Conveyor Bases Sorting System Colour Sensor Signal

Conveyor Bases Sorting System Colour Sensor Signal CONVEYOR BASED SORTING SYSTEMÂ  COLOUR SENSOR SIGNAL CONDITIONING Abstract: This report analyses the best strategy for interfacing the colour sensor with the microprocessor by using either Comparators or Analogue to Digital Convertors (ADC) in the process. Focusing mainly on the advantages and disadvantages of these two components, we can conclude which one is more effective and responsive with cost, time taken to process the programme and reliability. Using C programming a microprocessor is programmed in order to detect the colour of the objects passed on the conveyor belt using LDR. Analogue to Digital Convertor (ADC): It is a system that converts the input analogue signals (from a light source or sound signal) to digital output signal by a process called quantization, which is also called as digital signal processing that is the process of mapping a large set of input values to a countable smaller set. Generally, the digital output signal is in binary number that is proportional to the input values. Component parts of ADC: There are seven different components within the ADC that make up the whole processing circuit which includes, Set-Reset latch has 2 inputs and outputs which used as storage element in ADC Clock a constant input signal that fluctuates between high and low and is used coordinate the actions of the circuit. AND gate a basic logic gate which has only high inputs (1) to start the conversion when prompted. Counter an electronic device which stores the number of times something occurred and used directly with the clock signal. DAC to convert the digital signals to analogue output signals when commanded (reverse function of an ADC) DATA latch takes the output of counter as its input and convert the analogue signals into digital outputs. Comparator that compares two voltages or currents and changes its output depending on which is larger. Advantages of ADC: Some benefits of using the ADC in this colour sensor interfacing system with the microprocessor are listed below, Cheap in cost and speed varies to different ADC for example flash ADC is the fastest of all its kind. ADC has higher resolution than using a comparator. Less steps and components when it comes to programming in a microprocessor Clock in ADC keeps the circuit in time and provides a square wave input. Set-reset function allows the circuit to be functioned and keeps it in control. It converts any input voltages, even from 1V to 5V into a digital output (flashing LED from less bright to very bright display) through its built in components whereas in a comparator it is either 0 from 0V to 2V and 1 from 2.5V to 5V. Disadvantages of ADC: Also the drawbacks of using the ADC are, Slow in speed compared to a comparator device as ADC has more component parts than comparator. Each and every parts have to be earthed appropriately. Have to have many inputs into the encoder (for 4 bit outputs 16 input signals and for 5 bit its double the inputs). ADC has several sources of errors like quantization error. These are measured in least significant bit (LSB) Comparator: Comparator is an electronic device that compares the input two voltages or currents and outputs the higher or larger (1) digital signal. It consists of a specialized high -gain differential amplifier which are commonly used in devices that measure and digitize analogue signals, such as Analogue to Digital Convertors (ADC). Comparators are also being installed within analogue to digital convertors (ADC). Advantages of comparator: Using the comparators in the microprocessors in the circuit can have some positive impact on the project. Some of them are, Cheaper in cost when comparing to other devices of amplifying. Comparators does not require an external power source such as additional current or voltage supply since the power comes from the processor. These are in ordinary working condition and very compact and robust model and are very easy to handle. Can be portable as well. Electrical comparators have very less moving parts and the pointer is very light and not sensitive to the vibrations. Disadvantages of comparator: Some of the disadvantages of using the comparators are, Heating of coils in the measuring unit may cause zero drift and can alter the calibration. If only a fixed scale is used with a moving pointer then with high magnifications a very small range is obtained, in this case itll be from 0V to 2V its low (0) and from 2V to 5V its high (1). Conclusion: Using an Analogue to Digital Convertor would be the possible solution in this colour sensor operating system as there are more benefits from ADC than Comparator. Since ADC has higher resolution and uses two registers to record the values from their 10 bits of inputs, it is more reliable and accurate with a few quantization and bubble errors. Comparator is one of the parts in ADC and it can only be used to differentiate two or less objects as it has a maximum of two outputs but ADC has plenty. Therefore, with ADC we can identify the three different coloured objects through this colour sensor.

