The Varying Definition Of Politeness Across Cultures English Language Essay

The Varying Definition Of Politeness Across Cultures English Language Essay CHAPTER 1 INTRODUCTION 1.0 INTRODUCTION 1.1 Background of the study The definition of politeness varies across cultures and the claims for universals have shown divergence and also lack of clarity as they have received serious attention since the Brown and Levinson theory was proposed (1978, 1987). Lakoff (1989) defined the term Polite as the use of politeness rules regardless of expectation whereas the term non-polite behaviour refers to the act of not using politeness rules when they are not expected. The Brown and Levinsons (BLs) model has contributed a lot in the study of politeness discourse although there are many criticisms that have been made by some researchers due to its lack of clarity concerning the definition of politeness and concomitant concepts of across studies and within the same studies (A. J. Meier, 1995). Furthermore, the BLs theory is said to be ethnocentric because it is derived directly from the high value which is based on individualism in the Western culture (Kasper, 1990: 252-253) and the fact that their distinction between the negative and positive politeness is dubious (Meier, 1995: 384). Goffmans (1967) work has also contributed a lot in the field of politeness discourse and has become one of the most significant in the research of language use. Goffman has introduced the notion of face (BL, 1987: 61). The BL defined the term politeness in terms of speakers need to say things which enable them to mitigate the imposition inherent in speech acts and also the face that those speech acts threaten including the face of the speaker as well as the face of others. A mitigated form is a form that is used in speech by expressing a given prepositional content in order not to offend others (Linde, 1988). According to Leech (1983), politeness is needed and important in the theory of linguistic pragmatics in order to explain the reasons that cause speakers to violate Grices Co-operative principles and its maxims. Self-politeness is taken seriously in Leechs framework. The self-politeness is important in the theo ry of linguistic politeness because it involves the face of the speaker which tends to be as vulnerable as the face of the hearer. This vulnerability is viewed in two ways and is described in the BL model. First, there are speech acts that threaten faces of others and speech acts that threaten the self-face. Second, the face of the speaker can also be attacked by the hearer just as the face of the hearer can be attacked by the speaker in a conversation. Brown and Levinson have devoted an entire book of politeness although its concept is never actually defined. They focused on two types of politeness strategies which are the negative and positive strategies that are used in order to reduce the imposition or threat to an addressees face upon the enactment of an inherently face-threatening act. Negative strategies are characterized as expressions of restraint, formality, and distancing whereas positive strategies are described as expressions of solidarity, intimacy, informality, and familiarity (A. J. Meier, 1995). These strategies focus on the positive and negative face notions. Positive face refers to a persons self-esteem and how he or she wants to be appreciated and accepted by the society. On the other hand, negative face refers to a persons freedom to act. Every individual has the rights to be involved in making decision. Speakers have to perform various speech acts in communication and these acts tend to threaten the face of the speaker or the hearer or both which can cause misunderstandings among them. There are five superstrategies that were proposed by the Brown and Levinson theory which are: Without redressive action, baldly Positive politeness Negative Politeness Off record Withhold the FTA Rudeness is the contrast of the term politeness. Lakoff (1989) defined the term rude as an act that disregards politeness rules when they are in fact expected although there is no clarity in considering what politeness rules consist of and on what basis they are determined in order to be considered as polite (A. J. Meier,1995). An apology is an act of politeness which is stated in Holmes (1990: 156) and is practised in most cultures of the world. According to Britain (1992), high rising tones which are used in declarative sentences are considered as markers of politeness in New Zealand English. In the work of Bublitz (1980), the terms please, just, passive voice, and tag questions are considered as the expressions of politeness. Politeness routines such as Thank you and Youre welcome are also essential in communication. In order not to sound rude when speaking to others, the appropriate politeness strategies should be implied and practised which can avoid misunderstandings between th e speakers and hearers. According to Janney and Arndt (1992), tact resembles the BLs concepts and it is important in order to avoid conflicts. Blum-Kulka (1989:67) on the other hand considers tact as an aspect of the appropriate polite behaviour. Kasper (1990:200) argued that the strategies and means of politeness are not exactly endowed with politeness values, which creates a question mark in ones mind. If polite strategies are not always polite as what is said by her, one would wonder what qualifies them as politeness strategies to begin with. Furthermore, some would argue that there is no particular style nor particular syntactic constructions (Fraser and Nolen, 1981; Zimin, 1981) can be polite or impolite. Many would question when and where to be polite and this is when sociolinguistic competence becomes important. Sociolinguistic