Individual And Situational Factors On Workplace Deviance Psychology Essay

Individual And Situational Factors On Workplace Deviance Psychology Essay Workplace deviance has emerged as a major area of attention among human resource management and organizational behavior researchers (Bennett Robinson, 2000, 2003; Griffin, OLeary-Kelly Collins). It is regularly performed in the workplace by a spectrum of employees ranging from blue collar employees, in both profit and non-profit organisation to white collar employees (Giacalone and Greenberg, 1997). In the perspective of Bennett and Robinsons (2003), organizational deviance research contends a broader conceptualization of deviance which has occurred over the last ten years and an agreement on a definition has been difficult (Kidwell et al, 2005). It has spawned a variety of concepts and related definitions. For example, in Robinson and Bennett (1995), they defined workplace deviance as voluntary behavior of organizational members that violates significant organizational norms, and in so doing, threatens the well-being of the organization and/or its members (p. 556), and this definition has been adopted by other organizational research too such as Lee Allen, 2002; Martinko, Gundlach and Douglas, 2002; and Sackett, 2002; Mount, Ilies and Johnson, 2006). Other researchers studied workplace deviance also use different distinct terminology such as retaliation (Skarlicki and Foldger, 1997), aggression (Douglas and Martinko, 2001; Fox Spector, 1999; Neuman Baron, 1997; OLeary-Kelly, Griffin, Glew, 1996), revenge (Bies, Tripp, Kramer, 1997), counterproductive behavior (Spector et al, 2005 and Sackett, 2002), antisocial behaviour (Giacolone Greenberg 1997), dysfunctional behaviour and organizational misbehaviour (Vardi Weitz, 2003). Conceptually, workplace deviance is generally used to describe specific incidences of deviant behaviour in the workplace; therefore, the actions of individual employees serve as the basic unit of analysis (Robinson Greenberg, 1998). For this research the term workplace deviance by Robinson and Bennet (1995) will be use because it appears as one of the popular terms among researchers nowadays in this area. This includes local researcher for example Faridahwati (2003), Samsuddin and Rahman (2006) and Abdul Rahman (2008) who used this terminology. Behaviors labeled deviant include unsafe work practices, drug abuse, stealing, dishonesty, volitional absenteeism, alcohol abuse, destruction of an organizations property (Griffin OLeary-Kelly, 2004), employee theft, withholding effort, violence, insubordination, sabotage, whistle-blowing, poor attendance, misuse of information, alcohol use and abuse, gambling, inappropriate internet use, littering (Mount, Ilies and Johnson, 2006) and harassment (Jixia Yang, 2008). In addition, with technology advancement and internet in the workplaces, browsing the web and checking personal emails are some of the diversity of workplace deviance acts (Nguyen, 2008). Scholars have estimated that up to 75 percent (Harper, 1990), 85 percent (Harris and Ogbonna, 2002), and 95 percent (Slora, 1991) of employee routinely behave in a manner that can be described as deviance (cited in Harris and Ogbonna, 2006). Over the past decade, there has been an increase in attention to workplace deviance including violence, stealing, dishonesty, volitional absenteeism, drug and alcohol abuse many of which have been addressed in this special issue. In Malaysia, the evidence of workplace deviance had begin to soar. KPMG Fraud Survey 2004 (Ngui, 2005) shows 83% of Malaysian public and private limited companies have experienced fraud which is also a form of workplace deviance. This is an increase of 33% from 2002 survey. Another survey by Pricewaterhouse Coopers Global Economic Crime Survey 2005 (Pricewaterhouse Coopers, 2006) reveals that 23% out of 100 Malaysian large companies surveyed have been subjected to fraud, and 70% of the cases reported was committed by employees (Zauwiyah and Mariati, 2008). Other evidence in Malaysia from the public media involve dishonesty and poor work attitude cases (New Strait Times, 2005), fraudulence, (Utusan Malaysia, 2004), underperformed and lazy (Star, October 2009) and the issue of fake medical certificate which these behaviors are labeled under forms of workplace deviance (Utusan Malaysia, 2003 cited from Abdul Rahman and Aizat, 2008). Other forms of deviance including corruption (New Stra its Times, 2009) which is also a growing problem in Malaysia that highly involves employees in the public sector. For example base on a research done by Global Corruption Barometer which was announced by the Transparency International indicates that corruption percentage is high among employees in the public sectors (Berita Harian, June 2009). Deviance act was also reported to the police and 27 disciplinary cases involving the public sector were reported by the Public Service Department (Abdul Rahman, 2008). In the Malaysian Current Law journal from 2000 until 2005 also reported a review of dismissal cases from the Malaysian Industrial Relations Department (Abdul Rahman, 2008). Samsuddin and Rahman (2006) also had highlighted the presence of workplace deviance in Malaysia. Substance abuse for example also becomes a significant problem among public and private organizations in Malaysia. The National Drug Agency under the Malaysian Ministry of Internal Affairs registered a total of 250,045 drug addicts in government and private sectors between January 1995 and February 2005 (Abdul Rahman, 2008). Other forms of deviance behavior including sabotage, threatening a pay cut, antagonising and showing disrespect of an employees religious belief was also reported to the Labour Deparment (Faridahwati, 2004). Whether the deviance is explicit or subconscious, it has negative consequences for the entity and affiliates. It affect organizational performance, safety and health of the employees (Kidwell and Kochanowski, 2005) and enormous costs associated with such behavior (Peterson, 2002). For example, nearly 95 percent of all companies in United States reported some deviance-related experience within their respective organizations (Henle et al., 2005) and the estimated impact of widespread workplace deviance has also been reported to be $50 billion annually on the United States economy (Henle et al., 2005b). It is continue to soar out of control with nearly 95 percent of all companies reporting some deviance-related experience within their respective organizations (Case, 2000; Henle et al., 2005). Infact, employee theft and fraud is the fastest growing type of crime in the United States (Coffin, 2003) Researchers have addressed the consequences of deviant behaviours in some detail. It is reported that workplace deviance gives a financial impact on the organizations and victims of workplace deviance are more likely to suffer from stress-related problems and show a relatively decreased productivity, lost work time and a relatively high turnover rate (Henle et al., 2005). The impact of workplace deviance can also be translated into turnover, lower productivity, employee morale, higher rates of absenteeism and turnover (Hoel, Einarsen, and Cooper, 2003; Keashly and Jagatic, 2003). Therefore, given the growing prevalence of detrimental behaviors and the associated costs, it is beneficial to organizations and researchers to determine which variables contribute to such behavior, or identify potential factors that can predict the occurrence of various types of workplace deviance. Thus, there is great incentive, financial and otherwise, for organizations to prevent and discourage any negative workplace deviance within their walls. For these reasons, it is a great interest in understanding the antecedents of workplace deviance (Hogan and Hogan, 1989; Robinson and Greenberg, 1998; Henle, 2005; Mount 2006). Base on the findings of past empirical research it shows that certain factors are vulnerable to deviant behaviors by employees such as job stressors (e.g.. Fox et al, 2001), organizational frustration, (e.g., Spector, 1975), lack of control, over the work environment (e.g., Bennett, 1998), weak sanctions for rule violations (e.g., Hollinger and Cjiark, 1983), and organizational changes such as downsizing (e.g.Baron and Neuman, 1996). Some researchers had suggested that situational or organizational factors might be responsible for workplace deviance. Appelbaum et al. (2005) suggested that operational environment rather than individual personality characteristics is a good predictor of employees engaging in negative deviant workplace behavior. This is opined by Henle (2005) that employees will commit deviant behavior in the organization depending on the situational environment in workplace regardless of their individual characteristics. However, Martinko (2002) suggested that individu al difference variables is an important antecedent to workplace deviance because of the influence these individual differences are likely to have on attribution process. Previous research also has demonstrated that there are meaningful linkages between employees individual characteristics and deviant behavior at work (e.g., BennettRobinson, 2003; Dalal, 2005; Douglas Martinko, 2001; Salgado, 2002). However, Robinson and Greenberg (1998) point out that no clear picture emerges of a deviant personality type and that personality traits seem to only account for a small percentage of the variance in predicting deviant behaviour (Browing, 2008). Previous empirical research however did demonstrated that certain organizational factors also make companies more vulnerable to deviant behaviors by employees such as joh stressors (e.g.. Fox et al, 2001), organizational frustration (e.g., Spector, 1975), lack of control over the work environment (e.g., Bennett, 1998), weak sanctions for rule violations (e.g., Hollinger and C;iark, 1983), and organizational chauges such as downsizing (e.g.Baron and Neuman, 1996). Thus, base on this perspective, only indicates that deviant acts at work depending on the work environment regardless of their individual characteristics. Base on various researchers perspective, there has been a controversial either individual characteristics or situational environment of the organization contributes to workplace deviance. In fact, there are also other researchers that suggested that various antecedents of workplace deviance from situational and individual difference. There are findings indicated that there are meaningful linkage between personality characteristics and workplace deviance (e.g., Bennett and Robinson, 2003; Dalal, 2005; Douglas and Martinko, 2001; Salgado, 2002). This issue had been continue to be controversial and there had been little disagreement on the antecedent correlated to workplace deviance and consensus regarding which situational and individual differences correlated to workplace deviance. However, Colbert et al. (2004); Henle (2005) suggested that future research should identify both situation and person-based explanations of workplace deviance so that organizations could predict and ultimately, minimize the occurrence of workplace deviance. Even, more than a decade, apparently still very few studies have assessed both personal and organizational correlates (actual or self-reported) workplace deviance (Lefkowitz, 2009). In Malaysia itself, studies on workplace deviance had been done previously by Shamsudin (2003), Faridahwati (2004), Razali (2005), Radzi and Din (2005), Sien (2006) and Abdul Rahman (2008). Various studies had been done using various units of analysis, for example, studies on workplace deviance done by Faridahwati (2004), Samsuddin (2003) and Sien use hotel employees as sample, Radzi and Din (2005) in a high technology multinational companies in the northern region, Razali (2005) focus on production workers in Penang and Abdul Rahman (2008) use production employees in manufacturing companies in various states in Malaysia. Base on this comparison, the existing local studies however fall short using public sector employees as unit of analysis. 2.0 Problem Statement There is a growing problem of workplace deviance in the workplace that should not be ignored. Evidence from newspapers and other public media indicates various forms of workplace deviance exists in Malaysia such cases of dishonesty, poor work attitudes, fraudulence, and the issue of fake medical certificate (Abdul Rahman, 2008). A number of regional Labour Department in Malaysia also had indicated that at least twenty to 30 cases in a month have been reported by employees and employers. Findings from Faridahwati (2003) revealed that saying hurtful things and making fun of someone at work stands out to be common forms of deviance act in workplace. In addition, the acts of deviance behavior at workplace had been documented increase in the number of reported incidents in workplace (Faridahwati, 2004). For example, corruption (Utusan online, October, 2009), theft, sabotage, harassment, cursed someone at work and publicly being embarrassed at workplace (Kosmo, October 2009), putting little effort at work (Utusan, August 2009), taking breaks during office hours which had become a culture among public sector employees (Arkib, 2008). All these behaviors are various forms of deviant behavior that had been reported by published media in public sectors. Apparently, there are proofs of problems rooted in the poor performance among the public sector employees (Johari et al., 2009). This is supported by Siddique (2006), who claimed that public service agencies in Malaysia has long been criticized for its inflexibility, ineffective accountability, and poor performance among the officials. The bleak picture is evident when the Malaysian Public Service has recorded 58 percent increase in formal complaints from the public (Siddique, 2006). In 2005, a total of 2,707 complaints were received with regard to the public service poor performance, such as delays in service provision, unfair actions/decisions of the administrators, abuse of power, misconduct of the officials, and failure to enforce rules which all these are forms of deviant behaviors.. Added to this, the chief secretary of the Malaysian government, Tan Sri Mohd Sidek Hassan (2009) mentioned that the number of disciplinary cases against civil servants is on the rise. For example, there were 3,383 such cases last year compared with 2,159 in year 2007. Such form of deviant cases being reported are absenteeism, tardiness and sexual harassment. This is also opined by Abdul Rahman (2008) that disciplinary cases involving employees in the public sector had been highly reported. Absenteeism which also a form of workplace deviance had become a significant issue where there are cases of employees in public sectors did not turn up for work for almost three months without the knowledge of their supervisors and employers (Ministry of Human Resource, 2009). A report from January till September 2009 indicated that 129 public employees in Selangor were absent without reason or permission and 49% of the 129 public sector employees are from the support staff level (Bernama, 13 Septe mber, 2009). This was also supported by Cuepecs Secretary, Ahmad Shah (2009) that most of them are in the category of supporting staff and is station outside the office. It also had been reported that absenteeism had been the four highest principal of offense cases which 7,688 cases or 55 percent, followed by code of conduct and prohibition case, court cases and abuse or dangerous drug ownership (Utusan, June 2007). Apart from the above, there has been an increase of 36.2% offense cases from public sector employees at various levels in year 2009 and 3,383 offense cases are committed compared to 2,159 cases in year 2007 (Tan Sri Mohd Sidek Hassan, Utusan dated October, 2009). Added to this, rules violation cases involve officers from the public service were reported to be increasing each year and as many as 2,955 in year 2006 compared to 1,943 at 2002 (Utusan, June 2008). Vardi and Weitz (2004) stated that there are two major costs that come with workplace deviance , financial costs (e.g., destruction of organizational property, violation of laws, codes and regulations, etc.) and social costs (e.g., destructive political behaviors, harassment, and sustained suboptimal performance) (Griffin OLeary-Kelly, 2004). Thus, the pervasiveness of workplace deviance in public sector made it an important area to study. Apart from the above, despite the increasing forms of workplace deviance reported in the public sector, there had been little studies or no attention to investigate workplace deviance in the perspective of public sector employees. In fact, workplace deviance had been received less attention among organizational scholars (Vardi and Weist, 2004; Abdul Rahim and Abdul Rahman, 2008). 3.0 Research Objectives The purpose of this study is to contributed to the workplace deviance literature by adopting an interaction approach to empirically examine how both person- and situation-based variables interact to explain workplace deviance. The research objectives are as follows: i) To identify typical forms of workplace deviance that exists in the public sector. ii) To investigate the determinants of workplace deviance that exists in the public sector. iii) To measure workplace deviance behavior in the public sector. iv) To determine whether individual variables (gender, negative affectivity, trait anger) influence workplace deviance in the public sector. v) To determine whether situational variables (job sastisfaction, work group norms and organizational justice) influence workplace deviance in the public sectors. 