Emotional Intelligence Ei And Burnout Among Nurses Psychology Essay

Emotional Intelligence Ei And Burnout Among Nurses Psychology Essay This study examined the relationship between emotional intelligence and burnout among nurses working in private hospitals in Malaysia. Theoretical literatures related to this relationship are presented in the first part of this chapter. The existing literatures on the topics were examined and key pieces were brought together to establish a foundation for this study. While for the second part of this chapter, it discusses about the theoretical framework of this study and finally, the research hypotheses are developed based on the theoretical foundations and empirical evidences from the existing literatures. 2.2 Burnout The term burnout has its roots in the medical and nursing disciplines. It was first defined by a psychiatrist, named Herbert Freudenberger in 1974. The theory of burnout was developed through his clinical experience by exploring the turmoil that people experience every day. According to Maslach and Jackson (1981a), burnout occurs in the helping professions, such as nursing due to the chronic stress associated with doing work that involves people. Basically burnout occurs as feelings of emotional exhaustion, negative feelings, and attitudes within the job and the increase of negative self-concept. The earliest use of the burnout term in nursing literature was found in the articles published by Seymour Shubin in 1978. Shubin described burnout as hazardous to nursing and all other helping professions. The study of burnout, although not exclusive to nursing, continues to be an important occupational issue for the nursing profession. 2.2.1 Definition of Burnout There are many definitions of burnout, however most definitions share a view of burnout as a state of fatigue and emotional exhaustion, as a result of emotional depletion and loss of motivation. The term burnout that was first coined by Freudenberger in 1974 refers to wearing out from the pressures of work. It was used to describe the experience of employees in professions that needs high degree of people contract. Freudenberger in 1975 further defined burnout as wearing out, failing, becoming exhausted, and it occurs when excessive demands on energy, strength or resources are made. Cherniss (1980) was among the first to describe burnout within human service field who defined burnout as a process that leads to an individuals attitudes and behaviors change in negative ways in response to work stress. On the other hand, Maslach (1982) who had extensively researched about burnout has provided the most commonly accepted definition of burnout as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment that can occur among individuals who do peoples work of some kind. Maslach identified three related themes: (1) painful emotional experiences often resulted in clinical practitioners feeling emotionally exhausted and drained; (2) as a result, they developed negative and cynical attitudes towards their clients; and (3) personal competence suffered resulting in feelings of failure about their ability to work in the healthcare profession. These three themes were summarized as emotional exhaustion, depersonalization, and reduced personal ac complishment and later operationalized to measure burnout using the Maslach Burnout Inventory (MBI) (Maslach, Jackson Leiter, 1996). Garrosa, Moreno-Jimenez, Liang and Gonzalez (2008) indicated that burnout is a specific form of chronic and occupational stress in the professional social services. According to Westman and Eden (1996), studies have shown a strong relationship between work stress and burnout in many occupations. Especially, burnout has been repeatedly linked to job stress in the human service field due to the frequent and intense interactions with clients (Cordes Doughery, 1993; Lee Ashforth, 1996). Additionally, studies have also shown that nurses who experience occupational stress experience greater burnout (Stechmiller Yarandi, 1993). Thus, burnout is related to stress whereby burnout is a reaction to stress. Prolonged and unrelieved work stress often leads to burnout which results in negative attitudes towards work. Freudenberger (1975) postulated that burnout involves physical and behavioral symptoms. Behavioral consequences of burnout include decreased interaction with care recipients, ineff ective absenteeism, and high levels of job turnover (Maslach, 1982; Maslach Leiter, 1997). 2.2.2 Models of Burnout The burnout literature provides several models of burnout. This section describes three models constructed in the early eighties which proceed from the simplest to the most complex model. 2.2.2.1 Cherniss transaction model of burnout Cherniss (1980) was a significant figure of the first wave of burnout researchers and offered a burnout model that articulated transactional imbalance between the personal resources of the giver and the demands of the recipient or situation. Cherniss described burnout as a transactional stress process that involves three stages. The first stage is stress whereby demands placed exceed individual resources for coping. The second stage is strain, the initial emotional response to stress which usually includes feelings of anxiety, tension, fatigue, and exhaustion. Finally, defensive coping occurs which leads to changes in attitudes and behaviors such as the tendency of burnout individuals to treat clients in depersonalized way. Two years later, Cherniss modified his model and elaborated on the model that the causes of stress can either be internal or external demands. Additionally, the limited resources contributing to stress can also be external (e.g. availability of time, work space, a nd equipment) or internal (e.g. skills, knowledge, energy, and personality). In summary, Cherniss theorized that burnout is a coping response in a transactional process that begins with excessive and prolonged exposure to job stress. The uncontrollable stress causes strain in the individual which influences the coping process. If the stress is prolonged or becomes more intense, it will deplete the coping resources of an individual and force the individual to withdraw psychologically. 2.2.2.2 Edelwich and Brodsky: Five stages of burnout Edelwich and Brodsky (1980) suggested five stages of burnout: (1) enthusiasm; (2) stagnation; (3) frustration; (4) apathy; and (5) intervention. At the first stage, employees have great enthusiasm for their new jobs. They do not know much about their job and have unrealistic expectations about outcomes of their effort. Therefore, when the outcome is not as expected, they become disillusioned. During the period of stagnation at stage two, realities of the job become evident. The job is no longer satisfying as it first appeared. Employees are now more concerned with meeting personal needs, working hours, and career development. The third stage is called the period of frustration. Employees begin to question their job effectiveness and the value of their job. The limits imposed by bureaucracy frustrate the individuals and they become dissatisfied with the job situation. At this stage, employees begin to develop emotional, physical, and behavioral problems. Proceed to stage four; employees frustration turns to apathy because individuals feel trapped. On one hand, they feel frustrated by the job situation but on the other hand, they need the salary. The emotional and physical responses of individuals become worse whereby they would avoid clients whenever possible. The final stage is intervention. Nevertheless, it cannot be determined whether this stage would occur in an organization or the individual who is experiencing burnout would recognize their psychological state as undesirable. In summary, Edelwich and Brodsky viewed burnout as an evolutionary process that begins with idealistic enthusiasm and commitment. Subsequently, the loss of idealism, vigor, and purpose are triggered largely by work conditions (Edelwich Brodsky, 1980). 