How To Pronounce Frohe Weihnachten in German

The most common way to wish someone a merry Christmas in German is to tell them, Frohe Weihnachten. Directly translated, that means merry Christmas.   The German language tends to follow its rules pretty well when it comes to pronouncing a word. Once you memorize the rules, itll be easy to know how to say something you read, even if its a new word.   Until then, here are some tips on how to properly wish someone a frohe Weihnachten in German. Pronunciation Tips Make sure to not pronounce the h in either word. The h is silent, if not a very subtle breath.  Make sure that the dipthong ch is gutteral. This is different than the English pronunciation of a ch. This is best to hear, rather than explain in words.   Each word has a separate audio link. Listen here: Frohe Weihnachten Other Holiday Greetings Here are other common greetings during the holiday season. Each word is linked with an audio guide on how to pronounce it.   Frà ¶hliche Weihnachten: Merry Christmas Frohes neues Jahr: Happy New Year Alles Gute zum neuen Jahr: All the best for the New Year Other Holiday Words and Phrases Here are some other useful holiday words and phrases, without the audio. Frà ¶hliches Hanukkah: Happy Hanukkah Die Grà ¼ÃƒÅ¸e der Jahreszeit: Seasons greetings Der Weihnachtsmann kommt: Santa Claus is coming Gluhwein: Mulled wine (popular in Germany over the holidays) Weihnachtsmarkt: Holiday/Christmas market (a popular tourist activity in Germany over the holidays) Der Engel: The angel Die Christbaumkugeln: Christmas ornaments Die Glocken: Bells Die Geschenke: Gifts

1984 Themes, Symbols, and Literary Devices

Written at a time when dictatorships and totalitarian regimes were establishing a hold over much of the world despite the defeat of Hitler’s Nazis in World War II, in 1984 Orwell described what he saw as the inevitable outcome of any political movement that embraced authoritarianism and the cult of personality. Orwell was extremely frightened of political power being concentrated in a small number of individuals, correctly seeing it as a pathway to the loss of personal freedoms, and foresaw the technology that would make the erasure of those freedoms a simple task. Totalitarianism The most obvious and powerful theme of the novel is, of course, totalitarianism itself. A totalitarian state is one where there is only one political force legally permitted—all opposition to the state’s policies and actions is illegal, usually categorized as treason and met with violent retribution. This naturally stifles freedom of expression and makes change within the system impossible. In democratic societies, opposition groups can form political parties, express their ideas freely, and force the state to address concerns or be replaced. In a totalitarian society, this is impossible. Orwell’s Oceania goes further than even most existing totalitarian states. Where real-world authoritarian leaders seek to restrict information and control their populations in terms of their physical movements and spoken or written communication, Orwell’s government of the future seeks to inhibit thought itself and alter information at the source. Newspeak is a language invented by the state specifically to make independent thought literally impossible, and even Winston’s physical surroundings are designed to inhibit his freedoms, like the way his small apartment is dominated by the enormous two-way television screen, crowding him into a corner he incorrectly believes offers him some degree of privacy. That illusion is crucial to Orwell’s theme, as he strives to demonstrate that in a truly totalitarian society all freedom is in fact an illusion. Winston believes he finds ways to resist and meaningfully fight back against repression, all of which turn out to be gambits controlled by the state. Orwell argues that people who imagine they would heroically resist such a repressive regime are kidding themselves. Control of Information A crucial aspect of Oceania’s control over the citizenry is its manipulation of information. Workers at the Ministry of Truth actively adjust newspapers and books on a daily basis to match the ever-changing version of history that suits the purposes of the state. Without any kind of reliable source of facts, Winston and anyone who, like him, is dissatisfied or concerned about the state of the world, has only their vague feelings on which to base their resistance. More than simply a reference to Joseph Stalin’s practice of literally airbrushing people out of historical records, this is a chilling demonstration of how a lack of information and accurate data renders people powerless. Winston daydreams of a past that never actually existed and sees it as the goal of his rebellion, but since he lacks any real information, his rebellion is meaningless. Consider how he is tricked into overtly betraying the state by O’Brien. All the information Winston has about the Brotherhood and Emmanuel Goldstein is fed to him by the state itself. He has no idea if any of it is true—if the Brotherhood even exists, if there is even a man named Emmanuel Goldstein. Destruction of the Self Winston’s torture at the end of the novel is not simply punishment for his Thoughtcrimes and incompetent attempts to rebel; the purpose of the torture is to eradicate his sense of self. This is the ultimate goal