Examining The Leadership And Change Management Of Barclays Bank

Examining The Leadership And Change Management Of Barclays Bank Barclays Bank Europe, America, Africa and Asia is a vast presence, both for individuals and businesses provides a wide range of services.  Barclays has a long history that covers three hundred years, and its head office from London, that this operation fifty countries and 155,000 employees to offer more care. Barclays Bank lends, investment and more than 48 million people around the world for money does. Earliest roots of Barclays 1690, when Thomas Gold and silversmith John Freame Central London working as a bank to go back to start.  Seventy years later, the goldsmith bankers went into a major banking house, and later with nineteen other private banking concerns, the name Barclays and Company Limited, which reserves a set of 182 branches thus a major  £ 26  with funds provided under the Bank joined the million.  Barclays and the company is so often used Quaker Bank; At this point in time, Barclays and company family and religious links with the community was involved. Turn of the twentieth century, Barclays and the company started expanding rapidly, such as Bolithos Bank and United Counties Bank mdlyndz England South West taking a significant banks.  By 1918, Barclays Bank and Company in London South West Bank and Provincial Bank in the UK with one in five largest banks had to be. Barclays Bank of Japan until 1925, the Anglo Egyptian Bank and National Bank of South Africa with the merger had become a truly international organization.  Through a business deal that resulted in major Middle East, Africa and West Indies. Barclays Bank has always been an innovative company.  Barclays in 1966 before serving a UK credit card bank has become.  Next year in this world was the first bank of its users and to provide cash machines by 1972, her first TV ad was trying to become bank.  Barclays Bank UK end of the twentieth first century Tokyo and New York stock exchanges are listed bank shares has become, and it resulted in 2006 in which a high speed currency profits were 50% complete  is being moved outside the UK. Current events Reuters reported that the British government three banks, including Barclays, which over  £ 7 billion may seek 40 billion lbs (69 billion dollars) will admit.  Barclays later confirmed that his government rejected the proposal and instead of 6.5 billion pounds of new capital ( £ 2 billion dividend cancellation and by 4.5 billion pounds from private investors) will bear. In January 2009 according to press reports may need more capital and that the government agreed to fund this can be because it failed to do so by the State of Qatar in the past under investment rules  may have been a third party which shares much in October 2008 ordered compensation for them without receiving more money into Qataris. In March 2009 it was reported in 2008, Barclays insurance this preparation with AIG received billions of dollars, provided by the United States to bail out AIG Fund include 8.5bn $.  12 June 2009, Barclays Global Investors this unit, which includes an exchange of funds business, iShares, 13.5bn $ BlackRock business sold for.  In October 2009 the Standard Life Standard Life Bank Plc Barclays Plc sold.  1 January 2010 completed sales.  11 November 2009, Barclays and First Data, information technology to global trade, according to Barclays, which released the first data and consumer finance departments within the card platform will move is a compromise  .13 February, 2010 Barclays announced that more than 2 billion pounds in bonuses will pay. About leadership Leadership to achieve a desired goal all about harnessing people power and so the idea of leadership for organizational context can not be restricted.  This society through all the realms pervades, whether politics, religion or in corporate. Definition of leadership à ¢Ã¢â€š ¬Ã‚ ¢ define leadership as we can: à ¢Ã¢â€š ¬Ã‚ ¢ â‚ ¬Ã‚   George R. Terry to impress people for the purposes of the Working Group. Live happily. à ¢Ã¢â€š ¬Ã‚ ¢ â‚ ¬Ã‚   interpersonal then use it and receive special purposes in the direction of guidance through the process of dialogue is the effect.   Robert Tannenbaum. à ¢Ã¢â€š ¬Ã‚ ¢ â‚ ¬Ã‚   leadership of the affected people to achieve a common goal is to follow them Koontz ODonnell. à ¢Ã¢â€š ¬Ã‚ ¢ â‚ ¬Ã‚   leadership is a process under which a person influences others praised the success of group or organizations goals by members of the group.   Baron and Greenberg à ¢Ã¢â€š ¬Ã‚ ¢ clear definition as above all of Western ideas is concerned.  This is because, with a structured course of study and analysis as a formal sector leadership has been established yet in India because it is in Western countries. Leadership theories Great man theory Great man is the duty of principles including leadership ability that great leaders are born not made.  Their most daring ideas, mythic and leadership needed to increase the fixed bynqab is as great leaders.  