Essay – Page 7 – USA Research Writers

The Makah tribe

CASE: The Makah tribe claim to have hunted gray whales for more than 2,000 years. They stopped in the 1920s due to a decline in the number of gray whales. Now they want to return to the hunt to provide food for their tribe and to restore the young men�s sense of discipline and pride in their traditions. Proponents of the hunt claim that a majority of the tribe support the hunt, which is expected to take fewer than the five whales they are permitted by law to kill.
Tribal leaders claim they will take no pregnant or nursing females. Some Makah elders disagree, however, pointing out that the tribe survived for most of the twentieth century without eating whale meat and claiming that there are better ways to instill pride and discipline. The environmental community argues that the whale hunt is immoral because it violates the whales right to exist on the planet.

Que#1 Is it appropriate for non-members of the Makah Tribe to evaluate the morality of the Makah whale hunt??

Que#2 What are the moral issues involved in terms of UTILITY and the Parties involved in the Makah Tribe case?? (Utility is defined as that which makes a consequence desirable.)

Que#3 What are the moral issues involved in terms of DUTIES and the Parties involved in the Makah Tribe case??

Que#4 What are the Moral Issues involved in terms of RIGHTS and the parties involved in the Makah Tribe Case?? (A Right confers upon its holder a kind of moral privilege to protect, utilize or exercise control over something.)

              Answer

Makah Tribe
Question 1
In the case of the Makah tribe, it is appropriate for non-members of the Makah Tribe to evaluate the morality of the Makah whale hunt. However, the manner in which the evaluation of the morality of the whale hunting must be done rationally to avoid bias. The main problem when it comes to evaluating the morality of the action is where the person or group doing the analysis has vested interest. Ideally, such individuals will fail to be objective in their analysis. Evidence shows that where various quotas evaluate a moral objectively, there is a possibility that the affected entity adopt strategies to strengthen how things are done. In the case of Makah tribe whale hunting, the external parties in their evaluations are faulty as the data used is not factual.
Question 2
The moral issues involved regarding utility with regards to whale hunting is whether it is right for the Makah tribe to resume the hunting for meat and economic benefits as a result of selling artifacts made from whale bones. In making a rational decision, it is critical to thoroughly evaluate both the good and the harmful consequences of such action (Ruggiero 164). In the whale hunting case study, the utility to be considered would be both short-term and long-term utility. In the case of Makah tribe whale hunting, if they are allowed, it might lead to a lot of happiness in the short-term for the current generation, however, if the laws are not adhered to and competition from commercial fishing hits, then there will be a possibility of long-term suffering as a result of extinction or reduced number of the gray whales. Based on the utilitarian philosophy, humankind must act in a manner that maximizes utility. On the other hand, the action of maximizing utility might not always be the right thing that might result in a violation of rights (Burnor and Raley 89).
The other parties, including the United States government, Sea Shepherd and Progressive Animal Welfare Society (PAWS) are of the view that banning whale hunting yields more benefits to the general public and the wellbeing of the whales.
Question 3
In moral studies, duty guides the will that acts from reason. From the case of whale hunting, the Makah tribe has to carry on with the traditions of their ancestors of hunting whales for meat and fulfilling their cultural obligations. However, the moral issues of duty for the tribe are whether to respect the law banning whales hunting. According to Ruggiero (89) Kant asserts that law is the only thing, which can determine the will except objectively the law and for that matter, it must be respected. On the other hand, Makah tribe has a duty in ensuring that they do not over-exploit the whales and use the resource in a manner prescribed by law. The government has to ensure that the rights of every individual are not violated. In this case, the government moral issue of duty is whether to continue banning whale hunting or allow the tribe to engage in a tradition they have done for almost 2000 years. The other stakeholders have the duty of fighting for the welfare of the marine animals. However, the moral issue that arises is when their actions are seen by the tribe to infringe on their rights (Burnor and Raley 135).
Question 4
The Makah tribe has the right to practice their culture that is associated with many customs and rituals. Additionally, they have the right to access foods that include meat from the whales and berries from the forests. The moral issue facing the community is that the right is not absolute, hence a possibility of conflict with other rights (Ruggiero 137). For instance, the right of the tribe to hunt whales as a way of their tradition might conflict with the right of animal rights activists as well as government regulations on protecting marine animals. The United States government, Sea Shepherd and Progressive Animal Welfare Society (PAWS) have the right to protect and advocate for the sustainable use of whale resources. The government, on the other hand, has the right to pass regulations and laws that guide how resources are utilized (Burnor and Raley 213). However, the moral issue of rights for these parties is how to advocate for the banning of whale hunting while at the same time not denying the Makah tribe their rights to exercise their cultural rituals.

