Color Marking Assignment

Motherhood: Ma, since Steinbeck first described her is a goddess woman in the book. In this chapter, the motherhood is displayed by Ma. As she has to say good bye to Tom, the child for whom she has shown the most affection, she is sorrowful. â€Å"I wanna touch ya again, Tom. †¦ I wanna remember, even if it’s on’y my fingers that remember. You got to go away, Tom. † And she also gave him 7 dollars. 7 dollars, at that time in such a terrible environment, 7 dollars is huge number, she gave to Tom, because she‘s worry about him. You take the money†¦You got no right to cause me pain†. John Steinbeck is using this motherhood to praise the great love mother has been giving to their children. Even in the worst condition, even in the bad situation, they still willing to love their children and love them more than love anyone else. Tom’s thinking: Maybe reader has sensed the change in Tom’s character. His soul and spirit is growing sinc e the capture of Casy. Here, Steinbeck writes out the thought of Tom during that period to inform reader what Tom is thinking is all about Casy. He is thinking about all what Casy said. â€Å"But now I been thinkin’ what he said, an’ I can remember –all of it. † He also realize what Casy said that â€Å"a fella ain’t got a soul of his own, but on’y a piece of a big one. † Tom’s thinking also helps to foreshadowing the decision Tom made which is to continue what Casy had done later in the chapter. Tom’s decision: Here, in the cave, Tom told Ma his decision. He plans to continue and hopefully finished the work that Casy started. Tom wants to organize a strike to bring out the fair wage. John Steinbeck use Tom’s decision finally complete his character portraying for Tom since Tom is at his closest point to being self actualized. And at this point Steinbeck also helps reader to find out how a soul has been growing during the harsh time and suggests that Tom is one of the million people who has gone through these and realized the â€Å"a fella ain’t got a soul of his own, but on’y a piece of a big soul†. Description: Steinbeck uses a lot detail description in this chapter. As Ma setting out ot find Tom â€Å"The movement stopped, and after a long moment †¦Ã¢â‚¬ ¦ that it might have been a stump. Here, Steinbeck helps reader understand that after Tom killed two cops and Casy’s death, Tom is living like a rabbit. Tom is hiding and staying along so that he can think and decide to continue what Casy had started. Then Steinbeck also use detail description â€Å" Her reaching hand found his head in the blackness and her fingers moved down to his nose, and then over his left cheek. † This shows reader the love Ma has giving to Tom, the greatness of mothers’ love which Steinbeck intend to express.

Nummerberg Trials-Unjust essays

Nummerberg Trials-Unjust essays After World War II, the victorious Allies decided to hold a trial for the defeated Nazis. These trials lasted from November 20, 1945 till October 1, 1946. Although the victors claimed that they would give the accused a fair trial, upon closer inspection we can see that in reality, these trials were biased and were a victors justice. After the war, each of the Allies leaders had their own idea for how they should deal with the Nazis. Stalin suggested that they should have trials, but here everyone is guilty and afterwards is shot. What then would be the point of having a trial then? It would just appear as a play before they would perform their actual intentions. He may have suggested this also so that he could say that they were fair because they gave them a trial-but what sort of trial? Churchill even said that they should just be lined up and shot. If the leaders of the Allies were saying such things, how could we even expect the trials to be unbiased then? Each allied country had its own persecutors. All the judges at the trials came from the victorious countries as well. Most of the judges were American or Russian. During the trials, the Americans put American justice over International Justice. It was wrong and unfair however to do such a thing because those who were guilty didnt even come from the United States? Since the trials were supposed to be international in scope, they shouldnt be following the justice of one country, but rather international justice. Although the Americans were applying American justice to the trials, they didnt even follow their constitution while doing so. The US constitution states that laws cannot be made post-facto, but in Nuremberg, they created these laws (for example, crimes against humanity, and waging aggressive war) after the Germans had committed them. It is wrong however to charge defendants with crimes ...

