Self Destruction Suicide Essays - Abnormal Psychology, Depression

Implosion Suicide A Self-Destruction Suicide is the demonstration or an example of purposefully executing oneself According to Emile Durkheim, self destruction is applied to all instances of death coming about straightforwardly or in a roundabout way from a positive or negative demonstration of the person in question himself, which he realizes will create this outcome (44). Self destruction is a once in a while ever a last minute thing. The Susceptibility to self destruction is most minimal among those who have solid network ties. Contribution in chapel, place of worship or sanctuary may help the troubled individual feel that he is a piece of a strict association bound together by ties of compassion, love, and common concern. Place of love frequently substitute for a missing family. We this arrive at the resolution that the prevalence of Protestantism with deference over self destruction results from its being a less firmly incorporated church than a catholic church (Durkheim 159). Grollamn noe Augustine (354-430) condemned self destruction as a wrongdoing, there was no official church against it (23). Today individuals keep on ending it all for a assortment of reasons: Love, craziness and incessant gloom. There is normally a arrangement of occasions and notice sign before an endeavor is made. Self destruction isn't spoken a lot and is a subject that should have been investigated. Insights on self destruction endeavors changes so quickly, that none can be expressed with precision. Grollman compose that Nearly everyone at once or another mulls over self destruction. Implosion is one of numerous decisions open to human beings(5). On the off chance that one is alert and attentive, quite possibly the self destruction casualty can be spared. Envision the idea of being dead. Would the world be in an ideal situation without that one life? Likely not, yet a few people may think so. That life will be enormously given by somebody. It might even reason an individual to need to end it all together to join the companion that kicked the bucket. Envision how it would feel if weights of regular life expanded the extraordinarily. Maybe a parent, sibling or sister was lost. What on the off chance that a juvenile individual was captured? How might his loved ones respond to this little incident? State there is a test in math or science class, and when the test returned a similar individual had bombed it. It would appear to him to be simply one more disappointment in a progression of messed up endeavors to facilitate himself. It appears that the most recent month or two has been only difficulty. There is no spot to go. In this way, he feels, there is just a single thing that can support, self destruction. Man wants to relinquish life when it is least troublesome (Durkheim 107). The kid may think: In the event that I where to kick the bucket now, my folks would feel frustrated about their ugliness (Grollman 6). For a considerable length of time, even weeks, an arrangement is defined. How can he leave the friends and family and his issues behind honorably? At last he thinks about an arrangement, resting pills, with the expectation that a last sleep will take all the bad dreams of reality away for good. Klerman note that A demonstration like this is set up inside the quietness of the heart, similar to an extraordinary work of workmanship (55). The pills are taken, sooner or later rest sets in. Finally, the last rest that has been for such a long time anticipated for. An obscured vision shows up and gradually centers. A white room shows up, the vision gets more clear. He centers in around subtleties, for example, an IV remain with a few sacks holding tight it. The clinic room was not the normal spot to conscious. This endeavor was only one more disappointment in his life. Whenever he will think about a progressively deadly approach to look for unceasing harmony. After the endeavor. He will go to a medical clinic where every one of his activities will be checked. At long last, an instructor is normally brought in. ideally its will help him in the battle to manage life's issues, this done with the expectation that another endeavor is made. 12 % of the individuals who endeavor self destruction will make a second attempt to prevail inside two years (Grollman 73). To think about this could have been forestalled on the off chance that he looked for help at the outset. To further get self destruction, we should investigate the various purposes for the demonstration itself. Self destruction is certifiably not a hereditary malady, but instead a progression of occasions that are depressing or upsetting. Dolce suggests that For a considerable length of time individuals expect that lone mental or enthusiastic issues drove individuals to end it all (33). Lester expresses, Zimmerman et al found that discouraged inpatients who had encountered more

Nursing Process Theory Case Study Example | Topics and Well Written Essays - 1000 words

Nursing Process Theory - Case Study Example Hampe (1975) utilized her hypothesis to discuss lamenting families in an emergency clinic setting. This paper will investigate the hypothesis and attempt to comprehend what it implies with regards to network wellbeing nursing. Orlando built up her hypothesis in the 1950's. It was distributed the first run through in her book, The Dynamic Nurse-Patient Relationship. Her hypothesis was one of the first really distributed on nursing process. She later proceeded with her ideas in her subsequent book, The Discipline and Teaching of the Nursing Process. Her unique inspiration for the work was to find what the motivation behind nursing was. To achieve that she took a gander at nurture tolerant associations both in the diagram and during real consideration scenes to figure out what the results of those activities were (Faust, 2002). These perceptions helped her plan the essential contemplations behind her hypothesis which are that the medical caretaker has the job to find and meet the patient's prompt needs. The most fundamental idea is the nursing procedure depicts the medical attendant's responses to patient's conduct as creating a recognition, thought and feeling in the attendant and afterward activity by the m edical caretaker (Sheldon and Ellington, 2008, pg1). This hypothesis appears to be so all around intended for nursing. It was the point at which it was composed and it appears it would be presently. Numerous scientists as we have noted, have contemplated it and utilized it to assemble their own hypothesis. In any case, there is nothing in the writing that shows that the hypothesis has ever been changed into a real nursing process. In 1961 Orlando stated, the motivation behind nursing is to flexibly the assistance a patient requires all together for his should be met(Orlando, 1961, pg 8). At the point when you separate it as a nursing procedure, it becomes conduct of the patient, response of the medical caretaker, and nursing activity used to profit the need of the patient. This essayist accepts that she is still right, that is the thing that nursing is. Simultaneously, we should understand that Ida Jean Orlando originated from a period wherein instruction was uniquely for the individuals who had cash and that included nursing training. This made their ideal models address the issues of instruction more than the requirements of the bedside nurture. She likewise utilized retroductive thinking since she applied what she saw to what she previously suspected (McEwen and Wills, 2007). Today it is as yet apparent here and there as we note that her hypotheses are utilized more regularly by instruction than nursing itself. Her hypothesis is noted among the Grand Theories thinking of her as foundation and instruction just as the time in which she worked. It likewise doesn't appear to meet the entirety of the four nursing ideal models (Chinn and Kramer, 2008). She was very express about people and nursing however she quickly referenced wellbeing as a condition of prosperity and considered the earth just in the feeling of now. Prior it was noticed that many nursing analysts of today study Orlando's nursing hypothesis and it's appropriateness to explicit sorts of nursing. The patient in the network might be in extraordinary pain and it may not be seen by anybody however the network wellbeing medical attendant. Orlando says that misery originates from neglected requirements. Persistent conduct should be evaluated when it happens. Any conduct may mean a request for help. The alleviation of this pressure relies upon the mindful attendant who is happy to take part in the arrangement of the need. The Community Health Nurse is gone up against with this every day and reacts