Works Cited
Burnor, Richard and Raley, Yvonne. Ethical Choices: An Introduction to Moral Philosophy with Cases. Oxford University: Oxford University Press, 2012. Print.
Ruggiero, Vincent. Thinking Critically About Ethical Issues 9th Edition. New York: McGraw-Hill Higher Education, 2014. Print.

The Holocaust

Typically, discussion of the Holocaust characterizes Nazi annihilationist policies as uniquely barbaric. But how unique were they? To what extent should we see the Holocaust as a culmination of Europe’s history of violence — think of the legacy of European colonialism as well as the experience of mass death and ethnic cleansing during and after WWI — rather than a break from Europe’s democratic and legal traditions?

Sources:

The Holocaust:

Read this selection to learn about the Jews and the Nazi regime, social science and the Holocaust, and the explanations of the Holocaust.

http://ezproxy.umuc.edu/login?url=http://go.galegroup.com/ps/i.do?id=GALE%7CCX3045302849&v=2.1&u=umd_umuc&it=r&p=GVRL&sw=w&asid=700bb01532c1e467033de40bceeccf13

The Effects of the Second World War:

The aftereffects of World War II included the creation of the United Nations and new economic organizations, the Nuremberg trials, and the remembrance of the Holocaust.

The Effects of the Second World War –

Nrnberg Trials:

Read this selection that describes the Nremburg trials and analyzes their effects.

http://ezproxy.umuc.edu/login?url=http://www.oxfordreference.com/view/10.1093/acref/9780195176322.001.0001/acref-9780195176322-e-1150

Israel:

The modern history of the state of Israel is discussed here in this excerpt from Encyclopedia of Politics: The Left and the Right: Volume 1:The Left and Volume 2:The Right.

http://ezproxy.umuc.edu/login?url=http://knowledge.sagepub.com/view/politics/n120.xml