2.2.2.3 Maslach: Burnout caused by social interaction Maslach, a social psychologist, who became a stellar figure in the emerging research of burnout, has provided the conceptual definition that begun the second wave of research. Maslach (1982) described burnout as a three-dimensional syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Another specific contribution Maslach made was the theoretical emphasis on the relational causes of burnout which linked to the social roots of emotional expenditure (Leiter Maslach, 1988; Maslach Leiter, 1997). Maslach (1982) saw that emotional overload and subsequent emotional exhaustion are the heart of the burnout syndrome. Thus, the first response to a stressful interaction with other people is emotional exhaustion. As people become emotionally depleted, they cope by cutting back on their involvement with others. This detached response which called depersonalization is the second aspect of burnout and leads to various negative attitudes and behaviors. At this stage, individuals who experience burnout feel more emotional distress and guilt about how they have treated those that they are trying to help. Finally, the feeling of reduced personal accomplishment which is the third aspect of burnout appears. At this point, the individuals feel inadequate about their ability to treat or help others. They tend to believe that they have failed professionally and chosen the wrong profession. A major contribution by Maslach was the development of the Maslach Burnout Inventory (MBI). Maslach and Jackson (1981a, 1981b) developed the MBI, which was one of the first reliable instruments for valid measurement of burnout. MBI is still the most widely-used measure of burnout in current research. MBI assesses psychological burnout and has three different versions, which include one general survey, one for human service professionals, and one for educators. The most commonly used measure of burnout is the Maslach Burnout Inventory-Human Services Survey or MBI-HSS (Maslach, Jackson Leiter, 1996) which was developed to measure occupational burnout among people working in the field of human services. 2.2.3 Burnout and Nursing Employees in general experience burnout on the job, especially those in jobs with high contact with people. Nevertheless, nurses are considered at high risk of work-related stress and particularly susceptible to burnout among the different healthcare providers (Keane, Ducette Alder, 1985; Kilpatrick, 1989; Schaefer Moos, 1993; Schaufeli Janczur, 1994; Duquette, Kerouac Sandhu Beaudet, 1994; Farrington, 1995; Decker, 1997; Marsh, Beard Adams, 1999; Koivula, Paunonen Laippala, 2000; Taormina Law, 2000; Shimizu, Mizoue, Kubota, Mishima Nagata, 2003; Jenkins Elliott, 2004; Piko, 2006). This is also proven by the fact that burnout in nursing has received world-wide attention (Demerouti, Bakker, Nechreiner Schaufeli, 2000). Several studies have identified nurse burnout rates are as high as 40-50% (Hapell, Martin Pinikahana, 2003; Vahey, Aiken, Sloane, Clarke Vargas, 2004). Nurses are particularly susceptible to the development of burnout, mainly because of the nature and the em otional demands of their profession. Nurses experience considerable stress in their job because they have long working hours, a wide range of tasks, interpersonal conflict with patients and their families, doctors, and other co-workers, exposure to death and dying, and noise pollution (Schmitz, Neuman Opperman, 2000; Maslach, Schaufeli Leiter, 2001; Shimizu et al., 2003). Studies have also confirmed that stressful circumstances for hospital nurses are escalating (Foxall, Zimmerman, Standley Bene, 1990; Healey McKay, 2000; Koivula et al., 2000). Basically, nurses are subjected to many demands in the workplace which include physical demands as well as the psychological/emotional demands. The physical demands are related to the physical energy required to perform the daily duties of nursing such as transferring patients in and out of bed and lifting patients onto a bed. On the other hand, psychological/emotional demands are related to the emotional energy required to care for patients with chronic illness (Van Servelle n Leake, 1993). Therefore, nurses who feel overloaded perceive a lack of meaningful connection with the patients. 2.3 Emotional Intelligence (EI) Emotional intelligence (EI) is complementary to cognitive abilities (IQ) (Devrim, Nadi, Mahmut, Mustafa Mustafa Kemal, 2005). Goleman (1995) stated that EI is significant to success. Goleman further explained the difference between people with high IQs who experience difficulties in their personal and professional lives and people with moderate IQs who are very successful in all their endeavours. Emotions are separated from that of the rational mind by having independent views and a mind of their own (Freshwater Stickley, 2004). Therefore, one has two minds, a rational mind that thinks and an emotional mind that feels. In conclusion, both the rational mind and emotional mind, store memories and influence our responses, actions, and choices. Furthermore, EI such as academic intelligence can be learned and developed with age (Mayer, Caruso Salovey, 2000). Research has shown that people with high EI understand their own and others feelings, know how to manage themselves, deal successfully with others, and respond effectively to work demands (Dulewicz Higgs, 2003; Goleman, 2005). Cooper (1997) stated that people with high levels of EI experience more career success, build stronger personal relationships, lead more effectively, and enjoy better health than those with low EI. Hence, developing EI competencies in existing employees or finding individuals who posses these skills will enhance the organizations bottom line (Goleman, 1998a, 1998b) and ensure long-term success for the company. 2.3.1 Background and Definition of Emotional Intelligence (EI) The idea of EI has its roots in the social intelligences. EI was first proposed by Thorndike in 1921, who noted that it was of value in human interactions and relationships. Gardners (1983) multiple intelligence theory later also contributed to the theory of EI through the identification of intrapersonal and interpersonal intelligences. Interpersonal intelligence comprised of the ability to understand others and to co-operate with them, whereas intrapersonal intelligence comprised of the ability to be self-aware, to recognize ones own feelings, and to use this to operate successfully in life. However, the term EI was not brought into mainstream psychology until 1990s (Mayer, DiPaolo Salovey, 1990; Salovey Mayer, 1990). Hence, EI is a new construct since the first peer-reviewed article that was published in 1990 (Salovey Mayer, 1990). The concept is also described as a new theory which is still in the initial stage of development and testing (Ashkanasy, Hartel Daus, 2002; Cherniss , Extein, Goleman Weissberg, 2006). As a result, definition of EI varies. Salovey and Mayer (1990) first coined the term of EI and defined EI as the ability to monitor ones own and others feelings and emotions, to discriminate among them, and to use this information to guide ones thinking and actions. Mayer et al. (2000) further defined EI as an ability to recognize the meanings of emotions and their relationships, and reason and problem-solve on the basis of them. EI is involved in the capacity to perceive emotions, assimilate emotions related feelings, understand the information of those emotions, and manage them. However, the concept of EI was popularized by Goleman (1995) through his book Emotional Intelligence, which became the best-selling book for business and education leaders. Goleman (1998a) identified EI as the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. In addition, Bar-On (2005) defined EI as a cross-section of interrelated emotio nal and social competencies, skills, and facilitators that determine how effectively we understand and express ourselves, understand others and relate with them, and cope with daily demands. In conclusion, recognizing feelings and controlling emotions are described as the core competencies of EI. Individuals who are emotionally intelligent can understand one another and each others views to overcome conflict and avoid damaging the relationship. Therefore, EI is about sensing what others are feelings and handling relationships effectively (Dulewicz Higgs, 2000). Previous research also addressed the relationship between EI and work outcome variables such as stress perceptions in the workplace (Bar-On, Brown, Kirkcaldy Thome, 2000; Nikolaou Tsaousis, 2002), job satisfaction (Wong Law, 2002), job commitment (Nikolaou Tsaousis, 2002), leader effectiveness (Higgs Aitken, 2003), and performance (Lam Kirby, 2002; Van Rooy Viswesvaran, 2004; Lopes, Grewal, Kadis, Gall Salovey, 2006). 