, can be expressed as: f =2402 + n MHz where, n, is the channel number with an integer value in the range of 0 to 78. In restricted countries a limited frequency hopping schemes with just 23 channels is used and is catered for in the Bluetooth specification. Both hopping schemes have a 1 MHz channel spacing making it possible to design a simple radio interface whereby the baseband only has to specify a channel number and the radio multiplies this up to the appropriate frequency offset (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). In this FHSS scheme there are 1600 hops per second, which is a hop every 625  µs. Part of this hop timing is taken up by the guard time of 220  µs allowing the synthesizer time to settle. The frequency hopping implements time division multiplexing as shown in Figure 2. The basis of the scheme has the Master device transmitting in the first 625 us slot, k, and here the Slave receives. In the next slot k = 1 the Slave is permitted to transmit and the master listens (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). Figure 2: Frequency Hopping, master and slave interact on corresponding slots The radio must be able to retune and stabilise on a new frequency within tight time constraints. This is pushed further when establishing a connection; the hop rate can be shortened to every 312. 5 us. As the radios are constantly hopping to different radio channels, this ensures that packets affected by interference on one channel can be retransmitted on a different frequency channel. To further enhance resilience both ARQ (Automatic Repeat reQuest) and FEC (Forward Error Correction) form part of the specification (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). One drawback with the normal hop sequence is the time taken for production testing. Bluetooth ensures adequate frequency coverage with a test sequence allowing the radios to be tested at a faster rate (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). A. 2 The Bluetooth SIG and Specifications If the success of Bluetooth is measured by its initial interest alone then its prominence has already been assured. Before products were on sale, hundreds of companies joined the Bluetooth Special Interest Group (SIG) and the Bluetooth brand became recognized worldwide. Before investigating the technology further it is appropriate to comment about the role played by the SIG, the administrative structure of which is outlined in Figure 3. With membership of the SIG nearing 2500 members it is only right to look at how the SIG works to promote, shape and define the specification and position Bluetooth in the market place. Positioning of the technology is important when you consider other wireless technologies that share the same ISM band, e. g. IEEE802. 11b, HomeRF and DECT. Differentiation is key in avoiding confusion of potential users.

Free Essays - Blind Ambition in Macbeth :: Free Macbeth Essays

Throughout the play Macbeth, by William Shakespeare, the reasoning of Macbeth and Lady Macbeth is completely subverted and undermined by their insatiable ambition. Macbeth was at first reasonable enough to keep his ambition in check, however it eventually became to strong for even Macbeth and therefor over powered him. To the contrary, Lady Macbeth was overcome by her ambition from the very beginning. Reasoning was abandoned after the decision to kill Duncan was made. At that point we see no serious questioning of the motives of the three witches when they told their cunning and misleading predictions. Macbeth even went as far as to ask for their advise a second time - this second time would of course lead to his downfall. The decision to kill Duncan also signified the last serious attempt at moral contemplation on the part of Macbeth. Throughout the novel we see that the Macbeth's ambition completely subverted their reasoning abilities and eventually lead to their downfall. Macbeth, whom initially was a very reasonable and moral man, could not hold off the lure of ambition. This idea is stated in the following passage: "One of the most significant reasons for the enduring critical interest in Macbeth's character is that he represents humankind's universal propensity to temptation and sin. Macbeth's excessive ambition motivates him to murder Duncan, and once the evil act is accomplished, he sets into motion a series of sinister events that ultimately lead to his downfall." (Scott; 236). Macbeth is told by three witches, in a seemingly random and isolated area, that he will become Thank of Cawdor and eventually king. Only before his ambition overpowers his reasoning does he question their motives. One place this questioning takes place is in the following passage: "- Two Truths are told, As happy Prologues to the swelling Act Of the Imperial Theme. - I thank you, Gentlemen. - This supernatural Soliciting Cannot be Ill, cannot be good. If Ill, Why hath it given me Earnest of Success, Commencing in a truth? I am Thane of Cawdor. If Good, why do I yield to tat Suggestion Whose Horrid Image doth unfix my Heir And make my seated Heart knock at my Ribs Against the use of Nature?" (Shakespeare; I, iii, 125-135) Even as he questions their motives, he does not come to the logical assumption that these three evildoers are in fact pushing him down a path filled with evil and despair. He says that their visit "cannot be ill, cannot be good" and goes on to explain why it cannot be either of these two things.

