Medieval Childbirth and Baptism

The concept of childhood in the middle ages and the importance of the child in medieval society is not to be overlooked in history. It is fairly clear from the laws designed specifically for the care of children that childhood was recognized as a distinct phase of development and that, contrary to modern folklore, children were not treated as nor expected to behave as adults. Laws regarding the rights of orphans are among the pieces of evidence we have that children had value in society, as well. It is difficult to imagine that in a society where so much value was placed on children, and so much hope was invested in a couples ability to produce children, children would regularly suffer from a lack of attention or affection. Yet this is the charge that has often been made against medieval families. While there have been—and continue to be—cases of child abuse and neglect in western society, to take individual incidents as indicative of an entire culture would be an irresponsible approach to history. Instead, let us look at how society in general regarded the treatment of children. As we take a closer look at childbirth and baptism, well see that, in most families, children were warmly and happily welcomed into the medieval world. Childbirth in the Middle Ages Because the foremost reason for marriage at any level of medieval society was to produce children, the birth of a baby was usually a cause for joy. Yet there was also an element of anxiety. While the childbirth mortality rate is probably not as high as folklore would have it,   there was still a possibility of complications, including birth defects or a breech birth, as well as the death of mother or child or both. And even under the best of circumstances, there was no effective anesthetic to eradicate the pain. The lying-in room was almost exclusively the province of women; a male physician would only be called in when surgery was necessary.  Under ordinary circumstances, the mother—be she peasant, town-dweller, or noblewoman—would be attended by midwives. A midwife would usually have more than a decade of experience, and she would be accompanied by assistants whom she was training. In addition, female relatives and friends of the mother would frequently be present in the birthing room, offering support and good will, while the father was left outside with little more to do but pray for a safe delivery. The presence of so many bodies could raise the temperature of a room already made warm by the presence of a fire, which was used to heat water for bathing both mother and child. In the homes of the nobility, gentry, and wealthy townspeople, the birthing room would usually be freshly-swept and provided with clean rushes; the best coverlets were put on the bed and the place was turned out for display. Sources indicate that some mothers may have given birth in a sitting or squatting position.  To ease the pain and to hasten the process of childbirth, the midwife might rub the mothers belly with ointment. Birth was usually expected within 20 contractions; if it took longer, everyone in the household might try to help it along by opening cupboards and drawers, unlocking chests, untying knots, or even shooting an arrow into the air. All of these acts were symbolic of opening the womb. If all went well, the midwife would tie off and cut the umbilical cord and help the baby take its first breath, clearing its mouth and throat of any mucus. She would then bathe the child in warm water or, in more affluent homes, in milk or wine;  Ã¢â‚¬â€¹she might also use salt, olive oil, or rose petals. Trotula of Salerno, a 12th-century female physician, recommended washing the tongue with hot water to assure the child would speak properly.  It was not uncommon to rub honey on the palate to give the baby an appetite. The infant would then be swaddled snugly in linen strips so that his limbs might grow straight and strong, and laid in a cradle in a dark corner, where his eyes would be protected from bright light. It would soon be time for the next phase in his very young life: Baptism. Medieval Baptism The primary purpose of  baptism  was to wash away original sin and drive all evil from the newborn child. So important was this  sacrament  to the Catholic Church that the usual opposition to women performing sacerdotal duties was overcome for fear an infant might die unbaptized. Midwives were authorized to perform the rite if the child was unlikely to survive and there was no man nearby to do it. If the mother died in childbirth, the midwife was supposed to cut her open and extract the baby so that she could baptize it. Baptism had another significance: it welcomed a new Christian soul into the community. The rite conferred a name on the infant that would identify him throughout his life, however short it might be. The official ceremony in the church would establish lifelong ties to his godparents, who were not supposed to be related to their godchild through any blood or marriage link. Thus, from the very beginning of his life, the medieval child had a relationship to the community beyond that defined by kinship. The role of godparents was mainly spiritual: they were to teach their godchild his prayers and instruct him in faith and morals. The relationship was considered as close as a blood link, and marriage to ones godchild was prohibited.  Because godparents were expected to bestow gifts on their godchild, there was some temptation to designate many godparents, so the number had been limited by the Church to three: a godmother and two godfathers for a son; a godfather and two godmothers for a daughter. Great care was taken when selecting prospective godparents; they might be chosen from among the parents employers, guild members, friends, neighbors, or lay clergy. No one from a family that the parents hoped or planned to marry the child into would be asked. Generally, at least one of the godparents would be of a higher social status than the parent. A child was usually baptized on the day he was born. The mother would stay at home, not only to recuperate, but because the Church generally followed the Jewish custom of keeping women from holy places for several weeks after giving birth. The father would assemble the godparents, and together with the midwife they would all bring the child to the church. This procession would frequently include friends and relatives, and could be quite festive. The priest would meet the baptismal party at the church door. Here he would ask if the child had been baptized yet and whether it was a boy or a girl. Next he would bless the baby, put salt in its mouth to represent the reception of wisdom, and exorcise any demons. Then he would test the godparents knowledge of the prayers they were expected to teach the child: the  Pater Noster,  Credo, and  Ave Maria. Now the party entered the church and proceeded to the  baptismal font. The priest would anoint the child, immerse him in the font, and name him. One of the godparents would raise the baby up from the water and wrap him in a christening gown. The gown, or crysom, was made of white linen and might be decorated with seed pearls; less wealthy families might use a borrowed one. The last part of the ceremony took place at the altar, where the godparents made the profession of faith for the child. The participants would then all return to the parents house for a feast. The entire procedure of baptism mustnt have been a pleasant one for the newborn. Removed from the comfort of its home (not to mention its mothers breast) and carried out into the cold, cruel world, having salt shoved into its mouth, immersed in water that could be dangerously cold in winter -- all this must have been a jarring experience. But for the family, the godparents, friends, and even the community at large, the ceremony heralded the arrival of a new member of society. From the trappings that went with it, it was an occasion that appears to have been a welcome one. Sources: Hanawalt, Barbara,  Growing Up in Medieval London  (Oxford University Press, 1993). Gies, Frances, and Gies, Joseph,  Marriage and the Family in the Middle Ages  (Harper Row, 1987). Hanawalt, Barbara, The Ties that Bound: Peasant Families in Medieval England (Oxford University Press, 1986).