2.3.2 Theories of Emotional Intelligence (EI) Many theories have been proposed since the emergence of the concept of EI in 1990s. Nevertheless, three theories have gained acceptance among scholars and practitioners (Dulewicz, Higgs Slaski, 2003). These three major theoretical constructs each focused on understanding the roles of skills, traits, and abilities in EI (Emmerling Goleman, 2003). EI has been defined as an ability (Salovey Mayer, 1990), a set of traits and abilities (Bar-On, 2005) or a combination of skills and personal competencies (Goleman, 1995). The ability model is based on an individuals ability to use emotions as part of the reasoning process (Mayer et al., 2000). Mayer et al. asserted that EI depends on the ability to process emotional information and to use core abilities related to emotions. Bar-On (2005) conceptualized EI as a set of personality traits and abilities that predict emotional and social adaption within environments. Bar-On also affirmed that EI is teachable and learnable. According to Goleman (1995), EI is a set of learned skills and competencies and this conceptualization is most widely accepted outside academia. Golemans ideas have contributed to the development of leadership models that outline skills and competencies related to emotionally competent leadership (Emmerling Goleman, 2003). Apart from that, the literature has evolved into two main categories of EI models: (1) ability model; and (2) mixed models (Feyerherm Rice, 2002). The Salovey and Mayer theory is considered as an ability model of EI, while the Bar-On and Goleman theories are considered as mixed models of EI (Mayer et al., 2000). Basically, the ability model encapsulates EI as a skill and the mixed models go beyond ability by including additional personality characteristics that lead to certain behaviors. 2.3.2.1 Ability Model The ability model of EI is the Salovey and Mayer (1990) model which officially launched the field of EI. Salovey and Mayer viewed EI as an ability that exists, interacts, and complements an individuals cognitive capabilities. Ability theory promotes the relationship between cognition and emotions based on mental abilities (Mayer, Salovey Caruso, 2004). Salovey and Mayer conceptualized EI as a set of interrelated skills composed of four branches of abilities, which include: (1) perception and expression of emotions; (2) using emotions to facilitate thought; (3) understanding and analyzing emotions; and (4) managing emotions (Mayer et al., 2004). The four branches can be described as follows: (1) the perceiving emotions branch relates to the ability to detect emotions in oneself and in others; (2) the using emotions branch relates to the ability to use emotions in cognitive activities such as problem solving; (3) the understanding emotions branch relates to the ability to comprehend t he complexity of emotional languages and emotional relationships; and (4) the managing emotions branch relates to the ability for one to regulate emotions in oneself and in others. The ability model of EI is different from other theories because the model is the only one which utilizes an instrument designed to measure ability (Dulewicz et al., 2003). This model operationalizes EI using ability-based measures: the Mayer-Salovey-Caruso Emotional Intelligence Test (MECEIT) (Mayer, Salovey Caruso, 2002) and its predecessor, the Multifactor Emotional Intelligence Scale (MEIS) (Salovey Mayer, 1990). The ability tests measure how well people perform tasks and solve emotional problems, as opposed to other EI scales which rely on the individuals subjective assessment of his or her perceived emotional skills. However, ability tests are expensive and require more resources to administer and score. MSCEIT instrument is difficult to score and lacks workplace applicability (Brackett, Rivers, Shiffman, Lerner Salovey, 2006). Consequently, self-report assessment outnumbers ability tests are more widely used in the mixed models. 2.3.2.2 Mixed Models EI mixed theories highlight the emotional and social functioning of individuals (Goleman, 2005; Bar-On, 2006). Therefore, Bar-On categorized his model of EI as a key of emotional-social intelligence (ESI). Bar-On (2005) asserted five key competencies are associated with ESI, whereby the five domains of these mixed models are: (1) intrapersonal capacity (the ability to be aware and understand ones own emotions and to express ones feelings and ideas); (2) interpersonal skills (the ability to be aware, understand, and appreciate others feelings as well as to build and maintain effective and satisfying relationships with others); (3) adaptability (the ability to adapt to various situations by effectively managing personal, social, and environmental changes by employing various skills such as problem solving, reality testing, and flexibility); (4) stress management strategies (the ability to manage emotions and to use those emotions to stay motivated and persistent); and (5) motivational and general mood factors (the ability to be optimistic, to enjoy oneself and others, and to maintain positive feelings) (Bar-On et al., 2000). The Emotional Quotient Inventory (EQ-i), a self-report measure is considered as the most widely used measure of ESI (Bar-On, 2005). The EQ-i analyzes the concept of emotional and social functioning by measuring a persons ability to deal with daily demands and pressures. People who are taking EQ-i answer questions based on five competencies: (1) intrapersonal skills such as emotional self-awareness, self-regard, self-actualization, or independence; (2) interpersonal skills such as interpersonal relationships, empathy, and social responsibility; (3) adaptability, including problem solving, flexibility, and reality testing; (4) stress management, including tolerance and impulse control; and (5) general mood of optimism and happiness. Goleman developed his mixed models theory of EI by building on the work of Salovey and Mayer, in addition to other researchers in the field (Emmerling Goleman, 2003). Basically, Golemans model of EI can be grouped into personal competencies and social competencies that affect personal success in the workplace. Goleman (2005) stated that a personal competence is the ability to keep self-awareness and manage ones behaviors while a social competence is the ability to understand the behaviors of others and manage relationships effectively. These competencies are described in detail as: (1) self-awareness (knowing ones internal states, preferences, resources, and intuitions); (2) self-management (managing ones internal states, impulses, and resources); (3) motivation (emotional tendencies that facilitate reaching goals); empathy (awareness of others feelings, needs, and concerns); and (4) social skills (adeptness at inducing desirable responses in others) (Goleman, 1998a). Based on the emotional competencies identified by Goleman (1998a), the Emotional Competence Inventory (ECI) was designed to assess EI. ECI is a 360-degree scale which gathers self, subordinate, peer, and supervisory ratings on social and emotional competencies of individuals in organizations. Subsequently, Boyatzis (2007) designed Emotional Social Competency Instrument (ESCI), a multi-rater assessment in real organizational contexts which comprised of four emotional and social competencies, which include: (1) self-awareness; (2) self-management; (3) social awareness; and (4) relationship management. In general, EI mixed models stress performance based on behavioral competencies and personality traits suitable for a wide range of work contexts, job roles, and job levels (Petrides, Furnham Martin, 2004; Goleman, 2005; Boyatzis, 2007). The mixed models are also comprised of other measurement instruments. For examples, measures such as the Schutte Self-Report Emotional Intelligence Test (SSEIT) (Schutte, Malouff, Hall, Haggerty, Cooper, Golden Dornheim, 1998), and Wong and Laws (2002) leadership-focused measure of EI. Many studies in the literature utilize self-report measures of EI based on mixed models perspective that incorporates both disposition and ability (Chan, 2006). According to MacCann, Matthews, Zeidner and Roberts (2003), mixed models scales vastly outnumber ability tests at the stage of EI development, meaning that EI is more commonly assessed as a disposition, rather than as an ability. Additionally, self-report or peer-report measures require less amount of time to complete and are most cost-effective than the ability based measure. 