Performance Appraisals and Motivation Theories - Free Essay Example

Sample details Pages: 14 Words: 4201 Downloads: 10 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? This chapter served as the groundwork for the development of this study. An overview of the extensive historical research on related topics is provided. The literature review is divided into two categories where the first dwells on literatures pertaining on the subject of Performance Appraisals and the second category focuses on motivation theories and their relevance in the Performance Appraisal System. 2.2 Performance Appraisal System 2.2.1 Meaning of Performance: Different authors have differing ideas about what performance actually is. Lebas (1995) defines performance as undertaking a particular action to successfully complete set goals, taking into consideration the given time frame and constraints of the performer and the situation. On the other hand, performance can be demarcated by comparing actual results attained to results that were expected (Dess and Robinson, 1984). According to Brumbrach (1988, cited in Armstrong, 2000): Performance means both behaviours and results. Behaviours emanate from the performer and transform performance from abstraction to action. Not just the instruments for results, behaviours are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results.  [1] The above definition considers performance to be involving both the actions taken during the process in attempting to achieve goals and outputs obtained as a result of the effort put. Don’t waste time! Our writers will create an original "Performance Appraisals and Motivation Theories" essay for you Create order 2.2.2 Performance Management System (PMS) Following the definition of performance given by Brumbrach, Armstrong (2000) highlights the importance and need for superiors to manage employees performance. To determine if performance has been succeeded, techniques have to be developed to appraise the accomplishments. Performance Management (PM) is one of the ways to manage workers performance today in many organisations. Noe et al (2006) define performance management as a practice used by managers to make sure that employees actions and outputs delivered are consistent with the organisations goals. The concept of PM was first coined by Beer and Ruh in 1976. However, it is barely in the mid 1980s that it had been known as a distinctive approach. PM since then has contributed a lot in the advancement of Human Resource Management. The concept is widely being used in organisations with a view to obtain better results and improved performances from the workforce. Goals and standards are being planned well beforehand in orde r to get satisfied outcomes. 2.2.3 Performance Appraisal System (PAS) Performance Appraisal System is a component of PM. Also known as performance review, it formally documents the achievements of an individual with regards to set targets. Managing employees performance can be said to be as important as any other work that all managers execute during the year. Grote (2002) describes performance appraisal as a formal management tool that helps evaluate the performance quality of an employee. Schneier and Beatty as cited in Patterson (1987) define it as a process which apart from evaluating also identifies and develops human performance. According to Karol (1996) performance appraisal includes a communication occasion planned between a manager and an employee for the main purpose of assessing that employees previous performance and establishing ways for further improvement. 2.2.4 History of PAS The history of performance appraisal is fairly concise. Appraisal really began with the Second World War where it was used to assess outcomes. Performance appraisal was seen in the industry in early 1800. Randell (1994) identified its use in Robert Owens use of silent monitors in the cotton mills of Scotland. The Silent monitors were in terms of blocks of wood with different colours painted on each visible side and it was hung above each employees work station. At the end of the day, the block was turned so that a particular colour, representing a grade of the employees performance, could be seen by everyone. (Weise and Buckley, 1998) Subjective evidence indicates that this practice had a facilitating influence on subsequent behavior. Spriegel(1962) and Weise and Buckley(1998) affirm that by the early 1950s, 61 per cent of organisations regularly used performance appraisals, compared with only 15 per cent immediately after World War II. DeVries et al. (1981) pointed out th e primary tool to be the trait-rating system, which focused on past actions, using a standard, numerical scoring system to appraise people on the basis of a previously established set of dimensions. The main tool, used under here was trait rating system. The concept of Management by Objective (MBO) was first proposed by Peter Drucker in 1954. Mcgreror then used it in the appraisal process in the year 1957. He suggested that, employees should be appraised on the basis of short-term goals, rather than traits, which are jointly set by the employee and the manager. Weise and Buckley (1998) affirm that this method was very advantageous as it lead to a transformation of a managers role from being a judge to a helper. It also showed that employees productivity ultimately leads to performance. However, when employees performance was measured on the basis of units, then MBO was ineffective. This lead to new development in the appraisal process and the employees were evaluated on the ba sis of behaviour based rating. Smith and Kendall (1963) designed the first tool to focus on behaviors and it was the Behaviorally Anchored Rating Scales (BARS). 2.1.5 Modern Appraisal Todays performance appraisal process has evolved into a more planned and formal process. It is used as a means which helps identify and compare employees performances. The appraisals data are frequently being used to review several Human Resources decision. It can determine any need for career developments and trainings. For issues such as raise in salaries, rewards and promotions, employers are more and more making use of the appraisals results. Appraisals have now developed into a regular and intervallic system in organizations, normally carried out at least once a year. When talking about the modern approach to appraisal, the term feedback cannot be ignored. The one-to-one discussion between supervisors and subordinates gives rise to feedback and is referred to as the feedback process. This process can improve communication all through the organization but also it can reinforce employees relationships with their superiors. This is so as the workers have the feeling that they do matter to the organization and that their needs are being taken into consideration. The performance appraisal system has most likely become a future-oriented approach as it aims to improve future performances by considering present problems. 2.1.6 Purposes of PAS The most known purpose of performance appraisal is to improve performance of individuals. Cummings and Shwab (1974) held that performance appraisal has basically two important purposes, from an organizational point of view and these are: 1. The maintenance of organizational control 2. The measurement of the efficiency with which the organizations human resources are being utilized. Still, there are also a variety of other declared purposes for appraisal as per Bratton and Gold (2003) and Bowles and Coates (1993) and some are; improving motivation and morale of the employees, clarifying the expectations and reducing the uncertainty about performance, determining rewards, identifying training and development needs, improving communication, selecting people for promotion, discipline, planning corrective actions and setting targets. Furthermore, Bowles and Coates (1993) conducted a postal survey of 250 West Midland companies in June 1992, where organizations were asked ques tions pertaining to the use of Performance management in the organization. These questions included the apparent purpose of PA in the management of work, its strengths and weaknesses. Through their survey they found out that PA was beneficial in the following ways: PA was favorable in developing the communication between employer and employee It was useful in defining performance expectations It helped identified training needs. Performance appraisal can thus be used as an effective tool to improve employees job performance by identifying strengths and weaknesses, meeting of targeted goals and providing training if needed. 2.1.7 Techniques of PAS There are several commonly used techniques of performance appraisal as reviewed by Oberg (1972). They are as follows: Essay Appraisal, Paired Comparison, Graphic Review Scale, Weighted Checklist, Person to Person Rating, Forced Ranking, Critical Incidents. The above techniques were the traditional ones but the methods most widely used today are: Management by Objectives Employees are requested to put up their own performance objectives. They are then judged through these objectives by verifying whether they were satisfied or not. However, in many cases organizations themselves set their standards and goals even after consulting employees. 360 Degree Feedback 360 Degree Feedback is a process in which employees receive private and anonymous feedback from the people who work around them. Kettley (1997) says that when an individual receives feedback from different sources of the organization, including peers, subordinate staff, customers and themselves, the proce ss is called 360 degree feedback or appraisal. The employee is then assessed using those received feedback. 2.1.8 Feedback Feedback about the effectiveness of an individuals behavior has long been recognized as essential for learning and for motivation in performance-oriented organizations. Ilgen et al. (1979) stated that feedback is considered as an important tool in performance appraisal process. Feedback can be a useful tool for development, especially if it is specific and behaviorally oriented, as well as both problem-oriented and solution-oriented according to Murphy and Cleveland (1995). One of the basic purposes of formal appraisal process is the provision of clear and performance based feedback to employees. Carroll and Scheiner( 1982) affirmed that some organisations use feedback as a development tool, while in some organizations it is used for merit evaluation and compensation adjustment. McEvoy and Buller(1987), Wohlers and Gallagher( 1990) contributed that feedback is very essential for the employees because it forms a baseline for the employees which help them to get a review of their pas t performance and chance to improve their skills for the future. Ashford (1986) says that when feedback is considered as a valuable resource, then only the individuals feel motivated to seek it, which helps in reducing uncertainty and provides information relevant to self-evaluations. There is also evidence that performance feedback (if given appropriately) can lead to substantial improvements in future performance (Guzzo et al., 1985; Kopelman, 1986; Landy et al., 1982) Fedor et al. (1989); Ilgen et al. (1979) identified that it is commonly accepted that negative feedback is perceived as less accurate and thus less accepted by recipients than positive feedback. Furthermore, Fedor et al. (1989) found that negative performance appraisal feedback was less accepted and perceived as less accurate than positive performance appraisal feedback. 2.1.9 Views Organisations Employees have on P.A.S Evans (1986) asserts that many employees believe that their promotion or salary increments depend mostly on their performance. Employees therefore are in a dilemma and consider this situation as survival of the fittest. They know for a fact that, their performance will only be taken into consideration at the end of the day. So, in order to grow in the company they need to be proactive towards their work. The feedback the employee receives from his superior, may simply describe the level of performance achieved. Hence, it becomes important for the managers to conduct the appraisal technique correctly. Employees can only accept criticism if it is useful and important to them. Managers should therefore know how to give information regarding progress made in performance and how to present criticism as well. Meyer et.al (1965) carried out a study in General Electric Company where certain points relating to performance feedback was highlighted. In this study, 92 employees were appr aised by their managers on two occasions over two weeks. The study was carried out using questionnaires, interviews and observation. The first appraisal highlighted performance and salary while the second one underlined performance and improvement. It was observed that lots of criticisms were pointed out by the managers, which lead to defensive behaviour of the employees. The conclusion of the study was that criticism leads a negative impact on the motivation and performance of the employees. Also feedback sessions designed to improve performance should not at the same time consider salary and promotion issues. Ilgen et. al (1979) add that employees who believe that the appraisal system is under any kind of bias, are most likely to be dissatisfied by their work and can also leave their jobs. On the other hand Murphy and Cleveland highlighted one possible reason for the widespread dissatisfaction with performance appraisal in organization as the systems used by these help neith er them nor their employees in meeting the desired goals. Landy et al. (1978) and Tang and Sarsfield-Baldwin (1996) found evidence that the assignment of raters influences perceptions of fairness and accuracy in performance appraisals and hence about the whole process itself. Nevertheless, according to Jacobs, Kafry Zedeck (1980) employees perceive PA to give them a proper understanding of their duties and responsibilities towards the organization. Likewise, organization sees it as a tool to assess employees on a common ground and one which helps in salary and promotions decisions, training and development programs. In many circumstances appraisal plans are interpreted by managers as a system that helps an organization to change regular priorities and usual ways of working and in so doing to alter its strategic direction. Hence, in circumstances where change cannot be attained by managerial proclamation, appraisal takes on the character of an engine of change. When manager s look at appraisal from this angle they hope that it will bring about a change in strategic direction and organizational behaviour. Researchers have suggested that reaction to performance appraisal is critical to the acceptance and use of a performance appraisal system (Bernardin Beatty, 1984; Cardy Dobbins, 1994; Murphy Cleveland, 1995). Reactions may even contribute to the validity of a system (Ostroff, 1993). Cardy and Dobbins (1994) suggest that with dissatisfaction and feelings of unfairness in process and inequity in evaluations, any performance appraisal system will be doomed to failure (p. 54). Murphy and Cleveland (1995) stated that reaction criteria are almost always relevant, and an unfavorable reaction may doom the carefully constructed appraisal system. 