4.0 Significance contribution This research makes contributions to both the theory and practice of management. Although scholars have recognized that deviance can be socially constructed, there has been a death of research that has specifically addressed this issue especially in the perspective of public sector employees. Further to this, the purpose of this study is to contribute to the workplace deviance literature by adopting an interactional approach to empirically examine how both individual-and situation-based variables interact to explain workplace deviance. On the implication, it benefits the superiors and managers. This study will contribute to a better understanding on deviant behaviors in the workplace and contributed to the literature examining complex antecedents of workplace deviance. Furthermore, there is paucity for empirical study of workplace deviance especially in the context of public sector in Malaysia. Also, looking at the perspective of academic level, the result of this study will give more insight in the contribution and development of knowledge in the areas of human resource management and public administration concerning workplace deviance. It is also expected that the result from this proposed study will assist policy makers and practitioners to reduce the occurrences of workplace deviance issues related to organizational and individual factors. By understanding, the factors that influence workplace deviance, the government would also in a better position to plan and implement complementary and an integrated of publi c administration policies and practices to enhance the effectiveness of the employees in the public sector thus reduce the existence of workplace deviance. The result of the study is also expected to assist government sectors to use the information from the study to implement training and development related to this issue. It will also contribute to all fields which in turn enhance the theoretical and academic integration of several branches (organization behavior and human resource management) and their mother field of public administration. Finally, the most ultimate objective is to reduce workplace deviance which contributes tangible and intangible costs to the victims and organization. 5.0 Scope of study This study is an explanatory in nature and adopts a cross-sectional design. This study will targeted the support staff as sample. Support staff was chosen as it had been reported in the media that 10,438 civil servants had been given disciplinary action from year 2003 till 2006 and 92 percent are from the support staff (Utusan, June 2007). Moreover, it has been suggested that those who have the lower status may be the most prone to exhibiting deviant behavior (e.g., Gilligan, 1996; Wicklund Gollwitzer, 1982). Employees from the Royal Malaysian Custom department will be chosen as sample as this department interact and liaise widely with various customers. The study will fill the gap in terms of providing research findings that integrate the respondents perception on situation variables (job satisfaction, workgroup norms and organizational justice) and individual variables (Gender, trait anger and negative affectivity) which all were conceptualize as independent variables. The focus of this study is to determine the individual and situational factors of workplace deviance in a public organization. 6.0 Operational Definition: Workplace Deviance: Voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both. This definition includes non serious (e.g. tardiness) as well as more serious types of workpalce deviance (e.g. theft of cash and harassment) (Robinson and Bennet, 1995). Trait Anger: Trait anger is described as a disposition to experience state anger overtime and context overtime (Speilberger, 1996). Negative affectivity: Negative affectivity reflects the extent to which individuals experience distressing emotions such as hostility, fear, and anxiety (Watson Clark, 1984). Job satisfaction: Job satisfaction reveals the degree to which an employee is content with their job as a whole and encompasses multiple aspects of ones job ranging from the work itself, the quality of interpersonal relationships, compensation and career advancement opportunities (Bruck, Allen Spector, 2002). Work Group Norms: Group Norms are informal rules that group adopts to regulate and regularize group members behavior (Fieldman, 1984). Organizational injustice: Three types of fairness perceptions: distributive, procedural, and interactional injustice. Judgements concerning distributive revolve around the employees evaluations of outcome fairness, that is, whether the individual has received a fair share of rewards given his or her relative contribution to a societal exchange (Adam, 1965). Distributive injustice typically refers to fairness evaluations regarding work outcomes such as pay, benefits, promotions, and so on. Procedural injustice includes judgments about the processes and procedures used to make decisions and to determine ones outcome (Greenberg, 1990, Lind Tyler, 1988). Chapter 2 Review of Literature 2.0 Introduction A large body of literature on the topics of workplace deviance and its antecedents provides will be reviewed in this chapter. An extensive search process was conducted by utilizing numerous database. This chapter will provide contemporary literature regarding workplace deviance as discussed in the previous chapter. 2.1 Workplace deviance Researchers have given these behaviors many different names including workplace deviance (Bennett and Robinson, 2003), counterproductive behavior (Mangione and Quinn, 1975), and antisocial behavior (Giacolone and Greenberg, 1997). In essence, behavior is deemed deviant when an organizations customs, policies, or internal regulations are violated by an individual or a group that may jeopardize the well-being of the organization or its citizens (Robinson and Bennett, 1995). This proposed study will used the definition of workplace deviance by Robinson and Bennett (1995) as voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both. Organizational norms in this definition assume a managerial orientation about expectations of employee behaviors without excluding adoption of this perspective by other employees. This definition also focuses on violations of norms that apply across a broad spectrum of employees, rather than violations of norms around specific duties. Employee deviance, then, consists of acts that violate norms encouraging respect for organizational property and norms that encourage respect for other individuals. Workplace deviance ranges from a milder forms, such as rudeness and tardiness, to more extreme forms, such as theft, workplace deviance is considered part of the performance domain (Rotundo Sackett, 2002; Sackett, 2002; Viswesvaran Ones, 2000). .Behaviors that have been identified as deviant in previous research include subtle expressions of rebellion (e.g., gossiping, taking unapproved breaks), as well as more aggressive actions (e.g., theft, verbal abuse; Robinson Bennett, 1995). Keashly, Trott, and MacLean (1994), in their study of abusive behavior in the workplace which is also a form of workplace deviance found that, found that all participants had experienced at least one incident of nonsexual, nonphysical abusive behavior. Relatedly, 32% of participants in Bjorkqvist, Osterman, and Hjelt-Backs (1994) study of harassment (also one of the forms of deviance) at work reported that they had observed others being mistreated. Workplace deviance can be divided further into two subcategories (Bennett Robinson, 2000; Robinson Bennett, 1995). The first category, referred to as interpersonal deviance, consists of acts that inflict harm upon individuals (e.g., verbal harassment, assault, spreading rumors). Organizational deviance is defined as acts directed against the company or its systems (e.g., sabotaging equipment, theft, wasting resources). The prevalence and costs of deviance in the workplace make its study imperative (Robinson and Lawrence, 2007). Psychological reactions to workplace deviance include feelings of depression and anxiety (Bjorkvist et al., 1994). Psychosocial problems (Kaukiainen, Salmivalli, Bjorkqvist, Osterman, Lahtinen, Kostamo, Lagerspetz, 2001); emotional exhaustion (OBrien Vandello, 2005; Tepper, 2000); life dissatisfaction (Tepper, 2000); and decrements in emotional well-being (LeBlanc Kelloway, 2002; Schat Kelloway, 2000), self-esteem, and self-confidence (Price Spratlen, 1995) are other psychological strains. Work-related psychological reactions are job dissatisfaction, work-to-family conflict, family-to-work conflict (Tepper, 2000), and decrements. in job-related affect (Schat Kelloway, 2003), normative commitment, and affective commitment (Tepper, 2000). Physical reactions include physical symptoms (Kaukiainen et al., 2001) and decrements in psychosomatic well-being (LeBlanc Kelloway, 2 002; Schat Kelloway, 2003). Due to the impact, workplace deviance has increasingly received researchers attention, in part because of the alarming statistics indicating its pervasiveness in the workplace. The financial and non financial costs associated with workplace deviance warrant attention from both researchers and practitioners. Much research attention has been given to the damaging effects of workplace deviance within organizations. However, as yet, little research has been conducted to try to understand whether and how the presence of workplace deviance is associated with a deterioration in public administration. Research regarding workplace deviance often investigates personality (e.g., Douglas and Martinko, 2001; Salgado, 2002) or situational (e.g. Greenhcrg, 1990; Skarlicki and Folger, 1997) predictors while neglecting the interaction between the personality and situational variables. Consistent with other research areas and calls to examine the joint influences of situational and individual variables on deviant workplace behavior (Sackett DeVore, 2001), some researchers have begun to empirically investigate interactionist hypotheses in the deviance literature (e.g., Colbert, Mount, Harter, Witt, Barrick; 2004, Henle, 2005). Colbert et al. (2004) noted that future research should examine the joint relationship of perceptions of the work situation and personality with both organizational and interpersonal deviance. As suggested by Mickaulay (2001) that understanding the independent effects of situational and individual variables may lead to more effective control of workplace deviance. Th erefore, this proposed research will look into the situation and personality as well as the interaction between the two as empirical research on this dynamic between the individual and situation has been limited (Mickaulay, 2001). 