2.3.3 Emotional Intelligence (EI) and Nursing There is a large body of knowledge related to EI exists outside nursing whereas EI theory and research within nursing is scarce and a more recent phenomenon (Akerjordet Severinsson, 2007; Smith, Profetto-McGrath Cummings, 2009). Smith et al. (2009) conducted a literature review related to EI and nursing during 1995 to 2007. Smith et al. found only 21 theoretical and 9 empirical articles related to the subject and concluded that although the body of theoretical literature in nursing is growing, scientific research about EI and nursing is just beginning. Apart from that, researches that link EI and nursing are mostly correlation designs using small sample sizes. Akerjordet and Severinsson (2007) asserted that EI has significant implications for nurses quality of work in healthcare. Therefore some qualitative studies have been carried out to explore the concepts and ideas of EI in nursing (Akerjordet Severinsson, 2004; Freshwater Stickley, 2004; Kooker, Shoultz Codier, 2007; Hurley Rankin, 2008). Akerjordet and Severinsson (2004) used qualitative interviews to gain insight into mental health nurses emotional experiences in practice and sought to understand the connection between nurses articulations of emotions in practice and EI concepts. Four main themes emerged from the study, which include: (1) relationship with the patient; (2) the substance of supervision; (3) motivation; and (4) responsibility which are related to different aspects of EI. For instance, relationship with the patient which was a central research finding is linked to EI through the ability to interpret and communicate emotional information. Akerjordet and Severinsson concluded that EI implies important personal and interpersonal skills in nurses therapeutic use of self, critical reflection, and stimulates the search for a deeper understanding of professional nursing identity. In another study, Kooker et al. (2007) used the conceptual framework of EI to analyze nurses stories about their professional practices. The stories reflected evidence of EI competencies that could provide fresh insights into ways to keep nurses engaged in practice and to improve nurses retention and patient/client outcomes. The domains and competencies of EI identified across the stories include social awareness, the most common one, followed by social management, self-awareness, and lastly self-management which was represented less frequently than the other domains. In summary, EI concept is increasingly recognized and is making an appearance in nursing journals (Cadman Brewer, 2001; Evans Allen, 2002; Freshman Rubino, 2002). The literature revealed EI is important and relevant to nursing from both an empirical and a theoretical perspective. EI influences emotions within quality of care and stress management, thus influence employees retention, quality of patient care, and patient outcomes. Therefore, further research that investigates potential uses for EI theories, skills, and competencies related to nursing practice and patient care is warranted within the healthcare environment (Akerjordet Severinsson, 2007; Smith et al., 2009). 2.4 Relationship between Emotional Intelligence (EI) and Burnout Emotional Intelligence (EI) expressed in the ability to recognize, understand, control, and utilize emotions may have impact on the perceived job stress and the consequences of experienced stress. Many empirical studies have shown that the relationship exists between EI and burnout syndrome (Reilly, 1994; Duran Extremera, 2004; Gerits, Derksen, Verbruggen Katzko, 2005; Chan, 2006; Duran, Extremera, Rey, Fernandez-Berrocal Montalban, 2006; Benson, Truskett Findlay, 2007; Rimmer, Bedwell, Bay, Drachman, Torey, Foster Caruso, 2009; Brackett, Palomera, Mojsa-Kaja, Reyes Salovey, 2010). These studies also proved that there is a negative correlation between EI and burnout syndrome. For instance, Reilly (1994) in a study of hospital nurses identified that nurses who scored higher on EI experienced fewer symptoms of burnout. Apart from that, other empirical studies have shown that the components of EI are correlated with the components of burnout (Mendes, 2002; Farmer, 2004; Palser, 2004; Potter, 2006; Froese, 2009). Farmer (2004) conducted a study to examine the relationship between EI and burnout using a sample of 169 newly graduated nursing students in practice. The results showed significant correlations which included a negative relationship between using emotions to facilitate thinking and depersonalization (DP) (r = -.240, p Palser (2004) investigated EI and burnout among ministerial workers. The researcher utilized bivariate analysis and produced two significant correlations. Firstly, an inverse relationship between emotional exhaustion (EE) and using emotions to facilitate thinking was presented among the 101 pastors sampled (r = -.25, p < .05). Secondly, a positive relationship was identified between personal accomplishment (PA) and understanding emotions (r = .21, p < .05). In another study, Froese (2009) examined whether the four abilities of EI predicted the components of burnout among 57 professional caregivers after accounting for the contribution of caregiver's demographic characteristics, which were licensure level, age, and ethnici

Black Boy :: Essays Papers

Black Boy3 Most young people have a dream of what they want to become. Maybe it doesn’t have to be a dream, but some kind of goal that they reach for. In the book, Black Boy, Richard, the main character, also had a dream, even though he lived in the South with strong white discrimination, pressure and a bad relationship with his relatives. As a student right now, I have dreams that I want to achieve in the future, even though I really don’t know how to achieve those dreams. Usually, when people are young, they have dreams of what they want to become. Those dreams may be being a firefighter, baseball player, teacher, pilot and so many other great jobs. When I was a child, I really wanted to become a pilot. The reason that I wanted to become a pilot when I was a child is that my father is a pilot. Richard had a dream to become a writer. However, Richard Wright’s main dream and reasons that made him have his dream are really different from mine. Richard was discriminated against by the whites, and was not treated fairly by his relatives. This terrible environment, which Richard lived through his young age, led him to seek freedom in nature. Even though he dreamed to become a writer, he had no leeway to think about dreams like that or mine. At first, he was just hungry for a better life and environment. Richard’s dream was to go up North for a better life and environment because he was tired of the discrimination and the racial distin ction between whites and blacks. Richard and I are similar in some ways. I really don’t know how to get a job or anything. It is the same as Richard for not knowing the reality of being in the North and becoming a writer. He just imagined himself working all over the place where he could find jobs as one step to reach his dream. I study here in Keio and I believe that it is a step and part of a process to be an adequate person, to gain enough knowledge to have a job in the future. My dream right now is to have a job that would let me work in a foreign country.

