Ghost Stories by Coldplay free essay sample

As angelic voices seem to brush their ghostlike, wispy hands across your palm and lift you up to heaven, Coldplays lead singer, Chris Martins deep, tired voice reminds you of the pain that exists below. Whether you are in a sweet smelling cafe on a cold rainy day or sitting in the shade of an oak tree in the park, you can feel his sorrow, the beautiful music of his broken heart. Ghost Stories is Coldplays newest album, released on May 16th, 2014. Chris Martin (the lead singer and pianist), Guy Berryman (the acoustic guitarist), Johnny Buckland (the lead guitarist), and Will Champion (a pianist) started their band in 1996 and have continued to be very successful. However, Ghost Stories is very different from most of Coldplays other albums. Unlike their past ones, which make you want to get up and dance to their funky beats, Ghost Stories is very saddening and slow. We will write a custom essay sample on Ghost Stories by Coldplay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This is due to the fact that Chris Martin and his wife, Gwyneth Paltrow, recently split up. Though many of the songs in Ghost Stories share Martin’s sadness and how heartbroken he was, many of the songs’ messages are to accept incidents that occur in your life which aren’t very positive. However, you should not let them make you depressed or overwhelmed. In an interview with NME, a website that publishes music news, reviews, galleries, tickets, and blogs, Martin explains, â€Å"The idea of Ghost Stories for me was, how to let the things that have happened to you in the past affect your present and your future [but not letting the incidents] drag you down.† Ghost Stories expresses sadness and acceptance in a magnificent way. Though the music itself is melancholy, Coldplay used some rhythms in the background to keep the album in the alternative genre. In all of the songs, there are various electronic beats that will stick in your head. In Magic, there is an electronic drum beat that makes the song seem to have a sliver of the pop genre slid into it, giving the urge to clap or nod your head along with the drumming. Since there are many electronic instruments used, some make the music more upbeat and some make it sorrowful or even eerie. For example, the burst of energetic, electronic music in Ink makes it sound more positive and catchy. This song also demonstrates the acceptance of the separation between Martin and his wife. Some lyrics that reveal this are, â€Å"All I know/ is that I’m lost/ wherever you go. / All I know/ is that I love you so/ so much that it hurts.† Martin sings these lines with confidence, displaying that he has acknowledged the incident that had occurred. However, the slower music in the background of Oceans gives it a peaceful feeling, and like the song title, relaxing next to the soft ripple of a calm, ocean wave. Another part of Ghost Stories that makes it such an amazing album is the voices in each song and how they sound. For example, in Midnight, the voices seem to echo or be harmonized with another singer. In Anothers Arms, there is an angelic voice repeating a pattern of notes that give you the chills as a cold, winter breeze would as it blows down your back. The voices in each song also portray different feelings. Chris Martins deep, tired tone in Always in My Head makes the song have a sad feeling. However, the louder, confident sound of his voice in A Sky Full of Stars makes the song have a more positive feeling. Also, the quiet, thoughtful tone and lyrics in O give the song a wishful quality to be like the birds that are sung about. Some splendid lyrics that show this quality are, â€Å"And I always/ look up to the sky/ pray before the dawn/ ‘cause they fly always/ sometimes they arrive/ sometimes they are gone/ they fly on.† Ghost Stories is an album with heartbreaking but exquisite lyrics, amazing playing of instruments, and talented voices. It also tells a complex story of the divorce between Chris Martin and his wife and is very relatable for anyone experiencing heartache, a bad day, or anyone who just wants to listen to some exceptional music. Soon enough, youll find yourself pressing replay while lying down under your sky full of stars. Ghost Stories by Coldplay free essay sample Coldplay’s known for its eclectic, lyrically tender music, yielding every now and then a pop jewel that joins the canon of millennial classics. Chances are you’ve heard â€Å"Yellow† from their album Parachutes, or A Rush of Blood to the Head’s â€Å"The Scientist† and â€Å"Clocks.† Their music is dreamy, but with an edge, their band name as faceless as their music. The pairing of words â€Å"cold† and â€Å"play† suggests something ironic and lonely at work. And in their 2014 album, Ghost Stories, they take you into the realm of the night. But it’s not quite darkness and terror. Like the shade of deep, dark, yearning blue that fills most of the album cover, the album feels like it takes place on an ocean at night, or under a particularly inky sky. And it’s genuine, handwritten, organic, real. It’s like true love, in its most pure, undiluted form, swooning, gentle, true. We will write a custom essay sample on Ghost Stories by Coldplay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page And the wings on the cover, made of stenciled clockwork, represent all kinds of love. The love that enables us to soar, like wings; or the love that only reminds us of unacted potential, since the wings on the cover are folded, retired from flight. It all begins with the dreamy, swaying â€Å"Always in My Head,† like a slow dance that takes place in a deeper state of consciousness. There’s all sorts of textures to the album, like â€Å"Oceans,† which tilts and knocks like actual waves. Towards the end, it fades out like a lost searchlight at sea. Or â€Å"Ink,† which has all the satisfying woodsy snaps and pats of paper preparing to be addressed. And the words, sung by Chris Martin, are simple and gentle, often repeating in dove-like circles, soaring. The album covers every confusing feeling of love in a surprisingly minimalist fashion. â€Å"Midnight† is quietly electric, silver-rimmed, the embodiment of inverted colors. No matter what time of day you actually listen to it, you’ll feel like you’re creeping out on a hallowed night. And ironically, the song titled â€Å"True Love† is about the absence of the real thing. Martin is impossibly sad in the reverberating line, So tell me you love me, if you don’t then lie, oh, lie to me. â€Å"A Sky Full of Stars† is the pop music stud of the ensemble, fla shing and moving fast across what feels like a sky full of stars caught winking and glittering signals. And the album finally takes those cover wings to fly in â€Å"O,† a piano ballad. With the simple phrase flock of birds, Coldplay urges with satisfied, bittersweet resignation for us to Fly on. In a way, yes. In a way, nowe’ll never forget these ghost stories.