2.2 Individual and situational factors of workplace deviance Workplace deviance is influenced by situational as well as individual factors (Colbert et al., 2004; Douglas Martinko, 2001; Marcus Schuler, 2004). Individual factors may have a direct effect on workplace deviance. For example, Douglas and Martinko found that a combination of individual difference measures (e.g., trait anger, attribution style, and self-control) accounted for 62% of variance in self-reported workplace aggression which is also a form of workplace deviance (Tang et al., 2008). Other individual characteristics are related to workplace deviance (e.g., conscientiousness, agreeableness, and emotional stability; Colbert et al., 2004). Workplace deviance is also influenced by situational as well as individual factors (Colbert et al., 2004; Douglas Martinko, 2001; Marcus Schuler, 2004). Individual factors may have a direct effect on workplace deviance. .For example, Skarlicki et al. (1999) found that negative affectivity interacted with perceptions of distributive and interactional justice in the prediction of retaliatory behaviors. When situational factors investigate deviant behaviors, individual factors may amplify this effect (as in the case of trait anger; Hepworth Towler, 2004) (as in the case of self-control; Brown et al., 2005). Base on the above perspective on individual and situational variables towards workplace deviance, this study contributed to the workplace deviance literature by examining the importance of situation- and person-based explanations in addition to their interactions. Although many have advocated for an interactional approach to studying deviant work behaviors, few studies have done so (Henle, 2005). The organizational and social psychology literature demonstrate that individual differences constitute an important explanation for workplace deviance. However, it appears that workplace deviance cannot be attributed to individual traits alone. Langton et al. (2006) also assert that no single factor or theory that can account for each and every occurrence. For example, even an employee working in the same company and having the same demographic characteristics, are not both necessarily going to commit workplace deviants act. As such, Langton (2006) opined that there must be internal traits that predispose a worker to workplace deviance. It is also more likely that deviant behavior may be best predicted based on a combination of individual variables and the situational nature of the workplace situation (Peterson, 2002). For this research, individual variables (gender, trait anger and self control) and situational variables (job satisfaction, stress (work stress and general life stress ), work group norms and perceive justice) will be used as independent variables for this study. 2.3 Individual variables 2.3.1 Gender Various researchers had indicated that male tend to be more deviant behavior at work (Baron et al., 1999), absenteeism (Johns, 1997), theft (Hollinger and Clark, 1983), substance abuse (Hollinger, 1988), and vandalism (DeMore et al., 1988). Researchers also

Effects Of Cyber Bullying Criminology Essay

Effects Of Cyber Bullying Criminology Essay Cyber bullying is known to have some similar effects on victims as traditional bullying. Long term exposure to cyber bullying could lead to a decrease of a persons self-concept, an increased depression/anxiety level and more absence from school (Hines, 2011). Over the years the cyber bullying has received a lot of attention from the media and administration in school settings. Although existing research suggests that new form of bullying have similar negative effects as traditional bullying, additional research is needed to determine the extent of the effects it has on the victims (Hass, 2001). According to Kiriakidis and Kavoura (2010), 42.5% of victims surveyed said they were frustrated after being cyber bullied, 27% said they felt sad, 40% said they felt angry, 26.5% said they were affected at home and 22.1% of victims said it affected them at school (Hass, 2001). Cyber bullying also make some victims feel hopeless and scared to go to school. A number of victims who get cyber bull ied do nothing about it. It pushed some to stay offline more often and other reported it to their parents and siblings. The emotional damage of cyber bullying can be very severe and in some cases it makes victims to isolate themselves due to fear of being bullied again. Over 16,000 students miss school on a daily basis due to fear of bullies, and this diminishes their ability to learn at school (Mason, 2008). There have been cases where victims of cyber bullying have been besieged by chronic illness, suicidal thoughts, eating diasorders and some even ran away from home (Mason, 2008). The negative effects suffered from constant exposure to cyberbullying during school years may result in long term/chronic effects after the school years. Young adults who were former victims of cyber bullying tend to have poorer self esteem and show signs of depression when compared to peers who werent victimized (Mason, 2008). Research suggested that persistent cyber bullying at an early age leaves a n umber of scars that could be carried into adulthood. Hence, it is necessary to control/legislate cyber bullying at schools to help prevent the long and short term negative effects it could have on victims. The actual bullies may also suffer from some chronic negative effects that are related to cyber bullying. For instance, a number of adults who betrothed in anti-social activities later on in life were found to be bullies at school while younger (Mason, 2008). Accoding to Mason (2008), a survey revealed that sixty percent of boys who were bullies between grade six to grade nine have been convicted of one or more crimes by the age of twenty four, compared to twenty three percent of those who werent bullies between grade six to grade nine. Given the facts stated above, it is evident that both victims and buliies are at risk of developmental problems that could carry on into early adulthood and beyond (Mason, 2008). Some existing research on the effects of cyberbullying rely on correlational research which lack standardized measures of measuring the distress that stems from cyber bullying. Therefore, it is important for a more standardized measure to be implemented in future research (Hines, 2011). Age and Gender Differences According to Mason (2008), Girls (58%) are more likely to be the targets of online harassment than boys (42%). Also girls were found to more likely experience distressing harassment than boys (68% compares to 32%). However, 50% of the bullies or harassers were males while only 35% were females. This finding is in contrast with a another study by Kowalski et al. (2005) that found that girls are twice as likely as boys to be victims and culprits of cyber bullying (Mason, 2008). Two different studies by Olweus (1993) found that females are more likely to experience social bullying than males who are more susceptible to physical and direct forms of bullying (Hines, 2011). Health and Human Development sustained a survey that contained a sample of 15,686 students. The results indicated that girls reported to be victims of verbal bullying such as sexual comments and rumours more often than boys (Hines, 2011). Patronizing an individuals speech or looks was common among both sexes, along with negative comments about their race or religion (Hines, 2011). Cyber bullying is perceived to be more harmful to girls than it is to boys because adolescent girls perceive their social status to be of higher importance to their self-concept than adolescent boys do. Studies also reveal that the amount of girls that report bullying is higher than the amount of boys (Hines, 2011). Existing laws/bills Regulating Cyber bullying In criminal Law, Cyber bullying can be addressed under Defamatory Libel or Harassment. Defamatory Libel is considered a crime under the criminal code (section 300 of criminal code) and is punishable for up to five years in prison (Canadian Bar Association, (CBA), 2012). It occurs when a matter is published without lawful justification and it is likely to injure the reputation of another person, exposing them to hate and ridicule. Harassment is considered a crime under the criminal