A Realistic Assessment of a Marine Biologists Earning Potential

A Realistic Assessment of a Marine Biologist's Earning Potential Do you think you want to be a marine biologist? An important consideration might be what amount youll earn. It is a tricky question, as marine biologists perform a variety of jobs, and what they are paid depends on what they do, who employs them, their level of education, and experience. What Does a Marine Biologist's Job Entail? The term marine biologist is a very general term for someone who studies or works with animals or plants that live in salt water. There are thousands of species of marine life, so while some marine biologists do well-recognized jobs like training marine mammals, the vast majority of marine biologists do other things. This includes studying the deep sea, working in aquariums, teaching at a college or university, or even studying the tiny microbes in the ocean. Some jobs may involve tasks as odd as studying whale poop  or whale breath. What Is a Marine Biologist's Salary? Because the jobs of a marine biologist are so wide-ranging, their salary is also. A person that has focused on marine biology in college may first get an entry-level technician job helping a researcher in a lab or in the field (or rather, out in the ocean). These jobs may pay an hourly wage (sometimes minimum wage) and may or may not come with benefits. Jobs in marine biology are competitive, so often a potential marine biologist will need to get experience through a volunteer position or internship before they can get a paying job. To get additional experience, marine biology majors may want to get a job on a boat (e.g., as a crew member or naturalist) or even at a veterinarians office where they can learn more about anatomy and working with animals. More established marine biologists may earn from about $35,000 to about $80,000 annually. According to the Bureau of Labor Statistics, the median pay in 2017 was $62,290, but they lump the marine biologists in with all zoologists and wildlife biologists. In many organizations and universities, a marine biologist will have to write grants to supply funding for their salaries.  Those working in non-profit organizations may need to assist with other types of fundraising in addition to grants, such as meeting with donors or running fundraising events. Should You Become a Marine Biologist? Most marine biologists  do their jobs because they love the work. It is a benefit in itself, even though compared to some other jobs, they dont make a lot of money, and the work is not always steady. So you should weigh the benefits of a job as a marine biologist (e.g., often working outside, travel opportunities, trips to exotic locations, working with marine life) with the fact that jobs in marine biology generally pay fairly modestly. The job outlook for 2016-2026 showed positions for wildlife biologists were expected to grow at a rate of eight percent, which is approximately as fast as for all jobs in general. Many positions are funded from government sources, so they are limited by ever-changing governmental budgets. You will need to be good at science and biology to complete the education necessary to become a marine biologist.  You need at least a bachelors degree, and for many positions, they will prefer a person with a masters degree or doctorate. That will entail many years of advanced study and tuition expenses. Even if you dont choose marine biology as a career, you still may get to work with marine life. Many aquariums, zoos, rescue and rehabilitation organizations, and conservation organizations look for volunteers, and some positions may involve working directly with, or at least on behalf of, marine life.

Funding Alternatives for City Hall Term Paper Example | Topics and Well Written Essays - 2000 words - 2

Funding Alternatives for City Hall - Term Paper Example The city enjoys net capital assets of about 57.9 million dollars, general fund of about 14.4 million dollars and debts running up to 35.4 million dollars. According to the city’s financial statements, per capita income is about 1, 697 dollars. The city requires more finances to fund expansion plans, provide vital services and clear the outstanding debts. Several measures are being put in place to make good use of the available assets. Some of the vital projects at hand include; public works yard, city hall and a public safety building. The main areas of sourcing for finances are revenue bonds, general obligation bonds and limited general obligation bonds. The development objective is the drop in the challenges that the city faces and its causes through partnership approach that is harmonized by the city authorities. The first phase of the project was to conduct a survey which will provide a source of reference for the formulation of strategy by defining the various funding options, including an identification of the key components and actors for effective completion of the highlighted projects. Sustainable livelihoods are those that are built on a scheme that offer a way for survival without exposing the natural reserve base. In this regard, one of the strategic areas of focus of the city’s framework and the residents is transparent resource management. The program focuses on the city levels on improving management structures to make them more receptive to the needs of the people, reinforce participation of citizen and aid groups to relate more efficiently with authorities. The City of Maitland is faced with formidable challen ges of rapid urban growth, diminishing resources and increasing global competition, all of which result in the challenges within the city’s administration. Nonetheless, the authorities have demonstrated an inspiring level of elasticity and capacity to contain the challenges as a sign of good

