Gender Equality and a Male’s Perspective in Leila Aboulela’s Short Stories

Gender Equality and a Male’s Perspective in Leila Aboulela’s Short Stories
 
 
 
 
 
 
 
 
 
 
 
 
Jida Al-Mazrouei
G00046466
Gender Equality: A Male’s Perspective
ENG 215, SEC 01 – American University of Sharjah
[Due Date
[Try to adhere to APA formatting of the coversheet; I have also edited your header.]
 
 
 
 
 
 
 
Abstract
Leila Abdulla’s [Aboulela’s] The Ostrich “The Ostrich” [titles of short stories and articles should be between quotation marks and not italicized] (2001,2005) [spacing; correct all below] is a short story about a Sudanese man living in the UK who struggles with his identity. All he wants is to be accepted by society as well as behave like them. His personal issues cause him to be harsh towards his wife at times because she is a constant reminder of his nationality and traditions as she also comes from Sudan. Abdulla’s The Boy from The Kebab Shop (2001,2005) [Aboulela’s “The Boy from the Kebaba Shop” (2001, 2005)], also a short story, is about two mixed race young adults, Dina and Kadeem [Kassim], and the difference in their behavior towards their traditions and religion. The story also shows the struggles Kadeem [correct the spelling of Kassim in the essay] faces because of his parent’s very different nationalities. The final short story that I will be discussing, also by Abdulla is The Museum (2001,2005). This story is about a Nigerian [Sudanese] upper class university student and her classmate Bryan. This story also describes Sharia’s [Shadia’s] [try to get the names of the characters right] struggles with her appearance and her views about people who come from a lower social class than she does. This paper will describe the problems both the male and female characters in these short stories face, the main point of discussing both sexes is to make readers aware that males face the same self insecurities and issues that women face. [You need some theory articles on masculinity to use as a lens – white masculinity such as Bryan’s and Arab/African such as Majdy’s. You might also consider articles on patriarchy, especially in relation to Majdy.]
Keywords: The Ostrich, The Boy from The Kebab Shop, The Museum, males, insecurities.
[Moderate effort with abstract; watch out for high and low-order concerns.]
[Title required here again – see sample APA paper.]
Introduction
Leila Abdulla, is a Sudanese writer is [and] the author of these short stories [discussed in this essay] from her collection Colored Lights (2001, 2005). She was born in 1964 in Cairo, [;] her mother was Egyptian and her father was Sudanese. When she was still in [an] infant her parents moved her to Khartoum, Sudan, and she lived there until 1987. She studied at the Khartoum American School and at the Sisters’ School, a private Catholic High school where she learned English. She then continued her education at the University of Khartoum with a degree in Statistics. She then Travelled to the UK where she was awarded a M.Sc. and an MPhil in Statistics from the London School of Economics. She began her journey of writing in 1992 when she started working as a lecturer in Aberdeen College and later as a Research Assistant in Aberdeen University (provide an in-text citation for the source of this information; in addition, list this source in your references page). The three short stories I will be discussing from her collection The Colored Lights discuss characters that come from different cultural backgrounds and how they manage to make themselves comfortable and feel at home. [Provide a hint of your thesis – male insecurity.] [Moderate effort with introduction; edit for high and low-order concerns.]
 
Summary
The Ostrich Describes a Sudanese man, Majdy’s, self identity problems. He is ashamed of his race, nationality, [and] culture, while on the other hand his wife does not have a problem with her appearance or her cultural background. His inner conflicts cause him to act unfairly towards his wife at times. Further along in the story his wife constantly had flashbacks of “The Ostrich,” who represented her classmate. The Ostrich on the other hand, had once complimented her appearance and never gave her reason for self doubt. He [Her husband, Majdy, on the other hand,] is very desperate to show that although he is Arab and dark-skinned, he can still be “modern.”. [period inside – American versus Commonwealth punctuation] He has a love-hate relationship with his wife because she is a reflection of him. Right in the beginning of the story he says, “You look like something from the third world.” (Abdulla, 2001, p. 35). [Commendable effort with summary points; watch out for a significant level of low-order concerns and be sure to take advantage of the services offered by the Writing Center before submitting your work. Going forward, I will mainly focus on high-order concerns.] This proves that he gets angry when he sees his wife because she reminds him of his roots which is something he is not proud of. Sumra thinks about the Ostrich every now and then when she feels distant from her husband. Towards the end of the story when she hears that the ostrich is married she feels slightly envious of his new bride (Aboulela, 2001, pp. #-#). [Provide in-text citations at the end of each summary paragraph with a page span of each short story in the collection.]
The Boy from The Kebab Shop tells a story about Kaseem and Dina, two mixed race young adults and the confusions they face about their culture, mostly Kaseem. Dina lived more freely although she was a female, was more outgoing. Kaseem lived a stricter life, was more shy, quiet although they had similar nationalities. Dina’s mom was Egyptian and her dad was Scottish, Kaseem’s mom was Scottish and his dad was Moroccan. His nationality seemed to hold him back, he was mostly comfortable with making Arab friends at school. In this story Aboulela portrayed the male character as the more vulnerable sensitive one and the female main character as more outgoing and open to new ideas and change. It was also interesting to see how Dina was intrigued to learn more about her religion after seeing how closely Kaseem followed his religion, and bumping into him while he was praying. This story expresses one of the difficulties or confusions males can have in their lives (cite).
            The museum tells a story about a high class Sudanese student Shadia studying abroad and her strange friendship with a Scottish student Bryan. Shadia is the one approaches Bryan for his statistics notes. Later on in the story Bryan invites her to a museum to have a look at a display about Africa, although she was hesitant at first because she is engaged she agreed to go. Shadia was surprised to discover that “Nothing was of her, nothing belonged to her life at home, what she missed. Here was Europe’s vision, the clichés about Africa: cold and old” (2001, p.115). The same way Shadia was quick to judge Bryan just because he did not come from a wealthy background, the museum was very stereotypical how they portrayed Africa. However, Bryan that the way Africa was portrayed in the museum is not the real Africa, and gave Shadia a chance to explain but she stayed quiet (cite). [Rephrase for better clarity and flow.] This story showed me how at times males can be victims of misrepresentation. [Avoid response in summary section.] [Commendable effort with summary points; watch out for a significant level of low-order concerns.]
Thesis
Most of us are aware of issues females deal with such as sexism, [;] however, in this paper I will be looking at the other side, and will explain some of the struggles male[s] deal with. Some of these struggles [They] include conflicts with self identity, judgement because of their wealth status [/class] and even because of their culture or religion. At times males are judged more harshly because society has a lot of expectations from them. For example, most societies expect men to be confident, without realizing that they are humans who may have personal issues of their own and may be going through struggles. Society usually expects men to behave in a masculine manner, where crying is frowned upon or revealing their true feelings is seen as feminine, [;] that on its own is a struggle. [Interesting thesis; you, however, need to beef it up with a theoretical source/lens on masculinity or a related matter. Please do some research on Summons/JSTOR/MLA databases or visit the research help desk in the library. In addition, please read sample essays on iLearn and see how the theoretical source/angle is linked to the various theses statements.]
Literature Review and Theoretical Overview
[A literature review and theoretical overview – about 1-2 pages – is missing. Who else has written about masculinity in regard to Aboulela’s works and what did they say? What new insight does your work/essay provide? What theoretical lens could you use to beef up your thesis and critical analysis? Consider Fanon’s Black Skin, White Mask and provide a brief overview of relevant material.]
Response
In The Ostrich Majdy acts unfairly towards his wife at times but that is only because he deals with self identity problems on a daily basis, he is constantly in a battle with himself because he does not feel worthy enough to be living among white people. [You might consider Frantz Fanon’s Black Skin, White Mask as a theoretical lens in regard to Majdy’s racial identity problems. I have attached it to this e-mail.] His Sudanese wife is a mirror image of his culture background so it seems that there is a love hate relationship, especially because she seems to be proud of her origins and who she is. Sumra, Majdy’s wife does not understand her husband’s bitterness and takes it personally, but if she had looked deeper she might be able to help him open his eyes and realize that he should be proud of who he is. Sumra reflects back to her former classmate” The Ostrich” from time to time especially on the days where she does not feel appreciated enough by Majdy. “I was wrong to return. All the laughter and confidence has been left behind.” ( 2001, p. 41). [Interesting discussion in support of thesis; it would be stronger with theory from Fanon. In addition, edit for low-order concerns.] [Shift of discussion point – new paragraph.] Although forcing her to remove her headscarf is frowned upon in general, there is pain behind his decision, Majdy is desperate for acceptance by the “white British” that he does not want them to automatically assume that Sumra is scarfed because he forced her to, it is a daily battle for Mjady to have all these thoughts going on in his mind. In Kaseem’s mind he is trapped between following the religion he was taught as a child and being frowned upon by the british society he is currenty living in. [Interesting discussion here; consider getting a research article on the politics of the hijab/veil in the UK/Europe, the husband/male factor, and issues of perceptions in regard to oppression of women and men’s role in this. This could strengthen your response point.]
In the short story The Boy from The Kebab Shop, the main characters are Kaseem and Dina. They are both children of mixed cultural parents and have different struggles of discovering their identity. Kaseem in specific has difficulties staying close to his religion yet still being curious when he finds himself attracted to Dina, a frequent visitor of the kebab shop that he works in. Kaseem feels more comfortable with Arab students because of his shy personality. “But he made friends with some of the other boys in class, Arab boys who recognized his name straight away.” (2001, p. 58) However, his struggles had a good turn when they influenced Dina and intrigued her to try to become more in touch with her religion. She was curious about her religion when she bumped into Kaseem performing prayers at the staff room of the kebab shop. Although they both came from similar backgrounds they had very different mentalities and it was interesting to read how Aboulela showed both the male and female’s side to the story. Usually people who are interested in feminism and are very strict followers tend to look past the struggles males might endure and struggle with, weather they are young adults or grown men. [Flesh out Karim’s struggles some more, especially in regard to finding/making friends, finding a mentor/father figure, and finding a woman to love with similar cultural/religious/moral sentiments.]
In The Museum was very intriguing to (Aboulela, 2001) read because of how Aboulela portrayed the male character as the victim of judgement and stereotype. When Shadia found out about Bryan’s parents work and financial status she immediately judged him and viewed herself too good for him, although she is the one who pursued a friendship in order to have notes for statistics after hearing that Bryan is intelligent. The same way some women are judged by society and are expected to behave a certain way, men deal with struggles of their own as well. On the other hand, when Bryan invite Shadia to a trip to the museum she was speechless of how wrong they portrayed Africa, and although Bryan knew it was wrongly viewed and Africa has so much more to offer he gave her a chance to explain more about her roots. It is true that we hear a lot about how unfairly women are treated and that they do not have the same rights as men, this increases the pressure on men to always maintain a perfect image. [Try to develop Bryan’s struggles some more; find an article on class in Scotland as well as research on the challenges of interracial love/relationships, especially on a white man such as Bryan and the resistance he might face in his own or the girl’s community. Consider the aftereffects of colonialism as well, which make the relationship between Shadia and Bryan more complicated. Theory article on these issues would beef up your analysis of Bryan and his relationship with Shadia.]
Conclusion
Before judging anyone, weather it is a man or woman we must think outside the box and think about the reason someone may behave in a certain manner. Everyone deals with their own struggles behind closed doors and unfortunately we live in a world that is very quick to judge without giving people the benefit of the doubt. Men deal with struggles just as women do, perhaps not the same, however that does not make them less painful or difficult to deal with. Some of the struggles males face include conflicts with self identity, judgement because of their wealth status and even because of their culture or religion or maybe even race. [Moderate effort with conclusion; it will resonate better after the aforementioned revision suggestions as well as attention to low-order concerns.]
 