Project Management Body Of Knowledge - 1656 Words

Brett Salathiel Z5077339 ZEIT8303 Project Management Body of Knowledge - Resource 1006 - Federation Square â€Å"Inside The Square.† Commissioned 01 May 2003 by ABC TV Documentaries Australian Broadcasting Corporation GPO Box 9994 Lecturer: Mr Greg Hammond 24/03/2015 Executive Summary This task examines the ABC case study â€Å"Inside The Square†. The primary objective of the report was to analyses the application of project management body of knowledge (PMBOK) in complex projects like the case study. The topic was researched through extensive sources including government bodies, course materials and other sources to provide the relevant information. In cases like Federation Square that is unique in nature given the vast amount of stakeholders and resources involved, there are high implications for failure that are met with heavy condemnation from the public. For this reason numerous methods are adopted to mitigate the ambiguous catastrophe that is present during a build of this magnitude. Secondly it was discovered that even though the project had failed monetarily and its formal release extended, the overall result was a success because the public expectations did not foresee the positive effect of what this unique project had to offer once it was completed. Finally, it is important to note that through extensive analysis it was concluded applying the body of knowledge to large-scale projects gives the project manager the necessary skills to copeShow MoreRelatedProject Management Body Of Knowledge1397 Words   |  6 PagesIntroduction The abbreviation PMBOK denotes to the Project Management Body of Knowledge. The PMBOK is a developing frame of information for the arena of project management. PMBOK is positioned on the Project Manager and the PMP Exam is an effort to measure the knowledge of a Project Manager. 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As stated on the website using the PRINCE 2 methodology a project â€Å"focuses on business justification, a defined organisation structure for the project team, product based planning approach, emphasis on dividing the project in the manageable to controllable stages and flexibility that can be applied at a level appropriate forRead MoreProject Management Body Of Knowledge Categories Essay1853 Words   |  8 Pages Project Management Analysis Report Introduction: Project Management Body of Knowledge categories: 1. Project Integration Management: This knowledge area is all about planning, monitoring, coordination and cooperation. If anything is affected in this area and it’s going to affect all the knowledge areas. 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Deep Trouble addresses various issues that were faced during the design and development stages of the Collins Class project. This report will focus on the interrelationship between the three PMBOK knowledge areas of scope, procurement and quality management and the impact each had on the final project. The Collins Class submarine was prone to excessive noise signatures whilst travelling at speed and lacked the operational capability to enter conflict situations

Mgt Module 5 Free Essays

Module 5 – Individual level: motivation concepts and applications 1 Module 5 – Individual level: motivation concepts and applications Learning objectives On successful completion of this module, you should be able to: ? ? ? ? ? ? ? ? ? Define motivation and identify three key elements of motivations Identify early theories of motivation and evaluate their current use value Apply the predictions of self-determination theory to intrinsic and extrinsic rewards Compare and contrast goal-setting theory and management by objectives Contrast reinforcement theory and goal-setting theory Demonstrate how organisational justice is a refinement of equity theory Apply the key tenets of expectancy theory to motivating employees Compare contemporary theories of motivations Show how motivation theories are culture bound Learning resources Text Robbins, SP, Judge, T, Millett, B Boyle, M 2011, Organisational behaviour, Chapter 7. Introduction to Module 5 Welcome to Module 5 of MGT1000. I give this module about a 4. We will write a custom essay sample on Mgt Module 5 or any similar topic only for you Order Now 5 rating – the theory is heavier going. There are about 22 pages from the text. Also this module is about 7 pages long. There are no must do tasks but there is still an application exercise that can take up as much time as you want to invest in it. The application is a mini essay writing exercise. The mind map that follows illustrates where we are up to in the individual level of the course so far. In this module we will be discussing theories of motivation and their workplace applications. Motivation is a critical issue within workplaces today. It is not sufficient that employees simply turn up at work. Employers want highly productive and motivated employees. You already know that workplace productivity can be enhanced by ensuring a sound fit between employee personality and job requirements, between employer and employee values and  © University of Southern Queensland 2 MGT1000 – Organisational behaviour between employee preferences and the culture and structure of the organisation. You will also realise from previous modules that in creating a motivating workplace it is employee perception of the workplace, rather than the reality of the workplace, that will influence employee performance. In this module you will learn ways that managers can make the workplace more motivating for employees. The most basic premise of this module is that motivation is not a trait like personality, but rather something that managers can encourage or discourage. Module 3 Attitudes and job satisfaction Module 4 Personality and values Module 5 Motivation Absenteeism †¢Job satisfaction †¢Turnover †¢Productivity †¢Organisational citizenship †¢Deviant workplace behaviour This first exercise will give you a chance to clarify your own (everyday) everyday experience of motivation. Learning activity 5. 1 Think of one thing you have been putting off doing. Perhaps you have a friend you have been meaning to contact; perhaps you have some task around the house you have not completed yet. Perhaps you have not been able to maintain your exercise program. Or perhaps you have had difficulty getting all your study completed. Think about these 2 questions 1. Why are you putting yourself under pressure to do this thing? 