Moral Dilemma of the Death of a Young Boy in Panama City Essay

Moral Dilemma of the Death of a Young Boy in Panama City - Essay Example We would prefer not to be constrained to accept that our decisions are awful. This is then that we are trapped in an ethical issue. Moral situations are viewed as difficulties due to a specific sort of contention between the rightness or misleading quality of the activities and the decency or disagreeableness of the outcomes of the activities. In the event that doing what is ethically right outcomes in something terrible or if doing what is ethically off-base outcomes in something great, the power of good commitment may appear to be adjusted by the truth of the great end. We can have the fulfillment of being correct, paying little mind to the harm done, or we can focus on what is by all accounts the best result, paying little heed to what wrongs must be submitted (Ross, 2005). An incomprehensible quandary could be seen in William Styron's tale Sophie's Choice wherein Sophie needed to settle on a decision which among her two kids should she surrender the o the Nazi specialist. She nee ded to settle on a decision so as to spare one of them, other else both will be slaughtered. This is such a unimaginable situation for a mother who cherishes her kids to such an extent. Whichever kid she picks, she would wind up with a negative outcome, that is losing one of her valuable youngsters. Sophie made a decision since she needed to keep in any event one of them, just to discover that at long last, none would be left to her. Like Sophie, we might be confronted with comparative circumstances, however not as more terrible. Much the same as rehearsing the alleged harmless exaggerations, an individual believes that on the off chance that he utilizes that for good, the end would likewise be acceptable on the grounds that human will in general go for the positive outcomes regardless of what the methods might be. Yet, there are situations when we ought to acknowledge the awful results since we should accomplish something right. It's possibly we decide to make the wisest decision a nd endure the result or foul up to accomplish our ideal result. Life circumstances, however, some of the time leave us with no decision. The critical highlights of an ethical quandary are these: the individual is required to do every one of the (at least two) activities, the individual can do every one of the activities, yet the individual can't do both (or the entirety) of the activities.

The Plastic Pink Flamingo Free Essays

The Plastic Pink Flamingo America has existed for a long time and it has constantly rotated around prevalence and riches. Jennifer Price composed the paper â€Å"The Plastic Pink Flamingo: A Natural History† so as to uncover reality with regards to American people’s fixations and interests for their longings by two fundamental factors: a flamingo and pink. â€Å"First, it was a flamingo. We will compose a custom exposition test on The Plastic Pink Flamingo or on the other hand any comparative theme just for you Request Now † When breaking down this exposition and concentrating on the subject of flamingo, the words Ironic, Hypocritical, Exaggerative, Popularity, and Attention strike a chord. This was somewhat amusing, since Americans had pursued flamingos to elimination in Florida in the late 1800’s, for crest and meat. † This statement assumes a major job in the incongruity of the famous flamingo on the grounds that these animals were once seen as prey and now they are the names of inns and in people’s gardens. From the 1800’s to the present, the flamingo’s status has changed so much that they can be seen as a symbol now. The distortion becomes an integral factor while depicting the shading. Not one genuine flamingo is that splendid of a pink but then every plastic grass trimming is rich pink. â€Å"A flamingo hangs out in a desert much more strikingly than on a yard. † Price says that there isn't reason for the flamingo aside from appearance. At the point when individuals see that brilliant pink creature in the grass of their neighbor’s front yard they consequently think extraordinary so those neighbors are continually going to stand apart to every other person. They bring consideration which is the thing that everybody needs. â€Å"And the flamingo was pink. Karal Ann Marling once composed â€Å"sassy pinks† were â€Å"the most blazing shade of the decade. † In 1956 when Elvis Presley had marked his first chronicle contract, he bought a pink Cadillac. When everybody knew â€Å"The King† had a pink vehicle everybody needed it. Pink around then was an extremely popular shading and to be straightforward it despite everything is. One of the most mainstream â€Å"In† patterns is the Breast-Cancer plague. The symbol is a little â€Å"Pink† lace and everybody around the globe knows about this ailment and pink is flooding the Earth. The NFL as of late spent in excess of a thousand dollars on pink spikes, head-groups, wrist-groups, and different items. The â€Å"in† shading will consistently change after some time however pink will consistently be that one special case, the one shading that everybody can identify with somehow or another. This whole nation depends on appearance, what does every other person consider us? Cost, before the finish of the passage, has now completely disclosed to the crowd that she accepts the United States is simply shallow and is fixated on its indication. Instructions to refer to The Plastic Pink Flamingo, Papers

Recommendation letters Essay Example | Topics and Well Written Essays - 500 words

Suggestion letters - Essay Example partner seems to turn out to be progressively quiet and increasingly tolerant as stress raises or clashes rise, making him a very important lead colleague who can rouse incredible execution, guarantee responsibility, and fabricate connects considerably under pressure. To put it plainly, I would consider any organization fortunate to have X join the group, as he is essentially an obvious choice for making the climate and structure important to get an effective venture. Mark’s characteristics and hard working attitude support achievement. I would strongly suggest Mark in any venture that includes multifaceted nature, intense time imperatives, or great necessities. I was engaged with a few ventures with X. Initial, an enormous long haul venture with an immense advancement group that was hard to actualize. Second, a momentary undertaking that had enormous direct effect on my association. Both were finished excessively an elevated expectation by X and both were on-schedule. In particular, the subsequent one was fiercely effective and instrumental to my association. 9. Somebody I would go to comprehend the main problems I should have been mindful of concerning practical effect on my association or seeing how to approach incorporating an answer for existing

The effects of employee motivation - Free Essay Example