Sources: [References]
(Aboulela, Coloured lights , 2001) [List the Aboulela sources using APA documentation style.]
[You need a few more sources to list, mainly research articles in support of your response points; research articles from your literature review, which is missing; and at least one theory/critical article, which you use as a lens to read Aboulela’s work.]
 
Dear Jida,
 
Thank you for sharing your essay. I looked forward to receiving a more refined version after
 
revision.
 
Essay Grade = 70% + 4% Extra Credit = 74% = 59.2/80
 
Quiz Grade = 41% = 8.2/20
 
Overall Grade = 59.2 + 8.2 = 67.4% D
 
Best wishes,
 
Lily
Grading color codes:
 
 
 
 
Additional Comments:
 
 
 
 
Please see an explanation of essay grades [A to F] below.
Core Components & Multiple Trait Rubric for the Literary Critical Paper
 
Revision Policy:
Revision is required. The act of going to the Writing Center alone does not merit a grade by itself. It is merely a stage in the revision process. A student has to implement the recommendations of the Writing Center/peer reviewer as well as my own original detailed comments or issues discussed during conferences. Revisions have to be comprehensive to merit a grade increase.
 
 
 
 
 
 
 
 
 
Gender Equality and a Male’s Perspective in Leila Aboulela’s Short Stories
Jida Al-Mazrouei
G00046466
Gender Equality: A Male’s Perspective
ENG 215, SEC 01 – American University of Sharjah
[Due Date
[Try to adhere to APA formatting of the coversheet; I have also edited your header.]
 
 
 
 
 
 
 
Abstract
Leila Abdulla’s [Aboulela’s] The Ostrich “The Ostrich” [titles of short stories and articles should be between quotation marks and not italicized] (2001,2005) [spacing; correct all below] is a short story about a Sudanese man living in the UK who struggles with his identity. All he wants is to be accepted by society as well as behave like them. His personal issues cause him to be harsh towards his wife at times because she is a constant reminder of his nationality and traditions as she also comes from Sudan. Abdulla’s The Boy from The Kebab Shop (2001,2005) [Aboulela’s “The Boy from the Kebaba Shop” (2001, 2005)], also a short story, is about two mixed race young adults, Dina and Kadeem [Kassim], and the difference in their behavior towards their traditions and religion. The story also shows the struggles Kadeem [correct the spelling of Kassim in the essay] faces because of his parent’s very different nationalities. The final short story that I will be discussing, also by Abdulla is The Museum (2001,2005). This story is about a Nigerian [Sudanese] upper class university student and her classmate Bryan. This story also describes Sharia’s [Shadia’s] [try to get the names of the characters right] struggles with her appearance and her views about people who come from a lower social class than she does. This paper will describe the problems both the male and female characters in these short stories face, the main point of discussing both sexes is to make readers aware that males face the same self insecurities and issues that women face. [You need some theory articles on masculinity to use as a lens – white masculinity such as Bryan’s and Arab/African such as Majdy’s. You might also consider articles on patriarchy, especially in relation to Majdy.]
Keywords: The Ostrich, The Boy from The Kebab Shop, The Museum, males, insecurities.
[Moderate effort with abstract; watch out for high and low-order concerns.]
[Title required here again – see sample APA paper.]
Introduction
Leila Abdulla, is a Sudanese writer is [and] the author of these short stories [discussed in this essay] from her collection Colored Lights (2001, 2005). She was born in 1964 in Cairo, [;] her mother was Egyptian and her father was Sudanese. When she was still in [an] infant her parents moved her to Khartoum, Sudan, and she lived there until 1987. She studied at the Khartoum American School and at the Sisters’ School, a private Catholic High school where she learned English. She then continued her education at the University of Khartoum with a degree in Statistics. She then Travelled to the UK where she was awarded a M.Sc. and an MPhil in Statistics from the London School of Economics. She began her journey of writing in 1992 when she started working as a lecturer in Aberdeen College and later as a Research Assistant in Aberdeen University (provide an in-text citation for the source of this information; in addition, list this source in your references page). The three short stories I will be discussing from her collection The Colored Lights discuss characters that come from different cultural backgrounds and how they manage to make themselves comfortable and feel at home. [Provide a hint of your thesis – male insecurity.] [Moderate effort with introduction; edit for high and low-order concerns.]
 
Summary
The Ostrich Describes a Sudanese man, Majdy’s, self identity problems. He is ashamed of his race, nationality, [and] culture, while on the other hand his wife does not have a problem with her appearance or her cultural background. His inner conflicts cause him to act unfairly towards his wife at times. Further along in the story his wife constantly had flashbacks of “The Ostrich,” who represented her classmate. The Ostrich on the other hand, had once complimented her appearance and never gave her reason for self doubt. He [Her husband, Majdy, on the other hand,] is very desperate to show that although he is Arab and dark-skinned, he can still be “modern.”. [period inside – American versus Commonwealth punctuation] He has a love-hate relationship with his wife because she is a reflection of him. Right in the beginning of the story he says, “You look like something from the third world.” (Abdulla, 2001, p. 35). [Commendable effort with summary points; watch out for a significant level of low-order concerns and be sure to take advantage of the services offered by the Writing Center before submitting your work. Going forward, I will mainly focus on high-order concerns.] This proves that he gets angry when he sees his wife because she reminds him of his roots which is something he is not proud of. Sumra thinks about the Ostrich every now and then when she feels distant from her husband. Towards the end of the story when she hears that the ostrich is married she feels slightly envious of his new bride (Aboulela, 2001, pp. #-#). [Provide in-text citations at the end of each summary paragraph with a page span of each short story in the collection.]
The Boy from The Kebab Shop tells a story about Kaseem and Dina, two mixed race young adults and the confusions they face about their culture, mostly Kaseem. Dina lived more freely although she was a female, was more outgoing. Kaseem lived a stricter life, was more shy, quiet although they had similar nationalities. Dina’s mom was Egyptian and her dad was Scottish, Kaseem’s mom was Scottish and his dad was Moroccan. His nationality seemed to hold him back, he was mostly comfortable with making Arab friends at school. In this story Aboulela portrayed the male character as the more vulnerable sensitive one and the female main character as more outgoing and open to new ideas and change. It was also interesting to see how Dina was intrigued to learn more about her religion after seeing how closely Kaseem followed his religion, and bumping into him while he was praying. This story expresses one of the difficulties or confusions males can have in their lives (cite).
            The museum tells a story about a high class Sudanese student Shadia studying abroad and her strange friendship with a Scottish student Bryan. Shadia is the one approaches Bryan for his statistics notes. Later on in the story Bryan invites her to a museum to have a look at a display about Africa, although she was hesitant at first because she is engaged she agreed to go. Shadia was surprised to discover that “Nothing was of her, nothing belonged to her life at home, what she missed. Here was Europe’s vision, the clichés about Africa: cold and old” (2001, p.115). The same way Shadia was quick to judge Bryan just because he did not come from a wealthy background, the museum was very stereotypical how they portrayed Africa. However, Bryan that the way Africa was portrayed in the museum is not the real Africa, and gave Shadia a chance to explain but she stayed quiet (cite). [Rephrase for better clarity and flow.] This story showed me how at times males can be victims of misrepresentation. [Avoid response in summary section.] [Commendable effort with summary points; watch out for a significant level of low-order concerns.]
Thesis
Most of us are aware of issues females deal with such as sexism, [;] however, in this paper I will be looking at the other side, and will explain some of the struggles male[s] deal with. Some of these struggles [They] include conflicts with self identity, judgement because of their wealth status [/class] and even because of their culture or religion. At times males are judged more harshly because society has a lot of expectations from them. For example, most societies expect men to be confident, without realizing that they are humans who may have personal issues of their own and may be going through struggles. Society usually expects men to behave in a masculine manner, where crying is frowned upon or revealing their true feelings is seen as feminine, [;] that on its own is a struggle. [Interesting thesis; you, however, need to beef it up with a theoretical source/lens on masculinity or a related matter. Please do some research on Summons/JSTOR/MLA databases or visit the research help desk in the library. In addition, please read sample essays on iLearn and see how the theoretical source/angle is linked to the various theses statements.]
Literature Review and Theoretical Overview
[A literature review and theoretical overview – about 1-2 pages – is missing. Who else has written about masculinity in regard to Aboulela’s works and what did they say? What new insight does your work/essay provide? What theoretical lens could you use to beef up your thesis and critical analysis? Consider Fanon’s Black Skin, White Mask and provide a brief overview of relevant material.]
Response
In The Ostrich Majdy acts unfairly towards his wife at times but that is only because he deals with self identity problems on a daily basis, he is constantly in a battle with himself because he does not feel worthy enough to be living among white people. [You might consider Frantz Fanon’s Black Skin, White Mask as a theoretical lens in regard to Majdy’s racial identity problems. I have attached it to this e-mail.] His Sudanese wife is a mirror image of his culture background so it seems that there is a love hate relationship, especially because she seems to be proud of her origins and who she is. Sumra, Majdy’s wife does not understand her husband’s bitterness and takes it personally, but if she had looked deeper she might be able to help him open his eyes and realize that he should be proud of who he is. Sumra reflects back to her former classmate” The Ostrich” from time to time especially on the days where she does not feel appreciated enough by Majdy. “I was wrong to return. All the laughter and confidence has been left behind.” ( 2001, p. 41). [Interesting discussion in support of thesis; it would be stronger with theory from Fanon. In addition, edit for low-order concerns.] [Shift of discussion point – new paragraph.] Although forcing her to remove her headscarf is frowned upon in general, there is pain behind his decision, Majdy is desperate for acceptance by the “white British” that he does not want them to automatically assume that Sumra is scarfed because he forced her to, it is a daily battle for Mjady to have all these thoughts going on in his mind. In Kaseem’s mind he is trapped between following the religion he was taught as a child and being frowned upon by the british society he is currenty living in. [Interesting discussion here; consider getting a research article on the politics of the hijab/veil in the UK/Europe, the husband/male factor, and issues of perceptions in regard to oppression of women and men’s role in this. This could strengthen your response point.]
In the short story The Boy from The Kebab Shop, the main characters are Kaseem and Dina. They are both children of mixed cultural parents and have different struggles of discovering their identity. Kaseem in specific has difficulties staying close to his religion yet still being curious when he finds himself attracted to Dina, a frequent visitor of the kebab shop that he works in. Kaseem feels more comfortable with Arab students because of his shy personality. “But he made friends with some of the other boys in class, Arab boys who recognized his name straight away.” (2001, p. 58) However, his struggles had a good turn when they influenced Dina and intrigued her to try to become more in touch with her religion. She was curious about her religion when she bumped into Kaseem performing prayers at the staff room of the kebab shop. Although they both came from similar backgrounds they had very different mentalities and it was interesting to read how Aboulela showed both the male and female’s side to the story. Usually people who are interested in feminism and are very strict followers tend to look past the struggles males might endure and struggle with, weather they are young adults or grown men. [Flesh out Karim’s struggles some more, especially in regard to finding/making friends, finding a mentor/father figure, and finding a woman to love with similar cultural/religious/moral sentiments.]
In The Museum was very intriguing to (Aboulela, 2001) read because of how Aboulela portrayed the male character as the victim of judgement and stereotype. When Shadia found out about Bryan’s parents work and financial status she immediately judged him and viewed herself too good for him, although she is the one who pursued a friendship in order to have notes for statistics after hearing that Bryan is intelligent. The same way some women are judged by society and are expected to behave a certain way, men deal with struggles of their own as well. On the other hand, when Bryan invite Shadia to a trip to the museum she was speechless of how wrong they portrayed Africa, and although Bryan knew it was wrongly viewed and Africa has so much more to offer he gave her a chance to explain more about her roots. It is true that we hear a lot about how unfairly women are treated and that they do not have the same rights as men, this increases the pressure on men to always maintain a perfect image. [Try to develop Bryan’s struggles some more; find an article on class in Scotland as well as research on the challenges of interracial love/relationships, especially on a white man such as Bryan and the resistance he might face in his own or the girl’s community. Consider the aftereffects of colonialism as well, which make the relationship between Shadia and Bryan more complicated. Theory article on these issues would beef up your analysis of Bryan and his relationship with Shadia.]
Conclusion
Before judging anyone, weather it is a man or woman we must think outside the box and think about the reason someone may behave in a certain manner. Everyone deals with their own struggles behind closed doors and unfortunately we live in a world that is very quick to judge without giving people the benefit of the doubt. Men deal with struggles just as women do, perhaps not the same, however that does not make them less painful or difficult to deal with. Some of the struggles males face include conflicts with self identity, judgement because of their wealth status and even because of their culture or religion or maybe even race. [Moderate effort with conclusion; it will resonate better after the aforementioned revision suggestions as well as attention to low-order concerns.]
 