competence is the knowledge of appropriate language use (Joseph A. DeVito, 2008). Lakoff (1989: 103) made an equate clarity with non-politeness where she maintained that politeness only differs in importance depending on the discourse genre which she believed that the more transactional the interaction is, the less important politeness will be. 1.2 Statement of the problem The universality of politeness is yet to be clarified because politeness varies across cultures which create problems in establishing objective measures for application across cultures. In this case, misunderstandings in communication can occur when one is unaware of another ones culture. Ehlich (1992) has warned of the dangers of ethnocentricity in determining the standards of politeness that apply to all groups whereas Hymes (1986:49) emphasized on the cautions of the tendencies in seeking the satisfaction of universal framework without considering the empirical inadequacy of them. Malaysia is a country that consists of various ethnics that have different practices, cultures and beliefs. Its biggest ethnic groups are the Malays, followed by the Chinese, Indian, and lastly the minority ethnics. Politeness is important because it can cause misunderstandings if it is not taken seriously. However, due to the culture differences politeness is viewed differently by different groups of so ciety in Malaysia. The BLs model cannot be applied in some of these cultures because they do not seem to fulfil each others wants. Gu (1990) argued that the BLs concepts are not adequate to account for aspects of Chinese and Matsumoto (1988, 1989) argued that the BLs notion of face with its individual territorial rights cannot be applied to the Japanese since the Japanese are more concerned with positional relation to others rather than with the individual territory. Everyone has the tendency to be rude when speaking to other people and they can in fact choose to be or not to be rude whenever and wherever they want. However, does this mean that they do not know the rules of politeness? According to the BL theory of politeness, an utterance is considered polite when there is an implicature that is generated due to the violation of the conversational maxims in order to save the face of others. An utterance can be polite even though the implicature is not. If that is so, how can someone tell when someone else meant to be polite or rude? A speakers communication competence is correlated to the degree of politeness. In order to be a competent speaker, one must possess communicative competence which consists of four types of competencies which are Grammatical competence, Sociolinguistic competence, Discourse competence, and Strategic competence. Grammatical competence is the mastery of the language and Sociolinguistic competence is the knowledge of app ropriate language use. Discourse competence on the other hand means the knowledge of how to connect utterances in a text in order to make sure it is both cohesive and coherent. Finally, strategic competence refers to the mastery of the strategies used by speakers to compensate for breakdowns in communication as well as the strategies that they use in order to enhance the effectiveness of the communications. The BLs model agreed with Grices co-operative principles and the conversational maxims which consider politeness as part of rational communication. Grices theory assumed that communication involves the intention of a speaker which is directed at a hearer and intended to be recognized (Brown and Levinson, 1987:7) and that communication is governed by a rational Cooperative Principle and also a number of maxims which give rise to conversational implicatures (1987:3). The co-operative principles emphasized four maxims which are the maxim of quantity, maxim of quality, maxim of relation, and maxim of manner which are formulated under the assumption that the common purpose of the talk exchange is to be maximally efficient and reliable. If one has to follow the BLs concepts, one probably has to flout the co-operative principles. Ones utterance can be polite even if the speaker doesnt mean anything polite. One can be rude even though it is not done on purpose and one can be polite even thou gh it is not meant. According to Grice (1957:219, 1968:122), in order to mean something by an utterance one must have the intention to produce some effect in an audience by means of the recognition of this intention. In short, one can choose to follow the Brown and Levinsons concepts or neglect its message to save the face of others. Interruptions are not tolerated in the English language but it is tolerated in the Italian language. It is considered rude for a person to interrupt another persons speech in the English culture. (Brian Paltridge, 2005). Interruption is also considered as a Face Threatening Act. (Jonas Pfister, 2010). For this reason, interruption is considered rude among Malaysians for example interrupting a persons conversation when he or she is not finished talking. If this is true, what about the practice of interruptions in a debate competition? One may question when and where can politeness be applied. Some would even consider interruption by permission in a conversation is tolerable. If so, one may question the accuracy of the definition of the terms rude and polite. Both competent and incompetent speakers can choose to neglect the politeness rules whenever they want and yet, they are still considered as competent and incompetent speakers of a language. 