The term great man used because, at that time, leadership quality as a man thought about basic military leadership, especially in terms of, was. Logos theory Some ways similar great man theory, theory assumed that symptoms of some features and attributes that lead them to better Validating inheritance.  Symptoms often views a particular personality or behavior by leaders identified common features.  But important features of specific leadership traits, how we who owns these properties but do not utter a leader?  This question led symptoms using theories to explain the difficulties is one.  Many researchers have demonstrated successful leadership traits like leadership, but not always sure they are doing is a place of high honor, sir.  It was observed that more than 100 researchers recorded symptoms such hardly10% 5 or more study is published.  Written test or tests near symptoms by priority to the selection procedure is taken.  This notion is the biggest problem that we led ordinary or global attributes can not. Unexpected ideas Environment, especially that particular style of leadership which best situation is probably better for variables related attraction leadership contingency theories.According to this theory, no leadership style is best in all circumstances.  Variable success of leadership style and followers of various aspects of the situation, including the large number of features depends on.  Unexpected behavior rule is a rule that has no better claim to organize a corporation, to lead a company, or to decide is a kind of way.  Instead, the process maximum course contingent on internal and external situation (depending) is.  Many unexpected approach being developed concurrently in the late 1960s.  He suggested that bureaucracy is as Weber and Taylors management theories in the past failed because they ignored his management style and organizational structure of the environment was affected by different aspects: unexpected element  .  Or organization for leadership there one best way can not.Historically, contingency theory that formal structures are usually associated with, or better able to use different techniques to develop about broad generalizations have tried.  View the work of Joan Woodward (1958), which says that technology directly control period, authority centralization, and formalization of rules and procedures as an organization to determine the different properties began with  . Feedback conditions Circumstances change theories suggest that leaders on the situation the best way of action is selected.  Different style of leadership decision-making for specific types may be more appropriate.  This approach features the specific circumstances or environment is operating more on a guide emphasizes.  Leadership qualities vary from status or circumstances, and that any traits or leadership skills in the right conditions can become a standard. Behavior theories Behavioral theories of leadership is the belief that great leaders made, not born but are based.  Build its leadership in behaviorism theory, not leaders on mental qualities or internal states focuses on the works.  According to this theory, people become leaders through education and monitoring can learn. PARTICIPATIVE views Participative leadership theories suggest that the ideal leadership style one that takes account of other peoples input.  Their leaders by group members encourage and support participation and contribution of members of the group decision-making process more relevant and committed to do.  participative theories, however, the leader retains the right to allow others input Management ideas Management ideas (as well as Transactional theories is said) organization and group supervision focusing on the role of performance.  Rewards and punishment system based on principles of leadership.  Management concepts often used in business and when employees are successful, they are rewarded when they fail, they are reprimanded or punished. Related ideas Related concepts (as well as ideological change is said) establish relations between leaders and followers focus on.  Transformational leaders encourage and help members of the group the importance of encouraging people and seeing more good work.  The leaders of the group members are focused on performance, but also want each person to fulfill his or her potential with the style leader often has high moral and ethical standards. Leadership style Leadership style to provide direction, planning process, and how to inspire people and have vision.  U.S. Army book, 1973 led to identify three ways: à ¢Ã¢â€š ¬Ã‚ ¢ push aside the dictatorial or Member PARTICIPATIVE à ¢Ã¢â€š ¬Ã‚ ¢ or democratic à ¢Ã¢â€š ¬Ã‚ ¢ DELEGATIVE or Free State Although good leaders with one of these three styles are used, usually dominate, bad leaders want to stay with a style.  Barclays Bank is using the three leadership styles. Push aside the dictatorial or AUTICRATIC The style used when the leader your employees what he wants and how he wants without the advice of her followers have done is told.  Use some appropriate conditions is that when you all are aware of this problem, youre short on time, and your employees are also encouraged.  