Sources: [References]
(Aboulela, Coloured lights , 2001) [List the Aboulela sources using APA documentation style.]
[You need a few more sources to list, mainly research articles in support of your response points; research articles from your literature review, which is missing; and at least one theory/critical article, which you use as a lens to read Aboulela’s work.]
 
Dear Jida,
 
Thank you for sharing your essay. I looked forward to receiving a more refined version after
 
revision.
 
Essay Grade = 70% + 4% Extra Credit = 74% = 59.2/80
 
Quiz Grade = 41% = 8.2/20
 
Overall Grade = 59.2 + 8.2 = 67.4% D
 
Best wishes,
 
Lily
Grading color codes:
 
 
 
 
Additional Comments:
 
 
 
 
Please see an explanation of essay grades [A to F] below.
Core Components & Multiple Trait Rubric for the Literary Critical Paper
 
Revision Policy:
Revision is required. The act of going to the Writing Center alone does not merit a grade by itself. It is merely a stage in the revision process. A student has to implement the recommendations of the Writing Center/peer reviewer as well as my own original detailed comments or issues discussed during conferences. Revisions have to be comprehensive to merit a grade increase.
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effective teamwork

effective teamwork
Our project is about effective teamwork. We are a group of three: Turki Alshammari, BanderAlqahtani, and Yazed.
Turki: is the team leader; he is the organizer for team’s activates. He is the one who arrange the time and place to meet and work. He keeps track of the deadline for submission and he make sure that the team we follow the instructions correctly. He helped our group in brainstorming and develop our team theoretical model.
Bander: has a great contribution to our project and he has many ideas. He is a critical thinker and has creative way to do things. He likes to learn new things and he is very good with technology which help us when creating the website. He knows how to solve problems especially technical problems which was a great contribution to the group.
Yazed:  has a great vision and he was very motivated to complete the project. He has a great spirit, which kept our group motivated to finish the task. He contributed to the team project and was willing to review and give feedback to others.
 
THE THEORETICAL MODEL WE ARE PROPOSING FOR WHAT MAKE EFFECTIVE TEAM IS CONSTITUTES OF FIVE MAIN STEMS, WHICH ARE PLANNING, COMMUNICATION, HARMONY, DIVERSITY, AND INVOLVEMENT. WE AS A TEAM AGREED THAT THESE FIVE STEMS ARE THE KEYS FOR TEAMS TO BE MORE EFFECTIVE AND ACCOMPLISH TASKS AND ACHIEVE THEIR GOALS. 

PLANNING AND ORGANIZING IS THE FIRST KEY FOR ANY TEAMWORK TO BE EFFECTIVE. WITHOUT CLEAR PLANNING ANY TEAM COULD FAIL. IN FACT, WITHOUT CLEAR AND EARLIER PLANNING, ALL OTHER STRATEGIES AND COMPONENTS OF EFFECTIVE TEAM CAN FAIL. PLANNING SHOULD BE THE FIRST STEP IN ANY TEAM WORK AS IT SET THE MAP AND THE FRAMEWORK FOR OTHER EFFECTIVE TEAM COMPONENTS. PLANNING PROVIDE A GOOD STRATEGY TO MANAGE TIME AND PEOPLE EFFORTS. IT CAN BE MORE EFFECTIVE TO HAVE WRITTEN PLAN WITH TIMELINE AND ASSIGNED ROLE AND TASK. WRITTEN AND CLEAR PLAN CAN HELP EVERY TEAM MEMBER TO GO BACK TO THE PRE-PREPARED PLAN; THIS PLAN CAN STAY AS A DOCUMENT FOR EVERY MEMBER IN THE TEAM. 

PLANNING INVOLVE ASSIGN ROLES TO EVERY MEMBER IN THE TEAM SO EACH ONE KNOWS HIS OR HER ROLE. ROLE ASSIGNMENT PREVENTS CONFUSION AMONG TEAM MEMBERS. ALSO, PLANNING INVOLVE CREATING TIMELINE FOR DUE DATES FOR EACH TASK. CREATING TIMELINE HELP MEMBERS OF THE TEAM TO TRACK THE TIME AND ACHIEVE THEIR GOAL IN TIMELY MANNER. GOAL NOT VERY IMPORTANT TO BE VERY CONCERT SUCH AS SUBMIT THE WORK ON TIME OR MAKE THIS AMOUNT OF MONEY AT THAT TIME. INSTEAD TEAM MAY WANT TO MAKE THE GOAL BROAD AND ACHIEVABLE AT THE SAME TIME. IT WAS MENTIONED IN THE “HOW GREAT COMPANIES THINK DIFFERENTLY” WRITTEN BY  ROSABETH MOSS KANTER (2011) THAT ARTICULATING A PURPOSE BROADER THAN A SPECIFIC PURPOSE SUCH AS MAKING MONEY CAN OPEN NEW SOURCES FOR INNOVATION AND MAKE MEMBERS OF THE TEAM WORK IN VERY CREATIVE WAYS. FOR EXAMPLE THE GOAL SHOULD NOT BE COMPLETE THE WORK. INSTEAD, IT SHOULD BE ENJOYING THE WORK WITH THE HIGH SPIRIT TEAM TO PROVIDE HIGH QUALITY OUTCOME. 

TASKS IS AN IMPORTANT ELEMENTS WHEN START PLANNING IN ANY TEAM TO MAKE THE TEAMWORK MORE EFFECTIVE. ASSIGNED TASKS AND PART OF THE WORK TO EACH MEMBER CAN PREVENT WASTING TIME AND ENERGY ON DOING REPEATED WORK THAT WAS ALREADY DONE BY OTHER TEAM MEMBERS. FURTHERMORE, ASSIGNED TASK TO TEAM MEMBERS CAN HELP IN MAKING SURE THAT EVERYONE PARTICIPATES IN THE WORK AND HAS CONTRIBUTION. TEAM MEMBERS NEED TO WORK TOGETHER IN TRYING TO CONTRIBUTE EQUALLY TO THE ASSIGNED WORK.  ALTHOUGH ALL GROUP MEMBERS CAN PARTICIPATE IN THE PLANNING PHASE BUT SOMETIME IT CAN BE DONE BY THE TEAM LEADER ESPECIALLY IF THE TEAM INCLUDE A TASK ORIENTED LEADER. ACCORDING TO THE ARTICLE WRITTEN BY LYNDA GRATTON, ANDREAS VOIGT AND TAMARA ERICKSON (2007) “BRIDGING FAULTLINES IN DIVERSE TEAMS” THE LEADER WHO IS TASK ORIENTED PAYS MORE ATTENTION TO THE TASK AND HOW IT WILL BE ACCOMPLISHED SUCCESSFULLY. THE ASSIGNED LEADER OR GROUP MEMBERS NEED TO START THEIR PROJECT BY CREATING A DETAILED PROJECT PLAN, BUILDING TIMETABLE FOR THE WORK AND HIGHLIGHTING GOALS. AS MENTIONED ON THE ARTICLE “MANAGING COLLABORATION: IMPROVING TEAM EFFECTIVENESS THROUGH A NETWORK PERSPECTIVE” WRITTEN BY ROB CROSS, KATE EHRLICH, ROSS DAWSON, AND JOHN HELFERICH IN 2008 THAT “PERFORMANCE RESULTS WHEN THE RIGHT EXPERTISE IS ON A TEAM WITH STRONG LEADERSHIP AND WELL-DEFINED PROCESS AND CONTENT ROLES” (P. 76).  THEREFORE PLANNING AND ASSIGNED ROLES AND TASKS TO MEMBERS IN THE TEAM IS A KEY ELEMENT TO MAKE THE TEAM MORE EFFECTIVE AND SUFFICIENT. AS MENTIONED IN CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK THAT PLANNING AND GOAL SETTING IS VERY HELPFUL IN ESTABLISHING THE MOST CHALLENGING AND DIFFICULT GOALS FOR THE TEAM.  

THE NEXT STEAM ELEMENT THAT MAKES TEAMS EFFECTIVE IS CLEAR COMMUNICATION BETWEEN THE MEMBERS. IT IS IMPOSSIBLE FOR ANY TEAM THAT INVOLVE DIFFERENT PEOPLE TO COMPLETE THEIR PROJECT WITHOUT COMMUNICATING WITH EACH OTHER. COMMUNICATION IN ANY FORMS IS A MUST ELEMENT IN ANY TEAM WORK. ACCORDING TO ORGANIZATIONAL BEHAVIOR TEXT BOOK (CHAPTER 12, P. 413) COMMUNICATION IS A PROCESS THROUGH WHICH MOST OF THE WORK IN A TEAM IS ACCOMPLISHED. ACCORDING TO THE ARTICLE “THE NEW SCIENCE OF BUILDING NEW TEAM” COMMUNICATION COMES IN MANY FORMS AND THE MOST VALUABLE FORM OF COMMUNICATION IS FACE-TO-FACE AND THE NEXT MOST VALUABLE IS BY PHONE OR VIDEO CONFERENCE. THEREFORE, TEAM MEMBERS NEED TO COMMUNICATE WITH EACH OTHER TO MAKE SURE THAT EVERYTHING IS CLEAR. FACE TO FACE COMMUNICATION COULD OCCUR IN MEETINGS AND OPEN DISCUSSION. ALSO, PROVIDING FEEDBACK IS VERY IMPORTANT AND CONSIDERED AS WAY OF COMMUNICATION. GIVING FEEDBACK SHOULD BE IN PRODUCTIVE MANNER AND SHOULD PROVIDE ENCOURAGEMENT AND EMPOWERMENT FOR OTHER TO HELP THEM WORK HARDER AND WORK BEYOND THEIR POTENTIALS. ACCORDING TO THE ARTICLE “HOW GREAT COMPANIES THINK DIFFERENTLY” WRITTEN BY AUTHORROSABETH MOSS KANTER IN 2011 THAT CEOS NEED TO EXPAND THEIR INVESTMENTS IN OTHERS TO FOCUS MORE ON MEMBERS OR FOLLOERS’ EMPOWERMENT, EMOTIONAL ENGAGEMENT, VALUES BASED MANAGEMENT AND FEEDBACK. 