Personality of Leader at the Workplace Essay

This paper is a critical discussion about the self-esteem of workers from the perspective of emotional intelligence through the psychoticism personality of leader in the workplace. Discussions are encircling the definition of self-esteem, emotional intelligence and psychoticism trait; impact; challenges and outlooks. In this new millennium, world is increasingly emphasized the development of human capital as a means of human resources in society, religion, race and nation. In fact, the development of human capital should be in line in the physical and material development of the country which is the rapid development is time to time. In the same tone, all employees in a workplace or organization are an entity of human resources should be an ideal capacity of human capital in terms of emotional intelligence in order to produce the quality of output. In short, the leader in the workplace should have a stable emotional intelligence for a good personality trait that can help create a fun work environment, thus increasing the level of employee self-esteem and motivation. However, if the leader was characterized by negative psychoticism trait, it was not only affects the emotion themselves, but also the emotional impact of workers and will be damage the quality of work. Obviously with this situation, the self-esteem among employees is to achieve their optimum level and thus can help achieve the percentage of success in realizing the vision and mission of the organization in particular and the country’s vision in general. The end of this paper will demonstrate the need for all leaders to have the emotional intelligence that is based on the strength of the ideal affective and personality as a catalytic force to help enhance employee self-esteem at the workplace. Key word: Self-esteem, Emotional Intelligence, Psychoticism Personality, Workplace Background Construction of a nation would have no meaning without the function and role of men as citizens to move the process of governance, administration, management, operation and control. The statement on the meaning of a country would not be complete without the combination of the functions of the elements of society and humanity. For a developed nation, it should be in line with the development of human capital in each of its citizens. Supposedly, determining factors of human capital is the main emphasis on knowledge and expertise among the people for creating a developed nation. Clearly, here, human capital or human resources are the most important entity in the organization compared with other sources that involve equipment, materials or procedures. As human beings, too, the human capital of first class is the main driver of the organization and determines success or failure of each vision and the mission of each organization. Human capital is the main man against the backdrop of diverse attitudes and behaviours that are centred on elements of cognitive (mind), affective (feeling) and psychomotor (physical). Along it, in the process of forming the personality, attitude and mentality, people are more heavily influenced by the belief system as a result of the sustained momentum of socialization experiences during her life since childhood. But at the same time, knowledge and expertise and the value entity of the factors are relevant to the variation in the determination of human attitudes and actions in the implementation of the treatment of personal responsibility, families, organizations, communities, religions, races and countries. In a similar vein, the human capital management should be in line with emotional and spiritual dimensions which is face of noble values and personality, nor translated into positive behaviour. In reality, the responsibility for managing human capital and the organization is not a relatively simple matter, especially if it is a multinational organization. The question would then arise whether a manager or a leader worthy to be a model in an effort to strengthening human capital through the trait of dynamic personality. Availability of many issues today have showed the existence of bias in the attitude of a leader of an organization that causes many problems exist between the leaders and the workers which is led to conflicts with the prolonged crisis that could eventually threaten the common aspirations. Similarly, humans created by the presence of important domains within the mind, emotions (soul) and physical. In a series of long, people with high in the minds and thoughts are usually admired by all and made n idol of the diversity of life strategies and the creation of a capability rocked environmental technology. The ability of the constant in the power of intelligent thought possible that the ability of other marginal triggered the empty spaces in a more profound nature and characteristics of emotion, soul and feelings. The gap exists between the mind and soul resulted in the progress of the past provides lessons for a thousand meanings, and refresh it back in the new rhythm and a new breath f or common sense to be appreciated for generations to come. Therefore, emotional intelligence or EQ in the present has start given special attention to the function and role in human life in order to improve the scenario the fact shortcomings, to see the country’s capacity to have a first-class citizen in every aspect. Thus, in this concept paper, the authors will highlight the discussion of the dimensions of psychoticism personality among leaders and the impact towards self-esteem employees through several elements in the emotional intelligence aspect. Stable personality in a person who assumed the leader to give a significant impact on the level of self-esteem workers also will affect the climate and working environment for the production of quality work that is more focused and based on ethical values and practices are in line with the personal universal human  and humanities. Strong personalities at the leaders will help the leaders in the governing of human capital more effectively and the objectives of the course will be easy to achieve it together. Purpose of Study The purpose of this study is to explore and discusses the influence of leader personality from the perspective of emotional intelligence (EQ) on employee self-esteem at workplace. This study was investigates too about the personality of leader which have a significant impact on the employee self-esteem and the way we discuss it is by the element of emotional intelligence aspect. Then we will see too how the psychoticism personality among leader will be impact to the employee self-esteem at the workplace. Conceptual of Self-esteem The appreciation or self is part of the elements in the concept of self-esteem where the judge is a part of you. In simple language, self-esteem also means that the extent of an individual is receiving, a love and respects them. Thus, self-esteem have close relationship with the extent of an individual is putting himself in a situation that feels that he is appreciated by others or not. In general, the availability of some models that is detailed in an effort to clarify questions about the aspects and causes the formation of high self-appreciation. Self-esteem has three main models of the affective model, a model of cognitive and sociological models. Self-esteem is also closely linked to elements of self-concept which exists in every individual human being when one sees himself through the subconscious mind self-concept is developed from childhood to become a significant element in the formation of self-esteem adulthood. Abraham Maslow put the needs of their own self-esteem at the fourth level in the hierarchy needs to be fulfilled human life after a level-lower level needs first obtained. The existence of some facts that show the problems arising between the leaders and employees in the workplace so that employees are not motivated and result in low self-esteem (Kenneth, 2010). The effect is also working to provide optimal cooperation in the organization and will eventually provide a better variety of problems including the problem of interpersonal and intrapersonal issues. Communication and interaction within the organization is loose because a variety of prejudices that complicates many of the jerks interfere with the main focus of the work. Its relationship to the discussion here is to explore the employee’s self-esteem from the perspective of emotional intelligence that exists in the personality of the leader. It is well to emphasize the importance of each leader has a strong emotional intelligence in personality as a leader to help enhance the employees self-esteem in the workplace. Conceptual of Emotional Intelligence (EQ) From the terminology of psychology, emotions, the same age with the duration of the ages in the discussion about the scope and review of various studies both in terms of function and importance, although not directly talk about the concept of emotional intelligence. Emotions are also seen as the main branch in the domain of human education and it also a peg which allows complete in every moment of human existence is more meaningful to the embroider of variations of breath feeling sad, happy, joy and calm in the heart. When the terms of the emotional intelligence starts to take place in results and scholarly writings and discussions about the needs assessment is as important as intellectual intelligence, the world has accepted the fact that for a man who managed the successful expression of true, not only requires the intellectual quotient but also the need for emotional intelligence elements arranged in various categories. Although all human beings are born has a heart and feelings, but not all dimensions of the heart is able to handle mold really is the nature of humanity in total. It is synonymous with the words of Plato’s expression of â€Å"emotion is only held by men, but not all people have the humanity†. When the emotional focus as an important element in human life, then was exist the term of emotional intelligence (EQ). Emotional intelligence is seen as a set of emotional and mental skills that help each individual to identify and understand their own feelings and the feelings of others. Emotional intelligence will be able to help improve the ability of each individual to control his. Emotions are the strong feelings in people (such as sadness, anger, etc. . According to Oxford Advanced Learners’ Dictionary (2000), there was state that emotion is a strong feeling, and contains a variety of feelings such as love, joy, hate, fear, jealousy, feelings of excitement and disturbance. The Oxford American Dictionary (1999) describes as feeling a strong emotion of the particular aspects of mental and instinct. According to Goleman (1995), em otional quotient (EQ) is the ability to monitor personal emotions and other emotions, to distinguish the good, and to use the information to help the mind and the actions of a person. In 1996, the Goleman said that emotional intelligence (EQ) is one’s ability to understand his own feelings and use them to make effective decisions in everyday life. Next is the opinion of Thorndike (1920), human emotional intelligence is related to the concept of social intelligence. Thorndike (1920) defines social intelligence as the human ability to understand and manage men, women and children to communicate effectively in human relations. He also has the emotional intelligence to categorize two main parts, namely interpersonal (emotional contact with others) and intrapersonal (emotional connection with the relationship with yourself). Emotional intelligence can also be interpreted as a kind of social intelligence is responsible for controlling one, and a range of emotions, to discriminate against these emotions and use the information to control thought and an action (Mayer et al. , 1993:433). Based of opinion Mayer et al. , (1990), the interpersonal and intrapersonal emotional intelligence is categorized into five major domains that recognize the self, emotional self-management, self-motivation, and empathy and handling relationships effectively. Empathy and handling relationships effectively are categorized in three others, while interpersonal intelligence is to know you; to manage emotions and motivate myself in that category is intrapersonal. In short, the discussion here also takes elements of emotional intelligence (EQ) as the base that serves as a perspective on the influence of leader personality on self-esteem of employees in the workplace. For that, a model of emotional intelligence (EQ) has been explored based on the Four Branch Model of Mayer ; Salovey (1990), which is namely: O Identifying Emotions O Using Emotions O Understanding Emotions O Managing Emotions Emotional Intelligence from the Islamic Perspective Emotions are really closely linked to human psychology. In the Qur’an, has been called more about human emotions as well as in the hadith of the Prophet. Revealed a range of emotions that includes positive and negative emotions was as a guide for the people and the teachings of Islam. Through the Islamic perspective, emotional intelligence is actually more to the process of cleansing the liver. Essential to maintain care not to foul and not damaged very much required in religion as a clean heart is the spiritual food for the Holy Spirit. With a good heart, it emerged that both the value of emotional intelligence. Heart will be dirty when people commit sin so that it became black and dark hearts. Damage to the human soul and conscience will eventually lead to personality, attitudes and negative behavior that is inconsistent with the nature of the purity of human beings. As a result, people who do not learn anything from his life is said to have been suffered blindness in her eyes, but also deaf ears not wanting to listen to the teachings of the good. Obviously here, the emotional intelligence is closely related to religious values. What’s more it is linked to the spiritual nature of spiritual intelligence. The position of spiritual intelligence actually is it on the high when people trying to maintain its relationship with God, while the intellectual and emotional intelligence will bring people to keep in touch with himself, other humans and the environment. Even God Almighty also says in Surah Ash-Shams (91:8-10), which means; â€Å"He inspired the soul of wickedness and piety, and lucky for the purified, loss for the muss. Consistent with this discussion paper, the question of emotional intelligence is important in terms of underlying the leader personality or character in the workplace that will be assumed can help enhance employee self-esteem. Conceptual of Personality Every human being has value and the pattern of her own personality. Personality, also known as general it can be construed as a symbol of the personali ty characteristics of individuals who bring different characteristics to other individual. Personality refers to an individual’s psychological development as a whole. Even the personality of an individual is also reflected by tendency to behave in a certain way. It was covering various aspects such as temperament, intelligence, sentiments, attitudes, interests, beliefs, ideals and values. According to Mahmood (1992), personality traits are available on an individual, such as thinking, acting, emotional, and perceived others to enable different from other people. The discovery of psychological researchers on personality characteristics found in humans is too many, for example, Allport (1937) who discovered the human personality trait of 17,953. Some of them such as locus of control, achievement motivation, authoritarianism, mechiavellisnisme and self-esteem are the personality characteristics that affect work behaviors (Ishak, 2004). The type of personality that exists in every individual human being is the nature and diversity is shown through various studies-trait of human personality. Allport (1937) view of human personality is the result of a combination of biology and environment, while the inherited characteristics are shaped by individual experience. In short personality is an organization that has the character, temperament, intellectual, physical, thinking, feeling and behavior. From an Islamic perspective, personality is defined as a ‘personality or character in general is’. Morals are divided into two types: praiseworthy character or moral misconduct (Shahabudin & Rohizani, 2002). Both types include a two-dimensional character of this same any outward or inward. The ostensible morality could be seen and measured from outside while the inner character is implicit in the liver, but it will eventually evolves through changes in behavior. For an ideal personality, Islam emphasizes the balance between body and soul and enhanced physical health with diet and lifestyle. Similarly here, the heart of souls in need of spiritual food, a practice as a servant to God by doing everything asked of God and leave all that forbidden and with the glory of the practice, the nature of a servant to remove the negative sense of pride that the behavior is manifested as a highly moral. Thus, Islam has stressed the importance of these two types of probation is appropriate to the nature of man’s creation by God that man was created from the spiritual and physical elements, and very closely linked. For the Muslims, the best character models are supposed to be an idol and an example is the character of the Prophet Muhammad as a Prophet sent by God to edify his people. As expressed by Saidatina Aisyah when asked about the Prophet’s morals, â€Å"his character was the Qur’an. † It is clear here, all aspects of lifestyle perfection of Islam are embodied and more taught by the Holy Qur’an and it is translated through the character of Prophet Muhammad for guidance and follow the final days of race. In this case, the interpretation placed on probation, either the inner or outer simultaneously and has a very clear relationship with the heart that the attitude of a man. Moral evil is caused by impurities in the human heart itself. This is consistent with what was spoken by the Prophet which is means; â€Å"In the cavity of the sons of Adam, there is a piece of meat. If the meat is good, then let all his body. If the meat is bad, then his body was evil. Know you that the meat is the heart† (Hadith narrated Bukhari & Muslim). Dimension of Psychoticism Personality According the Theory of Hans Jurgen Eysenck One of the