Job Stress As Determinants Of Job Performance

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

How We Acquire Knowledge :: Education Educating Essays

How We Acquire Knowledge When I think about knowledge the first thing that comes to my mind is education. I believe that knowledge comes to people by their experiences in life. In other words, life is an instrument that leads me to gain knowledge. Many people consider that old people are wise because they have learned from good and bad experiences throughout their lives. Education requires work, dedication and faith to gain knowledge. We acquired knowledge through the guidance of from parents, role models, college/University teachers and life experiences. When we were little our parents had to guided us because we did not have the ability to live by ourselves. Sometimes, for some people, their parents taught them or they sent them to school to develop their knowledge. Parents helped their children to do their homework. They encouraged them to continue their early education. Parents help their children to build confidence in their life. A child with confidence is able to has a positive attitude in school. Also, help the child to be positive in his leaning. Many children have problems learning in school because parents do not give them support. Instead, they tell them that they are not good nothing. Also, parents help to build ways of learning at an early age. When we were, little we did not know how to study, how to read. Our parents found the best way to learn the basic education. As students, knowledge is very important to guide us to continuo our education. A way to acquire knowledge is to have a role model in our lives. In this society almost every child, adult and elder has o had has a hero in their lives. It is very important to have someone to admire because it helps to increase our interest in education and eventually it will lead us to gain knowledge. Role models make the students to feel positive that they will be able to fulfill their dreams. For example, I grew up in a Christian family. My role model since I was a little girl was Jesus. I wanted to be like him, and follow all his teachings. I knew that I could gain knowledge through his words. I know that most religions have a leader that most of the people follow. In schools, teachers can be role models. Many students want to be like their favorite teacher.

Analysis Of The Ending Of death Of A Salesman :: essays research papers

Analysis of the Ending of "Death of a Salesman" The play "Death of a Salesman" shows the final demise of Willy Loman, a sixty- year-old salesman in the America of the 1940's, who has deluded himself all his life about being a big success in the business world. It also portrays his wife Linda, who "plays along" nicely with his lies and tells him what he wants to hear, out of compassion. The book describes the last day of his life, but there are frequent "flashbacks" in which Willy relives key events of the past, often confusing them with what is happening in the present. His two sons, Biff and Happy, who are in their 30's, have become failures like himself. Both of them have gone from idolizing their father in their youth to despising him in the present. On the last few pages of the play, Willy finally decides to take his own life ([1] and [2]). Not only out of desperation because he just lost his job, with which he was hardly earning enough to pay ordinary expenses at the end. He does it primarily because he thinks that the life insurance payout [3] will allow Biff to come to something [4], so that at least one of the Lomans will fulfill his unrealistic dream of great wealth and success. But even here in one of his last moments, while having a conversation with a ghost from the past, he continues to lie to himself by saying that his funeral will be a big event [2], and that there will be guests from all over his former working territory in attendance. Yet as was to be expected, this is not what happens, none of the people he sold to come. Although perhaps this wrong foretelling could be attributed to senility, rather than his typical self-deception [5]. Maybe he has forgotten that the "old buyers" have already died of old age. His imagined dialogue partner tells him that Biff will consider the impending act one of cowardice. This obviously indicates that he himself also thinks that it's very probable that Biff will hate him even more for doing it, as the presence of "Ben", a man whom he greatly admires for being a successful businessman, is a product of his own mind. But he ignores this knowledge which he carries in himself, and goes on with his plan. After this scene, Biff, who has decided to totally sever the ties with his parents, has an "abprupt conversation" (p.99) with Willy. Linda and Biff are in attendance. He doesn't want to leave with another fight, he wants to make peace