RECEIVING FEEDBACK IS AN IMPORTANT ELEMENT OF COMMUNICATION. AS IT WAS MENTIONED IN CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK THAT PEOPLE NEED TO MASTER THE SKILL OF USING ACTIVE LISTENING TECHNIQUE AND LISTEN O OTHERS WITHOUT PREMATURE EVALUATION (P. 411).  OVER COMMUNICATION IS VERY IMPORTANT ELEMENT IN ANY TEAM TO MAKE IT EFFECTIVE. BOTH VIEW ABOUT COMMUNICATION: TRADITIONAL AND NETWORK VIEWS CONSIDERED COMMUNICATION AS A KEY ELEMENTS. ACCORDING TO THE “MANAGING COLLABORATION: IMPROVING TEAM EFFECTIVENESS THROUGH A NETWORK PERSPECTIVE” ARTICLE WRITTEN BY ROB CROSS, KATE EHRLICH, ROSS DAWSON, AND JOHN HELFERICH (2008)  THAT COMMUNICATION ON TRADITIONAL VIEW FOCUS ON JOINT COMMITMENT TO GOALS, BENEVOLENCE BASED TRUST AND GROUP PROCESS AND HARMONY, WHILE THE COMMUNICATION ON NETWORK VIEW IS INFORMATION FOCUS ON AWARENESS OF EXPERTISE, TIMELY ACCESSIBILITY, COMPETENCE-BASED TRUST, AND EXECUTION OF COMMITMENTS MADE TO TEAMMATES.
DIVERSITY IS AN IMPORTANT ELEMENT TO MAKE TEAMS MORE EFFECTIVE. DIVERSITY IS NOT ONLY IN NATIONALITIES AND ETHNIC GROUPS, BUT ALSO IN BACKGROUNDS. AS MENTIONED ON THE ARTICLE WRITTEN BY LISA J. DANIEL AND CHARLES R. DAVIS “ WHAT MAKES HIGH-PERFORMANCE TEAMS EXCEL?” THAT EACH MEMBER OF A HIGH PERFORMANCE TEAM OWN HIS OR HER UNIQUE KNOWLEDGE THAT CONTRIBUTES. TEAMS MEMBERS WITH DIVERSE SKILLS, KNOWLEDGE AND EXPERIENCE CAN CONTRIBUTE GREATER THAN MEMBERS WITH THE SAME SKILLS, KNOWLEDGE, AND EXPERIENCE. AS THE EXAMPLE MENTIONED IN THE ARTICLE “WHAT MAKES HIGH PERFORMANCE TEAMS EXCEL” THE DIVERSE PEOPLE CHARACTERIZED THAT HPRDTS WITH HIGHLY TRAINED TECHNICAL AND SCIENTIFIC EXPERTS FROM DIVERSE SOURCES TO WORK COLLECTIVELY AND SIMULTANEOUSLY. THAT IS A KEY FACTOR IN ANY TEAM SUCCESS.  

HARMONY SHOULD BE PRESENT IN ANY TEAM IN ORDER TO BE EFFECTIVE. TEAM MEMBERS SHOULD FIGHT TOGETHER NOT FIGHTS AGAINST EACH OTHER. TENSION, CONFLICTS, AND PRESSURE BETWEEN TEAM MEMBERS CREATE UNHEALTHY ATMOSPHERE WHERE NOT ONE CAN BE PRODUCTIVE AND CREATIVE.  ADDITIONALLY, THIS CONFLICT AND UNHEALTHY WORK ENVIRONMENT COULD HAVE A NEGATIVE IMPACT ON THE OUTCOME OF THE TEAM WORK AND ABSOLUTELY THAT WILL MAKE THE TEAM INEFFECTIVE. WE AS A GROUP AGREED THAT HARMONY IN ANY GROUP IS THE ABILITY TO WORK TOGETHER AND HAVE THE ACCEPTANCE, RESPECT, AND TRUST FOR EACH MEMBER IN THE TEAM. WITHOUT THESE ELEMENTS IT WILL BE VERY HARD FOR THE TEAM TO WORK TOGETHER AND TO BE PRODUCTIVE AND EFFECTIVE. EACH MEMBER DESERVES TO BE ACCEPTED AS HE / SHE IS, WITH HIS OR HER DIFFERENCES. ALSO, EACH MEMBER NEED TO TRUSTED THAT HE OR SHE WILL DO THE WORK AND HIS ABILITY TO COMPLETE THE WORK IS VALUED. RESPECT IS AN ESSENTIAL PELEMENT THAT OVERLAPS WITH EACH STEMS ELEMENTS IN OUR THEORETICAL MODEL. FOR EXAMPLE, RESPECT SHOULD BE APPEARING ON OUR COMMUNICATION AND IT SHOULD APPEAR TOWARD DIVERSITY, IN GIVING FEEDBACK, AND IN RECEIVING FEEDBACK FROM OTHER TEAM MEMBERS. ACCORDING TO THE “BRIDGING FAULTLINES IN DIVERSE TEAMS” ARTICLE IT IS IMPORTANT TO PAY ATTENTION TO RELATIONSHIPS AMONG TEAM MEMBERS. THERE IS A TYPE OF LEADERS WHO ARE RELATIONSHIP ORIENTATED. THIS TYPE OF LEADER PLACES A GREAT EMPHASIS ON THE CULTURE OF THE TEAM AND ON THE EXTENT AND DEPTH OF RELATIONSHIPS AMONG TEAM MEMBERS. THEY USUALLY TREAT TEAM MEMBERS WITH KINDNESS AND RESPECT. THEY BY DOING THAT CREATE AN ATMOSPHERE OF TRUST AND COOPERATION AND PROVIDING ENGORGEMENT. THIS STATEMENT IS STRONGLY SUPPORTED BY THE ARTICLE “HOW GREAT COMPANIES THINK DIFFERENTLY” WRITTEN BY ROSABETH MOSS KANTER (2011) THAT “TRUSTING PEOPLE TO MAKE CHOICES ABOUT WHERE, WHEN, AND WITH WHOM THEY SHOULD WORK MAKES JOBS MORE ENGAGING”. LACK OF HARMONY IN TEAMS COULD LEAD TO CONFLICT. THIS CONFLICT WAS CALLED RELATIONSHIP CONFLICT IN CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK. WE AS A GROUP AGREED THAT CONFLICT COULD HAPPENED EVEN THOUGH THERE IS AN ESTABLISHED HARMONY AMONG TEAM MEMBERS REGARDING ANY STEP OF THE PROJECT AND AS A RESULT OF GROUP DIVERSITY. HOWEVER, WE THINK THAT CONFLICT  IS NOT ALWAYS A NEGATIVE THING BETWEEN TEAM MEMBERS. CONFLICT AND DISAGREEMENT CAN BE TURNED INTO CREATIVE BRAINSTORMING AND CREATIVE WAYS OF DOING THINGS IN A WAY THAT EVERY MEMBER IN THE TEAM IS SATISFIED.  ACCORDING TO CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK THAT “FOR TASK CONFLICT TO BE PRODUCTIVE, TEAM MEMBERS MUST FEEL FREE TO EXPRESS THEIR OPINION AND KNOW HOW MANAGE CONFLICT EFFECTIVELY (P.400). 
THE LAST STEM ELEMENT IN OUR THEORETICAL MODEL OF EFFECTIVE TEAM IS THE INVOLVEMENT ELEMENT, WHICH IS VERY ESSENTIAL, AND THE BASIC OF A WORK TEAM. WITHOUT INVOLVEMENT AND PARTICIPATION IT WOULD NOT BE TEAMWORK, IT WILL BE AN INDIVIDUAL WORK. EACH TEAM MEMBER SHOULD BE ACTIVE AND ADD CONTRIBUTION TO THE GROUP WORK. IT IS UNETHICAL AND NOT APPROPRIATE TO BE A MEMBER IN A TEAM AND DO NOT CONTRIBUTE AND HAVE INPUT; IT IS AGAINST THE PURPOSE OF THE TEAM. ALTHOUGH THERE SHOULD BE A WRITTEN PLAN BUT THE INVOLVEMENT AND BEING ACTIVE AND ENTHUSIASTIC SHOULD COME FROM TEAM MEMBERS. EXCITEMENT AND ENTHUSIASM CANNOT BE IN PLAN BUT IT IS VERY ESSENTIAL IN SUCCESS OF ANY TEAM WORK. WE AS A GROUP BELIEVES THAT TEAM MEMBERS’ ENTHUSIASM ABOUT THEIR PROJECT CAN MAKE A GREAT DIFFERENT AND CAN MAKE PEOPLE WORK MORE AND HARDER. IN FACT, TEAM MEMBERS’ ENTHUSIASM CAN MAKE THEM WORK BEYOND THEIR POTENTIALS WHICH CAN INCREASE THE QUALITY OF THE TEAM WORK FINAL RESULT OR OUTCOME.   
OVERALL, OUR THEORETICAL MODEL WE ARE PROPOSING FOR WHAT MAKE EFFECTIVE TEAM IS CONSTITUTES OF FIVE MAIN STEMS THAT WE THINK ARE VERY IMPORTANT IN MAKING AN Y TEAM EFFECTIVE. THESE FIVE MAIN COMPONENTS ARE PLANNING, COMMUNICATION, HARMONY, DIVERSITY, AND INVOLVEMENT. 

REFERENCES

KANTER, R. (2011).HOW GREAT COMPANIES THINK DIFFERENTLY. HARVARD BUSINESS REVIEW.

LYNDA G, ANDREAS,  AND TAMARA E. (2007).BRIDGING FAULTINESS IN DIVERSE TEAMS. MIT SLOAN MANAGEMENT REVIEW. 48(4).

LISA,J., AND CHARLES R. (2009). WHAT MAKES HIGH-PERFORMANCE TEAMS EXCEL?.RESEARCH TECHNOLOGY MANAGEMENT.