urban sprawl1 essays

urban sprawl1 essays Urban Sprawl is a problem that will have severe consequences for all life if left unrestricted. The unrestricted development of the United States and the world is rapidly contributing to the degradation of our ecosystem. Moreover, if over development continues there will be massive human suffering. Air and water quality are in jeopardy and topsoil is being lost at an alarming rate. If something isn't done soon to curtail rampant development there may be no way to prevent its destructive consequences. In order to understand Urban Sprawl it is imperative to understand the history and origin of cities. The historic causes of urbanization and then sub urbanization can be linked to capitalism. Although many would argue that the first cities came to exist due to an innate human need for solidarity, these Neolithic cities, such as Mesopotamia were mere villages in comparison to the metropolises of the last 200 years. True cities emerge when one class of individuals dominates another in order to extract a surplus. Whether it be the nobles exploiting the peasants in the middle ages, or Henry Ford exploiting autoworkers in 20th century Detroit, it is exploitation for the accumulation of wealth that is the catalyst of the city. When development is based on the marketplace it will be designed to maximize profit rather than maximize the health and welfare of its inhabitants. Least of all, the capitalist city has the least regard for ecology. The result is a sprawling detriment to human and ecological health. At no time was this more evident than The Industrial Revolution. Europeans and then Americans found it profitable to harness rivers for power. They built gristmills first, and then saw mills, then textile mills. Eventually, entrepreneurs would produce anything that they could create a market for. Along the way they exploited what ever was available. Men, women children and immigrants competed for the lowest wages. Of course the earth i...

Health Administarion Essay Example | Topics and Well Written Essays - 250 words - 23

Health Administarion - Essay Example This helped them to take skill development programs and improve their performance. Most importantly, the reflective practice encouraged them to evolve and become more flexible to accept environmental changes vis-Ã  -vis technology, cultural diversity, challenges of job etc. While some believe that leadership is inherent, I am of the view that leadership traits can be developed. The various traits like accountability and strong sense of responsible behavior, integrity, honesty, critical thinking, flexibility, communication skill etc. are hugely important factors that make leaders effective. These traits are also something that can be cultivated. I foresee leadership development as means of enhancing the skills of communication, relationship building, improving decision making skills through informed choices. These things can be learnt through simulated clinical cases which are critical and require quick decisions. Moreover, interacting with senior and their peer group helps them to learn new ways of handling issues and resolve conflicts. Most importantly, programs must encourage acceptance of negative qualities so that they can be changed. It should equip them to turn adverse circumstances into new opportunities for success. (words:

American Government Research Paper Example | Topics and Well Written Essays - 750 words - 1

American Government - Research Paper Example Lynda (2000) asserts that, politicians use newspapers, television, radio, and the internet in seeking support from voters and influencing public opinions. Television in America has been entwined with every political process, ranging from coverage of key political events and organizations to effects on political campaigns and elections. Currently political advertising in America is the main form of communication between voters and candidates. Election candidates use television spots and television debates to sell their policies to the electorate (Richard, 1998). Through television, candidates are able to defend themselves against false accusations, for example, corruption charges. Also, television exposes the conduct of various candidates, thus enabling the public to access this information. Television acts as a public watchdog on government activities; television keeps an eye on the governing process and government institutions. Coverage of political processes on television has a more impact on political campaigns and elections as compared to other political processes. Most Americans relies on television news, television debates, and television spots to obtain information about politics. Through coverage of political processes on television, candidates are able to enhance, sell, and influence the views of their policies (Lynda, 2000). On the other hand, voters are able to analyze policies of various candidates thereby influencing on the outcome of the election (Lynda, 2000). The following are the reasons of using television spots in political advertising. First, spots overcome partisan selectivity; the spots are usually seen by all voters regardless of their parties. Second, electorate learns more about political issues from television spots than from television debates and news. Third, an election candidate and his/her campaign team directly control the content of the television spots. Fourth, television spots can reach a much