Black Criminal Stereotypes and Racial Profiling Essay

Harper Lee vividly describes the immorality of racism and prejudice. Lee reveals the many racist practices that take place in a small town in Alabama. Jean Louise Finch who is referred to as â€Å"Scout†, shares many incidences that took place while she was growing up with her brother Jem and father Atticus. Tom Robinson is a character that is falsely accused of beating and raping a white woman and is found guilty. Atticus Finch who is not only a wonderful father to Scout and Jem, but also performs miracles in the courtroom as a remarkable lawyer for Maycomb county, is standing as Tom’s lawyer in the trial. Lee exposes the many racist and prejudice individuals through a specific character and that character is Tom Robinson. When Bob Ewell goes to testify he points at Tom and says â€Å"I seen that black n**** yonder ruttin on my Mayella† (pg. 173). Bob Ewell is portraying Tom to be an animal who has violated his daughter. Black Demps 2 Men were(are) usually portrayed in this manner because of the racist ideologies that ‘all black males are aggressive’ and ‘all black males are rapists’. Tom is an impoverished black male attending a trial, with an all-white jury because he was accused of raping a white woman, due to these things he is at an automatic risk of being announced guilty and denied any justice. Atticus takes the case to defend Tom, knowing he would be shamed for it, and looked down upon, as a white man in America. Even though evidence of Tom’s innocence was displayed to the jury, they still announced him guilty because of their racist and prejudice ideologies, instead of analyzing the factual evidence that was presented to them. Relationships between whites and blacks were forbidden so when Mayella became attracted to Tom she felt a sense of guilt. She knew that she would be looked down upon in the white community, which is why she did not hesitate to lie in court and to her self about the situation. â€Å"If there’s just one kind of folks, why can’t they get along with each other? If they’re all alike, why do they go out of their way to despise each other?† (lee, 259). Scout is beginning to see the hatred and the iniquitous way that people of color are being treated and she is beginning to think on her own and view the world and the way of life in a more mature manner. Demps 3 When Scout asks Atticus if he believes he will win the case he answers â€Å"Simply because we were licked a hundred years before we started is no reason for us not to try to win† (Lee, 101). In this quote, Atticus is referring to the racism and prejudice in general terms. He is saying that just because the world is set up a certain way doesn’t mean he has to follow the trends. African Americans have been considered to be less than a human for years and traditionally in a case like such, it does not go in the African Americans favor. So Atticus is saying just because it is traditionally more than likely that Tom won’t win, that does not mean that Atticus can’t try to help Tom. â€Å"You never really understand a person until you consider things from his point of view†¦ Until you climb inside of his skin and walk around in it.† (Lee, 321). Atticus’s ways of processing and analyzing certain situations are very admiring, he tends to think about all of the different perspectives in a situation before he takes any action or speaks any words. Harper Lee uses Atticus as a moral compass, he is seen as the opposer, being the â€Å"N***** lover† in this circumstance. †Mockingbirds don’t do one thing except making music for us to enjoy. They don’t eat up people’s gardens, don’t nest in corncribs, they don’t do one thing but sing their hearts out for us. That’s why it’s a sin to kill a Mockingbird.† (Lee,

Rear Window Essay

Rear Window, directed by Alfred Hitchcock, was made in the year 1954. It has been said that Rear Window is the basis for D.J. Caruso’s movie Disturbia. Rear Window has three main characters, J.B. â€Å"Jeff† Jefferies played by James Stewart, Lisa Fremont played by grace Kelly, and Stella played by Thelma Ritter. Each of these three characters is critiqued by five different categories, including, appropriateness, inherent thoughtfulness or emotionality, expressive coherence, wholeness and unity, and effortlessness. The first category is appropriateness which is to determine if the characters performance is natural looking, if he or she looks and acts like the character they portray by their physical, facial expressions, speech, movement and gestures. James Stewart who played J.B. â€Å"Jeff† Jefferies looked completely natural in his performance; the way he looked and acted fit the character perfectly in every aspect from the physical features to the mentality of the character. Grace Kelly who played Lisa Fremont looked almost natural in her role, she sometimes seemed unnatural and fake in some ways, her physical features fit the part but her facial expressions and movement seemed too careful. Thelma Ritter who played Stella looked and acted completely natural in every way possible, especially in her speech and gestures she made throughout the film. The second category is inherent thoughtfulness or emotionality which is to determine is the actor or actress effectively conveys the thought process or feelings behind the character’s actions or reactions. James Stewart seemed to put every emotion into his character J.B. â€Å"Jeff† Jefferies and put a great amount of thought into every scene. Grace Kelly seemed to have used a great amount of emotion into her character Lisa Fremont but didn’t really seem to put much thought into her acting she just seemed to do whatever she felt like doing. Thelma Ritter seemed to even out everything perfectly into her character Stella, she made it look as if every emotion and action was real. The third category is expressive coherence which is used to determine if the character used appropriateness and inherent thoughtfulness/emotionality to create a characterization that meshes with setting, costuming, and behavior. James Stewart seemed to use the correct body language and combine setting and costumes and behavior almost precisely. Grace Kelly correctly meshed together setting, costuming, and behavior in every scene she was in, not once did she seem to present herself wrongly. Thelma Ritter did not seem to always combine setting, costuming, and behavior in the appropriate manner, she may have a couple times but it didn’t seem believable at some points. The fourth category is wholeness and unity which is used to determine if the character has maintained the illusion of a seamless character, even if that character is purposely consumed by contradictions, despite all of the changes of shooting a film. James Stewart’s illusion of Jeff was seamless in every way; he had to overcome obstacles with the cast he had to wear the entire film but made it work throughout the film. Grace Kelly’s illusion of Lisa was also seamless; she tended to be able to breeze on through the entire film without seeming perturbed. Thelma Ritter’s illusion of Stella was absolutely seamless, didn’t seem to mess up or let anything get in her way throughout the film what so ever. The fifth category is effortlessness which is used to determine if the characters acting seems effortless or natural. James Stewart’s acting in the entire film seemed completely effortless; it seemed to come natural to him in every way. Grace Kelly’s acting did not seem to be completely effortless but a great deal of it did, she didn’t have to try to be sweet and sexy it came natural, but to act worried seemed to be more of a struggle for her. Thelma Ritter’s acting half way seemed effortless; she seemed to struggle and have work at some of the points in each scene. In the film Rear Window you are constantly wondering what will happen next because of the suspense involved in the film. Alfred Hitchcock kept this entire film simple and made it to where there were not many different sets, it stayed in the same set in almost every scene. The categories of; appropriateness, inherent thoughtfulness or emotionality, expressive coherence, wholeness and unity, and effortlessness is what is used to evaluate every actors performance in every film to this day. James Stewart, Grace Kelly, and Thelma Ritter were all fantastic actors and each added something different to the film, each had their own unique style and acting technique, which added up to make the film as great as it was.