Answer

Holocaust a Culmination of Europe’s History of Violence
The holocaust began in the year 1933 and ended in 1945. It was amongst the most vicious episodes in the history of the world. It was the assault of the Nazis against the Jews. Even so, other racial groups were also killed, including Asiatics, Slavs, and Gypsies. Germans of African decent were sterilized by force (Lipstadt, 2016). This paper discusses the extent to which the holocaust should be considered as a culmination of Europe’s history of violence.
Europe’s history of violence can be seen to have occurred from the 16th century through to the ending of World War 2 in the 20th century. It started with the European colonization in the 1500s as European countries began worldwide colonial expansion. Countries including France, Holland, Portugal, Britain, Russia, and Spain established colonial spheres of influence, chiefly in the Americas, Southeast Asia, India, and Africa. European colonialists used harsh measures to maintain control in these regions throughout the 18th and 19th centuries and part of the 20th century (Ziltener, Kunzler & Walter, 2017). In Africa for instance, they utilized coercive measures, which included violence and forced labor that eventually crippled entire Africa. Violence was considered necessary for creating submissive labourers (Ziltener, Kunzler & Walter, 2017).
Europe’s history of violence then continued with mass death, genocide and ethnic cleansing. Ethnic cleansing is understood as the attempt to remove through mass killing, displacement or deportation, people of an unwanted ethnicity with the aim of establishing an ethnically homogenous geographic region (Lipstadt, 2016). Although cleansing campaigns for religious or ethnic reasons have taken place throughout history in Europe, the emergence of extreme nationalist movements at the start of the twentieth century resulted in a record level of ethnically motivated violence in the continent. An example is the Turkish mass murder of the Armenians in the First World War. In 1915, the Young Turk regime in Turkey called the mass murder of Armenians as the annihilation of dangerous bacteria (Tunc, 2016).
Another incidence of violence in Europe took place in 1932 and 1933 in the Soviet Union when its brutal tyrant Joseph Stalin created a human-made famine in the former Soviet republic of Ukraine that led to the death of about 7 – 10 million ethnic Ukrainians. It was death by starvation after Stalin carefully thought about how to deport the whole Ukrainian nation since he considered ethnic Ukrainians as being troublesome. However, twenty million Ukrainians were simply very many for him to move. Therefore, rather than deport them, he found a different solution, namely starvation. Secret law enforcement officers and Soviet troops attacked the villages of ethnic Ukrainians, looted their harvests plus all the food inside their homes (Patrikarakos, 2017).
The holocaust is certainly the most well known case in point of extremist nationalism-fuelled ethnic cleansing wherein the Nazis carried out an extensive campaign against Jews from 1933 to 1945 in the German-controlled territory (Lipstadt, 2016). The campaign started with cleansing through deporting the Jews and concluded with the horrendous Final Solution in which an estimated 250,000 homosexuals, 250,000 Gypsies, and 6 million Jews were annihilated in mass killing centres and concentration camps (Marrus, 2015). Following the defeat of Germany in 1945, the ending of the Second World War, and the creation of the United Nations, there has never been another major incident of violence in Europe. As such, the holocaust can be considered to have effectively culminated the violence in Europe in 1945.
Conclusion
In sum, the holocaust was indeed a culmination of Europe’s violence history. The continent’s history of violence dates back to the 1500s with the commencement of European colonialism, which continued until the 20th century. During this time, European colonialists in different parts of the world considered violence and brutality as necessary to ensure submission of the locals. Ethnic cleansing and mass murder campaigns began in the first quarter of the 20th century with the Turkish mass murder of the Armenians in the First World War. The 1933-1945 holocaust was by far the most brutal incident of European violence as over six million ethnic Jews were massacred. Given that a major incidence of violence had never happened in Europe again since 1945 when the holocaust ended, the holocaust can be seen as the culmination of the continent’s history of violence.

References
Lipstadt, D. E. (2016). Holocaust: An American Understanding. New Brunswick, New Jersey: Rutgers University Press.
Marrus, M. R. (2015). Lessons of the Holocaust. Toronto: University of Toronto Press, Scholarly Publishing Division.
Patrikarakos, D. (2017). Why Stalin starved Ukraine. New Republic Daily, 34(4): 1-8.
Tunc, A. (2016). Geopolitics of denial: Turkish State’s ‘Armenian Problem.’ Journal of Balkan and Near Eastern Studies, 18(2): 6-18.
Ziltener, P., Kunzler, D., & Walter, A. (2017). Measuring the impacts of colonialism: A new data set for the countries of Africa and Asia. JWSR, 23(1): 43-58

Memo for senior management

Memo for senior management
Memo for senior management
You have been hired by XYZ as a consultant. They are currently facing a union organizing campaign. You have been asked to write a briefing memo for senior management. Your memo must address:

a. What are the basic differences, from the employer’s viewpoint, in operating in a union-free environment vs. a unionized environment?

b. What are management representatives permitted to say and do during the campaign? What, if any, actions or statements are prohibited?

