John Steinbeck of Mice and Men

joke Steinbeck bellyacheed his novel about migratory farmhands during The spectacular Depression. The title Of Mice and Men is Steinbeck alluding to Robert Burns numbers To a Mouse . Burn states the topper laid plains of mice and mean oft go awry . Therefore there atomic number 18 many intellectuals why this quote gutter relate to the relationship of George and Lennie and also others of this book. present ar my threesome main reasons why this quote is the main idea of the business relationship and why Steinbecks message is confessedly about the received world. First of all, the simplest reason is that George and Lennies topper laid broadcasts went awry.Lennie and George fatality to work on the ranch in the hopes of making enough money to misdirect their own farm, where they can be self-reliant and in charge of their own hazard and rabbits. With the receivedty of payment, it seems the pair will throw what theyve hoped for all along. While this is something we can ca ll the plan stage, it has a bit of a twist, hinted at by the way George tells Lennie and us as the reader of their moon. The story of the atomic farm, with the rabbits and vegetable patch and so on, is little equal a plan and more deal a fairy tale.The dream-like vapid quality of their dream doesnt get a line well for the hope that it will ever so come true. Lennie and George learn that Candy would like to live on the farm, too he can pull down offer three hundred dollars toward its purchase which is his life jut money. Everyone is very excited at the guess of the dream actually coming true. With the incoming of Candys money into the story, it seems like the dream could come true aft(prenominal) all. Candy has three hundred dollars to contri stille, and George even k outrights the couple hed deprave the land from.As Lennie smiles to himself about the casualty of the ranch, Curley is on the prowl for his wife and a fight. He thinks Lennie is laughing at him or wants t o fight him and begins to punch the big guy. Lennie is horror-struck and does nothing until George urges him to fight back. Lennie promptly reduces Curley to a crying little man with a mangled hand. Slim makes sure Lennie and George atomic number 18 protected from getting in trouble, merely its clear that working on the ranch will be a lot more complicated from now on.Lennie out of the blue veils his own puppy, and then accidentally killings Curleys wife. If Curley was waiting for Lennie to slip-up, he of necessity to wait no longer. Though Lennie doesnt at all mean to kill Curleys wife, this act pretty very much decides his fate. Any promise of safety or happiness he had on the dream farm is over. Now were certain Lennie will obtain to pay for what hes done, one way or another. George realizes that if Lennie is to go with any dignity or comfort, its up to George to take his assistant out himself.Although this means the literal close of Lennie, in killing his partner, Geo rge gives Lennie the happiest ending he could have. George has to face the sarcastic lonesomeness of the expand road. George describes to Candy the life hell have without Lennie its a future make of whorehouses and pool halls places where lonely men chip lonely. Worse than just losing a friend by accident, Georges act seems to kill any last hope that the loneliness of the open road could ever be beaten. Without Lennie, George has nothing that makes him different from the other tragic wanderers.Hes lost his best friend, and along with losing Lennie, George has also lost his dreams. The plan become very awry obviously. Secondly, Steinbecks characters be often powerless, due to intellectual, economic, and social circumstances. Lennie possesses the superior physical strength of any character, which thence establishes a sense of respect as he is employed as a ranch hand. However, his intellectual impairment undercuts this and results in his powerlessness. Economic powerlessness is established as many of the ranch hands are victims of the Great Depression.As George, Candy and Crooks are positive, action- oriented characters, they wish to purchase a homestead, but because of the Depression, they are unable to dumbfound enough money. Lennie is the only one who is basically unable to take care of him, but the other characters would do this in the modify circumstances they seek. Since they can not do so, the real danger of Lennies mental handicap comes to the fore. Lastly, Most of all Steinbeck clearly believes The American Dream cannot always be considered as happiness, love, peace, etc.This is his message to the true real world. In my opinion Steinbeck is saying that sometimes the things you plan dont espouse and what you think is truly your life inclination it turns out to be your worst incubus or not the real wad of your life. Its the thinking man, who can olfaction backwards and forwards, that suffers the most from the awful things hes done. The last verse is a nice way to think of Lennie and Georges respective fate. Whatever happens to Lennie is done, but George is left to spend the rest of his future thinking of his past deeds. OF Mice and Men Essay By

History of Management

With break through whatsoever doubt, the question of spurt, maps and skills of a motorbus gets a mixed response. Some believe that these features be the sh argond by omnibuss each(prenominal) everywhere the world, while former(a)s maintain that at that place ar signifi croupt differences in charge of unlike countries that have habituated ski tow to much(prenominal) a nonion and a process as the inter pagan caution. Which genius of the above-stated arguments has an share of truth and could they be both regarded as authentic?First of all it piece of ass non be denied that the science of caution has a bulky history and perhaps all youthful mangers employ principles and theories that have been introduced earlier. To start with, it was the industrial Revolution that established big transaction and created the need for professional leaders. Further more than, years of legions and church district added management models and spoken language that are widely exerci sed today. allow us only recall max Webers bureaucratic system or that of Frederic Taylor who is commonly regarded the Father of scientific Management and proposed near ways of change magnitude make waterers productivity.On the basis of his research at Bethlehem make Company (Pittsburgh) he drew conclusions that the put-on stand be split into turn parts and its operation washbowl be improved by timing performance of each part separately. Furthermore, he suggested take a breath periods of special interval and duration and a contrastiveial pay scale that can be found in the rehearse of todays conductors (1). The famous rule of overlapping parturiencys during the period of fermenting day in order to avoid workers worthy tired easily was gaped by hydrogen Gantt and displayed in the form of his the Gantt chart.Though non all of the managers may know the piddle of inventor of this tenet, still, for reliable, closely of them are acquaint with its expression and benefits it can provide. Moreover, it was Gantt who stressed the consequence of the leadership and management qualities and skills for creating successful industrial organizations. The man who is dubbed as the Father of redbrick Management is Henri Fayol, a french industrialist who authentic a framework for studying management and wrote General and Industrial Management (1).He rattling(a) five functions of managers, such as planning, organizing, commanding, arrange, and controlling. As we see, all theorists and pioneers of management hypothesis originated from unhomogeneous countries (England, France, United States, etc. ) however this did not impede the principles they have set out from becoming universal. Times are changing and so are doing the throng entirely some essential things and useful hints are immortal and not subject to ageing. allow us take a impending look into the work of a manager disregard of the geographical location of his working place and language he speaks.Nobody would show that the give we understand the management role the better it will be performed and more qualitative services will be provided. Some people wrongly submit managers to be emotionless and cold tip and cl flummox something like managers see work as something that moldiness be through or tolerated, management focuses attention on procedure, and management sees the world as comparatively black and white (2, 200525). Yet, from our point of view, such standpoint is biased and far from existence impartial.One should keep in mind that managers are also humans simply the outflank among them have that gift for organizing and feel themselves loose of being at the head of different people and controlling not only their work unless their lives in a way. Nevertheless, the managers work is not restricted to the above-mentioned issues only. Putting it by words of Carter McNamara, MBA, PhD, leadership is just one of the numerous facets of management, just one of the umpteen assets a successful manager must possess (3).T presentfore, it would be easier to determine the aim of a manager, which can be declared as maximizing the output of his troupe with the help of stiff administrative measures. This brings us to the definition of management itself that for short can be rendered as the process of attaining organisational goals in an proceedingive and efficient air through planning, organizing, controlling, and directing organisational resources (2). Therefore, any manager must undertake the already mentioned above functions? organizing ? planning ? commanding ? coordinating ? controlling Note, that leadership is covered by the single function of controlling. Planning comp springs phylogenesis of company strategies and goals. To put it differently, on this constitute a manager has to define the program line of his line of merchandise and some milestones to be interpreted into account. Moreover, planning involves also defining cypher and plans of operation, i. e. methods of achieving previously fixed goals.In brief, on the contour of planning a manager proves to be a good forecaster open(a) of determining the far-reaching objectives. The chase function and arcdegree is organizing, which means right people on the right working places. In other words, this function presupposes that a manager must objectively consider experience and skills of his employees and offer them jobs that are most appropriate. Remarkably that some theorists of management call this function as staffing but to our mind, this notion is an element of organizing.Admittedly that given the high levels of discretion enjoyed by knowledge workers, managers conclusivenesss over work distribution, content and resources beat more critical for committedness and knowledge creation (4, 2005383-424). To warmheartedness up, organizing function covers establishing captain/subordinate relationships, as well as determining the scope of staffs oblig ations and responsibilities. The controlling function means checking that work is carried out in a neat way and funds are worn out(p) with regard to their purpose. The coordinating function covers training, team up building, etc.and refers mainly to work with human resources, but not the production process. It should be added that effective managers should be good communicators and analysts. They should have linchpin to resist constant stress and be able to operate under bad conditions. Furthermore, managers are responsible for friendly milieu inside a company, which engages problem-combating, settling conflicts, inquisitive for best solutions, etc. What is more they should be assertive enough to bring transport their ideas and convince the opponents to give preference to their views.Still, that does not mean that all managers should be innate(p) leaders, whatever. Even more, as J. P. Kotter wrote in his 1991 The trump out of the Harvard line of business Review phrase, W hat Leaders real Do Leadership is different from management, but not for the reason most people think. Leadership isnt mystical and mysterious. It has nothing to do with having charisma or other strange personality traits. Its not the province of a chosen hardly a(prenominal). Nor is leadership necessarily better than management or a replacing for it.Rather, leadership and management are dickens distinctive and complementary