ROB, C., KATE, E., ROSS, D., AND JOHN, H.(2008).MANAGING COLLABORATION: IMPROVING TEAM EFFECTIVENESS THROUGH A NETWORK PERSPECTIVE. CALIFORNIA MANAGEMENT REVIEW, 50(4). 
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Application Case  1 
Hi, this is Majed and I am going to share my own personal application of using “effective teamwork” theoretical model. In this way, I can discuss how to use the “Effective Teamwork” theoretical model in real situation. “Effective Teamwork” theoretical model is about working and cooperating with different types of people. Sometimes, we will be assigned to group automatically by our leader or teachers without any control of the types of groupmates we are going to have. In that situation, how can I cooperate with my team members effectively? It is normal that people do not fully trust each other at the beginning once a new group is fored. How can I make myself trustworthy? And, team members have different skills and abilities. How can I work smoothly and effectively with my team member? These three questions are the top questions when the new group is build up. In this case, I will discuss what I would do in order to react to the above situations.
I have participated in several Summer Camps in China. In the Summer Camp in China, I was assigned to different groups with different people to play games against another group.  I have been in a lot of situations of team building. In my experience, people in the group would not trust each other at first. They will protect themselves by not sharing their information or ideas. However, this will eventually change once the group members get to know each other and start to build trust. Trust is the beginning of everything. To build up trust is the difficult part and important part for a group. You have to make the foundation for your group. Trust is a good foundation. Now, we all know trust is important, but how do we build up trust in a new team? There are three elements that effect trust: communication, commitment and ability. When the group members communicate with each other, the relationship is strengthened between each member. When that happens, each member will start to trust one another by knowing each one better. Also, if one member commits to do a work and fulfils it, the trust is also develop towards that member. Aside from that, knowing the ability of that person also builds trust since the team knows what that member is capable of doing.
In my experience in that summer camp, when our team was formed, it was hard to give trust at first because we were not sure if whom to trust and if we really should trust each other. There I learned that trust will not come in an instant but it should be built. To solve our problem having a lack of trust with each other, we had several meetings where we shared stories and information about each other. During those meetings, we were able to communicate. That communication really helped a lot in gaining and building trusts with each other. Since I have known my team members better than the day we were first formed as a team and they have known me better as well, we became more comfortable in working with each other and helping each other achieve our goals. When we saw that everyone was willing to participate and do their part in being a member of the team, our group became more solid and the trust was more strengthened.
However, building trust for the first time was easy. But building it for the second time after a team member did something to lose our trust to him was way different. It was hard to regain a trust that was lost. However, we knew that we should work as a team and we should be unified. Although out trust with that member diminished, we worked things out and we still gave him another chance. When we saw from our activities that he had changed and that he was willing to do his part better than before, eventually our trust was built again. The team became one again and we enjoyed each other’s company better than before since we knew that we had been in a tough situation where trust was an issue, but afterwards, we managed to start again and build a strong team again.
Application Case 2 
Hi, this is Abdulah and I am going to share my own personal application of using “effective teamwork” theoretical model with a group in one of my communication classes at UWM. The professor assigned us to different groups with one group having four to six members. After everyone was assigned to different groups, each group had to choose a team leader. But before choosing our team leader, we had to introduce ourselves to each other first. Somebody volunteered to be the group leader so we just agreed since she was willing to be the leader. We mostly just talked through email and discussion board but we had no problem with it during the introduction phase. After we start communicating and share personal information, we then shared our ideas about the proposal we are going to make. We all looked at the guidelines and divided the parts in each member. For some parts with many pages, two or three members divided the task. Since each of us picked our parts, we felt that all members were committed and will participate actively to show their involvement in the group project.
However, as days went by, there were two members who would only talk and leave a message in the group discussion board but not really contribute something to the group project. One of them is the leader herself. She volunteered to pass the progress report that week but 20 minutes before the deadline, it was not yet uploaded in the DropBox. The rest of the group was worried so I just initiated in doing the progress report quickly that time and passed it before the deadline. Later on, the leader apologized because she became unexpectedly busy. We just forgave her knowing that conflict in the group will not help us finish our proposal fast. However, after that incident, we raised our concerns about the contribution of other members. We want everyone to share equal work and we want everyone to be involved. We became eager to make sure that each team member would have involvement in the team. To do that, we knew that we had to make all members active in participating and giving their input and ideas about the activities we do as a team. It was a big challenge to make everyone active especially when they were busy or perhaps not interested in doing a lot of work. However, we knew we had something so we had a meeting about it.
In our meeting, we had an open forum where everyone voiced out all their concerns about team members not participating and the possible reasons why they do not want to actively participate. At first, most members do not want to voice out their concerns, but when another team member started to make them realize the reason why we were there and the reason why we were in a team, and after sharing her thoughts about the issues we are having as a team and how we wanted to make the team effective as much as possible, other team members began to share their own feelings as well. There, we found out that our team member who was not actively participating was actually working 12 hours a day and that she was working her way to earning her college degree at UWM. We realized that we just had to understand the situation since we were not in the same situation she was in.
From that experience, we learned the importance of involvement in tasks to have an effective team. But to arrive in that situation, we had to understand each other and know the needs of one another. Whoever needs help should be helped and if ever someone is going behind, the team should help in order to raise that person so we will all be on the same ground. This just means that if one member does not want to actively participate, this means that he or she might need some help or having some problems that the group members are not aware about. In this case, like what we have in our team, it is important to have an open forum and have an open communication with each other wherein each team member will be able to voice out her concerns and the team will know what that member is going through and do things to possible help that member actively participate in the group.
Application Case 3
Hi, this is Waleed and I am going to share my own personal application of using “effective teamwork” theoretical model is an experience I had in my home country where I, along with my other friends, had the chance to form a group of high school students who want to learn about studying in the U.S. for a college education. During that time, we shared a lot of things and one of those things we shared is the importance of communication especially among the Arab students to have a support group while studying abroad. In that way, the stress and hardship in studying in the U.S. will be tolerable. In that gathering, we also had games and we divided ourselves into 10 groups. The college students were mixed with high schools students so the game will be fair with everyone. There were three tasks that all the groups did. All tasks need a good team cooperation to win and get the task done. In my team, I was the leader. I encouraged my team members that we have to cooperate so that we can finish the task in the soonest time possible. When we are able to do that, we will get rewards for our speed. This is because the first team who finished the work at the earliest time is the same team whose members all cooperated well to finish their task.
I set up the same goal for all team members. With people’s commitment on the team, my team members all felt that it is their honor to contribute to the team. We discuss every step we have to take and let everyone talk about how to win this task and what is the risk in the process. We analyze the tasks and this involves the analysis of the team’s task, the challenges that the team faces, and the resources available for completing the team’s work. My team members always like to share their creative ideas than other teams, because we always have a rule that if someone contributed a good idea for our team to win the task, he/she can be the one to represent our team to take the reward from the event organizer on the stage. Since this reward is a good motivation for them because they want to take the reward on stage for all the people to see, they would normally do their best to contribute their ideas so that the team will finish the task in the soonest time possible.
However, when one team member does not contribute a lot, it was hard for us to finish a task early and we end up losing the game. Since the number of all teams are equal, even one member not contributing will be a big difference and will result to the loss of the team in the game. When I noticed that one of our team members were not cooperating and would just watch others do the task and he would just sit beside them, I talked to him without the knowledge of other team members. I did that and I found out that he was not motivated by going to the stage to get the reward and he does not really want to that. Because he did not want to go on stage, he did not contribute thinking that if the group would win, he might be the one going to stage. Since he had a strong public apprehension, he did not want to do it. Knowing that, we had another meeting. There, I found out that not everyone’s motivation was the same. With all the different motivations they had, I decided to change the reward based on what motivates each one.
From that experience, I learned that in order for all the team members to cooperate in the group, the team should know what motivates each one so that the group can use that motivation to help each individual do better in the task.
In conclusion, every group needs a good process to build up an effective team. Our theory place emphasis on communication with each other first. With the use of effective communication, each team member will be able to share what motivates him or her and that motivation can be used to make that member cooperate more in team activities
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Define supply in the context of tourism