In responding, you must use three references. They should be from a scholarly journal or credible news source from within the past three years. Arranges ideas clearly and logically to support the purpose or argument; ideas flow smoothly and are effectively linked; reader can follow the line of reasoning

Arranges ideas adequately to support the purpose or argument; links between ideas are generally clear; reader can follow the line of reasoning for the most part

Arranges ideas adequately, in general, although ideas sometimes fail to make sense together; reader remains fairly clear about what writer intends

Arranges ideas illogically; ideas frequently fail to make sense together; reader cannot identify a line of reasoning and becomes frustrated or loses interest

Gives very specific information. Addressed all of the assignment components. Clearly illustrates critical and reflective thinking.
Well thought-out response.

Contains specific information. Addressed all of the assignment components. Is relatively detailed. Shows some critical and reflective thinking. Relatively well thought-out response.

Has some specific information. Addressed many of the assignment components. Not detailed.
Poorly thought-out response.

Is vague and does not address all assignment components. No evidence of having given the assignment real thought.

Execution is excellent. No grammar or writing errors. Reads easily. Is well organized. Includes two additional scholarly, relevant sources.

Well executed. Few grammar or writing errors. Reads easily.
Is fairly well organized. Sources are either not all scholarly or not all relevant.

Execution is poor. Many grammar or writing errors. Hard to read. Poorly organized.

Falls short of the required length for the assignment. Very poorly written. Very difficult to read. No organization is evident. Reads like a last minute effort.

Answer

MEMO

TO: XYZ Ltd Senior Management

FROM: …………………… (name) …..

DATE: January 9, 2018

SUBJECT: Union Organizing Campaign

Unionization can present a major overhaul of an organization’s human resource management practices; hence the need to effectively delineate the likely impact a unionized environment would have on the XYZ. The Company is currently facing a union organizing campaign, and this presents two possibilities: a unionized environment or a non-unionized environment depending on whether the campaign is successful. This calls for an understanding the consequences of each possibility. In this memo, the basic differences between a union-free environment and a unionized environment are discussed. Besides, a union organizing campaign is a highly sensitive undertaking, and it is of great importance that XYZ management representatives are aware of what to say or do during the campaign and what actions or statements are prohibited during the period. This memo provides adequate information regarding what is expected of management representatives during the union organizing campaign.

Union-free environment vs. a unionized environment

The main difference between operating in a union-free environment and a unionized environment is ingrained in the organization’s ability to control its human resources (Ashe-Edmunds, 2018). In a union-free environment, the organization has the freedom to manage its employees using their terms and conditions because there is no third party involved in making human resource related decisions. In a unionized environment, employees are represented by unions, which influence management decisions regarding human resource issues including salaries, benefits, working conditions, and employee dismissal among others. When workers are represented by a union, it is likely that their wages will rise and there is bound to be greater demands on the management as the union attempts to bargain better terms and conditions for its members (Ashe-Edmunds, 2018). In this case, employers desire a non-unionized environment because they can determine their wages and working conditions without interference.

The second difference is the ability to maintain a stable working environment. Ashe-Edmunds (2018) notes that unionized members are more likely to go on strike over unmet demands compared to non-unionized members. The law allows union members to strike and this limits employers’ power over their staff. It also brings negative publicity for an organization because it is seen as not meeting employee needs. In a non-unionized environment, such occurrences are limited because the organization is in control of its workers.

The third difference lies in the costs incurred by the organization in each environment. Maintaining a non-unionized workforce is likely to be cheaper than a unionized workforce not only because the company determines employee salary but also because the organization does not spend its resources on lawsuits and arbitrations. Unions are constantly seeking better terms for their members and have a role in protecting their rights and interests (Woodruff, 2018). This means more grievances and possible lawsuits on different accounts such as termination, discrimination, harassment and demotion among others.

The fourth difference is predictability in human resource costs. Collective bargaining in a unionized environment could play an imperative role in maintaining the stability of the organization through predictable costs (Woodruff, 2018). When organizations and unions negotiate collective terms and wages, it becomes easier to manage costs. Furthermore, the labor contracts often last for several years, and this influences accuracy in budgetary predictions and ease in managing compensation and benefits administration (Hart, 2017). In a non-unionized environment, human resource costs are likely to keep changing and are therefore unpredictable.