Film Essay Example | Topics and Well Written Essays - 750 words - 2

Film - Essay Example Essentially considering which specific context would inspire the film to convey its core substance and value, Linklater and the rest of the filmmaking body could have schemed for direction and production on account of the city structure of Paris, the significance of open spaces within this big city, as well as the use of mixed concepts involving places whose functions are distinct from each other. Paris had shaped and created a colourful indispensable mark in the world history as much as the mother nation had so that through it, one would gain ease and good point of recollecting the period of Renaissance or the age of Enlightenment across Europe where fields like arts, literature, music, and philosophy flourished upon the emergence of intellectuals. To this day, the essence of creativity and critical thinking lives on in a manner that encourages a culture of thinkers to run the course of nature which apparently determines the mild rustic look of Paris, as a whole, though it is widely known to the world for its high sense of fashion. Its preserved humble yet classical structure occurs as the leading ground behind how the city manages to remain conducive for intellectual sort of reflections among real individuals whose roles might probably be those assumed by Jesse and Celine. Watching â€Å"Before Sunset† with intent look into the general structure of the city, the audi ence may naturally recognize the feel of society that lacks industrial appeal or some technological approach of projecting the theme, for the thematic relevance that proceeds along the conversation of the couple seems intimately connected to the historical roots of civilization. The structural worth of the city provides context to a depth of insight possessed by the main act of exchanging words from point to point where no high-rise postmodern constructions blend in so as to secure the notion that the city is at the level close to the view of humanism rather than industrialism. On the other

See the dis Essay Example | Topics and Well Written Essays - 250 words - 1

See the dis - Essay Example Those affected have their health state affected and boosting their activity by making their bones strong and health (47). Unhealthy feeling contributes to mental disturbance especially when the disease seems to fall out of hand. From my perspective, this selection is critical from the so far dangers associated with osteoporosis. Notably, this realization will go a long way in reducing the number of dependants, increasing per capita, and the general GDP. Alongside healing the disease and making the affected healthy, economic boost should be seen as a reason for customers to buy. This is of value since economic progress is key to every country especially when the progress has health backing. Health nation means a wealthy nation. To a potential employer, providing me with employment will play a critical role in contributing to the already realized company’s success. Of importance, realization of a product that seeks to heal a controversial disease means that as the product gets known to the public, the company’s reputation is promoted. The potential employer must understand that the company will get global with the product. Additionally, chances of other realizations are extremely high meaning that the growth of such a company is