2.1.10 Benefits of PAS Possibly the most important benefit of appraisal is that, in the rush and pressure of todays working life, it allows the supervisor and subordinate to have time out for a one-on-one discussion of indispensable work problems that might not otherwise be addressed. Likewise, the existence itself of an appraisal system indicates to employees that the organization is genuinely concerned with their individual performances and advancement. This only can have a positive impact on the employees sense of worth, commitment and belonging. Appraisal offers the rare chance to focus on employment activities and objectives, to spot and correct existing problems and to enhance favorable future performance. Thus the performance of the whole organization is improved. Performance appraisal usually provides employees with acknowledgment for their work efforts, if any and as a result it brings them satisfaction. Actually, there are facts supporting that human beings will even prefer negative re cognition in rather than no recognition at all. During performance appraisals, feedbacks are obtained. These provide vital information on whether training and development needs should be considered. The presence or lack of working skills, for example, can become very obvious. The supervisor and subordinate can thus agree upon any demand for training. As far as the organization is concerned, the overall appraisal results can provide a regular and efficient training needs audit for the organization as a whole. The information obtained from appraisals can also give indication on an organizations recruitment and selection practices. This can be done by screening the performance of recently hired workers. The general quality of the workforce can also be monitored by assessing any improvement or decline performances. Changes if needed in the recruitment strategies can then be considered. 2.1.11 Criticisms related to P.A.S There are several problems in the actual performance appraisal primarily due to rater bias. Some supervisors are too lenient and thus have a tendency to rate all employees positively rather than really measuring their performance. Another problem is the central tendency where supervisors position the majority of the employees in the center of the performance scale, even though they deserve a better or worse grade. The halo effect is another error usually made during appraisals. This arises when a supervisors general feeling about an employee influences the overall judgment. Performance appraisal systems are at times criticized for weaknesses in the system design itself. Sometimes they assess the wrong behaviours or consequences, or focus on employees personality instead of on their work performances. Very often standards for appraising employees are not related to the work itself. As a consequence employees may not likely be interested in such a system where performance stand ards are unsuccessful in highlighting important aspects of the jobs. Some organizations founds that PAS is a constant cause of tension, since evaluative and developmental concerns come often into disagreement. It is said that the appraisal can serve only one of them at a time. Also they find it dehumanize and demoralize to pass on judgments which then become source of apprehension and stress to employees. Many researchers such as Derven (1990) expressed doubts about the effectiveness and dependability of the appraisal process. Some found the process to be imperfect in nature. Moreover, Gabris Mitchell (1989) found a disturbing bias in the appraisal process called the Matthew Effect. It is said to take place in cases where employees keep on receiving the same evaluation each year. This denotes that there is the belief that if an employee has work well, he or she will continue on that pace. The Matthew Effect advocates that even if employees struggle to do well, their past a ppraisal reports will discriminate their future progress. Accuracy is important in appraisals. However for raters to appraise employees accurately, they should give unbiased results. Unfortunately accurate ratings are quite impossible as researchers affirm that personal liking, look, former impressions, gender and race will certainly manipulate appraisals, that is, there will always be some kind of biasness. 2.1.12 Conclusion about PAS There are various schools of beliefs as to the validity and reliability of performance appraisals. While Derven (1990) doubts about its dependability, Lawrie (1990) finds it to be the most important aspect of organizations. A recent survey concluded that more than fifty per cent of the workforce wishes that their supervisors list the performance objectives much more specifically and clearly. The same survey revealed that 42 per cent of the employees were rather disappointed their organisations performance appraisal system. Many supervisors make the wrong use of appraisal. They use it as a punitive tool rather than helping their subordinates to improve their performance and overcome work problems. According to Shelley Riebel, as in the Detroit News (April 11, 1998) often managers are unsuccessful to explain what they really expect from their employees and fail to well describe the criteria used for assessing their performance. The data obtained during the appraisal proce ss should be wisely used and considered. Still, for performance appraisal to be successful, it is important to carry it out on a regular and consistent basis. This will allow supervisors to follow and review employees work. Raters often make the mistake of emphasizing too much on mistakes committed by the employees. Rather, if ever some problem is spotted by the supervisor, the issue should be discussed with the employee concerned and both should try work on a solution. 2.2 Motivation Performance Appraisal System 2.2.1 Introduction to Motivation Motivation can be defined as the driving force that moves us to pursue a certain goal, or trigger a particular action. It can be considered as the desire within a person causing him or her to act. People generally act for a motive and that is to achieve a specific objective. Two main types of motivation have been noted, namely intrinsic and extrinsic. Intrinsic motivation comes from the inner self while extrinsic motivation arises when external factors require one to perform something. According to Passer and Smith (2004) the concept motivation refers to a course of action that influences the determination, direction and dynamism of goal-directed behaviour. Similarly, Kreitner and Kinicki (2007) assert that motivation represents psychological practices that stimulate voluntary actions. In the work context, as confirmed by Coetsee (2003), motivation entails the readiness of individuals and groups to put much effort so as to achieve organizational goals. From the above, it can be construed that there exists no single and general definition for motivation. Yet, Boje and Rosile (2004) regard motivation as an authoritarian ideology, a way to manipulate performance and where visions of self-actualisation need gratification. This view might be too negative to consider, but the rise in capitalism has been driven by high concentration motivation programmes which sometimes turn employees into production machines. 2.2.2 Motivation and P.A.S in Organisation Today Motivation can be the key to a successful organization. It is often claimed that the best businesses have the best motivated workers. Well motivated employees are said to be more productive and perform quality work. It remains however one of the most challenged tasks for managers to motivate their staffs as everyone is unique. A supervisor should strive to tie in the companys goals together with the employees individual goals through performance management. Moreover, the whole performance appraisal process and its result can affect an employees motivation. As highlighted by Cummings and Shwabs (1974), employees performance is the outcome of the employees motivation to perform. In an organisational context, the performance is appraised by assessing the employees aptitudes and potentials to achieve the set goals. 2.2.3 Theories of Motivation related to P.A.S 2.2.3.1 Edwin Lockes Goal Setting Theory A main element for efficiently coaching employees is by using goal setting. Edwin Locke (1968) introduced the Goal Setting Theory whereby employees get motivated to work for the organisation when they are given specific and pronounced goals to achieve. This theory emphasizes that hard goals produce a higher level of performance than easy goals. Secondly, particular hard goals produce higher level of output and lastly, behavioural intentions lead to choice behaviour. Many, who study the relationship between performance and motivation in organizations, will agree that goal-setting and explanation creates confidence in the workers. By clearly explaining the meaning of the goals, employees will have a clear view on what the organization wants to achieve. Coetsee (2003) affirms that the most performing workers are goal-directed. Set goals allow employees to accomplish organisational vision, aims and strategic objectives. The assumption made here is that when people recognise and unde rstand what is expected from them and how they are to be met, they will be motivated to achieve them within the time-limit. With regard to coaching, goal-setting theory has been used more than any other as a framework to motivate employees to improve their performance. As cited by Cary L. Cooper, Edwin A. Locke (2000), the early work of Maier (1958) and Meyer et al. (1965) emphasized goal setting in the appraisal process. In a study, Latham et al. (1978) found that consistent with the theorys predictions, employee participation in setting the goals resulted in higher performance than assigning them, not because of greater goal commitment, but rather due to high goals being set. According to Dossett et al. (1979), a similar result was observed with Weyerhaeusers word processing employees. Goals and objectives set by the employers and employees should be discussed regularly. Erez (1977) asserted that for difficult goals to result in high performance, sufficient feedback is ve ry important. 2.2.3.2 Behaviour Maintenance Model (BMM) Cummings and Swabs presented the Behaviour Maintenance Model (BMM) to illustrate how people are motivated to perform efficiently in an organisation. This model emphasises on the significance of outcomes in the motivational process. Fig.1: Behavior Maintenance Model This framework shows that goal aspirations results in goal attainment and motivation. When goal attainment is achieved by the employee, it leads to job satisfaction which in turn leads the employee to become motivated. 2.2.3.3 Victor Vrooms Expectancy theory Expectancy theory is an idea that was introduced by Victor Vroom. The theory as explained by Kreitner Kinicki (2007) is based on the assumption that people are motivated to act in ways that will be followed by valued and desired outcomes. The theory says that an employee might be motivated when there is a belief that a better performance will result in a good performance appraisal which will help in the realization of personal goals. The theory focuses on motivation as the combination of valence, instrumentality and expectancy. Valence is the value of the alleged result. Instrumentality is the point of view of an individual whether he or she will really obtain what they want. It shows that successful act will eventually lead to the desired result. Expectancy refers to the different level of expectations as well as confidence regarding ones capability. Employees believe that these create a motivational force and this force can be represented by the formula: Motivation = Valence x E xpectancy The theory focuses on three things: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Efforts and performance relationship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Performance and reward relationship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Rewards and personal goal relationship 2.2.4 Conclusion: Performance Appraisal as Motivator? From the above reviews, it can be seen that no such research has been done to show if performance appraisal really acts as a motivator to employees. Bratton and Gold (2003) and Bowles and Coates (1993) claimed motivation to be one of the purposes of appraisals. It remains unconditional to know whether performance appraisal has a role to play in employees motivation. The research will therefore try to answer the following research questions: Does the Performance Appraisal System affect employees motivation? Does the system affect more a specific category of employees? How do employees perceive the PAS at the MRA? How do employees perceive feedback? Does the level of importance given to the system directly affect the employees motivation? Does the trust put on the appraiser influences the employees motivation?