personality trait that psychologist find in the human personality is called psychoticism. One of them is Hans Jurgen Eysenck. Eysenck was known as a leading individual in the modern psychology of personality typology in the 20th century and suggests that the human personality would be great to understand if the hierarchy that consists of behaviour and sets the overall behaviour and important personalities. Eysenck strongly believe that the whole basis of personality traits derived from the seed, in the form of types and traits. He also believes that the behaviour learned  from the environment. According to  him, the personality is an overall pattern of actual and potential behaviour of organisms, as determined by heredity and environment. The pattern of behaviour that originated and developed through the functional interaction of the four major sectors that regulate behaviour, namely the cognitive (intelligence), the conative (character), the affective (temperament), the somatic (constitution). Eysenck has found three types of dimensions which are known as extraversion (E), neuroticism (N), and psychoticism (P), better known as PEN. Each dimension is different from each other and foreigners, until they can be combined freely between dimensions. Psychoticism can be combined together with neuroticism and extraversion, a three-dimensional shape. At first, he just highlights extraversion personality dimensions and neuroticism. But after doing research in a mental institution in England, he later discovered the psychoticism personality dimensions. Like neuroticism, high psychoticism not mean that people are psychotic or natural to be like that, but it only shows part of the common characteristics found in the psychotic and the possibility of a person is more exposed to the environment that can cause it to become psychotic. However, it is possible also to those who have the personality to be exposed to the psychotic failure continues to be controlled from more chronic. Each type in the dimensions obtained by the Eysenck personality theory  is a collection of nine traits, until it has a total of 27 traits. Traits of psychoticism are: aggressive, cold, egocentric, impersonal, impulsivity (impulsive), antisocial, no empathy (unempathy), hard hearts (tough-minded). For the individual human being has a relatively high score psychoticism found by Eysenck traits often have a fairly aggressive, cold, egocentric, not personal, impulsive, antisocial, no empathy, creative and hard-hearted (same with above). But those who score   relatively low  psychoticism  is  a trait, such as treating like, kind, warm, attentive, friendly, quiet, very social, empathic, cooperative and patient. Like in the extrovert and neuroticism, psychoticism has great genetic elements. Overall,  by the analysis of Eysenck,  three-dimensional character is a 75% hereditary and only 25% are caused by the environment. As in neuroticism, psychoticism also follows the model of stress-compensation  (diathesis-stress model). Once again stressed that the high level psychoticism should not be a psychotic, but they have the potential to suffer from stress and psychotic disorders. At the time of the individual human being only suffer low stress,  high scores psychoticism  may still be able to function normally. However, when the stress is relatively heavy, an individual who has become psychotic are difficult to return to normal. Special focus in the discussion  of this concept  paper  is to trace the impact of personality traits that have psychoticism among the leaders towards employee’s self-esteem in the workplace through the perspective of emotional intelligence. In short, between emotional intelligence and personality or character s obviously a very solid relationship. Therefore, the leaders of a leading character certainly have a high level of emotional intelligence and are able to create a climate that is more positive and able to master a respected and emulated by its employees in the workplace. Even the leader of this will always be more sensitive to the feelings of his employees to be able to perform the best for themselves, others and the organization. Here is a diagram to show a summary of ideas within a conceptual framework discussed in this paper. pic] Impact Dimensions of Psychoticism Personality among Leader towards Employee Self-Esteem This talk will trace some elements of psychoticism personality centred on the leader and what the extent that could impact on employee’s self-esteem in the workplace. Dimensions of psychoticism discussed are looking from the negative aspects of personality that needs to be changed to a more positive behaviour among leaders to help increase the level of employee self-esteem. The Impact of Aggressive Personality Aggressive personality is one of the personality traits that exist in the personality psychoticism. In line with this issue, Baron and Newman (1996) have established a three-factor model of aggression in the workplace is the leader of feelings of hostility, and aggressive policy prevents openly. While Ryan and Oestreich (1991) also provides a model category, such as rough treatment, insulted, ignored, denounce, discredit, did not appreciate, the aggressive control of other people, making threats against workers, shouting, anger, temper and could potentially harm the physical. In fact, several studies on the existence of an aggressive personality among the leaders of the workers in the workplace also see the existence of aggressive behaviour in non-verbal and verbal. In summary, the characteristics of the nature of an aggressive leader too when the leader is also very critical of the worker, very strong, brave, do not like being manipulated and very frank manner that is not appropriate for employees in the workplace. Leader shall also have such a feeling aggressive as always feel superior to him, priority rights and self-interest, vindictive, ill-tempered and likes to discourage other people or employees. Associated with the scenarios in the workplace, aggressive leader who often acts as aggression, often with the employee, tempered and does not respect the workers will lead to employee frustration and low self-esteem is easy to feel at once will affect employee motivation. It is supposed to be leaders must ensure that as leaders, they need to reflect themselves about how far their personality when dealing with employees who are not necessarily a personality that far-fetched but it would have been a character, attitude, behaviour and way of thinking that is consistent in every situation as a positive personal. In exploring these issues, the authors also explore the reality that exists in relation to the scene saw several organizations in the past and present. Bruce & Adam (2007) in their book entitled  Ã¢â‚¬â„¢30 Reasons Employees Hate Their Manager’ have  written their book with a source-based view of the statistics more than 50,000 employees from 65 organizations through  The Discovery Surveys, Inc. ’s Normative Database  (since 1993). All respondents were from manufacturing industries and service organizations, and contain a variety of sizes as small as 150 people up to 5000 workers. The majority are from the U. S. companies and there is also a worker in another country. The study found that 46% of employees believe that management treats them with disrespect. Another study is by Abd. Ghani et al. (2008), found between the results of their qualitative research is the leader body language often shows non-verbal behaviour of rude and offensive. That caused the respondents experienced feelings of shock, disorientation and confusion at the very early stages. In line with these studies, for example, characters of the leader characteristics of an aggressive personality more in fact that is also invited negative reactions from employees and even affect employee self-esteem turn affected the quality of work. Most effects were encircling the emotional impact among workers who contributed to the workers in a constantly fear, anxiety and chronic embarrassment just because the face of aggressive leaders. The Impact of Egocentric Personality The next dimension is egocentric personality that leads to the question of the leader character is very selfish and always felt that his right until fail to become leaders who can listen to any complaints and feelings of employees. The attitude of the head of such a situation is certainly easy to invite rejection of support among the workers on the head itself so that it can affect the working climate of harmony in the workplace. Often a leader or manager at work are forgot to put the interests of workers as employees when in fact the main organization is the human capital to realize its vision and mission. However, due to the character of leaders who would prefer to just focus on his own circle without considering the employees emotional, mental and potential in question and make a formal decision or determination of the direction task, the employee will ultimately result in less focused and less interested in the job. Certainly this situation also stems from a sense of self-esteem workers have deteriorated over the attitude of leaders who failed to put the employee as a valued employee. The scenario is consistent with the findings statistically by Bruce & Adam (2007) which showed 52% of employees felt free to voice their opinions openly. In fact, 66% of employees were told that management did not want to hear their words and about 67% of respondents also said that the management failed to act on the advice of staff. The study shows that there is a direct nature egocentric character is when the head does not leave room for employees to express their opinions and feelings about work and working environment, and do not want to take into account the views of workers in decision-making process. It is probable that the egocentric leaders also felt the staffs were too naive at the same time shows that the leader was look down the employee’s capability. Leaders also are more concerned what are they think and plan itself for no consideration for the employees think and hope is. The Impact of No Empathy Personality Leader personality was not empathy is the reason to the level of self-esteem of workers could be affected so that it can provide a major impact on the loss of self-respect and lose confidence in them (Abd. Ghani, 2008). Should begin with a sense of empathy  to understand the emotional process in which the leader began to think why he and others so emotional. Leader may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyse emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. Circumstances that indicate the level of empathy plays an important role. Leader should do the simulations he need to try to put himself in others shoes to understand their emotions. In short, leaders who have high empathy are the ability to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to head to penetrate the heart and the circumstances of each employee and will not misunderstand, then think that one can be prejudicial to relations within the organization. In fact, empathy of leader impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behaviour with colleagues. The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also be able to anticipate what might happen in the future with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. Even if leaders do not have the characteristics of empathy, it is possible to arise various problems such as loss of respect for workers on the head, feel hate, anger and resentment that may affect the unstoppable so focused on work as well as providing a significant impact on self-esteem of workers. In fact, it may not be up to the issue as a teacher in Kedah is hurting his boss of the way of punching and kicking (Utusan Malaysia Online, 27 April 2011) which became a symbol of the long pent-up anger, which most likely also arise for a variety of taste is not satisfied since the early stages. The Impact of Anti-Social Personality Through anti-social personality dimensions, was found people with these personality types are more likely to comport with the regulations ignore the moral and ethical standards that exist in society and the global demand. Although on the face of an individual who has seen active and the personalities of others is often acceptable, but the fact that individuals prefer to manipulate and exploit others, and often violate the law, often took advantage and never feel guilty. Even individuals with anti-social personality traits will also be doing things without considering the feelings of others, rather impulsive and difficult to deal with failure as the feeling that everything they do will not fail. According Cleckly (1976), anti-social people with the disease is usually easy to get bored with something or the state but they have a strong feeling to find something new. They can make a good first impression. A person who anti-social personality is without consciousness looks like scary or damaging other people to satisfy his own feelings. They are smart to influence others to think that they are normal people although they do not actually have a mature mind, the establishment of a wobbly, and ignored the convenience and interests of others. In an environment in the workplace, it is possible that there is often a problem to be the leader characteristics such as anti-social like the ability to exploit workers or often take advantage of the naivety and the acquiescence of its employees. The study by Abd Ghani et al. 2008) shows that the dysfunctional behaviour that exist among school principals as the school chief example is when they are often given the task demands and workload rather excessive and unreasonable. Even the head of such an attitude also shows no sense of respect for employees and free to do what is liked without thinking of working conditions are physically and emotionally. It can be seen by respondent’s statement in an interview like the following: â€Å"†¦ There when he asked for the work u ntil 4. 00 pm. After that came the night is just to the expiration of all the work. There, he was asked to come on Saturday to finish the work. We feel depressed †¦Ã¢â‚¬ Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Source: G3) â€Å"†¦ The way he made the decision was autocratic. He decided him just go willingly. Select a person he will, too. No one dared to ask †¦ † (Source: G4) â€Å"†¦ I am always afraid when the principal walk near corridors of the class I teach. I’m so stiff, new kinds of teaching out of fear for one. Sometimes the idea stuck. The voice was stuck too. I am really tension when he was last. My relationships with students are also affected. A lot of punishment than praise †¦ † (Source: G3) â€Å"†¦ My tension is not finished until the last meal. Back home I tried to sleep but I always could not sleep for thinking of the events at the school †¦ † (Source: G8) Quite clearly through the examples in this interview, how the character of their leader have gave a big impact on their physical and emotional development as an employee. Therefore, it is no doubt that the head of the anti-social personality as above is also an impact on employee self-esteem where workers also have a sense of reality and not a robot. Through the study of  Bruce & Adam (2007) in various organizations industry found that a total of 7 of 10 employees said that there was no correlation between the wages they receive with the performance. This means they have to work hard with a lot of dumping duties would be but a little salary. In fact, 61% of respondents are not satisfied with the salaries that they have receive are not commensurate with the perceived power of sweat they have to offer. This once again implies that the head was exploiting their workers and the excessive use of labour. Leader also forget that workers are also uman beings who need rewards commensurate with what is done, both in terms of the money, what more in terms of motivation and reward nor recognition of self as a gift, a certificate and recognition like ‘the best employee for the month’, and for that employee self-esteem can be improved in line with the increased quality of work. But the failure of leaders to appreciate the importance of the end result is too many shortcomings in terms of physical, emotional and minds among the workers and their impact in the long term. The Influence of Emotional Intelligence (EQ) towards Self-Esteem of Employee through the Personality of Leader The question of the interpretation of emotional intelligence has clearly shown that the existence of elements of cleansing the soul that led to the positive characteristics and values are translated to the personality and should be applied in everyday life that underlies the patterns of life. Together, the efforts to strengthen the emotional intelligence of individuals should not be considered silent because it is the main frame in order to strengthen other aspects of nature and transformed by the behavior and establish a more dominant personality with emotional intelligence. In this discussion is accounted for dimensions that can help enhance employee self-esteem through the dynamic personality of the leader in the workplace that should be more consistent, compare than psychoticism personality which is more to unstable. Discussed below is on the basis of the Four Branch Model of Mayer & Salovey (1990) and the association. i. Identifying Emotions Individuals will begin to see, perceive and identify emotions shape whether sad, happy or scared at one time, including the stimulation of the environment in terms of the human voice, storytelling, music and the arts in this first stage process. When the individual is more focused on the emotion itself, this dimension is closely related to awareness of a great emotional blow will enable the individual to also be thinking about things that may arise in the emotions of others. Usually this happens when there is a level that would stimulate the emotions that make the individual will begin to respond. Relevance to the scene leader and worker in the workplace is where the leader is able to identify her own emotions and her employee emotions. Personality is always sensitive to the leader around what more sensitive to the feelings and emotions of employees will more easily enable leaders to identify what employees are feeling, when he also able to recognize his own feelings. Key words in this first process are appropriate when there is awareness