Leadership, Management Essay Example | Topics and Well Written Essays - 1000 words

Leadership, Management - Essay Example Therefore similar to artist leaders have a path which is not predefined and challenges which are unknown. Through their own intuition and capabilities they make new and unique decisions. Answers: There is a key difference when it comes to comparing mangers and leaders. The role of leaders and mangers is very different in organizations. The manger for examples takes care and follows procedures to complete organization tasks and goals. This would include roles of line mangers and floor managers. A floor manager in a bank follows a set standard in dealing with issues and problems. They do not innovate in their tasks and roles. Leaders on the other hand do not have a manual to follows. This means that their job is far more difficult and serious. They have to make instant judgments based on past experiences and intuition. Answers: The expectations and the sources of these expectations are different for each category of leaders. The expected leader has a stronger bond with their subordinates. This would also suggest that the level expectation is higher. Moreover an elected leader would feel more in command when taking to his/her superiors rather than subordinates who appointed him. An elected leader on the other hand can exercise mush more raw power. This is because the subordinates do not feel that they own him. The appointed leader is also more isolated from his subordinated which can lead on occasions to reduction in efficiency and increase malcontent. Answers: The level of empathy is higher in Female managers. They engage in roles where employees enjoy better communication with the leaders. Male managers however are more obsessed with exercising power rather than engaging with their employees. Therefore the dynamics of this relationship are rather different for both female and male leaders. Answers: Case studies are internationally considered the best form of

The Effect of Employee Job Satisfaction

The Effect of Employee Job Satisfaction Study Objectives: The purpose of this paper is to examine the impact of job stress on job satisfaction and organizational commitment. The author studied some of the definitions and the sources of job stress and he mentioned some of the stress related illness; he also examined the types and factors of organizational commitment. The research question of the paper is what is the effect of job stress on employees job satisfaction and organizational commitment? Keywords: job stress, job satisfaction and organizational commitment Introduction The main purpose of the paper is to examine the job stress and its effect on job satisfaction of the employees and organizational commitment and thus on the organization as a whole. Stress, which have a huge effect on job fulfillment that subsequently affect the job performance, is considered a natural division of each and every occupation. Lately, researchers suggest that when the work nature alters the employees welfare is affected. These days, Job stress considers a very important issue because of its unavoidable outcome in any organization as a result of the current life difficulties (Singh, 2009: 255). Also Ziauddin et al (2010: 618) stated that in our society stress is being inevitable; and in order to avoid it, recognition and acceptance can ease its consequences and effects. As job stress will affect organizational commitment, and this will directly lead to the execution of employees and will also affect the firms performance. Thats why organizations have to reduce the stress on its employees. Another important topic in organizational research is organizational commitment. It can be used in the understanding of employees behaviour in the workplace. Organizational commitment imitates the degree to which employees identify with an organization and are loyal to its goals. Meta-analysis studies revealed a strong positive relationship between organizational commitment and job satisfaction (Tett and Meyer, 1993). On the other hand, some studies found that 38 percent only of employees experience a long-term commitment to their workplace. However organizations with highly committed employees will have a higher productivity than an organization with a non committed employees (YUSOB, 1999) The three variables, job stress, job satisfaction and commitment to the organization are grapping the attention of the organizational behavior research, these organizational behaviors directly and strongly affect the general performance of any institution. (Chen, Silverthorne, Hung, 2005:243). One of the most raising problems is job stress that consequences in significant costs to workers and the work association around the globe, and it is the main reason for employees job satisfaction and organizational commitment (Khatibi, Asadi and Hamidi, 2009:272). Some limitations and gaps have been found. Most of the studies on job stress focused only on the effect of job stress on job satisfaction or organizational commitment or even on the organization performance. For example; Sullivan Bahgat (1992) investigate the relation between the organizational stress with job satisfaction and performance .Fairbrother and Warn (2003) applied a research to examine the strong relation between stress, dimensions of workplace and job satisfaction. Chen, Silverthorne Hung (2006) studied the effect of commitment and organizational communication on job stress and job performance. Khatibi, Asadi Hamidi (2009) examined the connection between job stress and organizational commitment in National Olympic and Paralympic Academy (NOPA) employees. But they didnt specify any sectors, like the labor productivity in Egypt or in any other countries. So