Autism Spectrum Disorder ( Asd ) - 1285 Words

Introductions: Autism Spectrum Disorder (ASD) is defined as a lifelong developmental condition that affects, among other things, the way an individual relates to his or environment and their interaction with other people. The word ‘spectrum’ is the description of a range of difficulties that people with autism may experience and the degree to which they may be affected. Not everyone with autism have an accompanying learning disability and require continued specialist support because some people with autism may be able to live relatively normal lives. There are main areas of difficulty that are associated with autism people such as difficulty in social communication, social interaction and restricted or repetitive behaviours and interests†¦show more content†¦They assessed their DNA from blood samples. The researchers used a highly urbane technique that can detect duplications or deletions of one or more sections of DNA. Research suggests that mutated genes, which are found wit hin the Central Nervous System, which is similar to other neurological disorders such as Rhett’s syndrome or Huntington disease, may be the cause of Autism, as it is the part of the brain that effects information processes. (Autismresourcecenter.info, 2015). The environmental risk factors include much more than exposure to chemicals and it’s important to understand that. The term â€Å"environmental† scientists refer to influences other than changes in a gene’s DNA. None of these influences appears to cause or prevent autism. Autism Speaks, (2015). The age of the mother and father can trigger the onset of Autistic symptoms. Children born from a mother who’s older than 35 years and father who is over 50 years old are more likely to be born with some form of brain dysfunction or associated problems. (Autismresourcecenter.info, 2015) It is comprehended that psychological factors has informed increasingly well-designed and productive approaches to the education and treatment of children with autism, so that theory and practice can build on each other in a synergistic way. Psychological aspects of autism is distributed into sections covering the major areas

Importance of agriculture to economy of mianwali free essay sample

Mianwali is the district situated in the north of Punjab. It is located at the border of province KPK AND PUNJAB. This district was formed in the year 1906 . it has three tehsil’s Mianwali Easa khel Piplan The majority of peoples of mianwali belong to the field of agriculture . Mianwali consists of wonder full irrigation system. It consists of canals, river, and tube well, INDUS RIVER is one important source which provides water to many areas in mianwali. this river covers the areas of esakhel,mianwali,kundian,chashma,doaaba, etc.  due to this river most of the irrigation system in mianwali is easily approachable to all farmers. There are two major canals in mianwali too Thal canal Upper-Jhelum canal These two canal canals cover the major portion of mianwali. Apart from these canals there are many tube wells which fill the agricultural needs of mianwali people. From a long time the economy of mianwali was revolving around the crops which were more cultural in nature . These crops consist of wheat mungi and some vegetables. These crops were produced in mianwali for a long time but due to some problems these crops cannot give economical benefits to mianwali neither they can full fill the food needs of mianwali. But now in last ? years the type of crops being produced in mianwali is changed now mianwali people are producing crops like cotton, tobacco, etc. These crops are providing large profits to the people of mianwali and it is also providing people with employment . these crops are also giving industrialization in mianwali. In this article we will discuss about the effect of agriculture to mianwali. In Pakistan agricultural sector is of prime importance. It is the major source of income for the country during last 65 years. According to the latest survey it is contributing 1. 20. 9 % to the GDP. 2. Its growth rate is as low as 1. 5%. 3. It gives employment to 45% labor force So this scenario shows that agriculture is of prime importance to the economy of PAKISTAN. As mianwali is located in Punjab province so it also possesses a very fertile land. Due to this reason agriculture is also very important to the people of mianwali and its economy. Everyone knows that mianwali is traditionally producing those goods which are used as food, like wheat but in this article we will study about a few crops which are new in mianwali and which are making mianwali economically strong. EXPANSION OF COTTON INDUSTRY. The production of cotton in mianwali is increasing in last couple of years. MIANWALI was not known for the production of crops like cotton in the history but now mianwali is producing cotton at a high rate. Cotton is helping the economy of mianwali in many ways we will study those ways but firstly we will show the stats which show Amount of cotton in 2011 /acre Amount of cotton in 2012/acre 91000 96500 This increase in the production of cotton is providing mianwali with many benefits these benefits are explained shortly. Direct benefits. Employment Industrialization Increase in per capita Income Increase In the Production Tobacco Increase in the production of other crops Now these direct benefits are discussed in brief: Direct benefits Like every crop cotton has a direct benefit because cotton is a premium crop and it has a high market value so it gives farmer a very large amount of profit. This large amount of profit gives two benefits to the farmer .  1st is large revenue and 2nd is increase in per capita income. Also if a farmer gets large amount of benefit it proves incentive to work hard which helps to increase in income of the farmer directly and city and country indirectly. Employment: This increase in production of cotton is leading to many advantages to our district. The biggest of all these advantages is providing employment . f irstly when the people work on wages in the fields they get jobs. 2nd reason is that with the increase in production many GINNING FACTORIES have started working in the premises of mianwali. There are 33 ginning factories working in mianwali. Due to these factories many people in mianwali have started to get jobs in these factories. Almost 100 people are working in these factories. So at least 3000 people have got their jobs. This leads to increase in per capita income and ultimately to the stability of economy of mianwali. Industrialization: Industrialization is the thing which gives development to a country and a city every developed city in the world is developed due to its industry. Manchester is one of the most developed countries in the world it is just developed due its industry. In Pakistan Faisalabad Gujarat Gujranwala is one on of the developed cities just because of their industry. Cotton industry is providing mianwali with a chance to be industrially strong now in mianwali 33 ginning factories are working this is not a very big no but for a city like mianwali it is very healthy thing to have a start in the field of industry and this start is just because of crop of cotton . Increase in per capita income: Cotton factory is also increase leading to per capita income because if a farmer earns a direct revenue ,or a person gets a job in a factory or a person installs a industry it leads to the increase in earnings of mianwali and also it is leading to the increase in per capita income and development of economy of mianwali. INCREASE IN PRODUCTION OF TOBACCO: In the last few years the production of tobacco has increased in mianwali especially in last two years its production has increased at a very rapid rate, which can be seen from the following data. Amount in 2011 per acreage Amount in 2012 per acreage 1000 1500 According to this data the amount of production of tobacco has increased almost half of the amount since last year. This increase in the production of tobacco is giving mianwali many economic benefits. Firstly if the production of any crop increases it can increase the revenue, secondly it increases the rate of employment but the major benefit which mianwali has got from the production of tobacco is the INDUSTRIALIZATION because the increase in the rate of production has got the attention of PAKISTAN TOBBACCO COMPANY (PTC). due to the increase in the rate of production of tobacco PTC has started a plant in the mianwali. In the past few years the production of other crops is increasing in mianwali at a constant rate . for example the production of wheat is increasing at a rapid rate, wheat is an important ingredient of human food . it is a premium crop and increase in its production has lead to the increase in the rate of revenue earning for the people of mianwali. The increase in the production of all other crops is increasing the living standards of the people of mianwali . this increase in the production rate is increasing the per capita income. It is providing people of mianwali jobs and also giving mianwali a chance to be industrially strong. But there are some indirect benefits which people of mianwali are getting from agriculture now we will study about those benefits. BENEFITS OF AGRICULTURE FOR ECONOMY OF MIANWALI (INDIRECT): There are many benefits of agriculture in a country. Many people know about these advantages but there are some other advantages about which not enough people know but these advantages are as important as other advantages and they are also helping the economy in a descent way. FOCUS OF NATIONAL MULTINATIONAL AGRO COMPANIES: This increase in the rate of agricultural products has lead to the focus of many national and multinational companies in mianwali. This focus is giving people of mianwali a chance to get employment. Their are around 20 agro companies working in the mianwali presently . around 50 men are working in each company as a salesmen, accountant, managers, . So almost around 1000 people have got the jobs in these companies . so in a small city like mianwali it is proving to be very beneficial . this is increasing the per capita income and helping our economy in a great way. The volume of grain market has increased in mianwali at a rapid rate in mianwali(complete info about grain market is provided on a separate page). due to this increase in grain market it is easier for the farmers to get their grain into other areas and earn important revenue. (All the data was provided by ALI AKBAR GROUP) PROBLEMS FOR FARMERS IN MIANWALI As we have already discussed that mianwali is a remote area it is not much developed so our district is facing many problems in its agricultural process. The irrigation system of mianwali need to be improved and the farmers need to have some support from government. There are many problems faced by the farmers of mianwali a few of them are as follows: SHORTAGE OF WATER: Water is the necessity for agriculture easy access to water and better irrigation system makes it easier for farmers to produce good crops. Unfortunately many areas of mianwali are facing problems of water farmers don’t have easier access to water. Low level farmers cannot use tube wells .  most of the agriculture system of mianwali depends upon rain water so if there are no sufficient amount of rains farmers of mianwali suffer losses. Transportation of agricultural commodities: In many areas of mianwali like kacha there are serious transportation problems . farmers are not able to take their commodities to the other cities easily . as the farmers are not able to take their commodities to the other cities so, there is less amount of production because the farm ers know that they cannot sale their products in other cities so they produce in less amount. Cold stores Another serious which people of mianwali are facing is the problem of cold stores. Because there is no cold store in mianwali due to this reason the production of citrus is affected in mianwali because farmers know that if they produce in large amount then their fruits can be ruined due to the absence of cold store. So due to this reason production of goods is affected at a high rate. Inputs should be cost effective The inputs like fertilizers, seeds pesticides are really important for the production of crops. If the inputs are cost effective then it directly influences the rate of production. In mianwali these inputs are not easily available and also not very much cost effective. So to improve the economy of mianwali inputs should be cost effective. So to improve the economy of mianwali we need to find some solution of these problems because without solving these problems we cannot improve the economy of mianwali. STEPS TAKEN BY INDIAN GOVERNMENT FOR THEIR FARMERS AS COMPARED TO GOVERNMENT OF PAKISTAN PAKISTAN AND INDIA are two neighboring countries .  these two countries resemble with one another in many ways. The weather, economic conditions type of soil and many other traditions are same between these two countries but due to certain reasons India is much more economically strong than Pakistan. These reasons are as follows. Here is a short comparison between the steps taken by Indian government and Pakistan government is as follows: PAKISTAN Inputs are not cost effective Tube wells a re not easy for small farmers to install. Ways of transportation are not good. The middlemen’s in Pakistan reduce the benefit of farmers Transportation system is better in india. There is no middle man in india that is why farmers gets more profits. At the end we will like to end our article by suggesting that government of Pakistan should also take steps to improve the life style of our farmers as Indian government did. And there should be new methods in agriculture to improve the production and the farmers should be given skills so that they can enhance their production.