of their own emotions and emotions of others. Leader should know how to find and label their own feelings and the feelings of workers accurately, if he wants to better understand themselves and others. When the leader is always trying to find out how they feel, they would be more aware of the increase and shift every sense. This is important for a leader track and figure out whether the employee was disappointed because of the situation caused by the A or B. With that ability, the leader would be able to talk about feelings and the leader can also indicate his own feelings at the same time be able to detect any change in his feelings that exist both in the environment. Indirectly, the personalities of these leaders will make employees feel valued, understood and respected. It is also an early indicator of the workers that their leaders can pave the way for discussion if the employee is found to have any problems. Consequently, the worker will be able to self-esteem improved since been directly affected by the personality of leaders who have the characteristics of a strong emotional intelligence. In fact, workers will also be more motivated to work together and strive to produce better quality work. Quite clearly, the functions and roles of leaders in the workplace are very important in influencing the emotions of employees to give effect to the level of employee self-esteem. ii. Using Emotions The second stage is the part that shows the individual uses as a medium of emotion and reason on his mind in connection with a matter of rational, logical and creative. Using emotions may require the ability to use feelings to help some of the cognitive effort as the reason, problem solving, decision making and interpersonal communication. Emotions can create a variety of mental set that proved to be more or less adjusted to the different types of ground work. With a discussion of the relevance of this process here is where the leader will start to focus his thoughts on the situation whether the attention, focus or motivation. Then head to the suitability of emotions associated with the situation and the leader that has the characteristics of this skill in his personality will be more creative, motivating and inspiring employees and not selfish. Even the leaders who have the emotional skills will also be using emotion as a day to increase thinking. Then supposedly leader will feel the emotions first before thinking to interpret what you can before you act. Of course this is in line with what is emphasized in Islam when it is said that the heart and soul is the priority in disclosing behavior and personality. Therefore, it should be emotional and heart is an entity that is positive and good values for the formation of behavior is also positive and generous. In the same tone, emotion is able to strengthen the mind as the emotional mind working with a more unique method. Emotions can help to improve human thinking and problem solving skills to make decisions (Schwarz N. , 2002). Even the leaders are also able to constantly motivate the employees either directly or indirectly, and motivate employees to be smart to handle the negative emotions with a systematic method of thinking through the best sense of God’s grace in solving problems while working to change the medium to more positive emotions. The momentum of the self will certainly strengthen the emotions, mentality and personality to become more excited and motivated to face any situation but also able to find solutions that are more relevant when dealing with any problems through the exploration of a wise and prudent. In Islam it has stressed that we need to work hard and try as though we will live longer, at the same time we also need to diligently serve God as if we were to die tomorrow. This expression should be a motivation to everyone if they can understand, appreciate and contemplate the meaning behind them. Al-Ghazali discusses the motivation for this question in terms of intention and desire to do something before (Sa’id, 2008). Whenever a person has a goal and vision to do something, and then followed that action will realize the good intentions that are targeted to become a reality. With the strengthening of self-motivation, the leaders and workers will be clearer with the direction and goals in life. Vision and mission in the struggle to achieve success will always be a platform based on the spirit of self that is never give up to continue. Motivated individuals who are symbols of people who strove to achieve the objectives of not abandon the question of personal ethics and moral values and universal symbol of character strength. For the leader, no was losses to always provide external power and motivation to employees. Each byte has a meaning of its own word and employees can feel the strength that allows them to learn independently to achieve organizational goals in life in general and specifically. Awards are given in many forms though to a minimum is very important because it enables them to believe that by behaving positively and produce quality work will continue to allow them accepted and respected by leaders and colleagues. But in the context of this neglect will cause employees to assess the human leader as a failure to help make them fun to work. This is consistent with the statistical findings by Bruce & Adam (2007) showed that 53% of workers have said that employers or their bosses did not positively motivate them to work. iii. Understanding Emotions The third stage is to understand the emotional process in which individuals begin to think why he and others so emotional. Individuals may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyze emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. At this stage, the level of empathy plays an important role. Individuals are trying to put themselves in others to understand their emotions. In short, individuals are also able to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to be more to dive into the heart and the circumstances of each employee and will not misunderstand, and think that one can be prejudicial to relations within the organization. In fact, empathy is the impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behavior with colleagues. The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also know what might happen in the future, when able to predict and anticipate with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. It is also to prevent the existence of too many ‘red tape’ which can jerk the interaction between workers and leaders. If this can be overcome by the head, then will likely reduce the percentage of 53% which reflects the assessment of workers detected the presence of ‘red tape’ in the organization through a study (Bruce & Adam, 2007). iv. Managing Emotions This is the last stage in this model. The process at this stage refers to the ability of individuals to control and manage their emotions and others. When managing their own feelings, we should monitor, differentiate, and label our feelings exactly. Some people certainly have more or less effective in helping another person to deal with emotions. For example, some individuals often know things that ought to say, to motivate colleagues and to provide inspiration to others. At this level, ability to control themselves and manage themselves should be considered. Things are quite important to ensure that decisions and actions made ased on emotion and logic in order to get results. Emotional management also includes the ability to manage and control the tremendous emotional when threatened to hurt feelings, whether physical, mental or emotional. Control emotions to create an individual right that can interact and communicate better with others. Positive emotions as a catalyst for positive thoughts and emotions can be controlled from a more emotional when the mind to think in a more rational. Leader should be able to apply the personality and the best model for its employees living, admire and emulate. The success of the leader emotions that enable employees to handle these problems with more wisdom and parenting dimensions would produce a very dynamic effect but also help enhance employee self-esteem. Leader which is honest, interact and guiding employees also must be met for better work and be able to realize the objectives of the organization together. Strength in social skills is also the leader or worker to understand the other person with the ability to translate one’s feelings appropriately as a marker that he understood and accepted in the interaction or communication. Every facial expression or body language should be easily understandable for the interactions that are meaningful. However, the leader who failed to manage and regulate their emotions will be seen by employees as a hot-tempered, selfish and arrogant. Unstable of emotion on the leader like this is often just want to achieve the objective of making decisions without emotion will usually fail to see the ‘forest for the trees’ (Salovey & Caruso, 2004). Current Challenges and Outlooks Searching questions on psychoticism personality among leaders, giving emotional impact on employees has been brought to  us about the reality that there are many phenomena that affect the workers, nor the emotion and character evolution in the self-chief himself. The phenomenon that exists from time to time, so without us realizing, problems at work that involves the interaction and relationship between leaders and employees is not an issue we can look trivial and is not an isolated issue. In fact it is a string of evidence and the space to the world organization and the industry to do further research efforts in the on-going cover the emotional, mental and physical leaders and workers. Nor should the situation  arise,  such as ‘the storks’ a  fun one-blame, and if the results are biased to leaders perception toward employees is different from the results of employees’ perception toward leaders which is always contra. Instead it is necessary to look at the question from multi-dimensional framework of fair and transparent of thought through a comparison of data and the actual argument that can be strengthened. These issues demonstrate the continuity of the discussion of challenges and expectations that work on the positive and negative dimensions through several findings phenomenon. Among them is the actual scenario of workers who are victims of a leader or an employer fairly brutal causing clinical depression for 41% of victims, referring to a study by Bullybusters. org the online in Benicia, Canada is seeing the reality of abuse in the workplace. The problem of bullying is indeed a sense claimed self-belief, self-confidence and respect among employees who are victims but also provides the physical symptoms of various diseases such as sleep disorders, ulcers, high blood pressure, loss of creativity and probably also suffered post-traumatic stress disorder (Kenneth,  2010). Kenneth (2010) also explained that after 20 years of research and results of 60,000 interviews conducted, then Saratoga Institute*  reports that 80% acknowledged the existence of a direct correlation of dissatisfaction in the relationship between the leader of the employee or employer. Referring also review the Gallup Organization about the recent reality of the one million workers, one of the reasons most people leave work was because the employer at the workplace. There are other studies by the Gallup also found that the management is very weak in 50% average 44% less productive and less profitable than operating a nicer group. According to Marie (1998), the results of a study found 89% of managers believe that employees leave a job or keep working it is because of money. But in a study by Leigh (2005) with the cooperation with the Saratoga Institute found that as many as about 20,000 workers from 18 industries and from various other studies to detect as many as 80 to 90% of workers leaving the job is not for the reason of money. Then the argument was more focused on job factors, factors manager or leader, work culture and environment. Next Chapman (2006) explains there are studies conducted by the  Chartered Institute of Management  of stress and health at work among professionals. Results showed that anger and lack of humour among themselves while working to contribute to the stress in the workplace. Such a situation is certainly affecting the performance of the business of the institute. The study also concluded that the humour serves to produce  a good  mood,  staff, and inspired works of high and thus reduces the stress in the workplace. Stress at work can kill the staff and the organization itself (Granirer, 1999 in the Wan Zanariah, 2007). Then the study by the Ministry of Health in Malaysia has been estimated that a highlight of every 10 persons found to be psychotic problems (Zulkifli, 2007 in the Wan Zanariah, 2007). Truly a work environment that is less comfortable and dissatisfaction in the work may also lead to mental problems. This situation involves stress, depression, sadness and so was able to kill people slowly (Granirer, 1999 in the Wan Zanariah, 2007). The above findings clearly reflect the actual scenario which is inherent and challenges in the workplace in the past, present or future time-as long as there had been no shift in the transformation of human governance. That is the challenge that must be addressed and the opportunity for each organization will always detect such problems than to wander. It is quite clear also that the ability of a leader is to drive the workers under its operation as a strong group of organizations is not just solely depend on the revenue sources of the highest quality labour, but they also need to ensure that emotional labour should also be in a stable condition for it is closely related to the ability to focus totally on the production of better quality work. Any problems that exist should be faced with the emotional stability and rational thinking through the ideal personality and emotional intelligence are intact. Certainly, workers are also human as the leader that also has a limitation of emotion and energy that cannot use by the leader without any restrictions. Along with that, is to be hoped that every leader in the workplace must ensure and need to their return to assess on their personality and character which should be more positive, what could they also be in and the same time they are also is an employee to the management of more high at the top. Although the head line is from the different background, experiences and qualifications when at the same time they are as an employee and at the same time, they also are the leader for workers which are under their lines. Therefore, they should be more understanding of feelings as an employee and their strengths are quite different from the workers because they can explore and feel the feelings as leader too. There is also the leader are supposed to be more empathetic and need to easily detect the need to manage the climate in the workplace in line with the needs that are not set aside the question of humanity. If the leader fails to change its own personality and character to an acceptable, it is likely that the leader himself will continue to face various problems associated with extreme emotions such as anger; stress, frustration, suspicion and paranoid to the next stage would be detrimental to self-itself with physical ailments like heart disease, high blood pressure and stroke. There is always the element of peace of mind needs to be enhanced by cleaning the soul within every leader is necessary to help shape the work environment to a more harmonious and also make workers more motivated to work with. Self-esteem of employees would rise and can help the organization to achieve the aspirations and objectives by work together, so it will be easier to make it reality for all of the aim. Conclusion For the conclusions, dimensional stability of personality in psychoticism elements that must be more positive through the perspective of emotional intelligence  among  leaders is to be the main catalysts that can help enhance employee self-esteem thereby increasing the motivation and the quality of their work. Leader also plays an important role to implement the elements of a positive character in the style of leadership to become a habit and can be appreciated by both the employee as a medium to give them a high level of motivation in the dimensions of self-possession of self-esteem. By having the robustness of the emotional and mental aspects, each employee will also have the personality and behaviour that is consistent with the demands of human nature to live harmoniously in all circumstances. Obviously this will also help reduce the stress suffered as a esult of the routine and work load is getting worse especially plus the coupled with commitment and responsibility at home. Emotional stability will enable employees to work with leaders to produce a better quality of work output as well as providing an ideal joy in interaction with the environment, including with the family and community. This connection makes the rhythm of psychology between employees and leaders are to become more dy namic and capable of achieving a healthy lifestyle that helps the stability of the social dimension of socialization. Strength of the affective through the practice of moral values will enable the community has triggered not just a first class facilities, but also have the first-class personalities and competent superior in terms of communication, appearance, knowledge, soul and mind so that it is possible to re-emerge as a nation people who admired and full of social, economic, scientific expertise as well as the continuity of human civilization glorious past, present and future. Success should also be as a bridge in order to achieve success and happiness in the Hereafter is more immortal forever. Certainly also the leader should be the best model for the workers so that they can become the main alternative in dealing with issues of interaction and communication problems in the workplace between leaders and employees. In conclusion, employee self-esteem should be more enhanced and establish the dominant function of the leader by the dynamics personality through human governance practices with more systematic and based on values that can be translated in the affective behaviour in the form acceptable to the organization, and so on in the community and the country.