the Research Question of the Research Gap is what is the effect of job stress on job satisfaction and organizationa l commitment on Egyptian labor? The research question of the paper is What is the effect of job stress on job satisfaction and organizational commitment? since job stress these days is inevitable effect in any corporation because of the current life difficulties, and it might affect employees job satisfaction and organizational commitment, which may lead to the termination of employees and this will have a ruthless impact on the organization performance which will affect the organization as a whole. The paper is consisted of four main segments. The first segment is an overview on job stress; its definition, sources and levels. The second segment is an overview on job satisfaction; definition, variables and importance. The third segment is an overview on organizational commitment; definition, types and factors affecting it. The last segment will examine the impact of job stress on job satisfaction and organizational commitment. Then finally the methodology will be discussed followed by the conclusion. Literature Review Overview on job stress The job stress is indirectly proportional with the organizational commitment and the job performance , whenever the employee is more committed to the organization , the job stress will decrease, thus the job performance will increase and vice versa. . (Chen, Silverthorne, Hung, 2005:243), a raising problem of handling stress at work is being faced by personals and their institutions however, they are vulnerable because they need to understand the nature of their job-related stress (Williams, Cooper, 1998:306). One risk that should grab the attention of managers and they should be responsive to negative factors such as job stress that have a negative effects on employees health and as a result it has a unconstructive effect on job satisfaction and job performance. (Hamidi and Eivazi, 2010:964). Definition of job stress According to Hamidi and Eivazi (2010: 964) work stress is defined as the condition where some features or a group of characteristics that disturb the employee on his/her physical, mental, or societal homeostasis. Furthermore, Williams, Cooper (1998: 307) acknowledged that job Stress, which can be measured by some various measures such as mental physical condition, nervousness, and job satisfaction, is a complicated, multivariate process. Also (Lee Shin: 2005, 100) agreed that job stress is the condition of sentimental fatigue and sarcasm that happens repeatedly between entities who do people work (Lee Shin: 2005, 100). Sources of job stress In the workplace there are many reasons for employees job stress; one of the main reasons is the work overload, employees stay at the organization for a lot of time working to handle their jobs on their deadlines. While executives pay no attention for the stress and moreover they inquire more work from employee to do (Shahu and Gole, 2008: 238) In our life there are many important parts; job life is one of those parts. It causes different types of stress. Competitive nature of the jobs leads employees to be more worried and spend more time in their work; this considered a reason for stress. Generally employees are more anxious about their results and outcomes in their work, this way influence their treatments with people and with their customers as well. As the paper showed before stress is concerned with environmental conditions which invented to present the demand that frightens to exceed the persons abilities. Stress leads a negative impact to the organization, so the employees and their boss should understand the causes or the sources of stress (Abdullah and ahsan 2009: 121-122). There are different variables that have major effect on job stress. Those variables are role ambiguity, role conflict, work overload, and job-induced anxiety. Role conflict and role ambiguity are related to organizational and individual consequences. Role ambiguity is a degree that obvious data is lacking concerning three steps. The first step is the probabilities related to a role. The second step is the techniques used to accomplish role expectations and probabilities. The third step is the role performance outcomes. Role ambiguity may be caused by unstable expectations and probabilities. Role conflict happened when a person meets the immediate incidence of role requirements where personal performance prevents the others performance. Work overload shows too much work and responsibilities that exceed persons ability. Job-induced anxiety is the degree that individuals know how the indication and signs of worry about their work position and circumstances (Li and Shani 1991: 108-109). Job stress is a result of organizational portions, working for long hours, lack of organizational support and organizational change. Lack of support from supervisors and colleagues, and conflict with demands and pressures can lead to increasing job stress. There are other sources of job stress, insufficient staffing, and long working hours. Responsibility schedules which are in conflict with time for family, projectile field responsibility, deployments, threat of military disciplines, problem with supervisors and a wide diversity of other job related matters and problems. Work overload, work design, job qualifications, job performance and organizational structure are indicators of job stress. This study also added other sources of job stress which are work dimension factors which include lack of clearness of the work role, and disturbance of personal life and every day routines (Bokti and Abu Talib 2009: 301). There are three different influences that have great impact on creating stress. The first influence is personal influence; it confirmed that the feature of the marital relationship will arbitrate the effects of job insecurity (Wilson and Larson 1993: 74). Low wages or salaries, bad environment in work such as low social support and high workload, and high level of stress, those are factors that make employees