Organizational Behavior: Personality and Values Essay

In todays modern parliamentary procedure, personality and look on play a specific role in the stability of an organization. Today, diversity is the key to the success of or so organizations. However, diversity goes beyond me confide race, religion, color, topic origin, gender, age, and disability. The diversity of nature and the grip of the variety of talents and skills of our co- springers will go far in helping us make our lives less stressful. The man resource department and hiring managers need to cipher psycheality and assess when they hire in the buff employees. It is also strategic that they render and appreciate the different personality and values of their current employees.Personality and counterbalanceIn todays competitive market it has become extremely all-important(a) to hire the regenerate battalion to help execute the charge and vision of a society. The employee helps bring the slogan on the wall(a) into globe in that respectfore, it is impo rtant that employees display the right personality and values the caller- fall out would standardised to show the world. Gordon Allport produced the exposition of personality we approximately frequently use roughly 70 days ago. Allport said personality is the dynamic organization indoors the item-by-item of those psychophysical arrangements that determine his unique adjustments to his environment (Robbins & adenine Judge, 2013, p. 133). However, the definition has been tweaked e rattlingwhere the years. For the purpose of this paper, personality is defined as the sum total of ship counseling in which an soulfulness re exercises and interacts with unioniseer(a)s. The most important reason managers need to endure how to measure personality is that wait has shown personality tests ar useful in hiring decisions and help managers forecast who is best for a cheat (Robbins & antiophthalmic factor Judge, 2013, p. 133). value atomic number 18 an separate bea where compa nies need to hold in the employees and managers atomic number 18 on the same page.When values argon divided, problems with the organization closely follow. value epitomise basic convictions that a specific mode of conduct or end-state of reality is personally or socially p contact fit to an opposite or discourse mode of conduct or end-state representence. They contain a judgmental chemical element in that they carry an individuals ideas as to what is right, good, or desirable. determine hold both content and intensity attri thates. The content attribute says a mode of conduct or end-state of existence is important. The intensity attribute specifies how important it is. When we ran an individuals values in terms of their intensity, we obtain that persons value system (Robbins & antiophthalmic factor Judge, 2013, p. 144). When a political party claims the personality of their employees and the value system of the owners and shargonh ageds the alliance had now developed a fraternity personality.Personality Traits hatfuls very much(prenominal) use personality assessments to understand how the heap that travel in their organization interact. Two popular frame works for indentifying and classifying traits ar the Myers-Briggs Type index and the Big Five Model. harmonize to Robins and Judge, the Myers-Briggs Type index number is the most widely used personality assessment instrument in the world. It is a 100-question personality test that asks plurality how they usually feel or act in particular situations. Respondents ar classified as extrospective or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P). These terms argon defined as follows * outgoing (E) versus Introverted (I). Extraverted individuals ar outgoing, sociable, and assertive. Introverts are quiet and shy. * Sensing (S) versus Intuitive (N). Sensing types are practical and prefer routine and order. They focus on de tails. Intuitive imprecate on unconscious wreakes and look at the big picture.* Thinking (T) versus sentiment (F). Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions. * Judging (J) versus perceiving (P). Judging types want guilelessness and prefer their world to be ordered and structured. Perceiving types are flexible and intuitive (Robbins & Judge, 2011, p. 56) These classifications in concert describe 16 personality types, indentifying every person by iodine trait from each of the 4 parts. The Myers-Briggs Type Indicator has been widely used by organizations including Apple Computer, AT&T, Citigroup, GE, 3M Co., many another(prenominal) hospitals and educational institutions, and even the U.S. Armed Forces (Robbins & Judge, 2011, p. 135).The Myers-Briggs Personality Indicator whitethorn privation strong supporting evidence, but an impressive body of investigate supports the thesis of the Big Five Mod el that five basic attributes be all others and encompass most of the momentous variation in human personality. muchover, test scores of these traits do a very good job of predicting how people be con open in a variety of real-life situations (Robbins & Judge, 2011, p. 136). The pastime are the Big Five factors * Extraversion. The extraversion dimension captures our comfort aim with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timed and quiet. * Agreeableness. The agreeableness dimension refers to an individuals propensity to defer to others. Highly agreeable people are cooperative, warm, and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic.* Conscientiousness. The painstakingness dimension is a measure of reliability. A gameyly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are slowly distracted, disorgani zed, and unreliable. * Emotional stability. The emotional stability dimension practically labeled by its converse, neuroticism taps a persons ability to dare stress. People with domineering emotional stability tend to be calm, self-confident, and secure. Those with superior detrimental scores tend to be nervous, anxious, depressed, and insecure. * Openness to make love. The openness to experience dimension consultationes range of wagers and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the category are received and find comfort in the familiar (Robbins & Judge, 2011, p. 136).Generational ValuesValues within a person are often times mold by what generation and life events they whitethorn progress to experienced during their ground levelative years. Researchers have integrated several new-made analyses of work values into four groups that attempt to capture the unique vales of different c ohorts or generations in the unite States workforce (Robbins & Judge, 2011, p. 145). There are just rough limitations to this theory because a person born in one generation dismiss have the characteristic of another generation. Just because you are born on a certain date, does not automatically make you have the same values as everyone in your own generation. Despite these limitations, values do miscellanea over generations, and we stack gain both(prenominal) useful insights from analyzing values this way.Boomers (Baby Boomers) are a magnanimous cohort born by and by World contend II when United States veterans returned to their families and times were good. Boomers entered the workforce from the mid-1960s through the mid-1980s. They brought with them a large measure of the hippy ethic and distrust of authority. But they set(p) a great deal of emphasis on achievement and stuff and non wizard success. Pragmatists who recollect ends justify means they work hard and want to enchant the fruits of their labors. Boomers see the organizations that employ them merely as vehicles for their life historys. In terms of seniority, sis boomers make up the bulk of the employees in most large corporations, so it is imperative that co-workers understand the values of the person sitting or stand next to them. Terminal values such(prenominal) as a sense of accomplishments and social recognition rank high with them (Robbins & Judge, 2011, p. 146).The lives of Xers (Generation Xers) have been cause by globoseization, two-career parents, MTV, AIDS, and computers. Xers value flexibility, life options, and the achievement of job satisfaction. Family and relationships are very important. Xers are skeptical, particularly of authority. They also esteem squad-oriented work. In search of repose in their lives, Xers are less willing to make personal sacrifices for the involvement of their employer than previous generations were. Generation Xers rate high on true friendship, happiness, and pleasure.The most recent entrants to the workforce, the millennials (also called Netters, Nexters, Generation Yers, and Generation Nexters) grew up during prosperous times. They have high enquireations and seek meaning in their work. Millennial have life goals to a greater extent oriented toward becoming rich (81 percent) and famous (51 percent) than do Generation Xers (62 percent) and 29 percent, respectively, but they also see themselves as socially responsible (Robbins & Judge, 2011, p. 146). They are to a greater extent ethnically and racially diverse than older adults. Theyre less religious, less liable(predicate) to have served in the military, and are on track to become the most educated generation in American history.They embrace multiple modes of self-expression. Three-quarters have created a profile on a social networking site. One-in-five have posted a video of themselves online. Nearly four-in-ten have a tat in any case (and for most wh o do, one is not enough active half of those with tattoos have two to five and 18% have half dozen or more). Nearly one-in-four have a piercing in any(prenominal) place other than an earlobe- about six times the share of older adults whove done this. But their look-at-me tendencies are not without limits. Most Millennials have heady privacy boundaries on their social media profiles and 70% say their tattoos are concealed beneath clothing (Millennial, 2010).Policy on EthicsOften times the value system of a partnership can clearly be seen with the companys estimable scratch. Chrysler actually posts a code of honourable motive brochure on their website to ensure all employees and customers know their value system. harmonize to the website, Chrysler expects all of its employees to contribute to a cooperative working environment in which the dignity of each individual is respected. The conduct of centering force out should set an example to promote positive employee morale and the open exchange of ideas. Chrysler is connected to high ethical standards in dividing line transactions. Chrysler does not tolerate wrong or corrupt practices by its employees or its business partners. Chrysler strictly forbids sweet in or tolerating bribery or any other form of corruption. High standards require hard work, courage and often present trying choices. At times, choosing the proper course of action means foregoing business or personal opportunities.The integrity code, while not all-inclusive, reflects the basic standards of ethical behavior expected of Chrysler employees and should be read in conjunction with the company policies, guidelines, and standards of conduct that also apply to Chrysler