Some people run, demeaning language, using and led by threats and abusing their power as a car want to think about this scene.This is not push aside the dictatorial style but for someone abuse, unprofessional style bossing around people called.  A leader has no place in stock. Push aside the dictatorial style usually only be used on rare occasions.  If you have more time and commitment from their employees and want to get excited, you should use the participative style. PARTICIPATIVE or democratic -Style decision-making process of this type (determining what is and how to do) but including one or more employees are leaders. However, the leader maintains final decision making authority.  Use this style is not a sign of weakness, but strength of your employees will respect the signals.  It usually used when you share information, and in other parts of your employees is.  A leader is not expected to know everything thats why you employ staff with knowledge and capable.  The style is of mutual benefit using its employees to become part of the team allows you better and allows you to decide. DELEGATIVE or Free State In addition, non-intervention, interference in the affairs of others is not known.  This style, the leader allows employees to decide. However, MP is still responsible for such decisions are made.  When employees use it to analyze the situation and determine what needs to be done and how it is able to do it.  All you can do anything!  Set your priorities and specific tasks must Representative. To use a lot that you blame others when things can go wrong but a scene is used below when you people be confident and sure style.  One to use it, however, should not be afraid to be effective, it will be used properly!  Here a number of different ways, or to leadership and management style and various mfruzun principles are based.The style that individuals use their beliefs, values and priorities will be based on a combination, as well as organizational culture and norms, which encourage anyone, and will discourage others. In this regard, the following different approach can be classified under the head. à ¢Ã¢â€š ¬Ã‚ ¢ CHRISMATIC leadership à ¢Ã¢â€š ¬Ã‚ ¢ PARTICIPATIVE leadership à ¢Ã¢â€š ¬Ã‚ ¢ conditions under à ¢Ã¢â€š ¬Ã‚ ¢ TRANSACTIONAL leadership à ¢Ã¢â€š ¬Ã‚ ¢ TRANFOMATIONAL leadership à ¢Ã¢â€š ¬Ã‚ ¢ a quiet leadership à ¢Ã¢â€š ¬Ã‚ ¢ Servant leadership Circumstances under which the organization decided to change the IMPLEMNT Organization change in the environment is like to face different challenges Absence of group skills Any organization is the most important skills that will increase its utility is established.Todays changing business environment and who were alive in the changing environment is efficient is.  The manager responsible for a positive change for others and encourage team work that the construction will change.  Not changing the rapid development of the other members easy environment manager accepts the need for change.  He helps them to understand new techniques and procedures.  You get good ideas but very real thing is accepted methods can be translated into these views.Measures the success of any change depends on approval. Lack of enthusiasm and encouragement To maximize movement between employees, managers need to think in terms of flexibility.  Yes, it needs to encourage employees.  Need to encourage employees in a diverse way of awards) ranks.  Manager of the most important goal of capacity development to help their employees and their development work on the various organizational areas provide a variety of learning experiences offered by can do so.1980 primary aspect of this work which various work skills to recognize the importance of work, autonomy, and feedback including Hackman point out One thing that an employees activities and art a number of different skills can use a variety of needs.  This full and identifiable piece of work requires the completion of his life or other peoples work had considerable influence.  If these things work in a person so important, precious and valuable as his or her work will see.  Job autonomy to the owner for work results of my personal responsibility to a sense of duty, and it provides that if a work is the opinion of staff know how effectively he or she will perform  .Encouraging to see from the perspective, these important dimensions shows that received internal awards when an employee shows that he or she is personally any work or they do not care that he has shown good performance on  are.  These conditions is one thing more, grater encourage employee performance and satisfaction and reduce his or her absence or resignation of the features and potential.  High growth with a highly individual experience serious psyc hological states and respond positively when their employment at the basic aspects of development is likely to include people need. Conflict Management A conflict between members of the organization ever arises.  This conflict is not always bad because sometimes good, with team conflict will learn more members, their problems in depth and would also give the most appropriate solution can understand.  