leave their work and positions. While, getting recognition in the workplace was one of the reasons that make employees to continue in their jobs (Abualrub and Al-Zaru 2008: 228). Work overload related to the amount of stress practiced by people because of the awareness which they are can not deal with the quantity and the amount of required work allocated to them. People are expected to practice strain when they are expected to work hard and do more than the available time that allow them to do. Another source of job stress is lack of autonomy. This source is related to the insight of the control of decision making. This is because of the limitations of job or the workplace. The person is expected to experience stress when there is interdependence between the tasks of individual and the tasks of other people. There are other different sources of stress; broken or poor relationships with work colleagues will leas to high levels of stress. Unfair management will consider a potential source of stress. The jobs basic nature could be a source of stress. This study confirmed that lack of challenging and meaningful tasks, physical working circumstances is considered aspects of the job that may increase stress (Coetzee and Villiers 2010:30). Job stress is an adaptive reply happening in the workplace. Its reply is mediated by the characteristics of individuals and mediated by the psychological processes. In many occupational situations are now usually identified in educational situations. A lot of top stressors associated positively to the limitations of time. Time pressures, work overload and interpersonal relationships were major stressors among universitys staff. Conflict happens among teaching; scholarship and the responsibility of service were highly ranked as stressful condition. Job stress increases with greater public service expectations included faculty members rank, type of institution and gender (Thorsen 1996:474). Universitys teachers stress related to phenomena as poor physical comfort, mental ill-health and intention to leave. Teaching is considered as a demanding profession. There is bad impact of job stress between teachers on their well being and the behavior of work. Stress between universitys teachers leads to burnout. University teachers who practice and understand higher demands on their attention, energy, and time than others, whereas getting fewer prizes and recompenses, they become estranged from their work lives (Taris and Schreurs 2001: 284). Job stress should be at a suitable level, job stress has a negative effect on job performance of university teachers. Pressure of universitys teacher resulted from big competition, role conflict and the expectation of job which introduced in the system of education. This caused problems in professional behavior and job burnout (Cai-feng 2010: 130). He and Li (2000: 254) mentioned in their study that stress has sources, those sources are Social Environment, Family Condit, and workplace culture and atmosphere. Those sources lead to a response from individual, and then it causes job stress symptoms.Job efforts could be considered as stressor, it placed depend on the workplace and the deadlines of meetings. Job efforts have a direct relation with stress in the workplace, when it increases stress level increases also and vise versa. Job reward which is the real wages, categorized into three different mechanisms. The three mechanisms are personal financial need, personal social need, and finally personal esteem on and off the work environment. Job reward has a negative relationship with job stress (Rehman and Khan 2010:43). Levels of job stress The qualified difference between the requirement of the environment and the abilities of the individual is what stress means. Job stressor factor is divided into three main sectors. The first one is individual factor; second one is job factor or group factor and finally organizational factor. Job factors and specific job responsibilities structure the job, the ecological work factors and those factors that is associated to work plan comprise some variables, such as; job duties diversity, job difficulty, temperature, noise, and the level autonomy and control that workers have on their technique and speed on their job (Khatibi, Asadi and Hamidi, 2009:272). Individual level Some studies have been found that individuals stressors are the most important level than other levels. Several individual stressors are; the lack of social support, Individuals stressor factors have been studied more than other levels: role conflict, role ambiguity, volume overload of work, embarrassment changes, the quality of interpersonal relationships, lack of social support and personality type. Those stressor factors that are attributed to organizational factors are cultural and management practicing within the organization, non-participation in decision making, inappropriate and inadequate communication, totalitarian leadership style, organizational policies, insufficient opportunities for advancement, lack of job security which play a role in making stress. Job stress with any model needs the signs to recognize. (Khatibi, Asadi and Hamidi, 2009:272). There are three different influences that have great impact on creating stress. The first influence is personal influence; it confirmed that the feature of the marital relationship will arbitrate the effects of job insecurity (Wilson and Larson 1993: 74). Low wages or salaries, bad environment in work such as low social support and high workload, and high level of stress, those are factors that make employees leave their work and positions. While, getting recognition in the workplace was one of the reasons that make employees to continue in their jobs (Abualrub and Al-Zaru 2008: 228). Group level Organizational level The person environment fit model concerns with two main variables. The two variables are the individual characteristics of the worker and the organizational qualities of the work environment. In this Model, job stress is supposed to arise from an