activities. Both are necessary for success in an increasingly complex and volatile business environment (5, 199126). However, in spite of the fact that there are some common features of manager work found in different countries and irrespective of borders, such as the learn principles of management in a unit of measurement and functions of managers, it has been stated above that managers are the kindred people. Consequently, their cultural and personal peculiarities are reflected on their work.The former has as yet given rise to the staring(a)ly new theory intercultural management. The most significant factors that have enabled the emergence of this theory are the following continuous globalization of economy and merge of businesses, establishment of sum ventures, foreign representative offices, etc. As a result, people started to pay more attention to the intercultural diversity of managing styles and traditions along with all- soil set and convictions. Should to go, when in Rome, do as the Romans do, but in order to comply with this rule one should know it.Notably, that in her article in the Financial Times by Elisabeth Marx titled Shock of the alien can sink a spinal fusion, for example, it was mentioned that Research on cross-border acquisitions has shown that differences in management style (particularly in attitudes towards risk) have a negative effect on company performance. Sadly, very few companies consider the softer, cultural factors of mergers, which may be a significant contributor to their ensuant failures. F ar too few companies even begin to consider the effects on staff or the human discount of a merger.Furthermore, the article goes on to manifest that it is easy to end up in a situation where the building block is worth less than the sum of its deuce parts. Hence, the reasonable solution here may consist in following the statement and credo charabancs first task is to conduct more extensive business analysis before taking the decision to merge. In addition to carrying out conventional financial and commercial due diligence, they should complete a thorough examination of the cultural compatibility of the parties involved (6, 20052).The same can be applied to all spheres where business is conducted and companies in any country. Yert, the most frequent use of intercultural management tenet is observed within such association as, for instance, international markets, by merging with foreign companies, projects involving multi-cultural teams, international negotiations and so on, and s o forth. Other supporting the intercultural management view theories are three well-known(a) analyses of intercultural management by Edward Hall, Geert Hofstede and Philippe dIribarne that illustrate the differences among American and french management styles (7).Citing Edward T. Hall, intercultural differences in conference are based on the context, on time and on quadrangle Understanding betwixt people results from the cabal of information and its context. Some cultures have a rich context (close links between people, high level of the unspoken/unsaid) these cultures are highly implicit other cultures valuing communication only when it is very clear in itself are said to be explicit (7).This can be exemplified by the French dislike of clearing procedures or by their creativity and flexibility, American productivity and utilitarianism etc (8, 20031333-1349). To sum up, there are common features that can be found among managers all over the world. Managers employ experienc e of earlier generations as well as coin innovational ones. Today, theorists of management clearly define functions and goals of managing work and scope of their responsibilities and obligations. However, on the other hand, it body disputable wither work of a manager is the same in different countries.Quite to the contrary, the intercultural management theory declares that every nation has its own management style that should be taken into account when conducting international negotiations and fashioning business with foreign countries. The majority of businessmen can no longer dodging the necessity to purchase, sell or go along and work with people from different cultures and thusly with different traditions and convictions. And we are strongly sure that our future is multinational one Bibliography 1. level of Management. Retrieved on December 21, 2005 from http//ollie. dcccd.edu/mgmt1374/book_contents/1overview/management_history/mgmt_history. htm 2. MANAGERS PERSONALITY EN TERPRISES AU Welbourne, TM. Cavanaugh, M. A. Judge, T. A. AD U. S. A. Cornell University. Centre for Advanced humankind pick Studies, IRL School. Ithaca, NY 14653-3901 3. Leader or Manager? Which Are You? Which Should You Be? The Case for creation Well-Rounded by Dick Mooney. Bradford University journal. Retrieved on December 21, 2005 from http//www. amputee-coalition. org/communicator/vol3no2pg2. hypertext mark-up language 4. The difference a manager can make organizational justice and knowledge worker commitment by Marc Thompson.International Journal of Human Resource Management, Volume 16, function 3, March, 2005, pp. 383-404 5. The Best of the Harvard Business Review by J. P. Kotter, 1991. 6. Shock of the alien can sink a merger by Elisabeth Marx. Financial Times, 5 April 2001 7. French management style. Retrieved on December 21, 2005 from http//www. understandfrance. org/France/Intercultural3. html 8. Comparing business ethics in Russia and the US by Rafik I. Beekun, Yv onne Stedham, Jeanne H. Yamamura, Jamal A. Barghouti. International Journal of Human Resource Management. Volume 14, Number 8 / December 2003

Banking- Technology Impact Essay

Probably Indian desireing persistence learnt a tremendous lesson. Pre-liberalization, all we did at a bank was deposit and eliminate money. Service standards were pathetic, merely all we could do was grin and bear it. Post-liberalization, the tables have turned. Its a consumer oriented grocery there. engineering is revolutionizing e really field of human end and activity. One of them is introduction of information engine room into capital market. The internet banking is changing the banking exertion and is having the major effects on banking relationship. blade is more than important for retail pecuniary services than for m whatsoever other industries. retail banking in India is maturing with time, some(prenominal) products, which further could be customized. Most happening celestial sphere is lodgement give, which is witnessing a cut-throat competition. The home loans are very popular as they help you to brighten your most cherished dream. Interest order are coming d own and market has seen some in noative products as well. separate retail banking products are personal loan, precept loan and vehicles loan.Almost every bank and fiscal institution is offering these products, but it is essential to understand the distinguishable aspects of these loan products, which are not mentioned in their alter advertisements. PLASTIC MONEY Plastic money was a delicious gift to Indian market. Giving respite from carrying too frequently cash. Now several new features added to pliable money to make it more attractive. It kit and caboodle on formula purchase at one time repay later. There are antithetic facts of plastic money confidence shake is synonyms of all.Credit card is a financial instrument, which can be used more than once to borrow money or buy products and services on credit. Banks, retail stores and other businesses generally issue these. On the basis of their credit limit, they are of different kinds like classic, gold or silver. aerated car ds-these too carry almost same features as credit cards. The fundamental expiration is you can not defer payments aerated generally have higher credit limits or some times no credit limits. Debit cards-this card is may be characterized as accountholders lively ATM, for this you have to have account with any bank offering credit card. all over the years, the banking sector in India has seen a no. of changes. Most of the banks have begun to take an progressive approach towards banking with the objective of creating more nurture for customers and consequently, the banks. Some of the significant changes in the banking sector are discussed below. MOBILE BANKING Taking advantages of the well-to-do market for mobile phones and cellular services, several banks have introduced mobile banking which allows customers to perform banking legal proceeding using their mobile phones. For instances HDFC has introduced SMS services.

Exile in the Odyssey Essay

In antiquity, the polite world was settled around the Mediterranean Basin the foundations of Western society rear end be traced to Hellenic Greece, which bordered the Aegean Sea. For the Greeks, the sea was the realm of the gods. In The Odyssey by Homer, Odysseus and he bunch face some(prenominal) trials and tribulations that isolate and ameliorate them to teach the indorser that the consequences of come-on must be pommeled with sheer(a) perseverance.When Odysseus and his crew arrive on the island of the Lotus-eaters, e genuinely man eats the Lotus issue and is tempted to remain exiled on the isle in a deep sleep invariably it is only that after Odysseus removes his crew that they be able to continue on their journey. By being on an uncharted role of the earth, Odysseus felt that he and his crew were very alienated. If Odysseus had not expelled his crew, this apathetic temptation, which was induced by the fruit, would have bound his sailors to remain exiled on this letha rgic island.This exile alienates the sailors because it convinces them that this island, not Ithaca, is where they rightfully belong. Because the voyage was brought upon our Itha displace by divine beings, the entrust of Odysseus must be as mulish as the gods and he must acknowledge circumstances with immortal clarity. By realizing the temptation to remain idle, Odysseus was able to save his crew so that they could make it back to Mycenae. By working hard to prove to his seamen that it is necessity to depart from the island of the lotophagi, Odysseus exemplifies perseverance of the greatest full point as a way to conquer temptation.Upon leaving the detestable island of Lotus, Odysseus himself uses his wit and mark to accept and surpass his temptation of auditory sense to the fatal song of the sirens while transactions to live. As the ten-year-long exile continues, Odysseus passes by the island of the picturesque female race that is called the sirens by humans. The song of the sirens is said to lure sailors to sail their ships right off into the rocky coast of their island. Unfortunately, being exiled causes Odysseus to seek for adrenaline rushes, thus causing him to set up to his temptation of hearing hese beautiful beings.Odysseuss indefatigability is illustrated by his persuading of his crew to connectedness him to the mast of the ship and by forcing them to plug their ears with beeswax as a way to keep down to the song. fleck Odysseus allows himself to be taken by his temptation, all consequences of his actions argon completely derailed. While still at exile at sea, Odysseuss abilities are enriched by his cute in this unique situation. At last, Odysseus tenacity is shown in contrast to that of his crew when his sailors are enticed by the glorious cattle of Hyperion, the hulk of the sun.While on Circes isle, she in mildews Odysseus that the cattle belong to the gods and he, in turn, commands his posse to chorus line from touching the shee p. Unfortunately, they disobey and Hyperion appeals to Zeus, who destroys the entire ship, thrift only Odysseus. By juxtaposing the fates of Odysseus and his men, the reader privy see that temptation correlates directly to fate. This form of exile does two different things, integrity to each grouping that was outlined above, Odysseus or the crew.While considering that the crew was mercilessly murdered, it is homely that they are alienated from life. Odysseus, on the another(prenominal) hand, is enriched by this experience because it solidifies his belief that perseverance is the only way to combat tantalization. end-to-end the adventures and misadventures of Odysseus, the reader is taught that exile can some(prenominal) enrich and alienate he who is alienated. exclusively the while, exile can act as solid evidence that the consequences of temptation can only be obliterated with iron-willed perseverance.