employees (Integrity Code, 2009). Ineffective company ethical motive policies can also be a detriment to the companys public image, stature in the business community, and ultimately to their profitability. Many people assume that running a successful business often en tails a systematic approach, however the personality and values of employees of a company plays a crucial role in its success as hale. It is can be detrimental when executive decisions are not made and could result in them being extremely costly. For example, according to Academy of attention executives clean up be are former(prenominal)s difficult to attribute to any particular ethical motive failure. Consisting of such things as attorney and audit fees, investigative costsmedical actionsThe Enron scandal being the root example of a company destroyed due to simply unethical individuals. Not implementing ethical motive in any company will always fail in many way whether a small loss to an incomprehensible one (Schermerhorn & Dienhart, 2004). That is why it is imperative to ensure a code of morality as part of the system. The dynamics of decision making for any individual who is often faced with issues regarding ethics becomes far more complex than it sounds. Every company, in one way or another, are faced with difficulties of employees making decisions that sometime seem ethical or not. Not everyone can make such decisions. The downfall of those who lack the ability to make ethical decisions can be costly. A companys inability to reinforce ethics in their business can quickly become detrimental. One barely has to look at Enron, Arthur Anderson, and Worldcom to understand the catastrophic cause of having ineffective ethical policies and values (Thomas, Schermerhorn & Dienhart, 2004).Company ValuesIn regards to company values and ethics, Chick-fil-A has been in the news because of the words of their owner in regards to Christian values. His comments have caused the business world to examine the role of a business owners personal values and company values. At issue was the CEOs opinion of same sex marriage. The controversy came to a boil after an interview with the fast food restaurant chains death chair and COO Dan Cathy appeared in The Baptist Pr ess on July 16 and he weighed in with his views on family. We are very much supportive of the family the biblical definition of the family unit, Cathy said. We are a family-owned business, a family-led business, and we are married to our prime(prenominal) wives. We circulate God thanks for that. Proponents of same-sex marriage spread Cathys comments, eventually creating a firestorm of criticism on social media, including assertions that his comments and position were bigoted and hateful (Brumfield, 2012).InternshipsCorporations often demonstrate their values to customers by the way they treat their employees and the opportunities that are operable for citizens to become a part of the company. One way to quickly modernise in a company is to connect to their intern course of study. Chick-fil-A boasts about their internship program on their website. According to their corporate website, the purpose of the Chick-fil-A Internship Program is to stomach a high-caliber group of stud ents an opportunity to enhance their educational experience and improve their career preparation. A key objective of the intern experience is to help students and recent graduates understand and appreciate the vastness of building and maintaining strong work relationships in accomplishing results. We have designed the program to involve students in real work honks while also allowing them time to experience many aspects of the Chick-fil-A corporate culture. The heathen experience includes significant executive exposure and numerous tuition opportunities (Internship, n.d.).The Chrysler Corporation also has an intern program that is called the Chrysler leadership nurture program. The Chrysler Leadership knowledge (CLD) Program is a highly selective two-year program that develops leading by incorporating intensive on-the-job learning opportunities with supplemental development and interaction with our global business leaders. Youll have the guidance and support of Chrysler le adership passim your experience and opportunities to build on your talents through high-impact assignments. The program will provide you an accelerated opportunity to learn our business, executive mentor support, and an investment to deform your leadership abilities (Leadership Development Program, n.d.). As with most intern programs, the authorisation employee must(prenominal) meet minimum requirements. To be considered for the Program, you must meet the following(a) requirements * MBA/Masters degree with a minimum3.2 GPA* 2-6 years of professional business experience * Demonstrated leadership experience (Leadership Development Program, n.d.). According to Chic-fil-As website, the organization values diversity. What is diversity? According to the Civil Rights office of the Department of Interior, the term diversity is used in the main to refer to many demographic variables, including, but not limited to, race, religion, color, gender, national origin, disability, sexual pref erence, age, education, geographic origin, and skill characteristics. Americas diversity has inclined this country its unique strength, resilience and richness (Diversity, 2012).Diversity management makes everyone more aware of and sensitive to the involve and differences of others. Diversity is much more likely to be successful when we see it as everyones business than if we believe it helps only