oddity between the environment and the person. This model showed the inconsistency in fit is a stressor. Unresolved issues will lead to psychological and physiological strain and strain is any psychological or physiological variation from what is usual for the person. Bad person environment fit could create a high risk to the employees (Blix and Lee 1991: 290). Stress-related illnesses A considerable relationship between level of peoples stress and repulsive reaction has been found in some therapeutic researches, such as; mental distress, sleep disorders and heart disease which may lead to the increase in the rate of absenteeism and that affect the employees job performance and as a result the organization in general will be affected. (Hamidi and Eivazi, 2010:964). Overview on Job satisfaction Baker College (2004:31-32) stated that the affective reaction to the job satisfaction is reflected by the constructive emotional condition, that defines the term job satisfaction. Job satisfaction is accompanied with two effects either absenteeism or turnover. Job satisfaction is considered a perfect predictor of employee absenteeism or turnover. Definition of job satisfaction Job satisfaction defined by Lambert (2004, p.210) as the amount of which the workers like their job. While Lambert, Barton, and Hogan (1999, p.97) defined job satisfaction as the gratification of peoples need that linked to their work. Camp (1994) and Lambert (2004) mentioned that employees job satisfaction can be measured by the satisfaction from pay, promotion, work, supervision, and coworkers. On the other hand Glisson Durick (1988) mentioned that job satisfaction is attached to another five additional measurements which are; task significance, skill variety, task identity, independence, and feedback. Sources of job satisfaction Some paraphernalia may cause the employees satisfaction or dissatisfaction. The major factors that encourage and satisfy them are wages, chances, raises, bonuses, working hours, environment, communication and relationship with their peers and supervisors. In addition to the availability of resources needed to achieve their jobs and tasks, one more thing is the involvement in the decision making process (Adeyemo, 2007: 325). Researches agreed that culture, race, education, age, residence and relatives can affect employees job satisfaction. For example; the groups of workers who didnt complete their education or even didnt graduate from a high school are more likely to be very satisfied from those who graduate, also the younger employees or workers are least likely to be fulfilled than the older ones. African Americans workers are more likely to be satisfied than Hispanic workers. Also there are some other sources that may affect job satisfaction negatively or positively like for example; the employees that dont show their emotions are more likely to be very fulfilled with each and every increase in the emotional control. On the other hand, employees that come across violence from customers or the members of the family are less likely to be much fulfilled with each and every increase of the abuse occurrences (Delp et al, 2010:929). Monetary limitations that boundary the contact with health care can significantly reduce job fulfillment. There are three main reasons that illuminate the impact of meeting of the physicians. Firstly, the insufficient health aids that dont protect all workers or all costs. Secondly, there is no sick leave that requires workers to sacrifice their salaries when they miss their work for health arrangements. Finally, there are no support respite care workers which will force them to choose between disregard their own health requirements or leaving consumers and caring for themselves (Delp et al, 2010:933-934). Importance of job satisfaction Job satisfaction is a must in any organization, since employees with low level of job satisfaction create a lot of unwanted and adverse behaviors within the organization; like for example wasting the organization working hours doing some personal duties, emotional and actual retirements from their jobs, and other changes that change the work environment (Camp, 1994) in (Getahun, Sims Hummer: 1). Some other negative results is related with low level of job satisfaction such as the early withdrawals, absenteeism and attendance problems, and the absence of involvement in job tasks. Overview on organizational commitment Many researchers concentrated on the association between employees job satisfaction and organizational commitment. They showed that job role encounter and uncertainty have no effect on the organizational commitment in law, but they revealed the presence of the positive relationship between organizational commitment and leader provision, group cohesiveness and promotion chances (Jaramillo, Nixon Sams, 2005). Definition of organizational commitment Organization commitment and job commitment have been studied (Koslowsky, 1990: 167-168). Organization commitment can be simply defined as the level at which the employee attracted to the organization while job commitment is the level at which the employee attracted to the job (Bashaw; Grant 1994: 43). Job commitment describes how people feel towards their duties and tasks. One can be committed to the organization without being committed to his job and vice versa (Freund; Zahavy, 2007: 322). Workers can be more satisfied with their jobs and loyal to their organization by raising their empowerment as a result they will improve their performance as well as the organizations performance (Gallie et al, 2009: 2). Types of organizational commitment There are three types of organizational commitment; affective, continuous, and normative. In the words of Allen and Meyer (1990: 3) employees with strong affective commitment remain because they want to, those with strong continuance commitment because they need to, and those with strong normative commitment because they feel they ought to do so. Affective commitment According to (Solinger, Olffen Roe, 2008: 72) affective commitment was