Introduction This research is on the effects of employee motivation and job satisfaction to CIMB Bank Berhdad. CIMB Group is the second largest in terms of providing financial services in Malaysia, and is one of the leading banking groups in Southeast Asia today. Listed in the Malysian stock exchange since 1987 the company was formerly known as Bumiputra-Commerce Holdings Berhad. The CIMB Group became the third largest company listed on the Malaysian stock exchange on November 20, 2009. During this time its market capitalisation was listed at about aRM46.6 billion, and it also has substantial investments in Indonesia and Thailand with its Bank CIMB Niaga and the CIMB Thai. The CIMB group gives financial products and services which spans different areas in the banking industry. The company does business through its three corporate entities which are the CIMB bank, its investment arm CIMB Investment and an Islamic bank CIMB Islamic. The company provides services to a very diverse customer base. It actually serves everyone from large corporations in the region, local companies, small entrepreneurs, individuals with high profitability, and it even has savings programs concerning pensions for old people and savings accounts for children. CIMB group is a big company that employs 36,000 banking staff and employees. As an indicator of success CIMB groupà ¢Ã¢â€š ¬Ã¢â€ž ¢s earnings amounts to 80% of the gross domestic product of the whole ASEAN region and its operations services about 58% of the population in the region. Its retail banking operations have expanded to 1,150 branches making it the largest banking company operating in the region. Problem Statement This research on CIMB BANK BERHAD will identify the factors that affect the motivation and job satisfaction of employees in CIMB BANK BERHAD. This research also seeks to identify the strategies use to ensure employee motivation and job satisfaction and what is its effects. Objectives of the research These objectives pay attention to the problems and objectives that are selected to clarify the intended information and also be able to derive specific information that are not limited by the previous questions. This study intended to get the suitable data to help in building the proper assessment. This includes: To determine methods that CIMB BANK BERHAD practice to inspire or motivate their employees. To determine the accomplished strategies by CIMB BANK BERHAD in giving job satisfaction to their employees. To create an appropriate solution for CIMB BANK BERHAD problems. Scope of the Study The scope of the study is relied on the employees of CIMB BANK BERHAD. This focuses on determine which factors create desirable influence to their employees towards satisfaction. And to know what factors of independent variables that could have the greatest impact on employees satisfaction.-studying the factors that lead to employees loyal with CIMB BANK Significance of the Study This research was created to comprehend the significant factors of employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ fulfillment to enable efficiency, quality, service, and loyalty to CIMB BANK. Definition of Terms Job Satisfaction Employee Motivation Herzbergs motivation-hygiene theory Maslows hierarchy of needs Research Hypothesis Hypothesis 1 H1: This study shows that adequate salary or monetary income plays a major role in allowing employees to be satisfied in their jobs. H0: There is no significant relationship between salary and job satisfaction Hypothesis 2 H1: This study shows that work recognition plays a role to have a sense of importance and motivates employees to work diligently. H0: There is no significant relationship between work recognition and job satisfaction. Hypothesis 3 H1: This study shows giving professional growth to employees such as trainings, seminars, etc. allows employees to have mental growth which they apply to their daily duties as employees. H0: There is no significant relationship between professional growth to employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s creativity and development. Literary Review Herzbergs Motivation-Hygiene Theory Frederick Herzbergà ¢Ã¢â€š ¬Ã¢â€ž ¢s two factor motivation hygiene theory categorizes incentives as being either hygiene factors or motivators. Hygiene factors are potentially dissatisfiersà ¢Ã¢â€š ¬Ã¢â‚¬ factors associated with the job itself but not intrinsic to it. These factors such as salary, job security, administration, interpersonal relations, if not adequate could operate to dissatisfy someone but would not necessarily motivate someone when adequate. On the other hand, motivator-factors are directly intrinsic to the job itself and critical in the process of doing the job, including sense of achievement and recognition by colleagues, level of felt responsibility and empowerment are keys to real motivation (Herzberg, 1959). What is essential to understanding this concept is the distinction made between a motivator and a satisfier. A satisfier is that factor which, when fulfilled, is enough to get the employee to come to work at all. On the upper end, a motivator is that which actively drives the employee to go beyond the minimum standard of simply showing up. Herzberg promoted such concepts as Job Enrichment, Job Enlargement, and Job Rotation as potential motivators that worked well for those operating at the higher levels of Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s need hierarchy. It is important to keep in mind that once an individual has thoroughly pursued a motivator, it is likely to become a hygiene factor, and the search for motivating factors continues. Herzbergà ¢Ã¢â€š ¬Ã¢â€ž ¢s Motivation-Hygiene Theory According to Herzberg, factors causing work satisfaction (motivators) are rather in connection with the content of work, while those causing dissatisfaction (hygiene) are in connection with work environment. Good examples of the first factors are taking responsibility, career advancement, recognition and the possibility to develop (achievement), while salary, status, inter-personal relations, company policy and administration as well as work conditions are examples of factors of dissatisfaction Hull and Read confirm that quality relationships, that key factor in excellence, are dependent on high levels of trust. Yet building trust is a major challenge for many Australian organisations. Research suggests that a trust deficit has emerged. A loss of trust can be devastating to organisational performance. When people no longer have confidence in management, productivity falls, turnover rises, gossip spreads, cynicism sets in, and initiative evaporates. But trust is a long term proposition, the result of countless management decisions made over a long period that help employees feel secure about their own and the organisations future. Like confidence in the quality of our graduates it can be lost in an instant yet take years to regain. Hull and Read suggest that workplace trust has two dimensions à ¢Ã¢â€š ¬Ã¢â‚¬Å" our views of ourselves (self worth) and our views of others. Hull and Read believe these were sustained in their research. Hull and Read interviewed hundreds of employees at all levels of the selected organizations. From this one central factor emerged à ¢Ã¢â€š ¬Ã¢â‚¬Å" the quality of relationships at work, which concretely manifests itself in the bond between co-workers, friends and colleagues. They note that there is a relationship between excellent workplaces and how this is shaped by the trust and respect among the employees. But building and maintaining a good working relationship is not easy and it requires cultivating a long lasting connection between the one supervising the group and the groupà ¢Ã¢â€š ¬Ã¢â€ž ¢s members. In examining research from the Australian Quality Agency the authors noted that Australian workplace cultures, in their focus on people, differed from other cultures. High quality workplace relationships were, in turn, supported by a number of other factors. Four factors were particularly important. The first was the quality of leadership. In excellent workplaces leaders at all levels were aware of the impact that their behaviour has on the way people feel about the workplace and their job. They recognise that their behaviour sets the example. Leaders who behaved as a captain/coach were particularly valued. These leaders were available providing support when needed but not getting in the way when they were not. Good leaders choose their approach to suit the different needs of their staff, helping out when there was a crisis and allowing trial and learning when there was not. This