Theories of Job Satisfaction and Organisational Commitment

Theories of Job Satisfaction and Organisational Commitment Job satisfaction Job satisfaction can be described as a pleasurable or positive emotional state resulting from the individual’s job or job experiences (Locke, 1976). Job satisfaction is a topic of wide interest to both people who work in organisations and people who study them. It is a most frequently studied variable in organisational behaviour research, and also a central variable in both research and theory of organisational phenomena ranging from job design to supervision (Spector, 1997). Traditionally, job satisfaction focuses on the feelings that an individual has about their job. However, what makes a job satisfying or dissatisfying does not depend only on the nature of the job, but also on the expectations that individuals have of what their job should provide (Lu, While Barriball, 2004). Organisational Commitment Organisational commitment has been defined as the degree to which employees believe in and accept organisational goals and desire to remain with the organisation (Mathis Jackson, 2000). Similarly, Wright and Noe (1996) defined organisational commitment as â€Å"the degree or extent to which employees strongly identify with the organisation and feel attached to it.† Although there are a variety of different definitions for organisational commitment, they all share the view that organisational commitment is a psychological state that characterises an employee’s relationship with their organisation and has implications for that employee continuing membership in the organisation (Meyer Allen, 1997). However, what differs among these definitions is the nature of the psychological state being described (Mowday, Steers Porter, 1979; Wiener, 1982). In order to acknowledge the different psychological states,Meyer and Allen (1991)developed a three-component model of organisati onal commitment. The first component is affective commitment, which refers to an employee’s â€Å"emotional attachment to, identification with, and involvement in an organisation† (Meyer Allen, 1991). The second component is continuance commitment, which involves the employee’s perceptions of the costs associated with leaving an organisation. The last component is normative commitment, which refers to an employee’s feelings of obligation to stay in the organisation. Organisational Citizenship Behaviours Organisational citizenship behaviours (OCBs) are voluntary employee behaviours that are not formally rewarded by the organisation, but contribute to either the success of the whole organisation or to the well-being of other employees (Borman Motowidlo, 1993). Examples of OCBs include: helping colleagues with their work, helping new members of staff, talking positively about the organisation to outsiders, and voluntarily going to functions that help the organisation’s image (Lee Allen, 2002). Research on OCB’s have shown that they are important as they improve both individual level (Rotundo Sackett, 2002) and organisational-level performance outcomes (Podsakoff, Whiting, Podsakoff, Blume, 2009). It has been suggested that there are five different categories of OCBs including altruism, courtesy conscientiousness, civic virtue, and sportsmanship (Organ, 1988). Furthermore, OCBs have been divided into two different types. Williams and Anderson (1991) divided up the dime nsions based on who the behaviours were directed towards. If the behaviour was directed towards other individuals in the workplace, there were classified as Organisational citizenship behaviour–individuals (OCBI), while behaviours directed at the organisation as a whole were classified as organisational citizenship behaviour-organisational (OCBO). For example, categories of OCBs such as altruism and courtesy are actions aimed at other employees and would therefore be classified as OCBIs.Whereas, conscientiousness, civic virtue, and sportsmanship are behaviours intended for the benefit of the organisation and would therefore be considered as OCBOs. Core Self-Evaluation sub-traits and their relation to organisational citizenship behaviour, job satisfaction and organisational commitment. There are a lack of studies linking the core self-evaluations factor to organisational citizenship behaviours. However, three of the core traits: self-esteem, locus of control, and emotional stability, are the most widely studied personality traits in personality and applied psychology (Judge Bono, 2001). In total, self-esteem, locus of control, and emotional stability have been the subject of more than 50,000 studies (Judge et al, 2002). Self-esteem is used to describe an individual’s overall self-evaluation of their competencies (Rosenberg, 1965). Simply put, self-esteem is a personal evaluation which reflects what people think of themselves as individuals. For example, Korman (1970) states that self-esteem reflects the degree to which the individual â€Å"sees themselves as a competent, need-satisfying individual†. Therefore, an individual with high self-esteem has a â€Å"sense of personal adequacy and a sense of having achieved need satisfaction in the past† (Korman, 1966). As well as the reflecting component of self-esteem, Pelham and Swann (1989) explain that self-esteem also consists of an affective (liking/disliking) component. For example, individuals with high self-esteem like who and what they are; agreeing with statements such as â€Å"I am a person of worth, on an equal plane with others† and â€Å"I am satisfied with myself† (Rosenberg, 1965). Overall, it is the self-e valuation and descriptive conceptualisation that individuals make and maintain about themselves. Locus of control refers to an individuals’ perception of the main causes of events in life. It can be divided into two categories: internal locus of control and external locus of control. Individuals with an internal locus of control believe that they have control over the events and consequences associated with their lives, such as control over their own destinies. Therefore, they believe that the majority of their life experiences are determined by their own skills, abilities, and efforts. Whereas those with an external locus of control believe that life events are the result of circumstances outside their control. They believe that their destinies are controlled