Seeing Myself in Waiting for Godot :: Waiting for Godot Essays

Seeing Myself in Waiting for Godot Some people wondered why in high school my favorite book was Waiting for Godot, a drama described on the title page as â€Å"a two-act play in which nothing happens twice.† In fact, my liking a play that does not portray a series of connected incidents telling a story but instead presents a pattern of images showing bewildered people in an incomprehensible universe initially baffled me too, as my partiality was more felt than thought. But then I read a piece by the critic Martin Esslin, who articulated my feelings. He wrote in â€Å"The Search for the Self† that throughout our lives we always wait for something, and Godot simply represents the objective of our waiting—an event, a thing, a person, death. It is in the act of waiting that we experience the flow of time in its purest most evident form. (31) I realized that I was seventeen in high school passively waiting for something amazing to happen to me just like Vladimir and Estragon. I also realized that experiencing time flowing by unproductively was not for me regardless of how â€Å"pure† that experience might be. At several points in the play, Estragon states that he wants to leave, but Vladimir always responds, â€Å"We can’t . . . we’re waiting for Godot† (8). Neither one knows why the wait nor who Godot is or looks like, and they both admit, when asked by Pozzo why they mistook him for Godot, that â€Å"we hardly know him at all† (20). Yet, they wait for him instead of looking within themselves for meaning in their lives. They even turn to close-at-hand sources about them to provide reasons for their wait: from inside a hat or a boot (8). But, as Lucky points out, the â€Å"reasons [are] unknown† and always will be (28). Therefore, their external search is pointless to give life me aning. Or put another way, Vladimir and Estragon wait endlessly for life to begin. As simple as it is, I see myself in them, waiting for someone or something to bring me meaning, to guide me, to spark my life. The existentialist ideas behind much of Waiting for Godot cut to the quick, as I, too, struggle through life trying to achieve some sort of purposeful meaning (Bryce). Like everyone else, I am a victim of waiting and going nowhere fast. As embarrassing as it is to me now, in high school, I ached as I searched to fill an empty part of me with love or true friendship, and at last I found him! But rather than acting on what I felt for him, I sat there and waited, hoping that he would notice me, the perfect soul mate.

Three Wishes

Three wishes are upon me and three wishes are my lead into achieve what I want. These wishes can or cannot grant what I want but they will surely help me think what the most important things in my life are. I got these three wishes for my great personality and my positiveness. I have three wishes that I would like to wish for, even though if they can’t be granted at least the most important thing is to try it by my own. These wishes are the lead to my happiness and they are, wishing to visit Osaka Japan, second is to wish to pass my ENG 010 class and the final wish is to graduate from college.Wishing to visit Japan is one thing I always wanted. Even though I don't speak Japanese, there are things do and places to go that don’t need language skills. There are plenty of wishes I would like to wish for, but visiting Osaka Japan is one of first one that I have in mind. Wishing to visit a place isn't really a wish because you can do it whenever you want if you have money. I wish to visit Japan not only because is a famous country, instead, is because I would love to interact into a different culture.I choose this wish since money is a problem when talk about vacations. For example, when people talk about vacation, the first thing they think about is money. Since money is the lead into do whatever you like, going to an expensive place would be impressive. I prefer this wish than others because visiting a far place will not be an opportunity that I would have every day. In addition, I would love this wish since life is about time I want to pass some of that time being happy and free from problems. Passing a class on school is a big deal for me.My second wish would be about passing my ENG 010 class. I choose this wish because I want to pass that class, finish the year and finally graduate. This wish is my second most important in my life not only because is about my education but because my future is ahead of me. If this wish can be granted, my life would be easier in several ways. For example, if this wish is granted maybe I could have the ability to do much better. Also, this wish could give me more knowledge by studying more into passing the class.I wish to pass this class since this is the one I’m doing worst, I also don’t want it to be the first one I failed for the first time. I choose this wish instead of others because failing a class is a nightmare. For example, you will have to pay for the class all over again each time you failed it. Also, you have to work on things you already done. Finally, each time you failed a class you will be one step further from your career. Passing my English class has been a frustrating moment for me and that’s why I want this wish to be granted.Graduating from college is my first and most important wish I have. This wish is unique from others because it can lead me into achieving what I want, which is graduating from college. This wish will give me the benefit to finally g et one step closer to my career. I choose this wish because this is the one which will show me my future. For example, if I get this wish granted, I will see me myself working on a big company in the future. This can be done by completing my education and begin to do what I want to.I prefer this wish not only because is about my education instead since I will know by then that when I graduate I will have master my skills in any subject. If this wish is granted, it will be easier for me because this wish will improve my knowledge on studying and brings me more hope onto pass my four years without any problem. Having this wish granted or not, I will still be happy and trying hard to finish college. Having wishes is one of the greatest things I always wanted. These three wishes can change my life in several ways. These three wishes can change others life’s in several ways.I have three wishes which they are important in my life, even though if they can’t be granted, I woul d still be happy for what I had. Having the opportunity to go to Osaka Japan is amazing since is really expensive. Passing my ENG 010 class can be a great time for me because I will be one step closer to my graduation. Finally, graduating from college is the best thing that could happen to me; one step closer to be part of the career I want. Where there is hope, there are always wishes and I will still be happy if these wishes aren't granted.

