I Prefer Not To Essays - English-language Films, Bartleby

I Prefer Not To "I prefer not to," also tells the reader about Bartleby isolating himself. The phrase shows his lack of involvement, another form of isolation. The narrator tells the reader exactly what he did to Bartleby. The narrator's cultural conditioning affects his point of view greatly, didn't notice he was isolating Bartleby and tried to help, but Bartleby was succumbed to isolation. In the story, the author tells the reader exactly what he does to Bartleby to isolate him from the world. He tells us in this passage, " I placed his desk close up to a small side window in that part of the room, a window which originally had afforded a lateral view of certain grimy backyards, and bricks, but which, owning to in subsequent erections, commanded at present, no view at all, though it gave some light. Within three feet of the panes was a wall, and the light came down from far above between two lofty buildings, as from a very small opening in a dome. Still further to satisfactory arrangement, I produced a green folding screen, which might entirely isolate Bartleby from my sight, though, not to remove him from my voice." The quotation describes how the narrator secludes Bartleby from society. Even the window, which normally is a form of escape, just traps him even more. The irony is while trying to seclude Bartleby he is affected by him. Instead of dismissing him on the spot for refusing to copy, proofread or leave the premises, he tries to find other employment for him. He even considers inviting him to be a guest at his house. The narrator tries to help him but Bartleby would, "prefer not to,". The narrator develops before our eyes into a carrying person. The narrator realizes that a common fault in a person does not determine that person. The narrator the changes and tries to know Bartleby, and his odd ways, even going the extra to help him. In conclusion, in real life, the strange are always isolated from the normal. In the end, the narrator tries to save Bartleby from his undoing. But in those days the strange were looked down upon or ridiculed so Bartleby let himself be isolated from society. Bartleby by working in the dead letter office may have brought this isolation in to his life we don't know, but if you asked Bartleby to answer he would say, " I prefer not to".

Measurement Issues Associated With Conditional Reasoning Tests Indirect Measurement and Test Faking