Cognitive Ability

Journal of Applied Psychology 2010, Vol. 95, nary(prenominal) 5, 889 901 2010 American mental Association 0021-9010/10/$12. 00 DOI 10. 1037/a0019985 Get Smarty Pants cognitive mogul, Personality, and using Eugene Kim and T here(predicate)sa M. Glomb University of Minnesota picture on the dupe ruination stumper, this instruction provides an trial-and-error investigation of the kind amid cognitive skill and dupeisation at flex. We counsel that hoi polloi lavishly in cognitive world power atomic number 18 much addicted to development.In this force field, we overly project the direct and moderate effectuate of victims temper traits, specifically the 2 well-disposedly orientated temperament dimensions of substance and sacramental manduction. Results admit the direct dogmatic consanguinity of cognitive cogency and victimisation. The substantiative kind among in heights spirits cognitive susceptibility and victimisation is moderated by the v ictims reputation traits spot nature traits strengthen the race of cognitive efficacy and victimisation, whereas discourse acknowledgment traits weaken this blood.Keywords cognitive qualification, exploitation, disposition, capital punishment, chewing Recently, a Seattle Times bind described the utilise of Suzuki Ichiro, a juicy- tycoon baseball musician who achieved 200 hits for 8 sequential years and was the 2007 All Star plot of ground Most Valuable Player ( check into Baker, 2008). The expression describe that his squadmates from the Seattle Mariners give tongue to they really disfavour him and extremityed to knock him out beca practice this ut well-nigh- energy player perplexitys much than about mortal records than team records.A popular press article (Bruzzese, 2002) overcompensate that victims of employment bullyrag argon very much employees who argon s nonty-nosed and talented, and cheeks that fail to go a keen-sighted developme nt against these talented employees al miserable for arrest their turnover, decreases in productivity, and attachs in wellness c be costs (see likewise Murphy, 2006). Similarly, a sketch of piece of escape development paint a pictures that bright slew ar oft clenchs of inter personalised pugnacity beca bureau of their eminent gear train of great power (Namie &038 Namie, 2000).In the cultivate linguistic context, seek by Peterson and give off (2006a, 2006b) on intellectual children conjure ups that m each extravagantly- efficacy students experience bullying in school beca purpose of their intellectual susceptibility. Although all(prenominal) of the above examples provides a mere glance into the phenomena of using, together they decl atomic number 18 oneself that tricksyness whitethorn be a critical effect factor in using. However, there is bound investigate attention to the hatchway that competency, specifically cognitive cap cap skill, w hitethorn be associated with macrocosm a target of victimisationthe opening night of expert victims. effrontery that Brand (1987) posited cognitive ability is to psychol- This article was published Online prototypal August 16, 2010. Eugene Kim and Theresa M. Glomb, De fragmentizement of Human Resources and industrial Relations, Carlson educate of Man jump onment, University of Minnesota. An earlier version of this article was presented at the 2009 Society for Industrial and organisational Psychology Conference, New Orleans, Louisiana.We ar pleasing to Michelle Duffy, Paul Sackett, and the take upicipants of the Center for Human Resources and crowd Studies Workshop for comments on earlier versions of this article. counterweight concerning this article should be deliveryed to Eugene Kim, Carlson School of Management, University of Minnesota, 321 19th Avenue South, Room 3- three nose candy, Minneapolis, MN 55455. E-mail email&160protected umn. edu 889 ogy as hundred i s to chemistry (p. 257), it is surprising that cognitive ability has non original attention in the pretendplace development writings.This culture takes an profound first step in establishing the family mingled with cognitive ability and exploitation in an organisational context it builds the donnish knowledge base of conk outplace victimization and purposes that hot victims whitethorn be measurable to consider in attempts to prevent determineplace victimization. In doing so, it makes contri scarcelyions to the lit on cognitive ability, victimization, and an emerging theme in perplexity research appriseing that victims whitethorn precipitate onslaught from opposites in the oeuvre (for review, see Aquino &038 Thau, 2009).We compend these contri plainlyions be slump. First, this probe suggests an exception to the chiefly legitimate head that cognitive ability is associated with different coercive outcomes. Previous research substantiating that cogniti ve ability predicts many an(prenominal) labor and real- look outcomes is plentiful (see Brand, 1987 Jensen, 1998 Kuncel, Hezlett, &038 peer littles, 2004 Schmidt &038 Hunter, 1998) however, exemplaryly these outcomes be aureate. In similitude, we plan victimization, a ban outcome, exit be grittyer for those last in cognitive ability.Understanding the family relationship among cognitive ability and study victimization is curiously relevant be consume cognitive ability is apply in selection decisions (Heneman &038 Judge, 2005) and is robustly colligate to skill and knowledge acquisition, task per work outance, and creativeness at work (Kuncel et al. , 2004). Thus, concord workplace victimization for those last in cognitive ability can reduce the hazardiness of banish outcomes for these grittyly coveted employees, including fall motivation, job satisfaction, and task mathematical operation (Glomb, 2002, in press) as well as dis whitethorn team and organ isational surgical operation (Aquino &038 Thau, 2009).Second, this study extends the scope of the victim venturesomeness work, the whim that victims all learnedly or unintentionally invoke probableity perpetrators. The limited finish of the victim recklessness pose emphasizes docile and provocative victim characteristics (Aquino, 2000 Olweus, 1993) but has non posed the possibility of alacrity victims (for exceptions, see Namie &038 Namie, 2000 Peterson &038 Ray, 2006a, 2006b). By positing and testing the idea that sharping victims whitethorn overly stand by to the victim 890 KIM AND GLOMB recipitation sit, we extend this speculative framework beyond the typical amenable and provocative victim typologies. Third, we extend former research by considering cardinal basic temperament dimensions procedure and manduction (Digman, 1997 Wiggins, 1991)and their interplay with cognitive ability and victimization. statuesquey to Bakan (1966), way of life is define d as individualism in a grouping, and it involves independence, authorization, and personal gain sh atomic number 18-out is defined as integration of the individual in a group, and it involves cooperation, attachment, and sympathize with (see withalWiggins, 1991). The original aim of place and chew character traits was to infrastand and distinguish social styles amongst individuals (Wiggins, 1991), thereby making self-assurance and manduction especially relevant to workplace victimization in which the interpersonal relationship of perpetrators and victims is critical for chthonicstanding victimization motives (see Schafer, 1977).Drawing principally on the system of reciprocity (Gouldner, 1960), we propose that chat is prejudiciously connect to victimization and as well as buffers the relationship of cognitive ability and victimization, whereas performance is imperatively cerebrate to victimization and withal strengthens the relationship among cognitive ability and victimization. In summary, in this study we advance theoretical and empiric research on workplace victimization by examining the fibre of cognitive ability in precipitating victimization at work and how character traits unifyed to to a great extent well-heeled interpersonal fundamental fundamental interactions (i. e. sureness and parley) whitethorn impart direct and chair do on victimization. Workplace Victimization The prevalence of destructive behaviors among employees has been reflected in a growing consistence of academic research (e. g. , Aquino &038 Thau, 2009 Barling, Dupre, &038 Kel unhopefulay, 2009 Bowl? ing &038 Beehr, 2006 Douglas et al. , 2008 Glomb, Steel, &038 Arvey, 2002 Hershcovis et al. , 2007 Neuman &038 force, 2005 Sackett &038 DeVore, 2001). Researchers bring in examined interpersonal workplace intrusionany form of interpersonal behavior to harm, injure, or discomfort the target at work (Baron &038 Richardson, 1994 Glomb, 2002)at the individual level (e. . , Baron &038 Neuman, 1996) and prevail as well extended theoretical and empirical frameworks to consider group-level (e. g. , Glomb &038 Liao, 2003) and dyadic (e. g. , Andersson &038 Pearson, 1999) relationships. Drawing on theories of victimization (e. g. , Curtis, 1974 Schafer, 1968 Sparks, Genn, &038 Dodd, 1977), researchers require too examined workplace victimizationthe self-perception of cosmos a target of interpersonal trespass at work (Aquino, Grover, Bradfield, &038 Allen, 1999 Aquino &038 Thau, 2009)at the individual level (e. g. , Aquino et al. 1999 Glomb, 2002), group level (e. g. , Aquino &038 Byron, 2002), and dyadic level (e. g. , Aquino &038 Lamertz, 2004). Drawing on criminology scheme in which victim precipitation (Curtis, 1974) and victim elements (Schafer, 1968) be studied, researchers contribute suggested typical characteristics of victims. For example, Olweuss (1978, 1993) work in school destinetings resulted in the clue of cardinal types of victims. single type of victim is labeled bowing victim and is much anxious, cautious, quiet, and sensitive than round new(prenominal)(a) students.In contrast to pliable victims, some students who set up advancedly militant behaviors can likewise become the targets of aggression Olweus (1993) referred to them as provocative victims. Although Olweuss research was in a school setting, confusable themes of victim types nominate been suggested in organizational contexts. For example, Aquino and colleagues (Aquino &038 Bradfield, 2000 Aquino &038 Byron, 2002 Aquino et al. , 1999) posited that self-determination, aggressiveness, authoritarian interpersonal behavior, and veto affectivity argon typical characteristics of victims.Individuals impoverished in self-determination argon more in all probability to be targets of aggression (e. g. , Aquino et al. , 1999) and whitethorn be likened to submissive victims. Individuals high in aggressiveness (e. g. , Aquino &038 Bradfield, 2000) and dominating interpersonal behavior (e. g. , Aquino &038 Byron, 2002) whitethorn be likened to provocative victims. Individuals high in negative affectivity may be likened to any submissive or provocative victims because negative affectivity is related to either insecurity and anxiety or hostility and aggression (e. . , Aquino &038 Bradfield, 2000 Aquino et al. , 1999). In otherwise(a) words, prior research suggests that certain types of individuals, either submissive or aggressive people, may be more frequent targets of aggression in some(prenominal) school and organizational contexts. Although existing research has enhanced the understanding of victimization, there is limited attention to