Comparison of the French Revolution and the Salem Witch Trials

Coincidence and certainty —– comparison of the French Revolution and the Salem Witch Trials As we have learned on the class, these two distinguished historical events, the French Revolution and the Salem Witch Trials have obvious similarities and certain differences, we pay attention to them because these are two of the miserable man-made chaos in human history (although French Revolution has great positive importances to France and the whole world, there was unnegeletable chaos and massacres, that's what I what to illustrate above).In my point of view, after analysing different aspects of their backgrounds , we can say that besides the differences, there are also reasonable similarities between both of the events. To compare and contrast the French Revolution and the Salem Witch Trials, I would like to separate the topic into several parts associated with the events to illustrate my idea. Differences: 1, The Salem Witch Trials happened on 1692, while the French Revolut ion exploded on 1789, which means that these two events have a time gap of almost one hundred years. , Meanwhile, The Salem Witch Trials happened in Massachusetts, America, and the French Revolution at first bursted in Paris, France, and then spreaded around the whole country, the location is another difference. 3, Massachusetts, at that time was a colony of Great Britain, the overall social economy remained undeveloped as agricultural-based villages, no more to say the capitalization and modernization; while France in 1789 had already become one of the strongest country in Europe with a great economy development. , 1692 in Massachusetts, society was in the control of the colonists from Great Britain, villagers were kept in a primitive agricultural life, the main conflict in that region, in my opinion, was the gap between the rich and the poor among the villagers. 1789 in France, people were divided into three stages, first stage consisted of bishops and priests, second stage consis ted of aristocrat and royalty, and the third one consisted of bourgeois and peasants, while Bourgeois had become the most effective and active status in France by their talents and hardworking, they didn't enjoy any privileges and political rights; peasants ere under tough taxations and suffered from poverty. So the conflicts between the third stages and the first two stages were getting more and more serious. 5, 1692 in Massachusetts, most people were uneducated, thus inevitably had superstitious beliefs such as ghost and witch, effected by these kinds of beliefs, they were easily aroused and provoked, caused panic, then they could help going mad and doing crazy things. 789 in France, most people had been influenced by â€Å"the enlightement†, more and more people believed the thoughts of liberty, equality and fraternity, thus disappointed with the social fact. Similarity: 1, Among people who got involved into these two events, there were large amount of uneducated and poor persons: villagers in Massachusetts, and peasants in France. 2, I want to use the word â€Å"conformity† to explain the chaos and massacres of both events psycologically.Why were there so many innocent people sentenced to death penalty at last? Why did persons who used to be kind become brutal and blinded accused the others? I believe that on one hand, people have a trend to believe something which is believed by the majority, which has driven people in Massachusetts to accuse others of witches without any reasonable evidence and made people in France believe that some people were guilty to be traiters.On the other hand, when under a disordered situation, people lost their own sense of judgement and justice, in order to protect themselves from being accused guilty, they had to set up others to prove that they themselves were innocent. 3, Both of the events, fierce and terrible as they became, were finally terminated, with in my opinion, shows that human history has a strong a bility of self-recovery and development. The society changes after great chaos and people learn and make progresses, that's how we grow up.

SWOT analysis

This resulted in Telephone Interpretation being offered since that year. This service connects trained Interpreters via telephone to Limited English Proficient (LEAP) Individuals. Curaà §ao International Is one of those companies that provide critical translation and interpretation services. Worked full time there as an interpreter, which is a chance to gain some insight about the company's workplace as well as into the language service. Let's have a look back at history of the company and perform a SOOT analysis.HISTORY According to the company's homepage, Kevin J. Carrey and Mark Myers patented the first dual-handset phone and founded the company In Tucson, Arizona since 1995, which they named Severer. Three years later, the company's name was changed into Curaà §ao International with Jeremy Woman being Chairman and CEO. It created a subsidiary, Viviane, In 2009, there were 2 big events to the company. It first announced the calculation of Language Learning Enterprises, Inc. (LEE ) and second, opened the Tucson contact center. Its Phoenix contact center was next, In 2012.Like its competitors in the industry, Curaà §ao International Inc. (mentioned here as â€Å"Curaà §ao† or the â€Å"company†), is a diversified language services company, operates wrought Its two sections: Curaà §ao Is for clients In the field of healthcare: healthcare plans, clinics and hospitals, and Valance Is for bal and governments: Insurance, financial services, education, 911, utilities, telecommunications. The products include: Over-the-Phone Interpretation (POP), Video Remote Interpretation (IVR), On-site Interpretation, Document Translation, and Training and Assessment.This information is not quite accurate, at least at present. While working there in 2013 1 saw that clients had to pay $4 per minute and interpreters' received approximately $1 5 an hour ($10 for Spanish interpreters). No wonder Curaà §ao is placed within the Top 15 companies reporting an average ra te of growth of 72. 75 percent growth in 2008. (â€Å"Second annual ranking,† 2011) Weaknesses Firstly, at Curaà §ao there is hardly a strong organization culture. It seems that the company chooses to focus on the call center side of things rather than create one.Many interpreters are misled in thinking of a company that values intelligence and language skills, when it turns out later that they hire bilingual persons to apply their protocols only. Consequently, interpreters should be content with low salaries; this bob does not require a degree. And that is at the time of interviews. Next, there are distinct departments and lines of authority, work activities are designed around individuals. In this call center, 100% of calls are recorded and monitored and employees are required to follow extensive rules and regulations and to minimize formal contact with other employees if not functionally necessary.One supervisor sits at higher booth keeping an eye on 10 Interpreters. A ma nager of each department (that handles one language) walks around examining closely to ensure there are no deviations. Indeed, this is management in the survival mode and there is no workplace spirituality. And that leads the second weakness of Curaà §ao, High Employee Turnover compared to industry averages. Current HCI recruiter, Richard Arena, is a forever busy person. During the 2 years I knew him he was present at almost every Job fair in the Valley.Not only offering both part and full time Jobs, he made recruiters of other company in the fair to point any ethnic minority Jobsharers to his booth. Not only have Richard and his HER team worked really hard, but the company has had a long time policy that any employee gets a $200 reward after successfully bringing in a new interpreter to work for Curaà §ao. Apparently, something underlies the fact that the company is â€Å"Arizona fastest-growing Job creator in 2013 and second fastest in 2012 for creating over 800 Jobs in the sta te† as it claims in its homepage.Opportunities Executive Order 13166 are two out of many opportunities that the language service industry in general, and Curaà §ao in particular have encountered. Fortune Magazine views the approximately â€Å"9% of people in the U. S. Who don't speak English a sizable market waiting to be tapped† (wry. Fortune. Com/addictions). They are right, as according to the U. S. Census, a foreign migrant enters the United States every 22 seconds. These people need insurance, healthcare as well as other products and services†¦ Hill the agents and insurance carriers need the means to explain and sell them. This partly accounts for the phenomenon that language services industry having the growth and revenue numbers that resist recession. On August 1 1, 2000, then-president Bill Clinton signed Executive Order 13166 which â€Å"requires that the Federal agencies work to ensure that recipients of Federal financial assistance roved meaningful acc ess to their LEAP applicants and