of totalitarian regimes according to Orwell: A complete subservience to the goals, needs, and ideas of the state. The torture Winston undergoes is designed to destroy his individuality. In fact, every aspect of life in Oceania is designed to achieve this goal. Newspeak is designed to prevent negative thoughts or any thought that is not approved or generated by the state. The Two-Minutes Hate and the presence of Big Brother posters promote a sense of homogeneous community, and the presence of Thought Police—especially the children, who have been raised in the poisoned environment of the totalitarian state and who function as credulous and uncritical servants of its philosophy—prevents any sort of trust or true kinship. In fact, the Thought Police do not have to actually exist to achieve this goal. Simply the belief that they do is sufficient to inhibit any individual expression, with the ultimate result that the self is subsumed into Groupthink. Symbols Big Brother. The most powerful and recognizable symbol from the book—recognized even by people who have not read it—is the looming image of Big Brother on posters everywhere. The posters obviously symbolize the power and omniscience of the party, but they are only ominous to those who retain any kind of individual thought. For those fully assimilated into the party line, Big Brother is not an ironic term—he is seen as a protector, a kindly older sibling keeping them from harm, whether it be the threat of outside forces, or the threat of unmutual thoughts. Proles. Winston is obsessed with the lives of the proles, and fetishizes the red-armed prole woman as his main hope for the future, because she represents the potentially overwhelming power of numbers as well as a mother who will bear future generations of free children. It is notable that Winston’s best hope for the future takes the responsibility from his hands—he is not the one counted on to deliver this ill-defined future, it is up to the proles to rise up. And if they do not, the implication is that it is because they are dull and lazy. Telescreens. Another obvious symbol are the wall-sized televisions in every private space. This literal intrusion by the state is not a commentary on modern television, which did not exist in any meaningful way in 1948, but rather a symbol of the destructive and repressive power of technology. Orwell distrusted technology, and saw it as a grave danger to freedom. Literary Devices Limited Point of View. Orwell chooses to restrict our access to information by tying the narrative solely to Winston’s point of view. This is done specifically to keep the reader reliant on the information they are given, just as Winston is. This underscores the betrayal and shock that both feel when, for example, the Brotherhood is revealed to be fictional. Plain Language. 1984 is written in a very plain style, with few flourishes or unnecessary words. While many students take this to mean Orwell was a humorless man, or who simply lacked the ability to write in an exciting way, the fact is the opposite: Orwell had such control over his art he was able to match his writing style precisely to the mood and setting. The novel is written in a sparse, grim style that perfectly matches and evokes the grim, unhappy, and hopeless setting. The reader experiences the same dull, plodding sense of mere existence that Winston does.

HIV progres Free Essays

Although progress has been in treating HIV infection and AIDS, the epidemic remains a critical public health issue in all communities across the country and around the world. Prevention, early detection, and ongoing treatment remain important aspects of care for people with HIV infections and AIDS. Nurses in all settings encounter people with this disease; thus, nurses need an understanding of the disorder, knowledge of the physical and psychological consequences associated with the diagnosis, and expert assessment and clinical management skills to provide optimal care for people with HIV infection and AIDS. We will write a custom essay sample on HIV progres or any similar topic only for you Order Now In 1987, just 6 years after the first cases of AIDS were reported, the U.S. Food and Drug Administration (FDA) approved the first antiretroviral agent; in 1988nthe first randomized controlled trial of primary prophylaxis of Pneumocystis carinii pneumonia appeared in the literature; and in 1995 protease inhibitors joined the growing number of antiretroviral agents. Improved treatment of HIV and AIDS has resulted in increased survival times; in 1996, 1997, and 1998, age-adjusted death rates fell 29%, 48%, and 21%, respectively. This paper intent to: a)  Ã‚  Ã‚  Ã‚  Ã‚   describe the modes of transmission of HIV infection. b)  Ã‚  Ã‚  Ã‚  Ã‚   describe the pathophysiology of HIV infection. c)  Ã‚  Ã‚  Ã‚  Ã‚   explain the physiology underlying the clinical manifestations of HIV infection. d)  Ã‚  Ã‚  Ã‚   Describe the management of patients with HIV infection. e)  Ã‚  Ã‚  Ã‚  Ã‚   Discuss the interventions appropriate for patients with HIV infection and AIDS. I. Introduction Since acquired immunodeficiency syndrome (AIDS) was first recognized more than 20 years ago, remarkable progress has been made in improving the quality and duration of life of persons with HIV infection. During the first decade, this progress was associated with