by external forces such as luck, chance, fate, or powerful others (Paulhus, 1983; Rotter, 1966). Emotional stability or neuroticism is perhaps the most enduring personality concept in psychology, as it is one of the dimensions of the widely studied five-factor model of personality. There are thousands of studies on the topic and the entire field of psychoanalysis and clinical psychology might be traced to the study of neurotic symptoms (Freud, 1910). Emotional stability represents individual differences in the tendency to experience distress (McCrae John, 1992). Typical behaviours associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). Generalised self-efficacy is described as an individual’s estimate of their fundamental ability to cope, perform, and be successful. This can be seen as the ability to persist and a persons ability to succeed with a task. As an example, self-efficacy directly relates to how long someone will stick to a workout regime or a diet. High and low self-efficacy determine whether or not someone will choose to take on a challenging task or write it off as impossible. Relation of Self-Esteem, Locus of Control, Neuroticism, and Generalised Self-Efficacy to Job Satisfaction. Judge et al. (1997) hypothesised that core self-evaluations would be related to job satisfaction through both direct and indirect means. Indeed, Judge et al (1998) found that the four traits, treated as a single latent construct, were significantly related to job satisfaction. This study also found that self-esteem, generalised self-efficacy, locus of control, and neuroticism were each independently significantly correlated with job satisfaction. Therefore, suggesting both direct and indirect links with job satisfaction. Despite the vast amount of research on dispositions and job satisfaction, Judge and Bono (2001) found there were no meta-analysis of the relationship between any of the four traits and job satisfaction. The relationships of these traits to job satisfaction had been discussed in reviews of the literature with respect to self-esteem (Tharenou, 1979), locus of control (Spector, 1982), and emotional stability (Furnham Zacherl, 1986), however the size and extent of these relationships, and the variability in these relationships across studies, had not been established. Therefore, Judge and Bono (2001) conducted a meta-analysis of 169 correlations. The found that the correlations of the core traits with job satisfaction ranged from 0.24 for emotional stability to 0.45 for generalised self-efficacy. All of these correlations generalised across studies (more than 90% of the individual correlations were greater than zero). Other research has also supported these finding, for example, studies have suggested that LOC is a significant predictor of job satisfaction (Judge, Erez, Bono, Thoresen, 2003), whereby individuals with an internal LOC reported higher levels of job satisfaction (Martin, Thomas, Charles, Epitro McNamara, 2005). Furthermore, several studies have shown that direct measures of neuroticism are negatively related to job satisfaction (Furnham Zacherl, 1986; Smith, Organ, Near, 1983; Tokar Subich, 1997), indicating that individuals with high neuroticism have lower job satisfaction. Moreover, there are theoretical reasons to expect a positive relationship between the four sub-traits and job satisfaction. In the case of self-esteem, Locke, McClear and Knight (1996) posited that, A person with a high self-esteem will view a challenging job as a deserved opportunity which he can master and benefit from, whereas a person with low self-esteem is more likely to view it as an undeserved opportunity or a chance to fail. Research has in fact supported this, suggesting that individuals with high self-esteem maintain optimism in the face of failure, which makes future success and future satisfaction more likely (Dodgson Wood, 1998). Another theoretical mechanism linking these traits to job satisfaction is suggested by Kormans (1970) self-consistency theory. Kormans theory predicts that individuals with high self-esteem choose occupations consistent with their interests, which would lead to greater levels of job satisfaction. More generally, Kormans theory predicts that hi gh self-esteem individuals will engage in a broad array of behaviours and cognitions that reinforce their self-concept. Similarly, Spector (1982) suggested that individuals with an internal locus of control should be more job satisfied because they are less likely to stay in a dissatisfying job and are more likely to be successful in organisations. With respect to neuroticism, McCrae and Costa (1991) noted that neuroticism is related to lower well-being because individuals who score high on neuroticism are predisposed to experience negative affects. Negative affect, in turn, is negatively related to job satisfaction (Brief, 1998; Spector, 1997). Finally, Judge et al. (1997) argued that generalised self-efficacy should affect job satisfaction through its association with practical success on the job. Because individuals with high self-efficacy deal more effectively with difficulties and persist in the face of failure (Gist Mitchell, 1992), they are more likely to attain valued outco mes and thus derive satisfaction from their jobs. Relation of Self-Esteem, Locus of Control, Neuroticism, and Generalised Self-Efficacy to Organisational Commitment. The four sub-traits have also been studied independently with regards to their relationship with organisational commitment. In terms of self-esteem, a review of the literature by Pierce Gardner (2004) identified several studies which report a significant and positive relationship between self-esteem and organisational commitment (Gardner Pierce, 1998, 2001; Lee, 2003; Phillips Hall, 2001; Ragins Cornwell, 2000; Riordan, Weatherly, Vandenberg Self, 2001; Tang Ibrahim, 1998; Tang, Kim O’Donald, 2000; Tang, Singer Roberts, 2000; Van Dyne Pierce, 2004). Correlations range between .12 and .64. These findings suggest that employees with high levels of self-esteem are more committed to their organisations than those individuals with low self-esteem. There are also some studies relating an individual’s locus of control to organisational commitment. Coleman, Irving, and Cooper (1999) conducted a study on the relationship between locus of control and organisational