is in keeping with Australias egalitarian ethos supervisors in excellent workplaces often choose not to display the trappings of their position. Most importantly they inspired trust. The research demonstrated, too, that essential to quality leadership is the communication of clear values that become intrinsic to the way business is done. They influenced the way people related to each other thereby in turn helping to generate the quality working relationships. In this environment the inevitable dilemmas, conflicts and competing priorities can be immediately and openly discussed. In excellent workplaces managers really do practice what they preach. Excellent workplaces, too, are marked by a sense of common goals and objectives where workers support each other and show respect for one another. People have the skills to do their jobs and seek to develop these skills further. They have the confidence to have a say about how the work is done. They are encouraged by a management style that is open to new and different ways of working and values diversity. This is not seen as a way to exercise power but rather to add value. People are encouraged to operate with some autonomy. Of course some managers feel uncomfortable with giving their employees a high degree of independence but it is a feature of excellent workplaces. Excellent workplaces are also safe workplaces, where people care for the well being of their colleagues and are committed to safe practices à ¢Ã¢â€š ¬Ã¢â‚¬Å" not just formal policies and manuals. In such environments a culture of safety, including the psychological safety of a respectful workplace, develops that all staff are able to share. None of these factors operates in isolation. Together they build a culture that further enhances the quality of working relationships. The research suggests that excellent workplaces must have all fifteen drivers present although they combine in unique ways. There is a form of hierarchy with one set of factors building upon. Adult learners are often characterized as learning-oriented and goal-oriented. Based on the results of this study, these characteristics seemed to be related to the satisfaction-dissatisfaction profiles of e-learners. The most frequently stated satisfying factors were learning-oriented factors such as interesting and relevant learning content, effective teaching methods, instructors expertise, and effective learning activities; and the most frequently stated dissatisfying factors were goal-related factors such as unclear directions or expectations that caused confusion or frustration while trying to accomplish their goals. Maslows Hierarchy of Needs Current risk organization theory and standards have the same opinion that risk and taking risk are not necessarily negative for development. Alongside the threat that a risk might entail more often than not this risk situation also provides opportunities. Managing chance through the risk procedure is often seen either as an not obligatory extra, or as only for advanced practitioners, or as just plain wrong. Why is this? This paper draws on human motivation theory (Maslow) and the latest ideas in information science (memetics) to explain the discrepancy. It also proposes practical solutions to promote management of opportunity within the risk process. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s à ¢Ã¢â€š ¬Ã…“hierarchy of needsà ¢Ã¢â€š ¬? seeks to explain human motivation, and proposes a layered series of motivators ranging from survival to self-actualisation. Applying this framework to risk management reveals why individuals and organisations think first about threats, and why they see opportunities as optional extras to be addressed later if at all. Memetics suggests that ideas (or à ¢Ã¢â€š ¬Ã…“memesà ¢Ã¢â€š ¬?) can be seen as packets of information which self-replicate like genes. According to this theory, the à ¢Ã¢â€š ¬Ã…“risk is badà ¢Ã¢â€š ¬? meme appears to be better adapted to the current environment maslows hierarchy of needs diagramthan the à ¢Ã¢â€š ¬Ã…“risk includes both threat and opportunityà ¢Ã¢â€š ¬? meme. The paper describes how to motivate project teams and organisations to address opportunity based on Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s theory, and how to enhance the competitiveness of the threat-plus-opportunity meme through memetic engineering. Over ten years ago, a debate arose within the project risk management community concerning the nature of the types of risk to be managed within the scope of the project risk management process (summarised in Hulett etal, 2002). Until then project risk had been seen as exclusively negative, defined in terms of uncertain events which could result in loss, harm, delay, additional cost etc, with à ¢Ã¢â€š ¬Ã…“riskà ¢Ã¢â€š ¬? being synonymous with à ¢Ã¢â€š ¬Ã…“threatà ¢Ã¢â€š ¬?. This definition reflected the secular definitions found in non-technical dictionaries (for example Collins, 1979). From the late 1990à ¢Ã¢â€š ¬Ã¢â€ž ¢s project management professionals began to realise that there were other types of uncertainty that mattered. Sometimes good things might occur on a project which would result in saved time or reduced cost, or which would enhance productivity or performance. Such à ¢Ã¢â€š ¬Ã…“opportunitiesà ¢Ã¢â€š ¬? could be brought under the existing definition of risk by simply expanding the types of impact to include positive as well as negative effects. This resulted in a change in approach by a number of organisations, including the Project Management Institute (PMI ®). The Guide to the Project Management Body of Knowledge (PMBoK ® Guide, 2000 Edition) adopted a definition of project risk as à ¢Ã¢â€š ¬Ã…“an uncertain event or condition that, if it occurs, has a positive or negative effect on a project objective.à ¢Ã¢â€š ¬? (Project Management Institute, 2000). This broader definition has been retained in the current PMBoK Guide and PMIà ¢Ã¢â€š ¬Ã¢â€ž ¢s Combined Standards Glossary (Project Management Institute, 2004, 2005). It is also reflected in a number of other leading standards, both in the project management area (for example Association for Project Management, 2004, 2006) as well as in more general risk standards (Australian/New Zealand Standard, 2004; Institution of Civil Engineers et al, 2005; Institute of Risk Management et al, 2002; Office of Government Commerce, 2007). The forthcoming ISO risk management standard is also expected to adopt a similar position. The use of the project risk process to manage both upside and downside risk is not only embodied in a wide range of standards, but it has been described in textbooks as à ¢Ã¢â€š ¬Ã…“good practiceà ¢Ã¢â€š ¬? (for example Chapman Ward, 2003; Hillson, 2004; Cooper et al., 2004; Hillson Simon, 2007). There are a number of benefits available to those who include opportunities in the risk process (see figure 1). The first potential explanatory framework for why organisations might find it hard to address opportunities as part of their risk management process comes from the work of Abraham Maslow on human motivation, as encapsulated in his à ¢Ã¢â€š ¬Ã…“hierarchy of needsà ¢Ã¢â€š ¬? (Maslow, 1943, 1987). He postulated that humans are motivated by the drive to satisfy needs, of which there are a variety of different types. However not all needs are equal, and Maslow arranged the various needs in order of their à ¢Ã¢â€š ¬Ã…“pre-potenceà ¢Ã¢â€š ¬? or influence over people. This ordering is usually represented as a pyramid, with the à ¢Ã¢â€š ¬Ã…“higher needsà ¢Ã¢â€š ¬? at the top and à ¢Ã¢â€š ¬Ã…“base needsà ¢Ã¢â€š ¬? at the bottom. There are several alternative versions of Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs, one of which is shown in figure1. A key feature of Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs is his contention that people are driven to satisfy lower needs before higher needs exert any influence. So for example, the most basic needs of air, water, sleep and food must be met first, and are the over-riding concern of each individual, even more important than being safe or feeling self-esteem. Once these are satisfied a person