recognition of opportunistic disease processes, more effective therapy for complications, and introduction of prophylaxis against common opportunistic infections (OIs). The second decade has witnessed progress in developing highly active antiretroviral therapies (HAART) as well as continuing progress in treating OIs (Masur, Kaplan Holmes, 1999). Since the HIV serologic test (enzyme immunoassay [EIA], formerly enzyme-linked immunosorbent assay [ALISHA], became available in 1984, allowing early diagnosis of the infection before onset of symptoms, HIV infection has been best managed as a chronic disease   and most appropriately managed in an outpatient care setting (Gallant, 2001). II. Background A. Epidemiology In fall 1982, the Centers for Disease Control and Prevention (CDC) issued a case definition of AIDS after the first 100 cases were reported. Since then, the CDC has revised the case definition a number of times (1985, 1987, and 1993) All 50 states, the District of Columbia, U.S. dependencies and possessions, and independent nations in free association with the United States report AIDS cases to the CDC using a uniform surveillance case definition and case report from (CDC, 2000). Starting in the late 1990s, more states started to implement HIV case reporting in response to the changing epidemic and the need for information on persons with HIV infection who have not developed AIDS. As of December 2001, there were 816,149 reported cases of HIV/AIDS and 506, 154 adults, adolescents, and children in the United States (including U.S. dependencies, possession, and associated nations) living with AIDS. Unprotected sex and sharing of injection drug use equipment are the major means of transmission of HIV. A total of 43, 158 AIDS cases were diagnosed in 2001. For men diagnosed with AIDS during 2001, 59% were in the exposure category of men who have sex with men; 24% in injection drug use; and 7% in heterosexual contact. In women diagnosed with AIDS during that same period, 44% reported injection drug use and 52% reported heterosexual contact. Comparing race/ethnicity amount the three largest groups diagnosed in 2001, 20,752 were black, not Hispanics (CDC, 2002). The number of people living with AIDS is not evenly distributed throughout the United States. States with the largest number of reported AIDS cases during 2001 were New York (7,476), Florida (5,138), California (4,315), Texas (2,892), and Maryland (1,860) (CDC, 2002). AIDS has reached epidemic proportions in some other parts of the world. According to the Joint United Nations Program on HIV/AIDS, more than 18.3 million people worldwide have died of AIDS and 34.3 million people are infected with HIV, with 5.4 million people newly infected with HIV in 1999 alone (Letvin, Bloom Hoffman, 2001).   UNAIDS (2001) reports that since the epidemic began, more than 60 million people have been infected with the virus, making it the most devastating disease ever. The earliest confirmed case of HIV infection was found in blood drawn from an African man in 1959 (Stephenson, 2003). Although factors associated with the spread of HIV in Africa in the 1960s; however, social changes such as easier access to transportation, increasing population density, and more frequent sexual contacts may have been more important (Stephenson 2003). How to cite HIV progres, Papers

Antecedents of Organizational Citizenship Behaviour

Question: Describe the dimensions and antecedents of organisational citizenship behaviour? Answer: Organizational Citizenship Behavior Introduction Every organization is in need of an employee who performs certain tasks which are not a part of any job description. In such circumstances, organizational citizenship behavior (OCB) plays an active role. Organizational citizenship behavior refers to behavior which is beneficial to the organization not directly but indirectly. There are many researches or studies conducted in favor of organizational citizenship behavior. The present study have investigates organizational citizenship behavior in an in depth manner. Literature Review In todays ever quick era, every organization finds new ways to deal with various challenges. In todays competitive environment, each enterprise requires an employee who will perform duties more than their specified role requirements. It has been seen that, when employees exert behavior which exceeds its specified requirements they help in improving the overall functioning of the organization. OCB has been referred to as a behavior which pertains in the organization in which the employee performs more than its job requirements (Suresh Venkatammal, 2010). OCB has been referred to as the type of behavior which is voluntary in nature. Based on the research done by Organ 1988, organizational citizenship behavior is referred to as a vital aspect which helps in the survival of the organization as a whole. Organ also argued that, with the help of organizational citizenship behavior maximizes both the efficiency of the employee organization which helps in the proper functioning of the organ ization as a whole. There are various western researchers who have investigated organizational citizenship behavior in an in depth manner. The primary objective of this study is to predict the changes in organizational citizenship behavior either by personality or by organizational climate. This