certain groups of employees. One method of enhancing workforce diversity is to intent recruiting meanings to specific demographic groups underrepresented in the work force. This means placing advertisement in publications geared toward specific demographic groups recruiting at colleges, universities, and other institutions with significant poetry of underrepresented minorities and forming partnerships with association like the Society for Women Engineers or the Graduate Minority affair Association (Robbins & Judge, 2011, p. 56).Values and EthicsOrganizational Development is an em erging profession, and its practitioners tend to describe themselves as professionals. However, individuals working in the field may vary greatly in respect to their degree of professionalism. By professionalism, we refer to the internalization of a value system that is a part of the concept of the profession. Whether a person can be deemed a professional is determined by the degree to which he or she has internalized certain values disposed(p) to the profession. Although there is some disagreement, four areas appear to be important. * Expertise. The professional requires some expertise. This includes specialized knowledge and skills that can be obtained only through prepare (usually through academic study and experience). * Autonomy. The professional claims autonomy. Professionals reserve the right to reconcile how their function is to be performed and to be free from restrictions. * Commitment. Professionals feel a loyalty to the discipline. They are more likely to identify w ith members of their profession in other organizations that with their own organization.* Code of ethics. Finally there is a responsibility to society for the maintenance of professional standards of work. They adhere to professional self-discipline and a code of ethics (Brown, 2011, p. 71). The values and ethics of prospective employees and the alignment of the values and ethics advocated by the company are important consideration when it comes to hiring practice considerations. If a companys hiring practices are ineffective, it can have detrimental effects to its bottom-line. According to a survey conducted by online payroll company SurePayroll, it found three out of four surveyed business owners admitted to hiring at least one employee they later wished they never had, and many indicated that the mistake resulted in a significant financial loss of more than $10,000 per bad hire, according to 12 percent of respondents (Eddy, 2009). Most companies react to hiring situations as emer gencies that might explain why so many do it so poorly. One Survey of fifty CEOs of global companies along with a pool of executive search consultants who rated about five hundred firms found the hiring practices for many of those companies are disturbingly vague.Part of the findings, according to the respondents, indicated to a heavily reliance on subjective personal preferences or on largely unquestioned organizational traditions, often based on imitation assumptions (Fernndez-Aroz, Groysberg & Nohria, 2009) It is therefore imperative to avoid making bad hiring decisions. As such, your hiring practices should have procedures that need to be followed to ensure the candidates being considered for employment are good matches. Procedures should contain effective methods for screening candidates during the pre-employment phase. close to of these methods should include accentuate checks or skills testing (Eddy, 2009). In order to avoid ineffective hiring practices companies shoul d consider seven steps within their hiring practices to cover the full recruitment spectrum to include anticipating the need for new hires, specifying the job, developing a pool of candidates, assessing the candidates, closing the deal, combine the newcomer, and reviewing the durability of the hiring process (Harvard Business, 2009).Continuous instruction and educational should be a part of everyones personal value system as intumesce as remaining as ethical as realizable. The best way to stay smart when facing ethical dilemmas is to remain current in your ethical training. In regards to ethics training a group of management researchers recommended the following actions for improving on-the-job ethics. * Behave ethically yourself. Managers are authorization role models whose habits and actual behavior send clear signals about the importance of ethical conduct. Ethical behavior is a top-to-bottom proposition. * Screen potential employees. Surprisingly, employers are generally lax when it comes to checking references, credentials, transcripts, and other information on applicant resumes. More diligent action in this area can screen out those given to fraud and misrepresentation. Integrity testing is fairly valid but is no panacea. * Develop a meaningful code of ethics.* Provide ethics training. Employees can be trained to identify and deal with ethical issues during orientation and through seminar, video, and internet training sessions. * Reinforce ethical behavior. Behavior that is reinforce tends to be repeated, whereas behavior that is not reinforced tends to disappear. Ethical conduct too often is ignored or even punished while unethical behavior is rewarded. * execute positions, units, and other structural mechanisms to deal with ethics. Ethics needs to be an everyday affair, not a one-time announcement of a new ethical code that gets filed away and forgotten. A growing number of large companies in the United States have chief ethics officers who re port right away to the CEO, thus making ethical conduct and accountability priority issues.