1.3 Objectives of study This study seeks to: To investigate the politeness practices among competent and incompetent speakers of English in Malaysia. To understand the many reasons that lead to rudeness among most incompetent and competent speakers of English in their conversations. To give guidance to incompetent and competent speakers of English in helping them to understand the politeness strategies. To help us understand the needs in educating these incompetent and competent speakers of English in language usage. 1.4 Research questions The following are the research questions for the study: 1.4.1 What are the factors that cause incompetent and competent speakers of English to have the tendencies to sound rude in their speeches? 1.4.2 What are the ways that may help the incompetent and competent speakers of English in improving their speeches? Who are responsible in helping the incompetent and competent speakers of English in improving their speeches? When and where should the incompetent and competent speakers of English be polite when having a conversation with others? Significance of the Study This study is important in order to help us understand about the problems faced by the incompetent and competent speakers of English in their everyday conversations. This study is also concern whether there is a need for maxim of politeness in our everyday conversation. Politeness is hardly defined due to the lack of clarification of its term and its definition has been argued by many researchers in their various theories of politeness. Researchers such as Lakoff (1973), Leech (1983), Kingwell (1993), Davis (1998), and Kalia (2004, 2007) believed that a maxim of politeness is needed in our everyday conversation and their views will help us to understand the significance of the term polite. This study also explores the competent and incompetent speaker of English in Malaysias point of views of the term polite based on their own understandings and practices since politeness can differ across cultures. I will also explain why the Brown and Levinsons theory is not satisfactory and cannot be universally accepted. Through this study, a Malaysian perspective of the term polite can be explored, understood and compared. Scope of the study This study is conducted in Fakulti Bahasa Moden dan Komunikasi (FBMK) UPM which is confined to the population of 12 selected ESL learners in Malaysia. All of the respondents are picked randomly from 3 major races in Malaysia which are Malay, Chinese, and India besides. However, the natives of Sabah and Sarawak are not included. Definition of Terms For the purpose of the study, the following terms are defined below in order to facilitate a better understanding of the studys main concern. 1.7.1 Polite The term polite refers to the use of politeness rules regardless of expectation (Lakoff, 1989). Besides that, an utterance is considered polite if and only if there is an implicature that is generated due to the violation of a conversational maxims because of concerns of face (Brown and Levinson, 1987). 1.7.2 Non-polite The term non-polite refers to the behaviour of not using politeness rules and yet not expected (Lakoff,1989). 1.7.3 Rude The term rude on the other hand includes the disregarding of the politeness rules when they are in fact expected (Lakoff, 1989). 1.7.4 Positive Face The term Positive face refers to the want that the wants be desirable to others and also the wants be approved of by others (Brown and Levinson, 1987). 1.7.5 Negative Face The term Negative face refers to the want of every member that his wants be desirable to at least some others. Negative politeness is said to be more polite than the positive politeness.

Defining Stress and Burnout

The relationship amongst Individuals and the organizations can be studied through the methods of Interaction between personnel and groups, as well as the strategies and factors affecting the behavior between each. For the purpose of this literature review, stress and Job burnout will be used to depict a major behavior of the relationship between the organization and its personnel (Ghana 2004). For example, Job burnout and its characteristics can have substantial effects on the organization and its personnel, which is why many researchers in recent decades have chosen to Investigate the phenomenon further.The term Job burnout' came Into play In the United States during the sass when It was identified more as a social problem, rather than a focus of systematic study by researchers (Mismatch 2001). However, the power of the term ‘burnout' made it possible to delve deeper into an Individual's experiences in the workplace and capture their realities, no matter what profession was u nder scrutiny. According to the Australian Journal of Basic and Applied Sciences, the phenomenon of Job burnout happens In different Jobs at various levels with major side effects to the organization, TTS personnel and their families (Freakish 2009).Due to the detrimental effects to job performance brought about by the phenomenon in question, defining job burnout, finding the indicators of where it occurs and discovering the preventative measures will be the focus of this paper. Defining Stress and Job Burnout Stress and job burnout have been considered occupational hazards for many people-oriented professions such as healthcare, human services and education. The practitioners In these professions began their Job with enthusiasm, positive expectations and a strong dedication to helping people.The demands of such Jobs are usually understated, but the norms are the same: to work long hours to do what you must to help the client, to put others' needs first and to ultimately be selfless . However these demands often come at a high price when one experiences the beginning stages of Job burnout. Brandenburg, Pines, Aaron's and Kathy define Job burnout as a syndrome consisting of emotional and physical tiredness caused by development of negative occupational