LONG TERM CAPITAL MANAGEMENT L.P. A CASE STUDY Essays -

LONG TERM CAPITAL MANAGEMENT L.P. ? A CASE STUDY Rarely if ever has a single firm had as tremendous an impact on international economics as Long Term Capital Management L. P. (LTCM). This report describes the company itself and its investment strategies, with particular attention paid to its international influence and importance. LTCM's activities in the financial world ultimately caused a near-collapse in the entire international financial system. In fact, had the Federal Reserve Bank of New York (FRBNY) not intervened to coordinate a major buyout of LTCM after it sunk into insolvency, the entire financial system could have been seriously jeopardized. Company Profile Set up as a particularly large hedge fund, and comprised of Ph.D. economists and established Wall Street bond traders, LTCM is a very interesting case, as well as an extremely volatile and important fund. Key Members and Their Backgrounds Founded in part by Nobel laureates Robert Merton and Myron Scholes, LTCM based its investment strategies on the mathematical models developed by Scholes, Merton, and Fischer Black. The model itself, commonly known as the "Black-Scholes Options Pricing Model", is famous for two major insights into economic thought. First, the model determines how to eliminate risk as a variable in the option-pricing equation. This was accomplished as a result of the second major insight, which was the idea of using continuous time for option pricing as opposed to second-by-second timing, a most crucial element that Robert Merton borrowed from a Japanese rocket scientist named Ito. Discovering how risk can be eliminated from large-scale investing is obviously an enormous break-through that puts greed in peoples' eyes and gets major investment players fighting for the chance to invest where the model will first be used in practice. Integrating the notion of continuous time into the pricing model elimina ted the problem of an appropriate option price being out-of-date by the time it was calculated. As champions of these powerful tools, Merton and Scholes decided to play the very financial markets that had already been transformed by their insights. The Black-Scholes model is: Value of a call option = P0N(d1) - X [N(d2)] eKRFt Where Po = the current price of a stock X = the exercise (strike) price on the option t = time remaining until expiration of the option KRF = continually compounded risk-free interest rate e = the natural antilog of 1.00 or 2.71828 N(d) = the probability that a standardized, normally distributed random variable will have a value less than or equal to d, essentially the hedge ratios.1 The Black-Scholes pricing model can adjust the value of options to reflect continuously changing stock prices. Black, Scholes and Merton appeared to have made the break-through that could finally bring perfect efficiency to the world's markets. John Meriwether, a wealthy and famous Wall Street bond trader from Soloman Brothers Inc., also played an integral role in the history of the firm. Meriwether left Soloman after having his name too closely associated with a bond-auction fraud scandal orchestrated by one of his colleagues. Meriwether, an old friend of Scholes, brought his expertise in bond markets and bond futures to the firm as its top executive. Also a co-founder, Meriwether brought with him from Soloman several of his former colleagues, who had also left Soloman after the bond fraud scandal in 1992. Hedge Funds and the Uniqueness of LTCM A hedge fund is organized much like a mutual fund (both are private, pooled investment accounts), but with some significant differences. Legally, a hedge fund is distinguishable by the fact that it limits the number of investors to 500 per fund. Also, to qualify to invest in American hedge funds requires a minimum capital amount of US$5 million for individuals, and US$25 million for institutional investors. In the case of LTCM, only those individuals and institutions that the fund's partners sought out were able to invest in the firm. Other things that distinguish hedge from mutual funds are: Hedge fund managers have almost complete autonomy in determining what assets to hold, and are not at all limited in what types of assets they can hold. Hedge funds are allowed to engage in short selling. Hedge funds may use leverage to increase levels of funding and of risk and return. Hedge funds can limit the amount cash injected into and withdrawn

Nervous System Adaptation Essays (196 words) - Muscular System

Nervous System Adaptation Nervous System Adaptation plays a significant role in exercise development as seen by mental imagery, cross education, and coactivation. The body must establish and modify it's own neural network before it can strengthen. A weight lifter can improve his workouts by understanding the fundamentals of NSA. The nervous system plays a large role in how a muscle develops. For example Scientists have found that people who visualize their workouts can stimulate a significant amount of muscle growth. Although scientists would not advise solely visualized workouts they do stress the importance of good mental preparation to help physiological adaptation. Another example of how the nervous system effects muscle development is in cross education. When one injures a muscle often times the doctor will tell them to work the opposite uninjured muscle. This action will indirectly stimulate the injured muscle. When a novice weight lifter flexes a muscle, the opposing muscle restricts movement. After working out for a period of time, this misfiring of the neurons will dissipate. This phenomenon is known as coactivation. Also, in synchronization a novice weight lifter's movements will be shaky until his or her neural network has adjusted itself. Science Essays

28 Serious Quotes From British Comedian Charlie Chaplin

28 Serious Quotes From British Comedian Charlie Chaplin Charlie Chaplin (1889-1977) became a star well before movies had sound. But his talent to turn the tragedies of everyday people into epic comedies has made him immortal on the silver screen as he played everything from a tramp to a buffoon dictator. The following quotes consist of Chaplins observations on his life, career, and the study of human nature. Charlie Chaplin on Laughter and a Positive Outlook A day without laughter is a day wasted.To truly laugh, you must be able to take your pain, and play with it!Youll never find a rainbow if youre looking down.Failure is unimportant. It takes courage to make a fool of yourself. On Despair and Tragedy Despair is a narcotic. It lulls the mind into indifference.I always like walking in the rain, so no one can see me crying.Life is a tragedy when seen in close-up, but a comedy in long-shot.Nothing is permanent in this wicked world, not even our troubles.The saddest thing I can imagine is to get used to luxury.We might as well die as to go on living like this. Chaplins Comedy and Career All I need to make a comedy is a park, a  policeman, and a pretty girl.I dont believe that the public knows what it wants; this is the conclusion that I have drawn from my career.I went into the business for the money, and the art grew out of it. If people are disillusioned by that remark, I cant help it. Its the truth.The basic essential of a great actor is that he loves himself in acting.Imagination means nothing without doing.Why should poetry have to make sense? On Human Nature A mans true character comes out when hes drunk.I am at peace with God. My conflict is with Man.I am for people. I cant help it.We think too much and feel too little.What do you want a meaning for? Life is a desire, not a meaning.We all want to help one another. Human beings are like that. We want to live by each others happiness, not by each others misery. On Beauty and Understanding I do not have much patience with a thing of beauty that must be explained to be understood.If it does need additional interpretation by someone other than the creator, then I question whether it has fulfilled its purpose. On Politics I remain just one thing, and one thing only, and that is a clown. It places me on a far higher plane than any politician.The hate of men will pass, and dictators die, and the power they took from the people will return to the people. And so long as men die, liberty will never perish.Dictators free themselves, but they enslave the people.Id sooner be called a successful crook than a destitute monarch.

In Mexico, Wal-mart is defying its critics Article

In Mexico, Wal-mart is defying its critics - Article Example However, when everything had been considered, it became clear that microeconomics and macroeconomics had made people (especially those in small towns) poorer. The solution was to improve their purchasing power by offering them commodities at the lowest possible prices, lower than what local retailers were offering. In retrospect, it is safe to say that macroeconomics and microeconomics had a huge impact on Wal-Mart’s strategy in Mexico. The biggest retailer in the world had to develop a pricing strategy that would enable it to enter and remain in the Mexican retail segment. It is not often that a scenario like this is witnessed, especially when a large company like Wal-Mart is involved, but the economic conditions in Mexico meant that the company had to conform or go and try its luck elsewhere. Its pricing strategy is particularly damning evidence that the target market always dictates company approach and business strategy. Poor Mexican people were not going to work harder in order to afford Wal-Mart’s products; the company had to conform to their needs by formulating its pricing and accessibility around them and their purchasing power. That is the influence of macroeconomics and