Conflicts in the era of globalization teams identify and work success without sacrificing speed successful strategy decided.  But most times conflict results slow down work to success and effectiveness of control strategies will reduce.  An identity that are the root causes of conflict?  Some of these ideas and expectations, lack of information, uncertainty about roles with regard to personal differences are. The following are some points that help to deal with conflict are à ¢Ã¢â€š ¬Ã‚ ¢ always work a lot of information. à ¢Ã¢â€š ¬Ã‚ ¢ Facts should primarily focus on. à ¢Ã¢â€š ¬Ã‚ ¢ more than one alternative should be developed. à ¢Ã¢â€š ¬Ã‚ ¢ Everyone should be a goal. à ¢Ã¢â€š ¬Ã‚ ¢ decision process is injecting humor. à ¢Ã¢â€š ¬Ã‚ ¢ resolve issues without forcing consensus. à ¢Ã¢â€š ¬Ã‚ ¢ maintain a balanced structure of power. Power and politics Power is the ability to control the environment.  If they decide he has power and can work.  If an employee has the right without any instructions can work.  Sometimes very empowering for the organization is very important.  An organization where employees empowered, they observed each other, to correct improper procedures are responsible for, in.  Manager quickly empower your employees are led through.  The decision to increase staff discretion is involved.  Millions of employees work the most important decisions that directly affect their work are.  Activities until very recently they only work part of the manager as seen particularly busy.  Due to empower more employees to those companies who know about the problems are most urgent to need to make decisions.  If organizations successfully competing in a dynamic global economy, they make decisions and change is immediately enforceable.  Increased work demands, managers have to deal with peoples empowerment.  When employees are skilled, knowledge and experiences to their work competently and when they want autonomy and internal locus of control property, it can be beneficial. Rapid changes Organizational change because of changes in internal and external environment are for.  These changes in order for the organization must be flexible to adjust. Diverse workforce Problems faced by another organization organizational goals emulation members work in various organizational efforts are coordinated.  Todays diverse workforce organization gender, race, nationality, age and other characteristics in terms that reflect differences in the more heterogeneous are the property.  Organization requires a large labor force more capacity to meet market demand will be.  Employees do not set their cultural values and lifestyle preferences when it comes to work.  The challenge is for managers, so their organization more different lifestyle, family needs, work style and by addressing different groups of people are accommodating.  Smart managers understand that diversity can be an asset because a companys ideas and problem solving skills is a wide and extra help organizations better understand a diverse customer can. Globalization Management is now forced by national borders.  Globalization is the major importance, and certainly the world has become global village.  All sizes and types worldwide organization manager in the world market is facing challenges to work.Manager of environmental factor like this) ranks due to challenges in the face of doing business.  That, to organize effectively plan, control and should lead cultural differences around the world are successfully managed. General barriers in an organization Organization requires a different kind of talent, but sometimes it happens that the organization has expertise but still not working as it should.  In many cases, the administration is not sensitive to change.  Best use of creative enough potential employees are not put.  The main obstacle is lack of vision to prevent the company to complete use of resources is one.  One to identify problems and potential solutions should be.  If manager for success is the ability to identify opportunities for the development of this will be a barrier.  If creative solutions if administration is not able to identify the long term this will be a problem for the organization.  Another problem that hinders organizational development, not all members are able to deal with the changing environment.  Some rules and values of each organization and its members have to follow the rules and values.  All members would be sensitive to change in this business that change is constant everywhere s hould be the member must change. Effective management Effective management is about: candidates with complete knowledge and create space. To increase productivity , more opportunities should be encouraged. In his current role of the workers to staff growth performance . The best staff performance Increased his wife for. Employee empowerment is very popular term, its growth and change for any organization is important.  Empowering employees for the organization leads to the best results.  Business generally agree that empower employees and increase productivity of the organization and its employees are loyal to the organization. Empowered employees provide better products and services When employees have a right to feel that he is powerful and is more confident.  