2. Why haven’t you done this thing yet?  © University of Southern Queensland Module 5 – Individual level: motivation concepts and applications 3 Learning activity 6. 1 de-brief I expect we all have things we have not done that we feel we should have done. So I assume no one had difficulty thinking of something they had put off. The following two definitions of motivation show considerable consistency and can be helpful in understanding your inability to do the task you nominated. We define motivation as the processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal’ (Robbins, Judge, Millett, Boyle 2011, p. 176) ‘Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. ’(Gordon, 1999 p. 534) Both definiti ons seem to regard persistence as essential to motivation. Perhaps you may have lacked the persistence or continuing effort required to complete the task? In addition the definitions refer to enthusiasm or intensity – both of which can be regarded as a measure of ‘how hard’ you were prepared to work (Robbins et al. 2011 p. 176). Perhaps this is where you had your difficulty? Finally, both definitions state there needs to be some kind of purpose – variously described as direction, a goal or a course of action – that is essential to motivation. It would appear because you could articulate what you were supposed to do then at least you did have a goal, even if it is yet to be achieved. The question remains ‘Why haven’t we done this thing if we still feel we need to do it? Perhaps one of the reasons you gave for not completing this task was that it simply was too hard. Indeed the text says no matter how motivated someone is, if they truly lack the ability to do a task then it is impossible for them to do it. So if you truly lack the ability required to do the task then perhaps you should stop trying to do this task. Similarly if one of the reasons you gave for not doing this task was a lack of time, again this may be a legitimate reason for not doing the task. Robbins et al. (2011, p. 176) view motivation as a series of processes. That is, if a person lacks opportunity (for example the required time to complete a task), it does not matter how motivated or how gifted they are they simply will not be able to do the task. But perhaps your task was within your ability arrange and you had the opportunity to do it. The question remains, ‘Why didn’t you do it? ’ The definitions listed above may provide some answers. While Robbins et al. (2011) make no comment on the origins of motivation, Gordon (1999 p. 534) however, refers to motivation as ‘forces either within or external to a person’. These internal and external forces are very important in understanding Herzberg’s theory and its later developments. These two factors (internal and external factors) are the two factors that give Herzberg’s two factor theory its name. Herzberg refers to these 1) external and 2) internal factors as 1) extrinsic or hygiene factors and 2) intrinsic factors or motivators respectively. These two factors are like the oil and petrol in your car. They are quite separate, but you need both to be at the right level for the car to work well. In a car you have a petrol gauge that indicates if your tank is full or empty. It indicates if you have petrol or no petrol. So Herzberg refers to his 2 factors in the same terms. For example if you have no motivators (like no petrol) this is referred to as a state of ‘no satisfaction’. If you have motivators (like a full tank of petrol) you have ‘satisfaction’. Interestingly, Herzberg does not regard satisfaction as the opposite of dissatisfaction. So let  © University of Southern Queensland 4 MGT1000 – Organisational behaviour e confirm, a lack of satisfaction is referred to by Herzberg as being a state of ‘no satisfaction’ not a state of dissatisfaction. The jargon in this theory is a little confusing at first, but Herzberg is making an important point. When you understand that point the jargon is easy to understand. Again consider the reasons you gave for not acting and the reasons you gave for continuing to put pressure on yourself . According to Herzberg’s two factor theory (Robbins et al. 2011, p. 178–80) only intrinsic factors are truly motivating. Intrinsic factors amount to way the task makes you feel. For example, if you stated the job is too boring or not very enjoyable that is an example of a task that is simply not motivating. That is why you lacked motivation and ultimately did not complete the task – it was simply not an intrinsically rewarding task. According to Herzberg extrinsic or hygiene factors will never truly motivate you to complete a task (Robbins et al. 2011, p. 178–80). So even if for example, one of the reasons you gave to complete the task was that you would be paid to complete it, then although you may have found the payment acceptable, it could not actually motivate you to do the task. The pay could only ever be experienced by you as good pay or bad pay for the job involved. In either event the pay itself would not motivate you to do the job – only the job’s intrinsic qualities and opportunities can truly motivate. There are many critics of Herzberg’s theory and his original research methods (Robbins et al. 2011, p. 178)and also the other earlier theories of motivation. For example refer to Robbins et al. (2011, p. 177) for a critique of Maslow’s theory. The text provides an overview of contemporary theories of motivation that have a reasonable degree of research validity. These theories address employee motivation and include the Self-determination theory, Goal-setting theory, Self-efficacy theory, Reinforcement theory, Equity theory and Expectancy theory. These theories provide guidelines for managers about how to enhance workplace motivation in their employees. Self-efficacy theory, for instance, argues that ‘an individual’s belief that he or she is capable of performing a task’ (Robbins et al. 2011, p. 186) influences their performance. According to this theory, employees with low selfefficacy (self belief) will exert less effort when they receive negative feedback whereas employees with high self-efficacy will increase their effort (Robbins et al. 2011, p. 187-80). Managers who focus on increasing self-efficacy in employees by setting difficult goals for them and encouraging them to perform better, can expect increased employee performance. You can see that the goal-setting theory is also applicable here – setting specific and difficult goals and providing feedback can