beneficiaries† (n. D. ).It is expected that that the total national cost of providing language assistance services to LEAP individuals could be as high as $1 to $2 billion annually (â€Å"Why executive order,† 2011). This resulted in the domestic market alone being surprisingly robust-and growing for Curaà §ao as well as other language service companies. Threats At Curaà §ao, it's hardly spoken within the call centers, but we employees all know that Languages Solutions is our long-term and strong competitor who may represent a wreath to future market growth of Curaà §ao.Languages â€Å"employs approximately 5,000 interpreters† (in compare with 1200 of Curaà §ao) (â€Å"Second annual ranking,† 2011). It provides the same products but much bigger quantities nationwide, for example, about 90 percent of the over-the-phone interpretations for 911 emergency calls. In fact, most important governments are clients of Languages. Just go to such offices as social security, CUSCUS, DES and you'll see the logo of Languages in a poster showing that free interpretation is available. Curaà §ao has to face this to say it hoses to focus on healthcare instead. SWOT analysis This resulted in Telephone Interpretation being offered since that year. This service connects trained Interpreters via telephone to Limited English Proficient (LEAP) Individuals. Curaà §ao International Is one of those companies that provide critical translation and interpretation services. Worked full time there as an interpreter, which is a chance to gain some insight about the company's workplace as well as into the language service. Let's have a look back at history of the company and perform a SOOT analysis.HISTORY According to the company's homepage, Kevin J. Carrey and Mark Myers patented the first dual-handset phone and founded the company In Tucson, Arizona since 1995, which they named Severer. Three years later, the company's name was changed into Curaà §ao International with Jeremy Woman being Chairman and CEO. It created a subsidiary, Viviane, In 2009, there were 2 big events to the company. It first announced the calculation of Language Learning Enterprises, Inc. (LEE ) and second, opened the Tucson contact center. Its Phoenix contact center was next, In 2012.Like its competitors in the industry, Curaà §ao International Inc. (mentioned here as â€Å"Curaà §ao† or the â€Å"company†), is a diversified language services company, operates wrought Its two sections: Curaà §ao Is for clients In the field of healthcare: healthcare plans, clinics and hospitals, and Valance Is for bal and governments: Insurance, financial services, education, 911, utilities, telecommunications. The products include: Over-the-Phone Interpretation (POP), Video Remote Interpretation (IVR), On-site Interpretation, Document Translation, and Training and Assessment.This information is not quite accurate, at least at present. While working there in 2013 1 saw that clients had to pay $4 per minute and interpreters' received approximately $1 5 an hour ($10 for Spanish interpreters). No wonder Curaà §ao is placed within the Top 15 companies reporting an average ra te of growth of 72. 75 percent growth in 2008. (â€Å"Second annual ranking,† 2011) Weaknesses Firstly, at Curaà §ao there is hardly a strong organization culture. It seems that the company chooses to focus on the call center side of things rather than create one.Many interpreters are misled in thinking of a company that values intelligence and language skills, when it turns out later that they hire bilingual persons to apply their protocols only. Consequently, interpreters should be content with low salaries; this bob does not require a degree. And that is at the time of interviews. Next, there are distinct departments and lines of authority, work activities are designed around individuals. In this call center, 100% of calls are recorded and monitored and employees are required to follow extensive rules and regulations and to minimize formal contact with other employees if not functionally necessary.One supervisor sits at higher booth keeping an eye on 10 Interpreters. A ma nager of each department (that handles one language) walks around examining closely to ensure there are no deviations. Indeed, this is management in the survival mode and there is no workplace spirituality. And that leads the second weakness of Curaà §ao, High Employee Turnover compared to industry averages. Current HCI recruiter, Richard Arena, is a forever busy person. During the 2 years I knew him he was present at almost every Job fair in the Valley.Not only offering both part and full time Jobs, he made recruiters of other company in the fair to point any ethnic minority Jobsharers to his booth. Not only have Richard and his HER team worked really hard, but the company has had a long time policy that any employee gets a $200 reward after successfully bringing in a new interpreter to work for Curaà §ao. Apparently, something underlies the fact that the company is â€Å"Arizona fastest-growing Job creator in 2013 and second fastest in 2012 for creating over 800 Jobs in the sta te† as it claims in its homepage.Opportunities Executive Order 13166 are two out of many opportunities that the language service industry in general, and Curaà §ao in particular have encountered. Fortune Magazine views the approximately â€Å"9% of people in the U. S. Who don't speak English a sizable market waiting to be tapped† (wry. Fortune. Com/addictions). They are right, as according to the U. S. Census, a foreign migrant enters the United States every 22 seconds. These people need insurance, healthcare as well as other products and services†¦ Hill the agents and insurance carriers need the means to explain and sell them. This partly accounts for the phenomenon that language services industry having the growth and revenue numbers that resist recession. On August 1 1, 2000, then-president Bill Clinton signed Executive Order 13166 which â€Å"requires that the Federal agencies work to ensure that recipients of Federal financial assistance roved meaningful acc ess to their LEAP applicants and beneficiaries† (n. D. ).It is expected that that the total national cost of providing language assistance services to LEAP individuals could be as high as $1 to $2 billion annually (â€Å"Why executive order,† 2011). This resulted in the domestic market alone being surprisingly robust-and growing for Curaà §ao as well as other language service companies. Threats At Curaà §ao, it's hardly spoken within the call centers, but we employees all know that Languages Solutions is our long-term and strong competitor who may represent a wreath to future market growth of Curaà §ao.Languages â€Å"employs approximately 5,000 interpreters† (in compare with 1200 of Curaà §ao) (â€Å"Second annual ranking,† 2011). It provides the same products but much bigger quantities nationwide, for example, about 90 percent of the over-the-phone interpretations for 911 emergency calls. In fact, most important governments are clients of Languages. Just go to such offices as social security, CUSCUS, DES and you'll see the logo of Languages in a poster showing that free interpretation is available. Curaà §ao has to face this to say it hoses to focus on healthcare instead. Swot Analysis SWOT ANALYSES SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. It is the most renowned tool for audit and analysis of the overall strategic position of the business and its environment. Strenghts * These drinks are low calorie yet tasty which is hard to find in every day drinks. * Neuro drinks are packaged in attractive bold coloured bottles which makes these drinks stand out to other bottled drinks. * The bottles in which Neuro drinks are packaged are fully recyclable.This is a big strength as people are becoming more aware of the earth and recycling. * No competitor in Irish market can compete as it’s totally new and different to other drinks in Ireland. There is no opposing brand with exactly the same purpose. * These drinks boost specific brain or body functions. So if a certain one of these drinks doesn’t suit one consumer another one will. * The company is a proud sponsor of SPIN's annual events held in Texas. * Strong, fresh ; fashionable brand identity Weaknesses Although Neuro drinks work they are only a temporary solution. So people cannot mistake them as a lifelong solution. * Neuro drinks contain caffeine which can become addictive resulting in the drink unhealthy for you. * These drinks are slightly higher price than your everyday energy/vitamin drink so families on a low budget may not be able to afford it. * We can’t stress enough how this drink should not be taken in place of a healthy diet. People may take it as that. It should be taken as part of a healthy diet. Neuro core benefits don’t fit into new trends , there are new trends to focus more on being natural, healthy ,new trends not only towards boosting body and brain but also memory ,intelligence ,lowers stress and depression accordingly RB seemsnot to be appealing to the next generation * over the past few years due to depreciation of the US dollar, American products have gained a competitive advantage in pricing; American products are l ess expensive for Irish and European consumers * Above average prices Opportunities Standard promotion and advertising will help to bring more customers attentions to these products, e. g. : Posters, surveys, sponsoring, and Articles. * We see a big opportunity for recognition through sponsorship of sports events. As one particular type of drink is made specifically to enhance and maintain sport performance. * Trust. We need out future customers to trust our drinks and us as a company. We intend to give out testers and create competitions for people to win and try our products. Hopefully a healthy image will be created of our product enough that people what to try. Potential opportunity to productline extension * The new cultural shift especially of guys towards body building and going to the gyms Threats * Company’s selling drinks along the same line. (e. g. Vit water, Red bull) are a big threat. We need to ensure our campaigning is enough to gain loyal customers. * However, Ireland’s GDP growth has been revised upwards from 0. 6% to 1% in 2013. And the inflation rate in Ireland was recorded at 1. 20%in December of 2012 * The fact it’s so new is a huge threat people have little knowledge about this product