The importance of time management in organizations Essay

The importance of time management in organizations - Essay Example Major, Klein and Ehrhart (2002); Jackson and Martin (1996); Teuchmann, Totterdell and Parker (1999) have studied in detail the stress borne by managers and employees of an organisation to deliver on time in the midst of an acute time-crisis. Adding on to these, Palmer and Schoorman (1999) have identified that the shortage of time in organisations result in employees performing multiple activities simultaneously. A number of studies on this subject have stated that time is an important factor to consider while formulating organisational behaviour models as it greatly affects an organisation’s business, operations and human resource (Wright, 2002; Ancona, Goodman, Lawrence and Tushman, 2001; George and Jones, 2000). As a corollary to their research, Macan (1994) studied the means employees of a company resort to for time management and also recommended several ways in which such initiatives can be bettered and integrated into a holistic effort. The shortage of time As per data c ollected from 557 managers of various companies as part of a recent survey by McKinsey & Company, only 124 respondents stated that they are content with the way their time is assigned to different tasks; against a contrasting 433 respondents who stated that they were discontent. These 500 respondents were categorised into 4 groups: 1. Managers who spend most of their time at their desk and cannot find time to provide support and motivation to their subordinates on a personal basis. 2. Managers who mostly spend most of their time away from their desk and cannot find time to attend important meetings or sit down and formulate corporate strategies. 3. Managers who spent most of their time with their subordinates and cannot find time to interact with the stakeholders of the company. 4. Managers who are actively involved in responding to sudden challenges and crises within the organisation, and cannot find time to take part in long-term strategy formulations. The study indicates that man agers are increasingly feeling the heat of performing too many tasks in too little time. Most of them feel that their work hours are not sufficient to cater to all their responsibilities. Some of the reasons for lack of time may be identified as the constant need to communicate with multiple stakeholders on every little work progress; the added burdens of globalisation such as, different time zones and more complex organisational hierarchies; and the over-aggressiveness of companies in the midst of a global financial crisis. The consequences of such shortage of time also flow down to the end employees who are led by the managers. This often leads to unorganised, non-synchronous activities within an organisation. Although companies consider lack of time as a personal problem of employees and not of their concern, its impacts are far-reaching and are directly associated with a company’s working principles and performance. The study clearly shows that time is not considered duri ng formulating corporate strategies and assigning roles and responsibilities. Most companies perceive time as an infinite resource that constantly flows in, but the fact is that just like money, the time-related capabilities of a company are also limited. Time is essential to plan, track and manage

Corporate Problem Solving Essay Example | Topics and Well Written Essays - 1250 words

Corporate Problem Solving - Essay Example Can anything be done about the wide variety and large amount of information that comes to many corporate planners on a daily basis' Most corporate planners get so much information that they can hardly manage their workloads. Yet, to make the business a success, they must make effective and throughough decisions, using up-to-date information (Hansen, 1995). As John Naisbitt pointed out on the first page of his best-seller Megatrends, "Although we continue to think we live in an industrial society, we have in fact changed to an economy based on the creation and distribution of information." (Thierauf, 1987). This "megashift" as defined by Naisbitt is "an explosive transformation from an industrial to an information society." (Thierauf, 1987). This shift is affecting all companies around the world, and especially in the United States. Therefore, to help problem-solving issues in business, the corporate planning should actually be focusing on problem finding: "future information in the form of problems and related opportunities should be evaluated and resolved in the present as it affects the business organization tomorrow." (Thierauf, 1987). What are some things that the business can do to help make this change and thus solve this problem' Two items need to taken into consideration when analyzing this issue and solving the information overload problem affecting many businesses. First, a change in environmental factors would help contribute to the defeat of the problem(Mitchell, 1954). Corporate planning is at the center of a business organization's decision making process and therefore the corporate planners contribute to the business' future on an almost daily basis(Hansen, 1995). Therefore, the organization needs to coordinate its notion with the outside business world. This means that the business needs to take a close look at the markets and always keep the information about the markets in mind when making decisions. This means taking a close look at how: "the organization operates, current knowledge of its customers and competitors, availability of capital, capabilities of available personnel, and sources of supply . Increasing prices of purchased materials, rising labor costs, and foreign competition signal the need for some type of management information system (MIS) that describes the organization's economic environment and coordinates the external environment with the internal factors to provide corporate planning information." (Thierauf, 1987). The next important item that can assist the business with this problem solving issue is to change internal environmental factors as well. The business needs to address changes that are happening and will happen in the future, and that are affecting the entire business world. Today, this revolves increasingly around technology, as businesses are expected to stay on the cutting edge of technology and technological trends. For most organizations, the hope of making an initial investment in technology creates the hopeful end result of saving money. In the business world, the old slogan is still the rule: "Time is money." Therefore, if the initial problem is time, as stated before, then the business could use certain types of technologies to help organized and cut back on the workload. While this would require an initial investment on the part of the company, it would also provide a