lead to higher performance (Robbins et al. 011, p. 184). You will also read this week about ‘Equity’ theory which takes quite a different view of what motivates or ‘de-motivates’ us. Equity theory’s basic tenant is that the perception of equitable reward (such as salary) is quite essential to motivation. Most simply stated if you as an employee feel you are relatively poorly treated – for example, poorly paid as compared with others – then your motivation will suffer. In your reading you will be exposed to the mechanism of the ‘comparable worth’ as a way to create rewards systems for jobs that create equity in the workplace. Finally, you will read about expectancy theory this week which takes another quite different view of motivation. Expectancy theory is all about the expectancies or in lay terms ‘expectations’ employees have about their work and its rewards. If an employee 1) does not expect (or believe) they have the ability to complete the job to the required standard and or 2) does not expect (or believe) that the organisation will recognise their work when it is completed to the required standard and or 2) does not expect (or believe) the reward the organisation offers is worthwhile, then the employee’s motivation will suffer. You will read  © University of Southern Queensland Module 5 – Individual level: motivation concepts and applications 5 how expectancy theory can be applied to the workplace through the use of flexible benefits that allow employees to work towards rewards they truly value. Learning objectives from the text ? ? Define motivation and identify three key elements of motivations – Read ‘Defining motivation’ page 176. Identify early theories of motivation and evaluate their current use value – Read ‘Early theories of motivation’ page 176 – 181, up to the end of ‘McClelland’s theory of needs’, page 181. Apply the predictions of self-determination theory to intrinsic and extrinsic rewards– Read ‘Contemporary theories of motivation’ page 181 – 3. Compare and contrast goal-setting theory and management by objectives – Read page 184 – 188, up to the end of ‘Self-efficacy theory’ on page 188. Contrast reinforcement theory and goal-setting theory – Read ‘Reinforcement theory’ page 188 – 9. Demonstrate how organisational justice is a refinement of equity theory – Read ‘Equity theory/organisational justice’ page 189 – 92. Apply the key tenets of expectancy theory to motivating employees – Read ‘Expectancy theory’ page 193 – 4 and ‘Flexible benefits; Developing a benefits package’ page 222. Compare contemporary theories of motivations – Read ‘Integrating contemporary theories of motivation’ page 194 – 5. Show how motivation theories are culture bound – Read ‘Global Implications’ page 196. ? ? ? ? ? ? ? We also suggest that you read Summary and Implications for Managers’ that provides you with a good summary of the theories covered in the readings. Application exercise This week’s application exercise is one I have used previously with students. You are asked to write a 5 paragraph essay titled ‘The day I hated my job more than I thought humanly possible’ or an essay titled ‘The day I loved my job more than I thought humanly possible’. In either case use Herzberg’s theory to explain why you hated or loved your job so much on that day. This is a quick exercise to get you thinking about 1) how to structure an essay and 2) how to apply theory to a case study. I have attached an example of an essay submitted by a previous student to help you. What follows are the quick tips on how to write a good OBM essay that were covered in module 2.  © University of Southern Queensland 6 MGT1000 – Organisational behaviour A good OBM essay has four main parts. ? ? You will always need a one paragraph introduction that states the overall theme of your essay and outlines the content of the essay. This will be the first paragraph of the essay. This will be followed by a series of paragraphs that present the real contents of your essay. This is sometimes referred to as the body of the essay. In this case this will only be 3 paragraphs. (You can have more if you really need them, but this is meant to be a short and sweet exercise to get the brain cells going – not a marathon). These will include the facts of your best or worst day at work and your references to Herzberg’s theory that explain the experience. Visit this webpage at the USQ Library and follow the clicks for information on how to cite sources in essays using the Harvard Referencing system . This will be followed by a one paragraph conclusion that restates the main theme of your paper, summarises the main points raised in the body of your paper and ends with a strong ‘concluding’ sentence This will be followed by a ‘List of references’. This is a list of the full bibliographical details or any source (for example text book or journal article) that you cite in the essay. I expect in this essay you would only list the text as a source. ? ? A good OBM essay also includes theory that has been applied to the case study. I suggest you use the three sentence formula listed below to apply theory to a case study. In each paragraph include: 1. One or two sentences containing a bite size piece of theory 2. Followed by one or two sentences containing a bite size piece of case study 3. Followed by a linking sentence – that explains how exactly the theory is linked to the case study. An example 1. Bite size piece of theory According to Herzberg jobs that afford opportunities for growth can potentially be a source of job satisfaction (Robbins et al. 2011, p. 179) 2. Bite size piece of case study I certainly ound my job at that time challenging in a positive way. I was involved in a short-term, cutting edge project aiming to develop a completely new range of client services. 