The trust then leads to better products and services.  Organization for the development and empowerment programs to deal with the changing nature is critical.  Improve its performance and employees are the property of their jobs and products and services for our customers will take delivery.  He is the organization where customer interface is the customer service level. Empowered employees are loyal Whatever situation, more employee business owners, do not like the selection, and training is very expensive.  If employees during organizational change based on organizational development and its commitment to ensure loyalty of employees are right there.  Empowered employees take ownership and pride in their jobs when they know that they needed to exercise independent judge can. Empowered employees are productive When employees feel valued and that they considered their decision and management want to hear their ideas, they work harder to prove yourself right.Organizational development programs to help employees to implement measures included calls for.  And this will increase productivity. Empowered employees create good ideas With every employee got some ideas.  They have different skills can be.  If they share their views and their right to manage development and change management decisions can provide important insight.  He regularly using modern methods can get different products.  Really effective organization development and organization change programs are interested, they acknowledge and reward their employees and give feedback on a regular basis. Empowered employees spread the word Organizational pride if they increased staff development and change program will be strong.  The more empowered employees are more satisfied and more likely that the word is how the company will for others are spread.  We Barclays and Lehman Brothers statement further from unity will discuss. Barclays and Lehman Brothers One Global financial services provider Barclays in 2008 to improve its market to U.S. Lehman Brothers acquired.  Major problems had occurred while the overall Business interruption à ¢Ã¢â€š ¬Ã‚ ¢ à ¢Ã¢â€š ¬Ã‚ ¢ customers move to other banks at least à ¢Ã¢â€š ¬Ã‚ ¢ two different business culture Lehman brothers à ¢Ã¢â€š ¬Ã‚ ¢ Motivation of staff Agent as a CAHNGE Effective handling of problems The first step to solve this problem is to identify the cause of the problem.  Sometimes the problem with employees by talking common behavior problems such minor or occasional tardiness, etc. There is a problem coaching manager or with the other employees directly between them work to resolve the issue with employees  What is an agreement by which a solution can be.  With this opinion for employees to improve their performance to provide is the responsibility of leaders.  Coaching requires time and patience and his behavior was a result of employees will. Poor performance Sometimes an employees expertise but still he does not perform well.  The reason he is upset or unsystematic can or is reckless.  This one can be removed through proper guidance.  But if lack of expertise because of poor performance by additional training can be corrected. Job incompatibility Sometimes this happens due to poor performance of the employees that work according to their abilities was not found.  Their skills are not synchronized or assigned to work with are not compatible.  This problem can be resolved through additional training or set them different work. Dirty work Whenever you feel some of the mistakes that employee errors, point made and closely monitoring their work.  It still they have made a mistake, talk to them and being careless or because they do not work properly due to or try to find out.  But all this one must be positive and know how important it is that the company should have employees. Create an effective message Consider the needs of everyone in the organization and design according to your message so that they understand what you are saying can.  Employee performance depends more on your message.  An effective message will have a great effect on the performance of employees.  A face to face talks will be more appropriate to accept change and support staff can do. Listen to your employees Change management is vital to employee feedback.  Encourage your employees by e-mail or the Internet can provide information.  Successful management of change communication on the basis of stone.  You and your initial conversation with most employees need to understand their message. Stakeholders involved in the change process Investors and business partners and suppliers This change management process influenced by investors to gain their capital investment, but with the old policy did not get that much benefit.  