Why were British troops sent into Northern Ireland?

Almost 40 years ago British troops were sent into Londonderry because of many conflicts due to the separations and discrimination of the two religions, Catholic and Protestants. British government tried to intervene by sending in their on troops as discrimination got so escaladed that Catholics would not even trust the RUC (who were mainly Protestant.) British troops were sent into Ireland because of many conflicts that originated to Henry VIII which was almost 500 hundred years ago. When Henry VIII wanted to divorce Catherine of Aragon, the pope of Rome forbade it, thus making England alone and more importantly formed â€Å"The church of England.† Ireland was still Catholic and allies with Rome, England saw this as a threat so after 1610 they, seized some of Ireland and â€Å"planted† some Protestants there. England thought that Rome would want to try and evade England through Ireland so this is why they took over part of Ireland. The protestant living in Ireland were called undertakers as they had to under take all rules given by the Church of England, they had to build barns houses and be combat ready when needed. Irish Catholics were furious about the take over of Ireland so they decided to rebel, they burnt houses and barns, crops and food; they also killed thousands of protestants (2000 – 3000). This made England retaliate so they sent a Scottish army of 10,000 men into Ulster and the English army took hold of Cork and Dublin, the rebellion resulted in the whole of Ireland being taken over. When King Charles II died, James II became his successor, the problem with James II being king is that he is catholic. James promoted catholic soldiers to higher ranks and gave more benefits to Catholics, parliament became suspicious and thought he was trying to change England into a catholic state. James's Daughter Mary married William of Orange. Making William the new king. James II went to Ireland and he knew he would get strong support from Catholics. With his army behind him, he went to take over Derry, but the apprentice boys closed the gate stopping his army from entering, the protestants suffered from starvation, disease and huge destruction because of this, but when James II was defeated by William of orange, (battle of Boyne) protestants where seen as heroes for fighting for their believes, ironically this is one of the main reasons why British troops had to be sent in again 400 hundred years later. This in many ways led to the rising of Sinn Fein who were a political group fighting for Ireland's freedom, in the sense they were also corrupt and had the support of the IRA (Irish republican army.) The Sinn Fein, one of the leaders Michael Collins, who raised a lot of armies, actually signed the partition. Britain thought the only way to resolve Irelands conflicts would be to try and buy both Ulster and Ireland off, reluctantly accepted by both sides Ireland was once and for all separated (1920),). Possible short term effects of the British troops sent in would be the discrimination against Catholics, due to the bad blood because of plantation and the reformation and the battle of Derry. The first of many short term causes was the blatant vote rigging or Gerrymandering, which caused many Catholics to have bad or even no house at all even if there were 12 in a family, but the Protestants would get them due to the discrimination. Jobs and promotion given to a catholic was very rare, a shipyard in Wolfe had over 10,000 employees but only 400 were catholic. Possible reasons which led up to the civil war could, which ultimately led to the sending in off the British troops, are the lack of housing provided by the local council, due to the gerrymandering the council was run by protestants causing Catholics to lose houses. Prejudice rose even further when RUC or B – specialists (off duty police who were armed) treated Catholics like scum. The RUC were renown to be mainly protestants, they harassed Catholics and destroyed their property, they even let off crimes as long as it was a protestant stealing from a catholic. All these events led to the Civil rights movement, Civil rights activists tried to march to Londonderry but were stopped at Burntollet bridge, where civil rights activists were met by angry protestants. The protestants thought the civil rights were all IRA, and thought they would take matters into their own hand and brutal rioting broke out. The b specialist actually helped the rioters and the RUC did little to nothing to help the matter. Soon after the events that occurred at Burntollet bridge and the appalling display by the RUC led to the Battle of Bogside. This battle was on the day of the apprentice boys march, (mentioned above) the protestants would march and â€Å"celebrate† the honorable apprentice boys. They would sing offensive songs such as â€Å"Drive the Billy-boys back† and throw missiles at the Catholics such as rocks and coins. On august 1969 the march began, even thought many people thought it would inevitable end up in a full scale riot. The Catholics tried to barricade themselves in but the Protestants ran at the barrier full force to get at them, the RUC were actually trying to get the barrier down (supposedly trying to break up the riot but couldn't get to them). This appalling riot caused the sending of the troops in, Catholics thought it was a godsend as they heated the RUC so much.