3. Linking sentence. My involvement in the client services project gave me an excellent opportunity for professional growth. My positive experience of my job at that time was therefore highly consistent with Herzberg’s notion of a job with job satisfaction. The same material presented as a paragraph. According to Herzberg jobs that afford opportunities for growth can potentially be a source of job satisfaction (Robbins et al. 011, p. 179. ) I certainly found my job at that time challenging in a positive way. I was involved in a short-term, cutting edge project aiming to develop a completely new range of client services. My involvement in the  © University of Southern Queensland Module 5 – Individual level: motivation concepts and applications 7 client services project gave me an excellent opportunity for professional growth. My positive experience of my job at that time was therefore highly consistent with Herzberg’s notion of a job with job satisfaction. You may have to go through a few more drafts of the paragraph to get it saying exactly what you want it to, but that is the basic process. Finally, you may be wondering how to relate bits of theory to bits of case study. You might find a pen and paper tool like this one below useful. In the left hand column you will see the motivators and hygiene factors listed. (This is the theory you are expected to use in this essay). In the right column there is room for you to list the elements of your story that relate to these factors. You do not need to have an entry next to each piece of theory. The idea is that you would look at the completed grid and then decide what the pattern is. Did your job have lots of problems with the motivators? Were there additional problems with the hygiene factors? What was the overall pattern is the case study? This then becomes the theme of your essay. Motivators Achievement Recognition Work itself Responsibility Advancement Growth Case study elements Hygiene factors Company policy and administration Supervision Relationship with supervisor Work conditions Relationship with peers Personal life Relationship with subordinates Status Security Salary Case study elements  © University of Southern Queensland 8 MGT1000 – Organisational behaviour Summary This module has focussed on motivation as a process that managers need to understand in order to try to create motivating jobs and reward systems in the workplace. You have covered both earlier theories of motivation and contemporary theories. You have also had an opportunity to put pen to paper and attempt an essay in this course. Presentation 5. 1 Ch7_motivation Reference list Gordon, J 1999, Organizational behaviour: a diagnostic approach, 6th edn, Prentice Hall, NJ. Mann, S 2004, ‘People-work: emotion management, stress and coping’, British Journal of Guidance and Counselling, vol. 32, no. 2, pp. 205–21, viewed 12 December, EBSCOhost database Academic Search Premier, item: AN13121438. McShane, S Von Glinow, M 2005, Organizational behaviour, 3rd edn, McGraw-Hill Irwin, Boston. Robbins, SP, Judge, T, Millett, B Boyle, M 2011, Organisational behaviour, 6th edn, Pearson Education, French’s Forest. Gordon, J 1999, Organizational behaviour: a diagnostic approach, 6th edn, Prentice Hall, New Jersey.  © University of Southern Queensland How to cite Mgt Module 5, Essay examples

International Council for Small Business

Question: Discuss about the International Council for Small Business. Answer: Introduction: This report has been constructed to understand the significance of the emiratization of Abu Dhabi Municipality. The report has considered few facts such as objectives of the emiratization, viability of the process, what achievements the organization has achieved till now. Moreover, strength of the emiratization process has also been described in this report. Weak points that has affected the concept of emiratization has also been discussed here. Apart from that, a five year development plan has also been attached here so that upcoming planning of the Abu Dhabi municipality on economic and social approaches can be assessed. The main objective of this report is to make viable documentation that can be helpful to understand the overall event of the emiratization and its impact on the socio-economic condition of the Abu Dhabi. Abu Dhabi Municipality Emiratization strategy: UAE has taken a vision for the effective assimilation of the UAE nationals into the workforce market; this vision was taken a decade ago and eventually has become one of the main priority for the different governmental and private sector. The main focus is to create opportunities for sustainable employment for the nationals of the UAE and make them compatible to the competitive market. As mentioned before, the objective of the emiratization of the Abu Dhabi Municipality is to produce sustainable job opportunities so that the UAE nationals can enjoy the opportunity. The government has objectified this initiative to provide employment in an efficient and meaningful way for both the private and public sectors (Pinnington et al. 2013). As per the reports, number of highly educated people is increasing day by day; however, in comparison to the educated people the opportunity of secured and satisfactory jobs are less; the objective of this initiative is to disseminate quality education and organize effective programs on human resource development. UAE government has set a goal to improve the potentiality of the educational system to result in efficient human capital and make them ready as per the requirement of the job market. For the successful accomplishment of the planning of emitarization UAE municipality has taken the following steps like: Setting up of Human Resource Authorities: Human Resource Authoritie (HRA) was established in 2005 with the vision of development of a competent national workforce for the UAE nationals and provides them sustainable job opportunities. HRA has taken few initiatives towards the emiratisation such as it helps the jobseekers with different types of qualification and skill by providing career oriented services such as development of the skill and knowledge, career guidance programs, vocational trainings, occupational rehabilitation along with different specialized programs for the employment (Al-Waqfi and Forstenlechner 2014). Apart from that, HRA has also signed a MoU with the Turret Middle East to publish a monthly magazine that will depict on the emiratization issues of Abu Dhabi Municipality. For better understanding, the effective impact on different sectors can be followed: Emiratisation in the public sector: Public sector has involved almost 52% of the job opportunities in UAE. As UAE citizens are more attracted towards the public sector due to its prospectus job packages, job securities and shorter working hours, UAE municipality has subjected the public sector for the emiratization. For instance, Abu Dhabi Tourism Authority can be taken. Tourism industry provides employment opportunities for UAE jobseekers and it also presumes that the rate of employment can be increased with the upcoming years. It has also focused on the diverged initiatives to attract locals to work in this sector (Toledo 