defined as the sentimental link between the employee and the organization, in which the employee is attached to the company; it also comprises employees involvement in the organization as well as their identification with it. Affective commitment represents satisfied and pleased feelings of employees towards their jobs. Indeed affective commitment can be described as the willingness of the employee to stay in the organization because he wants to as said by Allen and Meyer (1990: 3). Also (Turner Chelladurai, 2005:195) agreed that affective commitment imitates an emotional affection to the organization as an objective not to the action of staying or leaving the organization. Consequently, affective commitment greatest prognosticator is the emotional agreeable involvement of work. Continuance commitment Continuous commitment was defined by (Solinger, Olffen Roe, 2008: 72) as the supplementary cost paid by the employee after leaving the company, this resembles with the utilitarian outcomes that consists of penalties and rewards that are supposed to follow from engaging in the behaviour (Eagly Chaiken, 1993: 209). Continuous commitment is the attitude toward a behaviour not headed for the organization. It reveals the deliberation of outcomes of action whether to remain or leave in the organization. In other words as Meyer Allen (1990) that employee with a strong continuous commitment remain in the organization because he needs to. Normative commitment Normative commitment is the state of the employee where he feels responsible to stay in the organization (Solinger, Olffen Roe, 2008: 72). Normative outcomes concern to approval or disapproval that significant others are expected to express after performing the behaviour as well as the self-administered rewards (pride) and punishments (guilt) that follow from internalized moral rules (Solinger, Olffen Roe, 2008: 72) In fact employees that are characterized by normative commitment feel that they should stay in the organization and that they have to carry on their work. Normative commitment is a value where similarity between employees and organizational values might take place. (Turner Chelladurai, 2005:195) Factors affect organizational commitment Chen, Silverthorne Hung (2005) mentioned that not only the job stress that affects the level of organizational commitment but also organizational communication has a substantial and affirmative relationship with organizational commitment. They also found that organizational intervention and personal predisposition can influence organizational commitment. Organizational intervention Personal predisposition Importance of organizational commitment One of the key factors that affect productivity is organizational commitment that increases the performance that leads to a higher productivity as well as the employees are loyal and committed to their jobs in addition to job satisfaction. Therefore organizational commitment leads to the job satisfaction and motivation which affect productivity (Eaton, 2003: 148). (Gallie et al 2009) also believed that workers who are highly committed to their organizations can increase their results because they will be more likely to work hard, they may also decrease their absence as for example in Google organization people are less likely to be absent because they are highly committed to their jobs and organizations and they may not leave their jobs. In contrast employees who have no other choices rather than staying in the organization may have a negative effect on productivity as he is not committed to his organization or to his job in addition he may affect his other employees resulting in fewer outcomes (Eaton, 2003: 148). The impact of job stress on job satisfaction and organizational commitment Many researchers found that in one hand, job stress is indirectly proportional with job satisfaction. On the other hand, they found that between organizational commitment and job satisfaction positive relationship. As a result, it is rational to have a negative relationship between job stress and organizational commitment (Khatibi, Asadi and Hamidi, 2009:273). Low organizational commitment Many researchers concluded in their researches that there is a significant relationship between job stress and the whole organizational commitment. Extra investigation displays that there is also a relationship between the affective and continuous commitment with job stress but they didnt find any clear link between job stress and normative commitment (Ziauddin et al, 2010: 617). While Somers on the other hand stated that there is a relationship between affective and normative commitment with job stress, but no clear link between continuous commitment and job stress. Also Khatibi, Asadi Hamidi (2009: 272) agreed with Somers that there is a negative significant relationship between job stress and organizational commitment, affective commitment and normative commitment, but there was not a significant relationship between job stress and continuance commitment. Lee et al stated that there is an adverse relation between job stress and organizational commitment, while wells et al (2009) on the other hand revealed in his study that there is a positive relationship between job stress and organizational commitment and an adverse relationship between job stress and job commitment. Yaghoubi et al disagreed with all these relations and declared that there is no significant relationship between organizational commitment and job stress, he then added that it is important for any organization to have healthy and committed employees as well as sport organizations as ther are not exceptions. Job dissatisfaction and termination of employee In the short run, job stress will reduce job satisfaction that results in decreasing the rate of absences of the employees. Absenteeism is the reaction of the employees towards the feeling of being dissatisfied. While in the long run, being dissatisfied will have a huge result in increasing the rate of turnover. On the other hand, some employees may not leave