study takes into consideration a sample size of 215 employees of a public sector organization. The study conducted uses a two factor model theory and concludes that, personality climate factors both have greater influence on organizational citizenship behavior. Generally, OCB is referred to as a type of behavior such as helping the colleagues, perform some extra work voluntarily, representing the organization in front of the board members, assisting the co-workers in meeting the stringent deadlines etc. It has been seen that, organizational citizenship behavior (OCB) can be of various forms i.e. one where the beneficiary is a single person (for example,: in case of helping an employee) and other where a group of beneficiaries is involved (representing the organization in front of the board members) (Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences, 2006). The main aim of this study is to investigate, the set of different organizational citizenship behavior (OCB) antecedents i.e. personality organizational climate. Organizational climate in the current study has been defined as a set of perceived attributes of an organization as well as the ways in which organization deals with its group members or issues (if a ny). Organizational climate on the other hand has been referred to as a broader term which consists of various elements covered as antecedents of organizational citizenship behavior (OCB). Various studies suggest that, organizational citizenship behavior (OCB) contributes towards the effectiveness of the organization thereby leading to high levels of performance for the same (Organ, Podsakoff MacKenzie, 2006). Organizational citizenship behavior (OCB) has been referred to as a broader term which takes into consideration both social psychological environment where the task takes place (Organ, 1988). Some of the common examples of organizational citizenship behavior are helping the newly appointed employee to get familiar with the organization, volunteer in changing shifts, help a colleague in meeting the deadline, working overtime without remuneration organize activities in office. Some of the benefits of organizational citizenship behavior (OCB) which might have positive impact o n the effective functioning of the enterprise betterment of employees have been discussed in this section of the review. Firstly, correlation between job satisfaction organizational citizenship behavior is positive. This means that, people working in the organization are highly satisfied not casual in nature. Secondly, employees who adopt various organizational citizenship behaviors tend to have better performance ratings. This will help the employee to earn more rewards recognition within the enterprise. Organizational citizenship behavior (OCB) seems to have compelling effects on the success of the organization i.e. it helps in enhancing the productivity of the organization, helpful behavior amongst the colleagues will help to facilitate cohesiveness, effective communication strong networks will help the employees to improve the efficiency along with supportive working environment. Organizational citizenship behavior (OCB) has been referred to as a vital factor for success of any enterprise. Therefore, some of the factors which engages OCB in the workplace are personality, attitudes characteristics/traits. Some of the hypotheses which have been taken in this study are firstly, organizational citizenship behavior (OCB) is positively related to OCB, secondly; personality is related to OCB, thirdly; employees differ in their OCB based upon gender, age marital status, fourthly; organizational citizenship behavior direct to organization (OCBO) has two main factors i.e. personality organizational climate an lastly; organizational citizenship behavior direct to individuals (OCBI) is influenced by personality organizational climate (LAM, SCHAUBROECK NAUMANN, 2002). A sample size of 250 employees was taken and questionnaires were distributed amongst the same. Some of the tools adopted to gather information for organizational citizenship behavior (OCB) are organizational citizenship behavior questionnaire, organizational climate scale five factor personality scale (Roberts Hogan, 2001). The organizational citizenship behavior scale consists of 16 questions which are further divided into 8- 8 items for organizational citizenship behavior direct to individuals (OCBI) and organizational citizenship behavior direct to organization (OCBO). The questions catering to OCBO takes into consideration that how the efficiency of the organization can be improved and OCBI takes into consideration that how individuals might help the other employees in the organization. Based on the results, 0.83 OCBI 0.88 OCBO were seen (Khaola, 2008). This shows that, there is a positive link between OCBI OCBO. Organizational climate scale refers to a bipolar scale which is constructed for the employees and belongs to different attributes such as rewards recognition, interpersonal relations, organizational processes, sharing information altruistic behavior. The five factor personality scale refers to a scale which consists of 50 items. The participants taking this tool rates the items on a 5 point Likert Scale from 1 to 5. As per the study conducted regarding organizational citizenship behavior, organizational citizenship behavior