The-3-Step-Formula-to-Getting-Your-Dream-Job

The-3-Step-Formula-to-Getting-Your-Dream-Job Want a simple formula to attracting your dream job? Ryan Niessen over at CareerRealism breaks it down like this: Practical Value + Intrinsic Value = Total Perceived ValueWhat if your eligibility for the jobs you’ve always wanted  to wasn’t based on how valuable you are in the marketplace, or how many jobs there are, or your past salary? What if it was all about â€Å"Perceived Value†? Let’s break down the terms even more.1. Practical ValueWhat you do. Take the  example of a car, which drives, parks, has air bags, etc. For you, practical value is the skills that you have, like coding or architecture or content management or publicity strategizing or grant-writing or proofreading like a champ. You can still take measures to increase your practical value, like taking a class or getting a certification. Those things are real, and they matter!But! There’s also the subjective factor of your Intrinsic Value.2.Intrinsic ValueHow your prospective employe rs see you. To extend the car example, think of the difference between a Volvo and a BMW. They do the exact same things and have many of the same parts, but one is way fancier (and more expensive) than the other and functions as a status symbol. This is related to branding and perception, not to the actual practical worth of the car.3.  Total Perceived ValueSo how do you position yourself as even more valuable than you are? To boost your Perceived Value, cultivate an image of yourself with the following qualities:ExclusiveRareDifferentExcitingOriginalContrarianPopularBoast these qualities via your resume and cover letter, of course, but also show your employers you have the practical value they’re seeking and  the intrinsic value that will make them look good for hiring:Cultivate a poised, intelligent presence on LinkedIn and Facebook, and if possible, on your own website or blog.Don’t let your blog be a parking lot for your contact info- post your take on articles related to your field, write recaps of networking events or conferences, and maintain a friendly, professional social media presence to support it.â€Å"Authentically and confidently express yourself†- whenever you have the chance to take a stand on an issue, stand with it or against it thoughtfully and sincerely.This is all all within your control, and will produce a more confident, capable you on the other side. What boss wouldn’t love that?