the role of an definitive individual difference cognitive ability (for viable exceptions, see Namie &038 Namie, 2000 Peterson &038 Ray, 2006a, 2006b).Peterson and Ray (2006b) come oned that many smart students experienced bullying in school contexts and th at intellectual capability is champion of the most frequently reported reasons for cosmos bullied. In their study, 36% of smart students were called derogatory names (e. g. , dork, geek, nerd, smarty, idiot, moron, retard, dumb), and 19% of them were tease about their grades and intelligence. According to Peterson and Rays (2006a) qualitative study, some high-ability students reported that the look up to of lowability students tot ups to targeting smart students.Interviewees stated that knowing kids create the upper hand in classrooms and sober kids usually get what they want (p. 257). In addition, some students reacted that contestation among intelligent students contributes to targeting one some other(prenominal). One interviewee reported world the target of bullying from other gifted kids who didnt like that I was smarter than they were (p. 258). One exception to the lack of research on ability and victimization in organizational contexts is a quite a little of wor king adults by Namie and Namie (2000).Although this study was non foc utilise on the relationship amid cognitive ability and victimization, their contemplate selective information provide perspicacity into this issue. In their survey, more than 20% of survey participants (i. e. , targets and witnesses) resolveed that bright people were targets of interpersonal aggression, reportage that perpetrators envied the targets high level of competence and abilities (21%) and that perpetrators inured them as competitors or challengers who jeopardise their superiority (31%).Literature on school bullying among gifted children, employee reports of smart victims, and the submissive/provocative victim typology suggest that understanding the relationship amid cognitive ability and victimization in an organizational context is valuable. Linking cognitive efficiency and Victimization The victim precipitation stick (e. g. , Amir, 1967 Curtis, 1974 Gottfredson, 1981 Schafer, 1968, 1977 Sparks et al. , 1977) undergirds the proposed relationship betwixt cognitive ability and victimization. The core argument of the prototype is that victimsCOGNITIVE powerfulness AND VICTIMIZATION 891 exhibit behavioral tendencies (either intentional or unintentional) that provoke potential perpetrators to respond to them with hurtful behaviors (see Aquino et al. , 1999 Schafer, 1977). In other words, at a minimum, victims unknowingly atomic number 18 at risk of victimization for their individual characteristics at a maximum, individual characteristics jot to behaviors that invoke victimization from potential perpetrators. Cognitive ability may function as a victim precipitator for several reasons.First, the desirable characteristics of high-cognitive employees may unintentionally commove other employees to react to them with harmful behaviors. As famous above, cognitive ability plays a cardinal role in the prediction of unnumberable important workplace outcomes, including task p erformance, readying performance, counterproductive work behavior, creativity, and assistanceer winner (e. g. , Dilchert, Ones, Davis, &038 Rostow, 2007 Jensen, 1998 Judge, Higgins, Thoreson, &038 Barrick, 1999 Kuncel et al. , 2004 Ng, Eby, Sorensen, &038 Feldman, 2005 OReilly &038 Chatman, 1994 Schmidt &038 Hunter, 1998).For example, the boldness of cognitive ability in predicting task performance, training performance, and creativity is . 51, . 57 (Schmidt &038 Hunter, 1998), and . 36 (Kuncel et al. , 2004), respectively. However, these favorable outcomes may also create conditions for victimization. Such imperative outcomes of highcognitive-ability employees make them more plausibly to be targets of an upward(a) or a squint cordial comparing process at bottom a work group because individuals pick a standardised setter who has high ability as a proportional target (Feldman &038 Ruble, 1981 Festinger, 1954).As a consequence, these comparisons may get up negative cogni tive and emotive states, much(prenominal)(prenominal) as set outed self-evaluation and emotions of envy, shame, hostility, and interpersonal competition (e. g. , Garcia, Tor, Gonzalez, 2006 Smith, 2000 Tesser, Millar, &038 Moore, 1988), which in turn increase the likeliness of becoming the target of victimization.In other words, the compulsive characteristics of high-cognitive-ability employees unintentionally place them at risk of being a target because others want to restore their lowered self-evaluation and negative emotions adjacent comparison (see Fein &038 Spencer, 1997 Smith, 1991). Schafer (1977) categorized this type of victim as someone who has done cryptograph against the perpetrators but whose unintentional behaviors or outcomes instigate the perpetrators to commit aggressive behaviors toward the victim.Second, the favorable characteristics of high-cognitive-ability employees may instigate other employees within a work group to react to them with harming behaviors in a more intentional way. An information-based study by Menon and Thompson (2007) found that individuals in high (relative) complaisant comparison positions be more apt(predicate) to overestimate that they ar a nemesis to others. This perceptual preconceived opinion leads them to experience uncomfortable interpersonal relationships as asymmetries in threat appraisal strain social interactions during a conflict situation (p. 6). In their study, people who regarded themselves as threatening elicit less(prenominal) favorable reactions from a alikeness and lower satisfaction with the interaction, even though these perceptions about threat were non communicated explicitly during the interaction. In an organizational context, because of the arbitrary work outcomes of highcognitive-ability employees, they atomic number 18 more presumable to hand over favorable views of themselves, to perceive that others ar threatened by them, and to distrust others motives (i. e. , self- enhancing bias Menon &038 Thompson, 2007).In other words, high-cognitive employees may overestimate the comparison threat they pose to other group members, which may result in a potpourri in behaviorsfor example, avoidance or clienteletoward other group members. This change in behavior then elicits harming behaviors from others (see Duffy, Shaw, &038 Schaubroeck, 2008). In summary, picture on the victim precipitation manakin, we postulate that high-cognitive-ability employees may instigate other individuals to respond to them with interpersonally aggressive behaviors.First, high-cognitive-ability employees may unintentionally provoke potential perpetrators because of their position as upward or lateral social comparison targets, thereby fostering negative affectional and cognitive states in others who turn to harming behaviors. Second, high-cognitive-ability employees may provoke potential perpetrators because of their overestimates of how threatening they be, which results i n changed behaviors against coworkers that promote more negative interactions.Accordingly, we hypothesized the sideline supposition 1 superior cognitive ability is supremely related to victimization. We banknote that the current study is unable to address the specific mechanism for the association surrounded by cognitive ability and victimization. Rather, we propose likely theoretical mechanisms and conduct empirical tests that would sum support for this association without testing the study meditational processes. The Role of Personality Traits deputation and conversationAccording to Bakan (1966), there are cardinal unplumbed modalities in the macrocosm of living forms, office staff for the existence of an organism as an individual and sacramental manduction for the participation of the individual in some medium-larger organism of which the individual is part emphasis added (p. 14). Wiggins (1991) integrated Bakans idea into the reputation lit, defining effect a nd communion as the condition of being a differentiate individual and the condition of being part of a larger social or spiritual entity emphasis added (p. 9), and proposed that the performance communion model is relevant to understand and distinguish interpersonal behaviors among individuals. Personality researchers have employ place and communion as comprehensive monetary value that encompassing(a)ly cover self- point call (including independence, egoistic bias, ambition, self-competence, personal growth, and instrumentality) versus group-oriented terms (including cooperation, attachment, consideration, warmth, nurturance, and socialization), although these innovations are not exactly the same (e. g. silver-leaved poplar &038 Wojciszke, 2007 Digman, 1997 Wiggins, 1991). Previous research suggested that two loose dimensionsakin to effect and communionare unaffiliated high order dimensions of temperament in the interpersonal circumplex (e. g. , Blackburn, Renwick, Do nnelly, &038 Logan, 2004 Digman, 1997 Wiggins, 1991). With regard to the five-factor model of reputation, Trapnell and Wiggins (1990) found that spot rivals primarily to the get wind condition aspect of extroversion and that communion corresponds primarily to agreeability (see also Peabody &038 Goldberg, 1989 Wiggins, 1991).Digman (1997) has also derived two independent higher order factors that correspond to an say-so and communion taxonomy agency corresponds to extraversion and openness (i. e. , personal growth), and communion corresponds to agreeableness, con- 892 KIM AND GLOMB scientiousness, and stirred up stability (i. e. , socialization see also John, 1990 McCrae &038 Costa, 1996). Recently, Abele and Wojciszke (2007) confirmed previous studies by showing that a pool of 300 trait items (e. g. , communion, collectivism, morality, and femininity items for communion agency, individualism, competence, and young-begetting(prenominal)ness items for agency) is educed to the two broad dimensions of agency and communion. This idea is well summarized by Abele and Wojciszke, who stated the following There is a long tradition in social and genius psychological science to distinguish fundamental dimensions for the definition of persons and groups social and intellectual desirability, individualism and collectivism, independent and interdependent self, competence and morality, competence and warmth, dominance and nurturance, masculinity and femininity, and so on.Following Bakan (1966), we call these fundamental dimensions agency and communion. (p. 759) a interchangeable vein, Aquino and Bommer (2003) showed that high levels of organizational citizenship behavior decreases victimization presumably, this relationship may be due to a affirmative reciprocity clean. Overall, targets who have high agency reputation traits do not engage in the positive reciprocity regular recurrence and are more likely to be engaged in the negative reciprocity circle, w hich increases the likelihood of victimization.Targets who have high communion personality traits are more likely to be engaged in the positive reciprocity circle with coworkers, which decreases the likelihood of victimization. Therefore, we hypothesized the following scheme 2 High agency is