the company as they buildup financial interest which will be so difficult for them to quit the job and these financial interests may include wages, encouragements and it might be the only return to the employees family (Baker College, 2004:36). So whenever the employees are satisfied and committed to the organization they will have a lower tendency to leave it (Ziauddin, 2010:618). Stress affect organizational outcome Some researchers discovered that the previous and the significance of the lower job stress leads to a higher job satisfaction and higher organizational commitment, since it will give them the feeling that the job met expectations (Moncrief et al, 1996) they also added that employees will have a lower tendency to leave the organization when they are highly satisfied and committed to the organization. (Elangovan, 2001) indicates that there are durable fundamental relations between job stress and satisfaction (where the higher the job stress the lower the job satisfaction), and between job satisfaction and organizational commitment (the lower the job satisfaction the lower the organizational commitment). He also stated that there is a mutual association between organizational commitment and turnover goals (lower organizational commitment leads to a great intention to quit). Stress is linked with some negative effects in the workplace some of them are the lack of interest for work, organization, and colleagues. It also includes absence of creativity, loss of duties, reduced effectiveness, increased inflexibility of thinking, and decreased the ability of performing (Fairbrother and Warn, 2003: 9). Job stress is related with significant occupational consequences of job satisfaction, organizational commitment and the withdrawal behaviour of the employees (Sullivan Bhagat, 1992). Organizational commitment and job satisfaction regularly report an adverse relationship with the intent to leave and turnover (Hollenbeck and Williams, 1986). According to Fairbrother and Warn (2003: 9) they stated that organizational commitment and job satisfaction have repeatedly negative relationship to intent to quit and leave the organization, since high level of job stress most of the time connected to the low level of commitment and satisfaction. The major predictive effect of dissatisfaction is job stress and it will have a great tendency to leave the organization (Landsbergis, 1988; Terry et al., 1993) Methodology In order to test the mentioned hypotheses, a quantitative method should be applied which includes questionnaires and interviews. Since we are aiming to examine the effect of job stress on job satisfaction and organizational commitment, a questionnaire will be a valid tool to draw statistical conclusions. The questionnaire will be distributed in two private manufactories one for clothing while the other one for paper and cardboards. Thus a structured face-to-face questionnaire is needed where the interviewer presents the items orally in order to clarify the main purpose of the study and the meaning of the questions, because most of labors are illiterate. The sample of the study will consist of two hundred Egyptian employees working in private manufactories in Egypt, specifically in Cairo for convenience. We chose private manufactories due to the easy access to them in order to distribute the questionnaire, because it will be much more difficult to distribute the questionnaire in public organizations or

Coaxial Cable :: Networks Telecommunications

Introduction Coaxial cable: is an electrical cable consisting of a round conducting wire, surrounded by an insulating spacer, surrounded by a cylindrical conducting sheath, usually surrounded by a final insulating layer. It is used as a high-frequency transmission line to carry a high-frequency or broadband signal. Sometimes DC power (called bias) is added to the signal to supply the equipment at the other end, as in direct broadcast satellite receivers. Because the electromagnetic field carrying the signal exists (ideally) only in the space between the inner and outer conductors, it cannot interfere with or suffer interference from external electromagnetic fields. Coaxial cables may be rigid or flexible. Rigid types have a solid sheath, while flexible types have a braided sheath, both usually of thin copper wire. The inner insulator, also called the dielectric, has a significant effect on the cable's properties, such as its characteristic impedance and its attenuation. The dielectric may be solid or perforated with air spaces. Connections to the ends of coaxial cables are usually made with RF connectors. Radio-grade flexible coaxial cable. A: outer plastic sheath B: copper screen C: inner dielectric insulator D: copper core There are two types of coaxial cables: 1. Thinnet 2. Thicknet Thinnet Also known as "Thin Ethernet" or Thinnet, 10BASE-2 is an IEEE standard for baseband Ethernet at 10MBps over thick coaxial cable. 10Base2 has a maximum distance of 185 meters. Thin Ethernet is five millimeters in diameter and used to connect machines up to 1,000 feet apart. Thinnet (thin Ethernet) is an incarnation of the Ethernet standard in which coaxial cables are used in a LAN (local-area network) configuration to connect computers together. A Thinnet setup is capable of transmitting data at a rate of 10Mbps (megabits per second). It is also cheaper and easier to install than Thicknet. The first variation on the original variety of Ethernet was simply to use a thinner coaxial cable and relax the constraints on how and where transceivers can connect. 10BASE-2 does this with coaxial cable that looks just like the cable used for receiving cable television or hooking up a television set to an antenna. The only difference in the cable itself is the impedance rating. A television cable is rated at 75 ohms and a 10BASE-2 cable is rated at 50 ohms. In a pinch, a small length of one can be substituted for the other. The connectors used in 10BASE-2 are called BNC connectors for Berkeley Nucleonics Co.: they were originally used in nuclear physics.