Define supply in the context of tourism
A. Access the “Hotel Industry Foundations” STR MS Power Point presentation in the NRRT 602 folder under the “Classes” directory on the HDNR N: Drive. The entire presentation is there for your reference, but for this exercise, begin with Part 4 “Benchmarking,” (beginning on Slide #161). After reviewing the power point slides, briefly answer the Discussion questions for Part 4 listed on slide # 200.
B. Next, access the STR “Hotel Foundation Application Exercises” spreadsheet under the NRRT 602 folder on the N: Drive. This spreadsheet contains tabbed workbooks that include the entire Nashville hotel market (where STR is headquartered), a series of example or “subject” hotels, and the Nashville Hotel “Census.” Follow the steps in the “Application Exercise,” beginning on Slide #201 in the Power Point, to identify a “Subject” hotel and establish a competitive set for that property. For your assignment, identify and describe the key attributes of your subject hotel, as well as the key attributes of at least five competitive hotels in the Nashville market. Describe according to the process outlined how you selected these specific hotels.
Part II Subject Hotel Performance Metrics and Competitive Set Comparisons (20 Points). The second part of the assignment works through “subject” and “competitive set” (comp set) data to calculate and compare basic performance analytic metrics or Key Performance Indicators (KPI’s), such as average daily rate (ADR), occupancy rate (OCC), and revenue per available room (REVPAR). This application of competitive analytics is the process of comparing your subject property performance, period over period (monthly in this case), against the aggregated performance data of your competitive set. To begin, access the “Hotel Math Fundamentals” MS Power Point slides in the NRRT 602 Class Folder on the N: Drive and save a copy of the spreadsheet to your computer, saving as yourname_NRRT602_IWA1.
A. After reviewing the Hotel Math Fundamentals MS Power Point for Part 1: Property Data, briefly answer the Discussion Questions listed on Slide #45.
B. Next, access the “Prop Raw Data” (Monthly data) tab in the “Math Fundamentals Application Exercises” spreadsheet, on the NRRT 602 Folder on the N: Drive. Using the operations outlined in the Power Point regarding an individual “subject” hotel property calculations, complete Application Exercise #1 (Slide #46) to calculate the Average Daily Rate (ADR), Occupancy (OCC), and Revenue per Available Room (REVPAR) for a sample “subject” property. The data provided is an example set and not necessarily from the hotel that you selected in Part I.
C. Next, after reviewing the Hotel Math Fundamentals MS Power Point for Part 2: “Competitive Set Data,” briefly answer the Discussion Questions (Slide #94).
D. Finally, access the “Subject & Comp set Raw Data” tab in the “Math Fundamentals Application Exercises” spreadsheet as above. Using the operations outlined in the Power Point regarding Comp Set calculations, complete Application Exercise #1 (Slides 95-97) to calculate the KPI’s for your competitive set and then estimating your subject property’s position in comparison to the comp set by calculating the competitive index for each key performance indicator (KPI).
Part III Demand Forecasting. (50 Points). The third part of the assignment asks you to perform a series of forecast exercises using STR performance data for a subject hotel that illustrates different approaches to forecasting. During your NRRT 650 course, Dr. Bright went through these various techniques for forecasting performance. I have provided a PDF of the Entrepreneurial Finance, Adelman (2009), Chapter 6 “Forecasting and Proforma Financial Statements,” from Dr. Bright’s course, available in the NRRT 602 Folder under the Classes directory on the HDNR N: Drive. In this exercise, you will use STR data from a particular property to determine the best method for your forecast.
After reviewing Adelman, Chapter 6, begin by once again accessing your saved copy of “Math Fundamentals Exercises” spreadsheet in the NRRT 602 folder under the “Classes” directory on the HDNR N: Drive. Then open the “Prop Raw Data” tabbed workbook. This workbook provides you with four years of monthly “Supply,” “Demand,” and “Revenue” performance data for an individual subject hotel property ranging from January 2008 through December 2012. You will use this monthly performance data to perform three different types of forecasting calculations in order to determine which forecast model results in the best fit, or yields the lowest “Mean Absolute Value Deviation” (MAD) from the actual performance over these four years. Each model will project a forecast and you will examine each in terms of the Mean Absolute Value Deviation (MAD) for the forecast from actual to determine which forecast model provides the best fit, or most accurate approximation of performance in future years.
Perform the following analyses. Reference the Adelman chapter and the Regression power point provided for help.
A. Perform a three month moving average forecast calculation. Using the monthly data provided for an individual subject property, month by month from January 2008 to December 2012, follow these steps:
1. Insert a column next to the Revenue column and name the new column Dem_3MMA (Demand_three month moving average). Calculate this by accessing the third row of data (row four with labels) and adding the first, second and third rows of demand data and dividing by 3 (200801+200802+200803/3). Copy the Excel formula for this equation into the cells in this column through 201212 and then one row beyond. In the YYYYMM column, add additional dates for 2013: 201301 through and 201312. Once you have determined which method of forecast is the best, you can calculate a forecast for 2013 by extending the selected forecast of demand through 2013, month by month.
2. Next, insert a column next to Dem_3MMA and label it Dem_Deviation; and a column next to that labeled ABS_DemDev. In Dem_Deviation column, row #3, next to the first figure for Dem_3MMA, calculate the difference (deviation) of your forecasted amount and the actual demand (Dem_3MMA (-) Demand). Copy and paste this formula in the Dem_Deviation column through the row for 201212. Then calculate the absolute value deviation by using the ABS function in Excel placed before the formula from the Dem_Deviation column. Copy and paste this formula into the ABS_DemDev column in rows through the row for the 201212 period. Now calculate the mean for the entire ABS_Dem column in the cell just below the last row of data. This gives you the mean of the absolute value of the deviation of the 3 month moving average forecast, and the actual demand numbers in the original dataset.
This is the indicator used in the Adelman chapter to compare forecast methods. I like to use a percentage difference. You can calculate this on a monthly basis just like the percentage change in the earlier exercises by subtracting the Demand column (last year) numbers from the Regression estimate (this year) numbers each month and dividing by the Demand number.
Calculating Percentage Deviation This year – Last year
Last year
Calculate the percentage deviation for the MAD for easier comparison. Apply the formula above to the calculated mean of the Demand column (last year) and the calculated mean of the Forecast estimate numbers Dem_3MMA (this year). This gives you the MAD % Deviation. An easier number to compare the percentage difference between the deviation between actual demand and forecast demand for each model.
B. Perform a “weighted” three month moving average forecast calculation. Follow the steps below to calculate the weighted three month moving average forecast for demand and revenue. The only difference in calculating this forecast method over the 3 month moving average is to include the weighting coefficient for each month used in the calculation and then dividing by the sum of those coefficients (see the equation below).
1. Insert a new column next to your current work and label it Dem_W3MMA. In the third row of data (row 4), calculate the weighted moving average of the first three months using the Excel formula for the equation shown below. Effectively multiplying the actual demand number in January 2008 by the first weighted coefficient 3906(.1); then adding that to the February of 2008 demand figure times the second weighted coefficient 5242(.3); then adding that to the March 2008 demand number times the third weighted coefficient 8168(.6); and then dividing this sum by the sum of the weights .1+.3+.6.
Calculating a weighted 3 month moving average 390.60+ 1572.60+4900.8 = 6864
.1+.3+.6
Copy and paste this formula into the remaining cells in the column through the row for January 2013.
2. Calculate the deviation from actual, the absolute value deviation from actual, and the Mean Absolute Deviation for this forecast. Then, also calculate, as in subpart A, the MAD % Deviation.
3. Compare the Mean Absolute Deviation and MAD % Deviation for the three month moving (Dem_3MMA) and the weighted three month moving average (Dem_W3MMA). Which is less? What does this mean?
Note: You could continue to calculate other the weighted forecasts using alternative weighting coefficients, as described in the Adelman Chapter, to see which weighting yields the least deviation from actual and therefore is the best forecast. I haven’t asked you to do that here.
C. Perform an example regression forecast. Review the Power Point slides for Regression Forecasting available under the NRRT 602 Folder in the Classes directory on the HDNR N: Drive. As this brief presentation points out, there are many approaches to creating a predictive model through regression. The first step in the process would be to determine which “explanatory” variables would be the most useful in generating a predictive module using regression. The other thought, as pointed out in the Goeldner chapter on Demand Measurement, is that there may be multiple factors that influence demand and the predictive models can become quite complex, as in the case of the Hong Kong airport model described in the Week Two video.
After reviewing this brief Power Point, follow the steps below to create a forecast using regression analysis. Remember that the dependent variable (y) for this exercise is the demand variable in the STR “Prop Raw Data” spreadsheet tab. For the purposes of this exercise, I have selected the Revenue figure provided by STR as the independent, or “explanatory” variable (x) for this example, assuming that there exists a highly elastic relationship between price and demand, when supply is held relatively constant. This is the role of experience, or the employment of best practices, by the forecaster. What Goeldner calls the “Delphi Method.” This expertise may be industry or sector specific, or even applicable only for the individual business environment where the forecast is being performed.
For this model, you will be regressing the STR Revenue monthly actual figures on the STR monthly actual Demand figures to determine a regression line, Beta Coefficients that will complete the regression formula and allow you to calculate the forecast demand figures for each period. When running the regression analysis in SPSS, you will generate an output that provides you with these coefficients, as well as an unstandardized R2 value that estimates the amount of variation in the dependent variable (demand) attributable to the influence of the independent variable (revenue).
1. To begin this exercise, access an original copy of the “Hotel Math Fundamentals” data file in Excel and access the first tab, once again, “prop raw data.” Copy all of the data in this spreadsheet into the second tab of your saved Excel data file from Part II.