code and can be punished for up to 10 years in prison (CBA, 2012). Harassment occurs when something a person says or does create fear for his or her safety and/or the safety of others. There are cases where the suspect might not have intentions of harassing others but if someone else feels threatened by their actions they could be charged. Back in 2009, The Canadian Liberal government introduced bill C-273 which made it to the second hearing but was not passed into a law. This will be further discussed late r on in the paper. In regards to cyber bullying, there are only two Canadian provinces have developed statues that addresses school bullying. Which are: The Ontario Education Act and the Manitoba Public school Act Part III (Stanton Beran, 2009). Other provinces in Canada address issues related to bullying under their Workplace Acts. Even though it is not specifically designed for schools, these workplace acts do have legislations that govern or pertains to school bullying (Stanton Beran, 2009). Education Act (Ontario) The Ontario Education Act speaks to misbehaviours that may presumably include bullying under section 306 (1), 306 (2) and 306 (3) (Stanton Beran, 2009). Section 306 (1) instructs on mandatory suspension of individuals who commits one of six infractions while at school or while participating in school related activities. These infractions include expressing a threat to inflict serious bodily harm on other individuals, engaging in an act of vandalism that damages school properties, swearing at people in position of authority or a teacher, or partaking in another activity, under policy of the board, is one that calls for a mandatory suspension. Section 306 (2) describes the duration of mandatory suspensions, which could range from one to twenty days. Section 306 (3) outlines that teachers may suspend such individual or refer the issue to the principal (Stanton Beran, 2009). Other section of the Ontario Education Act also touches on appropriate code of conduct while on school premises. Section 301 (2) discusses six main goals of the Code of Conduct. One goal is to ensure that all school members, especially those in authority positions, are treated with respect and dignity. The second goal is to promote responsible citizenship by encouraging appropriate participation in the civic life of school community. The third goal is to maintain an environment where conflict and differences will be addressed in a manner that is characterized by civility and respect. The fourth goal is to encourage the use non-violent means to resolve conflicts. The fifth goal is to promote the safety of the school members. Lastly, the sixth goal discourages the use of illegal drugs and alcohol (Education Act, section 301(2)) (Stanton Beran, 2009). Public School Act Part III (Manitoba) The Manitoba Public School Act Part III has three different sections that are specific or relate to anti bullying policies. The first section is section 47.1 (1), codes of conduct and Emergency response plans. This section instructs school principals in alliance with school advisory committees to establish a code of conduct for pupils/staffs and an emergency response plan which is reviewed annually at bare minimum. Section 47.1 (2) further stated that the Code of Conduct should include five components. Frist, it must include a statement that pupils and the staffs will behave in a respectable manner and comply with the code (Stanton Beran, 2009). Secondly, it must include a statement indicating that bullying, or abusing any person orally, physically, psychologically, sexually, in writing or by other means is unacceptable. Additionally, unreasonable discrimination on the basis of any characteristic set out in Subsection 9(2) of the Human rights code, as well as possessing, using or be ing under influence of Alcohol or illegal drugs at school is unacceptable (Stanton Beran, 2009). The third component of the Code of Conduct requires that a statement regarding the intolerance of weapon possession and gang involvement should be included. The fourth component is a statement indicating pupils and staffs will abide by school policies and also adhere to appropriate use of electronic materials and the internet, including prohibition of accessing, uploading and/or distributing materials that the school has determined to be unacceptable. The fifth and last component of the code of conduct is a statement outlining the disciplinary consequences, with as much details as reasonably possible, of violating the code and it must also outline the process of appealing the disciplinary decisions. Furthermore, the code of conduct must meet all other regulatory requirements that are prescribed under The Education Administration Act (Stanton Beran, 2009). Section 47.1(3), content of em ergency of response plans, outlines the responsibility of schools to respond to threats that might be posed to them. The three sections list above indirectly touched upon the inappropriateness of bullying at schools by requiring a code of conducts, stating its content and finally, managing emergencies (Stanton Beran, 2009). The Ontario Ministry of Education recently proposed changes to the Education act in attempted to stop cyber bullies from posting online attacks against fellow students and teachers (Stanton Beran, 2009). The minister of education, Kathleen Wayne, explained in a press conference at Queens Park that cyber bullying has been added to the list of offences in the Education Act (Stanton Beran, 2009). The amendments as proposed will implement reconciliatory programs to help re-integrate students back into the classrooms, and that there will be strong consequences for inappropriate behaviours. With the new amendment to the act, the zero tolerance provisions of the act will be eliminated. The elimination resulted from a complaint by the Ontario Human Rights Commission on behalf of students, claiming that the zero tolerance policy was having disproportionate impacts on students with disability and minority students. Even though the government has proposed such changes to the Education Act, Se ction 306(1) discussed above is still in place and applicable on the court of law. Hence, students can still receive mandatory suspension if they choose to violate the Code of Conduct as stated in the Act. During the press conference, the Minister of Education made it known that the government of Ontario allocates approximately over 20 million dollars a year to provide programs for expelled and suspended students. The funds were provided by the government to help develop training programs for both vice principals and principals to effectively discipline students in a non-punitive manner, with the intention of decreasing the amount of expulsion and suspensions. These amendments seem to recognize that punishments such as, expulsion and suspension do not deal with the source of cyber bullying. Therefore, more resources may be allocated in an attempt to resolve/control cyber bullying (Stanton Beran, 2009). In other provinces like Quebec and Saskatchewan, The Occupational Health and Safety Act speak to work place bullying but it can be extended to school jurisdictions. In Quebec, the Act classified bullying as psychological harassment. This can be defined as aggravating behaviour in the form of verbal comments, hostile or unwanted, actions or gestures that affect an employees psychological or physical integrity and that could result in harmful work environment for employees (Stanton Beran, 2009). This act can be to bullying incidents at school because schools are also considered as occupational environments. In Saskatchewan, the Occupational Health and safety act was amended 2006 /2007, to include section 2(1b) which speaks to harassment. The amendment re-defined harass as any inappropriate conduct, action, comment, display or gesture by a person that either (I) race, colour, sex, creed, marital status, disability, family status, physical size or weight, nationality, ancestry, age, and place of origin, or (II) adversely affects workers psychological and/or physical well-being that the person knows or ought to know would cause intimidation or humiliation of the worker, or (III) Constitute a threat to the safety and health of other workers (Bill 66, 2007) (Stanton Beran, 2009). Based on these amendments, it can be inferred that bullies who affect the psychological or physical well-being of other students or teachers by humiliating or intimidate them can be punished under the law or found guilty of a criminal offense (Stanton Beran, 2009). Thus the Occupational Health and Safety Act in Quebec and Saskatchewan can be applicable to individuals who engage in bullying at school. Other provinces in Canada such as Alberta have specified safety and respect measures outlined in their school Act. Bylaws governing bullying According to Stanton and Beran (2009), Edmonton and Regina are the only two big cities in Canada with Bylaws that fines individuals for engaging in bullying. The town council of Rocky Mountain House recently passed an anti-bullying bylaw that targets youths, bystanders and adults (Stanton Beran, 2009). Edmonton (Alberta) was the first big city in Canada to give