tendencies, and missing one's Interest In one's own job (Brandenburg 1975).The key characteristics can be seen through feelings f frustration, exhaustion, anger and cynicism as well as a sense of failure and ineffectiveness. In addition, personnel and even management may suffer from sleep disorders, frequent headaches and anorexia (Freakish 2009). These experiences affect both social and personal functions of their Job performance. Naturally, this not only affects the Individual worker, but the people depending on him or her, and of course, the organization as a whole (Mismatch 1998).When organizational performance is effected negatively, this results in less work, absence from the job, arioso complaints, conflict in work environment, frequent delays, change of position and Job and even the quitting of the job. Ultimately, any manager who has suffered from Job burnout for whatever reason puts his psychological health at serious risk which could hinder the ability to communicate with others and solve personal oppositions Ana tendencies In an accepted, logical manner (Frankness 2 Mismatch and Letter, two of the leading scholars in the analysis and study of Job burnout, have done over 25 years of research on the subject.These experts claim that although there is no standard definition to Job burnout, they agree there are here prevailing dimensions which maintain a consistent structure throughout a variety of professions ( Mismatch 2001). These three components are: exhaustion, cynicism (a distant attitude toward the Job), and reduced professional efficacy. Of these three components, exhaustion is the most meticulously studied due to its predominance in the workplace. Some even argue that becaus e of this strong identification with burnout, the other two aspects of the syndrome are unnecessary to consider.Exhaustion reflects the stress dimension of burnout, yet it fails to encompass the relationship people have with their work. Mismatch and Letter say that exhaustion is not Just experienced – it instigates the motion to disconnect oneself cognitively and emotionally from one's work. This act has a specific name: diversification. This is an attempt to distance oneself and the ones receiving services (perhaps the client) by actively ignoring the qualities that make them engaging, unique people.People use this distancing method to develop an indifferent or a cynical attitude, so that they can manage the demands of their Job without having to view their counterparts as real people but as impersonal objects (Freakish 2009). Distancing is such an expected reaction to exhaustion that the strong correlation to cynicism (diversification) is always found when studying burnout (Mismatch 1996). The third component, lack of professional efficacy (reduced personal accomplishment) can be seen in a work situation with constant, overwhelming Job duties that add to the exhaustion or cynicism.This is because it is difficult to have a feeling of accomplishment when one feels exhausted or indifferent toward the people they are supposed to help. The main difference between the three components is that a lack of efficacy stems from the lack of elevate resources, whereas exhaustion and cynicism arise from social conflict and work overload (Mismatch 1998). Where Does Burnout Happen? According to the Annual Review of Psychology Journal, burnout is an individual experience that is specific to the work context.Therefore, the situational factors of Job burnout must be examined in order to fully understand the reasons behind its presence in many of our major industries. As mentioned above, research indicates that burnout is a response to work overload, time pressures and ot her quantitative job demands (such as too much work for available time). Studies of qualitative demands include role ambiguity and role conflict. Role conflict occurs as the conflicting demands of the Job must be met, whereas role ambiguity happens when there is not enough information given to do the Job well (Mismatch 1997).Another situational factor which is highly consistent with burnout rates is a lack of Job resources such as a lack of social support from management and fellow employees. Another set of Job resources has to do with control and information. If there is a lack of feedback from supervisors and no opportunity for decision making between management and employees, then the chances for burnout are much higher (Pulitzer and Mashers 2003). Based on the situational factors as seen in the quantitative and qualitative Job demands, it is easier to see where (I. . What Job Inaugurates) Joy Turnout occurs ten most. When telling Turnout earlier In tons paper, it was stated that in the professions of healthcare, education and human services, Job burnout has been prevalent due to the orientation toward emotion and people. Mismatch and Letter said there are actually five occupational sectors where the three emissions of burnout can be seen: teaching, social services, medicine, mental health and law enforcement.For example, in a study conducted by Stress and Health, it was found that physicians in South Africa have high levels of stress due to lack of organizational support, inadequate salaries, making critical on-the-spot decisions, dealing with crisis situations and working overtime. Apart from the inadequate salaries, American physicians were found to have similar sources of Job stress, especially female doctors due to a lack of support on Job stress severity (Pulitzer and Mashers 2003).Mismatch and Letter said there are mainly five occupational sectors which are prone to burnout; however, it would not be logical to limit the study to Just those five indus tries as it seems logical any individual in any Job could become victim to Job