Ethics of Human Cloning Essay

In 1971 James D. Watson claimed that one day human cloning would be workable and noted that â€Å"as many people as possible be informed about the new ways for human reproduction and their potential consequences, both good and bad†(Burley and Harris 2001, p. 69). Watson’s statement was given little attention. In 1997, the birth of Dolly, today the world’s most famous sheep, caused widespread public excitement. Dolly became artificially produced clone and proof that cloning large animals like sheep or humans would be possible. More importantly perhaps, Dolly raises many different sorts of important questions for human beings. Human cloning has been met with widespread unease all over the world and generated a series of ethical issues that will be discussed in this paper. Main Body In opposition to productive cloning it is asserted that the method would be causing danger to human beings. For example, Dr Harry Griffin, the director of the Roslin Institute, Scotland, that successfully cloned Dolly the sheep indicates that: It would be irresponsible to try and clone a human being, given the present state of the technology†¦. The chances of success are so low it would be irresponsible to encourage people to think there’s a real prospect. The risks are too great for the woman, and of course for the child (Griffin, 2001). However, while the possible success regarding human cloning may be low and there may be risks of undeveloped embryos, against this it could be claimed that similar arguments could have been directed against the potential efficiency of in vitro fertilization techniques (IVF). IVF was once considered unsuccessful but today is a well-developed and valued treatment for infertility. IVF would never have developed if negative reasons such as this were successfully used to oppose it. A second concern on the subject of human cloning is about the motivation of those who would want to clone themselves and others. On the one hand, it might be accepted that human cloning would make possible for infertile couples to produce genetically related children. On the other hand, there seems to be a worry that people may use human cloning not in order to found a family but with purpose to make a ‘copy’ of themselves. In addition, there may be people who hope to produce ‘copies’ of other living or dead individuals. For example, it was this motivation for cloning that was the theme of the fictional film The Boys from Brazil. In the film Hitler’s genotype was cloned to produce a Fuehrer for the future (Harris 1998, p. 169). However, any clone of an existing person will not be a ‘copy’ of that person. Having the same genotype as another individual does not make a clone the same individual and it is probable that effects from the egg and from the environment would make any clone considerably different from their genetic ‘twin’. While this may be so, it could be likely that those who employ human cloning with purpose to produce a copy of themselves or others will not be proper parents. As a result, the welfare of any produced child will suffer. The motivation of many parents to produce a child may also not withstand close examination. What would be a ‘good’ motivation for wishing to have a sun or daughter? It could be claimed that all motivations to bring to birth a child are based, at least to some degree, on the selfish feelings of future parents. A third main concern on the regard of human cloning involves these kinds of worries about the well-being of the produced child. It may be possible that any child born as a result of nuclear somatic transfer cloning will experience disadvantage either because he/she is ‘robbed’ of his/her genetic identity or because he/ she will not have an ‘open future’ (Harris 1998, p. 169). To what extent is a cloned person robbed of his/her genetic identity? While most human beings are genetically unique, there seems to be no indication that permitting the birth of genetically identical twins derived from a single fertilized ovum robs anyone of their ‘genetic identity’ or even that the fact that twins of this kind share a genetic identity is causing harm to these individuals. It could be stated, therefore, that it thus seems not clear why this factor should make human cloning unethical. It has been indicated (Holm, 1998) that clones created by means of nuclear somatic transfer cloning will live their lives in the shadow of their older genetic ‘twin. As a result, the clones will not have the ‘open future’ that most of ordinary people have and, it might be argued, human beings have a right to. Soren Holm, for example, argues that: Usually when a child is born we ask hypothetical questions like ‘How will it develop? ‘ or ‘What kind of person will it become? ‘ and we often answer them with reference to various psychological traits we can identify in the biological mother or father or in their families†¦In the case of the clone we are, however, likely to give much more specific answers to such questions. Answers that will then go on to affect the way the child is reared (Holm, 1998, pp. 160-161). Holm’s point of view is that producing a clone that lives life in the shadow of an older genetic twin is unethical as: It diminishes the clone’s possibility of living a life that is in a full sense of that word his or her life. The clone is forced to be involved in an attempt to perform a complicated partial re-enactment of the life of somebody else (the original) (Holm, 1998, p. 162). This means that while people usually claim for the importance of the moral principles of respect for individual autonomy or the power to make a decision for oneself without influence from outside, people are violating these principles by robbing clones this opportunity to live their lives in the way they want. The way the clones were produced will putt them in a position where they are living in a shadow. However, even if this claim is true that clones would ‘live in the shadow’ of their genetic ‘originals’, it is not obvious that this fact should compel people to prohibit human cloning. Arguments that compel people to consider the well-being of a resulting child are questionable. It has been claimed that a person is only wronged by being brought to birth if he/she has a life ‘so bad that it would be a cruelty rather than a kindness to bring it into existence’ (Bennett and Harris, 2002, p. 323). This kind of unfortunate existence is sometimes characterized as an ‘unworthwhile life’. An ‘unworthwhile’ life would be a life of extremely negative experience and worsening. Other lives that may be not perfect, but not so worthless as to deprive that individual of an amazing experience of living, are termed ‘worthwhile lives’. In this regard, the statement is that as long as a person is likely to have a ‘worthwhile life’ he/she is not disadvantaged by being brought to birth. Thus, even if a human clone is likely to have a life that is somehow less than ideal, his or her suffering is unlikely to be such that it makes life ‘unworthwhile’. It could therefore be claimed that while being born a clone may not be the ideal way of coming into the world, it is the only opportunity of existing in this world and to have a life that is likely to be worth living. If this position was considered, it would establish human cloning as ethically acceptable at least on the grounds of giving the child a right to exist. Conclusion The topic human cloning has a number of ethically puzzling if not problematic features. Cloning will be one of the most hotly debated and least well-understood phenomena in near future. Today human cloning meets with overwhelming opposition. However, it is clear that human cloning turns out to be the perfect embodiment of the ruling possibilities for new age.