So to achieve their goals for change management process include. Bank employees Bank staff involved in change management process and against the change process because by the old policy is used to work on. Customer Customers included in the change process and change is in favor because they want immediate results and innovation in the organization, they want this change process to be affected. Government and NGO Government and non-governmental organizations and the way government organizations from more taxes and profit in an organization is not, then how they take more taxes and duties if other obligations expected to have affected.  On the other hand non-governmental organizations ask for help from organizations.  If they are not in a good position with the lot will affect their departments for the betterment of the organization want the process of change. 8 step change model is KOTTER Only constant is change. Heraclitus, Greek philosopher Max was true two thousand years ago, just as is true today.  We in a world where business as usual is changing lives in.  New initiatives, project-based work, technology improvements, ahead to stay competitive these things together as we continue to work for changes to run. Whether you a small change in one or two steps, or a systemwide change an organization are considered, it seems normal anxiety and fear of the scale of challenge. You need to change it, but you are supplying How to not really know about.  Where do I start?  How do you add?  You saw how to end by? How to change there are many ideas are about.  Many leadership and change management guru, John Kotter start with.  Harvard Business School and one of the worlds leading experts Professor of change, Kotter 1995 in his books eight step change process began, Leading Change.  We changed under the leadership of the eight steps to look at. Step One: Create instant To be changed, it helps if the whole company really want to do it.  Need for change around developing a sense of immediate.  These things help you get the initial transmission can spark enthusiasm. It is not only poor people figures show sales or talk about the matter more competitive.  That with the market and your competition is about a honest and open dialogue at ease.  Many proposed changes if you start talking about the immediate construction, and can feed on itself. What you can: à ¢Ã¢â€š ¬Ã‚ ¢ identify potential hazards, and can be expressed in the future development of the situation. à ¢Ã¢â€š ¬Ã‚ ¢ testing opportunities, or, should be exploited. à ¢Ã¢â€š ¬Ã‚ ¢ honest debate started, and dynamic and at ease talking to people and get to thinking of. à ¢Ã¢â€š ¬Ã‚ ¢ customers, stakeholders and industry people out requested support to strengthen your argument. Two steps: form a powerful alliance Persuade people to change is necessary.  The most strong leadership and key people within your organization expressed by supports.

Humans Cause Climate Change Essay examples -- Global Warming Essays, 20

"Two thousand scientists, in a hundred countries, engaged in the most elaborate, well organized scientific collaboration in the history of humankind, have produced long-since a consensus that we will face a string of terrible catastrophes unless we act to prepare ourselves and deal with the underlying causes of global warming." -- Al Gore Many misinformed people believe that extreme climate change is a natural process; something that human activities have nothing to do with. They cite events such as the Ice Age and believe that these events are part of a natural Earth cycling. Therefore, they happen despite anything that humans do. A common misunderstanding of the climate system characterizes it like a pendulum. The planet will warm up to "cancel out" a previous period of cooling, spurred by some internal equilibrium. This view of the climate is incorrect (Climatesight 1). As the Skeptical Science cited, this perspective implies that the Earth's climate must revolve around an equilibrium. These people believe that because there was an Ice Age, there must be an equal and opposi...

Personality Studies Essay

The term â€Å"physiognomy† refers to features of the face, when these features are used to infer the character or temperament of an individual. Physiognomy associates any feature of the face and head with personal characteristics and certain personality traits and abilities. Physiognomic messages might include a person’s genetic background (e.g., race, ethnicity), genetic diseases (e.g., Down’s syndrome), and more fuzzy concepts such as romantic compatibility, suitability for certain positions or the destiny of the person. As a practice, physiognomy has a long history in Western and Eastern cultures. It still attracts attention as a curiosity and books and popular articles retain an interest. Merton Method for Employers Holmes W. Merton invented the Merton Method in the late 19th century to match a person’s character to a suitable job. Merton specialized in matching personal characteristics to vocations, and he invented a unique set of traits that he claimed are relevant to job performance. He divided the face into dozens of different areas, each area reflecting one or more of his traits, thus matching a face to a job. Many large corporations used this method to make employment and job assignment decisions. Stereotypes of Police Caricature of the criminal: thug with small, beady, close-set eyes, large jaw and puffy