Finally, a unionized and a non-unionized environment differ regarding employee contact. Unionized environments create a single point of contact based on collective negotiation while non-unionized environments necessitate that the organization deal with each employee individually (Hart, 2018). This makes a unionized workforce easier to manage through a simplified salary negotiation process, more effective communication through the union and better handling of disciplinary issues.

What is permitted and what is prohibited during the union organizing campaign?

XYZ must take caution in ensuring that the management approaches the campaign in a way that does not jeopardize the company. To begin with, it is important to note that workers have the right to join a union and the management must not take any actions aimed at forcefully stopping the campaign (NFIB, 2018). Doing so could lead to a violation of labor law and thus land the organization in an unfavorable situation including labor lawsuits (Management Report, 2015). However, the management is allowed to create counter-union campaigns with the view of discouraging employees from voting or joining the union. These may include pro-company campaigns which are aimed at showing that the company effectively caters to employee needs and therefore no need for a union; antiunion campaigns aimed at showing employees the disadvantages of unions or a particular union in question; and low-key campaigns in which the management calls on employees to not to vote for unions but also reminds them that it is their right.

The following present more of the permitted and prohibited actions during an organizing campaign as provided by Kunkell and Hanchett (2015) and NFIB (2018).

What is permitted?

Communicate to employees that the company is opposed to unionization.
Educating workers on their rights, including the right not to join a union or interact with union organizers.
Educating employees on union costs such as initiation fees, dues, and possible fines.
Telling employees that they risk losing their jobs when they engage in strikes initiated by the unions.
Asking employees to encourage others not to vote for the union.
Pointing out misleading information passed during the campaign.
Providing a track record of unions and union officials to show potential problems of having a union.

What is prohibited?

Promising increased wages and benefits, enhanced working conditions, or special favors in return for employees not joining or voting the union.
Threatening employees, such as with job loss or reduced earnings or intimidating them in such a way that they do not exercise their right to belong to a union.
Telling employees that the organization would have added their wages had it not been for the union campaign.
Discriminating against employees who have participated in the campaign.
Soliciting employees to return union authorization cards
Visiting employees at home to discourage them from voting in the union.
Prohibiting employees from wearing badges associated with the union.

Through observing the above provisions, the management representatives at XYZ will ensure that the campaign runs smoothly and hopefully to their desired outcome. It will also ensure that the company is not entangled in any legal implications from interfering with the campaign.

References

Ashe-Edmunds, S. (2018). The Disadvantages of Union Membership From an Employer’s

Perspective. Retrieved from mallbusiness.chron.com/disadvantages-union-membership-employers-perspective-33242.html

Kunkell, R. & Hanchett, T. (2015). What Employers Can and Cannot Say During a Union

Organizing Campaign. Retrieved from https://www.stoelrivesworldofemployment.com/2015/10/articles/labor/what-employers-can-and-cannot-say-during-a-union-organizing-campaign/

Management Report. (2015). Authorization Cards. Management Report for Nonunion

Organizations, 38(9), 1-8.

NFIB. (2018). NFIB guide to Managing Unionization Efforts. Retrieved from

https://www.nfib.com/Portals/0/PDF/AllUsers/legal/guides/union-organizing-campaign-and-employers-nfib.pdf

Woodruff, J. (2018). Advantages & Disadvantages of Unions for Employers. Retrieved from

https://bizfluent.com/info-12140728-advantages-disadvantages-unions-employers.html

Isolation and loneliness

isolation and loneliness

Interactions and definitions of isolation and loneliness

Compare and contrast isolation and loneliness–defining both using multiple theories/theorists. It needs to relate how both affect people (especially in the workplace).