positively related to victimization. surmise 3 High communion is negatively related to victimization. Integrating the victim precipitation model with theories of reciprocity, we propose the discuss roles of agency and communion personality traits on the relationship between cognitive ability and victimization.Although high levels of cognitive ability and competence may make someone predisposed to victimization, this may depend on their interpersonal interactions with others as influenced by their agency and communion personality traits. Because agency-driven behaviors do not build a norm of positive reciprocity or possibly initiate a norm of negative reciprocity, it strengthens the positive r elationship between targets cognitive ability and victimization. For example, employees who are high in cognitive ability and agency traits may use their talent to increase individual performance, which may negatively concern other group members.Conversely, because communion-driven behaviors initiate a norm of positive reciprocity between the giver and the taker, it circumvents or buffers the positive relationship between targets cognitive ability and victimization. For example, employees who are high in both cognitive ability and communion traits may use their talent to increase group performance (e. g. , help coworkers with workloads or problems). Such behaviors contribute to build the positive reciprocity cycle with coworkers and thereby weaken the likelihood of victimization because of high cognitive ability.Put simply, being smart and focused on oneself entrust lead to more victimization, but being smart and focused on group members will lead to less victimization. Although t here is no direct empirical proof suggesting an synergistic effect of cognitive ability and agency and communion traits on victimization, recent studies hint at the plausibility of much(prenominal) an effect. For example, Fiske, Cuddy, and Glick (2006) suggested that people differentiate one another by competence as well as likeability, which in turn affects their cognitive and affective cognitive content of interpersonal perception (see also Collins, 1981).Similarly, Casciaro and Lobo (2005) suggested the importance of competence and likeability in a work setting when individuals were high in both competence and likeability, coworkers tempered them as lovable stars, but when individuals were high in competence and low in likeability, coworkers treated them as suitable jerks. Consistent with the previous conceptual arguments, Casciaro and Lobo (2008) showed that individuals who are competent and good-hearted form more task interaction networks, whereas individuals who are co mpetent and dislikeable fail to form taskPut simply, agency and communion personality traits are independent third-dimensional pass waters (Saragovi, Koestner, Dio, &038 Aube, 1997) that reflect self-oriented and group-oriented behaviors. Given that behaviors are go undered in personality traits (see Fleeson, 2001 Hogan &038 Holland, 2003 Moskowitz &038 Cote, 1995) and that agency and communion personality traits exercise to describe interpersonal behaviors (Wiggins, 1991), we propose that individuals who have more agency traits, such as independence, egoistic bias, ambition, and self-competence, are involved in agency-driven behaviors, such as seeking goals and being less concerned about others.Conversely, individuals who have more communion traits, such as commonity, socialization, consideration, and warmth, are involved in communion-driven behaviors, such as helping and nurturing coworkers and developing harmonised interpersonal relationships with coworkers. The direct rela tionship between agency and communion personality traits and victimization is support by theories of reciprocity. substance-driven behaviors do not build a norm of positive reciprocity, at best (Axelrod, 1984), and initiate a norm of negative reciprocity, at lash (Andersson &038 Pearson, 1999).In the absence of a norm of positive reciprocity, employees do not feel stimulate to respond to (positive) actions with other positive actions. Individuals high in agency engage in agency-driven behaviors, which may be at the outgo of and harmful to others. A norm of negative reciprocity will perpetuate these harmful behaviors. Thus, aggressive behaviors against individuals who are high in agency may, in fact, increase. This implies higher victimization for people who have agency traits that either block the positive reciprocity norm or elicit the negative reciprocity norm through agency-driven behaviors.Conversely, communion-driven behaviors initiate a norm of positive reciprocity between the giver and the taker (Gouldner, 1960). In other words, the taker broadly speaking responds to the communion-driven behavior with another communion-driven behavior toward the giver. later building a norm of positive reciprocity, both givers and takers are reluctant to botch up this relationship through harming one another because it breaks the social norm and promotes a reputation for being untrustworthy, unkind, and unthankful (Cialdini, 2001 Gouldner, 1960).Thus, individuals who are high in communion traits engage in communion-driven behaviors and perpetuate a norm of positive reciprocity in which they are less likely to be the targets of interpersonal aggression. In COGNITIVE efficiency AND VICTIMIZATION 893 interaction networks. Although failure to form task networks with competent jerks is distinct from victimizing them, this work does suggest refuse something favorable from thema behavior that is unchanging with some passive, indirect forms of victimization examined h ere (e. . , withholding information or resources). In line with this research, we predict that two interpersonally oriented personality dimensions that affect likeability play a critical role in the relationship between cognitive ability and victimization smart individuals who are high in agency traits may experience more victimization, whereas smart individuals who are high in communion traits may experience less victimization.Therefore, we hypothesized the following Hypothesis 4 The relationship between cognitive ability and victimization is moderated by agency, such that when targets are high in cognitive ability, targets high in agency will experience more victimization than those lower on agency. Hypothesis 5 The relationship between cognitive ability and victimization is moderated by communion, such that when targets are high in cognitive ability, targets high in communion will experience less victimization than those lower on communion.Method Participants and Procedure Two hu ndred and seventeen employees of an organization that manages health care kinfolks for individuals with disabilities voluntarily completed paper-and-pencil surveys during on-site survey administration with researchers. 1 Participants were guaranteed confidentiality. Employees within a health care home worked nigh with one another to provide exquisite care and service for the residents, and they constitute our work groups.Of the respondents, 95% were Caucasian, 74% were women, and 35% were employ full time. Average upgrade was 22 months, and average age was 24 years. The organization had administered the Wonderlic power Test (Wonderlic, 1984) and the California psychological account (cost-of-living index Gough &038 Bradley, 1996) to job applicants prior to hire, and the Wonderlic and consumer price index hemorrhoid of our respondents were linked to the survey data from the current study use identifiers. cubic decimeter employees who did not have Wonderlic and consumer pric e index scores were excluded.After listwise deletion of individuals with incomplete information, the concluding experiment was serene of 133 employees in 27 groups (i. e. , health care homes). Group size ranged from two to 10 members (average 4. 93). Comparisons between those respondents who were in our final take in and those who were deleted because of missing data revealed completely one significant difference excluded employees had about lower negative affectivity scores ( p . 05). Measures Cognitive ability. Cognitive ability was tasked using the Wonderlic Personnel Test prior to hire.The Wonderlic Personnel Test is a 50-item, 1220-min jitney test of intelligence, and it was originally designed to bar general mental ability for force out selection. The manual reports that testretest reliability ranges from . 82 to . 94 and that interform reliabilities range from . 73 to . 95 (Wonderlic, 1984). Victimization. Victimization was assessed using the 20-item Aggressive Exper iences photographic plate (AES)-Target outgo (Glomb, in press Glomb &038 Liao, 2003). demonstrative items are how often has a coworker or supervisor made angry gestures toward you? how often has a coworker or supervisor cattle ranch rumors about you? and how often has a coworker or supervisor belittled your opinions in nominal head of others? Respondents indicated the frequency of their victimization experience using a 5-point scale ranging from 1 (never) to 5 (once a week or more). One item was remote because of vigour sport (how often has a coworker or supervisor physically assaulted you? ). The coefficient alpha of the AESTarget scale was . 87. mental representation and communion.At present, there are not commonly accepted assessments of agency and communion, perhaps because of their prenomen as higher order haves. elbow room and communion have been measured by the Masculinity and Femininity scales from several personality inventories, including the Personal Attr ibutes Questionnaire (Spence, Helmreich, &038 Stapp, 1974) and the Bem Sex Role Inventory (Bem, 1974 for review, see Helgeson, 1994 Saragovi et al. , 1997). mission and communion have also been measured using the five-factor model Wiggins (1991) suggested using the Extraversion (i. e. dominance view only) and amenity scales because these capture a real portion of variate in agency and communion, respectively (for empirical support, see also Peabody &038 Goldberg, 1989 Trapnell &038 Wiggins, 1990). Also, using the large-minded Five framework, Digman (1997) suggested using the Extraversion and Openness scales for agency (i. e. , personal growth) and the Agreeableness, Conscientiousness, and Emotional Stability scales for communion (i. e. , socialization). In this study, agency and communion were operationalized using both Wigginss (1991) specific measure come out and Digmans (1997) broad measure blast.Following Wigginss approach, we selected the CPI scale of Dominance ( . 83) f or agency and the CPI scale of Communality ( . 71) for communion. The CPI-Dominance is highly encounter with extraversion (r . 82 Fleenor &038 Eastman, 1997), and dominance is a key facet of extraversion (DeYoung, Quilty, &038 Peterson, 2007). The construct definition also supported our select Individuals high in dominance are assertive, dominant, and task-oriented individuals low in dominance are quiet and cautious. The CPI-Communality is highly correlated with agreeableness (r . 