Measurement Issues Associated With Conditional Reasoning Tests Indirect Measurement and Test Faking The purpose of the study This is a comprehensive study of the psychical attributes of behavior in organizations. The study aims at exploring a new methodology that has been developed to aid in analyzing and assessing the hidden motives behind behavioral patterns of organizational employees. According to the authors of the article, Conditional Reasoning Tests are favorable since they reduce cognitive biases in the measurement of hidden motives.Advertising We will write a custom report sample on Measurement Issues Associated With Conditional Reasoning Tests: Indirect Measurement and Test Faking specifically for you for only $16.05 $11/page Learn More The biases are associated with the ancient self-report surveys that have been used for an extended period. Conditional Reasoning Tests utilize indirect measurements that help to reduce the chances of a person knowing that his or her personality is being subjected to a test. According to the authors of the article, Conditional Reasoning Tests are used to measure an attribute of organizational behavior that is critical, yet it has been sidelined for a long time by corporate managers. While CRTs avoid measuring the mental capabilities of employees in organizations, they are designed to unearth the motivations behind certain behaviors that are exhibited by organizational employees. Such behaviors are founded in the personalities of individuals and steer the kind of responses and actions that they take in the organization (LeBreton et al., 2007). LeBreton et al. (2007) seek to ascertain that Conditional Reasoning Tests are subjected to measurement issues that are bound to affect the manner in which the tests are portrayed by the respondents. Therefore, the study is split into three tests that are aimed at exploring all the measurement issues that come with CRTs. The first study focused on the essence of sticking to indirect assessments in the administration of CRTs. The second study explored the possibility of result faking by the respondents when the assessment purpose was withheld. The third study focused on the comparison of tests for aggression in CRTs. The argument in the study As observed in the preceding section, the researchers in this article aimed at exploring the seemingly newer method of determining the behavioral patterns of employees by factoring the relative test of personality without the knowledge of the respondents or the employees. The authors dwell on two main perspectives of applying the Conditional Reasoning Tests in organizations. These are the relevance of holding to indirect assessments while applying the tests and the implication of withholding assessment tests on the nature and validity of responses that are given by the respondents. The authors also try to bring out the essence of utilizing the Conditional Reasoning Tests in organizations, as well as the issue of managing impression in organizations as it comes out in traditional methods of manag ing behaviors in organizations like self-report surveys.Advertising Looking for report on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More An exploration of literature by the employees indicates tendencies by the employees to justify their behaviors even when such behaviors appear to be irrational to other people (LeBreton et al., 2007).  According to the authors, the variation in the behaviors of individuals has a profound effect on the work practices within organizations. This reiterates the need to determine the causative factors for the conduct of employees. This is what is explored by the authors in the article. Hidden elements of individual personalities play a critical role in shaping the nature of actions and interactions of people in organizations. The hidden elements of personality can be effectively brought out through the application of Conditional Reasoning Tests as opposed to the use of self-report surveys , which seem overrated in the contemporary psychological organizations (LeBreton et al., 2007). Findings of the research The structuring of the research into different parts helped to ascertain the varied degrees of the validity of the application of CRTs in determining the motivational factors behind certain behaviors. The findings of the research point to the fact that Conditional Reasoning Tests are more efficient that self-report surveys as they depict the influence of personalities of individuals on latent motives behind their behaviors. Individual reasoning, which has a profound impact on the behavior of an individual, is shaped by the inward personality of the individual depicted by the level of aggression. Individuals with higher levels of aggression portray behaviors that are bound to be harmful to other employees, yet they still seek to rationalize the set of behaviors that they represent. Such individuals are called justifiers who are identified through the deployment of the Justification of Aggression Scale used in CRTs. The findings indicate that there is no relationship between the cognitive ability of an individual and the conditional reasoning test (LeBreton et al., 2007). LeBreton et al. (2007) observe that the disclosure of the assessments’ purpose in CRTs results in the faking of responses and it is undesirable in identifying the underlying motives for behavior. The study indicates that the nature of response to self-personality survey reports by job seekers and the incumbent employees is not isomorphic to the character of employees. Employees are bound to fake their behavior when they learn of the real purpose of the CRTs. Faking is highly minimized in CRTs when indirect measurement is embraced. This makes the CRTs attain the attribute of identifying the reasons behind certain behaviors and the modalities of controlling such actions.Advertising We will write a custom report sample on Measurement Issues Associated With Conditi onal Reasoning Tests: Indirect Measurement and Test Faking specifically for you for only $16.05 $11/page Learn More Relating the outcomes of the study to the workplace The contemporary workplace is confronted with a lot of issues, most of which emanate from the behavior of employees in organizations. This study explores a founded model of identifying the psychological motivators of the actions of people in organizations. Organizational behavior is a crucial attribute of organizational performance that implies the essence of understanding the behavior of employees by corporate managers. The employees are considered to be critical resources in the discharge of organizational practices, thus identifying and moderating the behaviors of employees is a crucial determiner of the mood of a given workplace. Understanding the personality of employees through the deployment of Conditional Reasoning Tests can help in understanding the characters of employees. This determines t he individual and interactive behavior of organizational employees. This means that this study is useful to organizational managers, especially the managers who deal with human resource development (LeBreton et al. 2007). How the study can be integrated in the employee selection process Employers continuously seek employees who can match certain tasks in organizations. It is, therefore, important to determine the employees who are best suitable to perform given tasks if an organization wants to attain a desirable level of performance. The process of recruitment is important in any organization since it determines the nature of employees who are captured by an organization. This study depicts a model that can be used to ascertain the personality of recruits, as described in the recruitment process in organizations. Most employees have a tendency of hiding specific attributes of behavior when seeking employment opportunities in organizations. In such cases, an organization may be pred isposed to the practice of such employees later. To avoid such a situation, Conditional Reasoning Tests can be applied as a way of developing a platform on which the behavior of employees can be determined by the managers of the company. Individuals who are highly aggressive can be assigned to tasks that match such level of aggression as determined by the CRTs. Continuous assessment of the personality of employees is critical because contemporary organizations exhibit a high level of dynamism that may sway the behavior of employees. Personality profiles for given sets of jobs can be easily set by basing on the findings of this research. With conditional reasoning tests, the faking personality test results are highly reduced (LeBreton et al., 2007).Advertising Looking for report on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Weakness of using only using self-report personality This research attempts to exhibit the validity of utilizing Conditional Reasoning Tests as opposed to the use of self-report personality, which is considered to be inefficient in determining the personality of individuals and their influence on underlying motives and behaviors. The explicit use of self-reports is subjected to some weaknesses that raise the rate of faking results in personality tests. Self-report surveys directly measure the personality attributes of individuals; thus, the level of faking of personality results is quite high. Self-report personality tests have been found to portray results that do not reflect the real personalities of individuals, thereby predisposing organizations to fake characters. Feelings, thoughts, motives and attitudes of individuals tend to be hidden by the individuals who seek to protect some attributes of their behavior. Specific self-report personality tests may take a relatively long ti me, resulting in the loss of interest and tiredness on the side of the employees and causing them to give incorrect responses. Therefore, it can be argued that such tests are subjected to either good faking or bad faking (LeBreton et al., 2007). Reference LeBreton, J. M. et al. (2007). Measurement issues associated with conditional reasoning tests: indirect measurement and test faking. Journal of Applied Psychology, 92(1), 1-16.

Too much weight is attributed to chance in the field of involuntary Essay

Too much weight is attributed to chance in the field of involuntary manslaughter. Discuss - Essay Example one individual, in that black moment, sets in motion many related to the cause of jurisprudence in a democratic set up i.e., Police Officers, Prosecutors, Defence Lawyers and Judges & of course, the Media. Then you see parties to the case hover in the courtroom. Arguments and counter arguments continue. Some one is desperately trying to suppress the truth, within the framework of law. You seek somehow, that precious freedom! Liberation from the clutches of law! In a wintry morning, we visited the ward of the combustible younger generation in a famous Jail, to see our friend, charged with manslaughter. The ward housed about 100 such inmates. Were they criminals? If you were not told in advance about the place of visit, you would guess that it was a college campus! Youngsters in colourful T-shirts, fashionable trousers, casuals and jackets! They practiced dances that day, as part of the reformation and rehabilitation program initiated by a Non-Governmental Organization. They put the steps again and again to achieve perfection, which they were bound to! For, the secret of success lies in unstoppable efforts! We were surprised to observe variety of growing talents! The boys were in the in the process of learning how to convert defeats into victories, so that they could utilize their stay in the Jail to fine-tune the personality! From one such cluster of youngsters, we heard a resolution, â€Å"After release from the prison, we shall form a dance-troupe.† While taking leave after an hour of observation of their activities, I told them, â€Å"My dear brothers, I am very glad to be with you here to watch your multitalented activities! Thanks and good wishes to you all! I would never like to see you here again!† Is too much weight attributed to chance in the field of involuntary manslaughter? Before the visit to the Jail, you would have remained on the other side of the fence, but not now. In most such cases, the offender needs to be pitied rather than condemned. The