authority to police officers to fine bullies a minimum of $250. Bylaw fines varies depending on the municipality and jurisdiction. The fines can range from 125 dollars in North Battleford to 1000 dollars for second offence in Rocky Mountain House (Stanton Beran, 2009). According to the bylaws, bullying is perceived as behavious that threaten and intimidate others. The bylaws were implemented to prevent individuals from engaging in bullying and other harmful behaviours (like assault, harrassment and gand violence). Those who support the bylaws argue that the ability to fine those who intimidate, threathen or humiliate others will deter them and possibly make them abstain from the behaviour. In Regina, the Anti-Bullying and Public fighting bylaw is quite different from the bylaws in Edomonton. It outlines that bullying someone else in a public place or written through electronic devices is illegal. Moreover, recording videos or taking pictures of people fighting and posting online for the public to see is illegal. Bylaw fines in Regina is higher than in Edmonton; it ranges from $100 to $2000. The fines/tickets are issued to parents if the perpetrator is between the ages of 12 and 16. The Anti-Bullying and Public Fighting Bylaw is applicable to bullying incidents in both the community and online (cyber bullying), and as well as to physical fights (Stanton Beran, 2009). This bylaw was implemented to help reduce bullying and the tolerance level for such behaviours. Bylaws give recognition to to psychological and emotional suffering of victims. The thought of having to pay a fine might also serves as a dete rrent for some bullies (Stanton Beran, 2009). Interventions of Cyber bullying In recent years researchers and policy makers have come up with a number of interventions and prevention methods for cyber bullying but some of these proposed interventions are not fully effective or have failed to deter the behaviour (cyber bullying). As such, bullying prevention programs that are incorporated into school curriculums specifically address cyber bullying instead of only traditional bullying. Moreover, Parents and educators should intervene in bullying incidents, because a failure to do so may negatively affect students ability to be successful and happy at school and at home (Hines, 2011). People in position of authority should work in a program/solution that provides the ability to block and monitor slanderous and malicious instant messages and filter online networking comments before they are posted. It should intelligently find threats, categorize them and take the appropriate action as pre-defined by the school or district policy. The program/solution should ensur e that web protection is extended beyond anti-malware, URL filtering, and anti-spam, with integrated ability to scan all outbound and inbound contents and attachments by using granular content controls, such as objectionable content filtering (Hines, 2011). By filtering out or blocking harmful messages or comments, schools can reduce cyber bullying. It is important that the technology being used allows for clear definition and enforcement of acceptable content policies. Slanderous and harmful contents should be rerouted or quarantined. The best solution should be a unified one that enables access control to some websites, provide notification of policy violations, provide consolidated reporting for holistic visibility of cyber bullying actions, monitor webmail traffic, block offensive contents from being uploaded to websites, monitor email usage, and help identify the breaches through which students may try to bypass the system (Hines, 2011). It is evident that incorporation of cybe r bullying laws is failing to keep up with the pace at which incidence of cyber bullying is rising. One may ask, if there are any precautionary methods that could be implemented to protect children before becoming victims of cyber bullying.

Artist Pain Exposed in Kafkas A Hunger Artist Essay -- Hunger Artist

Artist Pain Exposed in Kafka's A Hunger Artist      Ã‚  Ã‚   In "A Hunger Artist", Kafka comments on the life of the modern artist through the life of a hunger artist. Kafka comments that the modern artist is always dissatisfied with his or her art. The modern artist also is trapped in a harsh and capricious world, in which the artist struggles to maintain his or her audience by pushing the extreme, but are cheated because they do not receive his or her recognition. Finally, in "A Hunger Artist" Kafka refers to the modern artist's struggle between the need for fame and the need for isolation. As a modern artist, Kafka has experienced the qualities that characterize the modern artist and his experiences have greatly influenced his work, particularly "A Hunger Artist".    The modern artist, as seen with the hunger artist, will always have dissatisfaction with his or her art. The hunger artist was dissatisfied with his work because he was dissatisfied with himself. He was dissatisfied because fasting was easy for him. Although he reveled to the world his secret, the world did not understand him and some even had the "imprudence" to call him a cheat. The hunger artist was also dissatisfied because he wanted to fast for more than forty days, but the impresario refused. Critic Frederick Karl remarks that the hunger artist could only find satisfaction when he achieves purification the closer he comes to the fine line when life and death touch.i[i] Kafka, a modern artist, was dissatisfied with his works. He attempted to achieve purification and perfection through a strict diet and lifestyle, but he failed to make his writings perfect and demanded that his works be burned after he died.ii[ii]      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to Kafka,... ...position in society. The modern artist is an outsider, or rather, a joke that "happened to be in fashion". The artist is doomed to rejection and isolation by a harsh and capricious world.    End Notes i Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International Publishing Corporation, 1991. ii Updike, John. Foreword to Franz Kafka: The Complete Stories. New York: Schoken Books, 1971. iii Winkler, R.O.C.. Twentieth Century Literary Criticism Vol. 2. New York: Gale Research, 1981 iv Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International Publishing Corporation, 1991. v Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International   Publishing Corporation, 1991. vi Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International Publishing Corporation, 1991. Artist Pain Exposed in Kafka's A Hunger Artist Essay -- Hunger Artist Artist Pain Exposed in Kafka's A Hunger Artist      Ã‚  Ã‚   In "A Hunger Artist", Kafka comments on the life of the modern artist through the life of a hunger artist. Kafka comments that the modern artist is always dissatisfied with his or her art. The modern artist also is trapped in a harsh and capricious world, in which the artist struggles to maintain his or her audience by pushing the extreme, but are cheated because they do not receive his or her recognition. Finally, in "A Hunger Artist" Kafka refers to the modern artist's struggle between the need for fame and the need for isolation. As a modern artist, Kafka has experienced the qualities that characterize the modern artist and his experiences have greatly influenced his work, particularly "A Hunger Artist".    The modern artist, as seen with the hunger artist, will always have dissatisfaction with his or her art. The hunger artist was dissatisfied with his work because he was dissatisfied with himself. He was dissatisfied because fasting was easy for him. Although he reveled to the world his secret, the world did not understand him and some even had the "imprudence" to call him a cheat. The hunger artist was also dissatisfied because he wanted to fast for more than forty days, but the impresario refused. Critic Frederick Karl remarks that the hunger artist could only find satisfaction when he achieves purification the closer he comes to the fine line when life and death touch.i[i] Kafka, a modern artist, was dissatisfied with his works. He attempted to achieve purification and perfection through a strict diet and lifestyle, but he failed to make his writings perfect and demanded that his works be burned after he died.ii[ii]      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to Kafka,... ...position in society. The modern artist is an outsider, or rather, a joke that "happened to be in fashion". The artist is doomed to rejection and isolation by a harsh and capricious world.    End Notes i Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International Publishing Corporation, 1991. ii Updike, John. Foreword to Franz Kafka: The Complete Stories. New York: Schoken Books, 1971. iii Winkler, R.O.C.. Twentieth Century Literary Criticism Vol. 2. New York: Gale Research, 1981 iv Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International Publishing Corporation, 1991. v Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International   Publishing Corporation, 1991. vi Karl, Frederick. Franz Kafka: Representative Man. New York: Fromm International Publishing Corporation, 1991.