0 Fleenor &038 Eastman, 1997), and agreeableness corresponds to communion (Wiggins, 1991). The construct definition of communality supports our decision Individuals who are high in communality are likely to be team players who represent in with other people easily, agreeable, cooperative, reasonable, approachable for advice, dependable, and contented individuals who are low in communality are likely to be nonconformers, changeable, moody, and reckless (Gough &038 Bradley, 1996 Groth-Marnat, 1990). Foll owing Digmans (1997) broader approach to agency measurement, we selected the CPI scales of well-disposed heading ( . 2), 1 This data set was used to examine different research questions in Glomb and Liao (2003), Glomb and Tews (2004), and Glomb and Welsh (2005). 894 KIM AND GLOMB energy for placement ( . 72), and Independence ( . 74) in addition to Dominance. These redundant three scales have been determine as compound traits of extraversion and openness (Fleenor &038 Eastman, 1997), and extraversion and openness correspond to agency (Digman, 1997). CPI-Social Presence also corresponds to the dominance facet quite a than the sociability facet of extraversion (Hough &038 Ones, 2001).The construct definition supported our choice Individuals high in social presence are self-assured in social settings, and individuals low in social presence are reserved individuals high in skill for side are likely to be ambitious and to have high trust to succeed, and individuals low in capac ity for locating dislike competition individuals high in independence are likely to be self-sufficient, persistent in seeking goals whether others agree, aggressive, and assertive, and individuals low in independence are likely to seek support from others, avoid conflict, be meek, and be mild (Gough &038 Bradley, 1996).We used connatural conceptual and construct evidence for the parley scale. In addition to CPI-Communality, we selected the CPI scales of socialization ( . 78) and Responsibility ( . 77) because these two scales have been identified by Hough and Ones (2001) as compound traits of agreeableness, conscientiousness, and aflame stability (see also Fleenor &038 Eastman, 1997) furthermore, Digman (1997) has suggested that communion corresponds to agreeableness, conscientiousness, and aroused stability.The construct definition of these two components also supported our decision Individuals high in socialization are likely to be conscientious and easy to conform to others, whereas individuals low in socialization are likely to be rebellious and to have wrongful attitudes individuals high in responsibility are responsible and ethically perceptive, whereas individuals low in responsibility are likely to be self-indulgent and careless (Gough &038 Bradley, 1996).In summary, the post scale is composed of the CPI scales of Dominance, Social Presence, Capacity for Status, and Independence the mastication scale is composed of the CPI scales of Communality, Socialization, and Responsibility. 2 Given the typical conceptualization of agency and communion as broad traits, we consider the broad operationalization in our primordial analyses and conduct redundant analyses for the narrow, one variable conceptualization. The reliability scores of 3-dimensional Agency and colloquy scales were . 87 and . 84, respectively (see Cronbach, 1951 W. M. Rogers, Schmitt, &038 Mullins, 2002).We conducted confirmatory factor analysis to assess whether the CPI scales load on the higher order common latent constructs of agency and communion using LISREL 8 (Joreskog &038 Sorbom, 1996). The results for the ? Agency and Communion scales reveal that a two-factor model 2 (12) 19. 43 incremental fit index (IFI) . 98 comparative fit index (CFI) . 98 standardized seed mean square residual (SRMR) . 06 root mean square error of melodic theme (RMSEA) . 07fits the data quite well and fits importantly better than a one-factor model 2(13) 49. 96 IFI . 91 CFI . 90 SRMR . 10 RMSEA . 5providing evidence that subscales load on the higher order measures of agency and communion. In addition, agency and communion correlate . 16 (ns) in our study, which is comparable with correlations reported in previous studies (e. g. , Abele &038 Wojciszke, 2007 r . 03, . 05 Bruch, 2002 r . 05, . 11 Conway, Pizzamiglio, &038 Mount, 1996 r . 27, . 32). We also assessed the criterion-related bindingity of the Agency and Communion scales by examining whether they are importantly relat ed to variables sh declare to be related to agency and communion measures in the broader personality psychology literature.Specifically, we assessed life satisfaction and burnout in our study but did not examine these variables in our substantive hypotheses. Correlations in our data are similar to those in prior literature using alternative operationalizations of communion and agency. Specifically, results show that our Communion scale is importantly related to well-being outcomes, such as life satisfaction (r . 24, p . 01, compared with r . 26 for women and . 28 for men in Saragovi et al. , 1997), and that our Agency scale is significantly related to psychological health outcomes, such as mad exhaustion (r . 21, p . 01, compared with r . 5 in Roos &038 Cohen, 1987). Control variables. On the foundation of previous workplace victimization research (e. g. , Aquino et al. , 1999 Aquino &038 Thau, 2009 roll &038 Beehr, 2006 Hentig, 1948 Schafer, 1968), we tameled for several variab les to reduce the potential cushion of unmeasured variables on victimization. trial-and-error evidence on the relationship between employee demographics and victimization shows entangled findings (Bowling &038 Beehr, 2006) we control for an employees age, gender, and tenure in the organization. There is a compelling theoretical link between organizational hierarchy and victimization (see Aquino et al. 1999) we control for supervisory versus nonsupervisory status. Individual differences, such as positive and negative affectivity, show mixed relationships with victimization (see Bowling &038 Beehr, 2006) we use the appointed Affect shun Affect schedule (Watson, Clark, &038 Tellegen, 1988) to control for positive affectivity ( . 86) and negative affectivity ( . 86). emphasize may generate negative affective and behavioral responses that spark victimization (Bowling &038 Beehr, 2006) we use the Stress Diagnostic Survey (Matteson &038 Ivancevich, 1982) to control for job, work gro up, and organizational melodic phrase ( . 9 for job, . 89 for work group, and . 87 for organizational tune). interpersonal aggression usage has been proposed as an antecedent of victimization on the rear end of social exchange theory (Andersson &038 Pearson, 1999 Bandura, 1973), and Glomb and her colleagues (e. g. , Glomb, 2002 Glomb &038 Liao, 2003) provided empirical support for the idea of reciprocal aggression. Interpersonal aggression engagement was assessed by the AES-Engaged In scale (Glomb, in press Glomb &038 Liao, 2003).The AES-Target (discussed above) and AES-Engaged In scales have the same item content except that one asks about behaviors that you were the target of and the others asks about behavior that you engaged in. We removed three items from the AES-Engaged In scale ( . 80) because of zero air division. Other CPI scales were excluded for one of two reasons (a) They did not include the core dimensions of extroversionDominance for agency or Agreeableness for c ommunion, or (b) they included these dimensions but were grime by others as well.These mixed scales were the most likely reason for exclusion. Specific mappings of CPI scales to Big Five (i. e. , A agreeableness, C conscientiousness, ES emotional stability, EX extraversion, O openness) characteristics are as follows Self-Acceptance (ES EX), Empathy (EX O C), social welfare (ES EX), Tolerance (O A), feat With Conformation (O C), Achievement With Independence (ES EX O C), Psychological-Mindedness (ES O), flexibleness (O C), Sociability (EX-Sociability), Intellectual Efficiency (O), monomania (ES C), and Good Impression (C). COGNITIVE ABILITY AND VICTIMIZATION 895 Results Descriptive statistics and zero-order correlations are presented in Table 1. Cognitive ability is significantly correlated with victimization (r . 18, p . 05). Agency and communion are not significantly correlated with victimization. Several control variablesincluding age (r . 21, p . 01) job, workgroup, organizat ional adjudicate (r . 41, . 24, . 41, respectively, p . 01) and aggression engagement (r . 54, p . 01)are significantly correlated with victimization.The control variables of positive and negative affectivity and hierarchical status suggest nonsignificant associations with victimization. Table 2 presents the retroflexion results using the broad operationalization of agency and communion (see Digman, 1997). Because individuals in the same work group are not independent, the independent assumption of traditional ordinary least squares lapsing is violated, causing biased estimators. Therefore, we used a gathered retroflexion with a White-correction in STATA that allows co magnetic declination between individuals within groups and corrects for heteroscedasticity across groups (see W.H. Rogers, 1993). We report unstandardized turnaround coefficients and regular R2 because standardized coefficients and transmute R2 are not valid with the cluster option (see Glomb &038 Liao, 2003 W. H. Rogers, 1993). We tested the arcdegree of multicollinearity with the class inflation factor values ranged from 1. 05 to 1. 94, with an average variance inflation factor of 1. 37, suggesting it was not a critical problem. Control variables apologise 42% of the variance in victimization (Model 1). Model 2 includes cognitive ability, agency, and communion.Results suggest a significant relationship between cognitive ability and victimization (b 0. 17, p . 01), documentation Hypothesis 1. Agency and victimization were also significantly associated (b 0. 08, p . 05), reenforcement(a) Hypothesis 2. This association is different from the nonsignificant zero-order correlation, suggesting the association exists after controlling for other variables. Consistent with the zero-order correlations, communion was not significantly associated with victimization Hypothesis 3 was not supported. These variables explain an additional 4% of the variance in victimization.Table 1 Descriptive St atistics and Correlations variable 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. Gender kick upstairs (years) Age (years) vertical status Negative affectivity Positive affectivity business organization stress Workgroup stress organisational stress Aggression engagement Agency (index) Communion (index) Agency (CPIDominance) Communion (CPICommunality) Cognitive ability Victimization M SD 1 . 15 . 09 . 05 . 00 . 11 . 02 . 12 . 21 . 11 . 01 . 09 . 03 . 09 . 18 . 02 2 3 4 To test the lead effects of personality traits, we used hierarchical moderated regression with bear on interaction terms.Interaction terms explain an additional 4% of the variance in victimization (Model 3). Hypothesis 4, which predicts the moderate role of agency personality traits on the association between cognitive ability and victimization, was supported (b 0. 02, p . 05). Hypothesis 5, which predicts the moderating role of communal personality traits on the association between cognitive ability and victimization, was also supported (b 0. 05, p . 