2013). The Abu Dhabi municipality has taken the agenda of creating as much as possible scope for the new job offers. In this regard, Abu Dhabi Municipality has also taken steps to work cooperatively with the Abu Dhabi Education Council, Abu Dhabi Retirement, pension and benefits funds and Directorate of Abu Dhabi Police. As education council has taken the approach of strategic plan for development o f the standard of higher education and equip the jobseekers with the appropriate qualification and skills. Moreover, directorate of Abu Dhabi police also attracts the high school students and graduates for various posts in civil and military department. Another important factor in this part is Abu Dhabi Municipality has also become successful to draw the female employees for the job in police department by breaking the male dominating perception. Emiratization in private sector: This is another concern of the Abu Dhabi M municipality to secure the employment of their citizens. Al-Jarwan and Omar (2015), mentioned that private sector is required to contribute as much as the public sector to avoid saturation in any particular industry. The human resource department of the Abu DhABI Municipality has taken the strategy of building a strong relationship with the human resource authority of the private companies so that they can be updated with the new openings and the recruitment planning of the private sectors. In private sector, banking sector is the largest sector that employs maximum employees from the UAE. There is an initiative taken to train and employ 215 UAE citizens who are searching for the job. The main aim behind the emiratization in Abu Dhabi Municipality is to develop the standard of the education, prepare the graduates or job seekers with proper training and career oriented education so that they can easily get acknowledged with the proper knowledge required for the professional attributes (Vassilopoulou et al. 2013). Moreover, creating new job opportunities an involving the private sectors so that maximum UAE national can be given job are another vision of the emiratization. This initiative of emiratization has become viable for the UAE nationals because the step has successfully opened a new dimension for the citizens of the UAE. The main problem was that most of the people here hold a certificate of higher education and job opportunities were less. Due to this initiative, students with higher educational qualification has now been getting options for satisfactory professions. Abu Dhabi Municipality has tied up with different entities to secure the job opportunity for their citizens. The approach of emiratization is viable for the current context because the country is lacking an appropriate job structure; moreover, due to a liberal immigration policy number of the foreign workers has been increased day by day making the job constraints for the nationals of the UAE (Daleure 2016). Emiratization in UAE was taken as the demand for local workforce was increasing and to reduce the dependency on the expatriates. The UAE government has taken several approache s to control the unemployment and create new positions for the citizens of the UAE; however, due to an ineffective and strong governmental intervention the approaches were not successful before. In such a context, the approach to nationalize the process of the employment to make the nation more economically strong is highly viable. Achievements to date: During the year of 2015, Abu Dhabi Municipality has almost achieved the 87% of the emiratization. This includes both the posted and non-posted along with the contracted emirati workers. The number of the emirati workers has reached up to 2058 against the 314 expatriates; making it total of 2372 (Abdusheikh 2012). According to report the emiratization rate of Abu Dhabi Municipalitys organizational structure is 94%. The number of emiratis is 2013 along with the 149 expatriate employees; thus, the total number of emiratis in organizational structure is 2152 employees (Abdusheikh 2012). Frok this data, it is clear that the Abu Dhabi Municipality possess high interest on the implementation of the policy for job succession, empowerment of the UAE nationals to hold the employment opportunities and make the jobseekers well equipped with the required knowledge through educating them public institutions so that the vision of the Abu Dhabi for emiratizaation can be achieved (Proctor 2016). Abu Dhabi Municipality has been progressing since last few years in terms of making proper opportunities for the nationals of the UAE. The municipality has taken the shot for the administrative and technical field. The municipality has provided the required training and education of different fields so that the graduates can be subjected to the plethora of opportunities; it has in turn helped to boost the emiratization level of the Abu Dhabi Municipality more (Shokry, Thabit and Al Mansoori 2016). The Municipality is looking for the strategic objectives to secure almost 95% job opportunities for the 95% of the emiratis out of total workforce in the municipality. Not only securing the job opportunity, the emitratization has also effected the feamale employment in the Abu Dhabi municipality. In the year of 2015, 127 females have been employed but the municipality and for the municipalitys organizational structure the number of the female employees have reached up to 129 (Daleure 2017). These females successfully regulate the administrative, technical and other leading activities of the municipality. As per the report, there are 7 females in the grade two, 18 in grade three, 39 in grade four, 13 in grade five, 39 in grade six and 13 in grade seven. The municipality aims to increase the number of female employees in the municipality by 35% for the total workforce (Daleure 2017). The total number of the female employees including posted, non-posted and contracted is 732, out of which 315 is the emirati and for the organizational structure the number of the emiratis is 724 (Daleure 2016); 34% out of them are emiratis. Moreover, three employees hav e also been recruited this year on the special needs making the total number of 18 for the special needs employees among the targeted 45. Human resource department has helped the Abu Dhabi Municipality to recruit more employees by creating new offices for the safety, health and environmental issues. Formation of these new jobs has created new 101 posts for jobseekers (Daleure 2017). On addition, the