Job Stress As Determinants Of Job Performance

Job Stress As Determinants Of Job Performance Stress is defined as a psychological and physiological response to the perception of a demand or challenge (Bunge, 1989). However, job stress is defined as the harmful physical and emotional responses that occur when requirements of the job do not match the workers capabilities, resources, or needs of the workers (NIOSH, 1999). Performance is defined as an action or process of carrying out or accomplishing an action, task or function (The New Oxford American Dictionary, 2005). In relation to job, performance is defined as a criterion of job-related behavior, usually measured in terms of quantity or quality of output or both (Corsini, 2002). Excessive stress in the workplace creates a toll on both employee and corporate health. It leads to increase health care cost, higher rates of absenteeism, turn over, industrial accidents, and lower level of productivity and performance. These effects of stress bring negative impact on the functioning of an organization, which in turn affects the economy. According to the American Institute of Stress, job stress costs the nation over $300 billion annually because of health care, absenteeism, and stress reduction efforts. Workplace stress is currently a topic of great interest. Though many professions have been studied, one profession that has not been extensively studied is the librarians, despite many librarians stating that they experience stress in their workplace. It is also the researchers observation that working in the library is not a stress-free job. In fact, according to a research done by psychologist Saqib Saddiq (n.d.), which was published by the BBC News last January 12, 2006, librarians were the most stressed in their workplace because they found their job repetitive and unchallenging. Due to the competitive nature of jobs, stress in the workplace poses a threat to the health of the workers which in turn affects their performance. According to Kavanagh (2005, p. xii), when an individual comes under stress, his cognitive performance and decision making may be adversely affected. The growing amount of research investigating the stress-performance relationship in the workplace may have been due to the popular belief that a high level of stress can lead to reduced employee performance attributed to some forms of physiological, psychological, and behavioral dysfunction (Robbins, 1986, p. 385). Although working in libraries has been commonly thought of as a stress-free job compared with other professions, a number of studies have appeared in library literature which focused on stress experienced by librarians in their workplace (Bunge, 1989; Wood, 1989; Nawe, 1995; Topper, 2007). Factors such as work overload; work under load; interpersonal relationships; lack of effective positive feedback from supervisors, co-workers, and patrons; absence of clear policy guidelines; inadequacies in supervision and management; inadequate office space; role ambiguity; role conflict, and; lack of resources can cause stress in the library workplace which can eventually affect the job performance of library staff (Bunge, 1989). Research on job stress and job performance of public library staff will help public library administrators to develop possible solutions to eliminate or at least reduce stress in their workplace, which is necessary for better job performance of their staff. It will also help them develop effective strategies for managing stress to maintain high level of productivity. Statement of the Problem Large bodies of literature have tried to determine the influence of job stress to job performance among different professionals (e.g. Jamal, 1985; Mathur et al., 2007; Park, 2007; Kazmi, Amjad and Khan, 2008; Ongori and Agolla, 2008; Cardona, 1991; Manasala, 2002; Muyo, 2002; Monge, 2005; Taniajura, 2007). Since there is no study regarding job stress and job performance of public library staff, this study will attempt to fill the research gap that will serve as a useful guide for future research investigations. This study will investigate the sources of job-related stressors of the library staff, their level of stress, and the relationship of stress to their job performance. Specifically, this study will find answers to the following questions: What are the job-related stressors experienced by the public library staff? Physical Environment Stressors Individual Stressors Group Stressors Organizational Stressors What is the level of stress (low, moderate, high) experienced by the public library staff? What is the relationship of level of stress (low, moderate, high) to the level of job performance (low, moderate, high) of public library staff? What socio-demographics influence the level of stress (low, moderate, high) of public library staff? Age Gender Civil status Educational attainment Length of employment Position in the library Salary What socio-demographics influence the level of job performance (low, moderate, high) of public library staff? Objectives of the Study This study aims to: Identify the job-related stressors experienced by the public library staff. Determine the level of stress (low, moderate, high) experienced by the public library staff. Identify the relationship of level of stress (low, moderate, high) to the level of job performance (low, moderate, high) of public library staff? Determine the socio-demographics of public library staff that affect their level of stress. Determine the socio-demographics of public library staff that affect their job performance. Significance of the Study The researcher found it important to study job stress and job performance of library staff because the public believed that librarians work in a stress-free environment (Wood, 1989). Results of this study will serve as a proof that library workplace is also a potential source of stressors which poses a threat to the well-being of library staff and can eventually cause a low level of performance. To the staff in public libraries, the result of this study will help them to become aware of their stressors and stress levels and to develop approaches/strategies to deal with them. This study will also serve as a useful guide for the library staff in preventing stress in their workplace and to create a healthful environment which may result in high performance and productivity. Their better service and commitment to work will benefit the patrons of the library in gathering the necessary information that they need. To library administrators, findings of this study may be used as a basis for designing a stress management manual for library staff focusing on necessary preventive techniques and coping mechanisms to manage stress and implement them appropriately in the library workplace. Such techniques in coping with stress may enhance the well-being of the library staff which is necessary for better job performance and productivity. As a contribution to the scientific studies, the results of this research may fill the research gap between job stress and job performance of public library staff. This study will also provide additional information on the stressors and stress levels in the library workplace; the stressors that influence job performance, and; the socio-demographics that influence the level of stress and job performance. To future researchers, findings of this study can be used as a guide in studying job stress and job performance of library staff in other types of libraries (academic, school, special). This research could also serve as their source of related literature. Scope and Limitations of the Study This study will investigate the stressors and stress levels in the library workplace and the stressors that influence the job performance of library staff, particularly among the staff in selected public libraries in Metro Manila. It will also try to find out if certain socio-demographic characteristics such as age, gender, civil status, educational attainment, length of employment, position in the library, and salary may influence the level of stress and job performance of public library staff. Only the public library staff who perform library work will be included in this study. Library staff who will participate in this study will come from six (6) public libraries in Metro Manila, namely: (1) Makati City Library; (2) Manila City Library; (3) Marikina City Library; (4) Pasay City Library; (5) Pasig City Discovery Centrum and Learning Resource Center, and; (6) Quezon City Public Library. CHAPTER II REVIEW OF RELATED LITERATURE Stress has been defined in different ways by different people. The business person may define stress as frustration or emotional tension; the air traffic controller may define it as a problem of alertness and concentration, while the biochemist may define stress as a purely chemical event (Ivancevich and Mattenson, 1990). Psychologists and biologists think of stress as any strain that disturbs the functioning of an organism. Medical professionals think of stress as a factor in disease causation. From a laypersons perspective, stress can be defined as feeling tense, anxious or worried (Ivancevich, Konopaske and Mattenson, 2008). However, Selye (1956), a pioneering expert on the study of stress, defined stress as rate of wear and tear within the body at any one time because this is the immediate non specific result of function and damage. Bunge (1989), on the other hand, defined stress as a persons psychological and physiological response to the perception of a demand or challenge. Acc ording to Decenzo and Robbins (1999), stress is a dynamic condition in which an individual is confronted with an opportunity, constraint or demand, related to what he or she desires and for which the outcome is perceived to be both uncertain and important. Ivancevich, Konopaske and Mattenson (2008), defined stress as an adaptive response, moderated by individual differences that is a consequence of any action, situation or event that places special demands on a person. Jamal (1984) defined performance as an activity in which an individual is able to accomplish successfully the task/goal assigned, subject to normal constraint of the reasonable utilisation of available resources. According to the Dictionary of Psychology by Ray Corsini (2002), performance is an activity or behaviour that leads to a result such as a change in the environment. However, according to Ivancevich, Konopaske and Mattenson (2008), performance is the desired results of behaviour. Studying stress is important to make the organizations aware that they have a moral and legal obligation to provide a work environment in which stress is kept to manageable levels (Jex 1998). Being aware on the extent of stress in the library workplace, library administrators could design a necessary preventive technique for their staff to deal with stress. This can help the librarians to cope positively with different stressors in their workplace which may result in better performance and high level of well being. On the other hand, policy makers could formulate guidelines which is not too complex so that employees can follow them effectively without being stress. A. Job Stress Foreign Studies Stress among academic librarians and library directors were the focus of study conducted by Wood (1989). The studies showed the potentially adverse impact of stress on individuals and organizations generally, and librarians and libraries specifically. The results of a study based on Hallbergs Stress Survey was sent to the academic librarians in the Southeastern Library Network (SOLINET) region were presented. Six types of stress criteria (time, task perfection, control over the job, competition, change, and physical symptomology) were used to evaluate such positions as library directors; acquisition librarians; catalog librarians; reference librarians; serial librarians, and; others. The impact of technological, environmental, organizational, and other factors were also included in the study. Findings of the study found no evidence of unhealthy stress levels among the college librarians in the 40 academic libraries surveyed. Local Studies In the Philippine setting, studies on job stress have also been conducted. Caguiat (2001) studied the effects of stress and burnout on librarians in selected academic libraries in Metro Manila. The study was conducted to determine the level of burnout; identify the sources of job-related stress; determine the manifestations of stress; describe the level of burnout which affects job performance in relation to the following characteristics such as civil status, age, educational attainment, position/designation in the library, and length of employment in the library, and; identify the individual coping mechanisms and stress reduction techniques provided by their organizations. A survey questionnaire was the main research instrument in the study. Results of the study revealed that academic librarians experienced very mild emotional exhaustion level. Low budget, overworked, low advancement, and working conditions were the most common organizational stressors on academic librarians. The most common manifestations of stress frequently experienced by librarians und er study were backaches and headaches. With regards to their job performance (for the last six months), the respondents think that their overall function as librarians was excellent. On the other hand, librarians in academic libraries dealt with stress towards the positive way of coping, and the most common stress reduction techniques and remedies given to the librarians by their organizations were skill training programs, breaks during work, orientation programs, improved working conditions, and improved communications. Job stress and burnout among librarians in selected special libraries in Metro Manila was another study conducted by Mohammad (2001). This study looked into the prevailing conditions of job stress and burnout among special librarians. The data were obtained through questionnaire. Majority of the respondents (59.5%) were found to be experiencing stress, while 27 percent were distressed or strained. Three (8.1%) respondents were found to be burned out. B. Job Stressors Various authors provided different ways of categorizing work stressors. Schuler (1982) identified seven categories of work stressors. These are (1) job qualities; (2) relationships; (3) organizational structure; (4) physical qualities; (5) career development; (6) change, and; (7) role in the organization. Quick and Quick (1984) propose four categories of stressors. These are (1) task demands; (2) role demands; (3) physical demands (elements in ones physical setting or environment); and (4) interpersonal demands. Burke (1988) provides six categories of stressors in the work place. These are physical environment, role stressors, organizational structure and job characteristics, relationships with others, career development, and work -family conflicts. Bunge (1989) cited the sources of stress in the library workplace such as: work overload; work under load; interpersonal relationships; lack of effective positive feedback from supervisors, co-workers and patrons; absence of clear policy guidelines; inadequacies in supervision and management; inadequate office space; role ambiguity; role conflict, and; lack of resources. Ivancevich and Mattenson (1990) categorize work stressors as: (1) physical environment stressors; (2) individual stressors; (3) group stressors, and; (4) organizational stressors. Decenzo and Robbins (1999) identified two potential stressors in the workplace. These are (1) organizational factors (task demands, role demands, interpersonal demands, organizational structure and organizational leadership), and; (2) individual factors (family problems, economic problems and personality). C. Job Performance Foreign Studies Dale (1959) classified components of job performance into four categories: Skill (includes education, experience, initiative, and ingenuity); Effort (includes physical demand, mental or visual demands); Responsibility (includes equipment or process, material or product, safety of others, work of others), and; Job conditions (includes working conditions, and unavoidable hazards). Myers (1964) confirmed Herzbergs findings. His study showed that achievement, recognition, the work itself, responsibility, and personal advancement gave deeper lasting satisfaction and performance to the worker than policy, interpersonal relationships, and working conditions. Campbell (1990, 1994) proposed a model whereby performance on all jobs can be broken down into eight dimensions namely: job-specific task proficiency; non-job-specific task proficiency; written and oral communication task proficiency; demonstrating effort; maintaining personal discipline; facilitating peer and team performance; supervision/leadership; and management/ administration. However, Campbell (1990) argues that only three (core task proficiency, demonstrating effort, and maintenance of personal discipline) are major performance components of every job. Local Studies Locally, Balantac (1977) appraised the quality of the performance of women agriculture teachers in Los Baà ±os, Laguna as perceived by the administrators, students, and by themselves. Specifically, the objectives were: (1) to determine the personal characteristics of women agriculture teachers; (2) to ascertain the job performance of women agriculture teachers as perceived by administrators, students, and the women agriculture themselves; (3) to determine the relationship between selected personal factors and job performance of women agriculture teachers, and; (4) to find out the relationship between selected job-related factors and job performance of women agriculture teachers. The data were collected with the use of an interview schedule. The findings showed that those who had rural backgrounds, had advanced masteral units, exposed to training programs, had lighter workloads, and were more satisfied in their jobs tended to exhibit high performance. Niones (2001) studied the factors affecting job performance of the employees of the UP Diliman School of Economics. The factors were age, sex, civil status, salary, address, educational attainment, tardiness, hours-lost, rated by administrative offices, rated by faculty, librarian, and supervisor. Multiple regression analysis was used to determine which of the factors have a positive and negative relationship, and how significant are their effects on the job performance of the staff. Results of the study showed that tardiness, salary, and hours lost have a significant effect on performance. An examination of the relationship between educational qualifications and the job performance of librarians in public and private schools in Los Baà ±os, Laguna was the study conducted by Tasarra (2005). The main objective of this research was to examine the relationship between the educational and professional qualifications and job performance of public and private school librarians in Los Baà ±os. The study used descriptive methods with the questionnaire as the primary research tool. Findings of the study showed that the job performance of librarians with Library Science units are 1.11 times more likely to be competent than those with no Library Science units. However, librarians with either a librarians certification or teachers certification are 1.25 times more likely to be competent than those without licenses. D. Job Stress and Job Performance Foreign Studies Jamal (1985) examined the relationship between job stress and job performance among managers and blue-collar workers. Four types of relationships were proposed between job stress and performance: (1) curvilinear/U-shaped, (2) negative linear, (3) positive linear, and (4) no relationship between stress and performance. A random sample of 283 blue-collar and 227 managerial workers employed in a large Canadian organization were surveyed in questionnaires. Measurement was made of variables relating to job stress, job performance, and organizational commitment. Results showed a primarily negative linear relationship between job stress and measures of job performance. Limited support was seen for curvilinear or no relationship. No support was found for the positive. Mathur et al. (2007) looked at the effects of stress on the performance of the employees working in different manufacturing organizations. The study also tried to find out the underlying factor responsible for stress as well as does stress affect the performance of the employees on the job. Data were collected from 110 higher and middle level employees through two separate questionnaires. First one was pertaining to stress and the second one was pertaining to job performance. The results came out with factors such as organizational culture, role conflict, and responsibility were responsible for stress. Regression analysis was used to check the effect of stress on job performance and it was found out that stress has an effect on job performance and job performance increases with the increase in stress. Park (2007) investigated the levels, sources, and effects of work stress on job performance of different socio-demographic and occupational groups of Canadian workers. A cross-sectional and longitudinal analysis was applied to examine how work stress factors were associated with productivity. On the other hand, multivariate techniques were used to control for employment characteristics and protective factors such as social support and individual coping behaviors. To account for survey design effects, the bootstrap technique was used to estimate coefficients of variation and p-values and to perform significant test. Findings of the study revealed that work stress factors have significant cross-sectional and longitudinal associations with job performance. Kazmi, Amjad and Khan (2008) investigated the effect of job stress on job performance of medical house officers of District Abbottabad. The data gathered were analyzed using descriptive statistics, Spearmans correlation, and multiple regression. Results of the study showed that there is an inverse relationship between job stress and job performance indicating that there is high job stress in the house officers, resulting in low job performance. Ongori and Agolla (2008) studied occupational stress and its effect on organizational performance of employees working in public sector organizations in Botswana. The data were analyzed using statistical package for social science (SPSS) version 15.0 and the use of simple descriptive statistics. To facilitate the analysis, the instrument used to analyze data on causes, symptoms, effects, and interventions were measured using Likerts scale. The findings of this study showed that 68% of the respondents agreed that they work below par when they experience stress, while 24% of the respondents disagreed with the statement. Local Studies In the Philippines, studies were undertaken to identify work-related factor that affect stress which in turn affect job performance. Cardona (1991) sought to determine the sources of job stress of school administrators in the Division of North Samar in relation to their job performance. Stress was defined as non specific human relations to environmental stimuli. The hypothetico-deductive type of research was employed using a stress questionnaire and the Performance Appraisal System. Mean, standard deviation, variance and percentage distribution, multiple regression, analysis of variance, and stepwise multiple regression were the statistical treatment used in the study. Findings of the study showed that performance rating was negatively related with environmental stressors while performance rating and position on the other hand, and organizational stressor on the other were positively related. The relationship between job performance and job stressor of school administrator was influenced by such factors as school location, position classification, level of education which the school provides, and civil status of t he respondents. Manansala (2002) determined the level of stress, stressors, and stress management strategies of grade two teachers in District IV-Manila in relation to their job performance for the school year 2000-2001. Stress questionnaires were used to gather data from the respondents and these were processed and analyzed using SPSS for Windows. Weighted mean, standard deviation and Pearson r were the statistical tools employed. Results of the study showed that the level of stress among grade two teachers was significantly related to job stressors and home and family stressors, while the level of stress was not significantly related to job performance. On the other hand, among the stress management strategies used in this study, only turning to religion and seeking social support had significant relationship with job performance. Muyo (2002) studied the factors related to work stress and performance among teachers of Romblon. A questionnaire developed and adapted from existing professional stress literature and various related stress scales was used to gather primary data from the target respondents. The data gathered were processed using SPSS. Appropriate statistical tests like chi-square test (x2), t-test, F- test or analysis of variance (ANOVA), and regression correlation were used to test the hypothesis. Results of the study indicated a positive relationship between the teachers level of stress and their performance which imply that the more stress manifestations of the respondents, the higher the performance level. However, the mean performance of the respondents categorized according to age, sex, and educational attainment did not register significant effects on performance. On the other hand, it was found that income, rank, and length of service were significant influencing variables on job performance . Monge (2005) determined the perceived effects of job-related stress on job performance among the teachers in the College of Arts and Letters (CAL) in Bicol University, Legazpi City. His study tried to find out the effect of job-related stress to college teachers as perceived by them in terms of colleagues, job, and work environment; the level of job performance of the respondents with regards to teaching competence, teaching performance, and personal-social qualities; if there was a significant relationship between job-related stress, job performance, and socio-demographic characteristics of college teachers, and; the proposed measures that can be undertaken to modify job-related stress and enhance job performance. This study made use of the descriptive-survey method as the primary structure of the research design in which a questionnaire was the main tool to gather pertinent data. The statistics needed were computed with SPSS 7.5 version. Mean, Pearson r coefficient of correlation, and t-test were the statistical treatment used in the study. Findings of the study revealed that CAL faculty was not much affected by the job-related stressors and they performed well in their job which means that job-related stress can affect job performance. Taniajura (2007) determined the factors related to the job stress and job performance of Technology and Livelihood Education teachers in the Division City Schools, Pasay City. The descriptive method of research was used with the questionnaire as the data gathering instrument. The data were statistically analyzed employing the following statistical treatment: frequency, percentage, weighted mean, standard deviation, and the Pearson product moment correlation. Findings revealed that the personal factors such as the monthly salary, health condition, family condition and the school-environment factors such as workload and working conditions are teachers job stressors. Therefore, the independent variables (teachers job stressors) are significantly related to job stress and performance of technology and Livelihood Education teachers. According to Cardona (1991), Muyo (2002), Mathur et al. (2007) and Taniajura (2007), job stress has a significant relationship with job performance. On the other hand, Jamal (1985), Manansala (2002), Monge (2005), Kazmi, Amjad and Khan (2008) and Ongori and Agolla (2008), revealed that stress has an inverse relationship to job performance. However, according to Park (2007), work stress factors have significant cross-sectional and longitudinal associations with job performance. Likewise, according to the present researcher, stress has a curvilinear/U-shaped relationship with job performance. That is, when the stress is at high and low levels his performance on a given task is lower. But if the stress is at the moderate level, you will be aroused to perform well while not being overstressed and unhappy. This means that either too much stress or too little stress is detrimental to an individuals performance. Theoretical/ Conceptual Framework of the Study One costly result of a mismatch between expectations and reality is a lower level of job performance. Studies indicate that performance reaches an optimal point when stress is at moderate level. The moderate stress is optimal theory (Mattenson and Ivancevich, 1982) presents what is called the inverted-U-stress/performance curve (see Fig.1). It exemplifies that if there is a very little pressure on individual to perform any task, then performance will be low. However, when there is too much stress, performance will be low also. Either too much stress or too little stress will detract the individual to perform well. High Level of Performance Low Low High Level of Stress Figure1. The Inverted U-stress/performance Source: Mattenson and Ivancevich 1982, p.46 However, at the moderate level of stress, there is an area of best performance which the individual has enough pressure to focus on his task and perform well. The research paradigm (see Fig. 2) shows the relationship of the independent and dependent variables of the study. The job-related stressors and level of stress are independent variables while job performance is the dependent variable. The socio-demographic characteristics are the intervening variables of the study. This study is based on the assumption that job-related stressors influence the level of stress of public library staff and that the job-related stressors may be influenced by the intervening variables which may impede stress. On the other hand, it was presumed that the level of stress and certain intervening variables affect job performance. The variables of the study are the following: A. Independent Variables 1. Job-related stressors This study adapted the job-related stressors cited by Ivancevich and Mattenson (1982, 1990) and Ivancevich, Konopaske and Mattenson (2008). They are described as follows: Physical environment stressors: These include the working condition in the library such as inadequate office space, crowding and lack of privacy in shared offices, inadequate lighting, noise, and extreme temperature in the workplace. Individual stressors: These include role conflict, role ambiguity, work overload, work under load, and time pressures. Group stressors: These include managerial behavior, inadequate group support, interpersonal demands, and lack