burnout, depending on their age, demands of the Job and the length of time worked. Thus, this brings up the issue of who experiences burnout? Who Experiences Burnout? There are three personal factors which have been found to be related to Job stress and burnout: demographics, personality characteristics and Job attitudes.Of all demographic factors, age is most consistently related to burnout (Mismatch 1996). Among younger employees, the level of burnout is reported to be higher than those over 30-40 years of age. Researchers suggest this is because age is confounded with work experience so burnout could occur earlier in one's career. Also sex is an indicator of burnout. Some studies show there is a higher burnout for women because they fall under the dimension of exhaustion, whereas other studies say men are more likely to have higher levels of burnout because they score higher on Hyannis.Some studies say those with a higher level of education report higher levels of burnout perhaps because highly educated people have higher expectations for their Jobs, and thus, are more stressed if these expectations are not met ( Mismatch 1996). Many personality traits have been analyzed in an effort to find which types of people may be at a greater risk for burnout. It has been suggested that low levels of hardiness (sense of control over events, openness to change, etc. , poor self-esteem, an external focus of control (give credit to others) and n avoidance coping style (passive to stressful events) all correlate to high levels of Job burnout. The exhaustion dimension of burnout has been linked to Type-A behavior (hostility, competition, excessive need for control). There has also been connections between individuals who are â€Å"feeling† types rather than â€Å"thinking† types who are more prone to burnout, especially on the dimension of cynicism (Freakish 2009). And lastly, the expectations and attitudes people bring to their Jobs is connected to levels of Job stress and burnout.According to Applied &Preventative Psychology Journal, those with high Job expectations are more likely to work too hard and do too much, which leads to exhaustion and eventually cynicism when the extended effort does not yield the expected results (Mismatch 1998). Prevention of Stress and Job Burnout In Mismatch and Goldberg article â€Å"Prevention of burnout: New perspectives,† they suggest two new approaches to ten prevention AT JODI Turnout. I en TLS approach Is based on the Mismatch multidimensional model and focuses on the opposite of burnout: increasing engagement with work by creating a better ‘fit' between the individual and the Job.The model provides a way to analyze more accurate connections between the Job situation and the personal experience. The advantage to this approach is that it allows for clarity and articulation of the source of the burnout which would aid in designing more effective prevention techniques. The second approach is based on decision-making and redefines burnout in relation to perception of the risk of burnout and how it may lead to choices that actually increase the likelihood of becoming â€Å"burnt† (Mismatch 1996). Both of these approaches can be simply put into two categories: person-centered approaches and taxation-centered approaches.With the person-centered approach, it is suggested that the individual plays a central role in the prevention of burnout. It is often presumed that it is the responsibility of the person, not the organization, to do something about their stress management. In order to do succeed with this approach, the individual must be able to develop preventative coping skills, utilize social resources, develop a relaxed lifestyle, improve health, and at the end of it, self- analyze in an objective, realistic manner that allows them to reevaluate their own arsenal standards and unc onscious expectations (Mismatch 1998).The situation- centered approaches have been given very little attention for strategies to preventing stress and burnout. However, at the situational level, the few strategies that have been suggested tend to focus on ways of enhancing the Job experience. According to â€Å"Then Handbook of Organizational Communication†, one of those ways to enhance job experience is through social support networks. A social support network focuses on the ways in which communication networks help organizational members cope tit stress. They do this by offering the members social support in the form of resources and sociability.Researchers have determined four main components of a social support network: emotional aid, material aid (goods, money and services), information and companionship Cabling and Putnam 2001). There is a significant amount of research which states that the role of networks in providing social support in varying organizational contexts , such as families, communities and neighborhoods, is highly correlated with lowered levels of stress Cabling and Putnam 2001). Conclusion Investigations by researchers and scholars for the past 25 years have shown that there are many sources and indicators causing stress and Job burnout.Many researchers such as Mismatch have devoted their lives to developing interactive models for Justifying and preventing this phenomenon. Many of these methods and strategies have been proposed by people with some type of direct, personal experience with burnout in their particular profession. This is because Job burnout can be seen in almost any industry, especially when it is broken down into its three dimensions: exhaustion, cynicism (diversification) and lack of personal accomplishment. In this literature review, there are sections outlining what Job burnout is, where it occurs, who it happens to and how it can be prevented.