Abu Dhabi Municipalities has also adopted a new approach to create new job opportunities by creating a work team that works on the sub-centre projects that is monitored by the Municipality itself to increase the role of the municipality in the external affairs. Employees working in this provision can enjoy the facilities as same as offered by the head office of the municipality (Daleure 2017). The number of external municipal centres has reached the number of six; the municipality has taken this approach seriously to make all the service available to the citizens and create more job opportunities for the citizens of the UAE. Other entities of the Abu Dhabi Municipal organization such as National Infrastructure authority, Department of Economic Development have also looking forward to make more job opportunities to meet the vision of the emiratization. Emiratization has opened a new path of professional opportunities for the nationals of the UAE. emiratization has introduced a number of positive attribute that have made this initiative practical to the local workforce. Emiratization has provided the ray of hope to the uncountable students and jobseekers that have completed their graduates and other higher education nevertheless have been left with no appropriate and secure job (de Waal and Frijns 2016). Emiratization is important in current context of the Abu Dhabi due to the following reason- Provision of proper education: One of the main approaches of the emiratization is provision of the guidance to the jobseekers. Al Saiqal (2015), mentioned that it is highly required that the candidates must have the proper the knowledge on the particular industry and should be ready to face the challenges of the competitive market. To make the jobseekers practically acknowledged the Abu Dhabi Municipality has tied up with different entities (El-Temtamy, O'Neill and Midraj 2016); provision of the training and relevant job oriented education has helped emiratization to strong position in the socio-economic aspect of the Abu Dhabi. Creation of new and hidden opportunities: Due to the emiratization many ways have been explored by the Abu Dhabi Municipality to make the more place for the new joiners. Abu Dhabi Municipality has extended its service by creating new sub centres; a number of graduated students have been employed for this centres. Moreover, Abu Dhabi Municipality has also focused on the engineering and administrative sectors and suggested to employ more emiratis on these posts. Emiratiation has helped the Abu Dhabi municipality to search for the potential areas that can be helpful to disclose new job opportunities (Schiliro 2013). New governing bodies have been formed to ease the administrative process as well as to create new post for the graduate and other jobseekers. Lower the dependency on foreign workforce: It is one of the mottos behind the emiratization. Over dependency of the private sector on the foreign workforce has become a serious concern in Abu Dhabi (Schiliro 2013). Due to such situation, public sector has been facing the risk of saturation; on the other hand due to the flexible immigration regulation, foreign workforce has shared the place of the local workforce. Emiratization has announced few regulatory provisions that have helped to narrow the dependency of the foreign workforce. Private sectors are strictly instructed to follow the quota system for the local workforces. Moreover, training and guidance has helped the jobseekers approachable to the requirements of the private sectors. Encouragement for the female employment: It is highly appreciable approach that has been resulted by the emiratization. Emiratization has helped to suppress the male domination in the professional sector of Abu Dhabi (Kemp 2013). Females have been also invited to be the Emirati worker and join the different organizations. Females have been also encouraged to work in the higher positions of administration. Abu Dhabi Municipality has itself appointed many female employees for different positions. Therefore, it can be said that these approaches are responsible to make the emiartization realistic and practical approach for this generation and the upcoming generations of the Abu Dhabi. Though the emiratization has a number of positive aspects there are few concerns that have been criticized regarding the different dimensions of this approach. The barriers that have weakened the approach of emiratization are as follows: Environment for the labour market: As mentioned by, Bodolica and Spraggon (2014), notion of dual labour market is present in UAE. The UAE citizens are inclined to the public sector jobs as their expectation regarding the working policies and wage system is high. They often prefer to wait for the public sector jobs for years even after knowing even after knowing that it could take more time only to avoid the profit-oriented jobs of private sector. Due to this reason, citizens of UAE are majorly employed by the public sectors. As a result, the public sector is getting saturated and it has left no choice for the huge employment of future generation. Though the Abu Dhabi municipality has taken few steps to make the jobseekers and graduates viable for the job profiles of the private sector; the expectation and thinking of the UAE citizens has not stand up to the initiatives taken in emiritization. Moreover, issues with the foreign employees are also serious (Marchon and Toledo 2014). As t he expectation of the UAE citizens are high private companies ensure the fact that they only hire the foreigners in this sector; thus for the nationals it has become insecure to work in a private sector. Difference in cultural aspects: It is another high concern because the working culture in the private sector is totally different from that of the public sector; hence, people finds it incompatible to work in a working culture that requires more physical involvement, includes risk factors (Afiouni, Rul and Schuler 2014). On addition, there is another factor that involves complications over the presence of western culture in the management in private sector; this factor has also influenced the reaction of the jobseekers when it comes to the work for a private sector. Lack of competencies and skill of the local workers: Abu Dhabi Municipality has taken initiatives to make the graduates and jobseekers capable of facing competitive markets there is far to go. The local workers lack the proper working ethics also do not have the