Interactions and Definitions of Isolation and Loneliness

Contemporary studies have postulated that isolation and loneliness contribute significantly to negative mental health that could be detrimental to individuals’ wellbeing. In some literature, isolation and loneliness have been described as being more dangerous than commonly known health conditions, further demonstrating their far-reaching implications on individuals. While the signs and symptoms of isolation and loneliness are significantly similar, the two terms are interpreted differently in psychological spheres, and their impact in individuals varies to a considerable extent. This paper aims at contrasting isolation and loneliness through the use of theories; and also demonstrates how these factors affect individuals, particularly in the workplace.

Isolation is associated with the absence of social ties with others in the society. According to Ge et al. (2017), the deficiency or near-deficiency of social connections consists of the definition of isolation. In this regard, social relationships are measured regarding network size and diversity, contact frequency and the extent to which a person is isolated socially (Ge et al., 2017). More elaborate definitions of isolation can be based on different theories that have been put forth to explain their occurrence. Wilson (1987) put forth a social isolation theory, where isolation was defined as the absence of contact or continual interactions with others or institutions that epitomize the conventional society. Isolation is thus considered a cultural condition, which results from structural constraints as established, by Wilson’s theory of isolation (Klinenberg, 2018). The temperament isolation theory aims at explaining how cultures view certain dispositions and how they interact with those with different dispositions (Rodriguez, 2014). This could lead to personality bias because of favoritism towards certain dispositions, which naturally tends to result in isolation of other dispositions.

Loneliness, on the contrary, refers to an emotional feeling by an individual that makes them feel socially isolated due to unmet social relationship needs. According to Holt-Lunstad, et al. (2016), it may refer to displeasure with the incongruity between the actual and desired actual relationships. A distinctive characteristic of loneliness is that it is possible to experience loneliness both in the presence of social isolation and the absence of it (Ge et al., 2017). This can explain why an individual may feel lonely even in the presence of people around him or her (Mathews et al., 2016). Different theories have made attempts at providing more elaborate definitions of loneliness. According to the behavioral approach, loneliness can be associated with personality traits that contribute to harmful interpersonal interaction patterns (Rokach, 2016). Such personality traits may include low self-esteem, sadness, anxiety, social inhibition, distrust and social anxiety, all which hinder effective interaction with others and the formation and maintenance of meaningful relationships (Hawkley, 2010). Individuals experiencing loneliness as explained in the behavioral approach are more unlikely to share personal information with peers, which makes it more difficult to create intimate relationships with friends. The cognitive behavior approach to loneliness points out that loneliness is associated with an individual’s overall outlook to life and those lonely individuals are more likely to be pessimistic or negative towards life (Mushtaq et al., 2014).

Despite the different definitions, loneliness and isolation are known to have overlapping characteristics, including the manifestation of depressive symptoms, psychological distress and negative self-assessment (Ge et al., 2017; Rokach, 2014). Furthermore, isolation and loneliness have been interlinked, based on their influence on each other. An example is where social isolation may cause individuals to develop feelings of loneliness (Mathews et al., 2016). Ge et al. (2017), notes that both isolation and loneliness are an indication of weak social relationships, such that it is possible to feel both isolation and loneliness concurrently.

Loneliness and isolation can have detrimental effects on individuals, particularly at the workplace. Loneliness and isolation impact interpersonal relationships and thus influence how individuals connect with others (Ozcelik and Barsade, 2012). Shehada and Khafaje (2015) note that when an individual feels isolated or alienated at work, they are less likely to contribute or participate effectively in work-related activities. Loneliness and isolation lead to emotional withdrawal and consequently reduction in affective commitment, such that employees are likely to be less productive (Ozcelik and Barsade, 2012). Additionally, loneliness leads to surface-acting as individuals attempt to mask what they are experiencing, thus making it more difficult to be productive. Isolation and loneliness may affect teamwork capability, participation in work-related activities, task completion, interpersonal relationships, and communication. According to Ozcelik and Barsade (2012), loneliness is likely to escalate at work as co-workers increasingly disconnect with individuals who are already considered lonely, thus making the implications of loneliness even worse.