Malnutrition and unclean water are major causes of death...

Malnutrition and unclean water are major causes of death in developing countries. While people in developed countries have access to a glass of fresh water anytime of the day, it’s quite the contrary for people in developed countries whose only source of water is the river that’s miles away. This goes for food as well. Undernourished kids have a hard time developing and are less resistant to diseases (i). Insufficient nutrients contribute to rising child mortality (ii); mothers are unable to breastfeed their babies since they are undernourished themselves (ii). In some instances, girls are required to eat last after the males due to their culture. The consequences of malnutrition are many; the leading results are lower IQs, heart disease,†¦show more content†¦Lack of financial resources and knowledge, inadequate sanitation, toxic waste dumped into rivers, and dry climates all contribute to unsanitary water (x). The Millennium Development Goal 1 seeks to eradicate poverty, with progress, goals 4, 5, 6, and 7: reducing child mortality, improving maternal health, combating diseases, and ensuring environmental sustainability can also be achieved (xi). General Comment No. 15 recognizes the human right to clean drinking water and sanitation (xii). It calls upon states to provide safe, clean, and accessible water (xii). Similarly, Resolution 64/292 passed in 2010, established the same human rights (xii). The World Health Organization has set a Water Quality and Health Strategy for 2013-2020 (x). The United Nations Environment Programme has taken action to reduce the pollutant of mercury from the nation’s water supply (x). UN-Water was formed in 2003 as a platform to address water related issues (ix). 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Cancer And Its Effects On Society - 1673 Words

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AsideRead MoreAppendix B1735 Words   |  7 Pagesrisks * According to the American Cancer Society (2013) states, â€Å"A risk factor is anything that affects your chance of getting a disease such as cancer† (American Cancer Society, 2013). â€Å"There are a few known risk factors for childhood leukemia† (American Cancer Society, 2013). According to the American Cancer Society (2013) states, â€Å"Genetic risk factors are those that are part of our DNA (the substance that makes up our genes)† (American Cancer Society, 2013). The genetic risk factor is whatRead MoreCan Exercise As A Form Of Fatigue Management Reduce Cancer Related Fatigue?856 Words   |  4 Pagesmanagement reduce cancer related fatigue In oncology patients compared to no fatigue management? There will be approximately 19 million cancer survivors in the U.S. by the year 2022 (The American Cancer Society, 2014). A cancer survivor is considered anyone diagnosed with cancer, from date of diagnosis until death (The American Cancer Society, 2014). Cancer Related Fatigue (CRF) is be the most distressing side effect associated with cancer therapy, while pain is the most feared side effect (Yeo CannadayRead MoreReviewing The Topic Of Breast Cancer987 Words   |  4 Pagesresearching the topic of Breast Cancer. In this introduction, it will include a problem about the topic and a valid solution in who to solve it. It also discusses the research and research methods put into this technical report, personal qualifications, work schedule, and lastly a table in which lists a time schedule in which this report will be completed. Introduction Breast cancer has a significant amount of impact on the women, men, and families it effects.Breast cancer is only made of topic one monthRead MoreDiagnosis And Staging Of The Patient1300 Words   |  6 Pages Cancer Lalu Mathew University Name Class Name August 17, 2014 Diagnosis and Staging The patient is diagnosed based on two criteria: what he or she says and the signs and symptoms seen in the patient. The patient is subjected to diagnostic procedures in order to assess the cancer. Diagnostic tests fall under five categories. The first, physical exams, allow the doctor to ascertain information about the cancer by examining the body. The doctor examines the body by watching, touchingRead MoreCrvical Cancer Essay812 Words   |  4 PagesUnited States of America will undergo a battle with Cervical Cancer. 22,440 women are diagnosed a year. 14, 080 of these women will die from this cancer. Lined up with other cancers, it is the 5th highest cause of cancer related death (American Cancer Society, 2016) Looking at the bigger picture, 1 in 75 will be diagnosed. Amongst those, 1 in 100 will die. With new research and treatments, the survival rate is rising. The effects of this cancer may vary, but these women all have one thing in common; they