2. Since regression is easier to perform in SPSS, start by copying the original data provided by STR in the “prop raw data” tabbed spreadsheet (4 columns, including the YYYYMM, supply, demand and revenue variables). Once you have highlighted and copied these data, you can simply paste them into a blank data window in SPSS by clicking in the top left cell, right clicking and selecting paste. You will need to label each variable in the variable view.
3. Once the data are pasted into SPSS, run a regression analysis by selecting the Analyze function tab->Regression->Linear Regression. In the operation window, you want to select the “Demand” variable as the dependent variable and the “Revenue” variable as the independent variable. Also make sure to click on the statistics that you want displayed—I just pick them all.
4. Paste the operation into Syntax, then run the regression. Reviewing the Output, look first for the unstandardized R2 value. Why do we use unstandardized? (I’m channeling Jerry here). What does the R2 value tell you about the fit of this model? Next, look for the unstandardized Beta Coefficients described in the power point and in Jerry’s 601 lectures. These coefficients (bo), the constant for revenue, and the slope intercept (b1), are then used in the regression formula to calculate a forecast demand value (ŷ). See the regression formula below.
Regression formula: Ŷ=bo + b1 (xi)
5. Next, you will calculate a new variable for the forecast demand (ŷ). Compute a new variable in SPSS by selecting the Transform tab and the COMPUTE function. In the dialogue window, name this new output variable Dem_regfrcst. Then, use the equation above to create a formula using the Coefficients from your regression analysis, and the Demand variable as the independent variable value (x). Now you have a computed variable for estimated demand in each monthly period based on your regression analysis.
6. Next, you will paste this variable back into your saved Excel spreadsheet tab for the forecast analysis (Part III) by coping the column of data in SPSS and pasting the data into the next open column in your Excel spreadsheet. You will again need to name the column Dem_regfrcst. Working in Excel now, replicate your calculations from the earlier forecasts to generate the Deviation, Absolute Value Deviation, Mean Absolute Value Deviation (MAD), and the percentage MAD for this regression-based forecast. Once again, examine the percentage deviation from the actual demand and compare with the other two models. Which model seems to produce the best forecast?
7. Creating a forecast. Once you have determined which method is the best to use for your forecast, you can extend the forecast beyond current time periods (2012 in this case) through the next year or beyond. Without actual data available for 2013, what information would you need to use to predict demand in 2013?
The Adelman text used a different method for creating a regression using the time period 1-36, regressed on the dependent variable “Sales.” Because the time period is predictable (adding 1 to the previous time period), Adelman was able to use the original regression formula to predict values for sales in year three. Because of the equal interval of increase and the lack of variability in sales, the predictive model was pretty simple, basically adding one to each succeeding month’s forecasted sales.
In contrast, the exercise that we undertook used a theorized relationship between revenue and demand that turned-out to be highly predictive. However, the model was dependent on actual revenue numbers 2008-2012. In order to use the regression formula to predict future revenue, we would need to have predicted revenue numbers. The information needed to extend the forecast through 2013 and beyond is either a rolling forecast as each new month’s revenue figures are realized, or an extrapolation of revenue numbers for the future periods. One way to accomplish this is to create a new monthly revenue forecast for the future based on an average of the same month in the previous five years.
To do this, use your completed regression forecast in Excel, use a formula to add the actual revenue numbers for January 2008 + Jan 2009 + Jan 2010 + Jan 2011 + Jan 2012 and then divide by 5.
Jan 2008 + Jan 2009 + Jan 2010 + Jan 2011 + Jan 2012
5
Paste this formula in the revenue column in January 2013 cell and copy forward through December 2013, Excel will calculate each cell with the average of revenue for that month over the last five years. You could also using the same weighting technique used in the weighted three month moving average since the more recent years are likely to have more bearing on the forecast.
Copy these new revenue numbers into the SPSS data file below the last revenue figure provided and then COMPUTE a new variable using the same regression Beta coefficients and the revenue variable.
This new variable will show a forecast demand through 2013. This provides a good base line forecast, but in practice, many other variables can be introduced to create a more realistic picture of your monthly numbers, and updating the forecast is critical as new information becomes available. One such factor would be a significant change in supply—if you built a new wing on your hotel, or took a floor out of service for a period. The predictive model that we used assumed a relatively static supply. Another factor might be a large group in the hotel in 2013, which was not there in 2012, or a city-wide event that is taking place. In addition, as we say in Goeldner, many exogenous factors can affect demand, and some of these, including seasonality and cyclicality can be incorporated into a more complex multiple regression model. This is where forecasting crosses over from science to art and the skill and experience, or well established best practices become crucial in providing a truly actionable forecast.
Part IV Analysis and Conclusions. (20 Points)
Briefly answer the following questions:
1. How might the Demand propensity and resistance factors outlined in the Goeldner Chapter 13 reading relate to creating a forecast model for a destination? How might you use these factors to establish some measures that could be incorporated into a predictive model?
2. In looking at the three techniques for forecasting, which of these methods might be the most beneficial in predicting the demand for a destination, rather than a hotel? What sources of data can you think of that would provide a basis for predicting demand a destination?
3. Briefly define supply in the context of tourism. Be specific and make sure to include attributes of tourism supply and some examples, as well as a general definition.
4. Using Goeldner’s formula on page 353, this report summary from Visit Nashville, this report from the Nashville airport. Complete the following:
a. Define the variables R, T, P, L, S and give what you believe to be the figures provided these two sources. Is there enough information to calculate the estimated room demand per night in Nashville on a given day?
b. If so, calculate the estimated demand for rooms per night for a given year.
c. Now, open the STR “Hotel Foundations” spreadsheet and access the tab at the far right (Nashville Census). By looking at the total rooms inventory for the Nashville market, does your calculation demonstrate that Nashville is oversupplied, or undersupplied with sleeping room?
What affect would you expect an oversupply of rooms have on room rates in Nashville? Does the performance data provided year over year for your subject hotels and the compset hotels you reviewed seem in line with your conclusions?
Below are some screenshots from the Smith Travel Research CHIA training MS Power Points that highlight specific KPI, percent change and competitive index calculations. The full slides are available on the N: drive. For help with the forecasting exercises, refer to the Adelman Chapter, the short Regression MS Power Point, or Jerry’s lectures and text regarding regression analysis.
1. Calculate Average Daily Occupancy (OCC). In both the subject dataset and in the competitive data set, Insert a column next to the “Revenue” column and label that column OCC. Then calculate the occupancy rate using the following formula: OCC=Demand/Supply. Multiply this fractional number by 100 to create a percentage rate.
2. Calculate Average Daily Rate (ADR). In both the subject dataset and the competitive set dataset, Label the column next to the Occupancy (OCC) column as ADR ($). Then Calculate ADR for the first row of data using this formula: ADR=Revenue/Demand. Then copy the formula, highlight all of the remaining cells in the ADR column and paste the formula in those cells. This provides you with an average revenue per roomnight for each month based on rooms sold (Demand) and Revenue generated.
3. Calculate Revenue per Available Room (REVPAR). In both the subject dataset and the competitive dataset, Label the column next to the ADR column as REVPAR ($). Then calculate REVPAR ($) for each month using this formula:
REVPAR=Revenue/Supply. Then copy the formula into each succeeding month as above.
4. Calculate Competitive Index. Next you will calculate the index comparison between subject property performance and the performance of the competitive set in aggregate for each KPI. Following the RevPAR column for the competitive set, insert three columns a column labeled as shown below.
To calculate the index comparison of each metric, use the formulas described below:
a. Index Occupancy=SubjectOcc/CompsetOcc (multiplied by 100 to create a percentage).
b. Index ADR=SubjectADR/CompsetADR (multiplied by 100 to create a percentage).
c. Index RevPAR=SubjectRevPAR/CompsetRevPAR (multiplied by 100 to create a percentage).
5. Create subtotal and grand totals using the Excel subtotal function for each data column (supply, demand, and revenue). Then apply the same calculations for each metric and the indexes to create year by year totals or “year to date” (YTD) metrics for comparison’.
6. Calculate the percentage change from period to period, creating points of comparison for subject property level and competitive set longitudinal performance. Begin calculations by creating another column and calculating the change from year one to year two, etc.
7. Regression Analysis. Regressing the Revenue variable over time on the Demand variable over time for the subject property.
a. Open the dataset in SPSS and select Regression on the Analysis tab. Then select the Demand Variable as the dependent variable (y) and the Revenue Variable as the independent or “explanatory” variable (X). Select the appropriate statistics and paste into Syntax. Run the syntax for this analysis.
b. Test the goodness of fit by examining the R2 squared value to determine the amount of change in the dependent variable that is explained by the independent variable (Revenue). What percentage of change is explained by your model?
Note: Remember that there is a theoretical relationship between a demand variable and price. We are assuming that there does exist price elasticity in relation to demand. The regression model also takes into account the variation in occupancy and revenue over a several year period in order to create Beta coefficients that will enable the calculation of daily predicted demand and revenue numbers.
Identify the intercept or “constant” Beta coefficients and the Beta coefficient for the independent “explanatory” variable, Demand to satisfy the following regression equation:
Where ŷ represents the estimated value for y (Passengers in the example below, Demand in our example) for any given value of x (Fare in the example below, Revenue in our example).
2. Use the estimated value for y (dependent variable Pass) for each daily x (Fare) value.
 