is free to be concerned about other things. As each level of à ¢Ã¢â€š ¬Ã…“hungerà ¢Ã¢â€š ¬? is met (with literal physical hunger at the lowest level), higher needs emerge which require satisfying. Maslow divided his hierarchy of needs into two groups, with à ¢Ã¢â€š ¬Ã…“deficiency needsà ¢Ã¢â€š ¬? towards the base, and à ¢Ã¢â€š ¬Ã…“growth needsà ¢Ã¢â€š ¬? (or à ¢Ã¢â€š ¬Ã…“being needsà ¢Ã¢â€š ¬?) at the top. Deficiency needs are those which must be satisfied, and without which a person might be said to be deficient or à ¢Ã¢â€š ¬Ã…“needyà ¢Ã¢â€š ¬?. The individual does not necessarily feel anything positive if these needs are met, but feels anxious if they are not. When these needs are met, they are removed as active drivers of behaviour. Deficiency needs are mostly physical and emotional. Growth needs by contrast are those which add to a person, which are not necessarily required for a healthy existence, but which make a person more fully rounded and complete. This type of need is psychological and spiritual, and they form more enduring and permanent motivators. How is this relevant to the question of why individuals and organisations might find it difficult to implement opportunity management as part of an integrated risk process? Assuming that Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs is as valid for organisational motivation as it is for individuals, this framework would predict a strong preference for actions which satisfy à ¢Ã¢â€š ¬Ã…“deficiency needsà ¢Ã¢â€š ¬?, and that these would take precedence over actions which target à ¢Ã¢â€š ¬Ã…“growth needsà ¢Ã¢â€š ¬?. Translating this to the risk domain requires an understanding of which risks relate to the different types of needs. Deficiency needs are about survival, ensuring that the essentials are available to maintain life. In the organisational risk context, this naturally leads to a focus on threats. A threat is any uncertain event or condition that, if it occurs, will have an effect on objectives which is negative, unwelcome, harmful, adverse etc. According to Maslow, both individuals and organisations will be motivated to address these risks as the highest priority. For individuals, the concern is to avoid problems, save face, protect oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s reputation etc. At the organisational level, this is the realm of business continuity and disaster recovery, which aim to protect the business and ensure corporate survival. Deficiency needs are also addressed by operational risk management and health safety, since these are also about feeding and protecting the corporate organism. At project and tactical levels, the need to tackle deficiency needs is also likely to be strongly influential, with a focus on dealing with threats to achievement of project objectives. By contrast, opportunities would appear in Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy as growth needs, being those uncertainties that, if they occurred, would have a positive, welcome, helpful effect on achievement of objectives. Such growth needs exist in such areas as marketing and business development, as well as strategic decision-making, and they also exist at project level in the form of project opportunities. While these are undoubtedly good things, and in themselves they are clearly worth pursuing, Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs predicts that there is likely to be less motivation to satisfy these higher needs than there is to address more basic deficiencies. In other words, given a limited amount of time, effort or resources (which is the normal situation in most projects), an organisation will be driven to address threats before opportunities. If the environment is perceived as threatening, then the need to remove or minimise threats will always take precedence over t he option of exploiting opportunities, since the drive to survive is stronger than the attraction of growth. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs seems to explain why both individuals and organisations are motivated to deal with threats before opportunities, since threats operate at the lower levels of the hierarchy and threaten deficiency needs, whereas opportunities exist at the higher levels and are seen as lower priority. A second useful framework for understanding the current reluctance to adopt an inclusive approach to risk management is the recently-developed hypothesis of memetics (Brodie, 1996; Blackmore, 2000). This wasintroduced by Richard Dawkins as a development of the à ¢Ã¢â€š ¬Ã…“selfish geneà ¢Ã¢â€š ¬? approach to biology (Dawkins, 1989). Dawkins proposed an extension of this idea, applying it to information theory, postulating the existence of a hypothetical à ¢Ã¢â€š ¬Ã…“memeà ¢Ã¢â€š ¬? as a self-replicating unit of information, analogous to a gene, which drives human behaviour and culture. From this initial innovation, the ideas of memetics mirror genetics, with such principles as survival of the fittest, competitive adaptation, mutation, replication, propagation etc. Whitty has applied the memetic approach to project management and found it to be a useful paradigm to generate new insights (Whitty, 2005). A meme is defined as a package of informational content, approximating to an idea or concept, which exists in the human brain or mind, and which seeks to replicate by transfer to other brains or minds. It is the basic unit of cultural transmission, and culture can be seen as the sum total of all memes. Clearly there are very many memes currently in existence, all of which are competing for the limited resources of human attention and absorption into current culture. The most successful memes are those which are best adapted to the environment in which they operate, which leads them to replicate and become dominant. Dawkins argues that dominant memes are not necessarily beneficial to human individuals or society, and that harmful memes can take root in the same way that viruses can cause pandemics. The important feature which determines the persistence of a particular memeis its competitive advantage when compared to the other memes against which it competes. Having created this hypothetical framework, it is possible to develop an approach called à ¢Ã¢â€š ¬Ã…“memeticsà ¢Ã¢â€š ¬?, analogous to genetics, to describe how memes operate. The term à ¢Ã¢â€š ¬Ã…“memetic engineeringà ¢Ã¢â€š ¬? can be used to describe attempts to manipulate memes in order to produce a desired outcome. While the basis for memetics is challenged by many as entirely hypothetical and unproven, the memetic paradigm offers useful insights into many aspects of human behaviour and culture, including management of risk. Solutions from Maslow Taking Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s model first, there are three ways in which an organisation might proceed if it wishes to adopt the broader risk approach including management of opportunities equally alongside threats. Ensure effective threat management. The first is simply to make sure that all the lower-level motivators are fully satisfied all the time, allowing the organisation to move on to the higher levels. In other words, a risk process which deals effectively with threats will result in an organisation which is confident and relaxed, and which feels secure in its ability to handle both foreseen and emergent negative events and circumstances. Once these more basic deficiency needs are met, the organisation will feel free to release energy and resources to address the growth needs represented by opportunities. Develop conscious opportunity management. A positive focus within the organisational culture on the benefits available from proactive management of opportunities will create a motivational force to counter that of the lower-level need to deal with threats. If management express a requirement for projects to identify and capture opportunities, and reward such behaviour visibly, then teams will respond appropriately. Making management of opportunities both explicit and required will maximise the chances of this approach being adopted. By emphasising the value of the higher growth needs, their motivational value can be increased, even if the lower-level deficiency needs are not all met. Practice emotional literacy. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs is not universally accepted, and some researchers and practitioners believe the linear hierarchy oversimplifies human motivation (for example Wahba Bridgewell, 1976). The reality of human motivation is like to be much more complex. Studies of disadvantaged communities where deficiency needs are clearly unmet often find unexpectedly high levels of contentment and fulfilment, indicative of the higher needs being met. For example the Kingdom of Bhutan is renowned for its high Gross National Happiness (GNH), introduced as a key national measure by King Jigme Singye Wangchuck in 1972 (Kinga et al., 1999), despite its low development status. Maslowà ¢Ã¢â€š ¬Ã¢â€ž ¢s hierarchy of needs seems to explain why both individuals and organisations are motivated to deal with threats before opportunities, since threats operate at the lower levels of the hierarchy and threaten deficiency needs, whereas opportunities exist at the higher levels and are seen as lower priority. A second useful framework for understanding the current reluctance to adopt an inclusive approach to risk management is the recently-developed hypothesis of memetics (Brodie, 1996; Blackmore, 2000). This wasintroduced by Richard Dawkins as a development of the à ¢Ã¢â€š ¬Ã…“selfish geneà ¢Ã¢â€š ¬? approach to biology (Dawkins, 1989). Dawkins proposed an extension of this idea, applying it to information theory, postulating the existence of a hypothetical à ¢Ã¢â€š ¬Ã…“memeà ¢Ã¢â€š ¬? as a self-replicating unit of information, analogous to a gene, which drives human behaviour and culture. From this initial innovation, the ideas of memetics mirror genetics, with such principles as survival of the fittest, competitive adaptation, mutation, replication, propagation etc. Whitty has applied the memetic approach to project management and found it to be a useful paradigm to generate new insights (Whitty, 2005). A meme is defined as a package of informational content, approximating to an idea or concept, which exists in the human brain or mind, and which seeks to replicate by transfer to other brains or minds. It is the basic unit of cultural transmission, and culture can be seen as the sum total of all memes. Clearly there are very many memes currently in existence, all of which are competing for the limited resources of human attention and absorption into current culture. The most successful memes are those which are best adapted to the environment in which they operate, which leads them to replicate and become dominant. Dawkins argues that dominant memes are not necessarily beneficial to human individuals or society, and that harmful memes can take root in the same way that viruses can cause pandemics. The important feature which determines the persistence of a particular memeis its competitive advantage when compared to the other memes against which it competes. Having created this hypothetical framework, it is possible to develop an approach called à ¢Ã¢â€š ¬Ã…“memeticsà ¢Ã¢â€š ¬?, analogous to genetics, to describe how memes operate. The term à ¢Ã¢â€š ¬Ã…“memetic engineeringà ¢Ã¢â€š ¬? can be used to describe attempts to manipulate memes in order to produce a desired outcome. While the basis for memetics is challenged by many as entirely hypothetical and unproven, the memetic paradigm offers useful insights into many aspects of human behaviour and culture, including management of risk. Solutions from Maslow Theoretical framework, population sample, data collection, data analysis The researcher visited the different libraries for journals, articles and studies needed for the research. The researchers gathered time-series data from different Banking institutions to assure of its validity and consistency. The researchers would also gathered different news and articles regarding the past events that involves or has consistent customer interaction as its main issue. It would tackle evidences of how proper services, awareness serves as the means affect the profit and increase the margin for more clients. The researcher has also researched data of the banks that have similar situations with CIMD The researcher would gather data from 2007-2009 to be able to assure consistency and reliability. This study will took place within CIMB BANK BERHAD in Malaysia. Participants will be selected according to their desire to participate in this study. Narrative data will be generated from all researched studies such as journals, articles, academic references, etc. The data analysis will Quantitative research enables the researcher to generate new theories from gathering descriptive data about the research topic. Quantitative research process involves the result of a certain procedure. The type of qualitative research studies undertaken are ethnographical, which refers to the description of a phenomenon from a cultural group or society, grounded theory, which focuses on real life settings and phenomenological which describes different experiences. Quantitative research is used to identify the specific effect which leads to using statistical evidence and appropriate statistical tools. It is also used for intervention studies and randomized control trials, which is the gold standard, ob servational and cohort studies. The quantitative approach is applicable to smaller sample group to generate rich data. Hopkins (2008) defined quantitative research method in the following words, à ¢Ã¢â€š ¬Ã…“In quantitative research your aspire is to settle on the relationship flanked by one thing (an independent variable) and another (a dependent result variable) in a population. Isolated research design is either evocative (subjects usually measured once) or new (subject for assessment before and after a treatment). A evocative study establish only relations between variables.à ¢Ã¢â€š ¬?Hopkins (2008) defined quantitative research method in the following words, à ¢Ã¢â€š ¬Ã…“In quantitative research your aspire is to settle on the relationship flanked by one thing (an independent variable) different (a dependent or outcome variable) in a population. Quantitative research design are either evocative (subjects usually measured once) or new evocative study establish only relati ons between variables.à ¢Ã¢â€š ¬? RESEARCH METHODOLOGY The research methodology used in the study is an analytical survey that measures consumer satisfaction of CIMB BANK BERHAD. The analytical survey through the use of statistics and data measures the correlation of consumer satisfaction with company measures that ensure employee satisfaction and delivers customer service. This research explores the possible correlation of customer satisfaction with factors such as employee motivation, company values, services rendered, and policies affecting its efficiency. In order to carry out the analytical survey, a questionnaire was developed that measures the level of customer satisfaction for CIMB BANK BERHARD, how the company is perceived by costumers, and what factors affect its customer service. The interview recipients of the study were composed of a cross-sectional group that represents different consumers from different age groups, sexes and income level. Interview questions were also distributed among employees and managers of CIMB BANK BERHARD and their response was correlated with the responses culled from the customers of the company. The survey also used open ended questions that is unstructured and which was administered personally by the researcher to ensure rapport, and elicit immediate responses from the interviewees. The data gathered was analyzed by determining the level of customer satisfaction, and what aspect of customer satisfaction cuts across different income and age groups. The survey also analyzed the response of CIMB BANK BERHARD employees and managers to questions pertaining to their role in ensuring customer satisfaction and the aspects of their work that determines it. SURVEY QUESTIONNAIRE 1 (Questions for customers