Mats Ek Essay

Introduction In this essay I will present one of the greatest choreographers of the 20th century, Mats Ek. I will describe his specific stylistic characteristics, themes and dance vocabulary bringing as examples some of his most important re-adapted works such as Giselle, Swan Lake and Sleeping Beauty. Life and career Mats Ek was born in Malmo, Sweden on the 18 of April 1945. He came from a very culturally active background: he was the son of a famous Swedish actor Anders Ek and the internationally recognized choreographer Birgit Cullberg, founder and director of the Cullberg Ballet, his sister Malin was an actress and his brother Niklas a dancer. Mats Ek started his dance studies (Martha Graham technique) with Doya Feur in 1962 alongside with drama studies. In 1965 he became a full time drama student at the Marie College but few years later he returned to dance training at the Stockholm Ballet Academy. His first theatrical working experience began as the producer and then director of the Puppet Theatre in Stockholm. During the season 1980-1981, he was associated with the Nederland Dans Theater as dancer as well as choreographer. Few years later he joined the Cullberg Ballet as a dancer and in 1985 he became the artistic director of it, he directed the company for eight years. He left it in 1993 b eing replaced from Lidstrom and Wennergren Juras. Re-making of the ballet classics â€Å"Over ten years ago I saw it(Giselle) for the first time- with Makarova. She was really gripped me. Already then, I thought the traditional story of Giselle contains many hidden possibilities which are not recognized. There are various trails leading inside, but they are not utilized. They lie fallow or else are powered over† (Ek, Mats interviewed by Tegeder, Ulrich. Create characters, special people. Ballet International,5,1983:19) Mats Ek is a very innovative choreographer of his time, the post modern era. Postmodernism is a movement that rebels against traditional ideas. Mats Ek is an active man of his time fully absorbed by the rebellion that was happening those years. This new ideas incite him to rebel against the traditional ballet classics radically modifying them and giving his own interpretation of them. All of his works are still narrative works but the  storyline of all the ballets is updated. â€Å"The investigation of narrative alleys,epic paths and metaphorical tunnels is what provides the primary stimulus for re-telling those stories by creating new dances† (Giannandrea Poesio, Dancing Times, October 2003 page 23) His alternative storylines are pure reality not fairytales, he is not interested in abstract concepts, he change the conventional viewpoint putting on stage actual themes. He gives the audience a taste of contemporary reality. â€Å"A fairytale is a sweet little cottage, but on the door you can read: Explosive!† Mats Ek The most famous ballets he reinterpreted are traditional ballets such as Giselle (1982), Swan Lake (1987) and Sleeping Beauty (1996). Giselle Mats Ek’s Giselle is something completely different from Perrot’s original version. The character of the young Giselle is completely flipped over; she is not the sixteen years old innocent girl but a passionate and sexual active woman. In Giselle in fact, Ek introduces and shows sexuality and love seen such a sexual one and not a romantic one anymore. (https://secure.staatsoper.de/) Swan Lake â€Å"A lonely, somewhat weaker than the-average-Prince-Siegfried, who questions his sexuality (think Oedipus complex) and his mother’s open issues in attempting to marry him to someone just like herself. The Prince encounters  androgynous creatures, swans that waddle through the ground rather than the graceful water creatures that we know from Petipa/Ivanov.† (http://www.theballetbag.com/2012/07/13/mats-ek-biography/) (http://www.criticaldance.com/reviews/2002/cullberg_swanlake-021023.html) Sleeping Beauty â€Å"The teenager Princess Aurora falls in love with â€Å"the wrong guy† and ends up in a drug-induced coma. Carabosse appears as a drug dealer and tempts Aurora into pricking her finger with the â€Å"needle†. At Aurora’s birth the fairies are maternity nurses and later they are pop culture characters out of a TV show, while the Prince is a spectator.† (http://www.theballetbag.com/2012/07/13/mats-ek-biography/) â€Å"Ek has made an astounding break from the Sleeping Beauty we know and love, leaving not a single stone of Petipa’s edifice standing, renouncing all the choreographic gems cut by the imperial jeweller of the Tsarist ballet† (Vollmer, Horst. Irreverently Classical: Mats Ek stages Sleeping Beautywith the Hamburg Ballet. Ballet International,7,1996:19) Tà ¶rnrosa – Gà ¶teborgsOperans Balett (http://www.danzaballet.com/?p=3497) There are also some works that seem not to follow a precise storyline like Smoke (1995) or Appartement (1999) but they can’t be described as abstract works because oh their strong content. Stylistic elements of his choreography Mats Ek choreography has two main characteristic elements: clarity and irony. All of his choreographies have a direct and immediate message, really easy to understand by the audience. With the new version of the traditional  ballets in fact Ek wants to go straight to the point in the shortest time possible opposing his works to the articulate and often ambiguous traditional ballets. â€Å"Clarity is the choreographer’s key word, as opposed to what he calls the ambiguity of the conventions and the clichà © of classical ballet, â€Å"clarity†, however, should not be mistaken of simplicity. In both Giselle and Swan Lake there lies beneath an accessible, straightforward dramatic construction an intricate amalgam os social, political, cultural and literary references† (Fifty Contemporary choreographers) Another important element of Ek’s choreography, as the quote above suggests, is the dramatic construction of his works. Ek does not just present dramatic situations to the audience but he creates all around an atmosphere of irony. â€Å"Irony is a characteristic element of Ek’s choreography, in which strong images and dramatic situations often contrast with brief, humorous episodes† (Fifty Contemporary choreographers second edition) â€Å"Even amidst the darkest and most poignant moments of a not-so-happy-ending situation, he manages to insert fire-cracking comic sections or references that enhance greatly the dramatic build up by creating a unique game of contrasts and choreographic chiaroscuro† (Giannandrea Poesio, Dancing Times, October 2003 page 25) Clear examples can be found in Giselle and Swan Lake: The two male peasants’ comic duet in front of Albrecht’ fiancà ©e just before the arrival of the aristocratic and the end of the act in Giselle. The three jesters’ dances just before the end of the lack scene in Swan Lake. These comic episodes are introduced with great ability every time a dramatic situation reaches its climax. Themes â€Å"Political, social, racial and sexual concerns informed Ek’s first three creations, Kalfaktorn (1976), St George and the Dragon (1976) and Soweto (1977); psychological themes and gender issues played a part in both House of Bernarda Alba (1978) and Antigone (1979) long before Giselle and Swan Lake† (Fifty Contemporary choreographers second edition) The main interest of the choreographer is to explore the human psychology  and the human relationships. â€Å"In reworking ballet classics, Ek’s creed is to render the characters alive, providing a clear description of their inner emotions and contrasts. The psychological characterization of the role is thus enlarged; the characters’ relationships and their emotional response to the development of the action are considered in greater depth † (Fifty Contemporary choreographers second edition) There are various examples of different human relationships in Ek’s works: Man/Woman in Smoke. â€Å"In â€Å"Smoke† Mats Ek shows the relationship between a man and a woman (Niklas Ek and Sylvie Guillem). Each of them has his/her own life as expressed in their respective solos. They meet and mingle tenderly and violently in two pas de deux. The smoke which comes from their clothes and mouths expresses their communication.† (http://nycdancestuff.wordpress.com/2012/04/09/smoke-by-mats-ek-imz-dance-screen-award-1996-with-niklas-sylvie-guillem/) Family relationships (parent/ child) in Swan Lake as Prince Siegfried are given an oedipal complex or in Sleeping Beauty when Aurora turns against her  parents. Close to this is the very theme of â€Å"motherhood† that is explored many times as well as the one about gender issues in his works. In Giselle, for example, the only activity conducted by the women is giving birth as the eggs brought on stage by the peasant woman seem to suggest. Gender issues are overall explored in The house of Bernarda Alba (1980) since the main character is performed by a man and in Carmen where the main character seems to be much more masculine than her man. Ek is, once again, fighting against traditions; he rebels against the traditional way of characterizing by stylized movements man and woman on stage. Ballet pieces tend to prefer some movements to be performed by female dancers and different ones by males. Ek instead tries â€Å"to cross the boundaries of given gender-specific movements, finding that really interesting† (Ek,Mats in Jensen,Gunilla, Intervista a Mats Ek, Reggio Emilia Danza: Edizioni del teatro municipale Valli,2002, p.38) â€Å"The movement language usefully opens up gender binaries leading to much more contemporary representations of man and woman. He exposes complexities of gender by inverting the far more conventional, steryotiped and idealised figures of traditional ballet† (Midgelow Vida, Reworking texts- inverting bodies, Mats Ek radically reconceived the classics, Ballet Theatre Journal) Rich and poor in Giselle. In this work Ek introduces the social theme of class differentiation. Giselle, completely in love with prince Albrecht who is clearly from a different social class, attempts to transgress the social rules. Finally she will be punished and rejected from her and Albrecht’s social class. White and black in Soweto (1977). The mechanical doll’s endless movements represent the white people’ prejudices against the blacks. They are repetitive movements and they symbolized the unchangeable ideas of the whites about the black people. Society and outsider in the second act of Giselle. Giselle is banished from  her social class and trapped into the mental hospital. This is a clear example of the society oppression. Giselle is banished because mentally disable and considered unable to find her place into the society again. (https://secure.staatsoper.de/922 -spielplan~ballett~veranstaltungen~vorstellung.html) Movement Vocabulary Mats Ek choreography is a totally new and innovative choreography. It is based on contemporary techniques. Ek gives much more importance to the body weight so his steps look more grounded and heavy. The dancers make a very good use of the floor. His movement language is really particular, there is a fluid use of the torso in contrast with the lower part of the body that is usually bend (bend knees). Very interesting is the constant research of opposition between inwards and outwards movements. The dancer seems first to perform a movement that reaches out from his body’s centre that ends being suddenly pulled back. Ek’s movement language reflect his themes and narrative intention, it goes against the original movements of the classical ballet. â€Å"Ek’s choreography inverts the traditional language of the ballet, he eschews ballet codes. He leaves behind the conventions of gendered vocabularies and the structured hierarchy of the pas de deux in favour of more diverse representations† (Midgelow Vida, Reworking texts- inverting bodies, Mats Ek radically reconceived the classics, Ballet Theatre Journal) A clear example is given by the swans in Swan Lake. In the traditional ballet in fact swans are seen as beautiful and ethereal animals perfectly synchronized with each other in every movement. Ek’s swans instead are â€Å"a set of independent earthly creatures that cross the stage with weighty gallops and stamping feet† (Midgelow, Vida). (http://www.cullbergbaletten.se/en/history) References Mats Ek’s experience in different art form really helped to develop his choreography. Mats Ek is not just a dancer but also an actor and puppeteer. In some of the choreographer’s works there are some clear references to literature. Ek seems to be strongly linked to the famous dramatis William Shakespeare. For example the relationship between Prince Siegfried and his mother can remind us the one between Hamlet and Gertrude. Influences and muses His mother, Birgit Cullberg, was the most important Ek’s influence. He dedicated a whole work to her: Old Children (1989). He learned a lot from her while he was sharing with her the artistic leadership of the Cullberg Ballet. There are lot of common themes between the two of them but different stylistic characteristics. Birgit’s style in fact was much more closer to balletic style. â€Å"The attention to psychological characterization, the sensitive portrayal of human feelings, the juxtaposition of strong images and humorous episodes can be seen as typical attributes of both Cullberg’s and Ek’s creations† (Poesio,Giannandrea. Fifty Contemporary Choreographers) (https://birgit+cullberg&oq=birgit+cullberg&gs) Ana Laguna, Ek’s wife, is the inspiring muse of the choreographer. She originated Giselle character, the Swan Queen in Swan Lake and the protagonist in Carmen. â€Å"The character of Giselle would have never been born without Ana Laguna† (Giannandrea Poesio) Ana Laguna, Mikhail Baryshnikov and Mats Ek (http://dansportalen.se/111/-fler-artiklar/nyhetsarkiv/1-23-2010-lena-andren-) Another great dancer who inspired him was Sylvie Guilleme. Ek created for her three works: Smoke, Wet Woman and Bye. Conclusion I enjoyed so much writing this essay. I think Mats Ek is an absolute genius, his choreographies are brilliant original and innovative. I love his reinterpretations of the three ballet classics, and his choreographic style. The movement vocabulary is unconventional and provocative. He is a choreographer simple and in its clarity and spontaneity we recognized his greatness. The messages arrive immediately to the audience, we do not need any explications or help to understand what the choreographer wants to say we just need to seat and enjoy the performance. Bibliography Book: Martha Bremser, Lorna Sanders. Fifty Contemporary Choreographers, Routledge Taylor. London and New York 2011. Accessed on 8th of April 2013 Articles: Pesio, Giannandrea. Mats Ek. The Dancing Times, October 2003. p 22. Accessed on the 12th of April 2013 Midgelow, Vida, Reworking texts-inverting bodies, Dancer Theatre Journal 15(2) 1999. p 4-7. Accessed on the 12th of April 2013 Jensen Gunilla, Mats Ek and the Cullberg Ballet, the Dancing Times. August 1997,p 993. Accessed on the 13th of April 2013