* Create a climate in which whistle-blowing becomes unnecessary. Whistle-blowing occurs when an employee reports a perceive unethical and/or illegal activity to a third party such as government agencies, news media, or public interest groups (Kreitner & Kinicki, 2008). On May 15, 2002, President Bush signed into law the Notification and federal official Employee Anti-Discrimination and Retaliation (No FEAR) Act to increase federal agency accountability for acts of divergence or reprisal against employees. The No FEAR Act became effective on October 1, 2003. This act requires that federal agencies post on their public web sites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies (State, n.d.). take in aggroupProject team up ups have two universal measures to satisfy the customer, and to dispense with on time, on bud get and within specification. The rationale for using teams is simple high performing teams save money and satisfy customers. Unfortunately, there is the other side of the coin poor performing teams cost money and scotch customers. In many cases, individuals are assigned to a cross functional team and attempt to jump right into work without first attempting to address the relationship of team members and the behavioral disposition of the individuals. If the behavioral aspects of the team are not understood, then the team can become mired in conflict and lose momentum which results in lost time and effectiveness. Behaviors that can require productivity include the inability to work together towards a common goal, fear of sharing ideas, fear of negative feedback, self interest driving actions, expectation that the team leader will solve all of the problems and assume all of the responsibility, confusion between individual tasks and relationships with other people, and lack of appro priate acknowledgement for accomplishments (Henkin, 2012).The other consideration in deciding to form teams is what size team should be put together. When it comes to the workplace, teamwork is increasingly widespread. Research indicates there is not a fixed or optimal number to have on a team. Professor Wittenberg, Director of the Wharton Graduate Leadership Program, notes that team size is not necessarily an issue people think about immediately, but it is important. According to Wittenberg, research on the optimal team poem is not conclusive. In the work world, Professor Wittenberg suggests that it has been reinforced that five or six is the right number (on a team) but it really depends on the task (KnowledgeWharton, 2006). The other dynamic that needs to be addressed relates to teams is how they resoluteness conflicts. strife management is a very important part of team dynamics. Choosing the right members for a group can help prevent some of these issues. One strategy involves designating a project manager, a strong individual that can competently take charge. The project manager must be experienced and understand how to deal with both the interpersonal as thoroughly as behavioural aspects of the teams. They must also understand the normative stages of development most all teams go though as they come together. The project manager must allow the team to communicate effectively, create rapport, serve conflict, lead team members, and motivate the whole team (Gountanis, n.d.).Team DevelopmentTeam development is an iterative process. This is readily understood when looking at the forming-storming-norming-performing model for team development that has become a standard team development model introduced by Bruce Tuckman. The theory is based on the usher in that each team goes through a lucid iterative process. The first phase is described as the forming phase where the team first comes together with energy, expectation, and limited knowledge of assigned ta sk. The next phase is the storming phase where individuals opening jockeying for position and recognition. The team internally struggles with why and how decisions made will affect the individual members. The next phase is the norming phase where stability starts to emerge and goals are established with plans and concernd defined roles/responsibilities. The last phase is the performing phase where the plans are implemented, outputs are generated, and work gets done.Every team goes through these phases. (Tuckman, 1965). Therefore, it is natural to expect conflicts to arise between team members however, management as well as the project manager must be cognizant there can be both inventive conflict and destructive conflict. Constructive conflicts exists when people change and grow personally from the conflict, the conflict results in a etymon to a problem, it increases involvement of everyone affected by the conflict, and it builds cohesiveness among the members of the team. Destr uctive conflicts exist when no decision is reached and problem still exists, it diverts energy away from more value-add activities, it destroys the morale of the team members and it polarizes or divides the team (Cappozzoli, 1995).Diversity within the team is another consideration with respect to group dynamics. Professor Klein from the Wharton School of Management and Professor Lim from Nanyang Business School, Nanyang Technological University, Singapore as part of their research looked at the value of diversity and found that there was conflicting theory. Some research suggests diversity represented by gender, race, and age leads to conflict and affects behavioral integration among team members. The general assumption is that people tend to associate better with people who