direct to individuals (OCBI) has a positive correlation with the inter-personal relations, roles clarity, organizational processes sharing of information. Whereas, on the other hand organizational citizenship behavior direct to organization (OCBO) is positively correlated to organizational processes, altruistic behavior and organizational climate. Organizational climate has been referred to as a complex phenomenon which is related to employee retention, employee commitment employees perception for organization. Based upon the various studies conducted between the OCB organizational climate, it has been stated that both are positively correlated with one another. Based upon the study conducted by Biswas Varma 2007, a positive environment is seen within the enterprise which in turn leads to a positive energy amongst the employees. This positive energy inculcates willingness to engage in organizational citizenship behavior (OCBs). As evidence, Biswas Varma results that there is a positive correlation between climate pertaining in the organization OCB amongst 374 manufacturing sectors all across the globe (Hooi, 2012). The link between personality factors with organizational citizenship behavior can be seen amongst the employees towards direct individuals (OCBI) organization (OCBO). It has been seen that, employees help each other not only because of companionship but because of the bond they share with each other. Helping the colleagues is tapped by OCBI helping the organization as whole is tapped by OCBO. It is said that, people who are high on agreeableness states they enjoy interacting with their colleagues and are known by the terms such as friendly, helpful, happy, selfless, cooperative altruistic. These are the group of people who come into play in citizenship behaviors. There are another set of people, who not only assist their colleagues i n performing their tasks but try to benefit the enterprise thereby leading to better functioning of the enterprise. Based upon various researches it has been seen that, people belonging to different age groups react differently. According to the study conducted by Wagner Rush 2000, the early years of life i.e. 20-30 yrs is the at age for settling down and the latter ages i.e. 31-55yrs is the best age to spend leisure time with your loved ones (Gurbuz, 2009). This is the sole reason that, employees in young age try to match their needs with the needs of the organization. Whereas, on the other hand employees in the older age adjust their needs with whatever the organization is offering. It is seen that, married employees in any organization tend to pursue organizational citizenship behavior (OCB) towards the organization as a whole their colleagues (Biswas Varma, 2007). It has been seen that, married employees tend to give more time to the organization as compared to individuals. Conclusion Hence, as per the present study there is positive relation between organizational citizenship behavior and organizational processes. Organizational process refers to the relation between the member of the organization openness in the communication processes. Effective communication plays a vital role in balancing between the information being spread in the big organizations. Hence, it is the duty of the top officials to create an atmosphere of effective communication and build good relations with the employees working under one roof. Therefore, initiating various measures might help to capture as well as promote fairness in the regime (Bukhari, 2009). References Biswas, S., Varma, A 2007, Psychological climate and individual performance in India: Test of a mediated model, Employee Relations, vol. 29, pp. 664-676. Bukhari, Z. (2009). Key Antecedents of Organizational Citizenship Behavior (OCB) in the Banking Sector of Pakistan.IJBM, 3(12). Gurbuz, S. (2009). Some possible antecedents of military personnel organizational citizenship behavior.Military Psychology, 21(2), pp.200-215. Hooi, L. (2012). Organisational justice, organisational citizenship behaviour and job satisfaction: what is the relationship?.JIBED, 6(3/4), p.274. Khaola, P. (2008). Organisational citizenship behaviour within learning environments.The International Journal of Management Education, 7(1), pp.73-80. LAM, S., SCHAUBROECK, J. and NAUMANN, S. (2002). GROUP ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A CONCEPTUALIZATION AND PRELIMINARY TEST OF ITS ANTECEDENTS AND CONSEQUENCES.Academy of Management Proceedings, 2002(1), pp.K1-K6. Organ, D. (1988).Organizational citizenship behavior. Lexington, Mass.: Lexington Books. Organ, D., Podsakoff, P. and MacKenzie, S. (2006).Organizational citizenship behavior. Thousand Oaks: SAGE Publications. Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences. (2006).Personnel Psychology, 59(2), pp.484-487. Roberts, B. and Hogan, R. (2001).Personality psychology in the workplace. Washington, DC: American Psychological Association, c. Suresh, S. and Venkatammal, P. (2010). Antecedents of Organizational Citizenship Behaviour.Journal of the Indian Academy of Applied Psychology, 36(2), pp.276-286. Turnipseed, D. (2005).Handbook of organizational citizenship behavior. New York: Nova Science Publishers. Wagner, S. L., Rush, M. C 2000, Altruistic organizational citizenship behavior: context, disposition and age, The Journal of Social Psychology, pp. 140, 379.