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lived experiences of Overseas Trained Nurses from Kerala, India working in Mental Health in Australia

lived experiences of Overseas Trained Nurses from Kerala, India working in Mental Health in Australia
ABSTRACT
The aim of this explore the lived experiences of Overseas Trained Nurses from Kerala, India working in Mental Health in Australia. This study was undertaken in different states of Australia. Participants of the study were overseas trained nurses from Kerala, India and working in mental health in Australia with 2-10 years of experience in Australia. This study followed Hermeneutic phenomenology informed by van Manen. Data collection was by in-depth unstructured audio taped interviews. A total of sixteen overseas trained nurses from Kerala participated in this study. The average interview time was 3 hours. The researcher has taken field notes and maintained a reflective journal. Throughout the process of data collection and analysis, the researcher has followed six steps suggested by van Manen. The results of this study identified four main themes; became a nurse by chance and continuing as a mental health nurse by choice, past: struggled for existence, present; the reality, ongoing mixed feelings, Future; dreams versus apprehensions. Findings of this study indicated the need for ongoing support for overseas trained nurses working in Australia. Lived experiences of overseas trained nurses highlighted the specific unique challenges and hurdles they tackle with during the transition period and ongoing.
1.1 Introduction
This study explored the lived experiences of Overseas Trained Nurses from Kerala working in Mental Health in Australia. The heightened demand of nurses in Australia during the last decade has caused a sudden influx of nurses’ migration especially from India and it’s likely to continue. Statistics on migration of foreign educated nurses identified a significant number of Indian nurses have also relocated from Europe, United Kingdom and the Middle East. The majority of Indian nurses are from Kerala, a small south Indian state of India. Although there are many international studies on Overseas Trained Nurses working in mainly the US and Canada, none of those dealt with Kerala nurses experiences of working in speciality areas
This research follows Hermeneutical Phenomenological approach and van Manen’s six steps as methodological framework. Data collection was by in depth interviews. A total of 16 Kerala nurses from all over Australia were interviewed. Data analysis explored the subjective meaning of lived experience by reading, re reading, thematic analysis and interpretive analysis using lifeworld existentials.
This chapter elaborates the interests and foundation for this thesis. This includes the background, justification for the research, significance of the study, its objectives and research questions. It also provides brief outline of research methodology, entire thesis structure and presentation.
Mental health nursing in Australia
Mental illness represents a leading cause of disability burden in Australia (Australian Institute of Health and Welfare, 2009). It is confirmed that 45% Australians aged 16-85 years had a life time mental disorder and one in five have experienced a mental disorder in 12 months (The Royal Australian & New Zealand College of Psychiatrists, 2011). This situation demands a strong need for an increase in the number of mental health professionals, but research confirms that Australia is one of the least self-sufficient nations in the group of ‘Organisation for Economic Co-operation and Development’ (OECD, 2010) countries in terms of meeting health workforce needs. Australia currently relies on the migration of health professionals from other countries to meet the workforce demand of the health care sector (Health Workforce Australia, 2012; Konno, 2008; Jeon & Chenoweth, 2007; Hawthorne, 2001; Zhou, 2010; Omeri, 2006). In other words, Australia currently has a multicultural nursing workforce with a recent increase in the number Indian nurses. There exists a strong nexus between ageing workforce, less number of domestic nurses with specialisation in mental health nursing and migration of overseas trained nurses. This study used Phenomenology informed by van Manen and four lifeworld existentials to explore and interpret the deeper meaning of lived experiences of overseas trained nurses from Kerala, working in Mental Health.
Personal Background
My fascination towards the experiences of overseas trained nurses begun in 2006 and slowly grown ever since. I myself is a migrant nurse from Kerala started working in Mental Health in Australia from 2005. I found my experience as a mental health nurse from overseas as challenging and rewarding at the same time. My experiences in Australia were different from my expectations and imaginations. It was un-identical to my experience as a student and as a registered nurse in mental health India. My unfamiliarity with the Australian mental health system, legal boundaries, culture, society, practice and some aspects of language were confronting. My strength was my strong theoretical knowledge. Before commencing my job in one of the adult acute Mental Health Services in Australia, I had to complete three months adaptation program with one of the Victorian universities which include four weeks of theory classes and eight weeks clinical placement. I personally felt, the adaptation program was generic. Even though, I had experience in mental health, I never had an exposure or orientation to the Australian mental health system until I started my first job in the adult acute in patient unit.
My experience as a mental health nurse in Australia was unique and distinct from my Kerala colleagues started working in general health. I found ‘fitting in’ to the new culture, living in a new country, being away from family and working in the stressful environment as demanding. I was alone in the new country. Being away from family and adapting to the new place at the same time was difficult. Once I started reflecting on my personal experience, I became passionate about lived experiences of nurses with similar background as mine and started considering this as my research topic to identify if there is commonality in the lived experiences of overseas trained nurses from Kerala nurse working in mental health. It came to my attention that there is a clear gap in the literature in this particular topic. I believe that this study will contribute to the existing body of knowledge.
1.2 The research background
India; Mental Health Sector
India has a strong and widely used private health sector. Prevalence of mental illness is in India is one in 20 (WHO, 2007). India has thirty seven major public mental health hospitals, with bed capacity of 18000. Surprisingly half of those beds are occupied by long term clients. This reveals on third of people with mental illness is not receiving any treatment (National Human Right commission, 2007). Legislative frame work around mental health in India are, the Narcotic Drugs and Psychotropic Substances Act, 1985; Mental Health Act, 1987; and the Persons with Disability Act, 1995. Mental health care delivery system in India are basically four levels. They are;
• Primary care services at the village level
• Primary care centres
• District hospitals
• Psychiatric units in medical colleges.
India and Kerala State: health indicators
Kerala the model state of India
This study was conducted on Kerala nurses and for that reason it is important to orient the readers to Kerala, its cultural context, nursing in Kerala and its health care system.
Kerala in comparison with National level
Kerala India
 Life expectancy 70.93 years 64.9 years
 Infant mortality rate 5.6/1000 live births 72/1000 live births
 Maternal mortality rate 0.8/1000 live births 4.37/1000 live births
 Perinatal mortality rate 18.9/1000 live births 47.5/1000 live births
 Neonatal mortality rate 11.3/1000 live births 51.1/1000 live birth
 Death rate children 4.3/1000 live births 6.5/1000 live births
(Status report 2004–2005. Thiruvananthapuram, District Mental Health Programme).
Mental health nursing is considered as speciality. Specialisation include post graduate certificate in mental health nursing, diploma in mental health nursing and maters of mental health nursing. Mental health system in India and Kerala majorly follows medical model of care.
Kerala nurses are well known for their global representation. Australia is not an exception. Migration of Kerala nurses to Australia has increased dramatically in the last few years. This study will explore lived experiences of overseas-trained nurses from Kerala and working in mental health in Australia. Australia currently relies on the migration of health professionals from other countries to meet the workforce demand of the health care sector (Health Workforce Australia, 2012; Konno, 2008; Jeon & Chenoweth, 2007; Hawthorne, 2001; Zhou, 2010; Omeri, 2006). Thirty three percent of Australian health work force is overseas trained (AIHW, 2010). Until 2001, the UK was the major supplier of overseas trained nurses (ABS, 2011). The pattern of inflow has changed. Current report on migration reveals the most numbers of overseas trained nurses have migrated from India (ABS, 2011). In fact, the rates of overseas born nurses from India increased from 2% in 2001 to 8% in 2011, “one of the largest proportional increases over this period” (ABS, 2011). Kerala nurses represents 80% of Indian nurses (Percot, 2012).
Kerala, also referred as ‘Keralam’ is a state in the south west of India. Kerala is the state from where the highest number of Indian nurses have graduated and migrated to other countries (Indian Express, 2012). Kerala, the state with lowest population growth among other Indian states has the highest human development Index, highest life expectancy and literacy. The culture of this state is one of the ancient ones and developed over centuries. Kerala has strong religious tradition with half of the people practicing Hinduism followed by Islam and Christianity. Other rich traditions of Kerala include unique cuisine, literature and various art forms. Kerala people are traditional but modern and at the same time very protective of their culture. Participants of this research have revealed that during various stages of interviews. Historically Kerala is well known for internal and external migration. More than 30% of Kerala’s population with higher education qualification live overseas (CDS, 2012).Kerala‘s economy majorly depends on emigrants working in foreign nations. According to Percot (2006), p9:
“In a typical Kerala family, it is common to have a brother in Gulf, another one in Dubai, a sister in Kuwait, an uncle or aunt in Canada, America, Australia or the UK”
Post-independence India adopted British infrastructure in various areas including health care system, education including nursing. History of formal nursing education begins in India with School of Nursing, General Hospital Madras in 1871, followed by many and the evolution started. Four year University degree program for nursing first commenced in 1946 at the Christian Medical College, Vellore by a foreign Missionary. Till 1956, Master of Nursing program wasn’t available in India. There were various schools of nursing offered 3 years Diploma Nursing program in Kerala since 1950’s. These were mainly run by nuns, who were trained as nurses in foreign nations such as Ireland. The pioneer of four years nursing degree program in Kerala is College of Nursing Trivandrum founded in 1972. To summarize, in Kerala there exists two main types nursing training; non-university program and university nursing programs. Three and half year’s hospital based Diploma Nursing and Midwifery program is the main non-university training program. The basic level university based nursing training in Kerala is four year’s Bachelor of Nursing program. Currently both of these basic nursing qualifications lead to ‘Registered Nurse’ licence by Kerala and Indian Nursing Council. Both these courses are mainly offered by private sector. And these two courses offer eligibility to apply for registered nurse qualification in most of the foreign nations also.
Nursing is not considered as reputable and highly paid profession in India (Nair, 2012). Yet, post independent India, mainly Kerala produced increasing number of nurses, mainly Christians, and the number steadily increased over the years. This was mainly for the purpose of migration. Various surveys conducted by different academics (Thomas, 2006; Dicicco-Bloom, 2004) among Kerala nurses identified that more than 50% of Kerala’s nursing graduated have the intention to migrate. It has been estimated that between 3 to million Keralites are migrants (Samuel, 2008). This number excludes second and third generation migrants.
The experiences and challenges faced by migrant professionals are different those of domestic professionals. Research on experiences of migrant nurses highlight themes such as isolation, separation issues, communication related problems, underestimation by patients and colleagues, issues related to enculturation and lack of orientation to the new health care system and new culture (Department of Health, 2009; Walters, 2005; Konno, 2008; Jeon & Chenoweth, 2007; Hawthorne, 2001; Omeri, 2006). It is widely acknowledged that, working in mental health is more stressful than generic nursing practice due to challenging behaviours and other psychosocial challenges associated with mental illness, issues related to communication and also the need for the establishment of the therapeutic relationship (Currid, 2008; Jenkins & Elliot, 2004). The cumulative result of these factors can lead to burnout and leaving jobs. However, few scholars have undertaken research to understand the essence of experiences and challenges of migrant professionals working in the speciality of Mental Health.
1.4 Significance of this research
AIHW (2009), highlighted that mental health nurses are the largest group of mental health workforce while nursing shortage is a well-known phenomenon, in mental health (Walters, 2005). There have been discussions and various reasons have been identified for the issue such as, ageing work force, poor image of the nursing profession and lack of education availabilities (Gerrish& Griffith, 2004). Additionally, the average age of a general nurse is mid-40s, whereas the average age of a mental health nurse is late 50s (Nurses and Midwives Association, 2011). At the same time, mental health workers have a strong affirmative impact on mentally unwell clients and carers (The Victorian Mental Health reform strategy 2009- 2019). The mental health system has extensively reformed over the past decade (Victorian Mental Health Reform Strategy 2009-2019, Department of Health 2009). Contemporary mental health practice in Australia focuses on primary care and client-led recovery models of care with ongoing carer participation and collaborative planning. It also demands teamwork, assessing clients in their cultural context, engagement, communication and working within the specific legal boundary. This could be a new experience for migrant professionals, since most of the developing countries still follow a ‘medical model’ rather than a ‘recovery model’. Additionally, a few scholars suggested that the domestic work force and patients may show mixed feelings towards the migrant professionals, and this possibly makes them feel undervalued (Zhou, 2010; Alexis &Vydelingum, 2004; Konno, 2008 & Hawthorne 2000).
It is asserted by various scholars that India has a major role in the supply of nurses in the global market (Kodoth& Jacob, 2013; Nair & Percot, 2005; Percot, 2012; Walton-Roberts, 2010). Despite of the stigma attached to nursing in India ((Nair &Percot, 2005), India produces approximately 100,000 nurses per year, and 20% of India’s graduates migrate to a foreign nation at a given year (Sinha, 2007). In Australia, during 2005 – 06, of total overseas trained registered nurses, 7.7% was from India (top of the list), where as in 2011 – 2102, it has increased to 35.5% (Health Workforce Australia, 2011). Moreover, research suggest that 80 – 90% of Indian nurses are from Kerala (Kodoth& Jacob, 2013; Nair & Percot, 2005; Walton-Roberts, 2010). Furthermore, it is assumable, a significant number of those overseas trained nurses’ work in Mental Health.
1.5 Aims and objectives of this research
The overall aim of this qualitative phenomenological research is to explore the experiences of being an overseas trained nurse from Kerala, India and working in mental health in Australia. The scarcity of experienced mental health nurses in Australia has direct impact in the recruitment of overseas trained nurses with minimal no experience in mental health. This phenomenon itself can bring along a few additional hurdles. Jose (2008) points out role confusion, lack of understanding of expectations of the particular role, and communication as some common difficulties faced by overseas trained nurses. Mental health nursing in Australia and India are dissimilar along with the culture. The research question of this study is “what is like to be an overseas trained nurse from Kerala, India and working in mental health Australia?”
Objectives of the study are to:
• Explore and interpret the experiences and challenges of overseas trained nurses from Kerala, India working in mental health in Australia.
• Interpret the migration and transition experiences of overseas trained nurses from Kerala using life world existentials
The first objective is to uncover the experiences of overseas trained nurses from Kerala and is achieved by narratives about transition to life in Australia, narratives about working as a registered nurse in Kerala and in Australia, narratives about working in mental health in Kerala and in Australia and narratives about the transition from the past to the present and expectations of the future.
Second objective is to interpret the migration and transition experiences of overseas trained nurses from Kerala using life world existentials. This is by narratives about lived space, lived time, lived relations and corporeality in being an overseas trained nurse working mental health in Australia.
1.6 Research Method
This study followed qualitative research methodology, phenomenology, informed by van Manen. Phenomenology, as a method, aim to explore the lived world of the individual and the personal meaning of their experiences. According to van Manen (1990), phenomenological research expects thoughtful sensitive reflection on experiences. It will also look into the “heart of things” (p12). This study explored lived experiences of overseas trained nurses from Kerala, India and working in mental health in Australia.
Ethics approval for this study was obtained from Monash University Human Research Ethics Committee. Participants of this study were nurses from Kerala with 2-10 years of experience and currently working in mental health in Australia. A purposive sample of 16 Kerala nurses participated in this study. This research was advertised in Main Hospitals and also through educators’ network. But most of the participants were recruited through ‘word of mouth’ and snowball sampling. Participants were from different states of Australia. Data collection was conducted by in depth audio recorded interviews. Verbal explanation was provided during first contact with the participants. Informed consent was obtained prior to the interview. Interview locations were determined after consulting with participant, venue of their convenience. Interviews were informal, in depth and unstructured but there were guiding questions (Appendix A). Interviews were mainly led by the participants. Participants were informed about the possible risks and their right to withdraw the participation before publication. Even though here was a clear distress management protocol in place, no one reported distress or any related issues. The interviews were transcribed and analysed.
This research followed van manen’s six steps process for phenomenological research. According to van Manen (1990), step one is ‘Turning to the nature of lived experience’, the step was completed by the formulation of research question ‘what is it like to be an overseas trained nurse from Kerala, India and working in mental health in Australia’. Second step is ‘Investigating experience as we live it’. This step involve choice of method. This research used phenomenology informed by van Manen, since it explored the lived experiences of overseas trained nurses from Kerala, India and working in mental health in Australia. Third step is ‘Reflecting on the essential themes’ and this step involve data analysis. In this researcher read and read the transcripts multiple times to capture the essential themes and meanings. Fourth step is ‘Describing the phenomenonin the art of writing and rewriting’ and this stage also involves analysis and writing, in order to make the personal meaning of lived experiences of participants. This is an important step in phenomenological research. Fifth step is‘Maintaining a strong and orientated relation to the phenomenon’ and in this stage the researchershould pay attention to stick with the research question. Sixth step is ‘Balancing the research context by considering the parts and the whole’. According to van Manen (1990), these steps are linear, but the researcher should be able to move back and forth throughout the process.
The researcher had process in place to establish rigour. The researcher paid attention to have regular meetings with supervisors throughout and whenever necessary. The researcher took field notes during interviews and maintained a reflective journal. The transcripts were checked and confirmed by the participants.
1.7 Thesis Structure
In this thesis,chapter tworeviews the literature around on experiences overseas trained nurses working overseas. This chapter include an overview of migration of health professionals, Kerala in the context of migration, historical overview of nursing in Kerala, acculturation and assimilation of overseas trained nurses and experiences of overseas trained nurses. The review of the literature eventually identified the extend of the problem and the existence of the gap in the knowledge about overseas trained nurses working in specialist areas, especially Kerala nurses working in mental health in Australia.
Chapter three provides the theoretical framework of this research which include research methodology, research questions, participants and ethical considerations. This chapter portraits the evolvement of research question, rationale behind the choice of hermeneutical phenomenology.
Chapter four, describes the method employed in this study and rationale behind the choice of particular method. This chapter provide detailed description of ethical aspects, data collection and data analysis process involved in this research.
Chapter five, of this thesis is research findings. This chapter will give detailed description of themes and evolvement of those themes.
Chapter six, the discussion chapter describes research findings in the current context and implications of this study.
Chapter seven; summary, conclusion and recommendations provide details of contributions this research made to the existing body of knowledge. This chapter also will highlight the key findings of this research.
1.8 Summary of the chapter
This chapter presents a brief outline of this research. In order to set the context, a brief description about mental health nursing in Australia and India were provided earlier in this chapter. It has assumed that personal interest and back ground information of researcher are significant and it is important to make visible for the readers since the starting point of a phenomenological research can be lived experience of the researcher (van Manen, 1990). Background and significance of this research is described with supporting literature and statistics. This chapter also has given overview of aims and objectives of this research, methodology and thesis structure.
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