Reaching the Heights of Excellence Essay

Most people want to pursue excellence, as if it is a goal to be reached. There is a notion that excellence is the key to be powerful. When you are excellent you have high chances to be chosen as a leader, a model person, an employee in prestigious companies or institutions and a highly-respected individual. However, excellence is not a goal but a standard and a winsome lifestyle. It is a journey and never a destination. Climbing the heights of excellence is giving a notion that excellence is a pursuit of pre-eminence which is parallel to the denotation of excellence. Excellence denotes a quality which is unusually good and so surpasses ordinary standards or a state of being outstanding and superior. It is a pitfall for Christians. The Bible says in Colossians 1:17-19 that Christ should have the pre-eminence in all things. Nevertheless, the heights of excellence could be God’s ideals for His children and not lording over anyone acting as god. Incorporating the work ethics and values, and devotion in reaching the heights of excellence can become excellence in God’s ideals. Values tend to affect attitude and behavior for it is defined as broad preferences concerning the courses of actions or outcomes. Attitude and behavior reflect the values one upholds because they are observable. It is by action that work ethics and values become visible. Work ethics will only remain as a set of values based on hard work and diligence if action is absent. It is not only applicable in jobs or professional works. It is applicable in everything one does. Whatever pursuits, may it academics or extra-curricular activities or home chores require work. Work is everywhere and whatever one does, one can reach the heights of excellence when one is being reliable, initiative and teachable. It is very crucial to have a teachable spirit in working. One cannot say that he or she has attained all the necessary things to be able to accomplish the best of everything. Be contented but never be satisfied because learning is a lifetime quest. Satisfaction is the enemy of excellence. Being teachable is one of the important values in excellence. Excellence is not afar when the actions of work ethics and values are consistent. Excellence without Christ is nothing. Devotion is always attributed to God. It depicts the religious zeal of a person. Excellence is never apart from God. Many Biblical characters as Daniel had become excellent because of God. Daniel 6:3 tells that Daniel was excellent because the excellent spirit was in him. To apply devotion in reaching the heights of excellence is to reorder one’s priorities by being single-minded. Make God the first, the best and the last in everything and excellence is not apart from you. There is a perception that devotion to God hampers the pursuit in reaching the heights of excellence. Excellence is a winsome lifestyle. It is the inevitable effect of incorporating devotion in reaching the heights of excellence. It is being Christ-centered, focused and nice. The problem with being excellent apart from God’s ideals is the tendency to be boastful or to brag if it is in academic pursuits, to be ‘holier than others’ attitude if it is in spiritual aspect and to be mean and rude if it is in administration. Work ethics and values, and devotion can only be seen through actions. It is by the consistent actions of work ethics and values through the positive attitude and behavior that excellence is in a person. It is by devotion through earnest commitment to God that the heights of excellence become attainable. Excellence can never be apart from God. Excellence is the standard of God and that’s what makes it His ideals. And such standard can be visible in the character. Work ethics and values, and devotion should be a part of one’s character to reach the heights of excellence. Excellence is a journey; therefore, incorporate work ethics and values, and devotion in the everyday life. Excellence is a standard and a winsome lifestyle; therefore, set the standard high and yet honor God and bless humanity. The integration of work ethics and values, and devotion to the ways of life is the application that will certainly bring you to the heights of excellence. It is the heights that are God’s ideals.