Ways to Translate When Something Happened in Spanish

Ways to Translate When Something Happened in Spanish The usual way of saying in Spanish that something happened some period of time ago is to use the verb hace, which is  a form of hacer, to make, followed by the period of time. Using Hace to Express Time That Has Passed To express a period of time ago, a phrase using hace can come at the beginning of the sentence or can follow the verb. The main verb of the sentence is most commonly used in the preterite, or the simple past tense, although other tenses are possible. The literal translation of hace  can be understood to mean ago, it has been or it was. Spanish Sentence English Sentence Hace cinco aos nuestra escuela fue acreditada. Five years ago, our school was accredited. Es algo que aprend hace poco tiempo. It is something I learned a short time ago. La historia de la ciudad comenz hace mucho tiempo. The story of the city began a long time ago. Hace tres aos yo estaba preparado para salir de casa. Three years ago, I was prepared to leave home. Hace muchos aos un hombre anciano me dijo una historia que su madre le haba dicho. Many years ago, an old man told me a story that his mother had told him. Es la editora del programa, desde su primera emisin hace cuatro aos. She is the editor of the program, since its first broadcast four years ago. Por qu hace un momento me criticabas? Why were you criticizing me a little while ago? Using Hace  as Part of a Prepositional Phrase Similar to English, an expression of time can be used as part of a prepositional phrase immediately following a preposition. Spanish Sentence English Sentence El dlar cae a niveles de hace cinco aos. The dollar is falling to levels of five years ago. Hasta hace un momento estudiaban. They were studying until a moment ago. Using Hace  to Express the Ongoing Passage of Time If the main verb in a sentence using an hace tiempo phrase is in the present tense, it means that the action began the stated time ago and is continuing. Spanish Sentence English Sentence Hace 20 aos que negociamos con Brasil. We have been trading with Brazil for 20 years. Hace dos aos que tenemos este programa. We have had this program for two years. Hace diez aos que no voy a Guatemala. It has been 10 years since I went to Guatemala. Hacer  and the Interruption of Time Hacer can be used to talk about  actions in the past that were interrupted. These expressions are useful for talking about something that had been going on when something else happened. In this case, use hacà ­a as the verb form of hacer  and use the active verb in the imperfect past tense. Spanish Sentence English Sentence Haca dos semanas que lea el libro cuando lo perd. I had been reading the book for two weeks when I lost it. Haca un ao que estudiaba espaol cuando viaj a Colombia. I had been studying Spanish for one year when I traveled to Colombia. Dorma haca ocho horas cuando son el reloj. I had been sleeping for eight hours when the alarm went off. Jugbamos con el perro desde haca 15 minutos cuando empez a llover. We had been playing with the dog for 15 minutes when it began to rain.

Usman dan Fodio and the Sokoto Caliphate

Usman dan Fodio and the Sokoto Caliphate In the 1770s, Uthman dan Fodio, still in his early 20s, began preaching in his home state of Gobir in Western African. He was one of the many Fulani Islamic scholars pushing for the revitalization of Islam in the region and the rejection of allegedly pagan practices by Muslims. Within a few decades, dan Fodio would rise to become one of the most recognized names in nineteenth-century West Africa. Hijra and Jihad As a young man, dan Fodios reputation as a scholar grew quickly. His message of reform and his criticisms of the government found fertile ground in a period of growing dissent. Gobir was one of several Hausa states in what is now northern Nigeria. There was widespread dissatisfaction in these states, especially among the Fulani pastoralists from whom dan Fodio came. dan Fodios growing popularity soon led to persecution from the Gobir government, and he withdrew, performing the hijra- a migration from  Mecca to Yathrib- as the Prophet Muhammad had also done. After his hijra, dan Fodio launched a powerful jihad in 1804, and by 1809, he had established the Sokoto caliphate that would rule over much of northern Nigeria until it was conquered by the British in 1903. Sokoto Caliphate The Sokoto Caliphate was the largest state in West Africa in the nineteenth century, but it was really fifteen smaller states or emirates united under the authority of the Sultan of Sokoto. By 1809, leadership was already in the hands of one of dan Fodios sons, Muhammad Bello, who is credited with solidifying control and establishing much of the administrative structure of this large and powerful state. Under Bellos governance, the Caliphate followed a policy of religious tolerance, enabling non-Muslims to pay a tax rather than try to enforce conversions. The policy of relative tolerance as well as attempts to ensure impartial justice helped earn the state the support of the Hausa people within the region. The support of the populace was also achieved in part through the stability the state brought and the resulting expansion of trade. Policies toward Women Uthman dan Fodio followed a relatively conservative branch of Islam, but his adherence to Islamic law ensured that within the Sokoto Caliphate women enjoyed many legal rights. dan Fodio strongly believed that women too needed to be educated in the ways of Islam. This meant he wanted women in the mosques learning. For some women, this was an advance, but certainly not for all, as he also held that women should always obey their husbands, provided that the husbands will did not run counter to the teachings of the Prophet Muhammad or Islamic laws. Uthman dan Fodio also, however, advocated against female genital cutting, which had been gaining a hold in the region at the time, ensuring that he is remembered as an advocate for women.

The Buddhism Essay Example | Topics and Well Written Essays - 1250 words

The Buddhism - Essay Example It is true that Buddhists seek enlightenment, but the immediate philosophical and spiritual concerns are short-term rather than long term. In order to better understand the unique place held by Buddhism in the spiritual world, this essay will examine how the Buddha characterized the meaning of life, how his characterization was practiced at the individual level, and how Buddha's characterization of life has been misinterpreted by others. As an initial matter, the Buddha was not particularly impressed with the physical world in which he existed. Although he has been reported to have lived a privileged life he was also keenly aware of the suffering of the less fortunate. As noted by Karen Armstrong, a leading religious scholar, "When he looked at human life, Gotama could see only the grim cycle of suffering, which began with the trauma of birth and proceeded inexorably to aging, illness, death, sorrow and corruption only to start again with the next life cycle" (2006: 274). His broad characterization of the meaning of life, therefore, was constructed of three main theoretical assumptions. The first assumption was that birth was a traumatic event, that these traumas persisted throughout life, and that the ultimate trauma was death. Life, as characterized in this manner, was an unhappy affair. The second assumption was that suffering was a varied and nuanced concept; more particularly, the Buddha saw suffering as a prod uct of basic needs (such as food and shelter) as well as the product of human desires for such non-necessary things as excessive food, fame, and excessive wealth. Suffering, in this way, was defined differently by the Buddha than the concept is commonly understood in Western societies. This is because the Buddha linked notions of pain and longings or desires intimately and considered both to be types of suffering. The final assumption was that this life cycle was repetitive. The aforementioned suffering throughout a life was bound to be repeated over and over again unless someone found a way out. This was the Buddha's quest, to find a way for the individual to transcend the suffering, and it consumed the majority of his adult life. The Buddha attempted to transcend the suffering by positing that "these painful states must have their counterparts" (qtd. in Armstrong: 2006: 274) and elaborating by suggesting that "supposeI start looking for the unborn, unaging, deathless, sorrowless, incorrupt, and supreme freedom from all this bondage" (qtd. in Armstrong: 2006: 274). What began as a series of observations, about suffering and the human life cycle, developed into a full-blown thesis ripe for experimentation. The Buddha's thesis was that suffering could not exist in isolation, that it must result from some other underlying cause or causes, and that the counterpoints to pain and suffering must exist. A main theoretical obstacle was how to discover these counterparts; the Buddha solved this theoretical obstacle by relying of what to him was known as Nibbana or Nirvana. Translated literally, Nirvana means a "blowing out." For the Buddha, this meant the "blowing out" of the passions and the desires that led to suffer ing. This belief by the Buddha, that passions and desires caused suffering, was the next step in his characterization of life. It can thus be argued that the Buddha was most