cheeks, bent nose, unshaven with threatening expression. Analysis of physiognomic characteristics has been employed in the criminal justice system. Some paid legal consultants offer advice to trial lawyers about their clients, prospective jurors, and witnesses based on their facial characteristics. They know that jurors respond to the faces of the defendant and the witnesses, so they try to optimize the favorableness of the impressions jurors are likely to form (such consultants are most often used by the defense). For example, research shows that a baby-faced person is less likely to be convicted of an intentional crime and more likely to be convicted of a negligent crime. Some consultants also claim to have insight into the characteristics of prospective jurors based on their faces. An old face reading tradition in law enforcement circles is that you can tell a criminal fro m his or her face. Surveys of policemen indicate that even today, many believe they can detect the criminal by examining their face. Acting Another area in which physiognomy is used is the selection of actors to fill roles. For example, pedantic women, evil or virtuous men, and incompetent or stupid characters are often portrayed by actors who â€Å"look the part†. Character actors often spend their professional lives performing only limited roles that match their facial appearance. It is important to note that none of these applications has any scientific evidence to support it and none uses any of the scientific evidence and theory as a basis for its practice. Palmistry or chiromancy is the art of evaluating a person’s character and foretelling the future through the study of the palm. Palmistry can trace its roots back to India, from where it spread to China, Tibet, Egypt, Persia and Europe. Even today, the practice is found all over the world, with numerous cultural variations. Those who practice chiromancy are generally called palmists, palm readers, or hand readers. A reader usually begins by reading the person’s ‘dominant hand’ (the hand they write with or use the most) which is considered to represent the conscious mind, whereas the other hand is subconscious. Various â€Å"lines† (â€Å"heart line†, â€Å"life line†, etc.) and â€Å"mounts† (or bumps) presumably suggest interpretations by their relative sizes, qualities, and intersections. The lines are believed to carry hereditary or family traits, or to convey information about past-life or karmic conditions. The basic framewo rk for â€Å"Classical† palmistry is rooted in Greek mythology. Each area of the palm and fingers is related to a god or goddess, and the features of that area indicate the nature of the corresponding aspect of the subject. For example, the ring finger is associated with the Greek god Apollo; characteristics of the ring finger are tied to the subject’s dealings with art, music, aesthetics, fame, wealth, and harmony. The practice of chiromancy is generally regarded as a pseudoscience. There has been little research verifying palmistry’s accuracy as a system of character analysis, and so far no conclusive evidence has been provided to support a connection between the lines of the palm and a person’s character. No conclusive data have yet been found to support the claims made by hand readers with respect to life expectancy or personality type. Temperament theory has its roots in the ancient four humors theory. The Greek physician Hippocrates (460-370 BC) systemized and developed it into a medical theory. He believed certain human moods, emotions and behaviors were caused by body fluids (called â€Å"humors†): blood, yellow bile, black bile, and phlegm, and searched for physiological reasons for different behaviors in humans. The four temperamental categories were named â€Å"sanguine†, â€Å"melancholic†, â€Å"choleric† and â€Å"phlegmatic† after the bodily humors. Each was the result of an excess of one of the humors and corresponded to a different personality type. Sanguine The Sanguine temperament personality is fairly extroverted. People of a sanguine temperament tend to enjoy social gatherings and making new friends. They tend to be creative and often daydream. However, some alone time is crucial for those of this temperament. Sanguine can also mean very sensitive, compassionate and thoughtful. Sanguine personalities generally struggle with following tasks all the way through, are chronically late, and tend to be forgetful and sometimes a little sarcastic. Often, when pursuing a new hobby, interest is lost quickly when it ceases to be engaging or fun. They are very much people persons. They are talkative and not shy. Choleric A person who is choleric is a doer. They have a lot of ambition, energy, and passion, and try to instill it in others. They can dominate people of other temperaments, especially phlegmatic types. Many great charismatic military and political figures were cholerics. They like to be leaders and in charge of everything. Melancholic A person who is a thoughtful ponderer has a melancholic disposition. Often very considerate, melancholics can be highly creative in activities such as poetry and art – and can become occupied