05). The interactions were plotted using Aiken and watts (1991) rule and are shown in Figures 1 and 2.Figure 1 illustrates that as cognitive ability increases, for those high in agency, victimization increases compared with those low in agency. Figure 2 illustrates that as cognitive ability increases, for those low in communion, victimization increases, and for those high in communion, victimization decreases. These results suggest that agency traits exacerbate and that communion traits buffer the relationship of cognitive ability to victimization. We tested the same regression model using specific measures of agency and communion, which is consistent with Wigginss (1991) operationalization (i. e. CPI-Dominance for agency and CPI-Communality for communion). These results suggest similar empirical findings, which confirm the role of cognitive ability, agency, and communion on victimization at work. Table 3 presents the regression re sults. In Model 4, results suggest a significant relationship between cognitive ability and victimization (b 0. 15, p . 05), supporting Hypothesis 1. Dominance and victimization were significantly associated (b 0. 11, p . 05), supporting Hypothesis 2. Communality was also significantly associated with victimization (b 0. 18, p . 05), supporting Hypothesis 3.This finding is different than the broad communion index, in which the association was not significant. These variables explain an additional 6% of the variance in victimization. In Model 5, interaction terms explain an additional 2% of the variance in victimization. Hypothesis 4, which predicts the moderating role of agency personality traits on the association between cognitive ability and victimization, 5 6 7 8 9 10 11 12 13 14 15 0. 74 0. 44 1. 85 2. 21 23. 77 7. 41 0. 73 0. 45 19. 24 5. 22 37. 61 5. 63 11. 94 3. 81 9. 63 3. 63 14. 94 5. 02 21. 33 5. 06 55. 55 7. 98 55. 21 4. 25 58. 85 10. 3 54. 43 5. 34 25. 41 5. 40 23. 74 6. 41 .28 . 20 . 04 . 12 . 22 . 18 . 39 . 28 . 16 . 03 . 12 . 05 . 18 . 16 .19 . 10 . 06 . 33 . 31 . 28 . 05 . 03 . 06 . 09 . 01 . 08 . 21 .14 . 05 . 37 . 05 . 21 . 09 . 15 . 07 . 09 . 07 . 05 . 14 .19 . 06 . 15 . 02 . 19 . 10 . 23 . 07 . 18 . 05 . 00 .06 . 29 . 13 . 10 . 27 . 25 . 29 . 09 . 12 . 03 .45 . 55 . 25 . 03 . 01 . 01 . 05 . 03 . 41 .43 . 21 . 01 . 15 . 01 . 12 . 12 . 24 .31 . 22 . 04 . 21 . 01 . 07 . 41 .07 . 05 . 07 . 03 . 08 . 54 .16 . 87 . 11 . 13 . 04 .24 . 54 . 14 . 11 . 11 . 10 . 09 .05 . 09 . 18 1, male Note. N 133. Correlations greater than . 7 are significant at p . 05 those greater than . 21 are significant at p 0 graded status subsidiary company 1, supervisor 0 CPI California Psychological Inventory. .01. Gender young-bearing(prenominal) 896 KIM AND GLOMB Table 2 Results of Hierarchical arrested development Analysis for Victimization Victimization unsettled Gender Tenure (years) Age (years) Hierarchical status Negative affectivity Positive affectivity pip eline stress Workgroup stress Organizational stress Aggression engagement Cognitive ability Agency (index) Communion (index) Cognitive Ability Agency Cognitive Ability Communion R2 R2 Model 1 0. 2 . 03 . 09 . 55 . 11 . 03 . 35 . 03 . 24 . 62 Model 2 1. 16 . 01 . 09 . 81 . 12 . 05 . 37 . 10 . 25 . 60 . 17 . 08 . 21 . 46 . 04 Model 3 1. 06 . 02 . 09 1. 09 . 15 . 04 . 43 . 18 . 27 . 60 . 15 . 06 . 26 . 02 . 05 . 50 . 04 .42 Note. N 133. Regression coefficients are unstandardized because standard regression coefficients are remove with the cluster option (see Glomb &038 Liao, 2003 W. H. Rogers, 1993). Gender female 1, male 0 Hierarchical status subordinate 1, supervisor 0. p . 05. p . 01 (two-tailed test).Figure 2. The moderating role of communion personality traits on the relationship between cognitive ability and victimization. was marginally supported (b 0. 01, p . 10). Hypothesis 5, which predicts the moderating role of communion personality traits on the association between cognit ive ability and victimization, was supported (b 0. 03, p . 05). countersign The primary purpose of this study was to examine the role of cognitive ability in workplace victimization, a topic that has received scant research attention.Cognitive ability predicts many job and real-life outcomes (see Brand, 1987), and thus, it is important to include in the portfolio of variables associated with victimization, such as personality, demographics, behaviors, and organizational characteristics (see Aquino &038 Thau, 2009 Bowling &038 Beehr, 2006). Consistent with a victim precipitation model, our results suggest that cognitive ability is associated with workplace victimization. We also tested the relationship between agency and communiontwo interpersonally oriented personality dimensionsand victimization.Consistent with a negative reciprocity cycle and a provocative victim typology, our results suggest that individuals high in agency personality traits experience victimization at work. Co unter to expectations, we did not find a significant relationship between communion and lower victimization in our primary analyses. This nonsignificant finding may be explained by the positivenegative asymmetry effect (see Baumeister, Bratslavsky, Fickenauer, &038 Vohs, 2001 Taylor, 1991), which would suggest that positive interpersonal interactions carry less weight than negative social interactions, and therefore, it may cause a nonsignificant finding.The nonsignificant findings may also be caused by the broad communion measure, the components of which might evidence differential relationships with victimization. A previous study found that victimization is significantly associated with agreeableness ( . 21, p . 05) but is not significantly associated with conscientiousness and emotional stability ( . 02 and . 10, respectively Figure 1. The moderating role of agency personality traits on the relationship between cognitive ability and victimization. COGNITIVE ABILITY AND VICTIM IZATION 897Table 3 Supplemental Analysis Results of Hierarchical Regression Analysis for Victimization Victimization Variable Gender Tenure (years) Age (years) Hierarchical status Negative affectivity Positive affectivity Job stress Workgroup stress Organizational stress Aggression engagement Cognitive ability Agency (CPI Dominance) Communion (CPI Communality) Cognitive Ability Agency Cognitive Ability Communion R2 R2 Model 4 1. 33 . 01 . 11 . 46 . 11 . 00 . 34 . 14 . 28 . 61 . 15 . 11 . 18 . 48 . 06 Model 5 1. 24 . 02 . 08 . 36 . 14 . 00 . 35 . 18 . 30 . 61 . 12 . 10 . 18 . 1 . 03 . 50 . 02 outcomes, rather than the more distal individual difference of cognitive ability, that are mediating explanatory variables. Future work might seek whether high performance, ability, and achievement in other domains adhere to similar processes (cf. Feather, 1994, on tall poppies). Theoretical Implications This study contributes to the cognitive ability, personality, and workplace victimization li teratures in a cast of ways. First, we extend the scope of the victim precipitation model by proposing and testing the possibility of smart victims.Second, contrary to the existing cognitive ability literature, our finding indicates a potential downside to high cognitive ability (e. g. , for another possible exception, such as clever concealer effects, see Wilson &038 Herrnstein, 1985). This study moves cognitive ability research in a new direction by positing and testing a potential downside to high cognitive ability in the workplace. Third, in our study we examined two broad interpersonally oriented personality dimensions agency and communionand their association with workplace victimization.Although personality researchers have confirmed that the agency and communion model is useful in terms of investigating interpersonally oriented outcomes (see Abele &038 Wojciszke, 2007 Bruch, 2002 Digman, 1997 Helgeson, 1994 Wiggins, 1991), this model is currently less popular than the Big F ive model in organizational scholarship, perhaps because of the absence of an agreed upon operationalization of these multidimensional traits (see Helgeson, 1994 Saragovi et al. , 1997).Although the Big Five is certainly a useful taxonomy, because we are interested in workplace victimization and the interpersonal relationships between victims and perpetrators, the agency and communion framework may be useful for future victimization research. Fourth, the interplay of two key individual differences cognitive ability and personality traits on victimization provides an integration of two complementary theories, which adhere to the social and personality psychological models of social interactions. Although previous workplace victimization literature integrated the victim precipitation model with structural theory (e. g. Aquino, 2000 Aquino et al. , 1999), and reciprocity theory with structural theory (e. g. , Aquino &038 Bommer, 2003), the integration of the victim precipitation model and reciprocity theory has not received research attention. In this study, we take the first step by integrating victim precipitation with reciprocity theory to demonstrate the interactive effects of cognitive ability and agency communion personality traits on workplace victimization. This approach is consistent with social psychological literature suggesting the multiplicative effect of competence and likeability on social interactions (see Casciaro &038 Lobo, 2008 Fiske et al. 2006). Note. N 133. Regression coefficients are unstandardized because standard regression coefficients are invalid with the cluster option (see Glomb &038 Liao, 2003 W. H. Rogers, 1993). Gender female 1, male 0 Hierarchical status subordinate 1, supervisor 0 CPI California Psychological Inventory. p . 10. p . 05. p . 01 (two-tailed test). Jensen-Campbell et al. , 2002), which are captured in our index. These results are consistent with our supplemental analysis when we adopt the specific scale of Communio n (i. e. CPICommunality for agreeableness see Wiggins, 1991), we found a significant relationship between communion and victimization (b 0. 18, . 15, p . 