appropriate knowledge required for the professionalism; hence, the situation has turned tough for the local workforce to take the place of expatriates. Policy formation and implementation: To make the emiratization successful different policies have been formed as well as implemented across the different entities of the country. However, Forstenlechner et al. (2012), mentioned that implementation of the proposed provisions has created complications across different organizations and authorities. For example, National Bank of Dubai has criticized the approach of emiritization and the initiatives like quota system for the local workforce and restricting the work permits of the foreign employee etc. in their quarterly report they have mentioned that implementation of those strategies has no such holistic understanding and criticized the initiatives as the fragmented initiatives. Moreover, Spraggon and Bodolica (2014), mentioned that instructions of replacing the expatriate workers with the local workforce without investigating the fact whether the local graduates are capable and qualified enough to meet the requirement is impulsive. Hence, it can be said that the Abu Dhabi Municipality is required to revise their strategies and regulations to avoid any complications. Regulations must be implemented in such a way that does not hamper the productivity and the quality as well as can satisfy the demand of the nation. Five years strategic plan: Higher committee supervises the five year planning for the development and future planning of the emiratization where discussion on different measures takes place that can be adopted to make the initiative of the emiratization more successful across the country. Different officials from the different authorities from the statistical, financial, government and educational sector usually participate in the meeting and discuss on different issues on the economic and social concern. For the economic concerns, discussions should be drawn on the facts like developmental projects get completed within the next five years along with that in this meeting an important approach should be encouraged by the officials that contribution of the private sector must be increased than the present rate of contribution. On this regard, cooperation of the governmental entities should be discussed in the meeting. According to the report, factors that can act as the stimulator for the private sector to impro ve the rate of involvement in the emiratization will be listed and evaluated. Recommendation should be revised on challenges that can arise during the implementation of the factors. It must be investigated and proper steps should be taken to overcome those challenges. To look for the every possibility, the attendants of this meeting should take the matter of observing the small and medium sized enterprises so that new scope of employment can be found. On addition, focus should be given on the partnership between the public and private sector so that complications that the process of emiratization has been facing can be eradicated. As mentioned by, Hasan (2015), planning to obtain any strategic approach helps in conducting the assessment of the comprehensive regular fields that can be helpful to understand the graph of the economic development. Furthermore, it will also help to track the performance of the key sectors that are influential to achieve the goal of a planning. Five years planning should prioritize the fact of the integrity within the governmental organization so that maximum number of the job opportunities can be obtained. Not only this should the planning signify each sectors individual planning to understand the different criteria required to reach the goal of emiratization. Importance must be given on both the qualitative and quantitative analysis of the economic sector and required to understand the present economic context of the nation comparison to the international business scenario (Modarress, Ansari and Lockwood 2013). To stand strong in the competitive market Abu Dhabi Municipality should give importance to the several industries like events and tourism industry, logistics and transportation, renewable sources and alternative energy, media, information and communication technology etc along with the traditional health financial and education industry. Five year planning can be helpful for the Abu Dhabi Municipality to keep the p ace with long term vision of the emiratization and to take appropriate approaches to meet the objectives of the emiratization. Conclusion: This report has intended to form a document on the emratization and its significance. Abu Dhabi municipality has taken an initiative to make the lifestyle of the UAE nationals better by providing them job opportunities and job security. Emiratization has helped the country to follow a path where the jobseekers can get the knowledge and proper education to enrich the professional expertise. Moreover, Abu Dhabi Municipality has also focused on the formation of new authorities so that more employment can be invited for these new entities. In this report, objectives of the emiratization have been described to understand the main features of this approach. Moreover, viability of this approach has been discussed in the context of present social and economic aspects. Successes, achieved by the Abu Dhabi Municipality have also been explained here. Moreover, the strengths and weaknesses have also been discussed to understand the analytical approach of the emiratization. Another important part of this report is to establishment of the five years strategic plan for to know the future prospects of the emiratization. Hence, it can be said that this report has successfully fulfilled all the requirements needed to understand the major attributes of the emiratization. This report can be further reviewed while conducting the extensive research on this topic. Reference list: Abdusheikh, M., 2012.Emiratization: United Arab Emirates national workforce development program. Pepperdine University. Afiouni, F., Rul, H. and Schuler, R., 2014. HRM in the Middle East: toward a greater understanding.The International Journal of Human Resource Management,25(2), pp.133-143. Al Saiqal, N.Y., 2015, January. Entrepreneurial Intentions of UAE Youth: A Work In Progress. InICSB World Conference Proceedings(p. 1). International Council for Small business (ICSB). Al-Jarwan, A. and Omar, S., 2015, November. 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