commitment. The results revealed that internal locus of control was related to affective commitment, while external locus of control was associated with continuance commitment. Furthermore, a study by Igbeneghu Popool (2011) provides empirical evidence to show that locus of control has a significant inverse relationship with organisational commitment. These findings are similar to research done two decades ago in which organisational commitment was found to be positively related to internal locus of control (Luthans, Baack, Taylor, 1987). Neuroticism has been found to be significantly related to organisational commitment (Erdheim, Wang Zickar, 2006). Cui (2010) found that neuroticism was significantly related to the continuance commitment part of organisational commitment. It has been shown that neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). These findings directly relate to continuance commitment, which may develop out of an employee’s fear of the costs associated with leaving their current position (Meyer Allen, 1997). This is to the extent that when negative events occur in a highly neurotic individual’s job, the individual may feel more apprehensive about facing a new work environment that could provide even harsher experiences. Therefore, they are more likely to have high levels of continuance commitment. Once again, research found that self-efficacy was a significant predictor of organisational commitment (Bogler Somech, 2004). Saleem, Saba Adnan (2012) explored self-efficacy as a predictor of organisational commitment among bank employees. Correlational and multiple regression analyses indicated that self-efficacy was significantly positively correlated organisational commitment. Wu and Short (1996), who studied the relationship between teacher empowerment and teacher job commitment and job satisfaction, found that among the six subscales that compose the teacher empowerment scale (SPES), professional growth, self-efficacy and status were significant predictors of organisational commitment. Relation of Self-Esteem, Locus of Control, Neuroticism, and Generalised Self-Efficacy to Organisational Citizenship Behaviour. The four sub-traits have also been studied separately in relation to organisational citizenship behaviour. Again, Pierce Gardner’s (2003) review found various studies showing that self-esteem was related to organisational citizenship behaviour. For example, Tang, Davis, Dolinski, Ibrahim, Sutarso Wagner (2002) examined self-esteem and organisational citizenship behaviours with samples in the United States, Taiwan, Poland, and Egypt. In both their US and non-US samples they found significant and positive relationship between self-esteem and organisational citizenship behaviour. Van Dyne and Pierce (2004) who used both supervisor and peer ratings of citizenship behaviour, reported significant relationships between self-esteem and organisational citizenship behaviours. Self-esteem has been found to have significant relationships with both dimensions of organisational citizenship behaviours: altruism and compliance (Tang Ibrahim, 1998). Chattopadhyay (1999) observed a positive and significant relationship between self-esteem and altruism. Chattopadhyay and George (2001) also observed a positive relationship between self-esteem and altruism in their study of employees in a computer manufacturer. Furthermore, studies such as Lee (2003) looked at the five dimensions of citizenship behaviour (i.e., altruism, conscientiousness, courtesy, sportsmanship, and civic virtue) and found significant relationships between self-esteem and acts of good organisational citizenship. Tang, Singer, Roberts (2000) investigated the effect that public (other serving) and private (self-serving) motives on altruistic and conscientiousness acts of organisational citizenship, and found a positive relationship between public motives and self-esteem, and a negative relationship for private motives. They also report a positive relationship between self-esteem and both dimensions (altruism and conscientiousness) of citizenship behaviour. Overall, across this set of studies self-esteem correlated with organisational citizenship behaviour in the range between .23 for compliance and .83 for altruism, indicating that self-esteem has a more significant relationship with the altruistic dimension of OCBs. Two studies have found empirical support for the relationship between locus of control and citizenship performance. Motowidlo and Van Scotter (1994) reported a significant correlation (r = .26) between internal locus of control and organisational citizenship performance. More recently, Funderberg and Levy (1997) found a .33 correlation between locus of control and self-reports on the altruism dimension of OCB, but a negative correlation of .34 with peer ratings on the same OCB dimension. Facteau, Allen, Facteau, Bordas Tears, (2000) found low negative correlations between locus of control and citizenship performance. Neuroticism (emotional instability) has a negative relationship with citizenship behaviour. Those who score high in neuroticism tend to be more preoccupied with their own anxieties and presumably do not have the emotional stamina to concern themselves with others problems or general system requirements unrelated to their own immediate needs (Smith, Organ Near, 1983). Bogler Somech (2004) found that self-efficacy was a significant predictor of OCB. Their results showed that self-efficacy, significantly predicted organisational commitment. The importance of self-efficacy as a predictor of all three outcomes can be understood if we relate to the original concept of self-efficacy developed by Bandura (1977). According to Bandura, self-efficacy is based on two dimensions that he labelled ‘‘outcome expectancy’’ and ‘‘efficacy expectancy’’. ‘‘Outcome expectancy’’ implies that an individual estimates that a given behaviour will result in certain outcomes. ‘‘Efficacy expectations’’ refer to behaviours toward the expected outcomes. Not surprisingly, where teachers report higher levels of self-efficacy, they exhibit more organisational behaviours. Teachers who have high expectations of themselves to perform effectively and successfully in school will car ry out extra functions beyond the formal ones and will feel more committed to their school and to the teaching profession.