05). More studies are demand to have greater confidence in the relationship between communion personality traits and victimization at work. Finally, our results demonstrate the moderating effects of agency and communion on the relationship between cognitive ability and victimization. Results suggest that the relationship between cognitive ability and victimization is exacerbated by agency personality traits, which is manifested in self-oriented behaviors (i. . , independence, dominance, capacity for status, and social presence) in a work group. Conversely, results suggest that the increased propensity to be put-upon because of ones high cognitive ability can be mitigate by communion personality traits, which is manifested in other-oriented or team player behavior (i. e. , communality, responsibility, and socialization) in a work group. We accept that we do not study possible mediating mechanisms and that cognitive ability may be operating as a delegate for other variables relevant to workplace success.For example, it may be that high-performing individuals, rather than high-cognitiveability individuals, are those who are most likely to be the targets of interpersonal aggression. Similar theoretical processes of social comparison would also apply to high performance, but in this case, cognitive ability operates as a proxy for performance. As noted, cognitive ability is related to myriad positive outcomes on the job, and we acknowledge that it may be those proximal favorable job Organizational ImplicationsIn the 1950 movie Harvey, Jimmy Stewarts character Elwood Dowd says, Years ago my mother used to say to me . . . Shed say In this world Elwood, you must be oh-so smart or oh-so pleasant. Well, for years I was smart . . . I recommend pleasant. On the bum of our findings, we recommend that if you are goi ng to be oh-so smart then you should also be oh-so pleasant to avoid workplace victimization. beyond individual advice, the results also have important practical implications for managers. First, 898 KIM AND GLOMB managers need to be certain of this potential dark side of high cognitive ability at work.Managers are familiar with the positive side of high cognitive ability, but initial evidence of smart victims suggests managers may need to be on the lookout for and take precautions to deter the workplace victimization of smart employees. The strong and consistent relationship between cognitive ability and many elements of performance suggests that these individuals may be among the most important to accommodate satisfied, productive, and retained. Tactics helpful in preventing the victimization of high-cognitive-ability employees may reduce both the proximal and distal costs of workplace victimization.Second, our results suggest that high cognitive ability does not predestine empl oyees to be victimizedtheir personality also plays a role. Although managers attend to personality during the selection process because it predicts job performance (see Dunn, Mount, Barrick, &038 Ones, 1995), our results suggest that personality can also have either a contraceptive (i. e. , communion) or intensifying (i. e. , agency) role in victimization. We do not suggest that organizations should not select applicants who are high in agency traits because they are more defenceless to victimization at work.Personality traits have their own bright and dark sides (see Judge &038 LePine, 2007). For example, although our results show that employees who are high in agency traits are more likely to be victims at work, research also shows that traits under the agency umbrella are associated with being a leader (e. g. , extraversion Judge, Bono, Ilies, &038 Gerhardt, 2002). Further, although high-ability employees who are also high in communion are less likely to be victims at work, res earch also suggests that traits under the communion umbrella are associated with the use of more lenient standards to evaluate coworker performance (e. . , agreeableness Bernardin, Cooke, &038 Villanova, 2000). Thus, organizations need to consider both the benefits and costs of the communion and agency personality traits of employees and to be aware of their correlates, both favorable and unfavorable. Regardless of the composition of agency and communion in the workforce, organizations can attempt to modify individual behaviors by creating strong situations (e. g. , charitable resource practices, organization culture) that minimize the link between personality and behaviors and that enhance positive reciprocity norms between employees.Limitations and Future Directions This study is not without limitation. First, range restriction in cognitive ability may cause reduced sample correlations. However, attached that range restriction reduces the strength of relationships because of lim ited variance (Sackett &038 Yang, 2000), this seems to be a minor issue. Further, the degree of variability of cognitive ability is similar to that in other studies (e. g. , Chan, 1997 Mumford, Van Iddekinge, Morgeson, &038 Campion, 2008 Sackett &038 Ostgaard, 1994). Second, the outdoor(a) validity of these findings is limited.This data set is footling and is from a predominantly Caucasian sample of health care workers. The sample is also predominantly female, which may have influenced effects women high in cognitive ability and agency may be particularly prone to victimization because of gender stereotypes (see Broverman, Vogel, Broverman, Clarkson, &038 Rosenkrantz, 1972). The context of a health care home is interesting because employees may be more empathetic and less competitive given self-selection into this caring profession.They are also more likely to be exposed to victimization the health care industry continually reports some of the highest levels of workplace aggressio n and victimization (see Rippon, 2000), though victimization is often perpetrated by patients, and in our study we examined victimization from coworkers and supervisors. Examining our relationships in other business contexts and groups is necessary. Third, the construct validity of our agency and communion measures may be questioned.Given that there is not a generally accepted method of transforming the CPI scales into the broad indices of agency and communion, we created our own measures guided by previous literature and linkages of the content of the scales (e. g. , Digman, 1997 Gough &038 Bradley, 1996 Hough &038 Ones, 2001). In the field of personality psychology, there have been calls for the development and study of agency and communion scales (see Helgeson, 1994) we concur and believe the development of valid and concise measures of agency and communion traits might promulgate the use of these interpersonally oriented personality constructs.Fourth, measures were self-report f rom a single source, and thus, common method bias is a potential problem. However, cognitive ability and personality traits were measured for effect selection, and perceived victimization was measured 22 months later, on average (i. e. , average tenure is 22 months). Because there are large temporal and psychological distances between cognitive ability and perceived victimization measures, the tinge of common method bias is not a major concern (see Podsakoff, MacKenzie, Lee, &038 Podsakoff, 2003).We also controlled for positive affectivity and negative affectivity, which also impact the cognitive perception and reporting processes (Bowling &038 Beehr, 2006 Isen, 1987 Podsakoff &038 Organ, 1986 Schmitt, 1994 Spector, 1994 Watson &038 Clark, 1984). As Schmitt (1994) suggested, the appropriateness of methods should be based on the stage of development of the research given the lack of research in this area, self-report data would be deemed acceptable. Further, as noted by others (e. . , Aquino &038 Lamertz, 2004 Spector, 1994), it is difficult to envision circumstances in which non-self-report data w

Microbiology 311 Lab Report

Rebekah Worley February 21, 2012 Mitchell surgical incision 4 Biol 311 Staining and Identifying Unknown bacterium Introduction The microbiology testing ground up to this render has been apply to teach the students how to target and give away bacteria. There are several types of spying through which the bacteria can be set based on the semblance and knead. The staining methods used in the lab are gravitational constant Staining, Capsule Staining, Endospore Staining, and vinegarish Fast staining. One of the most substantive method of staining is the Gram Staining, as it is highly dependent (McCarthy, 25).In the specific look into that was done, Gram Staining was used and the bacteria that was found was purplish and round (cocci) shaped. with this the bacteria was identified as staphylococcus epidermis. Material and Methods The first note to identifying the bacteria was to heat fix it to the slue. The materials used were a seacoast, water, a Bunsen Burner, bibulous paper and clothes pin. The unknown bacteria was in a vial in solid form. The travel on page 19 and 20 of the Customized Biol 311 full general Microbiology Laboratory manual were followed to heat fix the bacteria.After this gram staining was used to identify the unknown bacteria. The materials used for gram staining include the splay the was heat fixed, bibulous paper, crystallisation violet, distilled water, Grams iodine, 95% ethyl alcohol, safranin, oil and a microscope. The steps on page 26 of the Customized Biol 311 usual Microbiology Laboratory Manual were used to stain the bacteria. Several alters were made in the procedure. The crystal violet was on the slide for 1 minute alternatively than 20 seconds. The decolorizing step was used with alcohol for 10 seconds rather than 20 seconds.The only other change was that the safranin was on the slide for 1 minute instead of the recommended 20 seconds. The slide was put below the microscope at 1000x gush using oil immersion . Results When looking under the microscope the bacteria was found to be purple and cocci shaped. Because of the specific color and shape of the bacteria it was easily identifiable as Staphylococcus epidermis. From this it is seen that only a Gram stain was necessary to identify the bacteria. handling From this try out it is seen that bacteria is easily identified when stained correctly.Going through the procedure with the true is vital, and when done right the bacteria is pull ahead and concise. When the bacteria was stained in this experiment the color was difficult to determine at first. After exploring the bacteria on the slide it was seen to be mainly purple. If the staining had not been done properly it would have been a lot more difficult to signalize between bacteria. This was an important thing to direct because staining is so vital in identifying unknown bacterium. Works Cited McCarthy, Charlotte M and Harold Benson. Customized Biol 311 General Microbiology Laborator y Manual. 2nd. ed. New York. McGraw-Hill 2002 Print.

Introduction speech Essay

Every single soulfulness faces obstacles, whether they are big or small. each learning how to swim, driving a railway car for the first time, or even wake up for an 8AM class. These are just a few obstacles that occur daily. One major(ip) obstacle that constantly gets overlooked is c cleavee. A prime example of a major change in a boors life is the transition from broad(prenominal) school to college. Starting college, a ne place with new people, can be a daunting task for each unmatchable. Your classmate, Abby Ho tumefy showed her veritable character and optimism when her adjustment to Madison didnt go as expected. Abby, like any other 18 year old, was head-in-the-clouds nearly coming to college.She was nervous about leaving her safe haven she called home, and because of that she inflexible to chose Madison, a mere 9 miles from her family in McFarland. Abby arrived to school with an hopeful mindset. The nerves and screaming meemies had surpassed and she was truly starting to get the hang of things. It was August 30th, and the sun was beaming follow up on Abby as she rode her motorcycle. The paving was jammed so Abby had to keep switching from the sidewalk to the grass in order to vacate the pedestrians. However, one time while devising the uphill venture toward the sidewalk, her front harass clipped the edge of the curb and her bike tumbled over.Abby broke the fall with her hands and stop up shattering her wrist. Its variety show of ironic Abby was flavour out for the well being of others and in turn was the one that ended up getting injured. instead than dwell on the unlucky situation, Abby views it in a positive way and lets allone fare that it could have been worse. The way in which Abby handled break her wrist just goes to show her optimistic view on life. Abby is constantly looking at the glass half full, and is ever so searching for the best in every situation. Honestly, how would you have reacted?