of CIMB SDN BHD-MALAYSIA) How long have you been patronizing CIMB SDN BHD-MALAYSIAà ¢Ã¢â€š ¬Ã¢â€ž ¢s services? What motivated you to choose CIMB SDN BHD-MALAYSIA as the bank you would like to do business with? What are the factors that influenced your decision in choosing CIMB SDN BHD-MALAYSIA? From a scale of 1-5 with 5 being the highest how would you rate the customer service of CIMB SDN BHD-MALAYSIA? Why? Do you think your perception of how you are treated by the managers and employees of CIMB SDN BHD-MALAYSIA have a bearing on your rating of their customer service? Do you think the bankà ¢Ã¢â€š ¬Ã¢â€ž ¢s policies in relation to customer transaction and relations have a bearing on your customer satisfaction rating? In your own personal opinion how would you define customer satisfaction? Or to put it in simple terms how or when can you say that you are truly satisfied with a service rendered? What are the factors that contribute to your satisfaction level for the services rendered by CIMB BANK BERHARD? Do you have plans of changing banks from CIMB BANK BERHAD? What are the things that determine and shape the like or perhaps dislike you have for the services rendered by CIMB BANK BERHAD? Please state one specific aspect in CIMB BANK BERHADà ¢Ã¢â€š ¬Ã¢â€ž ¢s relationship with its clients which you deem to be important in ensuring the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s customer satisfaction rating. What makes you happy about CIMB BANK BERHADà ¢Ã¢â€š ¬Ã¢â€ž ¢s services? SURVEY QUESTIONNAIRE 2 (Questions for employees and managers of CIMB BANK BERHAD) How long have you been working for CIMB BANK BERHAD? What do you think of the customers of CIMB BANK BERHAD? Do you think it is part of your responsibility an employee / manager of the bank to ensure that customers are satisfied with the services rendered? How do you go about the task of ensuring customer satisfaction? Do you follow standards of customer relations or guidelines in regards to dealing with customers? Did you have any complaint from a customer? If such a thing did occur how did you and the company deal with it? Do you think there is a relationship between your own motivation to serve with your performance in relation to ensuring customer satisfaction? As stated above, the survey questionnaire was distributed among a cross section of CIMB BANK BERHAD consumers. In particular, the survey conducted interviews with two medical practitioners, a homemaker, two college students, and a general manager of a small marketing company all of which are customers of CIMB BANK BERHAD. The researcher also interviewed a bank teller and the general manager of CIMB BANK BERHAD for the 2nd survey questionnaire. SCOPE AND LIMITATION OF THE STUDY This is a relational study of customer satisfaction at CIMB BANK BERHAD which uses correlation analysis through the administering of a survey questionnaire that contains open ended questions aimed at establishing the factors that affects customer satisfaction in the banking industry. Since it is a relational study it does not provide a comprehensive data on trends pertaining to the whole banking industry. This research only seeks to understand the factors in a specific company related to the problem of understanding customer satisfaction, therefore the findings is not meant to be a generalization of customer satisfaction trends in the whole banking industry. However the findings in this research can be further validated by similar data from the practices of other banking companies and which could be the basis of trending. The methodology also limits the study because it focuses only on specific questions and groups to be interviewed. Also a survey using open ended questions provides subjective data from interviewees and can only be used in deriving an inference but is limited when it comes to setting clear statistical trends or data. FINDINGS AND DISCUSSION The questions consisted of the following broad sections; and approach through the services proved by CIMB BANK BERHAD and information and insight about dissimilar aspect of their services. These selected interview questions were created to identify how CIMB BANK BERHAD conducts their service and how much they aim to satisfy their financial needs. Since they interact with such with the representatives of CIMB BANK BERHAD first had, they are the most suitable subjects for this study. I have incorporated their familyà ¢Ã¢â€š ¬Ã¢â€ž ¢s views on this and how they respond to the participant views. Their familyà ¢Ã¢â€š ¬Ã¢â€ž ¢s were included since they are also consumer body. These participants were invited through the accumulated list of consumers that participant in their Customer Satisfaction Survey (CSAT). 30 participants were invited however, only eight responded. Each participant went through semi-interview for 30 minutes. A previous meeting was made with the participants. Accordingly the participants were briefed and were given a schedule as to when the official interview will occur. Both Doctors, in this study, have the same qualifications below: More than a year as customers of CIMB BANK BERHAD Above 25 years old Has active profession Both homemakers have the same qualifications: More than a year as customers of CIMB BANK BERHAD Above 18 years old No source of income except their spouse Both Students have the same qualifications: Dependent on their parents regarding financial needs Above 18 years old Both general managers have the same qualifications Has control and jurisdictions on the profit of their industry Above 25 years of age Apart from the consumers of CIMB BANK BERHAD, this study has interviewed employees, upper management to discuss several questions in regard to the services they render. During the interviews the doctors, general managers, and homemakers were willing to answer the questions. The students, in the other hand, were at times reluctant to answer some of the questions. The students must have thought their answers werenà ¢Ã¢â€š ¬Ã¢â€ž ¢t accurate. The interviews with the bank teller and general manager of CIMB BANK BERHAD went well and they were very accommodating and very frank in answering interview questions pertaining to their work and how this affects customer satisfaction. They also stated that they are quite aware of the correlation between their performance in work and customer satisfaction. Saying that this is the reason why CIMB BANK BERHAD puts stress on the values of friendly fast and efficient service. The interviews among the customers also shows that there was a high response that states that they were satisfied with how CIMB BANK BERHAD treats its customer and which cuts across all the interviewees regardless of income, age or sex. The foremost reason for their decision to choose CIMB as their bank is that it is known to be stable, has good service, and is friendly with its customers. There was also a general feeling among the customers that their investments in the bank is being taken care of and that they can trust CIMB BANK BERHAD to safeguard their financial well being and interest. SUMMARY AND CONCLUSION The research on customer satisfaction in the CIMB BANK BERHAD-MALAYSIA has analyzed data gathered from the interviews conducted among the customers or investors of the bank. Using a survey method the interviews have gives an insight on how CIMB BANK BERHAD is perceived by different customers, and how this perception is shaped by how the employees and managers of the bank treat their customers. Based on the data, the research shows that there has been a high approval rating among CIMB BANK BERHADà ¢Ã¢â€š ¬Ã¢â€ž ¢s customers who were interviewed. This positive rating is based on their perception that CIMB BANK is a stable banking partner who would take care of clients and their investments, and that the banks employees are accommodating, helpful and assists all of the transactions in a friendly but professional manner. Interviews with the bank manager and bank teller of CIMB Bank also show that this public perception has its basis on fact due to the high standard of service that the company has set for its employees. CMB