The Influence of Self-Assessed Body Image on Confidence and Self-Esteem

Research in psychology today seems to be drawn towards particular fields of interest especially when it comes to understanding human behavior. One of the most common research topics for social psychology is body image and the perceptions that are related to age groups, genders, and ethnicities. Young people today are pressured by society to make physical appearance a dominant factor in their everyday lives, and the pressure is found not only through media influence but friends and family as well (Pavica, 2010). These pressures can affect many different aspects of a person’s life and significantly influence their actions. The aspects affected by body image can include popularity among peers, social comfort, and the attitudes an individual comes to commit to behavior (Lewis & Rosenblum, 1999). Studies of body image in the past have gained varying results as to the groups that are affected, as well as the amount of impact body image has with these groups. There has also been much debate over the validity of methods used to judge body image, and how well the measurements used actually correlate participants’ actual views of body image (Cash, Morrow, Hrabosky, & Perry 2004). Some factors that have led to this discrepancy in answers are questions that were framed to be more suitable to attain the attitudes of one gender over another. The initial studies of body image focused upon simply body shape which seemed to be more important to women, whereas body image affects were seen for men when questions of muscle definition were included into the questionnaire process (Ridgeway, & Tylka, 2005). This study hopes to gain a more in depth view of a demographic that is believed to put a great amount of focus on body image in the way the... ...ipong, Paul, and Heidi Burkey. "Body mass Index and Body Size Perception: A normalizing of overweight and obesity among diverse college students." Californian Journal of Health Promotion 9.1 (2011): 18-24. Retrieved from http://cjhp.org/Volume9-2011/issue1/18-24ratanasiripong.pdf Ridgeway, R., & Tylka, T. (2005). College men's perceptions of ideal body composition and shape. Psychology of Men & Masculinity, 6(3), 209-220. Retrieved from http://ovidsp.tx.ovid.com Rosenblum, G. and Lewis, M. "The relations among body image, physical attractiveness, and body mass in adolescence." Child Development 70.1 (1999): 50-64. doi: 10.1111/1467-8624.00005 Seidah, Amelie, and Therese Bouffard. "Being proud of oneself as a person or being proud of one's physical appearance: What matters for feeling will in adolescense?." Social Behavior and Personality 35.2 (2007): 255-268.

Avons First Female CEO: Ms. Andrea Jung :: Avon Business CEO Management

Each year Fortune magazine publishes its list of the top 500 U.S. companies ranked according to reported gross revenues. In the highly competitive world of business, the CEO's of these companies are responsible for making decisions that allow a company into this elite group and remain on the list year after year. Avon Products Inc. first appeared on the Fortune 500 list in 1955 inaugural year, ranked at number 455. Over the years, Avon has moved up and down the list of 500 managing to remain there since its first appearance as a top grossing corporation. In the mid 1990's the company was on the verge of falling back to its 1955 ranking. Hired as Avon's first female CEO in 1999, Ms. Andrea Jung, one of only 10 female CEO's listed on the 2006 Fortune 500 list; led the overhaul of Avon Products Inc. and brought the company from number 308 in 1999 to number 281 on the recently published 2006 list. Born in Toronto Canada to first generation Chinese immigrants in 1959, Andrea Jung credits part of her success to her family upbringing. Raised with traditional Chinese values and parents who placed an emphasis on education, Ms. Jung excelled in most of her endeavors. Growing up in Wellesley, Massachusetts, Ms. Jung flourished by earning top grades in academics, excelling in piano, and becoming fluent in Mandarin Chinese. Her formal education was completed in 1979 after graduating magna cum laude from Princeton University with a bachelor's in English Literature. Ms. Jung has two children. A nine year old son she adopted with former husband Michael Gould and a seventeen year old daughter from a previous marriage. When her busy schedule allows, Ms. Jung frequently plays the piano as a way to relax. Her favorite piece of jewelry, a white pearl choker, has become one of her fashion trademarks. On a fun note, Ms. Jung was presented with a Barbie custom made by Mattel in recognition for her efforts in a cross promotional project between Avon and the toymaker. The Barbie features Ms. Jung's likeness complete with long black hair, dark pantsuit, and of course, a pearl choker. Upon graduation, Ms. Jung entered the management training program at Bloomingdale's and quickly rose through the ranks to vice president and merchandising manager by the age of 26.