Describe how a project manager might achieve effective project Essay

Describe how a project manager might achieve effective project management Refer to project team issues considered in the lecture notes - Essay Example oject management, the most important factor to be considered is that all project managers are tasked to accomplish the goals and objectives of their projects. This paper would identify how a project manager could be successful in project management or, more specifically, in effectively completing a project. First, it is important to stress that a project manager is crucial in ensuring the success of a project in the sense that he orchestrates the multiple components and stakeholders involved. He or she must plan the project and at the same time oversee disparate groups, watch for cost overruns, mediate disputes, among other tasks that require balancing. In short, a project manager must deal with several issues including time, cost, people, equipment, resources, commitment and so forth all at the same time. An effective project manager could navigate these issues by systematically addressing them in planning, organizing, staffing the project and facilitating the work. Planning is one of the most important responsibilities of a project manager. If it is performed correctly, then the entire project could run smoothly to the point that it could even run itself. According to Turner (1992), project management is the endeavour in which human, material and financial resources are organized in a novel way so as to achieve unitary and beneficial change. In this context, the project manager’s skill in planning is underscored. According to Harold Kerzner (2009), the project manager, as the architect of the project plan, must provide: the complete definition of tasks, resource requirement of definitions; major timetable milestones; definition of end-item quality and reliability requirements and the basis for performance management. (p. 19) The rationale for such requirements is that, when met, they could result to the assurances that stakeholders involved understand their responsibilities and those problems that could arise from scheduling and the allocation of resources

Critical Review Essay Example | Topics and Well Written Essays - 1500 words

Critical Review - Essay Example The perspectives that are taken in organizational theory should be keenly considered since they determine how people will understand organizations or how they will behave within their contexts. In understanding organizational theory, it is always necessary to make some philosophical assumptions, which act as a guidance tool; however, these assumptions are usually full of contentions since they usually do not have any evidence to support them. Chapter 2: Modernist organizational theory: Back into the future Modernist organizational theory argues that chaos and disorders among human beings can be overcome through human will and intentions, this means that the order can be maintained by creation of systems, bureaucracies and methods of management that aim at restoring order in a disorderly world. In understanding modernist organizational theory, it is important to look at the intellectual environment and organisations as part of systems; these can be looked at in two different ways. One of the ways is looking at the scientific activities that surround them which include development of the organizational theory; the second way is looking at the organizations as complex systems. Modernist organizational theory is more concerned about bureaucracy as a form of organizational and whether it is an agent of disorder and chaos in the world or it works to restore order in the world. Bureaucracy has been adopted in most of the organizations since the beginning of the 20th century as a means for efficient and effective organisations. Neo-modernist organizational theory: putting people first The modernist approach has been overtaken by the neo modernist approach, which puts the welfare of the people at the centre of the organization. The neo modernist organizational theory uses insight and techniques of the social sciences to build up an organizational and managerial presumption that is usable in problems connected with authority in organizational context. The neo modernist o rganizational theory pays special attention to the values and beliefs that individuals have and how they shape their experiences within organizations (Kets de Vries, 2004, p194). In addition, it also concentrates on how individual values and beliefs are shaped by their experiences in organizations, this leads to organizational culture and ways in which people’s needs can be woven in to those of organizations. This theory has two perspectives on how organizations are usually structured; the first perspective is where the management needs to be sensitive to the needs of the employees in order to create a conducive environment for all stakeholders of the organization. The second perspective is for the management of the organization to create a democratic space, which empowers all stakeholders in the organization (Westenholz, 2003, p110; Johnson, 2006). Chapter 6: post modernism as a philosophy: the ultimate challenge to organizational theory? Post modernism as a philosophy aims to disprove the modernist assumption that the world can be understood objectively by disproving the proposition that it is feasible to come up with a rational and generally applicable basis to scientific inquiry that can explain the universe from an objective point of view (Thompson, 2003, p185). Postmodernism has had the greatest impact on

Terrorism in the 21st century Essay Example | Topics and Well Written Essays - 1000 words

Terrorism in the 21st century - Essay Example This paper examines the Israel-Palestine conflict and terrorism in Middle East as well as all over the world. The paper also argues the role of western foreign policies and the strengthening extremist groups in the growth of world-wide terrorism. There are many countries i.e. the USA that tried to mediate the Israel-Palestine issue but at the end they remained unsuccessful. This conflict is a big terror for the world peace as the extremist groups of both Israel and Palestine are being strengthened. If the conflict does not get resolved within next few years, it would definitely cost a lot and whole world have to suffer. Extremists should not be given an opportunity to govern their respective states. They need to be discouraged by both sides through the right to vote. (Berrebi and Klor, 2006). The only way to make this world safer and terrorism free is the dialogue. The cross-cultural dialogues are the only things that can mediate the conflicts including Israel Palestine conflict. The Israeli operations in Palestine give birth to new terrorist attacks. The Israel-Palestine conflict is leading to the growth of terrorism not only in the region but also to a large extent all over the globe. The conflict started soon after Jews entered the Palestinian territory. The Arab nationalists joined the ground to defend the Palestinian homeland. This conflict became more vivid with the passage of time. There are many fundamental and extremist groups like Hamas still determined to keep the Israelis out of their territories. These types of extremist groups are at the both end. Israel also have religious extremist. These are extremist known as Jews Zionist (Naqib, 2003). Another reason that boosts terrorism in the region but all over the world happens to be the unemployment and rate of poverty. The rate of poverty and unemployment is rising day by day in the Israel and Palestine. The situation in Israel is still satisfactory but the circumstance in Palestine is something

Criminal Law Essay Example | Topics and Well Written Essays - 250 words - 2

Criminal Law - Essay Example ack up a conviction of capital felony, secondly, the trial court charged unfitting the jury in that self-defense was not applicable to murder felony and thirdly the jury was incorrectly charged concerning rudiments of self-defense hence rendering invalidity of his convictions pertaining the two counts of murder with intent. In state v Amado case, conclusion was that self-defense was unavailable as a means of defense to charges of murder felony. Therefore, addressing claims of inadequate instructions of self-defense. Although the jury dropped Amado’s invitation to reexamine the issue about the convictions of murder felony, the jury’s vacating of the conviction of capital felony requires the jury to address whether it (the jury) was incorrectly charged on the issue concerning self-defense about counts of intentional murder. Both convictions of murder felony stood (findlaw, 2014). The said charges did not affect the views of the Supreme Court, of which its findings were limited to the capital murder as well as murder felony counts. The defendant specifically claimed that the instructions of the trial court concerning self-defense deceived the jury since the court incorrectly instructed the jury on its obligations. The jury concurred with the Amado that the trial court had misled them in their obligations in considering the counts of intentional

Terrorism in the 21st century Essay Example | Topics and Well Written Essays - 1000 words

Terrorism in the 21st century - Essay Example This paper examines the Israel-Palestine conflict and terrorism in Middle East as well as all over the world. The paper also argues the role of western foreign policies and the strengthening extremist groups in the growth of world-wide terrorism. There are many countries i.e. the USA that tried to mediate the Israel-Palestine issue but at the end they remained unsuccessful. This conflict is a big terror for the world peace as the extremist groups of both Israel and Palestine are being strengthened. If the conflict does not get resolved within next few years, it would definitely cost a lot and whole world have to suffer. Extremists should not be given an opportunity to govern their respective states. They need to be discouraged by both sides through the right to vote. (Berrebi and Klor, 2006). The only way to make this world safer and terrorism free is the dialogue. The cross-cultural dialogues are the only things that can mediate the conflicts including Israel Palestine conflict. The Israeli operations in Palestine give birth to new terrorist attacks. The Israel-Palestine conflict is leading to the growth of terrorism not only in the region but also to a large extent all over the globe. The conflict started soon after Jews entered the Palestinian territory. The Arab nationalists joined the ground to defend the Palestinian homeland. This conflict became more vivid with the passage of time. There are many fundamental and extremist groups like Hamas still determined to keep the Israelis out of their territories. These types of extremist groups are at the both end. Israel also have religious extremist. These are extremist known as Jews Zionist (Naqib, 2003). Another reason that boosts terrorism in the region but all over the world happens to be the unemployment and rate of poverty. The rate of poverty and unemployment is rising day by day in the Israel and Palestine. The situation in Israel is still satisfactory but the circumstance in Palestine is something