Rokach (2014) who studies the impact of loneliness on leadership establishes that leaders are more likely to be socially isolated at the workplace and this may lead to depression. This is mostly where support from subordinates is lacking or where leadership roles create disengagement with others due to busy schedules and high expectations. The consequent impact is increased depression, poor decision-making capability, irrational behavior and drug use (Rokach, 2014).

Due to their impact on the psychological well being and consequent stress, isolation and loneliness have been associated with lifestyle diseases resulting from a sedentary lifestyle, high-calorie intake, weight-gain and blood pressure (Rokach, 2014). These may affect an individual’s ability to deliver at the workplace, particularly when they are constantly out of the office for treatment.

In conclusion, this discussion compares and contrasts loneliness and isolation, establishing that while the two factors are interrelated to some extent, they are both manifested differently in individuals. The discussion also establishes that loneliness and isolation have substantive effects on work performance.

References

Ge L, Yap C. W, Ong R., Heng B. H. (2017) Social isolation, loneliness and their relationships

with depressive symptoms: A population-based study. PLoS ONE, 12(8): e0182145. https://doi.org/10.1371/journal.pone.0182145

Holt-Lunstad, J. et al. (2015). Loneliness and Social Isolation as Risk Factors for Mortality: A

Meta-Analytic Review. Perspectives on Psychological Science, 10(2) 227–237. Retrieved from https://www.ahsw.org.uk/userfiles/Research/Perspectives%20on%20Psychological%20Science-2015-Holt-Lunstad-227-37.pdf

Klinenberg, E. (2015). Alone in the City? An Intellectual History of Social Isolation. Institute for

Policy Research Working Paper, Northwestern University. Retrieved from https://www.ipr.northwestern.edu/publications/docs/workingpapers/2002/IPR-WP-02-15.pdf

Matthews, T., Danese, A., Wertz, J., Odgers, C. L., Ambler, A., Moffitt, T. E., & Arseneault, L.

(2016). Social isolation, loneliness and depression in young adulthood: a behavioural genetic analysis. Social Psychiatry and Psychiatric Epidemiology, 51, 339–348. http://doi.org/10.1007/s00127-016-1178-7

Mushtaq, R., Shoib, S., Shah, T., & Mushtaq, S. (2014). Relationship Between Loneliness,

Psychiatric Disorders and Physical Health ? A Review on the Psychological Aspects of Loneliness. Journal of Clinical and Diagnostic Research: JCDR, 8(9), WE01–WE04. http://doi.org/10.7860/JCDR/2014/10077.4828

Ozcelik, H. & Barsade, S. (2012). Work Loneliness and Employee Performance. Retrieved from

https://faculty.wharton.upenn.edu/wp-content/uploads/2012/05/Work_Loneliness_Performance_Study.pdf

Rockach, A. (2014). Leadership and Loneliness. International Journal of Leadership and

Change, 2(1), 48-58. Retrieved from https://digitalcommons.wku.edu/cgi/viewcontent.cgi?referer=https://www.google.com/&httpsredir=1&article=1014&context=ijlc

Rodriguez III, Jorge (2014). Temperament Isolation: The Study of Personality Bias in Culture.

Flagstaff, Arizona: Northern Arizona University Publishing.

Rokach, A. (2016). The Correlates of Loneliness. Sharjah, UAE: Bentham Science Publishers.

Shehada, M. & Khafaje, N. (2015). The Manifestation of Organizational Alienation of

Employees and its Impact on Work Conditions. International Journal of Business and Social Science, 6(2), 82-86. Retrieved from ijbssnet.com/journals/Vol_6_No_2_February_2015/12.pdf

Wilson, W. J. (1987). The Truly Disadvantaged: The Inner City, the Underclass, and Public

Policy. Chicago: University of Chicago Press.