Geological History Of Adair Park South West Arizona

I. On Saturday, November 16, 2013, our Geology class went to Adair Park Yuma Arizona on our adventure of a lifetime. The point of the trip was to view real life examples of some of the things that we have studied over the course of this semester. Actually being able to see examples of such things as cross-bedding dikes, unconformities, folds faults and various sedimentary features. II. The first stop of the field trip was to look at the Gneiss. The Gneiss has been around for about 1. 6 bilion years. The probable type of contact metamorphism The general term for all such incorporated bodies is inclusions.Xenoliths are usually reconstituted through the processes of contact metamorphism, in which heat and fluids cause mineralogic and chemical changes in the parent rock of the xenolith; a study of these changes can give information on the temperature and composition of the magmatic body. The mineral compostition that what we could see were Biotite, Muscovite and quartz. The other signifi cant feature the dikes(white) that was younger in the cross cuting through the Gneiss. III. The second stop of this field trip was to look at the Granite. The Granite and has been here for around 1. 4 billion years.The type of rock Granite which is Igneous with a funeratic course grined, with grains visible on fresh surface. The type of mineral composition in the Granite is Orthoclase, Quartz and Biotite. IV. The third stop of this field trip was to look at the Pegimatite. The Pegmatite has been around for about 73 million years. Pegmatite is very coarse granite. Pematieites are thought to form from the bolatile low-denisity fluids that crystallize last from the grainitic magma. V. The fourth stop of this field trip was to look at the Red Beds. The red beds have been in the area around 20-30 million years old.The steep cliffs of Adair Park and the surrounding lowlands offer breathtaking exposures of the lower subunit–the red conglomerates/breccias and gypsum. These red-bed de posits are composed of interbedded breccias, conglomerates, sandstones. In other areas it commonly forms a medium thin, dirty, discontinous bed up to 10 – 60 cm thin beds are usually well sorted, clast-supported, commonly normally graded.The conglomerates are also thinly bedded and clast-supported, but are moderately well-sorted to poorly sorted and contain an abundance of angular to well-rounded quartz, feldspar,  calcite, granite and gneiss. metamorphic, and mafic volcanic clasts. The conglomerates can generally be distingushed from the breccias by their well-bedded nature. VI. The fifth stop of this field trip was to look at the Green/Tan Beds. The green and tan beds have been in the area around 20-30 million years old. These green and tan bed deposits are compsed of gypum. On other areias it commony forms a thin disconintuous bed up to 10 cm thin are usually well sorted , clast-supported commonly normally well sorted, commonly normally graded.The gypsum are also thinly bedded and poorly sorted, but are mederately  well-sorted to poorly sorted and contain an abundance of angular calcite, and hornblend. See Figure 2. VII. The sixth stop of this field trip was to look at the diobase dike. This diobase dike have been here less than 10 million years. The diobase dike are composed of a metamorphic- plutonic basement that is overlain by middle Tertiary sedimentary and volcanic rocks.. Much of thesedimentary sequence was deposited before the onset of volcanism and tectonism, although the local presence of clasts of volcanic origin suggests at least some synchroneity.The sedimentary rocks are commonly in low-angle normal fault contact  with underlying basement rocks. Gentle folding and warping, along with poorly developed cleavage, are generally present. Tertiary volcanic rocks are dominantly intermediate to mafic flows with lesser amounts of pyroclastic material. Olivine, augmite and green poroxy is largely altered. See Figure 1. VIII. The seventh sto p of this trip was to look at the Terrace Gravels. The terrace gravels have been around for around 200,000 years. An angular unconfomity of Adar formation with the overlying terrace gravels. In some place of Adair park the terrace gravels can be as much as 200 feet thick.The were mountains that used to be in the area but with water erosion the mountains dispareared. Bajada, ( Spanish: â€Å"slope†: ) is a broad slope of debris spread along the lower slopes of mountains by descending streams, usually found in arid or semiarid climates; the term was adopted because of its use in the U. S. Southwest. A bajada is often formed by the coalescing of several alluvial fans. Such coalescent fans are often mistaken for erosional landforms known as pediments. The repeated shifting of a debouching stream from one side of a fan to the other spreads the sediment widely and almost  uniformly.As the sediment eventually grows together, the slope may extend outward from the mountain front to a distance of several kilometres. A bajada is usually composed of gravelly alluvium and may even have large boulders interbedded in it. XL. Inconclusion the field trip really helped me learn some of the stuff that we studied during this course being able to see some real examples and havintg them explained to us. This has been fun class any your are great professor. I appreciate your sense of humor during the class and your attempt to make learning fun.

Hunger in San Diego Persuasive Speech

1 | Page . Attention Step . When will you eat next? Will you be eating dinner tonight? . Need Step . Today, there are over 446,000 people that are going hungry in San Diego County. http://sandiegofoodbank. org/hunger-in-san-diego/ . A story of a fellow San Diegan and her family who are also having hunger problems. 1. Alejandra in her late 20s moved in with her sister Marisol, her husband, and her three kids to help take care of them. 2. Marisol worked days and Alejandra nights so there was always someone to take care of the kids. 3.Marisol’s husband lost his job as construction worker, Marisol was laid off from hers as a housekeeper at a Holiday Inn, and then Alejandra lost her restaurant job. 4. It became hard for them to find work, but eventually Marisol’s husband found few jobs as a handyman and Marisol worked cleaning a few houses. 5. Barely got by, and it was hard for them. 6. Cupboards were generally empty except for a little of rice and beans. 7. Main concern was children, so adults would often eat little or nothing at all so the kids would have enough. . Eventually got support from church and then San Diego Food Bank. †¢ Here is a picture of Alejandra picking up food at the San Diego Food Bank. That is a real story about a real hunger problem. http://sandiegofoodbank. org/newstypes/client-profiles/ 2. Feedingamericasd. org says that: †¢ 1 out of 4 children in San Diego don't know where their next meal is coming from†¦ †¢ Scientific evidence suggests that hungry children are less likely to become productive citizens. A child who is unequipped to learn because of hunger and poverty is more likely to be poor as an adult. . You see†¦. our bodies are like engines, engines need fuel, we need food, and both are required to move forward. 2. So next this quote is from sandiegohungercoalition. org, Ken Hecht, executive director of California food policy advocate says that: â€Å"Given the extent of food insecurity in San Di ego County and across the country, we must not undermine critical efforts to protect families against hunger, and improve health through good nutrition,† You know†¦.. we must all realize that hunger can happen to any of us, all it takes is: †¢ Losing our job †¢ Having a health crisis †¢ Or any other unusual emergency expense. Such as a major car repair. ?And†¦ We must all be aware†¦That it’s important that San Diego County has food bank agencies to provide support to people who are low income or have sudden crises. . Satisfaction Step . We†¦.. Should look for opportunities†¦ to support the San Diego Food Bank. . There are many ways to support the Food Bank, we can†¦ †¢ Donate food items Support them financially †¢ Or we can volunteer. . aThe San Diego Food Bank has been around since 1977 and has been serving ever since because of†¦ People’s food†¦ financial†¦ and voluntary support. . So†¦Y es, this solution will take time out of your day and/or money if you would like to help. But, think of the good you would do by simply donating 10 dollars, taking 3 hours out of your Saturday or Sunday, or even collecting a few cans of food from your neighbors or workplace to just do something good for a local family in need. Visualization Step . So†¦just look around places you go in San Diego, maybe you see a homeless guy asking for money for food, or maybe it’s your next door neighbor who doesn’t have enough to eat, or maybe even a friend who’s hungry but too reluctant to say. †¢ The sad fact is that nearly half a million people in San Diego County don’t have enough to eat. . Imagine that there was a place where all of those hungry people could go to get food. I know of a place, the San Diego Food Bank. . Action Step . Fact is†¦people are hungry†¦. ut the San Diego Food Bank is there to help. . So today, I would like to encourage you to pull out your phones when you leave this classroom today, simply text capital letters â€Å"SD† to 20222, and this will make a 10$ donation to the San Diego Food Bank, just a simple thing, yet that 10 dollars will provide 30 meals for people in need. . This week, I myself am going to make a ten dollar donation and drop off a bag of food to the Food Bank. . If San Diegans work together, we can eliminate hunger in San Diego County.