The Translation of Puns in Shakespeare’s Plays into Arabic

The term "pun" refers to a literary device that is described as a play on words. This term means using words in an amusing and tricky manner, to produce a pun. However, it is difficult to translate puns between English and Aabic because of their distinctively different linguistic systems, especially the phonology and morphology which are the basic skills in the use of puns. This study aims to study the influence of context in discovering the intended meaning of the pun and also to investigate the problems that translators may face when they translate puns from English into Arabic in some selected Shakespeares’ plays. Two main problems and interrelated issues are discussed: How puns are translated? And how they should or can be translated? It is obvious that, in some cases, the translator fails to convey the intended meaning of SL puns due to the fact that they involve more than one meaning (many shades of meaning). Thus, they lead to ambiguity and serious loss or a distortion of meaning. For analysis the data, three models are eclectically adopted, namely: Delabastita\u27s model of translation puns (1996), Kasper\u27s model of pragmatic transfer (PT) (1992), and Hatim and Mundy\u27s model of pun decomposition process (PDP) (2004) to determine the appropraite translation of puns

Empowering youth through volunteerism: the importance of global motivating factors

Youth participation in volunteerism is a hidden approach that empowers them socially and psychologically, the positive effect in Nigeria is very high, because it promotes mutual cohesion among members of different background, level of education, ethnicity, culture, needs, aspiration and values. It also creates conscious future generation that will take the country to a greater height. However, studies regarding youth volunteerism in Nigeria are very scarce and the population of youth is increasing at alarming rate with a projected population of 2015 of about 56 million out which accounts for about 40% of the total population. Realizing the importance of volunteerism among youth in Nigeria, this paper presents an overview of motivating factors towards volunteerism across the globe and identifies specific factors that motivate youth to participate actively in volunteerism activities locally. The paper also identifies promoting mutual cohesion, enhancing capacity, motivating others to join, promoting philanthropy among the importance of volunteerism to the individual and the community at large. Altruism, level of education, collaboration, need to be with friends, self-motivation, age, gender, health status and intelligence are the major motivating factors of youth volunteerism in Nigeria

Kepemimpinan belia dalam jaringan sosial: potensi pementoran kepada pembangunan belia positif

Kesinambungan kepemimpinan bergantung kepada sejauhmana usaha pembangunan kepemimpinan disediakan kepada golongan belia. Kemahiran kepemimpinan belia perlu dibangunkan melalui latihan profesional misalnya melalui kaedah pementoran yang akhirnya menentukan pencapaian kepada pembanguan belia positif (PYD). Selain daripda peningkatan keupayaan kognitif, kecenderungan positif dan sikap, PYD turut menekan kepentingan hubungan sosial. Oleh yang demikian, kertas ini membincangkan bagaimana pementoran telah menghubungkan belia kepada jaringan sosial. Secara khusus, kajian ini mendalami bagaimana pementoran menentukan belia memperolehi akses kepada aset ekologi melalui jaringan sosial. Dengan menggunakan metodologi kajian kes kualitatif, dapatan kajian mendapati pementoran telah membangunkan jaringan sosial belia dengan membentuk kepimpinan tanpa partisan dan memimpin perubahan sosial. Kesimpulannya, pementoran berpotensi dalam menyediakan peluang kepada belia untuk meningkatkan aset ekologi menerusi akses yang dimiliki mentor. Hubungan di antara pementoran dan pembangunan kepemimpinan belia dilihat telah menyumbang secara langsung kepada peningkatan PYD

Exploring types of deviant workplace behaviour in a Public Organization in Malaysia

Deviant workplace behavior among employees is becoming a universal issue at various organizations, not excluding enforcement agencies. Deviant behavior need to be studied by scholars to prevent detrimental effects such as job dissatisfaction, intention to quit, stress, decreased productivity, loss of work time, high turnover rate and financial costs among employees. The purpose of this paper is to explore the types of deviant workplace behavior in the government sector in Malaysia. Data collection for the research was carried out by interviewing 14 law enforcement officers in Malaysia. This study involves various departments. The study found that there are various types of misconduct existing at the organization e.g. bribery, uninformed polygamy, drugs, on-line gambling, absenteeism, and lateness. This study also provided a framework on types of misconduct to the enforcement agency

Trends and Challenges in Nigerian Extension Education and

Research in extension education is a serious and challenging task facing Nigeria today because of new trends that keeps on emerging continuously. This paper seeks to examine some of the common research techniques used in extension education and describe their applicability and workability in helping people to help themselves. Most of the researches in this area are more theoretical than the practical nature of the actual extension practice. The general aim of the paper is to identify the emerging trends and how these trends pose additional challenges to extension research and practice. Two major research approaches, Participatory Action Research in Extension (PARE) and Community Based Research (CBR) were found to be encouraging community members to make good decisions on what they feel is better for their lives. This implies that the methods are very useful, relevant and can considerably increase the community effectiveness with enduring by the researchers’ to employ them despite their long-time requirements Keywords: extension education, trends, challenges

Building Organizational Resilience via Creative Climate: A Literature Review

Organizational resilience is crucial in improving service delivery when facing crises, natural disaster, and etc. that have adverse impacts on organizations. To be flexible, organizations depends on skills of individuals or groups to manage such challenges. Basically, organizations through their creative people will look for a solution to overcome such challenges to gain organizational value. For organizational resilience to be achieved, there must be the existence of an environment of creativity that employees can seize for organizational success. In other words, to facilitate organizational resilience, it is needed to create a creative climate within organizations. One of the indicators for organizational resilience is creativity support. Therefore, organizations should develop better practices and policies of creative climate in striving towards organizational resilience. It is highly recommended that an organization is looking into dynamic strategy of improving its resiliency by implementing the creative climate developed by Ekvall (1996) that consists of ten dimensions: challenge, freedom, idea time, trust and openness, dynamism, playfulness, debates, conflicts, risk-taking, and idea support within organization

Influence of Creative Climate, Knowledge Management Practices, and Organizational Innovation towards Organizational Resilience: A Case Study of Malaysian Public Service Agencies

Creative climate, knowledge management practices, and organizational innovation have been identified by previous researchers affect the organizational resilience. Nevertheless, a variety of results with regards to creative climate, knowledge management practices, and organizational innovation were reported in literatures. Thus, this study was conducted to investigate on creative climate, knowledge management practices, and organizational innovation model that affect organizational resilience in Malaysian public service agencies. A total of 359 respondents that consists of middle and senior public managers were involved encompassing 25 ministries in Malaysia. The final model derived from this study showed that seven dimensions of creative climate, three dimensions of knowledge management practices, and three dimensions of organizational innovation that fit into the organizational resilience model. It is hoped that the findings of this study would add a new insight in studying some complexities associated with organizational resilience in Malaysian public service agencies