BANK BERHADà ¢Ã¢â€š ¬Ã¢â€ž ¢s strict guidelines and code of conduct on how its customers should deal with employees are taken seriously by all levels of company personnel à ¢Ã¢â€š ¬Ã¢â‚¬Å" from the manager to the bank teller and clerk. This in turn ensures quality service and professionalism that develops customer satisfaction and loyalty. In conclusion, CIMB BANK BERHAD-MALAYSIA is a prime example of how good management policies about customer relations and business can lead to strengthen customer satisfaction and develop customer loyalty RECOMMENDATIONS Based on the findings of the study the following are the recommendations: o To develop a concrete, clear, and scientific metric that would measure how can customer satisfaction is achieved and what are the standards that should be met to ensure customer satisfaction; o Continue to cultivate a company image and management goal that builds and strengthens customer loyalty through trust, stability, dependability, and friendly service. o Develop company programs that will develop customer satisfaction within the bigger framework of corporate social responsibility. o Conduct further study using the findings of this research to develop a correlative standard in analyzing the trends of customer satisfaction in the banking industry in Malaysia. Ackoff, R. 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The Revolutionary Generation Essay - 1100 Words

Ellis, Joseph J. Founding Brothers: The Revolutionary Generation. (Book Review Sample) Content: Topic:Name:Institution:Date:Joseph John Ellis was born in 18th July 1943. He is an American historian and professor. His work extensively focuses on the period and lives of the founders of the United States of America as well as biographies of George Washington, Thomas Jefferson, and John Adams, the Revolution including the early federalist years. Ellis obtained his B.A from the College Of William And Mary where he was introduced to Theta Delta Chi. Ellis gained his M.A and Ph.D from Yale University during 1969. He was a professor the United States Military Academy at West Point. In 1979, he became a senior professor and taught at Mount Holyoke College. Moreover, he is Ford Foundation Professor. Currently, Ellis teaches at the Commonwealth Honors College at the University of Massachusetts at Amherst. In his book, Ellis examines selected interaction of individuals who significantly influenced the early development of United States. He developed his book by considering certain events during the decade that followed the 1787 Constitutional Convention to the depict history as it was being developed.Ellis examines how a group of talented though flawed individuals (James Madison, George Washington, Thomas Jefferson, Hamilton, Adam, Benjamin Franklin, and Aaron Burr) confronted the overwhelming challenges before setting the foundation of United States (4). In 1790, American had a fragile hope, and reality was uncertain. The founding fathers combined the principles of the Declaration of Independence with provisions of the constitution to develop a practical functioning of the American government. The founding brothers had conflicting personalities, but developed vital issues that set the foundation of American history. Elis examines major events in the revolutionary America and how thoughts and actions of the founding fathers in the revolution generation influenced the progress of American history (7). During 11th July 1804, Aaron burr and Alexander Ham ilton clashed. This was most famous duel in American history. During this time, Burr was the vice president. Burr and Hamilton shot each other at a distant place near Weehawken. Hamilton was seriously wounded and died the following day. Young and Nobles explain that though, Burr was unharmed, he never recovered his political reputation afterwards (45). Founding fathers feared a breakdown in the federal government that might lead to civil war. The duel was an indication showing the fear of founding fathers of the federal government breaking down. Burr and Hamilton had worked together in forming early legislation and establishing a united country. Despite knowing one another, they betrayed each in the public. The duel discloses the significance of personal reputation in the days of growing government. In 1790, Alexander Hamilton, James Madison and Thomas Jefferson met in a dinner and agreed to abandon their political differences in order to focus on paying off the national debt and to commit themselves on locating a countrys new capitol in the south. Hamiltons financial plan for the country had reached a congressional impasse since southern congressmen opposed the proposed bill. James Madison is the leader of the opposing faction. Jefferson accepted to host a dinner for Madison and Hamilton to focus on bringing mutual agreement to solve their differences. The aim was to convince Madison to persuade his party members to support the financial plan (Antal 176). Hamilton, in return, accepted to use his influential power to locate the new capital on the Potomac River, place that benefited the southern states that Madison represented. The House of Representatives passed both two bills afterwards. Jefferson adopted a better approach as an effort to solve their disputes. He left a historical account of how he assisted to tackle issues that the new country was encountering during that time. Slavery was a difficult issue to settle, but in 1790, both Benjamin Franklin and a Quaker delegation convinced the House of Representatives to consider ending the African slave trade. The furious southern representatives proposed the idea of abandoning slavery whereas the northern representatives tried to approach the matter without discussing liberation. Both sides failed to come into mutual agreement. The congress was unable to take a decisive action. According to Greene and Pole, this was a litmus test for the congress, and it completely failed the public by refusing abolish slavery or define the extent to which the practice should be allowed (194). The House of Representative engaged in hot public discussion. Alliances and private friendship put across their grievances. Answer to the issue was a civil war, which a dissenting group could cause. However, what the founding father feared most was the presence of a dissenting group. Founding fathers ignored the issue since they lacked strong feeling to abolish slavery. They were unwilling to lose their political influence in their states Slavery remained an unresolved problem. In the modern time, presidents serve for two terms in office. However, in 1790s, people considered Washingtons retirement as a serious weakness. His retirement was not a sign of failure but showed his wisdom and strength. Washington understood how his influence was powerful. He was convinced that setting a two-term model for presidency would stabilize the country. However, it was considered that press criticism including his failing health might have influenced George Washingtons decision (Bederman 33). George Washington left a legacy, and he stood for national unity. He had brilliant hope for the country that enabled United States to achieve prosperity. Washington was a role model whose presidency strengthened the nation. Soon after Washington retired from the presidency, Adams and Jefferson started contesting for the presidential election. Adams and Jefferson had been friends and worked together during the revolutio n. Nevertheless, they began competing against each other for the 1796 election. Even after having a forged friendship during the time of revolution, Adams and Jefferson became rivals because of their political differences. Trees presents that even during Adams term as the president of the nation, these political differences were seen when Jefferson was serving as his vice president (152). The most grievous resentment Adam experienced was the fact that Jefferson unfairly criticized him to gain political popularity. Jefferson became president in 1800 after successfully enduring several attacks. Since then, Adams and Jefferson never communicated any single world for twe...