are similar to themselves which suggest too much diversity is bad for cohesion. Other research suggests diversity helps creates more ideas, more perspectives and more creativity for better solutions. In their re search, Klein and Lim found a distinct value in having some similarity between team members which enhances coordination and effectiveness in performing tasks that are complex, unpredictable, urgent, and/or novel (Klein & Lim, 2006). It is possible that a balancing of both theories within a team construct might be beneficial in forming a high transaction team.ConclusionEmployees performance and satisfaction are likely to be higher(prenominal) if their values fit well with the organization. The person who places great importance on imagination, independence, and freedom is likely to be poorly matched with an organization that seeks conformity from its employees (Robbins & Judge, 2013, p. 154). Chick-fil-As senior leaders are very vocal about the fact their company is owned and operated on Christian values. In fact, their polity and procedure of closing on Sunday so their employees can enjoy time off with their family and perhaps even attend church is archaic in the quick serv ice restaurant business. Chrysler is also very monstrous about their company values and has placed a code of ethics manual on their website to remind internal employees and external customers about their value systems. One of the roles of managers is to both exhibit and vocalize company values. This works well when your personal values are similar to the company and other senior leaders. The higher an individual rises within an organization, the more important it is that your personality and value system aligned with your company.Both the hiring process of the employees and the ethical standards of behavior for those employees are a critical dynamic supporting the mission objectives of the company. When a company fails to implement effective hiring and ethical policies, the implications can be costly in a variety of quantifiable ways. Finding the right mix of individual employees is a difficult task in terms of attracting and withholding people who are the best fit to the company. The success of the company relies on both the individual as well as those members who become part of teams. The composition of those members to a particular team must be carefully considered by management. The size, makeup, diversity, pickax of the team lead, and objective of the team are all important considerations to ensure success. Management must recognize there is some inherent inefficiency in putting teams together as they go through an iterative process of maturity but they must be convinced the benefits of the outcomes outweigh the delays by putting together that particular team.RecommendationsThe profitability and long term survivability of companies are keys to their success. One of the most important assets to any business entity is human crown resources or personnel. As with any asset, management and leadership hire personnel with the belief they will contribute to the company in a positive manner and demonstrate a return of investment from the standpoint that the hi ring and training process requires an investment of both time and money. Therefore, it is imperative that companies seek out, attract, and retain individuals whose personality and values match that of the company. In addition, they must be able to work well within teams to further the objectives of the company. It is also important that the companys continue to communicate and reinforce their values to the workforce. That message must come from the top down. Senior leadership must convey that message at stockholder meetings, all hands meetings, town hall meetings, and via electronic means. While it is imperative that message be communicated, it must be support and reinforced at all levels of management.In addition, the compensation and reward system must recognize behavior and performance consistent with that message. The other important consideration is that leadership and management must be conveying the right message, with the right behaviors, and enveloped by a sense of ethical behavior. One only has to look at Enron, Worldcom, and Arthur Anderson to recognize the catastrophic and costly effects of good-natured in behavior as individuals, groups, or management that is conflict with verbalise values. The recent Chick-Fil-a statements made by Mr. S.T. Cathy where personal views were replaced by those of the corporation started a media firestorm and backlash from many interest groups. The result was negative press for the company and eventually the announcement by the corporation of a customer cargo area day that cost the company tens of millions of dollars in an attempt to counteract the negative events.ReferencesAcademy of Management Executive, Volume 18, No. 2, (2004), Strategic leadership of ethical behavior in business, Schermerhorn, Thomas, and Dienhart, John, retrieved from http//home.sandiego.edu/pavett/docs/msgl_503/leader_ethic_behave.pdf Brockmann, Erich. (1996, May). Removing the paradox of conflict from group decisions. Brown, D. R. (2011). An Experiential nestle to Organization Development (8th ed.). Upper Saddle River, NJ Prentice Hall. Brumfield, B. (2012). Retrieved from http//articles.cnn.com/2012-08-01/us/us_us-chick-fil-a-controversy_1_civil-unions-marriage-glaad Cappozzoli, Thomas K. (1995, Dec). Resolving conflict within teams. Journal for Quality and Participation. v18n7, p. 28-30 Eddy, Nathan (June 25, 2009). 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