with the tragedy and cruelty in the world. A melancholic is also often a perfectionist. They are often self-reliant and independent. Phlegmatic Phlegmatics tend to be self-content and kind. They can be very accepting and affectionate. They may be very receptive and shy and often prefer stability to uncertainty and change. They are very consistent, relaxed, rational, curious, and observant, making them good administrators and diplomats. They also believe there are twelve mixtures of the four temperaments, representing people who have the traits of two temperaments. The temperament theory is used to help understand personality. The temperaments are seen as avenues into teaching, with many different types of blends, which can help with both discipline and defining the methods used with individual children and class balance. Phrenology [frÉ ªÃ¢â‚¬â„¢nÉ”lÉ™Ê ¤Ã‰ ª] A pseudo-science related to physiognomy is Phrenology. The phrenologist claims that specific areas of the cranium reflect certain personality traits. By examining these areas of the head for size and shape, an expert can infer individual’s hidden character. This approach developed in the early 19th century, based on the discovery that areas of the cerebral cortex under the skull were differently specialized. Thus, the skull area over each area takes on certain forms matching the abilities of the brain underneath it. Unfortunately for this theory, the early ideas of specialization of the brain are seriously flawed, and the assumption that specialized areas have anything to do with shapes of the cranium is false. Nevertheless, this idea of phrenology became very popular, and many experts on phrenology published volumes describing the applications of this technique. Numerous followers promoted the idea and supplied their services to an eager public, usually for a fee. None of their claimed expertise have any basis in fact, and the subject seems a humorous relict today. Astrology is a group of systems, traditions, and beliefs which hold that the movements and positions of celestial bodies directly influence life on Earth or correspond to the events of a human’s life. A practitioner of astrology is called an astrologer. Astrologers believe, for instance, that the identification of the zodiacal placement of the Sun on the day of a person’s birth provides information about personality and human affairs, and helps in the interpretation of past and present events, and in the prediction of the future. Astrology is generally considered a pseudoscience or superstition by the scientific community because of a lack of statistically significant astrological predictions. Still, astrology enjoys certain popularity even nowadays. In particular, many newspapers and magazines carry predictive columns based on celestial influences in relation to an individual’s zodiac sign.

The Great Gatsby By F. Scott Fitzgerald - 3044 Words

Both writers present the idea that the American Dream is all an illusion and that it is physically impossible to achieve yet many strive to reach it in their lifetime. Many define the American Dream as the notation that the American social, economic and political system is the key to a life of personal happiness and material comfort. The central theme of both ‘The Great Gatsby’, by F. Scott Fitzgerald, and ‘The Catcher in the Rye’, by J.D Salinger, is American lifestyle and mind-set during a time of prosperity. Both texts suggest that changes to American culture causes disappointment as many spent their life searching for the false sense of perfection that the American dream offered. In ‘The Catcher in the Rye’ Holden Caulfield, a boy†¦show more content†¦Ã¢â‚¬ËœThe Great Gatsby’ and ‘The Catcher in the Rye’ both present women as central and influential figures in the two protagonist’s daily life and fantasies. Yet they seem to be the cause of all problems as shown in both texts. Women during these time periods were highly materialistic; an instance of this is the day before Daisy’s wedding. She receives a letter from Gatsby (whilst she was drunk – most people are deemed to be innocent while under the influence of alcohol) an d starts to sob uncontrollably feeling that she has betrayed Gatsby and as a result wanted to return Tom Buchannan’s wedding gift, a $350,000 dollar necklace. The next day she marries Tom Buchanan while wearing the necklace she wanted to return only the day before. This shows that Daisy is materialistic and fickle, caring more about wealth and class than intimacy and a loving relationship. Women were also thought to only care about status and wealth as shown when Sally Hayes rejects Holden’s unrealistic fantasy about running away and getting married. ‘You can’t just do something like that †¦ did you ever stop to think what you’d do if you didn’t get a job when your money ran out?’ We know as a reader that Sally likes Holden but her materialism overrules her love for Holden, as she bringing up the issue of ‘money’ as a reason for not agreeing to Holden’s fantasy. Daisy can also be seen as materialistic since she is thinking about money, but this could also be viewed as her being practical and